BMGT 364 Project 3 (Week 6) – Leading
Introduction
The organization needs effective management and leadership in the internal business setting to run the new division. Tasty Product is looking for good leadership for its new division. Nonetheless, there is a criterion to select or recommend a leader. This brief study will assess management skills, leadership skills, and leadership styles to set the foundation for valuable insights and implications. This research will lead to the recommended leaders. The case has provided details about three potential candidates, and this information will be evaluated to make a final call. The study will also present the rationale for rejecting candidates as far as prioritization is concerned.
Management Skills
TJ Max has vast experience as she worked as a regional manager. It indicates strategic management skills because she fulfilled his responsibility of enhancing vegetable production. She is a master at developing business plans and meeting strategic goals. The combination of creativity and innovation is also one of the prominent skills (Stettner, 2013). She served as a vice president of marketing and product design. She concentrated on high-quality products, especially when it comes to sourcing from local suppliers. Natural and innovative protein bars are the outcomes of this skill. Communication, relationships, and engagement are additional skills.
LL Bean also encompasses some incredible skills. For instance, entrepreneurial skills are in the limelight. He initiated Bean's Frozen Health successfully, justifying this skill. He is also capable of conducting strategic planning (Lyons, Lyons, & Samson, 2021). The shift from fresh products to frozen food is an example of this. Collaboration is also a relevant skill as far as the interaction with the work culture. He has depicted a hands-on approach in his management process. Risk-taking is also a valuable skill. He is always willing to take significant risks to set the foundation for enhanced competence.
JC Penny is also skillful in multiple ways. For instance, he has excellent technical expertise, especially in the electrical engineering domain. He believes in fair management. He concentrates on employee development and acts as a mentor in the organization. Analytical thinking is also an incredible skill, and he strives for excessive data to make decisions. Problem-solving skills are also in the spotlight. He has solved complicated technical problems (Armstrong, 2012).
Leadership Skills
TJ Max has visionary leadership when working as a regional manager. He encouraged farmers to shape business plans with a specific vision. He depicts innovative thinking as a leader. He strives for innovation in product design. The leadership process has been collaborative, and the community communication function is the perfect example of it. He is quite open to communication, as he uses multiple channels, especially social media, to express his opinion.
LL Bean, on the other hand, shows charismatic leadership. Employee engagement, especially in the town hall meeting, is a good example as far as communication and vision are concerned (Bratton, 2020). Bean wants to keep moving through developmental activities in the informal work culture. He is an action-oriented leader, and risk-taking with certain beliefs is excellent. Bean's leadership revolves around team building and collaboration, and a cooperative work climate is a good outcome.
JCPenney is an example of ethical leadership. He is skillful in shaping and executing ethical policies and rules in the internal setting to make the business and its stakeholders liable and accountable. Leadership interrelates with effective mentorship. Excessive guidance in technical domains set the foundation for employee development. He is trustworthy as a leader, as he values varying perspectives and opinions to shape a trustworthy climate (Evans, 2015).
Leadership Style
TJ Max has depicted a hands-off leadership style, as the intention is always to delegate tasks. It is all about giving autonomy to the employees or team members, especially in decision-making. This leadership style has helped the organization foster creativity and innovation in many ways. This hands-off approach indicates laissez-faire leadership, as there has been little or no supervision (Hu, Harold, & Kim, 2023). It is a good leadership style, as it enhances employee motivation, productivity, and creativity.
LL Bean is a charismatic leader. It is one of the compelling leadership styles. Of course, it is a hands-on leadership approach, which depicts the active involvement of the leader in multiple processes. This leadership style has helped LL Bean to take significant risks and emphasize relevant actions. He often uses his persuasiveness, charm, and communication excellence to create influence at a broader level (Chung, I-Heng, Lee, Chen, & Lin, 2011). The combination of empathy, communication, certainty of vision, confidence, and maturity have been preserved.
JC Penney has displayed great ethical values along with an excessive concentration on employee development and analytics. It indicates a transformational leadership style, as he recognizes the need for change and communicates the vision to stakeholders; the intention is always to inspire and motivate people (staff) to make the change a reality. Guiding employees is one of the best considerations as a leader, as transparency, trust, and integrity are the main drivers in this context (Andersen, 2018).
