Note All scenarios in this assignment are fictional.Real Bu.docx

Note: All scenarios in this assignment are fictional.
Real Business
It can be difficult for a business to improve how it operates
from inside the organization. Sometimes, an outside perspective
is needed. The large discount retail store you work for wants to
improve its in-store restaurant management team.
Your Role
Companies like Target and Walmart often work with outside
consultants—people who are not employees of the company but
who are hired on a contract basis to help with a specific project.
As a Leadership Consultant, you’ve been hired by a large
discount retail company to help the company improve its
leadership structure and approach to management.
WHAT IS A LEADERSHIP CONSULTANT
A leadership consultant is a person called in to a company, be it
a large corporation or a small business, to evaluate how it
operates and make recommendations for improvement.
Leadership consultants are typically hired when a business is
struggling and needs to make changes in order to remain
profitable. Such consultants are often highly educated in the
field of business and have experience in managerial roles.
INSTRUCTIONS
Step1 Organizationl Structure
Take a look at the Organization Chart provided by the company.

Based on your knowledge of hierarchies, would you say that
this team has tall structure or flat structure? Please explain
your answer.
Step 2: Human Resources
The company would like to improve the culture of its team and
the quality of its work. Its leadership has provided you with a
Process Chart detailing how it currently applies Human
Resources best practices.
What step of the Human Resources Cycle is missing? Please
explain why it is important to include this part of the
process.
Note: You should complete Step 3 after reading the material in
Week 9.
STEP 3: Leadership Style
You have been asked to help improve the leadership style of the
team leader in order to meet the team’s performance goals. The
team leader has given you a description of what is most
comfortable in terms of leading others.
Identify this leader’s style of leadership, and list two
benefits and two drawbacks to that style as it relates to the

performance of the team.
LEARNING TO LEAD
As we learned in this week’s Strayer Talk, the vision and
mission of a business are essential to every employee’s
understanding of what the whole business is trying to achieve.
Making sure everyone is on the same page is essential to the
success of the business.
Mission and Vision
One of the most important things to understand in business is
why you are doing what you’re doing. If you have a purpose
you believe in, it’s easier to get up in the morning and get right
to work. Mission and vision statements get right to the heart of
purpose.
The
mission
explains what the business does every day. It’s a short, clear,
powerful statement of a business’s short-term goals. It should
tell people what the business does, who it does it for, and how it
does it. A mission tells an organization’s leaders, employees,
customers, and the world what this business hopes to do.
On the other hand, the
vision
talks about the business’s broader aspirations and deeper
purpose. The vision describes the optimum future of what the
business wants to achieve over time. The vision might share a
sense of what the world looks like with the business in it as its
most successful version of itself. It can serve as the business’s

“North Star”—the guiding motivation for every employee.
Mission and vision are related but distinct. Some say the
mission describes the what, the who, and the how of the
business, and the vision tells us the why.
For example, McDonald’s has a clear mission:
“Our mission is to be our customer’s favorite place and way to
eat and drink. We’re dedicated to being a great place for our
people to work; to being a strong, positive presence in your
community; and to delivering the quality, service, cleanliness
and value our customers have come to expect from the Golden
Arches – a symbol that’s trusted around the world.”
This is a great mission statement! It tells McDonald’s
employees and customers exactly what they are doing every
day—striving to provide its market’s favorite foods. It also says
a lot about just how it tries to achieve that mission. McDonald’s
wants not only to offer a great customer experience but also to
be a great workplace for its employees and to provide a great
presence in the community. That’s a well-rounded goal!
McDonald’s also has a well thought-out vision:
“Our overall vision is for McDonald’s to become a modern,
progressive burger company delivering a contemporary
customer experience. Modern is about getting the brand to
where we need to be today and progressive is about doing what
it takes to be the McDonald’s our customers will expect
tomorrow. To realize this commitment, we are focused on
delivering great tasting, high-quality food to our customers and
providing a world-class experience that makes them feel
welcome and valued.”
This explains more about what drives McDonald’s long-term

