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*Details: It is not unusual for organizations to have several people in leadership roles who participate in collaborative decision making for the benefit of the entire organization. Leading teams of diverse individuals is a significant challenge and negotiating individual strengths, weaknesses, and personalities can be difficult. Nonetheless, as managers it is your responsibility to effectively lead teams through establishing expectations designed to motivate individuals, fostering critical decision-making skills, and improving communication and collaboration among teammates. For the assignments, as part of the management team at a successful, regional airline, West Coast Transit, you have been directed to form a team for a high-stakes, high-pressure project. Together, the management team will come to a consensus and a recommendation will be delivered to the director. In assigned teams, individuals should share their recommendations for a team of six people from the given teammate profiles. Begin by reading “West Coast Transit Company Profile” and “West Coast Transit Team Member Profiles.” (ATTACHED) Based on your understanding of the company, the project, and the people involved propose your team selection. Your proposal should be accompanied by a 1,000 words explanation that addresses the following: 1.Why did you team select the six team members? Why did you decide against the others? 2.Considering the diverse factors that may influence the behavior of the selected team members, what specific strategies will the management team use to motivate this particular team of individuals? Why do you think they will work? What motivational strategies does the management team think would be ineffective for this team? Why? 3.What particular challenges or conflicts can the management team anticipate this team facing? What strategies might you apply to manage this team’s potential conflicts? (You will learn more about conflict management in Topic 5. It is acceptable to make relevant speculations based on what you know about the team members and conflict management at this point. You will have the opportunity to solidify your conflict management strategies in your Topic 5.) 4.Finally, summarize management team’s vision for the success of this team. Based on what you have identified as the selected team’s particular strengths and weaknesses, which specific leadership strategies might you apply to ensure that the vision is ultimately successful? **The team that I would choose for this project is: William, Elizabeth, Katelyn, Doug, Natalie, and Bob. ***This assignment uses a Grading Scale checklist (attached). Please review the Grading Scale checklist prior to beginning the assignment to become familiar with the expectations for successful completion. ****See Attached Documents to assist with this assignment. Prepare this assignment according to the guidelines found in the APA Style. An abstract and references are not required.


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Leading Teams at West Coast Transit
The proposal explains why the six team members were selected and the
other members omitted.
The proposal identifies diverse factors that may influence the behavior of
the team members, identifies specific strategies that will and will not
successfully motivate the team, and explains why.
The proposal anticipates challenges or conflicts the selected team might
face and speculates about relevant strategies for managing conflict.
The proposal summarizes the vision for the team’s success and discusses
specific applicable leadership strategies for ensuring the team’s success.
Reflection is prepared according to the APA guidelines found in the APA
Style Guide, located in the Student Success Center.
Mechanics of Writing:
• Student is clearly in control of standard, written American English.
• All work includes correct spelling, punctuation, and grammar.
Language Use and Audience Awareness:
Student uses correct sentence construction, word choice, etc.
Student uses language in a manner that is appropriate to the
purpose, discipline, and scope of the assignment.
West Coast Transit Company Profile
West Coast Transit began as a small, charter airline in 2005. Its initial vision was providing affordable,
on-the-hour flights from California-based airports to its three adjacent states: Arizona, Nevada, and
Oregon. West Coast Transit saw the need for affordable and convenient flights out of California was high
enough to sustain a business. The company began its success using smaller commuter planes to
transport customers to surrounding airports. There was no flight longer than two hours and there was
minimal service during the flight. The company’s mission was customer-focused. They wanted to
provide an opportunity for companies to fly their employees at an affordable rate and whole families to
travel affordably.
West Coast Transit tripled in size after its first year. Growing demand required the addition of flights,
employees, and larger airplanes. The founders of the company re-evaluated the vision and future of
West Coast Transit. They were determined to maintain an emphasis on convenient, affordable flights
and keep their focus on customer needs. This strategy proved successful. The company has established
itself as a dominant regional competitor. They have over 10,000 employees and continue to see growth
in their future.
Most employees at West Coast Transit rave about the company and appreciate its friendly and
employee-centered culture. The company’s leadership cares about its employees and makes every
effort to provide them with satisfactory benefits. Most employees are enthusiastic about the impact
they make on customers, their salaries and benefits, and the advancement opportunities the company
provides. They feel valued and respected. One major complaint a majority of the employees have is the
turn-around demand. Employees are given very little time and support to complete a project. There is
just too much work to be done. Most employees are successful under pressure, but would appreciate an
environment that provides adequate time to complete projects productively.
