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Answer the 2 questions below and reply to each student.Student Reply must be over 200 words.Make sure all student replies you start it with Hello (Student Name),Please upload each question in different word documents.Question 1:Prior to beginning work on this discussion, read Chapter 9 of The Leadership Experience.The Saddle Creek Deli had been so successful that Richard Purvis, owner and manager, hired a manager so that he could devote time to other business interests. He selected Paul McCarthy, whose prior experience included the supervision of a small restaurant. McCarthy was paid a straight salary plus a percentage of the amount he saved the business monthly, based on the previous month’s operating expenses. All other employees were paid a straight hourly rate. McCarthy single-handedly decided to initiate a cost-saving program designed to increase his earnings. He changed the wholesale meat and cheese suppliers, lowering both his cost and product quality. He reduced the size and portion of everything on the menu. He discontinued the one-dollar meals for employees and eliminated the employee discount. Frustrated, the employees streamed out of the meeting and quietly grumbled about the changes. Tension mounted and resentment toward McCarthy grew.How do you think Purvis could improve communications between McCarthy and the employees? Be specific in your recommendations.Student Reply 1: Diana SquireThe fundamental principles of leadership bar any individual who purports to be a leader from engagement in any form of unethical practices (Nancy, 2017). In this regard, leadership calls for total commitment towards the goals and objectives of the business unit without creating interference of vested or conflicts of interest within oneself. Since the stint of Marcus as the managing director of the Saddle Creek Deli, the firm has registered significant progress in terms of good profits, the satisfaction of customer needs and taking care of the overall welfare of the employees (Richard, 2018). However, when Paul McCarthy is appointed to take over the leadership of the business, things go contrary to the wishes of everyone. Despite having a prior wealth of experience in management and handling of the workforce from, he missed the mark in management and process improvement. An example, lowering the quality of the product so as the company to save a significant cost is uncalled lead the firm to lose its competitive edge (Richard, 2018).In my view, Purvis as the owner of the business would do a couple of things to improve communications between McCarthy and the employees. First, Purvis would encourage good leadership to Paul McCarthy by involving everyone in an open, candid, fearless conversation which is essential for finding the best, most practical way of doing and ending wrangles. Giving a chance for emergency meetings with employees assist in solving unnecessary disputes that would ensue in the real or work (Richard, 2018). Second, organizing employees into a working group and each group leader to air the grievances would also ensure that communication is seamless and workers are not left out in critical decisions made within the farm. Employees are major stakeholders in any organization because they influence direct company performance (Richard, 2018). Also, they reflect the company image depending on all they coordinate the firms’ operations and the outer image they portray. Therefore, consultative forums are prerequisite to see to it that the welfare of the employees is catered.ReferencesNancy Adler (2017). Leadership, Power, and Influence: The art of Leadership, McGill University, Pp 4-89.Richard L. Daft (2018). The leadership experience, Owen graduate school of management Vanderbilt University, 7th edition, Pp 2-150.Student Reply 2: Nancy ResminiThe Saddle Creek Deli had been so successful that Richard Purvis, owner and manager, hired a manager so that he could devote time to other business interests. He selected Paul McCarthy, whose prior experience included the supervision of a small restaurant. McCarthy was paid a straight salary plus a percentage of the amount he saved the business monthly, based on the previous month’s operating expenses. All other employees were paid a straight hourly rate. McCarthy single-handedly decided to initiate a cost-saving program designed to increase his earnings. He changed the wholesale meat and cheese suppliers, lowering both his cost and product quality. He reduced the size and portion of everything on the menu. He discontinued the one-dollar meals for employees and eliminated the employee discount. Frustrated, the employees streamed out of the meeting and quietly grumbled about the changes. Tension mounted and resentment toward McCarthy grew.How do you think Purvis could improve communications between McCarthy and the employees? Be specific in your recommendations.Well Mr. Purvis would need to first sit down with McCarthy and asked his reasoning for doing what he did. Since McCarthy decided on his own to change up things at the business without running it by the owner, he had some explaining to do. Communication needed to be improved not only between McCarthy and the employees but with the owner, Richard Purvis. Mr. Purvis had a great set up prior to McCarthy coming on as the new manager; therefore, he could hire him. The employees were all happy prior to McCarthy making the changes to the business for his own profit. What the owner, Mr. Purvis, needs to do is sit with McCarty and the employees to talk everything out. Mr. Purvis needs to listen to all sides and then think about how he can improve the work place, otherwise he will have employees leaving left and right.My recommendations would be:Bring back the employee one-dollar meals for the employeesShare the percentage of saving on operations with employeesAdd a daily special to the menuHave an employee of the month spot to park with free food for the monthHave the employees share new ideas with the manager, ideas that are used could be given a gift card.Have a weekly meeting between McCarthy and the employees every to go over problems and ways to make things better.Have an open door policy between McCarthy and the employeesHave McCarthy share ways to allow employees to advance in the companyReferences:Daft, R. L. (2018). The leadership experience (7th ed.). Retrieved from https://content.ashford.edu/Student Reply 3: Jamal NorrisHow do you think Purvis could