...Chattanooga Case Analysis Jack Welch Management Institute JWI 510 25 July 2015 I. Abstract. In this paper we will explore the Chattanooga Ice Cream Division (CICC) case study (Sloan, HBR, 2003). We will review the significant changes that were taking place internally at the CICC and externally within their market. We will explore these internal and external variants that include: changes in key leadership positions on the CICC staff, internal alliances, customer demand for product diversification and competitor responsiveness to customer demands. All of these factors had a direct impact on CICCs bottom line and resulted in loss of market share. II. Introduction The CICC, a wholly owned subsidiary of the Chattanooga Food Corporation (CFC), was trending downward from 1991 thru 1996 and reported five consecutive years of decline. The bad news continued to grow; in 1996 the division president and general manager Charlie Moore learned that Stay & Shop a 6.5M account and their third largest customer was dropping CICC for the Sealtest line of ice cream products. Faced with losing more market share and a steady downward trend; immediate and major action had to be taken in order to turn the situation around. Charlie was given 120 days to accomplish the task of returning the CICC to the profitable division it once was. The CICC management team had varying degrees of experience in the market and all had their own opinions on the root causes that led to the loss...
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...Introduction A self assessment can be simple and it can also be more in-depth. This paper will address the predominate behavior style that I posse, with strengths and weaknesses. It will also address how I agree with most parts of the assessment and disagree with others, identified in the DiSC Platinum Behavioral Style Assessment (Blanchardassessments.com, 2007). Predominate Behavior I am predominantly an Interactive style. My style is what they call an Impresser. We are less open and less direct than most other interactive styles. We like to win with flair as stated in the study (Blanchardassessments.com, 2007). On the other hand we do not want to win at the cost of someone else’s feelings. In this style taking shortcuts makes us feel as if we were cheating in a sense. We also become very impatient when people procrastinate with getting started on projects. Our type tends to have the all or nothing approach on work and home life. We are more apt to judge a person on their ability to make things happen. We like things done in the best way possible, because we do not like to look bad. Finally we can be restless, short tempered, and even lash out when under pressure (Blanchardassessments.com, 2007). Strengths and Weaknesses A interactive styles strengths are persuading, being optimistic, motivated and enthusiastic. We are idea people who can get other caught up in our own dreams because we are so good at persuasion. We bring people together to achieve or accomplish goals...
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...|[pic] |Course Syllabus | | |School of Business | | |MGT/307 Version 3 | | |Organizational Behavior and Group Dynamics | Copyright © 2010, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course in organizational behavior encompasses the study of individual and group behavior in organizational settings. Emphasis is placed on strategic elements of organizational behavior, workforce diversity, managing change, effective communication, and performance systems. A comprehensive review of these processes, as well as others, will allow students to examine their role in organizations. Course Materials Schermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2008). Organizational behavior (10th ed.). Hoboken, NJ: John Wiley & Sons. Robbins, S. P. & Judge, T. A. (2009). Organizational behavior (13th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. All electronic materials are available on the student website. |Week One: Fundamentals of Organizational Behavior...
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...many studies performed on how personality characteristics have an effect on us as individuals and within are environment. This paper will discuss my personality characteristics and traits and how those characteristics are manifested in my organization. This paper will also explore the development of my personality characteristics and discuss the results of my week one Self-Assessment and the Johari Window, as well the Quick Enneagram Sorting Test (QUEST). The results from these assessments have allowed me to focus in on my leadership style a how I can become a more effective manager. Also I’ll focus on how those attributes have guided my relationships and career choices. Key Words: Characteristics, attributes, assessment, Big Five Personality Dimensions (BFPD), Extrovert, Johari Window Finding the Leader in You: Self-Assessment/ Johari Window In my effort to develop and explain the characteristics that comprise my personality, I determined that there are many personality traits that help to form my personality. In our class discussion, it was addressed how Schermerhorn, Osborn, Uhl-Bien and Hunter (2012) discussed the Big Five Personality Dimensions (BFPD) of Extraversion, Agreeable, Conscientiousness, Emotional Stability and Openness to experience and how they affect our personality positively and negatively. My profile of characteristics include extraversion as the lead attribute that guides my personality. I’m an outgoing person with who is...