West Coast Transit Marketing Project
As a manager in the marketing department, you have been handed a last-minute project and need to
work with the other managers to develop a team that can complete the project swiftly and flawlessly.
Failure is not an option. West Coast Transit’s biggest competitor just released 50 new flight plans at
highly competitive fares. This has caused a significant decrease in sales for West Coast Transit. The
marketing team has been given the task to develop a marketing strategy to drive up sales. West Coast
Transit was planning a release celebration for their new Boeing-747 in six weeks. The CEO demanded a
new marketing campaign that will be introduced to the public simultaneously with the new aircraft. This
task will require the team to collaborate effectively in a short timeframe. The ultimate goal is to develop
a marketing strategy that will keep customers loyal to West Coast Transit.
You and the other managers must develop a team that is prepared to work under demanding
conditions. There is a significant time crunch. Employees are already overburdened by their daily tasks.
Staffing has not kept pace with the recent growth of the company. Many employees are relatively new
and are not yet fully trained in all aspects of their jobs. While leadership is empathetic to the demands
placed on employees, the simple fact is that additional staffing is not an option at this time and the work
must get done to support the ongoing success of the company. West Coast Transit was hopeful the
introduction of the new jet would be significant enough publicity to boost sales, but they were caught
off-guard by the competition’s recent move and now the company is much more uncertain.
This project is critical for the future of the company. The company is at risk of laying-off hundreds of
employees. With the release celebration for the new jet only six weeks away, employees need to be
prepared to put in significant amounts of unpaid overtime to complete the project before the deadline.
The project budget is adequate, but could fall short considering the impressive results the company is
hoping to achieve. This assignment requires a team that can work together for the good of the company
and produce the needed results. West Coast Transit employees are counting on this team to drive up
sales and re-establish the company’s market dominance.
West Coast Transit Team Member Profiles
Natalie has been with the company for two years. She is positive and ambitious. She hopes to own her
own business someday. People like Natalie and like to engage her in conversation. Natalie always listens
politely, but finds her colleague’s somewhat annoying and resents their tendency to gossip.
Although Natalie works well on the team, her preference is to identify ways to have her individual ideas
and accomplishments shine through. Some people find her to be overly competitive.
Natalie is a smooth talker and can easily win people over to her point of view. She is great for smoothing
over tense situations. She is a real negotiator and is comfortable in any kind of speaking situation. Her
written communication skills are very strong as well. When she can get away with it, she prefers written
communication since people often monopolize her time in conversations.
Natalie is motivated by challenges and enjoys competitive opportunities where her skills and talents can
take center stage. She enjoys doing great work.
Strengths and Weaknesses:
Natalie is an excellent communicator, is charismatic, and is a natural leader. However, she has a bit too
much disdain for her colleagues to fully trust them and some sense her negative attitude toward them.
Also, her efficiency is sometimes impacted by her colleagues who she allows to monopolize her time in
Michael has been with the company for five years. Overall, his attitude remains positive, but he can be
cynical at times. He attempts to look for the best in people and prefers to give people the benefit of the
doubt. He is working on getting his PhD and has plans to eventually work in personal and corporate
wellness consulting.
Michael considers himself to be a leader and motivator to the people around him. He has compassion
for the emotional needs of people and values their individuality. At times he is overly confident and
speaks his mind a little too freely. He enjoys collaborating with his co-workers, and brings out others’
strengths during their collaboration experience.
He prefers to resolve conflict passively through joking, but will often take things personally. Some
colleagues describe him as passive-aggressive. Michael enjoys verbally communicating with people. He
prefers open and informal conversations and shies away from formal communication. He is not afraid to
ask questions until he is sure he understands a project. Michael has strong written communication skills
as well.
Michael is motivated by interesting and complex tasks. However, his depressive tendencies can cause
him to lose interest in a project and he has been known to abandon projects without finishing them.
Strengths and Weaknesses:
Michael thinks both tactically and strategically. He has the ability to see discrete parts of a project and
relate them to the holistic project goal. He can be impulsive and demands instant feedback from those
around him. He battles with depression and can appear lethargic. This interferes with his ability to
concentrate on the task in front of him. His lack of attention to detail can contribute to oversights during
projects or assignments. His weaknesses are damaging to his confidence.