improve communications between McCarthy and the employees? Be specific in your recommendations. I think that Purvis should give McCarthy an example of how to run an already successful business without the implementation of self-greed as a manager for individual benefit. This business is successful due to teamwork amongst the employees. The type of communication that should be used between Purvis and McCarthy should be the communication champion. Leaders use this communication to unite people around a common sense of purpose and identify and to ensure that the vision and strategy are deeply understood and accepted by employees (Daft, 2018). This form of communication can also be used with the other employees, but I see there needs to be some type of understanding as to what corners can be cut to make an extra profit without affecting the quality of the product or offending the employees that help the company strive. The next step that needs to take place is a meeting with Purvis, McCarthy, and the employees so that everyone will be on the same page as to the direction of the company. With the three entities, an open communication process would be great so that the path of the company will remain on task schedule. As stated by Daft, communication, strong awareness, and commitment to organizational vision, goal, and values through an open communication scheme would involve all levels of employees to provide their input and receive information to produce within the company (2018). Daft, R. L. (2018). The leadership experience (7th ed.). Retrieved from https://content.ashford.edu/ Question 2:Prior to beginning work on this discussion, read Chapter 10 of The Leadership Experience.The following is from the “Consider This!” section of Chapter 10:Fact 1: As each goose flaps its wings, it creates an “uplift” for the birds that follow. By flying in a “V” formation, the whole flock adds 71 percent greater flying range than if each bird flew alone.Lesson: People who share a common direction and sense of community can get where they are going quicker and easier because they are traveling on the thrust of one another.Fact 2: When a goose falls out of formation, it suddenly feels the drag and resistance of flying alone. It quickly moves back into formation to take advantage of the lifting power of the bird immediately in front of it.Lesson: If we have as much sense as a goose, we stay in formation with those headed where we want to go. We are willing to accept their help and give our help to others.Fact 3: When the lead goose tires, it rotates back into the formation and another goose flies to the point position.Lesson: It pays to take turns doing the hard tasks and sharing leadership. Like geese, people are interdependent on each other’s skills, capabilities, and unique arrangements of gifts, talents, or resources.Fact 4: The geese flying in formation honk to encourage those up front to keep up their speed.Lesson: We need to make sure our honking is encouraging. In groups where there is encouragement, the production is much greater. The power of encouragement (to stand by one’s heart or core values and encourage the heart and core of others) is the quality of honking we seek.Fact 5: When a goose gets sick, wounded, or shot down, two geese drop out of the formation and follow it down to help and protect it. They stay until it dies or is able to fly again. Then, they launch out with another formation or catch up with the flock.Lesson: If we have as much sense as geese, we will stand by each other in difficult times as well as when we are strong.Explain how the lesson from the geese applies to leadership strategy in a team setting.Student Reply 4: Amanda PurvisIn any leadership setting, the leader should promote their entire team to work cohesively to achieve a common goal. Just like the geese flying together from point A to point B, a team must always be progressing towards their goal. The team must overcome common dysfunctions, including lack of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results in order to succeed (Daft, 2018). When one team member falls out of formation (for example, is out of work due to illness), the leader should encourage the team to take up the slack and ensure that they help to complete the team member’s work. “A rising tide lifts all boats,” and a team that works together and supports each other is far more likely to succeed. No team member is left behind or forgotten, and the goal is still in mind, even if some team members need to fall aside to help their wingman. (In the government/military contracting world, we call our team members “wingmen”). We really should use these geese as an example because they seem to be perfect “natural” leaders.ReferencesDaft, R. L. (2018). The leadership experience (7th ed.). Retrieved from https://content.ashford.edu/Student Reply 5: Nicole CoffeyFact 1: As each goose flaps its wings, it creates an “uplift” for the birds that follow. By flying in a “V” formation, the whole flock adds 71 percent greater flying range than if each bird flew alone.Lesson: People who share a common direction and sense of community can get where they are going quicker and easier because they are traveling on the thrust of one another.Answer: The lesson here is that by working as a team to get the work done and things get done smoother and faster with a higher rate of employees feeling happy and successful.Fact 2: When a goose falls out of formation, it suddenly feels the drag and resistance of flying alone. It quickly moves back into formation to take advantage of the lifting power of the bird immediately in front of it.Lesson: If we have as much sense as a goose, we stay in formation with those headed where we want to go. We are willing to accept their help and give our help to othersAnswer: If one of the team member lags behind or decides to not put in the effort of the others, it is only hurting the entire team. By staying with their team and encouraging others in a time where they feel stressed or alone, this will help the team to want to stick together and work with eachother.Fact 3: When the lead goose tires, it rotates back into the formation and another goose flies to the point position.Lesson: It pays to take turns doing the hard tasks and sharing leadership. Like geese, people are interdependent on each other’s skills, capabilities, and unique arrangements of gifts, talents, or resources.Answer: we all get wiped out at times, and it is good for us to take a