In Topic 4, selections for the Southwest Transit marketing team were made, and now your job is to present the recommendation to your director. Surprisingly though, a directive is issued informing management that only four people will be able to staff the team, which will of course increase the pressure finalizing the selection.
Consider the vision for a successful Southwest Transit marketing team composed in Topic 4. Narrow down the team selection to four individuals for presentation to the director. Decide which strategies will be most effective for leading the agreed-upon team. Compose a PowerPoint presentation (10-12 slides), then record your 5-7-minute presentation using YouTube Video, Loom, or Zoom. On the title slide of your PowerPoint presentation, provide the link to your YouTube, Loom, or Zoom video recording that you created. Your presentation should address the following:
Who are the four team members, and what was the primary reason each person was selected? How difficult was it to come to a decision regarding team selection? Which potential team member was most difficult to come to a consensus about? Why?
What are the primary strengths of the team? What are its potential weaknesses? How positive is the management team about the team’s potential? Justify your answers with evidence from ” Southwest Transit Team Member Profiles.”
What strategies will be most effective for motivating the team, managing conflict, ensuring success, and fostering collaboration? Cite specific motivational theories, conflict-resolution strategies, and leadership strategies in your answer.
Justify how the selected team embodies the values of conscious capitalism and how the tenet of stakeholder orientation played a role in the team selection process. Provide citations to strengthen your claims.
Describe how value is created for each stakeholder, and in what ways will the team positively impact the business as a whole?
You are required to use at least three academic references to strengthen and support your claims and recommendations. Ensure each content slide has supporting citations and specific examples.
reoccurring products to be produced. Without innovation of designs, the company is destined to flatline. She needs to create and implement different levels of workers, so that more people are involved and she can start to see who would be a good fit as her successor. Right now, ultimately everyone is on the same playing field, and after a while that may cause Marimekko for fall short (Hackman 252).
Two solutions for the company include Paakkanen staying to expand the company and creating a new structure that involved hierarchy so she can train a successor. Or, the other option is Paakkanen staying and focusing on expanding the company, and not adjusting anything else. Based on the qualities of a red quadrant company, Marimekko must stay task focused and continue to have quick asset turnover (CVA 11). They current are achieving this, but they must keep it up. They also could expand internationally, since their goal is to optimize their company (CFA 1). Either choice fits the control quadrant and can benefit Marimekko.
Paakkanen choosing to stay with Marimekko to start training a successor is a strong choice for her and the company. This still gives her control over the company, since she will be personally choosing who will take over for her. She can train her successor to manage exactly how Paakkanen desires. That way, when it comes time for her to retire, she is comfortable leaving Marimekko in this person’s hands. With finding a successor she will be adding some sort of hierarchy within the group, creating even more control for her before she prepares to retire. This boosts diversification of roles in the company, which can be used as a type of reward system. If people are accomplishing their work in a successful time frame and manner, they can hold a higher role in the company. On the other hand, if Paakkanen stays to find a successor she could fall short in a few ways. Her mentality may shift t