Elizabeth has been with the company for four years. She enjoys the collaborative aspect of the job and
has a positive attitude. She can look at the big picture, keeping in mind that change is a great attribute in
any company. Her long-term goal is to move up in the company.
Elizabeth is perfectly comfortable in the team environment. She enjoys working with others. Her
teammates find her flexible and non-threatening. She has taken on the leadership role on several
projects and has demonstrated that she can get the job done.
Elizabeth is flexible and will listen to other’s perspective with an open mind. She will; however, tell you
what she is thinking and defend her position when she feels strongly that she is in the right. She is
considered to be diplomatic and her goal is to settle on a resolution that makes most sense for the
company and clients. She prefers open communication and is eager and willing to hear others thoughts.
Her teammates consider her to be a good listener.
Elizabeth is motivated by a culture of trust in her abilities and work ethic. She thrives under a flexible
management style that supports growth in her skills. She prefers to be treated as a peer rather than a
Strengths and Weaknesses:
Elizabeth’s strengths lie in problem solving. She is constantly researching and compiling information to
complete her final product. She considers herself to be detail-oriented and contentious about
maintaining quality work while meeting all required deadlines. She may rush to meet deadlines when
necessary. Her primary area of weakness is in developing new skills. She is comfortable fostering the
skills she already possesses, but is hesitant about branching out into new and unfamiliar territory.
Doug has been with the company for two years. Though relatively new in his position, he feels a bit
frustrated and defeated in his job. While he is usually congenial, he has a bit of a temper. He produces
high-quality and timely work, but he is not the easiest person to work with. He is ambivalent about
teamwork and prefers to work alone; however, he will follow through on his commitments and
contribute to team projects.
Doug is somewhat paranoid and can be defensive if he feels he is being attacked. He has lashed out in
high-pressure situations on a few occasions. He can make diffusing conflict more difficult.
Doug prefers face-to-face communication, as he uses body language to gauge understanding, but he
sometimes misinterprets both people’s words and actions. He tries to avoid e-mail and other forms of
written communication whenever possible.
Doug is motivated by the prospect of raises and bonuses.
Strengths and Weaknesses:
Doug cares about the quality of the work he produces and makes sure he meets deadlines. His work is
efficient and consistent. Doug is definitely an over-reactor though and calming him down or diffusing
emotion-charged reactions is sometimes required.
Katelyn is new to the company and has been employed here less than a year; however, she has
demonstrated great promise with her knowledge and abilities. She is very driven and seeks promotion.
While she feels committed to her employer, she is somewhat impatient and will seek opportunities
elsewhere if they do not present themselves at West Coast Transit.
She has very high standards and strives for perfection in all that she does. This impacts her performance
in teams because her team members may fail to meet her high expectations, which can be unreasonable
at times. This can cause friction on the team. She also has the tendency to try to take over projects due
to lack of trust and dislike of inferior work, which can cause her teammates to resent her. She has
difficulty accepting blame as well.
When encountering conflict over projects, Katelyn generally perceives herself to be in the right and is
often unwilling to yield. However, she greatly dislikes conflicts of a personal nature and tends to avoid
colleagues and others who put her in uncomfortable situations. Katelyn prefers written communication
and formal speaking situations. She can be uncomfortable with conversations, especially with people
she just met.
Katelyn is highly motivated by challenging tasks and by praise and public accolades.
Strength and Weaknesses:
Katelyn enjoys being engaged in challenging tasks and can produce impeccable work under pressure.
She is highly detail oriented. While she has the tendency to grumble when assigned tasks she does not
favor, she will eventually get over it and commit herself to get the job done. She is relatively flexible and
is generally an early adopter when it comes to change. On the other hand, she can take criticism, even
tactfully delivered criticism, personally and sets unreasonable standards for her teammates.
Bob has been employed with the company from nearly the beginning. He believes the length of his
tenure at the company gives him clout. His attitude is positive, but he prefers to downplay this attitude
with comments such as: “I don’t care,” “oh well, things happen,” or “that’s not my problem.” Bob is on
the edge of retirement.
Bob is a team player and exhibits this in his eagerness to assist team members when needed. He is quick
to volunteer when a task needs to be completed. However, he is sometimes perceived of as surly and he
is not always pleasant to work with.
