Discussion Replies

I need three replies to the student’s post that I will have below. First I will list the question, then I will list their posts. Please make each post 100-150 words. IT IS VERY IMPORTANT TO ONLY USE THE SOURCES I PROVIDE IN THE ATTACHMENTS. Please create separate reference sections for each reply.


You will read the memoranda of your classmates and will comment on at least three other classmates addressing the following

  • Comment on the positive aspects of the memo posted by others.
  • Comments on key leadership language that could be used to strengthen the memo.
  • Would you change your response in the memo? If so, why? if not, why not?

Read the Following Case Scenario

A recent survey was taken among employees at Biotech Health and Life Products (Biotech). The results were alarming, as it appeared the leadership has been less effective than in the past. Some of the common complaints seemed to focus on the lack of vision, a breakdown in communication and a lack of connection with staff.

You have read the results and as Vice President of Biotech, you completely agree with employees. Leadership is the cornerstone to success in any organization and to permit poor leadership can only spell trouble. It occurred to you that the place to start change was staring you in the face – the new management hires planned for Warehouse Operations in Dallas and Miami. Mumbling to yourself “but what do I want them to look like?” you decide that you must write a memo to HR Director, Jennifer Diaz to make sure the “right” description of a leader is asked for in the soon-to-be released job description. Scrambling around on the desk, you find the old job announcement so that you can make some changes. It reads, “Biotech is looking for experienced warehouse managers who focus on keeping the distribution speed high and shipping costs low. Manager must be able to motivate employees to keep distribution, packing, and shipping moving smoothly and efficiently. Must be someone who can handle a fast-paced environment, is used to meeting deadlines, is driven and results-oriented. Goal oriented and policy adherence critical to succeed in the department.”


You will act as the Vice President of Biotech. Write a memorandum to the HR Director, Jennifer Diaz that explains the need for a new job announcement for managers at Biotech. The memorandum will explain how the business environment has changed the view of the leader and defines the vision you have based on synthesizing the course material about leadership theory and definition of a leader in today’s business environment opposed to leaders hired in the past.

In writing the memorandum, use the course material from week 1 (you may also use course material from week 2) to support the reasoning and conclusions made. You will also use theBiotech Company Profile . Answer the following:

  • Explain how the existing job announcement for new hires was effective in the past based on the theories and view of leadership through the 1990’s.
  • Explain why the leader of today would no longer fit the definition set out in the old announcement.
  • Describe what a leader looks like today and what theories and leadership definitions support this description.




Jennifer Diaz, Hr Director


Melissa Aikens, Vice President- BioTech


New Job Announcement- Warehouse Managers


August 21, 2019

This memo has been sent regarding the current job announcement for warehouse managers. It is of extreme importance that the information in the announcement is changed. Biotech’s mission is to provide natural health and life products worldwide and to facilitate this mission effectively the company needs to make some crucial changes in the enrollment dialect. However, employees are concerned with the lack of vision, disruption in communication and the absence of some type of association with staff.

In the past Biotech’s strategy in their approach to recruiting for managerial positions was task-oriented. The requirements were to be able to motivate staff and to keep distribution and shipping moving at a fast pace all while keeping cost low. In the past, this was not an issue because employees were more focused on getting the job done while leadership gave orders and employees did as they were told more like the “command and control” method of leadership (Gandolfi, Stone, 2017, pg. 21). Employees did not get involved with the decision making process nor did they have the desire to. In the workforce, today Biotech needs leaders who are task-oriented and focused on employee inclusion in fulfilling the mission of the company.

Biotech leaders of today could no longer adapt to the leadership styles of the past. Leaders of today, need to be able to communicate effectively at every level as well as being great motivators using the democratic style of leadership (Gandolfi, Stone, 2017, pg. 26). Moreover, it has come to the attention of management that employees like to be included in some of the decision makings that directly affects them. Expressing their ideas on how to move the company forward in a positive manner through creative ideas and visions were also communicated. With the expansion of the Biotech Product Line, the employees need to feel free to communicate those ideas with the management team as frequently as possible (Malos, n.d.)

