Introduction
Behind every large and dominant company is the idea that enables it to align with its customers’ interests. Any founder nurtures their business since it is their dream organization, in which they believe and will stand by its side until they succeed. As emphasized by Goffee and Jones (2013), a dream organization values individual diversity, does not stifle or manipulate information, offers value to people instead of simply taking it from them, advocates for something important, provides genuinely satisfying work, and has no absurd restrictions.
Indeed, such an attitude toward one’s business, employees, and customers makes any company valuable. Any business will fail without careful consideration of its structure, leadership, and management. This is why Dahlia Apparel is a company that revolutionizes fashion, producing affordable and aesthetically pleasing clothing lines for people of all shapes and sizes, while appreciating the creativity of its employees.
Ethical Business Values and Transformational Leadership
In the current economic climate, many people strive for affordable yet quality clothing that is ethically and attractively made. My organization aims to provide these products, with a strong emphasis on an ethical and engaged employee culture, and fostering connections between personal and organizational values. While it is no surprise that many famous brands choose the production of their clothes in developing countries due to cheap human labor, many of them are not hesitant to employ child labor or have people work in inhumane conditions. Such attitudes are contrary to the belief system of Dahlia Apparel, which respects the efforts of its staff and aims to provide employees with the most comfortable and inclusive environment.
My leadership’s primary goal is to be both compelling and authentic, which can be achieved through transformational leadership. Transformational leaders motivate and inspire employees to be more creative and independent, thereby fostering greater employee engagement and motivation. As the founder of Dahlia Apparel, I will have high expectations for the people working at the company. However, I am determined to support and recognize every employee as a leader.
Organizational Structure and Horizontal Hierarchy
As a starting company governed by transformational leadership, the best type of hierarchy is horizontal. In this sense, the firm will have several chains of command. It would be highly beneficial for my business since it allows for more open communication, promotes employee responsibility, and increases the speed of idea implementation. However, at the same time, it does not constrain the employees much, allowing for autonomy.
While in the vertical hierarchy, every individual within the corporation possesses a specific role with particular responsibilities, the horizontal hierarchy implies that fewer managers will allow employees to work at their own pace, introducing collaboration and delegation of tasks. This way, control will be minimized, while creativity will be encouraged. In other words, I strive to create a workplace environment that suits the interests of all types of employees, meaning that both introverts and extraverts can work individually or in a team, accommodating their schedules to meet the deadlines themselves.
Inclusive Decision-Making and Employee Engagement
As for decision-making, the ideal approach would be to uphold the six common imperatives of an ideal workplace. First, it would be a policy to allow workers’ uninterrupted input on various problems and projects, ensuring that no information is suppressed (Goffee & Jones, 2013). Employees can voice their concerns and have equal opportunities and access to information.
Second, employees could freely express themselves and their cultural habits. Next, there would be training available to add value to workers. A gamification system could make the work feel more rewarding and help employees become more engaged. No rules would be imposed without considering the employees, so as not to create an aversion to them.
Transparent Governance and Stakeholder Relationships
The central notion of an ideal workplace is that human resources are catered to and respected. Such ideals as transparency and mutual support would be the cornerstones of human resource management. The same ideas apply to financial strategies when working with current and potential investors.
The primary objective of the company’s governance is to foster as transparent a work environment as possible. This would allow workers and investors to feel more secure about their future, given that they would be notified and warned of potential company development issues. The leadership will be open to any recommendations from stakeholders, which include a diverse array of individuals, from customers to investors and employees.
In this sense, the company will use the stakeholders’ feedback to improve specific business, product, and operational areas. Clients of Dahlia Apparel will have access to customer support services, which will offer pre-, mid-, and post-purchase support. Therefore, every resource, whether people, money, or others, will be appreciated.
Diversity, Inclusion, and a Shared Organizational Vision
The manifestation of this idea is only possible when like-minded people unite their knowledge and strengths and create a company that will revolutionize the market. Among those who will contribute in various ways will be people of all ages and experiences who share the same vision and dreams. It is important to remember that the company exists to embrace the diversity of people and cater to their needs in all aspects. My company will not discriminate; each employee will be recognized for their efforts and rewarded accordingly. At the same time, each client will be assured of assistance from Dahlia Apparel’s services, which will help them find the right size, style, fabric, delivery, and other essential details.
Conclusion
In conclusion, designing a productive workplace requires giving great attention to the employees. It is essential that workers feel included in the company’s development and that they have opportunities to participate in tasks beyond their mandated responsibilities. Another essential component is that “people need to feel that they can truly be themselves and be comfortable in their own skin” at work. “Radical Honesty” is vital to freedom of expression and honest transparency. With the help of transformational leadership and a flat organizational structure, these company goals can be achieved quickly and more efficiently.
A transparency strategy for employees and investors will ensure the business stays stable and secure. Every recommendation and insight from stakeholders will be reviewed and analyzed to enhance the quality and efficiency of the organization, its products, and operations. It is essential to remember that Dahlia Apparel values diversity and strives to create an inclusive environment where people of all ages, shapes, and sizes can come together to create something meaningful.
Reference
Goffee, R. & Jones, G. (2013). Creating the best workplace on Earth. Harvard Business Review.