BUS 210 Project 1 Speaker Notes

docx

School

Southern New Hampshire University *

*We aren’t endorsed by this school

Course

210

Subject

Business

Date

Apr 3, 2024

Type

docx

Pages

Uploaded by ConstableMolePerson6010

BUS 210 Speaker Notes Template To complete this template, replace the bracketed text with the relevant information. Write your speaker notes using complete sentences to outline what you would say in a verbal presentation and to demonstrate your mastery of the course content. Use APA style citations. Remember that your presentation should be between 7 to 10 slides in length, not including your title and references slides, so you can delete any sections you don’t need. Make sure your speaker notes correspond with the slides in your Presentation Template. Slide 1: SNHU Pet Supply Co. Team Management Plan Good afternoon and welcome. Today I am presenting to you a new team management plan that will not only benefit our company, but ensure the satisfaction of everybody within the company, as well as increase productivity and improve communications. Slide 2: Our Mission, Culture, & Goals To begin, I would like to remind everyone of our mission and culture statements, as well as go over out organizational goals for the company. “For any organization, the mission statement answers the most basic of questions: “what” does our business do, and “why” do we do it” (Soomo Learning 2020). Our mission at SNHU Pet Supply Company is to provide high-quality pet food, treats, and toys to dogs and cats. This sets the stage for providing a clear pathway of what our company does. Our culture “refers to a system of shared assumptions, values, and beliefs that indicate what is appropriate and inappropriate behavior within a given organization” (Soomo Learning 2020). That being said, our company is composed of a diverse group of 500 employees who loves pets and the joys they bring to us and our communities. We are staffed with employees who are passionate and friendly who take pride in providing outstanding service and high-quality products. Our company is working on achieving three major goals. The first is decreasing production costs by 3%. This decrease will reduce the cost to the consumer and make the products more affordable. Secondly, the goal is to increase workplace efficiency. This increase will in turn make product delivery quicker and more efficient. Lastly, our third goal is to increase employee satisfaction by 4%. To help reach these goals, I will be focusing my attention on goal number three, because I believe employee satisfaction directly affects productivity and efficiency. So, by increasing employee satisfaction, we in turn increase productivity and become more efficient. Slide 3: Weaknesses in Communication After consulting with my team, we were able to identify five areas of communication that needs to be addressed. The first issue I noticed was employees are experiencing a difficulty collaborating and communication with their coworkers from the same or different departments. Previous managers discouraged team members from getting support or collaborations from other departments, stating it was a “waste of time and energy.” Second, there is a lack of communication from management to the team members and managers of other departments, especially when it comes to important updates and announcements. The information they are receiving is through grapevine and is often delayed and irrelevant by the time they receive the message. Third, team members are having trouble with cultural and communication preferences with coworkers across divisions and locations. This has made it difficult for them to communicate and collaborate. Next, employee questions, concerns, or suggestions were being rudely shot down and not being taken into consideration. This has caused our team to give up trying. Finally, time zone differences are not taken into consideration when scheduling meetings, which have caused scheduling complexities amongst other team members outside of Manchester. 1

