...Member to Team Leader, describes a fictional scenario about a company called ColorTech Greenhouses Inc. The case describes the company, originally located in Phoenix, as a high-tech color supplier that quickly became the largest and most global grower in the western hemisphere. The status of the declining sales from the Phoenix division, which once bragged of their highest production levels, was examined through the eyes of Melissa Richardson, a recently hired sales manager for ColorTech’s corporate headquarters. This paper is based on the information provided in the case and is divided into three sections. The first section discusses the reasons for the difficulties currently confronting ColorTech. The second section details some of Richardson’s strengths as a manager. And the third offers suggestions, paired with Richardson’s energy, that would allow ColorTech to address the difficulties it is facing as it successfully changes. Background on ColorTech Greenhouses, Inc. Along with the rest of the color industry, ColorTech was facing increased price competition as well as a steady declination in sales. At this time, the market was experiencing a very low demand for the flower industry. ColorTech particularly was constantly receiving pricey customized orders, and being insisted upon for demands for lower prices. The Key Issues ColorTech sales are Falling. In an attempt to grow revenue, ColorTech was expanding rapidly through the use of vertical integration and diversification...
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...In March, Richardson had been the top Chicago salesperson and a high-potential candidate for management at ColorTech Greenhouses, Inc., a premium grower and distributor of annual and perennial flowers. Richardson remembered the call she had made to her mother, who still lived in her childhood home on the north side of Chicago. “Mom, I just got off the phone with the southwest regional sales manager in Los Angeles,” she had said. “They want me for the sales manager spot in Phoenix!” Richardson had been looking for an opportunity to move up at ColorTech, and her boss had recommended her for the promotion when the position opened. Thirty-two years old and single, Richardson had been excited to show her new team how to break into the top sales ranks the way she had done. But after only a few short months, she had failed to improve her team’s performance and felt like a liability on her regional manager’s watch list. Richardson wondered how things had gone so wrong so quickly and what she could do to fix them. About ColorTech Greenhouses, Inc. ColorTech was a privately held supplier of annual and perennial flowers to big-box stores (large, no-frills, warehouse-like retail stores) such as Home Depot and Walmart. Within the color industry (the term used to describe growers of the colorful, flowering bedding plants used to create outdoor, in-ground floral displays), ColorTech was well known for its patented hybrid plants and high-tech automated greenhouse operations located primarily...
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...Richardson had been the top Chicago salesperson and a high-potential candidate for management at ColorTech Greenhouses, Inc., a premium grower and distributor of annual and perennial flowers. Richardson remembered the call she had made to her mother, who still lived in her childhood home on the north side of Chicago. “Mom, I just got off the phone with the southwest regional sales manager in Los Angeles,” she had said. “They want me for the sales manager spot in Phoenix!” Richardson had been looking for an opportunity to move up at ColorTech, and her boss had recommended her for the promotion when the position opened. Thirty-two years old and single, Richardson had been excited to show her new team how to break into the top sales ranks the way she had done. tC But after only a few short months, she had failed to improve her team’s performance and felt like a liability on her regional manager’s watch list. Richardson wondered how things had gone so wrong so quickly and what she could do to fix them. About ColorTech Greenhouses, Inc. No ColorTech was a privately held supplier of annual and perennial flowers to big-box stores (large, no-frills, warehouse-like retail stores) such as Home Depot and Walmart. Within the color industry (the term used to describe growers of the colorful, flowering bedding plants used to create outdoor, in-ground floral displays), ColorTech was well known for its patented hybrid plants and high-tech automated greenhouse operations...
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...What other forces are at play in ColorTech’s Phoenix office that may be affecting Richardson’s ability to lead and motivate her team? What motivation or leadership could Richardson apply to help improve the performance of her team? When a new manager fit into a spot in an unfamiliar environment, there are several conflicts with the employees in a frustrating situation that the manager has to control and change, such as Melissa Richardson, who got promoted and worked in a new company with several uncontrollable employees and problems. The negative impacts on ColorTech’s performance that Richardson has to solve with the effort put by her employees are (1) greenhouse woes, (2) the surprise customer visit, (3) sales, and (4) new customer. However, without leading and motivating Richardson’s team to get things done in appropriate ways first, she will not be able to reach the next step, solving the negative impacts. In this case, the improvements can be made through transformation leadership (Individualized Consideration, Intellectual Stimulation, Inspirational Motivation, and Idealized Influence), job rotation, Vroom’s expectancy theory and Adam’s equity theory of motivation. To Nick Ruiz who is enthusiastic, knowledgeable and good at greenhousing from the ground up, Richardson can inform him that the possibility of promoting him to the sales position depends on the performance and effort he puts on those problems through Vroom’s expectancy theory and Individualized Consideration...
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...AKR Senior Manager Program Growing Managers Study Questions Please be prepared to discuss these questions in the classroom: 1. What does Richardson think makes a good manager? She thought meeting target and exceeding that will be testimony of her success. 2. What did Richardson do right when she started her new job? Studied about the team members about their performances and some personal information from her predecessor’s notes. What mistakes did she make? What might have helped Richardson get off to a better start? 1. If she was introduced by the regional sales manager, Campbell. 2. Proper analysis of a. personality of people involved and b.) Situation analysis. Richardson should have diagnosed the situation before deciding her strategy. 3. Critique Richardson’s first meeting. How could she have made a stronger impact on her team that first day? Describe some ways Richardson might effectively build her team. Assigning challenging roles is a proven to get people respond with greater efforts and commitments. 4. In your opinion, who is at fault for Richardson’s poor performance? She was energetic, ambitious and very hard working salesperson at Chicago. She had much experience in the field of sales, but was inexperienced in paperwork and management. She had been working as a team member and had no experience as a team leader. Though she took management training courses and did some self-study of leadership books...
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...Q;1: According to Maslow’s hierarchy of needs theory and David McClelland’s acquired needs theory identify and justify which needs dominate the 5 team members and the team leader. Answer: Maslow’s hierarchy of needs theory: Team Leader | Belongingness Needs | Self-actualization Needs | Justifications | Melissa Richardson | HighlyDominating | Moderate to High | * Richardson had personality more like an agreeable person. She was highly dominated by social needs. In belongingness she preferred friendly environment and her acceptance in team and affection as well. For example she kept thinking of pizza lunches and ice cream in Friday afternoons after achieving sale targets. She also preferred to build good communication with her team. When she came at Phoenix she was expecting a protocol from her group members and her boss Campbell. She was so social and friendly that Ruiz did easily convince her to take his resume for higher designation through his good skill of communication or while conversing friendly with her. * She was moderate to high in self-actualization because she was putting her potential to cope with her job. She had a goal too to achieve, she wanted to make phoenix one of the best sales offices but somehow she distracted from her goal and instead fulfilling the requirement of this seat she was trying to accomplish her goal in other means like building good relations with others. | Team Members | Self-esteemNeeds | Self-Actualization Needs | Justifications...
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