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Solved by verified expert:Final Selection *In previous assignment, selections for the West Coast 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. “The final four team that was chosen for this West Coast Transit project is: William, Elizabeth, Katelyn, and Natalie,” Consider the vision for a successful West Coast Transit marketing team composed in the previous assignment. 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) with a justification for the team selection and summary of the decision-making process that addresses the following: 1.Who are the four team members, and what was the primary reason each person was selected? 2.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 “West Coast Transit Team Member Profiles.” 3.What strategies will be most effective for motivating the team, managing conflict, and ensuring its success? Cite specific motivational theories, conflict-resolution strategies, and leadership strategies in your answer. 4.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? 5.Justify how the selected team embodies the values of Conscious Capitalism how the tenet of stakeholder orientation played a role in the team selection process. 6.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 INCLUDING YOUR TEXTBOOK to support your reasoning for the team selection process. ***Prepare this assignment according to the APA guidelines. ****You will be graded on: 1. Team Member Selection: Identification of the four team members and explanation for why each individual was selected are thorough and well integrated. 2. Strengths and Weaknesses Assessment: Identification of the primary strengths and weaknesses of the team and an assessment of the potential of the team using justification from the profile of each individual are thorough and well integrated. 3. Motivation and Management Strategies: Strategies for effective motivation, conflict management, and overall team success that cite specific motivational theories, conflict-resolution strategies, and leadership strategies are thorough and well integrated. 4. Embodiment of Conscious Capitalism: Justification for 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 is thorough and well integrated. 5. Stakeholder Value: Description of how value is created for each stakeholder and ways the team will positively affect the business as a whole is thorough and well integrated. 6. Presentation of Content: The content is written clearly and concisely. Ideas universally progress and relate to each other. The project includes motivating questions and advanced organizers. The project gives the audience a clear sense of the main idea. 7. Layout: The layout is visually pleasing and contributes to the overall message with appropriate use of headings, subheadings, and white space. Text is appropriate in length for the target audience and to the point. The background and colors enhance the readability of the text. 8. Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style): Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.
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Book
BOOK USE FOR THIS COURE:
Kreitner, R., & Kinicki, A. (2013). Organizational behavior (10th ed.) New York, NY: McGraw Hill. ISBN-13:
9780078029363
https://books.google.de/books?hl=en&lr=&id=6N0R9nXXwoEC&oi=fnd&pg=PA1&dq=a+practical+guide
+to+program+evaluation+planning&ots=yXhKVmI9Gg&sig=lKoQfYwA48RReB_IKAYGSRIk40#v=onepage&q=a%20practical%20guide%20to%20program%20evaluation%20planning&f=false
West Coast Transit Company Profile
West Coast 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. West Coast 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 two 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.
West Coast 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
West Coast 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 over 10,000 employees and continue to see growth
in their future.
Most employees at West Coast 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
turn-around 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.
West Coast 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. West Coast Transit’s biggest competitor just released 50 new flight plans at
highly competitive fares. This has caused a significant decrease in sales for West Coast Transit. The
marketing team has been given the task to develop a marketing strategy to drive up sales. West Coast
Transit was planning a release celebration for their new Boeing-747 in six 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 West Coast Transit.
You and the other managers must develop a team that is prepared to work under demanding
conditions. There is a significant time crunch. Employees are already overburdened by their daily tasks.
Staffing has not kept pace with the recent growth of the company. Many employees are relatively new
and are not yet fully trained in all aspects of their jobs. While leadership is empathetic to the demands
placed on employees, the simple fact is that additional staffing is not an option at this time and the work
must get done to support the ongoing success of the company. West Coast Transit was hopeful the
introduction of the new jet would be significant enough publicity to boost sales, but they were caught
off-guard by the competition’s recent move and now the company is much more uncertain.
This project is critical for the future of the company. The company is at risk of laying-off hundreds of
employees. With the release celebration for the new jet only six weeks away, employees need to be
prepared to put in significant amounts of unpaid overtime to complete the project before the deadline.
The project budget is adequate, but could fall short considering the impressive results the company is
hoping to achieve. This assignment requires a team that can work together for the good of the company
and produce the needed results. West Coast Transit employees are counting on this team to drive up
sales and re-establish the company’s market dominance.
West Coast Transit Final Four Team Member Profiles
Natalie
Natalie has been with the company for two 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 colleague’s 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 since people often monopolize her time in conversations.
