Running head: BUSINESS PLAN BREAKDOWN 1 BUSINESSPLAN BREAKDOWN 4 Assignment 3: Business Plan Breakdown 1 – The Choice of Business Jason Simpson Argosy University Top management plays a crucial role within an organization through value proposition and enhancing the adoption of strategies to strengthen the company’s position. Significantly, leadership plays a vital role in the implementation of innovative practices within an organization. In this regard, leaders often function as change agents by not only creating a vision but also highlighting the need for organizational change and enactment of the identified change process (Aarons, Ehrhart, Farahnak & Hurlburt, 2015). The importance of this initiative is emphasized by the fact that implementation of continuous and transformational change enables a firm to remain competitive. As a result, leadership innovation and implementation of change initiatives are subject to supplemental research as it equips effective organization strategies for sustenance in the highly competitive business environment (Gilley, Gilley & McMillan, 2010). Considerably, the implementation of change practices has in the past been inhibited by the inability to modify organizational leadership styles (Mustafa, 2017). Therefore, implementation of the organizational change initiative highlights the importance of adopting innovative leadership styles. Vision: To ignite and empower employees with innovative leadership strategies to enhance implementation of organizational changes and overcome challenges, and attain aspiration. The mission statement for the change initiative is; driven to positively impact organizations through the advancement of leadership approaches that facilitate the integration of organizational change management practices to strengthen the company’s position. Through this, the initiative seeks to emphasize the importance of incorporating innovative leadership strategies as they facilitate change processes thereby cementing a firm’s competitive position within the business environment (Aarons, Ehrhart, Farahnak & Hurlburt, 2015). Significantly, its core belief and culture is enhancing cohesion between the top management and employees thereby creating a positive impact on staff morale and productivity (Mustafa, 2017). The role of innovative leadership is the facilitation of effective communication to the staff members by the top management. Therefore, leaders will be required to operate from a broader perspective particularly during the generation of ideas and improvement of organizational practices during the change process. Venture Description The implementation of organizational change practices is dictated by the adoption of innovation and change management practices to support the initiative. Notably, most companies adopt a bureaucratic type of leadership for undertaking different roles and responsibilities (Mustafa, 2017). While this leadership approach has been succes ...

1. Running head: BUSINESS PLAN BREAKDOWN
1
BUSINESSPLAN BREAKDOWN
4
Assignment 3: Business Plan Breakdown 1 – The Choice of
Business
Jason Simpson
Argosy University
Top management plays a crucial role within an organization
through value proposition and enhancing the adoption of
strategies to strengthen the company’s position. Significantly,
leadership plays a vital role in the implementation of innovative
practices within an organization. In this regard, leaders often
function as change agents by not only creating a vision but also
highlighting the need for organizational change and enactment
of the identified change process (Aarons, Ehrhart, Farahnak &

2. Hurlburt, 2015). The importance of this initiative is emphasized
by the fact that implementation of continuous and
transformational change enables a firm to remain competitive.
As a result, leadership innovation and implementation of change
initiatives are subject to supplemental research as it equips
effective organization strategies for sustenance in the highly
competitive business environment (Gilley, Gilley & McMillan,
2010). Considerably, the implementation of change practices
has in the past been inhibited by the inability to modify
organizational leadership styles (Mustafa, 2017). Therefore,
implementation of the organizational change initiative
highlights the importance of adopting innovative leadership
styles.
Vision: To ignite and empower employees with innovative
leadership strategies to enhance implementation of
organizational changes and overcome challenges, and attain
aspiration. The mission statement for the change initiative is;
driven to positively impact organizations through the
advancement of leadership approaches that facilitate the
integration of organizational change management practices to
strengthen the company’s position. Through this, the initiative
seeks to emphasize the importance of incorporating innovative
leadership strategies as they facilitate change processes thereby
cementing a firm’s competitive position within the business
environment (Aarons, Ehrhart, Farahnak & Hurlburt, 2015).
Significantly, its core belief and culture is enhancing cohesion
between the top management and employees thereby creating a
positive impact on staff morale and productivity (Mustafa,
2017). The role of innovative leadership is the facilitation of
effective communication to the staff members by the top
management. Therefore, leaders will be required to operate from
a broader perspective particularly during the generation of ideas
and improvement of organizational practices during the change
process.
Venture Description
The implementation of organizational change practices is

