Categories
Leadership

How might these strategic changes affect WSEP’s culture?

The Scenario:
Worldwide Studios Entertainment Parks (WSEP) recently contacted you to provide consulting services. The parent company, Worldwide Studios Entertainment, began as a movie studio but over the last 20 years diversified its business portfolio to include television, real estate holdings, and amusement parks. WSEP is a $400 million division of the company with three large amusement parks in Hollywood, Orlando, and Paris. WSEP has grown rapidly since its inception in 1998 and performed well economically against its competition, including its success against Disney.
From the beginning, the basic business strategy has been to create parks that are more “edgy” and “thrilling” than the competition with direct connections to recent movies. Unlike most of their competition, WSEP attractions aim at the teen to young adult market and have little to offer young children and their families.
Over the years, WSEP has recruited very bright, hard-charging, and aggressive leaders from a wide variety of hospitality and restaurant organizations to join the organization. WSEP pays these leaders extremely well and expects them to deliver economic performance (the numbers) without fail. These leaders do indeed “deliver the numbers.” However, the organization is known as a rough environment where only the most aggressive and competitive leader can survive, and internal competition is rampant.
Four months ago, WSEP hired a new President, Sharon Weber, to run the division. A former Disney leader, Ms. Weber believes that WSEP is “leaving a lot of money on the table” by ignoring the young children’s market. Weber immediately outlined a large-scale change initiative that includes the following key elements:
Transform the culture into a more family-friendly organization.
Soften the aggressive nature of how leaders “deliver the numbers” and create more teaming behaviors among the leadership group.
Develop new attractions aimed and young children and their families within 24 months.
Weber and the rest of her executive team contacted you to provide guidance on a number of issues. They would like your help with the following items:
How might these strategic changes affect WSEP’s culture?
What aspects, if any, of the dark side of leadership are likely to emerge?
What can WSEP do to prevent the leadership plateau and derailment among its leaders?
Taking a systems-thinking approach, what should WSEP do to ensure the success of these changes regarding leader performance measurement, selection, development, and succession processes?
What should the ELT do to “lead this change” effectively?

Categories
Leadership

What are the major issues that must be addressed if ASN is to form a useful organizational culture?

Paper Outline
Background
Purpose of the paper
Summary of the case
The client’s goals, as you understand them
Engagement Phase
Your consulting philosophy
The consultant’s assumptions, values, and working style
The client’s understanding of the issues/problems
The questions you would like answered and how you will go about answering them to help the client achieve the desired goals
Discovery Phase
Note: You will not be able to actually collect information regarding what you want/need to know, however, you should generate hypothetical results. For example, “Who are the key stakeholders?” Simply list the people you would guess the client would identify. Important: Identify the methods, questions, processes, etc. that you will use to “discover” the answers to the following questions:
Who are the key stakeholders?
What does success look like?
What is the “true” problem? (relate this problem to the assigned readings and videos)
Action Planning Phase – Based upon the client’s goals and what you learned during the discovery phase, create the actions that should be taken; relate these actions to the assigned readings and videos.
Implementation Phase – You will not write about this phase.
Summary
Provide a brief summary of your paper’s major points
Scenario
American Supply Network (ASN) is a $200 million wholesale distribution company operating in the automotive aftermarket industry. ASN supplies automotive tools and repair equipment to independent re-sellers (e.g., tool trucks) as well as several large chain stores, such as Pep Boys and O’Reilly Auto Parts. ASN began as a small family-owned business and recently purchased its two largest competitors, also small family-owned enterprises. ASN now has a distribution capacity spanning the entire United States and is the largest player in its niche market.
After the purchase of the two additional companies, ASN’s Chief Executive Officer (CEO) asked the founders’ sons of the purchased companies to remain with the ASN and to sit on the Executive Committee (EC). The young CEO believes that this move to retain the purchased companies’ family members will help with customer relations and in understanding the operations of the newly acquired companies.
The EC is now made up of:
The CEO (ASN’s founder’s youngest son)
The Senior Vice President of Sales
The head of Marketing
The Chief Operating Officer (the COO is a newly hired leader from outside the company)
The Chief Information Officer (ASN’s founder’s eldest son)
The two sons of the purchased companies (now called Regional Heads of Operation); they report to the COO.
Six weeks ago, the EC began a strategic planning process to map out their long-term approach to continued market-share and financial growth. Almost immediately after the process began, the EC began to encounter conflict. The energetic young CEO senses that the Regional Heads are joining together to undermine his vision for the future with other members of the EC. The new COO feels that the only way to establish himself as the leader of operations is to “act tough” and be the “smartest person in the room.” His constant appeal to the Nike creed of “just do it” and do it now is wearing thin on many in the room who like to think through issues and discuss things in detail before jumping to conclusions. The CIO feels that other EC members do not take him seriously and that the “new people” just don’t understand what has made ASN not only a fast-growing company but also a great place to work.
You’ve just received a call from the Human Resource Director, Tana Heilbert. The HR director tells you that the EC asked for your assistance in helping the group to get along better and to make forward progress in their strategic planning process. Ms. Heilbert has requested that your consulting firm create a proposal responding to the EC’s questions and needs.
Here are the EC’s issues:
Since everyone benefits significantly from ASN as it continues to grow, why is the group having difficulty?
What are the major issues that must be addressed if ASN is to form a useful organizational culture?
What do you recommend in terms of the next steps/process you propose to straighten out the confusion?

