BUS340 Final Paper Business Proposal

Student Name

Bus 140: Business Communications

19th Nov 2019

Introduction

Before joining the US Air force, I worked for an industrial development middle-size enterprise—MTN (Pseudo name). By this time, the organization still used the traditional manual applications for the manufacturing process. As well, the organization was under traditional management approaches. A transactional management style was used in the organization. As a consequence to lack of technological development software for the organization, the services were often outdated with only the conservative businesses seeking services from the firm. As well, operations were relatively slow and team spirit was a rare element in the firm’s organization culture. As a consequence, customers were consistently complaining about poor services. Workers also kept complaining about lack of motivation. Additionally, the employees lacked a sense of belonging and team spirit among them. To realize competitive advantages, the management function needs to adopt new management approach and also embrace a software development process aimed at coming up with new software for to increase the flow of operations and processes at the organization.

Target Audience

As Bovee and Thill (2016) notes, identification of the target facilitates customization of the communication to meet the expectations of the audience. In this light, communication ought to be made with utter cognition of the target audience. The characteristics of the audience prepare the formulation of message in a way that fosters delivery. In this light, decisions regarding change in operations, process and management are made by the board of directors. The board constitutes of seven members. Each of these board members is a critical thinker who decides to support or deny support for an organization depending on the logic of the issues presented. As Coughlin (2014) notes, logical decision makers choose decisions with respect to the magnitude of logic that the suggested decision makes. Accordingly, a decision that leads to better revenue outcomes, ease of the operations and enhancement of the functioning of the human resources would be considered sensible enough. As such, to facilitate the decision making function to understand the sense of making a change in the two areas is imperative.

Reasons for the Change

Across the country, small and middle-size business organizations have adopted new changes especially on operations and management. The results that have been realized by the organization’s management are that these competitors have been doing better than the organization. While MTN still relies on the competitive advantage that it has enjoyed over the last five years, this competitive edge is not sustainable without keeping abreast with the new technological and management approaches. Therefore, the question of what needs to be done to realize the target competitiveness in the market is a fundamental question to the organization. This question has its answer in the flexibility of the organization with regard to the challenges that are faced in the world of business today. One of these challenges is continuously changing technology. In this light, there is need for a sophisticated software program that can be upgraded time and again with reference to the changes there are in the industry. This way, it will be possible to realize the goals of the organization in such a way that no question will be asked regarding what is that the organization is doing to maintain the change.

As well, human resource management has become an important function in the modern days. Employees are more aware of their rights than ever before. As well, the globalization wave has led to increased competition in a wide variety of the industries. The engineering industry requires teams that are working together to ensure that information sharing is achieved. These aspects of human management cannot be achieved in an organization that looks down upon the junior employees. Rather, an organization that takes keen attention of the views of the junior employees enables motivation of employees to form teams. Working in these teams depends on the management and leadership function. Consequently, engaging in facilitating how changes in operations and management will be of great importance to the organization. It will be a platform for realization of the target goals and the competitive mileage of the organization.

Recommended Change

I recommend that MTN need to come up with a business process management program. This program aims at improving communications, marketing, manufacturing as well as other segments of organizational operations. It is crucial in ensuring that there is an up to date management of the operations. First, the programs links manufacturing, marketing and communication department of the organization. With information flowing seamlessly among various departments of the organization, maintaining the correct operations of the organization becomes a possibility (Zellner, 2011). It enables attainment of competitive advantage because it ensures that enough information for decision making is available throughout the year. This means that whenever there are two or more functions of the organization working together, the program offers an analytical function of the actual information needed to ensure that all information needed is made available. This way, the organization can make correct foresight of the upcoming trends. This way, the direction of the market will be easy to monitor. As a consequence, planning sales and ensuring that all activities are carried out with recognition of the needed information to be relied on if enhanced (Zellner, 2011). With reliable information synthesis, it is possible for the organization to cope up with new trends that emerge in the market. This is because the program comes up with the possible challenges in the market. With such an analysis, decisions will be made in accordance with the requirements of the day. Therefore, it is important to ensure that the members are able to attain all the information they need to make valuable decisions.

Adoption of Transformational Leadership Approach

Over the years, MTN has depended on transactional leadership approach. As such, the employees live in fear of the consequences that may arise should they fail to attain the goals set for them. However, often these goals are not met despite the stringency of the consequences that are laid when one does not manage to attain the individual goal. As a result of this, the organization has not made progress in terms of innovation. Lack of information sharing tendencies among the people, failure to incorporate the views of employees in decision making and trivializing the information of junior board members has had negative impacts on the leadership of the organization (Mishra, 2015). In order to resolve this challenge, I request that the company adopts transformational leadership model.

According to transformational leadership model, the functions of all members of the organization are valued. This way, each member of the organization is allowed to issue the views that they deem important to the progress of the organization. As a result of inclusion of even the most junior people in the organization, the members are motivated. With this motivation, sharing information on what would make the organization perform better is exchanged thus leading to innovation.

Secondly, transformational leadership is founded on the principle of mentorship. In this light, the members are educated on how to remain focused on the changes that may occur in an organization. In this light, the members remain connected with the guidance of the leaders. They learn from them. As the implementers of the set goals, they learn a lot from the careers of the organizational leadership function (Cao, Clarke, Lehaney, 2004). Since the method ensures that no individual is trivialized, then the employees find it encouraging being part of the teams that deliver results. Importantly, the individual human resource function members are viewed from the perspective of individual capability and potential as opposed from concentrating on the goals there are. Consequently, it is of critical importance to ensure that the organization takes up this style of leadership to ensure that motivation of all members is maintained intact.

Thirdly, transformational leadership approach encourages team spirit. As such, members of the employees function will be in a position to work the way they deem right. This way, they will manage to achieve the goals of the organization especially on innovation. Innovation makes it possible to work and realize goals as a team. The team players work with the mentality that the entire the organization is working the best way possible to achieve the set organizational goal.

Implementation

A team will be formed to steer the development of demand-oriented software. This will be crucial in making the organizational software through which predictions about the market will be made. Using this software development team, research on the particular functions that will lead to the attainment of the goals will be made a possibility. It will form a beginning on which the problem of the organization will be analyzed (Cao et al., 2004). This software will be made in such a way that it can make an analysis of the trends and make a prediction. It will be used to analyze stock hence ensuring that the purchasing of inventories is made as per the available orders. This will lower operational cost thus promoting increased revenue and profits.

A new method of management will be adopted from the top. The CEO will be the chief mentor. He will convey the goals of the organization through direct participation. Endearing to keep the employees motivated will be a critical function of the leadership function. Assignment of all employees to mentors will be an important undertaking (Kumar, 2018). Through this new leadership function, an organizational culture that champions sharing of information will be formulated.

Conclusion

MTN is in dire need of new operations management software and a new management approach. The software tool will foster the analysis of demand and supply hence enabling the making of predictions about demand and supply. Combining this change with the transformation of the management approach will be of great importance. It will help the formation of teams and sharing of information. Incorporating these aspects in the organizational culture will of great importance for MTN’s success.

References

Bovee, C. L. & Thill, J. V. (2016). Business communication today (13th ed.). Retrieved from https://content.ashford.edu/

Coughlin, D. (2014). Focusing on the fundamentals of effective communication within an organization.  Effective Executive, 1(1).

Cao, G.; Clarke, S.; Lehaney, B. (2004). The need for a systemic approach to change management: a case study. Systemic Practice and Action Research, v. 17, n. 2, p. 103-125.

Kumar, A. (2018). Process Evaluation. Business Process Management, 3(1), 132-156.

doi:10.4324/9781315646749-7.

Mishra, S. (2015). Effective communication for corporate sector: A need for a paradigm shift.  Indian

Journal of Health and Wellbeing, 6 (7).

Zellner, G. (2011). A structured evaluation of business process improvement approaches. Business

Process Management Journal, 17(2), 203-237. doi:10.1108/14637151111122329