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...*Best/preferred contact method: Please use the course email through Blackboard to contact me. I will be using Blackboard for all course related materials and contacts. For Blackboard Help: Contact Joan Draper, for online help: jdraper@mercy.edu COURSE DESCRIPTION: This course examines the basic ethical issues and current trends affecting the counselor working in a contemporary school or agency. Topics include: the nature and scope of counseling, the definition of ethics and its meaning for professional counselors, and the relationship between counseling and professional ethical practice as defined by the American Counseling Association. The variety of agency and school settings are examined to illustrate the specific ethical guidelines that apply to schools and agencies. Professional norms, such as non-malfeasance, patient autonomy, and confidentiality are explained. (3 credits) TEXT: Ethics in Counseling and Psychotherapy: Standards, research and emerging issues (4th edition) Elizabeth Reynolds Welfel (2013) Belmont, CA: Brooks/Cole Cengage ISBN13: 978-0-8400-2858-7 American Counselor Association Code of Ethics http://www.counseling.org/docs/ethics/2014-aca-code-of-ethics.pdf?sfvrsn=4 Code of Ethics of the American Mental Health Counseling Association. Available on-line at www.amhca.org/ethics.html American School Counselor Association Ethical Standards for School Counselors, Available on-line at www.schoolcounselor.org/library/ethics.pdf Program...
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...Results(circumplex and chart) Your LSI Styles Profile The raw and percentile scores in the table below and the extensions on the circumplex shown below depict your perceptions of how you think and behave. The CONSTRUCTIVE Styles (11, 12, 1, and 2 o'clock positions) reflect self-enhancing thinking and behavior that contribute to one's level of satisfaction, ability to develop healthy relationships and work effectively with people, and proficiency at accomplishing tasks. The PASSIVE/DEFENSIVE Styles (3, 4, 5, and 6 o'clock positions) represent self-protecting thinking and behavior that promote the fulfillment of security needs through interaction with people. The AGGRESSIVE/DEFENSIVE Styles (7, 8, 9, and 10 o'clock positions) describe self-promoting thinking and behavior used to maintain status/position and fulfill security needs through task-related activities. Position | Style | Score | Percentile | 1 | Humanistic-Encouraging | 35 | 80 | 2 | Affiliative | 35 | 75 | 3 | Approval | 19 | 80 | 4 | Conventional | 22 | 90 | 5 | Dependent | 17 | 63 | 6 | Avoidance | 10 | 75 | 7 | Oppositional | 3 | 18 | 8 | Power | 4 | 34 | 9 | Competitive | 10 | 34 | 10 | Perfectionistic | 12 | 9 | 11 | Achievement | 36 | 80 | 12 | Self-Actualizing | 34 | 80 | The raw scores potentially range from 0 to 40. The percentile scores represent your results compared to those of 9,207 individuals who previously completed the Life Styles Inventory. For example, a percentile score...
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...writer that took the assessments in both week one and two, the assessment confirmed things that was already known about the writer personality. While at the same time revealed some traits that weren’t known when it came to how to resolve conflict. In this paper the writer will develop a profile on the personality characteristics and assessment results. Inserting a Self Assessment Score sheet that discusses a brief interpretation of each assessment the writer completed. Finally, analyze the attributes and how it relates to the writer relationship and career choice. This writer’s profile characteristics and personality trait was that of someone who appeared to be strong and decisive decision maker. The writer of this paper is an introvert. An introvert prefers the interaction of just a few people, tend to isolate activities, and think before speaking. This writer has personality Type A. Type A personality is competitive, inquisitive, and easily bores. Has a short temper, impatient, and tend to be aggressive. Find it difficult to relax, staying focus and maintaining stability. The writer scored a PMF of nine on the Twenty-First Century Manager Assessment. A Twenty First Century Manager Assessment “offers a self-described profile of your management foundations PMF”. Although the writer scored a nine on the assessment, this tells the writer that she needs to strive continuously to strengthen her managerial foundation. The assessment revealed that the writer is inconsistent...