Candidate Recommendation
- JC Penny
- LL Bean
- TJ Max
JV Penny is recommended for the organization due to several reasons. First, the organization needs a leader with strong technical knowledge to support new developmental activities. The combination of analytical and problem-solving capability can help the organization to evade complications in product design, marketing, and other functions. JC Penny should be considered because he is a transformational and ethical leader (Andersen, 2018). The organization is willing to create a culture where employee motivation and retention are every day. Thus, his focus on employee development can help the organization to make a difference. Tasty Products wants to be a responsible organization in the retail sector, and Penny's ethical values will be well embedded. The retail industry is changing over time, as the organization needs adequate and timely transitions to become relevant and competitive in the presence of many other rivals. Thus, JC Penny is aware of the firm's vision regarding the new division. He is the best person to make this new vision certain as far as the engagement with the stakeholders is concerned (Bratton, 2020).
Critically. JC Penny needs to gain more knowledge or expertise in the marketing domain. However, a good and proven record at the organization indicates excessive learning and adoption. The organization expects that Penny will be willing to accept new market challenges and drive positive changes in the best interest of the organization in the dynamically changing industry.
Rejected Candidates Explanation
LL Bean (2nd)
LL Bean comparatively needs to be more qualified for the marketing role. The organization needs to find a way to afford this potential gap as far as marketing and distribution are concerned. He also needs to gain experience in the protein bar market. The organization only needs charisma sometimes, as it must be realistic when operating with the new division. Thus, the ability to understand the complications of the industry has been questioned. Charismatic leadership leads to blunt communication without reflection. It may become irrelevant for the new division (Chung, I-Heng, Lee, Chen, & Lin, 2011).
TJ Max (3rd)
TJ Max has been ranked 3 rd and rejected due to her limited experience in the protein bar industry. Of course, it has become a primary reason for rejecting her because the market contains specific challenges or complications. The organization sometimes requires a hands-on leadership style. As discussed, TJ Max contains a hands-off leadership approach. This can create an excessive gap between employees and leadership, and the probability of blunders is high. There will need to be practical communication between leaders and employees, hindering the perfect vision alignment (Evans, 2015). Apart from that, the organization will require decisive and swift communication in this dynamic industry. She takes excessive time on a single problem, making Her relevant for the new division.
Conclusion
It concludes that the organization must be careful when selecting a leader for the new division. This comprehensive leadership research has helped the organization to navigate the management skills, leadership skills, and leadership styles of the three potential candidates. Apparent variance has been evident regarding skills and style. All leadership styles, such as the hand-off approach, charismatic, ethical, and transformational, have been navigated along with many insights and implications. Thus, JCPenney has been selected as a potential leader for the new vision due to his market expertise and relevant leadership approach compared to others. The research has also streamlined the reasons for the selection and rejection of potential candidates. The decision to hire an individual as a leader is critical for the organization. The organization expects that JC Penny will meet all expectations and lead the new division towards success and competitive advantage.
References
Andersen, J. A. (2018). Servant leadership and transformational leadership: from comparisons to farewells. Leadership & Organization Development Journal, 39(6), 762-774. doi:https://doi.org/10.1108/LODJ-01-2018-0053
Armstrong, M. (2012). Armstrong's Handbook of Management and Leadership: Developing Effective People Skills for Better Leadership and Management. Kogan Page.
Bratton, J. (2020). Organizational Leadership. SAGE Publications.
Chung, A., I-Heng, C., Lee, A. Y.-P., Chen, H. C., & Lin, Y. (2011). Charismatic leadership and self-leadership. Journal of Organizational Change Management, 24(3), 299-313. doi:https://doi.org/10.1108/09534811111132703
Evans, C. (2015). Leadership Trust: Build It, Keep It. Center for Creative Leadership.
Hu, B., Harold, C. M., & Kim, D. (2023). Stealing Time on the Company's Dime: Examining the Indirect Effect of Laissez-Faire Leadership on Employee Time Theft. Journal of Business Ethics, 183(2), 475-493. doi:https://doi.org/10.1007/s10551-022-05077-2
Lyons, T. S., Lyons, J. S., & Samson, J. A. (2021). Entrepreneurship Skill Building. Springer International Publishing.
Stettner, M. (2013). Skills for New Managers. McGraw-Hill Education.
Scenario
Tasty Products, a billion-dollar multinational company, has for more than 25 years has developed, produced, and distributed organic food products to major retailers (e.g., Whole Foods; Costco, Safeway) throughout the United States. These products are noted for their salutary effects, including stable blood glucose levels. Tasty Products has recently decided to launch a new line of products.
It will develop, produce, and distribute all-naturally flavored protein bars to its new and existing clients. This new line of all-naturally flavored protein bars will necessitate establishing a new division to develop, produce, market, and distribute the product. A new Executive Vice President will need to be selected to establish and lead the new division.
