Simulation Paper Leadership

Leadership and Decision Making
Harpreet Kaur Dhillon 1310315
Diana Alvarez Valencia 1310200
University Canada West
Professor: Dr. Michele Vincenti
MGMT 660
February 22, 2015

Leadership and Decision Making
Introduction
As Project Directors we have worked closely with one of our teams for several years. Their work is excellent and the team gets along well together. Recognizing their abilities, you feel they can now work more on their own. You have begun this year to redirect your energies to other projects and teams, and they have continued to work effectively. You must now ask them to accept additional tasks and responsibilities. WE WOULD . . .

a) Background
The Company “X” (this is a fictitious name) is a company that sells candies for almost 50 years in Mexico. This company have been working in different projects to improve and increase their productivity and also to increase the revenues in the company. This company is a world-class company that had been growing in a fast pace. The processes that this company has been working with were not competitive to fulfill the market needs. For that reason, an alternative that the company chose to fulfill the market needs was the implementation of an ERP system that can create a global way of working within the organization. In this case the company chose the SAP ERP.
The implementation of this new system in the company required a group of teams that will comprise the information of each area and carry out with the implementation of SAP. The team members were part of different areas of the organization. Each team member has different skills and background that completes the right set of assets to create the proper environment for the project implementation. The team members where selected from each department of the company, this selection was made with the purpose to have someone that can represent each department in the implementation
One of the most important things in creating a successful team according to McClay (2009) is to build strong and effective relationships within the team members, as a result of this; we create an environment of trust and commitment of all the members to fulfill the goal. Moreover, a good relationship within the team members is part of the motivation of the group resulting engagement and a good performance in their tasks. As part of their satisfaction and motivation because of the good relationship within the team members, each of them were totally engage to the project and also to the company. Blessing White (2013) points out that the engaged employees are the ones who have a high contribution and high satisfaction in the workplace, in other words, the personal and professional /organizational interests are align. Furthermore, Blessing White (2013) suggest to take care about these type of employees because they may tent to feel discourage and for that reason fall into the disengagement.
We have been working together for 6 months, from the planning stage and now to the implementation stage. All the members had the same vision, mission and goals to fulfill all of them. Each team member has defined each of their tasks and was trained to get specific skills that drive to the objective. As project managers we have created a good relationship with few of the team members. We can trust them and the other team members trust them too. In this way, we have leaders in the teamwork that can help us to “move” all the team to the right direction, even if we are not there all the time leading the group. The leadership exchange theory points out that there are a few team members that are more engage to the project and are likely to eager for more responsibilities, thus, we can call them supervisors or part of the IN- GROUP. On the other hand, there is a part of members of a team that are in the ON-GROUP, these team members are always just doing what they are required to do, there is any further contribution from them to the team. Lynden et al (1997)
As

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