Introduction
In this paper, I will address the areas of concern of SNHU Pet Supply Company and develop a plan to rebuild the team’s culture and align the practices of an organization to effective leadership and management.
Organizational Mission, Vision, and Goals
Organizational mission statement is the guiding principle that defines the purpose of an organization and the goals it seeks to achieve. As stated in the brief, the mission articulates the company’s commitment to providing high-quality products that meet the needs of pets and pet owners. It emphasizes the company’s dedication to customer satisfaction and its commitment to quality and safety. Its structure provides a platform that allows each department to be innovative and produce quality products and services.
The purpose of the vision
Organizational vision is an important tool for guiding a business in the right direction. It provides an overarching goal to strive for and serves as a blueprint for creating a successful business. The organizational structure demonstrates that each division of the company is committed to helping it realize its vision.
Goals
Organizational goals provide direction and help motivate employees to work together to achieve desired outcomes. They help to set clear expectations, create a sense of purpose, and provide a shared vision for the organization. However, using old leadership and management approaches may derail the achievement of these goals.
Culture Statement
Drawing from the brief, the culture statement provides the foundation for how a business operates. It outlines that the business is passionate, and friendly, and strives to provide high-quality products and customer-first services across the nation. However, the lack of appropriate inclusion and diversity practices erodes this culture from the organization.
Areas of concerns
There are several concerns of the employees within the organization. One of the concerns is ineffective communication, which makes the employees feel disconnected from their team, their managers, and the organization as a whole. Employees may feel like their work or opinions are not valued, and that their ideas are not taken seriously. Managers who rely on traditional forms of management may also be a source of concern. This type of management style can create an environment of top-down control, where employees feel micromanaged. It can lead to a lack of trust between managers and employees, preventing meaningful collaboration.
Leadership and Management
There are several leadership and management approaches that can be used to address the concerns of the employees. One of the approaches is to adopt a transformational leadership style. Leaders should take the time to get to know their employees on an individual basis, and encourage open communication (Reza, 2019). Employees should feel comfortable sharing their ideas and concerns. Leaders should provide their employees with opportunities to develop their skills and knowledge. This can help employees feel empowered and motivated to complete their work.
The leadership and management practices focus on improving the overall performance and productivity of an organization. These practices are designed to foster an environment of trust, collaboration, and innovation, and to inspire and empower employees to reach their full potential (Reza, 2019). They encourage employees to think innovatively and take risks in order to achieve the mission. This can help to create an environment of collaboration and trust, which can be essential for successful mission and goal attainment. The practices improve the team’s culture through training and effective communication. In addition, management practices, such as a two-day intensive management training program, are intended to promote the culture of the company, which is to produce high-quality goods.
Followership
I would leverage my strengths as a leader to enhance the team’s effectiveness and culture by setting clear goals, encouraging collaboration and open communication, delegating tasks, and feedback, recognizing and celebrating successes, and leading by example. I would strive to promote a positive, supportive team culture by listening to team members and showing appreciation for their efforts.
My strengths could be used to develop followership within my team. I could promote an environment of trust and openness to foster an atmosphere of collaboration and creativity. I could use my problem-solving skills to help handle conflicts and offer guidance to team members. My enthusiasm for the work could encourage the team to work together toward achieving collective goals.
Decision-Making Models
The Rational Decision Making Model is an effective tool for the team at SNHU Pet Supply Company to use when making decisions. This model works by helping the team identify and weigh the available options, and then choose the best course of action based on their analysis (Simon, 1979). The model encourages the group to look at all the facts, evaluate alternatives, and make a risk-adjusted decision.
The distributive justice model promotes equal distribution of resources and rewards within an organization. It can be used to align with a management approach at the organization by encouraging fair and equitable treatment of all team members (Wittmer, 2019). This type of policy can help to build a sense of trust and a feeling of being valued among the staff, which in turn can lead to improved team culture.
Emotional Intelligence
As a company, it is crucial to understand how its employees feel and have some sympathy for those feelings. Managers need to show empathy by paying attention to their coworkers’ body language and emotions. They need to show that they understand what the other person said by paraphrasing or restating what was said. Respect between management and employees will go a long way toward making employees feel like the management team hears and understands them. The benefits are aligned with the organization because it increases employee satisfaction, hence increasing productivity. The considerations impact team culture by making the employee feel heard and their issues solved by the management.
Forms and Functions
The team relies on the store’s physical retail space, which serves as the central hub for customer interactions and product purchases. By having a physical store, the team can engage with customers in person and provide more personalized customer service. Additionally, physical stores provide the team with the opportunity to showcase their products and services in a more tangible way. The team provides the leadership and support necessary to manage the day-to-day operations of the company, as well as developing and implementing strategies for the future. In addition, the team works to foster a culture of collaboration and creativity in the company.
Communication Practices
The strength of communication in the organization involves using the right communication tools. These may include email, text messages, telephone calls, video conferencing, or even face-to-face meetings. From the feedback survey, the company can identify areas of improvement and make the necessary changes. One of the major weaknesses of communication practices is that employees do not receive information in a timely and consistent manner. Furthermore, reliance on multiple communication tools can lead to a lack of understanding of the company’s overall goals and objectives. Finally, the different team cultures within each division can also lead to a disconnect in communication.
Conclusion
The organization needs effective communication to ensure that everyone is on the same page. Firstly, the company should ensure that their communication is timely and accurate. Companies should take the time to make sure their employees are provided with the most up-to-date information. Secondly, the organization should ensure that their communication is consistent. This means that they should stick to the same communication processes and methods to make sure everyone is on the same page. Thirdly, they should create a communication policy to ensure that all the divisions are using the same communication channels and tools.
References
Reza, M. H. (2019). Components of transformational leadership behavior. EPRA International Journal of Multidisciplinary Research, 5(3), 119-124.
Simon, H. A. (1979). Rational decision making in business organizations. The American Economic Review, 9(4), pp. 493–513.
Wittmer, D. P. (2019). Handbook of administrative ethics (2nd ed.). Routledge.