Motivation:
Natalie is motivated by challenges and enjoys competitive opportunities where her skills and talents can
take center stage. She enjoys doing great work.
Strengths and Weaknesses:
Natalie is an excellent communicator, is charismatic, and is 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 who she allows to monopolize her time in
conversation.
Elizabeth
Elizabeth has been with the company for four years. She enjoys the collaborative aspect of the job and
has a positive attitude. She can look at the big picture, keeping in mind that change is a great attribute in
any company. Her long-term goal is to move up in the company.
Elizabeth is perfectly comfortable in the team environment. She enjoys working with others. Her
teammates find her flexible and non-threatening. She has taken on the leadership role on several
projects and has demonstrated that she can get the job done.
Elizabeth is flexible and will listen to other’s perspective with an open mind. She will; however, tell you
what she is thinking and defend her position when she feels strongly that she is in the right. She is
considered to be diplomatic and her goal is to settle on a resolution that makes most sense for the
company and clients. She prefers open communication and is eager and willing to hear others thoughts.
Her teammates consider her to be a good listener.
Motivation:
Elizabeth is motivated by a culture of trust in her abilities and work ethic. She thrives under a flexible
management style that supports growth in her skills. She prefers to be treated as a peer rather than a
subordinate.
Strengths and Weaknesses:
Elizabeth’s strengths lie in problem solving. She is constantly researching and compiling information to
complete her final product. She considers herself to be detail-oriented and contentious about
maintaining quality work while meeting all required deadlines. She may rush to meet deadlines when
necessary. Her primary area of weakness is in developing new skills. She is comfortable fostering the
skills she already possesses, but is hesitant about branching out into new and unfamiliar territory.
Katelyn
Katelyn is new to the company and has been employed here less than a year; however, she has
demonstrated great promise with her knowledge and abilities. She is very driven and seeks promotion.
While she feels committed to her employer, she is somewhat impatient and will seek opportunities
elsewhere if they do not present themselves at West Coast Transit.
She has very high standards and strives for perfection in all that she does. This impacts her performance
in teams because her team members may fail to meet her high expectations, which can be unreasonable
at times. This can cause friction on the team. She also has the tendency to try to take over projects due
to lack of trust and dislike of inferior work, which can cause her teammates to resent her. She has
difficulty accepting blame as well.
When encountering conflict over projects, Katelyn generally perceives herself to be in the right and is
often unwilling to yield. However, she greatly dislikes conflicts of a personal nature and tends to avoid
colleagues and others who put her in uncomfortable situations. Katelyn prefers written communication
and formal speaking situations. She can be uncomfortable with conversations, especially with people
she just met.
Motivation:
Katelyn is highly motivated by challenging tasks and by praise and public accolades.
Strength and Weaknesses:
Katelyn enjoys being engaged in challenging tasks and can produce impeccable work under pressure.
She is highly detail oriented. While she has the tendency to grumble when assigned tasks she does not
favor, she will eventually get over it and commit herself to get the job done. She is relatively flexible and
is generally an early adopter when it comes to change. On the other hand, she can take criticism, even
tactfully delivered criticism, personally and sets unreasonable standards for her teammates.
William
William has been employed with the company for over four years. He is positive and has an easy-going
disposition. He sympathizes with others easily. He is nearing retirement and is satisfied with his
accomplishments.
William considers himself a team player. While he prefers to work independently, he works well with his
co-workers. He is willing to jump in and lead on a project when necessary, but is content with others
leading if they prefer. His teammates like him and enjoy his company. He is perceived as nonthreatening and non-confrontational.
William tends to shut down when conflict occurs, often refusing to give any further input in order to end
the conflict as soon as possible, whether he agrees with the resolution or not.
William prefers face-to-face communication. He enjoys participating in conversations with fellow coworkers. He feels that sitting in a cubicle day in and day out can be demoralizing. Engaging with his
colleagues enhances his daily tasks.
Motivation:
William struggles to get motivated if he does not see immediate value in a project. When he views a
project as relevant, he can be easily motivated by challenging tasks. He is also motivated when shown
appreciation for the work he produces.
Strengths and Weaknesses:
William is a veteran in his area of expertise and is confident with his performance. His primary weakness
is inefficiency. He is a bit of a perfectionist, which can make it difficult for him to complete projects in a
timely manner.

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