strategic decision-making: it aims to stay modern and
contemporary. All the while, McDonald’s is focused on its core
product: burgers and other great-tasting food.
Take a look at a few more examples to learn more about mission
and vision.
BUSINESS
MISSION
VISION
Starbucks
To inspire and nurture the human spirit – one person, one cup
and one neighborhood at a time.
To establish Starbucks as the premier purveyor of the finest
coffee in the world while maintaining our uncompromising
principles while we grow.
Under Armour (athletic apparel)
Make all athletes better through passion, design, and the

relentless pursuit of innovation.
Empower athletes everywhere.
Facebook
To give people the power to share and make the world more
open and connected.
People use Facebook to stay connected with friends and
family, to discover what’s going on in the world, and to share
and express what matters to them.
Google
To organize the world’s information and make it universally
accessible and useful.
To provide access to the world’s information in one click.
Unilever (owner of 400 businesses including Dove and Ben &
Jerry’s)
To add vitality to life. We meet everyday needs for nutrition,

hygiene and personal care with brands that help people feel
good, look good and get more out of life.
To make sustainable living commonplace.
QUICK QUESTION
Think about how you might apply the concept of mission and
vision to yourself and your life. What would your mission be?
What would your vision be? How do you make decisions every
day that are consistent with your mission and vision?
Who Are the Leaders?
In any business, there might be just one leader, a handful at the
top, or many leaders throughout the organization. It all depends
on the size of the business, how it’s organized, and what it’s
trying to do. We’ve mentioned that some people are leaders
because they have formally defined roles in the organization,
and others are leaders because of how they approach their work
– no matter where they are found. These are a few of the key
roles found in most larger organizations that define the areas
where leaders are needed based on the structure of the business:
Stakeholders
are people who have a vested interest in the business, that
is, anyone who is affected by it in some way. This is a broad
group of people, and could include community members,
customers, policy makers, investors and more.
Shareholders
are formal owners, such as people who own stock in the
business, if the business is a public company.

The
board of directors
oversees the management of the business to safeguard the
interests of the shareholders and stakeholders. Often, this means
they are working to make sure the business is profitable so
that shareholders make money on their investment.
C-level executives
are the top level of management in the business. They
design the business strategy and work to protect and deliver
on the mission and vision. The Chief Executive Officer, or
CEO, is the head of the business. Companies often have
other C-level executives like a Chief Financial Officer
(CFO), Chief Operations Officer (COO), or Chief Marketing
Officer (CMO). Are you starting to see why we call this group
of individuals C-level executives?
Mid-level management
includes department or business unit leaders. They ensure
that the strategy, mission and vision are carried out at the
business unit and department level.
Junior management
includes supervisors, managers and team leaders. These are
the people who manage groups of general employees tasked
with completing the basic tasks of the organization.
General employees
do the basic tasks of the business so that the company can
operate.
Management vs, Leadership
As you’ve just seen, there are lots of formal leaders and
managers in an organization. There can also be lots of leaders

who don’t have a clearly defined leadership role. And a
business needs both. Managers and leaders are not necessarily
the same people. And while leadership and management are
related to each other, they have some differences.
Leaders
Leaders motivate others towards key goals and desired
outcomes and can be found anywhere in an organization.
Everyone knows the CEO is a leader. But it’s just as likely that
a leader is right there on the manufacturing line, motivating the
people around him, reminding them of their greater purpose,
and helping everyone work more efficiently so that the business
makes strides toward its goals.
We all know a person who is an entry level employee, but who
motivates others, rallies the team, steps in to help others, and
leads by example—even if their job title doesn’t require it.
Leaders are needed at all levels of an organization, but it is
critical that true leadership is exhibited at the top.
Managers
Managers are responsible for planning, organizing, and
coordinating people and work efforts. We can tell they are
managers based on their titles and the nature of the work they
do. They often have “manager,” “supervisor,” or “director”
titles and are responsible for the outcomes of projects or
departments and lead teams of 2 or more. Not all managers are
leaders and not all positions require managers to be leaders. For
example, when the most important thing is for the work to
simply be done on time and according to specific criteria,
managers are needed to oversee the team. Alternatively, when
creativity or problem-solving is required and people need to be
motivated to do something hard, it is important that a manager
also serve as a leader.

