It is not unusual for organizations to have several people in leadership roles who participate in collaborative decision-making for the benefit of the entire organization. Leading teams of diverse individuals is a significant challenge, and negotiating individual strengths, weaknesses, and personalities can be difficult. Nonetheless, as managers, it is your responsibility to effectively lead teams through establishing expectations designed to motivate individuals, fostering critical decision-making skills, and improving communication and collaboration among teammates. For the assignments in Topics 4 and 5, as part of the management team at a successful, regional airline, Southwest Transit, you have been directed to form a team for a high-stakes, high-pressure project. Together, the management team will come to a consensus and a recommendation will be delivered to the director.
Begin by reading the attached “Southwest Transit Company Profile” and ” Southwest Transit Team Member Profiles.” In your assigned group, each CLC group member, will recommend a team of six people from the given Southwest Transit team member profiles, ensuring to provide an explanation for their choices.
Southwest Transit Team Member Profiles
Natalie has been with the company for 2 years. She is positive and ambitious. She hopes to own her own business someday. People like Natalie and like to engage her in conversation. Natalie always listens politely but finds her colleagues somewhat annoying and resents their tendency to gossip.
Although Natalie works well on the team, her preference is to identify ways to have her individual ideas and accomplishments shine through. Some people find her to be overly competitive.
Natalie is a smooth talker and can easily win people over to her point of view. She is great for smoothing over tense situations. She is a real negotiator and is comfortable in any kind of speaking situation. Her written communication skills are very strong as well. When she can get away with it, she prefers written communication because people often monopolize her time in conversations.
Natalie is motivated by challenges and enjoys competitive opportunities in which her skills and talents can take center stage. She enjoys doing great work.
Strengths and Weaknesses
Natalie is an excellent communicator, charismatic, and a natural leader; however, she has a bit too much disdain for her colleagues to fully trust them, and some sense her negative attitude toward them. Also, her efficiency is sometimes impacted by her colleagues whom she allows to monopolize her time in conversation.
Michael has been with the company for 5 years. Overall, his attitude remains positive, but he can be cynical at times. He attempts to look for the best in people and prefers to give people the benefit of the doubt. He is working on getting his PhD and has plans to eventually work in personal and corporate wellness consulting.
Michael considers himself to be a leader and motivator to the people around him. He has compassion for the emotional needs of people and values their individuality. At times, he is overly confident and speaks his mind a little too freely. He enjoys collaborating with his coworkers and brings out others’ strengths during their collaboration experience.
He prefers to resolve conflict passively through joking but will often take things personally. Some colleagues describe him as passive-aggressive. Michael enjoys verbally communicating with people. He prefers open and informal conversations and shies away from formal communication. He is not afraid to ask questions until he is sure he understands a project. Michael has strong written communication skills as well.
Michael is motivated by interesting and complex tasks; however, his depressive tendencies can cause him to lose interest in a project and he has been known to abandon projects without finishing them.
Strengths and Weaknesses
Michael thinks both tactically and strategically. He has the ability to see discrete parts of a project and relate them to the holistic project goal. He can be impulsive and demands instan
Southwest Transit Company Profile
Southwest Transit began as a small, charter airline in 2005. Its initial vision was providing affordable, on-the-hour flights from California-based airports to its three adjacent states: Arizona, Nevada, and Oregon. Southwest Transit saw the need for affordable and convenient flights out of California was high enough to sustain a business. The company began its success using smaller commuter planes to transport customers to surrounding airports. There was no flight longer than 2 hours, and there was minimal service during the flight. The company’s mission was customer-focused. They wanted to provide an opportunity for companies to fly their employees at an affordable rate and whole families to travel affordably.
Southwest Transit tripled in size after its first year. Growing demand required the addition of flights, employees, and larger airplanes. The founders of the company re-evaluated the vision and future of Southwest Transit. They were determined to maintain an emphasis on convenient, affordable flights and keep their focus on customer needs. This strategy proved successful. The company has established itself as a dominant regional competitor. They have more than 10,000 employees and continue to see growth in their future.
Most employees at Southwest Transit rave about the company and appreciate its friendly and employee-centered culture. The company’s leadership cares about its employees and makes every effort to provide them with satisfactory benefits. Most employees are enthusiastic about the impact they make on customers, their salaries and benefits, and the advancement opportunities the company provides. They feel valued and respected. One major complaint a majority of the employees have is the turnaround demand. Employees are given very little time and support to complete a project. There is just too much work to be done. Most employees are successful under pressure but would appreciate an environment that provides adequate time to complete projects productively.
Southwest Transit Marketing Project
As a manager in the marketing department, you have been handed a last-minute project and need to work with the other managers to develop a team that can complete the project swiftly and flawlessly. Failure is not an option. Southwest Transit’s biggest competitor just released 50 new flight plans at highly competitive fares. This has caused a significant decrease in sales for Southwest Transit. The marketing team has been given the task to develop a marketing strategy to drive up sales. Southwest Transit was planning a release celebration for their new Boeing-747 in 6 weeks. The CEO demanded a new marketing campaign that will be introduced to the public simultaneously with the new aircraft. This task will require the team to collaborate effectively in a short timeframe. The ultimate goal is to develop a marketing strategy that will keep customers loyal to Southwest Transit.
You and the other
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