A good leader has to pertain all the desired qualities to rule people. These qualities act as the driving machine in making any effective decision. The rate of growth of any organization depends on the kind of leadership practiced. A weak innovative and creative leadership leads to stunted or closure of an organization (Abernathy, & Utterback, 2013). Change in time is always a factor to consider as it determines the behavioral change of the customer. The pet companies face challenges in marketing their products which, in turn, results in the closure of the business. To ensure the growth of the pet companies is maintained, there are various ideas that play a vital part and the management team has to consider them. These ideas include:
It is very important for any company when it comes to empowering the employees with the responsibilities of making decision on their own. This encourages the employees in making urgent decisions as they can trust in themselves. According to ADRI (2011), rewarding the employees after making a good decision encourages the employees to be more creative. The employees think as if they own the company and they are, therefore, able to come out with more productive innovations (Byrne, 2012).
Since every employee is tasked with thinking like an owner, their decision should not be ignored by the authority. The authority can ask the employees about the ideas for more clarification which are vital for the growth of the company (Burns, 2008). The authority is, therefore, able to understand the thinking of their employees and through their responses, the company can benefit from the best ideas as the employees feel open to sharing ideas. These ideas enable learning opportunity, the management team, on the other hand, able to fuel creativity and productivity to the employees (Howell & Higgins, 2013).
As a manager, one should try to avoid unnecessary policies and bloated bureaucracy as it stifles the creativity of employees (Weichbrodt, 2015). Minimizing the strictness offers the employees more freedom and entrepreneurial spirit to be more creative for the overall success of the company. Most of the strict managers to their employees end up missing some of the creative and innovative opinions which could play a vital part in the growth of the company.
According to Lazear (2014), it is not coincident that the startup environment attracts the aspiring entrepreneurs. These entrepreneurs tend to admire gaining of new experience and in most cases; they are more able to see the new opportunities in the market. For the companies facing the challenges of stunted growth, the managers should, therefore, employ the aspiring entrepreneurs and empower them with the freedom to flex their entrepreneurship muscles to the company (Pinchot, 2015). These business visionaries have a tendency to respect picking up of new experience and much of the time, they are more ready to see the new open doors in the market. For the organizations confronting the difficulties of hindered development, the directors should, along these lines, utilize the trying business visionaries and engage them with the opportunity to utilize their enterprise muscles to the organization (Zhao, 2015). In a portion of the cases, these dangers flop however one should realize that disappointment is a piece of the business and it energizes imagination. A supervisor should demonstrate the workers that disappointment is a piece of life and they ought not to feel embarrassed about disappointment as it happens once(Heywood, De Smet & Allen Webb, 2014). Achievement is accomplished through disappointment and subsequently on account of this; the workers feel more propelled.
The company has failed in dealing with the heavy competition and high level of sales decline. The failure is brought about by loss of the entrepreneurship spirit. Innovation of new products is not emphasized due to lack of entrepreneurship spirits in the company (Byrne, 2012). The company is not such profitable as expected. The sale is very low caused by low level of innovation in production within the company. The past performance of the company is outdated. The processes carried out in 20 years are the same practiced in the company even today. This is the reason as to why the company is not making any step towards innovation bringing bring failure of the company.
According to Franken, Edwards, & Lambert (2009), a good leader is one who leads by example, take few risks and use such risk to materialize. In some of the cases, these risks fail but one should know that failure is part of the business and it encourages creativity. A manager should show the employees that failure is part of life and they should not feel ashamed of failure as it happens once. Success is achieved through failure and therefore with this in mind, the employees feel more motivated.
Rich in these ideas, the managers are able to encourage their employees who are the key factors in the growth of any organization (Oden, 2017). Most of the failing organizations fail to understand the importance of various ideas which are vital for any management to succeed. The managers should, therefore, ensure they understand the needs of their employees and what is good for them.
Conclusion
The rate of development of any association relies upon the sort of authority. Change in time is dependably a factor to consider as it decides the social difference in the client. The pet organizations confront challenges in showcasing their items which, thusly, results in the conclusion of the business. To guarantee the development of the pet organizations is kept up, there are different thoughts that have an indispensable influence and the administration group needs to think about them. The representatives think as though they possess the organization and they are, in this way, ready to turn out with more profitable developments. Since each representative is entrusted with intuition like a proprietor, their choice ought not be overlooked by the expert. The expert can approach the workers about the thoughts for more illumination which are imperative for the development of the organization. The specialist is, consequently, ready to comprehend the reasoning of their workers and through their reactions, the organization can profit by the best thoughts as the representatives feel open to sharing thoughts. As a management staff, one should endeavor to stay away from pointless approaches and enlarged organization as it smothers the innovativeness of workers. Limiting the strictness offers the workers more opportunity and entrepreneurial soul to be more inventive for the general achievement of the organization. The vast majority of the strict administrators to their workers wind up missing a portion of the inventive and creative suppositions which could have an indispensable influence in the development of the organization. it isn’t incidental that the startup condition pulls in the yearning business people.
References
Abernathy, W. J., & Utterback, J. M. (2013). Patterns of industrial innovation. Technology review, 80(7), 40-47.
ADRI, G. (2011). Empowerment FOR THE bottom line. Industrial Management, 53(3).
Burns, P. (2008). Corporate entrepreneurship: Building an entrepreneurial organization. Palgrave Macmillan.
Byrne, J. A. (2012). The 12 Greatest Entrepreneurs of Our Time-and What You Can Learn From Them. Fortune, 165(5), 68-+.
Franken, A., Edwards, C., & Lambert, R. (2009). Executing strategic change: Understanding the critical management elements that lead to success. California Management Review, 51(3), 49-73.
Heywood, S., De Smet, A., & Allen Webb, A. (2014). Tom Peters on Leading the 21st-Century Organization. McKinsey Quarterly.
Howell, J. M., & Higgins, C. A. (2013). Champions of technological innovation. Administrative science quarterly, 317-341.
Lazear, E. P. (2014). Balanced skills and entrepreneurship. American Economic Review, 94(2), 208-211.
Oden, H. W. (2017). Managing corporate culture, innovation, and intrapreneurship. Praeger Pub Text.
Pinchot III, G. (2015). Intrapreneuring: Why you don’t have to leave the corporation to become an entrepreneur.
Weichbrodt, J. (2015). Safety rules as instruments for organizational control, coordination and knowledge: implications for rules management. Safety science, 80, 221-232.
Zhao, F. (2015). Exploring the synergy between entrepreneurship and innovation. International Journal of Entrepreneurial Behavior & Research, 11(1), 25-41.
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