Positive Influence

Team C Positive Influence

John Doe

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Organizational Leadership/531

Adam Smith


The year 2021 and Lunarspy is a fictional company with a real cast of MBA students poised to dominate the Sun wave industry (A new alternative energy source based on solar waves created by the Suns reflection off the moon). The purpose of this paper is to present a plan of positive influence to the president of the company. The objective is to foster a constructive work environment between management and employee that transcends the outdated ???Top down??? model which focuses on more of a removed ???reactive??? style of management. According to Truskie (2010) ???Old-style managers think of their organizations in terms of lines and boxes — the enlightened think deeper and focus on their organizations culture??? (para. 6). This new style of management (also known as adaptive leadership) places the emphasis on empowering the employee. Management therefore is more responsible for the development of employee talent thereby creating a ???strength in numbers??? formula. This in turn will create the spring board necessary to meet sales objectives and increase the companies bottom line all against the background of a cohesive working relationship between all departments involved (sales and marketing, HR, management, R&D and manufacturing). In an article about adaptive leadership, Albono (2010) states, ???It matters because it bears directly on their ability to tap human potential??? (para. 6). This particular plan (tier one of a five tier plan) will focus on the diverse set of strengths the Lunarspy management team bring to the table. There are five key players that make up the management team: Michael Penning, Pamela Ladu, Richard Williams, Rocky Turner and Patrick Roane.
Team Collaboration
This next section will paint a descriptive portrait of the distinctive traits each of us bring to the management team. Starting with Mr. Penning, his expectations for time management and involvement is that he wants the team to work together and communicate so that all will benefit from the the shared experience. Michael would like the team to participate in company projects as much as possible. He also feels that the team members should be respectful of others given that each member is busy with their own specific responsibilities. Michael believes that each team member should do his/her own part in creating a cohesive, team oriented work environment. Michael wants to be sure the team is acting with respect for all situations, as there may be other variables at play when it comes to someone not participating. Michaels hope is that the management team come together and complete company objectives on time and not procrastinate until the last minute. It is Michaels wish to have the whole team and employees alike benefit working together.
Pamelas expectations are that contributions to company objectives are equal, with a respect and understanding that team members all manage different schedules and have competing priorities. Pam has a good understanding of the teams varying levels of experience and the demands in which each member has to face. This in turn will dictate the actual time of day the team is able to participate and communicate. Pam feels that communicating those outside factors is key to managing the teams objectives. She asks that the team all provide ample communication related to accessibility, as she promises to do the same. When it comes to balanced participation in meeting managerial demands, Pam believes it is the responsibility of each manager of the team first and foremost to ensure each contribution is appropriate and timely. Lastly, Pam likes to keep the lines of communication open and constant. This she states, has proved to be the most effective way to experience success in a team environment.
Richards expectations for the team revolve around open and honest communication. Mr. Williams puts an emphasis on how the team must be mindful of deadlines. Richards view of a balanced team environment hinges on trust and responsibility. He feels the team should maintain an atmosphere of openness. Richard also states the team should strive to meet deadlines and handle conflicts with frank conversation. He adds that the team should strive to share as much real-life management examples as possible.
Mr. Turner states that any successful foundation is based on team members doing what they say they are going to do in a timely matter. This allows for a thorough review of company deliverables before execution. This will ensure that new points of view are entertained and exercised to keep things fresh. Also, Rocky makes it a point to place an emphasis on having fun. Doing this he believes will provide for a positive environment for managers and employees alike to do work in.
My expectations as part of the management team is for the team to have an open and honest dialog. It would be great for the team to equally contribute to company objectives in a timely matter and for the team to work together as much as possible. When it comes to involvement, members of the team have to count on one another to be punctual. To provide for a balanced work environment, team members have to be conscientious of outside commitments and than allow for enough time to make adjustments when any member is unable to fulfill on a commitment. This is all based on sound communication.
Management style and differences
There are very few differences, if any, among members of the management team. The following descriptions simply express a unique approach to dealing with conflicts both during and before problems arise. When conflicts arise, Michael wants to be sure the team stay in communication so that the appropriate adjustments can be made. He will go as far as to contact a member of the management team personally if communication is lacking to some degree. If no response, then he will turn to the president for help in the matter. Pams stance on conflict management is to treat each member with respect and understand that conflict of opinions is healthy and it is acceptable to agree to disagree. Richards opinion is that all potential bottlenecks on company deliverables be discussed immediately upon discovery. Rocky believes that team members need to let the others know where help is needed ahead of time to avoid trouble. When it comes to balanced participation among members, Rocky suggests a unique approach. Hed like to see each member take a turn as the leader of company projects as they take shape. I believe each member needs to take the initiative and speak up when something is bothersome. Be it a work related situation or anything else for that matter. This will help foster trust and support which is the cornerstone of an effective management team.
To conclude, each member brings a different set of skills to the team. Each manager has a slightly different style, for example I have a more dominant/aggressive style whereas some of the other members have more of an interactive style. Surprisingly, none of the members have cautious style of management. Given the wide range of experience each member has, the ability to positively influence the companies position in the marketplace will be strong and far reaching.


Truskie, S. (2010, February 20). Top Down Management Outdated. The Miami Herald, (1) Retrieved from http://www.miamiherald.com/2010

Albano, C. (2010). What is Adaptive Leadership California Job Journal.

Retrieved from http://www.selfgrowth.com/articles/calbano.html

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