Leader-Managers
Leader-Managers have roles that require them to “manage”
others and also exhibit the qualities of leadership that allow
them to effectively fulfill their role as a manager. In some
cases, managers aren’t effective leaders, which is a risk for the
business. In an ideal scenario, managers have the leadership
skills necessary for them to go above and beyond the
coordination that is required of managers. This allows them to
fulfill their managerial role in ways that significantly further
the businesses objectives.
Leadership Styles
Just as leaders can be found in many places in a business, there
are many ways to be a leader— different styles and approaches.
The six leadership styles discussed below are one way to look at
leadership styles. Each of these styles sends a clear message to
the team about how the leader and the team interact. Some
leaders adopt one of these styles and use it every time they lead.
But more effective leaders master most or all of these styles,
evaluate the team and goals at hand, and choose the most
appropriate style for the given situation.
A pacesetting leader says to the team, “Do as I do, now.”
The pacesetting leader is a high performer himself, and expects
his team to perform with excellence and speed. The leader
models the desired behaviors and expects the team to mirror it.
This style works well with a highly skilled and motivated team.
It can create problems when a team gets overwhelmed, or when
more creativity is appropriate.
A visionary leader says to the team, “Come with me.”

The visionary leader sets out a common vision and goal for the
team, and invites each individual team member to find his or
her way to achieve the necessary tasks. This style works well
when a new vision is appropriate and when there is latitude in
how a goal may be attained. It can be counter-productive when
the group knows more than the leader.
An affiliative leader says to the team, “People come first.”
Focuses first on the team and its emotional needs and the
emotional health of the team as a whole. This is an appropriate
style in times of stress, when a team needs some extra TLC.
This style may not be appropriate when there are many pressing
deadlines for a project.
A coaching leader says to the team, “Try this.”
The coaching leader is focused on the team’s professional
development and offers team members opportunities to work on
developing new skills or improving weaknesses. This style
works well when a leader is proficient at many things and can
truly help team members improve in various ways. When people
are unwilling to learn, this style may not be a good use of time
and resources.
A coercive leader says to the team, “Do what I tell you.”
The coercive leader gives rigid instructions and requires total
compliance. This can be appropriate when there is an
emergency, an extremely short time frame, or some other
unusual circumstances. This style should be used sparingly
because it tends to make people feel less valuable or important
and often causes tension.
A democratic leader says to the team, “What do you think?”

A democratic leader encourages the participation of every team
member and uses consensus-based decision-making to make
sure every person is on board. This is a great method when the
leader has a strong team and their buy-in is important to the
goal. It won’t work as well when there is an emergency or the
team doesn’t have enough expertise to provide helpful input.
It’s important to note that there isn’t any single leadership style
that is always appropriate. Seeking consensus from a team about
which way to exit the building during a fire is a terrible idea.
But ordering everyone to walk out a certain door without
stopping for personal belongings at the end of a regular
workday is also a bad idea. By tailoring a leadership style to the
particular circumstances, a leader can ensure that the team
works together efficiently toward a common goal.
QUICK QUESTION
Consider these six leadership styles. Which style of leadership
comes most naturally to you? Which style of leadership would
be most uncomfortable for you?
Leaders and Their Teams
Some say leaders are born, not made. But actually, leaders have
a set of skills that enable them to be great at motivating others
to do great work together. Think of it this way: a person might
know early on that she loves music, or that he loves food. But
that doesn’t automatically make her a concert pianist or him a
Michelin-starred chef. Those careers take training, just like
leadership. Leadership is a set of skills that can be learned. And
while some might have more skills than others, anyone can
improve and become better at leading a team.
Highly effective leaders have several skills in common when
they are working with teams to reach objectives. Here are six

