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Management plan

I work for a Large Technology Company (LTC) that recently acquired the company Small Technology Company (STC). STC created a software that would help LTC streamline its technology and allow LTC to move more rapidly in its manufacturing. This LTC is managed with a classic hierarchy in which authority is from the top-down. The LTC Board of Directors asked my manager to describe the company’s strategy for the transition to ensure the merger of the companies’ teams be successful. My manager asked me to assist with the presentation detailing how I will lead the newly formed team.

Objective: Identify and produce a strategy which will assist Large Technology Company (LTC) in having a seamless transition with its acquisition of Small Technology Company (STC), by, in part, identifying and implementing a strategy to effectively lead a combined team of LTC and STC employees.

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Strategy: McGregor’s Theory Y takes an optimistic approach with employees (Gitman 2018). Theory Y approach will be used because it will promote a positive group performance. Theory Y managers always try to help their employees improve their skills to become a better employee. McGregor’s Theory X take’s a pessimistic view of employees (Gitman 2018). Theory X will be used only in certain project specific situations and with any employee that needs motivation from their supervisor. Video conferencing, teleworking, mentorships, and assigning a team lead along with these theories will make this a highly successful transition.

By developing a management plan consistent with the mission of the organization to produce quality work, it will give team members at all levels freedom to do their jobs well. My management plan will allow teams from LTC and STC to blend seamlessly as possible by promoting theories of collaboration across teams and promoting positive group performance. I will manage technology’s plan which will promote collaboration across teams supporting a partially remote workforce. The management plan will focus on utilizing employees’ skillsets to obtain maximum performance and work output, while providing employee incentives. I have accessed each employee’s knowledge, skill, and abilities. They will be teamed up with employees that will enhance their production. For example, Portia has been selected as one of the team lead for this project, for LTC to benefit from her eager ability to take on new tasks and growth opportunities. The more experienced employees will be teamed up with lesser experienced employees to help the younger employee develop a manner that’s beneficial to the company.

Implementation: The type of leadership each employee needs to ensure a cohesive team environment will result in regular/intermittent monitoring and analyzing of each employee’s characteristics and work performance. Team Leads assigned for specific projects allows team members to collaborate more without having the pressure of supervisor involvement and the stress associated with being supervised. This will promote collaboration in the team. This also makes better communication between team members, it helps develop employees for higher level positions in LTC, and it gives employees experience in overseeing projects from being to end. This makes employees like Portia more well-rounded.

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Portia is ambitious and hopes to move up in the ranks in the company.

The team consists of 10 people (4 LTC and 6 STC) 3 of whom work remotely this could have a negative or positive effect on the team. These three remote workers may feel excluded from the team, thus dividing the team. However, the team may bond and perform more effectively. A physical factor is that the group is located in different places, which could cause division because some employees get more facetime with their supervisor than others. Repositioning the layout of the team will encourage communication.

To promote a positive group and collaborative team, I will combine the LTC with the STC. I will put them into Team A, B, & C.

Team A Team B Team C

Frank

(Team Lead) LTC 12 years”,

25 years Professional

Experience Sarah

(Team Lead) LTC 10 years”,

20 years Professional Experience Portia

(Team Lead) Remote STC 2 years, 15 years Professional Experience

Jerome Remote STC One year first job Carlos Remote STC

Less than a year Allyson LTC 5 years

Arjan STC almost one year, 10 years

Professional Experience Jin STC 3 years near Retirement Violet STC 5 years

Jerry LTC 8 years, 15 years Professional

Experience

Although not all employees possess the same skillset, the team will be well rounded when the employees operate as one unit. The team has talented people with unique strengths. I built the team on identified characteristics and strengths. I built the team around individuals who complement one another and whose members reinforce one another. I will build teams of motivated and productive employees. Like Team B that includes Sarah, a more analytic employee was included with Carlos, who has limited professional experience and Jin who is outgoing and efficient and Jerry as well.

In Team A, Frank has a high level of thinking, Jerome who thinks his ideas go unhear and Arjun motivated employee will encourage a collaborative spirit. These members will work well together because they can relate to each other. They care about the success of the group.