break and refresh. Having the team members to be there to step in so things do not fall behind will lead to success in the endFact 4: The geese flying in formation honk to encourage those up front to keep up their speed.Lesson: We need to make sure our honking is encouraging. In groups where there is encouragement, the production is much greater. The power of encouragement (to stand by one’s heart or core values and encourage the heart and core of others) is the quality of honking we seek.Answer: When others are encouraging others to keep moving, do a great job and reinforcing their team to strive to do better and work harder helps the team members feel more confident.Fact 5: When a goose gets sick, wounded, or shot down, two geese drop out of the formation and follow it down to help and protect it. They stay until it dies or is able to fly again. Then, they launch out with another formation or catch up with the flock.Lesson: If we have as much sense as geese, we will stand by each other in difficult times as well as when we are strong.Answer: Often times things can go wrong or happen unexpectedly. Knowing that we have a team that supports eachother in time of need and will be their regardless of what it is, will give us the strength to keep goingStudent Reply 6:Michael DawsonWhat we can learn from chapter 10-1 lesson about geese is the true nature of teamwork. Each lesson learned from the actions of the geese can be applied to leadership strategy in a team setting.People who share a common direction and sense of community can get where they are going quicker and easier because they are traveling on the thrust of one another.If we have as much sense as a goose, we stay in formation with those headed where we want to go. We are willing to accept their help and give our help to others.It pays to take turns doing the hard tasks and sharing leadership. Like geese, people are interdependent on each other’s skills, capabilities, and unique arrangements of gifts, talents, or resources.We need to make sure our honking is encouraging. In groups where there is encouragement, the production is much greater. The power of encouragement (to stand by one’s heart or core values and encourage the heart and core of others) is the quality of honking we seek.If we have as much sense as geese, we will stand by each other in difficult times as well as when we are strong (Daft, 2018).Reflecting on this, I have experienced and applied this type of leadership strategy before. One example of this, is when I played football in high school. Once the team was formed from, film studies, lifting weights, training camps, etc., we gained “a common direction and sense of community” to achieve one goal. If guys struggled we pulled together to help out one another. If we know the strengths of certain individuals, we capitalize and used them to our advantage. There would be times when other individuals would have to step up and play bigger roles if called upon or needed to in certain situations. We stood together when we won and in times that we lost. We formed a brotherhood that would become greater than game of football. A successful leader who understands teamwork gains the ability to apply it and furthermore, it becomes a highly effective strategy. ReferenceDaft, R. L. (2018). The leadership experience (7th Ed.). Retrieved May 20, 2019, from https://content.ashford.edu/Links to an external site.Question 3: Prior to beginning work on this assignment, read Chapter 10 of The Leadership Experience.The Final Paper is designed to demonstrate your understanding of the course. Using a minimum of five scholarly sources, write a six- to eight-page APA-formatted paper in a narrative format. Formulate a personal program of managerial leadership development that is based on the information presented in the course text.*Note: You are encouraged to integrate any feedback from your instructor and upload the assignment to Portfolium. For assistance using Portfolium, review the Portfolium Student GuidePreview the document.In your paper,Designate general categories or groups of leadership theories.These include: Traits Theories, Contingency Theories, Relational Theories, and others listed in the course text.Select one specific category of theories from the course text.Defend why the selected category of leadership theories is most relevant to organizational leadership.Discuss the leadership style you will adhere to and the specific reasons for selecting this style.Examine how your leadership skills will influence your ability to motivate followers in an organization.Identify an area of weakness in your personal leadership.Explain how you will develop this area of weakness into a strength.Evaluate the factors that influence organizational culture, such as organizational structure, size, policies and procedures, staff, and office politics.Evaluate your leadership style based on the factors you chose above.The Final PaperMust be six to eight double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center’s APA Style (Links to an external site.)Links to an external site. resource.Must include a separate title page with the following:Title of paperStudent’s nameCourse name and numberInstructor’s nameDate submittedFor further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.)Links to an external site..Must utilize academic voice. See the Academic Voice (Links to an external site.)Links to an external site. resource for additional guidance.Must include an introduction and conclusion paragraph. Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper.For assistance on writing Introductions & Conclusions (Links to an external site.)Links to an external site. as well as Writing a Thesis Statement (Links to an external site.)Links to an external site., refer to the Ashford Writing Center resources.Must use at least five scholarly sources in addition to the course text.The Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.)Links to an external site. table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.Must document any information used from sources in APA style as outlined in the Ashford Writing Center’s Citing Within Your Paper (Links to an external site.)Links to an external site. guide.Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. See the Formatting Your References List (Links to an external site.)Links to an external site. resource in the Ashford Writing Center for specifications.

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