Your company, Wiz Consultants, has been retained to help Tasty Products' Human Resources Director make the final selection from the candidates she has previously interviewed and narrowed to three (3) possibilities. She has prepared a detailed written profile for each candidate.
Tasty Products' Human Resources Director has explained to you that she has been directed to find the best person to establish and run the new division. The Human Resources Director further explained that the protein bar industry consists of many well-established companies. Accordingly, the ideal candidate will need to learn quickly and handle many complex leadership and management tasks.
These complex management and leadership tasks include the following: developing innovative strategy, creating well-made products, effective product marketing, developing and managing the processes and procedures for employees to follow, and creating and articulating a clear vision for the new division. Strong leadership will be the key to the all-naturally flavored energy bar's success.
The Executive VP will be the face of Tasty Products’ new brand to existing and prospective clients (e.g., Whole Foods, Safeway, Costco, and the like). The key to success with existing clients and prospective clients will be the ability to communicate to them, "What makes Tasty Products naturally flavored protein bars special." The new Executive VP must be viewed as a person of integrity and an innovative problem solver.
The Executive VP must be seen by current employees and newly hired employees and their managers, who will all work in the new division, as a leader who understands and supports the culture, values, and traditions of Tasty Products. In a short period of time, Tasty Products' leadership expects the new Executive VP to have met the leadership and management expectations discussed above and have the new division running efficiently and productively.
In summary, Tasty Products desires that the new Executive VP for the Energy Bars Division have the array of excellent management and leadership skills necessary to lead the new division.
Your specific role is to analyze the candidate profiles that follow and answer the specific questions (as identified below the last candidate profiles) the company's management has asked you.
Candidate Profiles
T.J. Max
T.J. has spent the past 13 years working for Star Lite Foods, a mid-sized, $220 million in annual sales, vegetarian food distribution company, headquartered and operating its largest facility in Arizona. She started with the company working on the production line that selected the vegetables suitable for distribution throughout the western section of the United States. For the next 4 years, she worked in a variety of management jobs overseeing production.
T.J. then worked for 7 years as a Regional Manager in Idaho, responsible for increasing the production of vegetables on farms that Star Lite used as sources for vegetables needed for their own vegetable production. During her run as a Regional Manager, she was responsible for making visits to farms to help each farm in the Safe Lite network develop a business plan. The focus of these business plans was to help each farm develop a vision, mission, and general operations plan to help ensure production was stable.
T.J. credits her success in that role to her ability to get local farmers to work together instead of independently. She created a program, Community Communications, to keep farmers up to date on farm news affecting the region and encourage cooperative relationships. T.J.'s staff set up a blog and website and expanded social media channels to supplement her Community Communication initiative. These enhancements enabled the latest up-to-date sources of information for farming-related issues and encouraged the cooperative development of strategic goals and plans.
T.J. was promoted and has served for the past 3 years as Star Lite Foods Vice President of the New Product Design and Marketing Department. She proposed focusing on making quality products that can be sourced from local vendors. She stated that once established the company could initiate a move to being more environmentally attentive to the well-being of consumers. T.J. has long advocated for natural products whenever possible and the need for more nutritious and healthy food lines. Management sees T.J. as clever and creative.
T.J. proudly stated that she likes to surround herself with good people. T.J. indicated she likes to delegate because she feels her team of workers needs the freedom to make decisions. She feels people produce more and like work better without strict guidance. She is hands-off. T.J. boasted that the team was instrumental in helping Star Lite obtain a double-digit increase in market share.
T.J. is well-liked by her employees. She communicates what is important and has a good sense of timing. They, at times, describe her as distant, but when they seek her judgment or she offers an opinion, they respect it. T.J. is very open to conversations with others and is known to be truthful and subtle. She often indicates she’d like to think about the issue or question before she answers, but she always follow-ups, even if it is a day or so later. T.J. likes people. T.J. will not tolerate employees that don’t work well with others, and she is very comfortable working with everyone.
T.J. is confident that her hard work to advance her career and track record in various complex jobs makes her capable of taking on the new role. T.J. earned her B.A. in Business in a part-time program at a local college in Idaho.
L.L. Bean
L.L. started Bean's Frozen Heath 15 years ago. L.L. started Bean’s Frozen Heath in his basement. The company distributes its products throughout the United States and Canada. Sales are currently $360 million annually. Tasty Products agreed to purchase Bean's Frozen Heath. L.L.’s innovation in moving his standard selling of freshly produced vegetarian products to local supermarkets and specialty food stores, to frozen and pre-packaged goods where he could market and sell throughout the US and Canada led to rapid growth — both in terms of sales and employees, which currently exceed 250.