When conflict occurs he tends to over-react, which can escalate conflicts. He prefers a direct
communication style. He is sometimes brash. Some might consider his style unprofessional.
Bob is motivated by a simple “job well done” compliment and prefers to not be publically recognized. He
is highly motivated in the form of a raise or bonus.
Strengths and Weaknesses:
Bob’s eagerness is both a strength and a weakness. He has been known to take on too many tasks,
which lowers the quality of his deliverables. Still, he is perceived of as a person who will come to the
team’s assistance in order to get the job done.
Susan has been with the company for just over a year. Her attitude is mostly positive and she is very
energetic. When she is overwhelmed with assignments or personal projects, she can shut-down and
struggle to focus on the necessary task. Her long-term goals are unknown at this point. Her free-spirited
nature and uncertainty interferes with her long-term planning.
Susan is an excellent team player. She can easily work well with others and builds trusting relationships
with her co-workers. This trust helps others feel comfortable when they seek her out for guidance or
assistance. Her ultimate goal is to get jobs done with quality.
Her pleasing nature often allows her to be taken advantage of or agree with co-workers against her
better judgment. When conflict occurs, she holds steadfast to her opinions while still keeping other
views in mind. She prefers open communication and will not shy away from any subject. She can talk
freely with anyone. She struggles with listening at times because she is eager to share her ideas.
Susan sometimes struggles with motivation; however, she is motivated by knowing her work makes a
difference. She feels accomplished when she knows she did something to improve the lives of others.
Strengths and Weaknesses:
Susan’s biggest asset is her personality. She is also considered a go-getter, but often looks for approval
before submitting her final work. She is also very creative. She lacks focus at times and has been known
to overlook important details on tasks, which can cause her to have to redo work.
William has been employed with the company for over four years. He is positive and has an easy-going
disposition. He sympathizes with others easily. He is nearing retirement and is satisfied with his
William considers himself a team player. While he prefers to work independently, he works well with his
co-workers. He is willing to jump in and lead on a project when necessary, but is content with others
leading if they prefer. His teammates like him and enjoy his company. He is perceived as nonthreatening and non-confrontational.
William tends to shut down when conflict occurs, often refusing to give any further input in order to end
the conflict as soon as possible, whether he agrees with the resolution or not.
William prefers face-to-face communication. He enjoys participating in conversations with fellow coworkers. He feels that sitting in a cubicle day in and day out can be demoralizing. Engaging with his
colleagues enhances his daily tasks.
William struggles to get motivated if he does not see immediate value in a project. When he views a
project as relevant, he can be easily motivated by challenging tasks. He is also motivated when shown
appreciation for the work he produces.
Strengths and Weaknesses:
William is a veteran in his area of expertise and is confident with his performance. His primary weakness
is inefficiency. He is a bit of a perfectionist, which can make it difficult for him to complete projects in a
timely manner.
Ian has been employed with the company for nearly two years. His long-term goal is to remain active
and stimulated. He is an industry hopper and easily switches careers when he feels bored.
Ian prefers to work alone, but will collaborate when required. He can work well with others if he
chooses. Ian can come off as somewhat arrogant and is usually pretty insistent that his way is the best.
When conflict occurs, Ian is generally unwilling to back down, especially if he feels strongly about the
situation. Managerial intervention is sometimes required to smooth things over.
Ian has a direct communication style that people sometimes find abrasive. He prefers e-mail
communication because it is quick and efficient.
Ian is motivated by self-achievement and often does not consider others in his goals.
Strengths and Weaknesses:
Ian is very smart, tech savvy, and has many creative ideas for getting projects done when he is
interested in the subject matter. He prefers to get projects done quickly as he prizes efficiency;
however, that sometimes causes him to overlook details. His tendency to hurry through tasks makes him
impatient with others.
Tiffany has been with the company for five years, but if you ask her, she will say she has been here for
an eternity. She is quite jaded and cynical. Her career goal is to retire as soon as possible.
Tiffany is indifferent about working with others or alone. Either way, her goal is to get the job done with
the minimum amount of work possible. “Acceptable” is acceptable to her; however, Tiffany is very
knowledgeable in the field and her teammates trust that she will get her work done even if they have to
add to it if anything more than “acceptable” is the goal.
Tiffany does not care enough to be embroiled in conflict. She is perfectly comfortable going along with
teams decisions to avoid investing time or energy in …
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