In order to recruit the best possible candidates, Biotech would like to omit the previous language that strongly recruited task-oriented only managers to those that are more team-oriented managers. Biotech would like the leaders to have team building qualities to include effective listening skills, strong motivational skills, creative thinkers, a strong work ethic, problem-solving capabilities, and organizational skills.


Gandolfi, F., & Stone, S. (2017). The Emergence of Leadership Styles: A Clarified Categorization. Review Of International Comparative Management / Revista De Management Comparat International, 18(1),

Malos, R. (n.d.). The most important leadership theories.”

Jennifer Diaz, Director of HR

From: Vice President of Biotech

Date: August 22, 2019

Subject: Optimum Qualities of New Warehouse Managers

This is a response to the recent job postings for new management hires in the Dallas and Miami warehouse operations. The language used to describe the qualities Biotech tech seeks in the successful candidates for this position is not suitable for today’s competitive hiring environment. Moreover, as the rest of this memo will illustrate, the companies that thrive in the current business climate are the ones that focus not only on results but also on effective leadership critical to the overall success of their organizations.

The Past

The job description implies that the following qualities are what Biotech deems desirable in its new warehouse management hires: experience, ability to motivate, able to conduct business in a fast-paced environment, goal focused, and driven.

These characteristics hark back to the past, especially the 1990s, when transactional leadership was the norm vis-a-vis organizational leaders and their employees. A transactional style of leadership is one where the major objective is keeping the wheels of the business outfit running (Arenas, 2019, p.2019). Employees are motivated to churn out high performance levels via discipline and an assortment of rewards, hence the term “transactional” in describing this managerial style.

The pitfalls in this approach are that in focusing only on outcomes, Biotech risks perpetuating a culture where strategic foresight and innovation are given short shrift. This can adversely affect efforts to strategically advance Biotech to a position of market leadership. There are many companies who have been casualties of sticking to this old habit.

The Present

The present corporate ecosystem has changed drastically. In order to thrive, remain competitive and attract the best talent in its workforce, Biotech leadership has to be wary of holding on to the hierarchical and authoritative mode of management that has proven to be a headache for many a company.

Biotech should be at the forefront of recognizing a need for reformantional leadership by adapting the transformational leadership style in its operations(Gordon, 2017, 45). Transformational leaders do not only zero in on the nitty gritty of daily goals as the fulcrum of their management style.

As such, they devise and implement methods that elevate department output to a higher level. These include cooperation with employees at various levels of a business for the achievement of positive change, team-building efforts and motivation.

While setting performance goals and the accompanying rewards that come with them, transformational managers also give their charges opportunities for professional and personal growth.

Optimum Qualities

The crux of this memo is not to totally discount the transactional management trait as ineffective. Results, performance and outcomes do matter but they should be tempered with a good dose of the above-mentioned transformational leadership features.

Some of the sought after qualities Biotech looks for in a manager could be as follows (Cook, 2016, p. 62) :

-Develop, coach and mentor staff. This includes making sure there is room for employee development planning and new hire onboarding.

-Delegating responsibilty in return for constant feedback and accountability. Empowering their charges to take ownership of their work.

-Engender an atmosphere of unity and teamwork that allows for disagreement but also one that enables quick, effective conflict resolution.

-Lead from the front, utlizing a development and performance management process that encourages goal setting, feedback, worker recognition, prizes and disciplinary measures with the input of Human resources.

It behooves Biotech to alter the stated desired qualities in said warehouse opertations mamangers if we are to attract the best candidates for the task. Please revise the job posting in the spirit revised in this memorandum.



Arenas, F. (2019) A Casebook of Transformational and Transactional Leadership. Routledge.

Gordon, J. (2017) The Power of Positive Leadership. Willey.

Cook, J. (2016) Group Glue: The connective power of how simple questions lead to great conversations. Redinals Publishing LLC.”