3. dictated by the adoption of innovation and change management
practices to support the initiative. Notably, most companies
adopt a bureaucratic type of leadership for undertaking different
roles and responsibilities (Mustafa, 2017). While this leadership
approach has been successful in most ventures, it does not offer
a proper structure to organizational management, particularly in
the enactment of change practices (Gilley, Gilley & McMillan,
2010). This heightens the need to integrate innovative
approaches such as the Genome Framework that provides the
top management within a company a clear set of understanding
on how to provide their workforce more freedom within the
working environment. Consequently, this will create a sense of
cohesion amongst the staff members (Aarons, Ehrhart, Farahnak
& Hurlburt, 2015). Additionally, the top management will be
required to incorporate other performance improvement
measures rather than solely focusing on the completion of
responsibilities and attainment of the set objectives.
Organizational objectives can be attained through effective
cross-functional approaches. This initiative aims to facilitate
implementation of organizational changes through the adoption
of innovative leadership strategies and effective change
processes. Both innovation and the change management models
provide a solution to business challenges in the highly
competitive operating environment (Gilley, Gilley & McMillan,
2010). Pointedly, the initiative will be participating in the
management consulting industry with the sole objective of
evaluating leadership innovation and change management
problems encountered by organizations. Through this, the
initiative seeks to propose the need for organizational changes
through the adoption of innovative and change management
practices (Mustafa, 2017). Implicitly, the initiative intends to
offer validated leadership approaches for organizational
development through the description of varying leadership
dimensions. For instance, the Full-range leadership model is a
researched approach emphasizing the importance of
transformational leadership as a source of motivation to the

4. employees (Aarons, Ehrhart, Farahnak & Hurlburt, 2015). In
this regard, the initiative seeks to propose different innovative
leadership styles ought to be integrated into company’s and
effective change management practices to enhance a firm’s
competitive position. Considerably, this initiative has a
strategic advantage in that most management consulting firms
have focused on finance and accounting services while
sidelining the need for best management practices which is an
integral component of success (Mustafa, 2017). Organizational
success is determined by the integration of effective
management approaches that foster positive relationships
between the top Mangement and the employees. While most
organizations have been successful in the past, the ever-
changing business environment emphasizes the need for
effective change management practices.
Justification
The Master of Science in organizational leadership
comprehensively covers the importance of leadership within
companies. Competent leadership is integral to the
implementation of suitable changes for an organization.
Primarily, this highlights the type of knowledge, skills, and
competencies required by a leader to facilitate an effective
organizational change. Significantly, it is essential to highlight
the relations between leadership competencies and successful
organizational change. Based on this, the proposed initiative
focuses on innovative leadership strategies and their impact on
effective change management practices. While the Master of
Science in organizational leadership provides a background
overview of leadership within organizations, the initiative seeks
to propose a set of leadership approaches and change
management models for organizations. Therefore, this initiative
focuses on innovative leadership strategies and their influence
on change processes which forms an integral component of the
registered program.
Research Methods
The feasibility of this initiative will be analyzed through

5. surveys. Implicitly, the survey methodology will entail
sampling of organizations to ascertain their need for training on
innovative leadership and change management practices.
Different data collecting techniques such as the use of
questionnaires will be used after which the data will be
validated to improve the accuracy of the responses.
Significantly, the survey will provide the statistical inferences
regarding the different leadership and change management
problems faced by organizations. Through this, the need for the
initiative will be highlighted. Therefore, surveys will be used
for providing the relevant information required to supplement
the initiative.
SWOT Analysis
Strengths
· Customer demand
· Lack of competition in the external environment
· Apparent skills and capabilities
· Provision of a different services
· Focus on a specific market niche
Weaknesses
· Obstacles regarding the investment capital needed to launch
the marketing campaign.
· Limited research on the initiative
· Declining customer base
Opportunities
· New international markets
· Great potential in new markets
· Loyal customer base
· Capitalizing on new technologies
Threats
· Competition
· Change of customer needs
· Cost sensitive market

