The Bluesky Software Consulting Firm

People clearly argon an brasss most captious resource. Their k without delayledge and skills along with their commitment, creativity, and effort argon the basis for competitive advantage. It is large number that flummox creative ideas for overbold products or for execute returns that devise marketing dodging or take technologies to the next level. As consultant for red-hot Sky, it is my obligation to develop recommendations found on issues addressed in the brass, to realize Willis quite a little develop an impelling focussing team in accordance with familiaritys requirements. sombre Sky is a fifteen year old softw are-consulting firm, however, has several(prenominal) obstacle to overcome. As the consultant, I leave alone respond to four outlined questions pertaining to the end study. This analysis will provide areas of improvement for Blue Sky Software and the obligatory wariness techniques to make for their system to happen functional and efficient. Questi on 1, in the cocktail dress asked to address the differences in leadership fashion and ascend today and in the new-fangled past at Blue Sky. In the past, the leadership bolts were lead by an high-and-mighty leader.Autocratic leadership can be said to be synonymous to despotism where only one person has the ascendence over the followers or hunters. Their finis has to be taken as the flamboyant rule and should never be questioned. They intention out everything and order their subordinates to work jibe to their rules. scoop Blue seemed to think run across was not necessary and thought preparedness was a waste of time and no one questioned his authority. This type of leadership style unfortunately made employees at Blue Sky passive as they couldnt make decision on their cause.thither seemed to be several types of leadership styles move throughout the comp whatever depending on the divers(prenominal) department you were in. The organization structure was low-pitched d own by the CEO, VP of the division, director of marketing, CFO, and the regional directors cosmos in the upper management levels. The regional directors were all younger and had been with Blue Sky relatively a bunco period of time. They seemed to be more aggressive, whereas, they wanted to expand clientele and product lines.The aged(a) manager importantly 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 cooperative leader. When establishing collaborative relationships it is not everlastingly natural or easy, particularly because stack have assorted lifestyles, backgrounds, and experiences. A collaborative leader takes a much different approach essentially suggesting that the most effective way to guide an organization, process, or determine is through inclusion and consensus.Also, the benevolent dictator approach is highly efficient eli minating the vacillation of many competing voices in the decision-making process. Even though, collaborationism is the way people naturally want to work, because it builds teams through mentoring and coaching, building trust and coarse respect and beak down walls between people, teams, departments and division to accomplish goals. It was clear the others looked to Willis to puzzle out the problem, so this left Willis not being able to come to a consensus as he had hoped.In question 2, of the fibre study at that place was a focus toward the organization looking at pauperism being a critical element. Be sure to discuss and evaluate the approaches to pauperization at Blue Sky now and the past. In the past, the approaches to indigence were to provide employees with self-aggrandising dividends. Many studies show that interesting work and sense of accomplishment are some(prenominal) of the greatest motivators for an employee. These rewards lead to the type of motivating known a s intrinsic, which can be defined as causing people to engage in an activity for its own sake (www. reference. com).Studies show that intrinsic motivation is master(prenominal) for high job satisfaction, which can affect an organizations performance. Many different techniques come through to intrinsically motivate employees(Walker, 2008). Some imply 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 lift intrinsic motivation is key. However, the employees were happy because they were compensable well. The flip side to that is those older employees are closes to retirement, and have no intrinsic motivation.They are not motivated in manduction to new ways in doing things for the organization, much(prenominal) as saving notes and hiring new clientele as suggested by Hubres in her memo. Therefore, it has been suggested by Willis that James and Counts work t ogether to develop a retirement parcel for senior employees in the division without any immediate replacement for retirees. This would be a start in saving money for the division. In question 3 of the case study, it relates to strategic program and decision-making process. The question ask, if there has been a strategic planning and decision-making transplant 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 religious service 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 Executive team. In her memo, she is proposing a three-day retreat for Blue Sky executives, and her main agenda for the meeting is developing a ten-year strategic pla n.