Leadership Strategies for Business Growth: Dish Network Case

This report examines the leadership challenges faced by Dish Network, focusing on issues such as lack of technical knowledge, communication gaps between management levels, and inefficient resource management. The analysis proposes strategies to address these problems, including outsourcing for skill development, on-the-job training, and automation to bridge technical skill gaps. The report also explores strategies to improve communication through problem identification, employee training, and open communication policies. Furthermore, it addresses resource management through resource planning, financial reporting, and resource breakdown structures. The report concludes with a discussion on creating a new organizational vision, emphasizing employee engagement and overcoming barriers to change to foster innovation and improve business performance. The study uses a case study approach to analyze the issues and solutions implemented by Dish Network.

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LEADERSHIP IN BUSINESS
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Introduction
As organizations diversify just like the Dish Network, the workplace problems intensify.
Business owners and managers usually encounter one or more potential levels of conflict;
employee, team or organizational wide issues. The underlying bases of these problems are the
absence of open, smooth communications or the adoption of wrong organizational structure.
Lack of technical knowledge is a major problem facing Dish Network Company. The
competitors of this company have made considerable steps in the advancement and innovation of
new operational ideas. Dish Network Company on the other hand has remained stagnant in its
innovation and as a result facing unfavorable competition. The operational team has come up
with some approaches to overcome the problem1.
Outsourcing
Dish Network has considered the paybacks of partnering with the external experts. This
will be a great opportunity for the company to cultivate the missing skills quickly. The outside
experts will provide wide training in the skills needed by the company2. Whatever the skill
required in Dish Network Company, there will be an outside expert purposely to provide the
support and professional training in the field. Financially, this strategy will be an attractive
choice for the company as it comes without overhead expenses.
On the job training
Dish Network Company is set to showing its employees how to carry out certain
operations by being directly supported by outsourced experts as they carry out their daily routine.

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Through this strategy, an employee will not be given the broad and general idea of the company
but the specific and relevant information concerning his/her roles to the finest details2.
Automation
There are some fully depreciated legacy devices that have performed roles related to Dish
Network Company operations in the market. Dish Network company has recognized that
automation will be a straightforward solution to this problem of Lack of technical knowledge.
The company will automate in order to bridge the gap of the inadequate skills. In addition to
bridging the gap of technical skills, this strategy will provide opportunities to increase company
productivity and efficiency while relieving the pressure due to few employees1.
Due to this lack of technical knowledge in Dish Network Company, the company is
likely to face High attrition rate threat. The competitors of Dish Company are likely to entice the
available trained staffs within the company who are likely to leave considering that the company
is not providing enough opportunity for them to nature their skills. To manage the threat, the
operational team began the on job training which will encourage the new employees to join the
technical team2.
Secondly, Dish Network Company has suffered communication gaps between the lower
and the higher management. As a result, there have been confusion, indecisive actions and
misaligned priorities within the company. Some of these gaps are technological in nature hence
requiring upgrades in the company devices whereas the others are as a result of personality
differences. Whatever the reason, bridging these gaps has been the company’s goal. To
overcome this gap, the company has initiated some strategies to rectify the problems2.
Identification of communication problems

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The operations team will assess the worker or device responsible for the communication
breakdown. Evaluate the interpersonal relationships existing between different levels of the
company management and the competence of office devices. For every communication
complaint received, the team will immediately speck possible problems2. For instance, a
subordinate staff complaining on not receiving an email on time, the sender will be required to
forward the mail to reveal date and time it was sent. A quick survey will then be carried out to
know the cause of the problem and the scope of it.
Training employees on decent communication methods
In a case where the gap is related to cultural sensitivity issues, the operations team will be
holding training sessions for new technological devices and host cross-cultural exercises.
Feedback in this process will be required to adequately assist employees with transitioning to the
new systems2.
Open communication
The company will facilitate open communication through an open door policy whereby
the employees will be permitted to air out their grievances without retribution. As a result, the
reasons behind the existing communication gaps will be realized and the necessary actions taken
to bridge them1.
Communication gaps will lead to a threat of employee’s negative approach towards the
company. It’s worth to note that nothing can harm an organization so much than employees’
unfaithfulness. This is because these employees won’t contribute much towards the company
overall productivity. In order to manage the risk, operational team decided to frequently hold

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employees meetings to which will involve both the lower and upper management to air their
views in regard to communication effectiveness within the organization1.
Thirdly, Dish Network Company has undergone inefficient management of resources. As
a result, the cost of running the organization operations has gone up leading to reduced profits.
There is hence a need to utilize the available company resources for a better performance.
Among the crucial elements to manage the company resources, the operation team came up with
the following strategy2.
Resource planning
Before any company project is commissioned, a resource plan will have to be tabled
down. The plan will contain all the aspects of such a project from the start to the end that pertain
to the resources needed. This will avoid over- allocation of resources to any project1.
Financial reports production
The company will establish proper planning to manage its financial resources. For
instance, the budgets will be established, funding gaps identified and the costs of projects trailed
and documented in every step. As a result, the company will be in a position to allocate resources
to the resilience operations while the rest be invested to improve the organization’s revenue2.
Resource breakdown structure
Resources required to complete a certain project will be broken down in an hierarchy.
The project therefore won’t be managed at the same level in the hierarchy. This distribution of
roles will bring about transparency in the way resources are used1.

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This problem poses a threat of lack of funds in the company. Considering that financial
stability is of much importance in any company, a situation where this company will be unable to
pay its workers and meet its daily expenses should be avoided at any cost. The operational team
came up with resource planning strategy in order to manage threat2.
The new organization vision
To be a global and dynamic company of excellence in Technology and Innovation,
providing the best direct broadcasting services in the world
Strategy to create the vision
The operational team will evaluate the new technology and make changes on the outdated
technological fields within the company. Encouraging innovation within the company will be the
next step before drafting the vision. This will entail giving the employees the necessary tools,
redefining metrics and incentives and empowering the champion ideas to push back against the
bouncers2.
The company employees will play a crucial role in drafting the vision. This will be done
by providing them with some written questionnaires in regard to both technology and innovation
requirements of the company. The employees will fill the questionnaire and hand over to the
operational team. The questionnaire will be used to analyze the vision before documentation2.

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Evidence of employee engagement
Private and Confidential
Employee job group……………………….
Question Remarks
What are some of the technological approaches
you recommend for changes in Dish Network
company?
Propose are the changes you would like to see
in the fields you have proposed above?
Innovation being one of the key determinants
of the company success in the market is
lagging behind in this company, what do you
think is the reason behind?
Suggest an approach to which the company
should undertake to ensure that the pace has
been reestablished?
Overcoming barriers to change
Overcoming barriers to change in any company just like the Dish Network will always be
difficulty. The company will use the basic strategies of employee involvement, communication
and negotiation to help improve the acceptance of its major changes in the technology and
innovation2.

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Bibliography
1. Xenikou, Kelly and Simosi, organizational culture and transformational leadership as
predictors of business performance (Managerial psychology, 2012)
2. Young, Simon and Sarah Murray, ‘Business Leadership? The moral leadership in
business management Review in Australia’ (2013) 11 (2) oxford university
commonwealth law journal 117