Report on Strategic Management Complex Issues at Connetics Company, NZ

This report examines the complex strategic management issues faced by Connetics, a New Zealand-based company. It highlights the challenges of poor leadership and lack of adequately trained personnel. The report proposes the use of group process tools, such as video conferencing and project management tools, to foster collaboration and address these issues. It also recommends analytical methods, including problem definition, hypothesis formulation, and fact collection, to facilitate problem-solving. The report further demonstrates how these tools and methods can be applied to address specific strategic management challenges. Finally, the report provides evidence of professional, ethical, social, and cultural behaviors demonstrated in leading collaborative group processes within the workplace, referencing relevant literature to support its findings.

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Running head: FACILITATIVE MANAGEMENT OPERATIONS
Dealing with different Facilitative Management Operations in New Zealand based company
Name
Institution
Author’s Note

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FACILITATIVE MANAGEMENT OPERATIONS
Complex issues experienced in Strategic Management within Connectics Company
A workplace is one of the most diverse environments that consist of people originating
from different backgrounds (Weber, DiRenzo & Shipper, 2016). Moreover, every workplace is
known to be facing quite some challenges that generally come about as a result of various
factors. Within the boundaries of my workplace environment that is majorly known as connetics
carrying out various operations in New Zealand, there are quite some strategic management
complex issues that have always emerged as a result of various circumstances. One of the
significant vital management complex issues is the problem dealing with leadership; there have
been poor leadership strategies that are implemented by the top management officials thereby
leading to the emergence of poor management conditions (Floyd, Hoogland & Smith, 2016).
Also, poor leadership has hindered quite some operations from taking place smoothly within the
boundaries of the organization thus making all the employees feel discouraged in their respective
work environments. Once all the employees are not satisfied with the management team of the
organization, there are higher chances that the entire organization will fail to meet most of its
future goals (Tyler, Dymock& Henderson, 2016). Another complex issue that the organization is
facing is the lack of adequately trained personnel. There are no professionals to carry out
efficient operations within the organization and be able to offer some appropriate
recommendations whenever there is the need to do so; this has, therefore, made the whole
organization to stay behind when it comes to quite some development issues.
Implementation of different types of group process tools together with techniques
Effective group collaboration is among the crucial parameters that are usually required for the
progress of any given group (Campbell & Evans, 2016). This is just because it is capable of
solving quite some issues by engaging every member of the group and even giving them an easy

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time for them to present their grievances. One of the best and efficient group process tools that
will bring the desired outcome within any given group is creating a video conferencing meeting
that will bring together every member of the group irrespective of his or her background, age,
gender and even culture (Khany & Tazik, 2016). Through the use of this tool, the group
members will be able to collaborate effectively and also share quite some ideas among
themselves thus solving some of the problems that might be existing among them (Fischer, Van
Reemst & De Jong, 2016). On the other hand, another group process tool that will actively
support an active collaboration of a given group is the implementation of project management
tools that are usually critical that can coordinate appropriately most so when quite some task
progress cannot be monitored among the groups.
Types of analytical methods that are recommended to facilitate problem-solving techniques
of a particular group together with their consensus
Appropriate analytical methods are always necessary most so when it comes to problem-solving
situations (Grant, 2016). The plans should, therefore, be adequately analyzed without making
any assumptions. The following are some of the analytical techniques to facilitate the problem
solving of any given group;
 The proper definition of the problem- A problem is always detected when a given
employee can observe certain forms of discrepancies about how things are currently
managed and how they ought to be carried out in the future. When a problem is clearly
defined, a given group will have a full understanding of what needs to be done to attain
most of the targeted goals (Garnett, Abraham &Abraham, 2016).

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 Proper hypothesis formulation-When there is an appropriate implementation of
hypothesis among a particular group of individuals within a given work environment,
they will be able to understand certain situations by having a clear definition of what is
required to attain a given outcome. As a result of the analysis process, the consensus of
the group will be adequately addressed.
 Proper collection of various facts- This is one of the most adequate and reliable forms of
proven analytical technique since it collects quite some events that are happening within
a given work environment. After the collection of the games, every point is correctly
analyzed by the entire members of the group thus giving them an opportunity to solve all
their existing problems more logically.
Application of different types of group process tools together with analytical methods
with the aim of solving various complex issues experienced in strategic management
In the form of the group mentioned above process tools, the use of video conferencing can be
used by members of a given group to solve poor management issues within their
organization. This will be done by providing every member of the group an opportunity to
present their ideas about the poor leadership strategies and how best they want it to be
solved. At the same time, the proven forms of analytical methods can be used in addressing
complex issues in strategic management by accurately defining a particular problem of
inadequate personnel who are capable of carrying out various operations. Once the problem
is identified, appropriate solutions for employing experienced staff will then be implemented
with immediate effect.

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Evidence of how various aspects were demonstrated in leading all the collaborative
group processes within the entire workplace
Professional behavior-I was able to show professional behavior by providing a solution that
is relevant to my area of study. The second evidence is that I was able to raise concerns
regarding various professions and how the rights of people in those professions should be
obeyed.
Ethical behavior-One of the first evidence regarding how I demonstrated ethical behavior in
leading a collaborative group process is to provide ethically reliable solutions geared towards
bringing change. The other evidence is that I was able to treat everyone equally without any
discrimination thus having a better understanding of them.
Social behavior-Through social behavior, I was able to freely interact with people
originating from different backgrounds in leading the collaborative group processes. The
second evidence is that I demonstrated social behavior by exchanging various important
ideas by different people during the collaborative group processes.
Cultural behavior- I was able to demonstrate appropriate cultural behavior by maintaining a
conventional mode of dressing throughout the entire collaborative group processes. The
second evidence is that I was able to honor the culture of every individual who attended the
group processes without showing any form of discrimination.

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References
Campbell, P., & Evans, P. (2016). Reciprocal benefits, legacy, and risk: Applying Ellinger and
Bostrom’s model of line manager role identity as facilitators of learning. European
Journal of Training and Development, 40(2), 74-89.
Floyd, T. M., Hoogland, C. E., & Smith, R. H. (2016). The role of leaders in managing envy and
its consequences for competition in organizations. In Leadership lessons from
compelling contexts, 55(2), 178-210.
Fischer, T., Van Reemst, L., & De Jong, J. (2016). Workplace aggression toward local
government employees: target characteristics. International Journal of Public Sector
Management, 29(1), 30-53.
Garnett, J., Abraham, S., & Abraham, P. (2016). Using work-based and work-applied learning to
enhance the intellectual capital of organisations. Journal of Work-Applied Management,
8(1), 56-64.
Grant, A. M. (2016). What can Sydney tell us about coaching? Research with implications for
practice from down under. Consulting Psychology Journal: Practice and Research,
68(2), 105.

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Khany, R., & Tazik, K. (2016). On the relationship between psychological empowerment, trust,
and Iranian EFL teachers’ job satisfaction: The case of secondary school teachers.
Journal of Career Assessment, 24(1), 112-129.
Tyler, M., Dymock, D., & Henderson, A. (2016). The critical role of workplace managers in
continuing education and training. Strategies in Supporting Learning Across
Working,25(1), 90-139.
Weber, C. H., DiRenzo, M. S., & Shipper, F. M. (2016). A holistic view of employee coaching:
Longitudinal investigation of the impact of facilitative and pressure-based coaching on
team effectiveness. The Journal of Applied Behavioral Science, 52(2), 187-214.