Mission
The company aims at providing proper care to pets and making them safe at home and
provided environment. To achieve goals, the company ensures proper methods to care for pets
through exercising and educating other on proper treatment of dog. Products provided by the
company have less chemical concentration to prevent negative outcome and impacts on dogs.
Vision
To provide adequate services and products to available market to control available market
base. The desire is to increase customer satisfaction through proper delivery of services.
Core Value
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Integrity is fundamental in determining success of the company to ensure market
development. Services provided to client will be truthful, honesty and through understanding of
market development.
Customer Value Proposition
The company aim to sell products to improve care on dogs and reduce irritation resulting
from increased chemical content on products. To create rational market control and standards
products will be sold in different stores and provided selling platforms.
Problems Facing the Company
The company is experiencing poor communication and methods of making decisions
within the company. The manager and other leaders are not effectively involved in setting the
expectations for the job and procedures of making decisions. This affects monitoring process of
activities and decision designed in the company (Aarons et al., 2016). These are indicated by
existence of unaccomplished tasks required to meet goals and objectives of the firm. As a result,
there is duplication of roles as leaders fails to communicate expected role of each employee.
Poor communication has contributed to vague vision and mission of the company with increased
unenforced organizational performance and results.
Increased poor communication techniques have led to reduced productivity rate as
required by the mission and vision of the firm. Lack of making employees to understand the
position of the firm hinders sense of generating sense of good will. Thus, it has affected working
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among workers as creates inability to evaluate employees’ performance (Aarons et al., 2016).
Lack of competitive skills and talent is another factors affecting performance of the company.
These contribute to poor understanding of market requirements and expectations of consumers.
Competitive management is designed to make rational decisions to influence performance of the
company. As a result, the firm is experiencing slow growth to control available market niche.
Strategies of Solving Organizational Issues
Problem solving in an organization is considered to be core of human evolution and
improving of service delivery in the market. Different approaches and strategies are essential in
developing proper problem solving techniques to ensure organizational growth and development.
Proper understanding of the problems relates to rational knowledge of events occurring within
business environment. Through rational problem solving skills the management can determine
new forms of invention and developing market-based economies. It incorporates evaluation of
factors leading to respective changes in market development and changes of organizational
operations (Aarons et al., 2016). However, rationale problem solving is determined by
experience levels and competent of skills required. The aim is to influence effectiveness of the
firm and service delivery.
Rationale of providing solution to firm’s problem translates from understanding the risk
affecting operation and development of the company. Competitive manager can identify trends
and factors affecting proper control of market and provided customer base. Skills create potential
to management to predict and forecast future changes of firm’s operation. These are indicated by
past and present position of the firm in the service provision industry (Aarons et al., 2016). By
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doing so, management and other members of organization are motivated. The design and
purpose of motivation is to improve performance to cope with changing market dynamics.
Complex firm problems require active participation by members to improve performance and
adaptive market experience.
Clear Action-Oriented Steps for Problem Solving
Problem identification is fundamental in making problem solving process efficient.
Therefore, as a consultant it provides a list of problems defined and identified to affect
management. Defining factors affecting organizational management can be simple and difficult.
Respective process requires repetition of exercise, rational examination of organizational
operation and patience of provided structure of management (Lussier & Achua, 2015). Different
actions are required to make effective and efficient decision to management teams. It involves
exploring of current situation of the organization (Northouse, 2018). These include presentation
of problems and determining impact to rational operations. Purpose is to evaluate consequences
of issues in relation to mission and vision of the firm.
Defining goals and objective of firm is another essential step in enacting rational problem
solving approach. By doing so, management and respective teams are responsible to evaluate
practicality of the situation (Northouse, 2018). The aim is to ensure goals set are attainable and
realistic in nature. Actions developed are fundamental in ensuring goals are achieved and
realized during operations. Identification involves understanding company objective and
priorities of management team (Aarons et al., 2016). Thus, identifying roles and functions of
teamwork is essential in providing required solution to problems identified.
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Developing brainstorming session is also crucial in providing solution to identified
problems in an organization. It indicates probability of solving outstanding challenges to
management of organization affairs. As a consultant it is important to identify goals before
calling sessions to brainstorm (Aarons et al., 2016). Importance of the stage is to understand
diversity in organization and individual roles. The actions include inviting different
organizational leaders and setting expected limit of discussion (Lussier & Achua, 2015). To
determine success of the process is essential to evaluate roles of different people and impact to
management process. Success of the process is determined by effectiveness of techniques and
skills in improving management process. Perspective of brainstorming is improved teamwork,
work cooperation and ability of improving creativity in the company.