Categories
Leadership

Discuss the role of Change, Innovation, Experimentation, and Risk in association with effective leadership in organizations.

Discuss the role of Change, Innovation, Experimentation, and Risk in association with effective leadership in organizations. Use the assigned reading and content material to support your assertions.
https://www.proquest.com/docview/1749653670?accountid=8289&parentSessionId=mXXQDmBVvJSMLJWjhcRJ%2FGp76bs713g5x5psxDBcbLo%3D
https://www-proquest-com.ezproxy2.apus.edu/docview/1022703874?accountid=8289
https://www-proquest-com.ezproxy2.apus.edu/docview/1791027427?accountid=8289
https://www-proquest-com.ezproxy2.apus.edu/docview/1791021878?accountid=8289

Categories
Leadership

Who are the key stakeholders in this instance?

The values are mutually decided upon in the Compressed Gas Association (CGA) Company . Who are the key stakeholders in this instance?

Categories
Leadership

Evaluate the application of critical thinking skills based on current conceptualisations and definitions, and critical thinking intervention studies in academia and real-world settings.

For this assignment you are asked to complete the following:
“Evaluate the application of critical thinking skills based on current conceptualisations and definitions, and critical thinking intervention studies in academia and real-world settings.”
***NB Evaluate critical thinking skills application within the context of Leadership
*** Include references from Core Text in uploaded files plus additional academic sources ****
***Please read full Assignment instructions in uploaded files****

Categories
Leadership

What would you like to say about your leadership at the end of your life?

What would you like to say about your leadership at the end of your life? Describe the top five principles (learned through this course) that will guide your leadership. Looking forward, what are the areas that you will focus on to improve your leadership capabilities and the specific actions that you will take in the short term (1-2 years) and medium term (3-5 years) to make this vision become a reality?try to write about
Directive Leaders
Engaged Leaders
Coaching Leaders
Consensus Leaders
Affiliate Leaders
Expert Leaders
more focus on Engaged leadership , Coaching leadership
and also talk about below mentioned values
integrity, respect, sportsmanship, servant leadership, responsiblity

Categories
Leadership

Identify the tactics and the specific situations in which they were used.

There are seven influence tactics (https://www.kellerinstitute.com/blog/eleven-influence-tactics-and-how-excel-each) an individual can use to influence others: silent authority, assertiveness, information control, coalition formation, upward appeal, persuasion, impression management, and exchange.
Instructions:
Select a well-known leader, alive or deceased, and conduct research on the influence tactics he or she has used to influence others. Identify the tactics and the specific situations in which they were used.
Based on your research, determine which tactics were the most successful for this leader.
Write a paper that examines the leader’s use of tactics to influence followers.
Paper Requirements:
Your paper should include an introduction and a conclusion and should be 4-5 pages long, not including the title or reference pages

Categories
Leadership

What do you think leaders can do to help employees see that they are co-creators of the climate that exists, and that they have a part to play in improving it?

Discussion topic:
As you have seen, employees often see themselves as passive recipients of climate, as if it’s something that is handed down to them by the organization. But the reality is that employees co-create climate.
Create a post in which you comment on this. What do you think leaders can do to help employees see that they are co-creators of the climate that exists, and that they have a part to play in improving it?

Categories
Leadership

If you were designing a leadership ethics course for young people entering their first job, military assignment, or volunteer position, what would the course cover?

Write a paper that is approximately 3 to 4 pages in length (excluding the title and reference page) and addresses the essay prompt below.
If you were designing a leadership ethics course for young people entering their first job, military assignment, or volunteer position, what would the course cover?
Base your answer on your understanding of the approaches to ethics in Chapter 15 (Northouse, 2021) as well as Stoic philosophy.
Please use the template provided.
I do not have the Northouse textbook unfortunately.

Categories
Leadership

Analyze how different types of leadership styles can affect the motivations, behaviors, and performances of followers.

Leaders in organizations commonly supervise a number of subordinates who may also be referred to as their followers.
Using the Waldorf Online Library, explore topics associated with leadership behavior, followership behavior, and how
followers are affected by leadership. Then, select a company that is of interest to you, and respond to the following
questions/topics.
Briefly describe your chosen company. Identify potential problems or issues (current or future) that your company might
address if followers do not respectfully adhere to the demands of their leaders.
Explain how followers can influence the behavior of leaders.
Analyze how different types of leadership styles can affect the motivations, behaviors, and performances of followers. What might this company do in the future to improve leadership training methods and performance measures for all
workers? Include your rationale.
Your APA-formatted response must be a minimum of two pages in length (not including the title page and the references
page) and must include an introduction, a thesis statement (concise summary of the main point of the paper), and a clear
discussion of the topics above. Your response must include a minimum of two credible references. All sources used must
be referenced; paraphrased and quoted material must have accompanying citations.