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Committee Analysis for Leading Edge Fashions

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PLEASE READ CAREFULLY" This Case will be graded using a special Written Communications Rubric, which you should review before you begin writing the assignment.

Case Assignment For this assignment, you will engage in a roleplay, placing yourself in the role of Management Consultant. Your deliverable will be a PowerPoint Presentation. You will draw on the background material and your analysis of a scenario presented in a memo to prepare your presentation.

• Background: • You work for a management consulting firm, Capital Consultants (CC). Your firm has been hired to advise Leading Edge Fashions, a small high-end house with a celebrity clientele. You have received the following memo from the head of CC.

• To: Keith From: Vivian von der Bach, President and Senior Consultant I am assigning you to our newest client, Leading Edge Fashions. As you may know, this wellknown fashion house has experienced problems since the death of its chief designer, Sir Francis Green. In the two years since Sir Francis’s death, the CEO of Leading Edge, M. Etienne Roget, has delegated artistic control to a committee of experienced designers chosen from within the company. The results have been far from what was hoped. In the first year, the committee could not decide on a theme for Spring. As a result, that season’s collection was a confused mess that one critic referred to as “the remnants of a Hollywood garage sale.” In the second year, the committee tried to avoid making the same mistake and settled on a theme after meeting for only one hour. The “Game of Thrones”.......ext year. 


What went “wrong?”
•Lack of a clear path: Because of outdated ways of working 
• Lack of envisioning: The committee lacked clear vision of the 
•Poor conflict strategies: The failure to agree on how to handle 
•Poor planning: Resulting from the failure to have a team action 
plan (Zofi, 2012). 
Organizational behavior and team 
•Cook (2009) asserts that team development is something that 
can be developed within an organization. 
•To facilitate efficient team development, the committee should 
understand its role.
•Excellent performance from the committee will result in 
efficiency in the company.
•Team development will guarantee achievement of company 
Stages of team development 
•In 1965, Bruce Tuckman developed the best scheme for group 
development (Alanis, 2014).
•Initially, only four stages of group development were identified 
by Tuckman. 
•These stages included: performing, norming, storming and 
•About ten years later, Tuckman added the final stage referred to 
as adjourning. These stages are elaborated as follows. 
•Forming stage: Involves introduction of members (Cook, 2009).
•Storming stage: Individuals get to know each other better.
•Norming stage: Members get to understand and appreciate one 
•Performing stage: Individuals are familiar with each other and 
can work unsupervised. 
•Adjourning: Individuals pat ways after achieving the set 
Building successful teams 
•According to Alanis (2014) create a team of talented members.
•Ensure that the members possess a sense of direction.
•Establish useful and efficient operational procedures.
•Make sure that active reinforcement procedures are in existence 
so that to members of a team can feel their input is of value.
Importance of team development 
•Members get to learn from each other: Individuals are different 
thus possess different qualities (West, 2012). 
•Team development enhances relations among employees: 
Teamwork ensures that individuals work together as units.
•Team development develops grounds for the establishment of 
healthy competition.
•Team development prioritizes work. 
•Teamwork guarantees achievement of company goals and 
•Team development ensures that company tasks are completed 
faster (Group Behavior and Teams, 2014). 
•According to Cook (2009) team development improves on 
communication strategies. 
•Companies that have incorporated team development into their 
operations benefit from certain long-term benefits.
Factors influencing team performance 
and development 
•Get to know the rest of the team members: Members have the 
responsibility of knowing each other. 
•Define roles and duties: The leadership of a team should define 
the roles of members.
•Be proactive with feedback (West, 2012). 
•Acknowledge and reward. 
Managing conflict 
•Develop and appreciate the need of acknowledging success both 
in the short and long run (Group Behavior and Teams, 2014). 
•Institute a positive working relationship among the committee 
members as well as the employees.
• Ensure that the roles of members are well defined. 
•Ensure that all the employees and concerned parties are involved 
in decision making. 
•Alanis Business Academy (2014) Episode 158: Tuckman’s Stages of Team 
Development. Retrieved 
from https://www.youtube.com/watch?v=OhSI6oBQmQA
•West, A. (2012). Part 2: Developing Teams. Effective Teamwork: Practical 
Lessons from Organizational Research (3rd Edition). Wiley-Blackwell. Hoboken, 
•Cook, S. (2009). The Stages of Team Development. In Building a HighPerformance Team: Proven techniques for effective team working (pp. 27-36). 
IT Governance Publishing. Retrieved from 
•Group behavior and teams. (2014). Pearson Learning Solutions. New York, NY.
•Zofi, Y. (2012). The Three Stages of Virtual Team Development. In A 
Manager's Guide to Virtual Teams (pp. 15-28). New York; Atlanta; Brussels; 
Chicago; Mexico City; San Francisco; Shanghai; Tokyo; Toronto; Washington, 
D.C.: AMACOM Division of American Management Association International. 
Retrieved from http://www.jstor.org/stable/j.ctt1d2dq05.


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