Assessing available alternative to business is important aspect of problem solving
approaches. The ultimate purpose is to determine and evaluate strength and weaknesses
demonstrated by functions of the firm (Aarons et al., 2016). Consequences identified are
mitigated to determine success of the firm. Therefore, management can make choice of solution
arrived at during evaluation of organization performance. Eventually, management is responsible
in conducting the last step of problem-solving. It incorporates active implementation and
execution of solution provided (Lussier & Achua, 2015). Actions and approaches are determined
by goals and objectives of the firm. Ultimate goal is to increase productivity rate and improving
mechanisms of controlling available market.
Theories of Organizational Leadership
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Different theories are provided to determine structures and systems of leaders managing
operations of the business. It translates to relationship created between employees and immediate
management teams of respective firm. Proper application of theories results to successful
accomplishment of desired goals and objectives (Lussier & Achua, 2015). As a result,
individuals within the organization are able to define different roles, approaches to accomplish
tasks and expectation of others. Thus, it helps leaders in an organization to distribute different
roles to achieve rational objectives (Northouse, 2018). It helps in managing of organizational
activities and provides direction of leadership roles among management teams. Different theories
are used in organizational leadership to improve management skills and approaches. Some of the
theories include transactional theory, authentic leadership and transformational theory of
leadership.
Transactional Leadership Theory
Requirement and expectation of the theory is to ensure leaders and employees conform to
existing structure of organization. Parameters of as provided by theory are used to evaluate the
success and systems implemented in a company (Aarons et al., 2016). Thus, leaders according to
the theory have control of formal authority and respective position in respective firm (Lussier &
Achua, 2015). Purpose of leaders under the theory is to provide framework for routine activities.
By doing so, improves ability to monitor performance and facilitating group activities. These are
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influenced by power to reward performance of employees (lustier & Achaea, 2015). It
translates to positive and negative approaches in rewarding approaches.
Criteria of formulating organizational structure and activities are influenced by
requirements and expectations of stakeholders. Performance reviews are conducted to determine
individual roles in promoting activities of the company. Rationales of transactional theory are
influenced by proper understanding roles by employees (lustier & Achaea, 2015). Employees are
motivated by reward-penalty systems maintained through transactional leadership.
Authentic Leadership Theory
The approach of the theory is to determine qualities of leaders to manage affairs and
operation of the company. It influences the direction of leadership to influence success of
operation and achieving standards of management. The strategy is essential in creating self-
awareness among leaders to concentrate on required roles. Success of the firms and achieving
respective goals are attributed by rational cooperation among members of the company (lustier &
Achaea, 2015). Qualities of effective leadership are not influenced by desire to gain power,
accumulating money and egocentric. Therefore, to be effective and efficient in leadership
position it matters with organization interests. By doing so, creates ability to create production
connection to steer success of management (Lustier & Achaea, 2015). Individuals in an
organization are able to take responsibility of actions and directions determined by management.
Transformational Theory in Leadership
Requirement of Transformational theory in leadership requires managers of the business
to identify rationale of guiding work team. Thus, it leads to proper understanding of
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organizational mission, expected vision and factors influencing market changes. By doing
so, it creates a workforce which is determined, focused on productivity and well motivated.
Performance in any organization is influenced by role of management to boost morale of workers
(Lussier & Achua, 2015). Thus, Chief Executive Officer (CEO) being a model in the firm tends
to inspire followers to participate in essential development of the company. Inspired and
motivated officer creates a platform to achieve rational goals and objectives of the firm.
However, the process is determined by management approaches and availability of resources.
Competitive Chief Executive Officer (CEO) is influenced by individualized
consideration. The ultimate aim is to reach and meet the desires of consumers and entire market.
These illustrate to skills to listen to needs and requirement presented by consumers. Through
individualized approaches in management the leader can effectively identify unique talent of
employees and behavior of employees. As a result increases ability to improve performance and
motivation levels of employees (Northouse, 2018). Different inspiration and motivation is
fundamental under transformational theory in application. It articulates vision and mission of
respective companies (Lussier & Achua, 2015). Thus, individuals in the company remains
focused in attaining expectation of the firm. Therefore, rationale of performance is influenced by
understanding factors affecting production and morale among employees. Perceptions are driven
by increased market demand and changing consumer behaviors.
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Griffith, J. A., Baur, J. E., & Buckley, M. R. Creating comprehensive leadership pipelines:
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