For Group C, Allyson is collaborative and an outside the box thinker, so she will encourage open-mindedness with Violet who is status quo. Portia is ambitious and well rounded. Each member will approach their task openly. That includes problem solving in order to fulfill their roles. I paired these individuals with coworkers who have different perspectives and experiences at some point during their collaboration.

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I will be put in place ideas to help with collaboration and remote support such as

 Telework opportunity for all employees

 Weekly meetings

 Video conferencing

 New Group Email Name

 Strategic Face-to-Face meeting

 Mentorship

 Awards or Recognition system

The opportunity for all employees to telework will be granted based to operate more efficiently.

Telework will be implemented to increase team productivity. Employees that telework from home are generally happier with their jobs, and it saves LTC money on office space. A typical business would save $11″,000 per person offering employees the ability to work remotely (McNeely 2018). A remote worker reduces the amount of real estate needed.

McNeely looked at ways to improve productivity. McNeely looked at a Gallop Poll that found workers who spent 60-80 percent of time working from home have the highest rates of engagement (McNeely 2018). McNeely also pointed out that a Stanford professor Nicholas Bloom conducted a study that revealed working remotely is less distracting and employees are more productive (McNeely 2018). With employees working around the world for such a large high technology company there will be issues with communication and performance. I will develop a standard set of criterias for each employee to be measured. LTC will work with the team to clarify the roles and responsibilities of everyone so that team members will know what the boundaries of their positions are. This will increase accountability, the better the management of LTC the better it will serve the community. LTC will take a proactive role so that the team will not lose site of the organizations’ goal. Each team member should follow policy and procedure.

Having remote team members increase diversity in the company. The team will benefit from the different perspectives and ideas people bring. We will use Skype to facilitate constant and open two-way communication. I will schedule meetings with clear agendas with applicable team members. I will establish regular communication, be attentive and responsive to the team.

For example, I will have brief weekly meetings every Monday morning to discuss the priority assignments for the week, address any road blocks or obstacles that an employee maybe facing that would affect project completion and address each. Any follow-up will be done one-on-one to give new guidance if necessary. These Monday meetings will last no longer that 30 minutes maximum, so employees do not become bored or lose focus. This will help an employee like Jerry who sometimes struggles with focusing his attention in meetings.

For example, I will implement the use of video conferencing that will allow remote employees to actively participate in each meeting. Video conferencing will allow remote employees like Carlos, to contribute to each meeting and actually feel as if he is part of the team.

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However, another way to look at communication is to also focus on people, not technology (Gupta 2016). Relying on technology to solve team collaboration or behavior can sometimes result in existing issues manifesting. Constant changes in technology can also lead to learning curves and onboarding challenges so focus on your employee. When you see how team members communicate, you get a better sense of how to adjust bad and/or good team habits.

A group office email address will be stabled under the name of “Research and Development team.” All team members’ names will be included in the email group, so when it is selected, all team members will receive the email. This helps employees like Carlos to not get left off of emails and updates that others in the office receive.

Team members are working with people they don’t know and have never met. Plan a strategic face-to-face collaboration with the team. It can be every 6 months or whatever the budget will allow. It will help build relationships and employees can relate better to one another.

Mentorships will be utilized by allowing employees like Frank and Sarah, who have the longest tenure with LTC to mentor younger employees like Jerome, who is an introvert and is in his first job since college, with just over one year. An employee that would benefit from more of a Theory X management style would be Carlos. Carlos thrives when a set process is in place.

An awards’ system will be implemented by LTC to ensure employees are recognized when they perform their duties at a high level. This will make employees feel appreciated. Reward innovation so that employees will maintain a competitive edge.

Conclusion: LTC will structure the merger of STC for optimal performance outcomes and enable the team to remain competitive in their field. The team will consist of personnel with varying levels of professional experience, education, and demographics all working collaboratively. It is important that the team be extremely efficient, and decisions can be made promptly. It is important for LTC be open to change and each member of the team feel valued. In developing this plan, we focused on our current operations, while orienting ourselves toward our vision. The true value we provide to our customers will be derived from our ability to deliver high quality, modern technology services and capabilities that enable us to fulfill LTC mission.

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