6. References
Aarons, G. A., Ehrhart, M. G., Farahnak, L. R., & Hurlburt, M.
S. (2015). Leadership and organizational change for
implementation (LOCI): a randomized mixed method pilot
study of a leadership and organization development
intervention for evidence-based practice
implementation. Implementation Science, 10(1), 11.
Gilley, A., Gilley, J. W., & McMillan, H. S. (2010).
Organizational change: Motivation, communication, and
leadership effectiveness. Performance improvement
quarterly, 21(4), 75-94.
Mustafa M (2017) Leadership Innovation and Implement
Organizational Change and Lead a New Initiative through
Adoption of the Innovation and Change Management Practices
for Shiraz Industries Private Limited Company: A Survey
from Pakistan. J Bus Fin Aff 6: 278. Doi: 10.4172/2167-
0234.1000278
Unit VI Assignment
Final Contract Analysis
Note: This is a two-part assignment that consists of two
different contract analysis scenarios. Please answer both
scenarios on one document, and upload it to Blackboard.
Contract analysis scenario one—damages determination: Alfred
and Barbara own adjoining farms in Dry County, an area where
all agriculture requires irrigation. Alfred bought a well-drilling
rig and drilled a 400-foot well from which he drew drinking
water. Barbara needed no additional irrigation water, but in
January 1985, she asked Alfred on what terms he would drill a
well near her house to supply better-tasting drinking water than
the county water she has been using for years. Alfred said that
because he had never before drilled a well for hire, he would
charge Barbara only $10 per foot, about one dollar more than
his expected cost. Alfred said that he would drill to a maximum
depth of 600 feet, which is the deepest his rig could reach.

7. Barbara said, "OK—as long as you can guarantee completion by
June 1, we have a deal." Alfred agreed, and he asked for $3,500
in advance, with any further payment or refund to be made on
completion. Barbara said, "OK," and she paid Alfred $3,500.
Alfred started to drill on May 1. He had reached a depth of 200
feet on May 10 when his drill struck rock and broke, plugging
the hole. The accident was unavoidable. It had cost Alfred $12
per foot to drill this 200 feet. Alfred said he would not charge
Barbara for drilling the useless hole in the ground, but he would
have to start a new well close by and could not promise its
completion before July 1.
Barbara, annoyed by Alfred’s failure, refused to let him start
another well. On June 1, she contracted with Carl to drill a well.
Carl agreed to drill to a maximum depth of 350 feet for $4,500,
which Barbara also paid in advance, but Carl could not start
drilling until October 1. He completed drilling and struck water
at 300 feet on October 30.
In July, Barbara sued Alfred, seeking to recover her $3,500 paid
to Alfred, plus the $4,500 paid to Carl.
On August 1, Dry County's dam failed, thus reducing the
amount of water available for irrigation. Barbara lost her apple
crop worth $15,000. The loss could have been avoided by
pumping from Barbara’s well if it had been operational by
August 1. Barbara amended her complaint to add the $15,000
loss.
In a minimum of a 1,000-word contract analysis, discuss
Barbara’s suit against Alfred. What are Barbara’s rights, and
what damages, if any, will she recover?
Cite any direct quotes or paraphrased material from outside
sources. Use APA format.
Contract analysis scenario two—remedies determination: Mundo
manufactures printing presses. Extra, a publisher of a local
newspaper, had decided to purchase new presses. Rep, a
representative of Mundo, met with Boss, the president of Extra,
to describe the advantages of Mundo's new press. Rep also drew
rough plans of the alterations that would be required in Extra’s

8. pressroom to accommodate the new presses, including
additional floor space and new electrical installations, and Rep
left the plans with Boss.
On December 1, Boss received a letter signed by Seller, a
member of Mundo's sales staff, offering to sell the required
number of presses at a cost of $2.4 million. The offer contained
provisions relating to the delivery schedule, warranties, and
payment terms but did not specify a particular mode of
acceptance of the offer. Boss immediately decided to accept the
offer and telephoned Seller's office. Seller was out of town, and
Boss left the following message: "Looks good. I'm sold. Call me
when you get back so we can discuss details."
Using the rough plans drawn by Rep, Boss also directed that
work begin on the necessary pressroom renovations. By
December 4, a wall had been demolished in the pressroom, and
a contract had been signed for the new electrical installations.
On December 5, the President of the United States announced a
ban on foreign imports of computerized heavy equipment. The
ban removed—from the American market—a foreign
manufacturer that had been the only competitor of Mundo. That
afternoon, Boss received an email from Mundo stating, "All
outstanding offers are withdrawn." In a subsequent telephone
conversation, Seller told Boss that Mundo would not deliver the
presses for less than $2.9 million.
In a minimum of a 1,000-word contract analysis, discuss the
following questions: Was Mundo obligated to sell the presses to
Extra for $2.4 million? Assume Mundo was so obligated. What
are Extra’s rights and remedies against Mundo?
Cite any direct quotes or paraphrased material from outside
sources. Use APA format. Information about accessing the
grading rubric for this assignment is provided below.
Kubasek, N., Browne, M. N., Herron, D. J., Dhooge, L. J., &
Barkacs, L. (2016). Dynamic business law: The essentials (3rd
ed.). New York, NY: McGraw-Hill Education.