Leadership and Qualities Essay

As a bon ton that wants to grow, SPAR s Applied System Group (ASG) faces a hardly a(prenominal) external and internal pres reliables urging the company to intensify in say to adapt to the in the altogether business environment. SPARs Applied Systems thickening base primarily consists of regimen-based agency, from Canadas Department of National Defense to U.Ss Navy and Coast Guard. However due to shrinking budgets in the defense lawyers section of governance-based agency, SPARs Applied Systems faces the external pressures of less sales due to bring low demanded from its major clients. Along with decrease demand ASG too faces the hassle of its heritage programs nearing competition, 70% of its revenues forget be gone once these projects ar completed. ASG also have the policy of comprise plus when runing on government projects, which meant if the project was delayed or went over budget ASG would have to eliminate the cost. A nonher external pressure that is forcing A SG to change is the company is applied science stress or else than customer focus, with the increasing competitions in the market ASG is ill make up for the external pressure of growing competitiveness in their field.A major internal pressure ASG is experiencing has to do with their employees, although ASGs employees are the most complete in their field, the company itself did non know how to beaver direct their energy. The employees were homey working in their current environment, which means costs are not effectively allocated. With declining revenue it is critical for centering to change the assimilation in order for the company to be more profitable. Along with the contract of cost plus it becomes clear that ASG needs to allocate their cost efficiently in order to generate profit. In conclusion none of this merchantman be achieved without Stephen Miller. What Makes Stephen great leaders, when Stephen faced numerous disputes when he took on the role as the General M anager at ASG.? The problems that he faced were quite try to solve with a single solution, rather there were multiple alternatives.The sterling(prenominal) challenge we deliberate that he faced was that ASG was competition in a decreasing market, which was Government aviation and defense industry. Majority of the companys revenues came from government contracts that were soon to be ending. The entire government spending towards defense and space aviation was decreasing and ASG had to make the transition towards more consumer based. In regards to that single problem, Stephen faced a lot of internal and external pressures. Stephen had to change the corporate grow from focusing on being technology driven to customer based. There were cardinal kind of leadership that we think Stephen employ as the GM. First it was situational leadership because, that leadership is composed of twain a directive and a supportive dimension, and each has to be applied suitably in a given situation . He actively searched out the best and the most experienced candidates in their field of work or specialty.Stephen accordingly would guide them with both the directive and supportive dimensions until they were truly good what they did for ASG. The plump for leadership was the Path goal system, the reason I saw that is because theory is about how leaders motivate subordinates to accomplish designated goals. The reason why I say that is because, the company was moving in a new direction, and Stephen was trying to foster a new corporate culture. He was trying boost team work, opening parley channels and acknowledging great performance from individuals. Stephen propel his colleagues to believe in the new path that was set by setoff focusing on the employees. In addition Stephen was a transformation leader he used the Inspirational Motivation technique which fostered team spirit, demand and provide meaning and challenge to his colleagues. The challenge that ASG faced, Stephen ma de every believe that was their personal problem.Lastly how did he overcome the team leadership problem? Well what Stephen has singular responsibility for running a custom that give help the group accomplish efficacy. Well team leadership incorporates both internal and external situations. Stephen did that be choosing which methods would benefits his company the most. One of the best finding Stephen did was hire Ana Solari, but what were her challenges. Anna Solari with an experience of 10-years, worked as Human Resources Consultant for two Different commercial high technology firms (Rowe, 244). She is relatively new to fit out Applied system and her new job as a director is to create departmental vision and strategy for 2000 (Rowe, 241). She began her work by garner data from a population of 341 employees and named it Baseline Audit. She was excited with the challenge that well established company wants to focus more on commercially oriented aviation customers than government customers.The Baseline Audit introduces several challenges to Anna and these are as follow Anna finds that ASG functional departments operates in isolation and upper management wanteda structure organized by process that functioned in integrated teams created for special(prenominal) contracts(Rowe, 245), So ASG improves its market share by providing products on time. Furthermore, Anna describes the corporate culture as When I walked into was a very traditional, hierarchical organization with quartet or five layers of management. (Rowe, 245) that she believe major hurdle in communication between upper management and general workers. As a result, duty cannot be managed properly because it rests with those who possessed the manager title. Anna was surprise to know that work place appearance was detrimental such(prenominal) as the color of the keystone on the walls, poor ventilation, and questions about health and safety standards from workers. (Rowe, 245) she wondered how the comp any leave alone eliminate the next attempt of unionization, if management couldnt motivate employees. recruitment and training is another area, where she feels ASG should look into so new ideas and performance can be improved. As she said they broke out of the mold a little bit when they hired me. (Rowe, 246) Since Applied System Group is technology base department, therefore, it prefers hiring from within because they believe experience is much better than new graduate. It also limits the involvement of Human Resource department that make sure whether the worker is fit for new role. Furthermore, if an employee needs critical training which is not available within the organization then ASG sends the worker outside to partnership college. This practice shows that department doesnt have enough technical cater or expertise that trains employees. In regards to the new direction of ASG under Stephen Miller, what changes were necessitate? From our analysis, Stephen Miller determined t hat ASG was unable to compete in the commercial marketplace.ASG products were marketed for government and military client and failed the ability to meet the requirement of new customers. under(a) the direction of Stephen miller, the changes that were needed in the HR department were (1) dramatically change the ASG culture from technology driven to market driven, (2) make possible for the surgical incision to make more money for at least six months in a row, (3) Design a global long-term strategy rather than short-term strategy to help ASG to create a culture that will allow more teamwork and open communication to increase both the tractableness and performance of the organization Anna clearly best approached to lead her HR department smoothly is using the transformational change manakin. It involves an entire rethinking of how the company is structured and managed, and try at eliminating the poor management skills to prevent the next unionization.In such change, instead of conf orming to procedures and practices, the company needs to restructure and redefines its practices and policies. Anna experienced culture at ASG was quite formal where major problem encountered in communication between upper management and general employees, equity, behavior shifts, overtime policies and redact leave, poor working condition and little face-to-face communication are the main hurdle for HR department run smoothly. Anna best approached to unlace up the company situation is by using the transformational change framework to restructure and redefines its practices and policies.