skills leaders can develop and practice consistently to help a
team achieve its goals.
Focus the team on the goal
. The leader sets and describes a clear goal that everyone on
the team understands, and the leader ensures that each team
member appreciates his or her potential to contribute to
reaching the goal.
Encourage the team to work together
. The leader provides a forum for open discussions, engages
all team members, and ensures that all team members may be
heard. The leader invites people to work together and rewards
those who do.
Build the confidence of each member
. The leader focuses on the positive, places trust in the team
by sharing responsibility for important tasks, and shows
gratitude for a job well done.
Provide expertise as needed
. The leader is an expert in her own subject area, and
provides other experts to help in any other subject areas. The
leader provides all information necessary to understand the
tasks and goals.
Set priorities among tasks
. The leader clarifies more important and less important
tasks and encourages proper time management among team
members.
Manage the performance of the team members
. The leader gives clear objectives to the team and each
member, and helps the members meet and even exceed those

objectives by providing ongoing feedback (both positive and
constructive) and resolving performance issues as they arise.
By focusing on these six tactics, anyone can lead a team to
success. That allows the team to achieve its goal, which is
essential for the business, and it also helps the team to feel
great about what it’s getting done.
Leadership and Culture
Just as leaders and their leadership styles have a big impact on
how things get done at work, the culture makes a big difference
to the experience of employees every day. Culture refers to the
workplace environment—what it looks like, how people talk to
each other, even what people care about. Culture is formed by
the personalities, values and behavior of the people who work
for the business. It’s a reflection of the brand of the business
and the industry the business is in.
Some businesses are very formal and tightly regulated.
Everyone clocks in and out, wears a uniform, completes rigid
tasks, and does not stray from requirements. Other businesses
are extremely flexible. People have flexible hours and dress
codes and lots of autonomy. Of course, these are the two ends
of the spectrum. In fact, there are four major types of business
culture on that spectrum. Ranging from bureaucratic and
controlling to entrepreneurial and flexible, these four types of
culture include:
Role culture
. There are specialized roles that endure even though people
come and go. In a role culture, there are strict systems and
procedures that everyone must obey. We see this in

government departments.
Power culture
. A powerful person or group of people are at the center of the
business and influence every major decision. This is more
common in family-owned businesses.
Task culture
. People work in teams to focus on completing work on specific
projects. The success of the project outweighs the interests
of any one individual. This is common for software
development companies.
Person culture
. Individual people work mostly on their own and share in the
business’s power and decision-making. Often this is the
culture at law and architecture firms.
You can see how the nature of the work influences the type of
culture at a business, and the culture has a big impact on how
people feel about work. There are lots of other factors that
influence culture as well, including some that we’ve already
talked about. Whether the business hierarchy is tall or flat
affects how people interact with each other. Paul and Ari of
Zingerman’s Delicatessen use a flat hierarchy to make sure that
people feel comfortable making suggestions and being creative.
The corporate structure also says a lot about the culture as well.
In a network structure, where people rarely interact in person,
the culture will be very different from a traditional functional
structure. The business’s brand often permeates the culture. At a
business like Nike, employees often care about working out and
being fit. And, of course, a leader has a lot to do with the
business’s culture. When Steve Jobs ran Apple, employees knew
they would be required to work very hard and to be dedicated to
creating innovative new products, just like their CEO.

Conclusion
This week we talked about how people impact the business.
Mission
and
vision
are the key drivers of employee motivation and focus—they
tell everyone what they’re working toward every day.
Leaders
and their
leadership styles
have a big impact on the way people work, how they feel
about their work and how effective they are.
Culture
is a result of numerous factors that are important to craft
carefully. A culture says a lot about an organization—and a
lot about its employees.
Understanding the people that make up a business and how to
help each person be the best at what they do is critical to a
business’s success.

Note All scenarios in this assignment are fictional.Real Bu.docx

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