Slide 4: Team Issues The next set of issues that have been brought to my attention are issues team members are having with management that they feel are not being addressed. First, the management style of the previous manager was very result-based and straight by the book. These left managers being insensitive and inflexible and often leaving little room for others to have a say in decision-making. Second, new managers had little experience in management, and we left feeling unprepared and overwhelmed. New managers were only given two full days of training and were given a handbook of standard practices that they were uncomfortable enforcing because of the strict and standardized management style that the company requires. Third, managers lack autonomy leaving team members feeling unheard or undervalued and having an abundant of miscommunication. This has caused the team feeling left out of the loop regarding anything happening within the company. Lastly, team members feel there are no opportunities for growth and creativity, or room to take initiative. With the growth of the company, managers have noticed a continual decline in productivity. Slide 5: Ways to Encourage Open Communication: After reviewing feedback from team members, it is good to note that they feel like they communicate well among themselves and that they get along well, too. Considering the issues we are experiencing in communication styles and methods, our goal is to improve the communication between the team, management, and the rest of the company so that everybody within our company stays up to date on organizational initiatives, major announcements, and general updates. To improve these issues, first, each department manager along with Vice Presidents will hold weekly meetings on Friday afternoons. This will allow members from east and west coast to be present during the meetings. Second, team members will have weekly team exercises to strengthen team dynamics between management and team members. This will help team members express concerns, ideas, and ask questions to help employees feel heard and overall increase productivity. Third, every morning each department will get together to discuss what is expected of them for the day, as well as get updated on important information and updates pertaining to the company. Fourth, we will transition to using a mainly information-rich communication channel. “Research shows that effective managers tend to use more information-rich communication channels than do less effective managers” (Soomo Learning 2020). All important information and updates will be communicated using face-to-face communications in the form of weekly or daily meetings and via video conferences. These meetings will then be followed up via summarized emails, where then questions or concerns may be discussed one-on-one, if not addressed during meeting. Lastly, we need to adopt and adjust to the different team cultures and communication preferences across the divisions and locations. “The different and often “multicultural” identity of individuals in the same organization can lead to some unexpected and potentially large miscommunication” (Soomo Learning 2020). When in doubt, be sensitive and ask someone around to help interpret. Remain observant when dealing with cultural differences from one’s own. Slide 6: Leadership and Management I pride myself on being a democratic or participative leader. One benefit of being a democratic or participative leader is “Employees may feel they develop personal skills and fully participate based on intrinsic motivation to contribute to the organization rather than being extrinsically motivated by the leader” (Soomo Learning 2020). I believe that this team needs a leader who values their opinions and inputs. “Follower participation is central to this leadership style, as the formal procedures for making important decisions give members significant influence and participation in group decisions. Followers in an organization with democratic leadership may have the right to participate in open board meetings or 2

councils to express opinions about important issues before a decision is made” (Soomo Learning 2020). This also allow managers and department heads insight of different ways to improve production or bring to light issues that may be “swept under the rug.” When considering our company’s organizational goal of increasing customer satisfaction, it is important to involve the employees in decision making and allowing them to feel heard. Employees are likely to engage in more productivity when they feel valued by their employer and know they are not just working for the company but are part of the company, as far as being able to give their input. Slide 7: Followership To understand followership, we need to understand what it means to be an effective follower. “To be effective, followers have to know what they stand for and be willing to express their own ideas and opinions to their leaders, even though this might mean risking their jobs, being demeaned, or feeling inadequate” (Suba,.2013). That being said, having effective followers also means being an effective leader. By using my strengths as a leader to be empathetic, respectful, understanding, open to positive or critical feedback, I know it will inspire my team to work with me instead against me. I know with my leadership strengths, I can lead the team in a more positive, motivative, and aspirational way to not only increase employee satisfaction, but increase overall company productivity. Slide 8: Decision-Making Models When considering which decision-making model to use for the team, a collaboration between the intuitive model and the rational model would work best and be more effective. Although the rational decision-making model is most commonly used “…many organizational leaders utilize a combination of the rational decision-making model and intuitive decision making. Due to technology’s ability to provide numerous data points, charts, graphs, and information, making decisions based on intuition when combined with other methods can be an important part of the leadership toolbox” (Soomo Learning 2020). When making a decision it is important to weigh out all of the pros, cons, and alternatives and this cannot always be achieved by either rational decision-making or intuitive decision-making. Collaborative decision-making allows me to gather the opinions of my team members into consideration before making company decisions, because one or more of them may have a different approach to the topic up for discussion. Slide 9: Emotional Intelligence & Inclusive Diverse Perspectives As a leader, it is important to have emotional intelligence. “Emotional intelligence is the ability not only to assess and control your emotions but also to understand the emotions of those around you” (Soomo Learning 2020). Being emotional intelligent as a leader means being self-aware and knowing that what I say and do can affect my team positively or negatively. It involves being empathetic and compassionate. As a leader, it is important to understand that “specific events on the job cause different kinds of people to feel different emotions. These emotions, in turn, inspire actions that can benefit or impede others at work” (Soomo Learning 2020). It is important to keep in mind what every member of our team comes from a different background with different experiences and this in turn adds a unique diversity to our company. In the end, our diversity and passion are the key components of SNHU Pet Supply Company’s culture. Slide [#]: References Soomo Learning. (2020). Managing and leading in business . http ://www.webtexts.com . Suda, L. (2013). In praise of followers. Paper presented at PMI® Global Congress 2013— North America, New Orleans, LA. Newtown Square, PA: Project Management Institute. 3

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

BUS 210 Project 1 Speaker Notes

Related Documents