consulting cellucomm green mountain cellular

TEAM RENEGADE

RUSSELL EILERSHOLLY BUTLER

TOM CATALANO

Consulting CelluCommGreen Mountain Cellular

Cinematic Management Issues

https://www.youtube.com/watch?v=u1xstuxdtao

https://www.youtube.com/watch?v=u1xstuxdtao

Purpose of Presentation

Examine internal problems within CelluComm

Identify primary problem

Analyze underlying symptoms

Provide solutions to symptoms

Provide a specific and realistic action plan

Today's Agenda

Problem Identification

Symptoms, Solutions, and Action Plans

Conclusion and Q&A

Problem Identification

Ineffective leadership provided by

the president Jenkins, the director of budgets Jeff Hardy, and the general manger Erik Peterson

Problem

Identification


Conclusion and Questions

Symptom 1: Motivation

Un-effective motivational practices with employees

Motivation: the psychological processes that cause arousal, direction and persistence of voluntary actions that are goal directed

Employees not striving for their best (Andrews)

Performance is adversely affective

Ultimately affects company (Postponed start-up)

Motivation = Desire X Commitment

Problem

Identification


Conclusion andQuestions

Solution: Motivation

Problem

Identification



A plan to improve motivation:

1. Effective goal setting

2. Intrinsic motivators

3. Review outcomes

4. Evaluate satisfaction


1.Tools for effective goal setting:

Use a MBO process

*Increase in average productivity of 56%

Set S.M.A.R.T goals!

Make is a 2-way conversation

Continuous ( Check in on goals)

Problem

Identification




2.Creating intrinsic motivators: Make the job meaningful, give employees responsibility, and

supply feedback.

Benefits:-Reduced Stress -Improved Performance

Challenges:-Does not interestevery employee

Problem

Identification



The Job Characteristic Model


3. Review Outcomes:

Salient - worth the effort

Fairness - rewarding process is fair

Feedback – timely and specific

4. Satisfaction

Are employees happy with process/rewards?

Are managers happy with results?

Problem

Identification



Action Plan: Motivation

One month of motivation reform

Week 1-All leaders (Jinkins, Hardy, and Peterson) will create a WBS for their subordinates.

Week 2- Leaders will have meetings with subordinates

Week 3- Final revisions of WBS completed

Week 4- WBS will be shared on Smart Sheet by leaders to all employees

Evaluate Process: Leaders check task for employee performance and supply survey to gain information on employee satisfaction within the following month

Problem

Identification



Symptom 2: Empowerment & Delegation

Lack of empowerment & delegation from leaders to subordinates

Problems From Case

1. Ambiguous Reporting system Peterson unaware of who to report to

2. Zoning Problems Hardy would not sign on agreement

Problem

Identification



Solution: Empowerment & Delegation

• Provide Peterson with necessary resources

1. Employee training

2. Technical support

3. Ensure access to relevant information networks

• Provide Peterson with more authority & freedom

Problem

Identification



9 Steps to Developing Empowerment

1. Articulate a Clear Vision and Goal

2. Foster Personal Mastery Experiences

3. Model Successful Behaviors

4. Provide Support for Employees

5. Arouse Positive Emotions

6. Provide Information

7. Provide Resources

8. Connect to Outcomes

9. Create Confidence

Problem

Identification



Results of Empowerment

Employees are more productive

Organizations stay flexible & adapt to changes

Helps develop self confidence

Helps overcome feelings of helplessness

Energizes people to take action

Creates intrinsic motivation

Problem

Identification



Action Plan: Empowerment & Delegation

• Within one month CelluComm leaders,

Jenkins and Hardey, should:

1. Grant Peterson with more authority

2. Get Peterson opinion about necessary resources

3. Set up direct link of communication to chief

advisors

4. Measured by the productivity of Peterson

Problem

Identification



Symptom 3: Conflict

Unsuccessful handling of conflict amongst co-workers

Conflict: One party perceives its interest are being opposed or negatively affected by another party

Melissa Miczek vs. Curt Andrews

Superior personality vs. Mature personality

Male vs. Female

Work as a team, not as enemies

Specific Conflict present:

Personality Conflict: Interpersonal opposition driven by personal dislike or disagreement

Problem

Identification



Solution: Conflict

Avoid anger

Do not dominate, instead, compensate

Engage in conversation

Resolve Conflict

Problem

Identification



Action Plan: Conflict

DESIRED OUTCOMES OF CONFLICT

1. AGREEMENT

2. STRONGER RELATIONSHIPS

3. LEARNING

Problem

Identification



Investigate and document

conflict

(ASAP)

Attempt an informal dispute

(Right away if possible)

Hire counselors for formal resolution attempt and other

interventions

(Effective Jan 1, 2015)

Conclusion

• Implications from poor leadership

• Motivation

• Empowerment & Delegation

• Conflict

• Implementing the previous solutions & action plans

• Work effectively amongst employees

• Knowledge to motivate & empower employees

• Effective ways to delegate and resolve conflict.

Problem

Identification



Conclusion

“ The world hates change, yet it is the only thing that has brought progress”- Charles Kettering

“ Leadership is lifting a person’s vision to high sights, the raising of a person’s performance to a higher standard, the building of a personality beyond its normal limitations”-Peter Drucker

Problem

Identification



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