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...LSI Conflict Analysis Everyone has their own tendency when it comes to acting and reacting towards conflict. One person may be more aggressive and push conflict onto others, while another may be hesitant and unsure of how to handle conflict, so they simply to try to avoid it at all cost. The LSI Conflict Profile and Circumplex will give a detailed analysis of a person’s own personal conflict style, and will make them aware of their strengths and weaknesses. It can be used to allow oneself to evaluate their own attitude toward conflict, and if changes can be made to improve their outlook and approach to handling that conflict. My top 3 highest personal conflict styles are: pragmatist (99th percentile), avoider (94th percentile), and insulator (87th percentile). My 3 lowest personal styles are: dominator (10th percentile), conciliator (38th percentile), and self-empowered (42nd percentile). (See Circumplex and Conflict Profile at end of paper.) A pragmatist is someone who is practical, and sees things for how they really are. They are sensible, and don’t rush to make judgments or decisions. I am definitely a pragmatist. I am surprised that I was in the 99th percentile for this style, as I didn’t realize my way of thinking was so extreme to one style. When I have to make a decision I think of every possible variation of the decision, and what each variation could lead to. When it comes to conflict this means that I don’t make decisions in the heat of the moment and I’m able...
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...VARK Analysis Paper Theresia Torczon Grand Canyon University: NRS 429V 8/24/2014 VARK Analysis Paper The results of the VARK questionnaire revealed a multimodal learning preference, with the scores being strongest in the modes of Visual, Read/Write and Kinesthetic (VRK). The multiple preferences suggest a greater ability to match or align the modes in learning or interaction with others. The total VARK score exceeds the 30 needed to show a tendency to use all preferred modes in combination to achieve a proper understanding ("Multimodal study strategies," 2011). Robertson, Smellie, Wilson, & Cox (2011) noted that students can enhance their future learning by identifying the four characteristics of learning styles used in VARK (Visual, Auditory, Reader/writer, Kinesthetic). Watching people in action such as on videos as well as using diagrams and charts are examples that would benefit those with a preference for the visual learning style. Those who prefer the auditory learning style typically enjoy talking about ideas and situations with others as well as hearing stories from them. In the case of those who are classified as reader/writers, they are known as prolific note-takers who rely on textbooks and writing down facts and stories in journals. For the kinesthetic learners, they favor hands-on experience and practice in "real world" settings as well as global learning. In addition to the four different sensory modalities, the VARK questionnaire includes the extra...
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...Leadership, Teambuilding, and Communication BUS 322 December 14, 2012 Abstract This paper is about how leadership, teambuilding, and communication can affect an organization. The organization that was researched for this paper is The College Board. This paper also shows how to be a good leader and implement the right leadership style for the organization. There are different types of interpersonal forms of power and it is important to outline what type to use in each organization. This also shows the conflicts that arise when being in a team setting and how to overcome them with different conflict management styles. There are communication barriers that can arise in an organization and this shows how overcome those barriers. This paper is showing the different things that come up in an organization and tries to make the best recommendations for The College Board to manage it the right way. Leadership theories and forms of power Leadership has many different theories from the traditional and contemporary to the emerging theory. According to Nelson and Quick (2013) “Leadership in organizations is the process of guiding and directing the behavior of people in the work environment.” (p. 193) The behavioral theory is a traditional theory that identifies people with leadership styles. The three behavioral styles are autocratic, democratic, and laissaz-faire. Autocratic style of leadership is when a manager has absolute power or authority over their employees. The...
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...Finding the Leader in You Introduction People have different types of personalities and each manager has different ways of managing. Finding out about the personality and how to deal with people can help a manager deal with subordinates and employees. A person who can learn how to deal with subordinates can grow and to have a better relationship with the employees. Knowing their own personality can help the person to have a personal understanding of issues, planning, and definitely professional development. A leader has to know how to analyze and understand his or her own leadership style to be able to deal with diversity and how to influence decision making. In this paper I am going to analyze and talk about my leadership style. My personality characteristics I was required to take a Self-Assessment test which is attached to this paper as appendix 1. The test shows that my personality is focused on a future leader but I still have to improve a lot of areas if I want to one day become a leader/manager. My skills and foundation are strong but I need to work on my self-confidence and learn how to schedule my day, from beginning to end, making better use of my time. I have a good balance between the “Transformational” and “Transactional” leader which is good because a good leader should have a good balance between both. Since my self-confidence is not very high, I am uncertain of my intuitive ability, usually I second guess myself and even though I know I am right I am...
