As Erasmo shared, this was a difficult time for him and the EEM division. A financial decline like this can affect employee morale. He knew he needed to help his team through this Q1 miss and communicate a plan for the remainder of the year. What advice would you give to Erasmo to help him engage his team and motivate them to push through this disappointing quarter? How should he engage them (email, one-on-ones, staff meeting, etc.)? Remember to incorporate audience, content, purpose, process, and tone or style in your response.
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As Erasmo shared, this was a difficult time for him and the EEM division. A financial decline like this can affect employee morale. He knew he needed to help his team through this Q1 miss and communicate a plan for the remainder of the year.
What advice would you give to Erasmo to help him engage his team and motivate them to push through this disappointing quarter? How should he engage them (email, one-on-ones, staff meeting, etc.)?
Remember to incorporate audience, content, purpose, process, and tone or style in your response.
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Solved in 4 steps
- Provide a realistic rationale as a student, Question 1: Foundations of Management (Unit 1) / Management Challenges (Unit 3) What do you see as the biggest challenges for a manager in today's work environment, and how do you try to approach those challenges? Rationale for question 1: Question 2: Planning (Unit 2b) How do you plan and set goals for your team? What is your process for converting those goals into action plans? Rationale for question 2: Question 3: Leading (Unit 2a) How would you describe your leadership style, and what are some ways you use to motivate and engage your team members? Rationale for question 3: Question 4: Organizing (Unit 2b) How are responsibilities and tasks distributed in your team? Rationale for question 4: Question 5: Controlling (Unit 2b) How do you track the performance of your employees? Could you describe a time where you had to put some measures in place in order to a problem or situation at the…Jonathan's concise vision for the strategic realignment of the company gives the workforce a sense of direction and purpose. By setting the precise aim of creating a thorough strategy in six months, he provides the team a sense of urgency and a measurable goal to work toward. This clarity encourages team members by giving them a clear picture of what they are working toward and why it is vital. Herzberg's Two-Factor Theory, Adams' Equity Theory, and Maslow's Hierarchy of Needs, which theory does this align with ?At the most recent weekly team meeting, the tension had been palpable. The Jamaicans on the teamunderstood Enriquez’s point about the need for customer satisfaction, but they believed that helpingcustomers solve problems and referring them to the training video was good enough. The complaints inthe meeting went like this:Jill Henley: This goes beyond being annoyed about how much Maria talks, it now affects my pay—it’sbeing docked. When she does a call, it goes way past product information; she carries on about family, getswrapped up in their problems, laughs and jokes—but the thing that really put me over the edge was whenshe told someone she’d put the kids who used our equipment on her prayer list! Maria acts like a therapistinstead of providing technical support. For the love of Pete, we sell medical equipment! The less you talk,the more you listen, and the better you do your job.Jordan Burton: Maria talks so much that my mouth hurts—and I’m being penalized because of it. Thereis no…
- Mangement Performance management is a critical aspect of effective leadership and organizational success. It involves setting clear goals, providing regular feedback, and evaluating individual and team performance to ensure alignment with organizational objectives. Feedback plays a crucial role in performance management, as it helps employees understand their strengths and areas for improvement, motivates them to excel, and fosters continuous learning and development. Managers must deliver feedback constructively, focusing on specific behaviors and outcomes, and offering support and guidance to help employees reach their full potential. Question: How can managers create a culture of continuous feedback and performance improvement within their teams, and what are some best practices for delivering effective feedback?There is a deep-rooted conflict between 2 key project team members. It is apparent that these differences are based on differing technical approaches to a problem encountered on the project. a) Evaluate the suitability of using a smoothing/ accommodating conflict management approach in this situation. b) With appropriate examples, evaluate the usefulness of 1 motivation theory that a project manager could use to motivate their project team.Parul attended all of the training meetings and studied what the competition was doing before she attempted to reorganize the sales team. After the reorganization, her manager complimented her on the great work she had done. Parul felt very happy with all she accomplished. Which part of this scenario demonstrates a first-level outcome? a. compliment from manager b. reorganization of the sales team C. personal happiness d. attendance at training meetings