To: Jennifer Diaz, HR Director

From: Vera Brown, Vice President

Date: August 22, 2019

Subject: The Need for A New Job Announcement for Managers at Biotech


Since its inception in 1922, Barney’s Apothecary now recognized around the world as Biotech Health and Life Products has had one mission: To develop products that are safe, effective, affordable and natural with the customer’s health always as the primary goal. At its core Biotech has been guided by the core values of: customer-centricity, innovation, knowledge, and sustainability. Without proper leadership throughout the organization these core values are threatened by the enemies of mediocrity and inefficiency. Why? Because at its very core, Biotech is made up of talented employees with the skills necessary to get the job done, but if proper leadership is lacking then Biotech will fail to harness the full potential of innovation and the strategic execution of organizational objectives. A recent survey of Biotech employees clearly shows an overwhelming lack of proper leadership in the areas of vision, communication, and connection with staff. This must change and there is a perfect opportunity to begin this change with the appointment of new management teams for Warehouse Operations in Dallas and Miami. It will be necessary to replace the existing job announcement with one that addresses the specific needs of Biotech today and attracts the best candidates.

The Existing Job Announcement Was Effective in the Past

The current job announcement was effective in the past because it addressed the basics of managerial leadership: supervision, organization and group performance (Malos, 2012, p. 418). This style of leadership was introduced by sociologist Max Weber in the early 1920s and later celebrated and expanded in the 1980s by Bernard Bass because it was straightforward and simple focusing on chain of command, performance, and adherence to policies and rules (Malos, 2012, p.418). When building its process and then expanding its territory and deliverables, Biotech has had a laser like focus on production quality, safety, and speed. The language of our current job announcement includes the processes of management such as distribution speed, packing, and shipping and those things are critical to warehouse operations, but Biotech is evolving and so must its leadership. Our current job announcement lacks crucial language concerning employee relations and this narrative needs to be expanded in order to fit the demand of our current focus and workforce.

The Leader of Today Will No Longer Fit the Definition Set Out in the Old Announcement

Biotech needs innovation, collaboration and the ability to attract retain skilled talent in order to reach its current objectives. In order to achieve this its leadership focus must expand from process only to include manager and employee relations. The current business environment is fast paced, and constantly adapting. The new job announcement must include language that calls for leaders to be relational, have shared vision, and be willing to facilitate change (Daft, 2010).

What Does a Biotech Leader Look Like Today?

Today’s Biotech leader inspires trust and confidence among their employees. Aldrin and Gayatri (2014) suggest that effective communication in three areas are necessary in order to win trust (p.361):

  • Offer a clear understanding of overall organizational business strategy
  • Offer a clear understanding of how each employee contributes to achieving overall organizational business strategy
  • Offer continual information on how both the organization and the employee are doing

Gandolfi and Stone (2017) offer a great guide to choosing incoming Biotech leaders in suggesting that these leaders possess five key attributes for effective leadership, and they are (p. 20):

  • They must be personal role models of desirable company behavior
  • They must have a shared vision that helps leaders and employees align themselves with organizational goals and values
  • They must be willing to challenge current processes to ensure that the way things have always been done is still the right way to do it.
  • They must empower employees to make decisions and then guide and follow up with them as necessary.
  • They must show genuine sincerity through encouragement and celebration of success


In conclusion, the new job announcement must reflect where Bitotech is today in its vision and workforce needs. It should include language that expands the leadership model from the simple executions of processes and reaching objectives and include language concerning managerial relations with employees. The language of our new job announcement must call on leaders to influence employees to maximize their efforts along with management to reach organizational goals.


Aldrin, A., & Gayatri, R. (2014). Leadership not a title or a position. International Journal of Current Research and Academic Review, 2(8), 356-366.

Daft, R. L. (2010). The Leadership Experience (5th ed.). Boston, MA: Cengage Learning.

Gandolfi, F., & Stone, S. (2017). The Emergence of Leadership Styles: A Clarified Categorization. Review of International Comparative Management, 18(1), 18-30. Retrieved from https://learn.umuc.edu/content/enforced/420958-001…

Malos, R. (2012). The Most Important Leadership Theories. Anale.”

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