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...My Leadership Profile Deepak Lal Jack Welch Management Institute Dr. Jamie Chesler JWI 510: Leading in the 21st Century April 24, 2016 Executive Summary All leadership styles are unique and executed via a well-thought out process. This paper reviews the leadership and managerial opportunities I have had in my recent work experiences. The experiences mentioned in this paper range from my first work engagement to the current role I am assigned as a Senior Financial Analyst. There are examples which explain the aspects that have impacted my leadership skills. This paper also examines the possibilities of inventing a unique leadership style that will align with Jack Welch's four principles and eight Rules. Furthermore, it provides the recommendations that will help develop my existing strengths based on my previous challenges as a leader and based on the DiSC Assessment. Finally, this paper will outline plans which could help lower the risk of team dysfunction and provide a means to measure the rate of growth. Support will be included from the weekly readings, including Jack Welch's (2005) book, "Winning", my "DiSC Assessment Profile" (2016), "The Five Dysfunctions of the Team" by Lencioni (2002) and other suggested readings. Introduction I want to begin with a question: How could I have done things differently that could help my company win? Welch (2005) reasons that when companies win, people thrive and grow, which opens up opportunities for more jobs and resources...
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...An all volunteer force, the Army is comprised of over 1 million men and women serving in three different operational sections that include the Active Army, the Army Reserve, and the National Guard. The three main purposes of the Army are to promote peace, resolve conflict and deter war, and if all else fails, fight and win a war. As such, the operational foot print of the Army is quite extensive and extends from the continental United States to many other countries and provinces across the world. This paper is constructed to provide a synopsis of the Army’s current culture, Targets for Cultural Change, Potential Benefits & Risks of Cultural Change, followed by a Conclusion and Reflection statement. Current Culture The culture of an organization is comprised of the assumptions, values, norms, rituals and beliefs of organization members that guide their thinking and behavior. This section is utilized to identify the Army’s particular primary, secondary, and weakest style of cultural norms along with the behaviors associated with the current cultural type. Information gathered from this section can be attributed to the corresponding results of a survey obtained entitled the Army’s Organizational Cultural Profile...
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...Final Paper Abstract I have been appointed by my Director to prepare the Workforce 2020 Report for our company XOXO Communications, LLC. Over the next decade, technology and the shift in resources will provide power to the masses and change how companies conduct business. This paper will discuss the demographical, social and economical changes that will shape the course of business throughout the globe. Age and gender are two key demographical trends that will affect how employers manage their employees. Technology will play a large role in how employees and their employers communicate. Social networks and the shift in consumer power are two key social trends that will affect how employers advertise and provide the ultimate customer experience. Outsourcing and contracting employees are two key economical trends that will affect how employers conduct business. In an effort to reduce cost, maximize profit and employee efficiency, companies will alter how they conduct business both internally and globally. In this paper, I will discuss each trend in detail, and how important it will be for XOXO Communications to embrace these trends through the new decade. Demographic Trends The world is ever changing. As XOXO Communications, LLC enters the new decade, it will be vital for us to be aware of these changes and understand how they will affect the Company. Undoubtedly, age and gender will shape the future demographics of XOXO Communications and how we will function over the...
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...Table of Contents MANAGING ORGANIZATIONS & LEADING PEOPLE-BIP2 Task 2 2 Evaluation of my Personal Leadership Style 2 Reflection on the Results of my Seven Habits Profile 2 Self-Leadership Evaluation 4 Strengths and weaknesses identified 6 Recommendations. 7 Goals to improve my leadership practice. 8 References 9 MANAGING ORGANIZATIONS & LEADING PEOPLE-BIP2 Task 2 Evaluation of my Personal Leadership Style Reflection on the Results of my Seven Habits Profile The Seven Habits of Highly Effective People (1989) is a business and self-help book bestseller. The work brings up that success comes from developing personal leadership, from which leadership of others can follow. I had the opportunity to participate in a one day seminar with Mr. Covey, sponsored by my employer in 2010. At the time I took the seminar, I was an experienced software developer but I wanted to transition to the role of project manager. Covey’s work helped me to identify and work on some of my behaviors, which in turn helped me to take on the project manager role successfully to date. I executed a particular approach, I applied Covey’s teachings to my transition to project management, and then to a personal level. One of the good consequences at a personal level was obtaining my bachelor’s degree at Western Governors University, in 2014. Covey’s work proposes that just changing outward behaviors or attitudes is not the way to succeed. First, our principles, the way we perceive the...
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