- Post a total of 3 substantive responses over 2 separate days for full participation. This includes your initial post and 2 replies to classmates or your faculty member. Due Day 3 Imagine you work for a fast-moving consumer goods (FMCG) company and have been assigned a project to launch a new product variant. You will be working with a team that comprises employees from different departments. Respond to the following in a minimum of 175 words: You must lead your team so that they remain motivated and work toward achieving project goals without any conflicts. Based on your reading and research: Discuss 2 ground rules you will form for the team to follow. Discuss 2 ways in which you will manage conflicts that may arise among team members.Read Case Study 8-1 in Aguinis (2019). Read Case Study 8-2 in Aguinis (2019) and write a 2- to 3-page paper that describes how you might improve upon and/or change the current employee development plan for Brainstorm, Inc. How might you change the form or the content? How should the company proceed with implementing this development plan process with the employees? Case 8.1 Content of a Personal Development Plan at Brainstorm, Inc. Cathy is a sales manager at Brainstorm, Inc., a computer software training company that sells Microsoft, Novell, Corel, and Open Office training software, located in Lehi, Utah. One of Cathy’s responsibilities is to complete annual performance evaluations with all of her direct reports and create individual development plans for these employees, based on their performance evaluations. Recently, Jay, an inside sales representative and Cathy’s direct report, finished his first year’s performance evaluation with Cathy. Cathy’s performance evaluation of…Mark Martin has just been appointed manager of a production team operating the 11pm to 7am shift in a large manufacturing firm. Mark is concerned that the team members really like and get along well with one another but they also appear to be restricting their task outputs to the minimum acceptable levels. What could Mark do to improve things in this situation and why should he do them? Support your claims/arguments with key research findings on team performance factors
- Manali is promoted to the position of Senior Manager of a new department (Department ofStrategic Development) in her company. While she is delighted with her new deployment,she is unsure if the team would respond well to her leadership. Hence, she is anxious abouthandling new work processes and working with her new team. a) Applying a suitable model of self-awareness that portrays the relationship between whowe are and what we reveal to others, explain how the model can benefit Manali inenhancing her self-awareness and in helping her to better understand her relationshipwith her new teamRespond to one of the two options:Option 1: Thomas is a prominent leader in his organization. Over the past several years, Thomas' weight has fluctuated from morbidly underweight to morbidly overweight and back to morbidly underweight. The organization has given Thomas a performance improvement plan due to attendance issues resulting from concerns of the weight fluctuations. Thomas has consulted with an attorney as to whether there is possible discrimination occurring by the organization. Do you think the organization is discriminating against Thomas? Support or refute the premise of whether discrimination is occurring towards Thomas by the organization.Option 2: Sally and Roger have worked as a team in their organization for several years. Sally is age 64. Roger is age 67. Both are in fair health. Roger has type II diabetes and takes heart medication. Sally is a cancer survivor from 10 years ago with no recurrences. The team has made significant revenue for the company over the last…Confused on how to answer Juanita Maxwell devotes a lot of time and energy to getting to know her employees. She always greets them personally and carefully listens to their responses to questions period she even remembers incidental facts like pet names and favorite days of the week that she picks up when making small talk. Juanita believes that these kinds of details help her match her employees to projects that bring out their best skill set and internal motivations. She knows, for example, that her office manager, Marcy, is a true morning person, so Juanita schedules their meetings as early as possible to maximize their effectiveness. Juanita has a new employee on the sales team, Sandra, who is difficult to read. When Sandra first started at Trumbell and Son, she was very quiet, bordering on introverted. Juanita certainly chalked some of it to Sandra being new, and many of the other office workers having been colleagues for over five years. At the company picnic months later,…