He was known for his charismatic leadership style and hands-on management. Although popular with employees and managers, he was known to be focused and driven. His primary areas of focus were strategic planning, marketing, and product development. Employees characterized L.L.’s company as a pleasant place to work and one where they were treated fairly.
L.L. agreed to stay in a leadership capacity with Tasty Products for 3 years, but his exact role has yet to be determined. He thinks leading this new division would be a good fit.
L.L.’s agreement makes accommodations for several key managers and key employees (sales, and marketing) to work for Tasty Products. Their roles have yet to be decided, but L.L. would have a say in that. The relationship among these key employees is informal; everyone calls each other by their first names, and they like to talk about business and work well together. L.L. indicated that he expects everyone to jump in when a task needs to be done.
L.L. often says, “There are thinkers, and there are doers. Doers get the job done. If we make mistakes, we’ll fix them. Perfection is the enemy of the good. And, in business, to stay ahead of the competition, taking risks is necessary.” He sees himself as a doer and driver of others. L.L. frequently held town hall meetings to rally the troops and communicate a vision. He is forthright and blunt in his one on one. Often there seems to be little reflection before he speaks.
L.L. admitted that while he depends on the people that comprise Bean’s Frozen Health, he likes to be immersed in the business and always wants to stay informed as to what is happening within every department. He likes to walk around and chat with people, although he does not like to waste his time or the time of others.
He also shared that he has limited formal educational experience with marketing since as the company grew, he used in-house personnel and top-of-the-line marketing firms. Still, since he has been leading Beans’ Frozen Health through its growth stages, he could easily manage Tasty Products' new venture. He boasts that he is a proven innovator and entrepreneur.
As a proven innovator and entrepreneur having started and built a large company, L.L. feels confident he is the best candidate. L.L. dropped out of college in his senior year to pursue his business.
J.C. Penney
J.C. started his role at Tasty Products 12 years ago. Based on his prior 18 months of experience overseeing production for a small ($1m) annual sales protein bar company, J.C. was hired as a production manager at Tasty Products San Diego facility. His detail-oriented efficiency became widely known throughout Tasty Products. For the past 4 years, he has been working for Tasty Products as the Deputy Director of quality control and all products throughout the U.S. and Canada. He focuses on helping ensure that all-natural and organic products are environmentally friendly and appeal to consumer price points.
J.C. is highly regarded within the employee ranks as a fair manager. He applies policies and procedures in a very even-handed manner. J.C., at times, can be seen as distracted by the details of production and quality and tends to get deeply involved in other areas of line operations. He has led many committees to plan new product development and distribution but has not yet been delegated those tasks as a recurring part of his current role. J.C. has hired a group of highly educated employees.
J.C.’s employees comment that he seeks a lot of data before rendering an opinion or a direction to follow. J.C. is known to be ethical and trustworthy. He never reacts immediately to what is being said and likes to research most things before he replies. J.C. likes to say, “the devil is in the details.”
He holds monthly staff meetings, but generally, these are with specific groups on specific topics that he asked certain employees with expertise in those areas to report on meetings. Management places a great deal of confidence in what J.C. suggests and recommends.
J.C. sees himself as both a manager and a mentor who focuses on employee development. For example, J.C. provides very hands-on guidance in the technical areas of production and quality control and expresses exactly what he’d like to see the end product or report look like. J.C. is seen as a deep thinker who acts when he is certain of the next step. He is known to be someone management can rely on to solve complex technical issues. His opinions, however, in all aspects of the company are valued by management.
J.C. admitted he does not have any marketing or sales experience. Still, he has had a role in overseeing committees that made recommendations in those areas, including developing the new naturally flavored protein bar line. He has a strong desire to see the company become a leader in the protein bar market.
J.C. noted in his cover letter that although he has more hands-on experience in some areas of the new Executive VP role than others, he believes, nonetheless, he would be a good fit for the new position because he is committed to Tasty Products. He understands the company’s vision, mission, and core values. J.C. stated he had demonstrated the managerial and leadership skills to guide the team to success.
J.C. believes his proven record at Tasty Products, his engineering background, and advanced education, as well as the respect he is accorded by employees and management at Tasty Products, make him an ideal candidate for the new role. J.C. has a degree in electrical engineering from Penn State and an MBA from Wharton.
Instructions:
You have been asked to review the three candidate profiles and recommend the Executive Vice President position. The new Executive VP will have a lot of responsibility in managing and leading the new division.
You will evaluate each of the three candidates considering each candidate’s experience and answer the questions Tasty Products' leadership has requested to select the best candidate to lead the new division.
You must use the following BOLDED headings for writing the project:
