The Bluesky Software Consulting Firm

People clearly are an presidencys most circumstantial resource. Their knowledge and skills along with their commitment, creativity, and effort are the basis for competitive advantage. It is large number that have creative ideas for bleak harvest-feasts or for process receiptss that devise merchandise strategy or take technologies to the next level. As consultant for sombre slash, it is my obligation to recrudesce recommendations based on issues addressed in the case, to get word Willis can develop an effective management team in compliance with companys requirements.Blue throw is a fifteen class old software-consulting firm, however, has some obstacle to overcome. As the consultant, I will act to four outlined questions pertaining to the case study. This analysis will provide areas of improvement for Blue Sky Software and the necessary management techniques to make for their constitution to run functional and efficient. Question 1, in the case asked to address the di fferences in leadership style and approach today and in the recent preceding(a) at Blue Sky. In the past, the leadership styles were lead by an positive leader.Autocratic leadership can be said to be identical to dictatorship where only one person has the authority over the followers or workers. Their decision has to be taken as the golden radiation pattern and should never be questioned. They plan out everything and order their subordinates to work harmonise to their rules. Max Blue seemed to think meeting was not necessary and aspect planning was a waste of time and no one questioned his authority. This fibre of leadership style unfortunately made employees at Blue Sky passive as they couldnt make decision on their own. in that location seemed to be several types of leadership styles circulating byout the company depending on the variant department you were in. The organization structure was broken down by the CEO, VP of the divider, director of marketing, CFO, and the regional directors being in the upper management levels. The regional directors were all younger and had been with Blue Sky relatively a gyp period of time. They seemed to be to a greater extent aggressive, whereas, they wanted to expand job and product lines.The older manager mainly the vice presidents who had been with the organization for awhile, had a more passive approach because of the autocratic leadership style from Max Blue. Willis, the new CEO is more of a collaborative leader. When establishing collaborative relationships it is not incessantly natural or easy, particularly because people have different lifestyles, backgrounds, and experiences. A collaborative leader takes a much different approach fundamentally suggesting that the most effective way to guide an organization, process, or project is through inclusion and consensus.Also, the benevolent dictator approach is highly efficient eliminating the reluctance of many competing voices in the decision-making process . Even though, collaboration is the way people of course want to work, because it builds teams through mentoring and coaching, building trust and mutual respect and schnoz down walls between people, teams, departments and division to accomplish goals. It was clear the others looked to Willis to solve the problem, so this left Willis not being able to come to a consensus as he had hoped.In question 2, of the case study in that respect was a focus toward the organization looking at indigence being a critical element. Be sure to discuss and evaluate the approaches to motivation at Blue Sky now and the past. In the past, the approaches to motivation were to provide employees with big(p) dividends. Many studies show that interesting work and sense of accomplishment are some of the greatest motivators for an employee. These rewards lead to the type of motivation known as inner, which can be defined as causing people to hire in an activity for its own sake (www. reference. com).Stud ies show that intrinsic motivation is important for high reflect satisfaction, which can affect an organizations performance. Many different techniques exist to intrinsically motivate employees(Walker, 2008). Some include job enlargement, job rotation, and job enrichment. As noted earlier, job satisfaction among employees is important for a company to attain, thus, the use of techniques that boost intrinsic motivation is key. However, the employees were happy because they were give well. The flip side to that is those older employees are closes to retirement, and have no intrinsic motivation.They are not motivated in sharing to new shipway in doing things for the organization, such as saving money and hiring new clientele as suggested by Hubres in her memo. Therefore, it has been suggested by Willis that James and Counts work in concert to develop a retirement package for senior employees in the division without any immediate replacement for retirees. This would be a start in sav ing money for the division. In question 3 of the case study, it relates to strategical plan and decision-making process. The question ask, if there has been a strategic planning and decision-making castrate at Blue Sky?If so, is this a positive change? Yes, there has been a strategic plan and decision-making process at Blue Sky and positive change. The strategy plan comes from an outside consultant that has been asked to help Willis to develop an organization plan. A strategy plan must be for an organization and not an analysis of the current plan. In the past, there was no strategic plan in place based on Susy Hubres, one of the newest members of the administrator team. In her memo, she is proposing a three-day retreat for Blue Sky executives, and her main order of business for the meeting is developing a ten-year strategic plan.