Running Head: HEATING AND VENTILATION BUSINESS

Thelma Landeros
Instructor: Dr. Rebecca Lynch
Management Theory II– ORGL 4342
Week 4 Artifact Research
Heating and Ventilation Business
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ABSTRACT
I will discuss how available resources are going to be distributed and how employees are

going to be arranged to carry on with the organizational plan. This includes building teams in my

heating and ventilation business with a common purpose, and collaborate to achieve the mission

and vision within the industry. In this essay, I will explain the use of the Porter’s Five Forces

Analysis for organizing my company and what would these changes accomplish. I will continue

with my goal in keeping the Heating, Ventilation, Air Conditioning (HVAC) business strong,

using Total Quality Management tool, and how I will review the levels of employee engagement

with company.
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Organizing a business should include a solid foundation on meritocracy. According to

Annie McKee in her book Management a Focus on Leaders, a meritocracy is a system in which

people are granted power, responsibilities, and roles because of superior intellect, talent,

emotional intelligence, and other leadership competencies (McKee, Teams and Team Building:

How to Work Effectively with Others, 2014). My goal is to keep my business in heating and

ventilation well organized and strong by empowering my staff with a 3-year plan. Having the

goal as the central point, I will review the technological, environmental, and social changes that

have affected the company, improving it with ways to be organized, managed, and led. In the

first year, I will update to obtain the best warranties in new technology in heating and ventilation.

In the second year, I will be managing to promote productivity, and for the third year

empowering my staff. The graph shows the “how” in design process (Figure 1).

Figure 1. Strategy Design

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In the first year, my strategy within the Star Model, is to manage (short term) and lead

(long term) with the use of Porter’s Five Forces Analysis. Currently, my company includes the

following functional departmentalization and flat organizational structure (Figure 2). The

company team will consist of 14 staff members including the 2 President/Owners.

Figure 2. Functional Departmentalization and Flat Organizational Structure

Good leadership will include the business organization, and how the company will be

structured. With this in mind, I will update to new technology in heating and ventilation. This

means to review all local business competitor’s prices and suppliers in order to provide the best

service and lowest price in our community. Porter's Five-Forces Model is a strategy framework

that provides corporations with clear analysis of their competitive strategies. (Porter's Five-

Forces Model, 2016). This will review the strength of five distinct competitive forces, which

when taken together, determine long-term profitability and competition (Figure 3).
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Figure 3. Porter’s Five-Forces Analysis

The AC Company will need an approach to promote order and consistency for

productivity. Total Quality Managing is a tool that I will use to assist managing, being tactical

and hands-on. Most of the team has worked for my company for more than 3 years; this means

they are a well-established team. My employees are very committed to their work and are willing

to share leadership at any given task required. For example, TQM relies on the initiative and

insight of employees to solve problems and improve processes in the area with which they are

intimately familiar (McKee, Teams and Team Building: How to Work Effectively with Others,

2014).

Explaining the rules and regulations of each position through an individual strategic

mentoring role of each staff member can be done with the use of the Kaizen principle of TQM.
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The principal involves five elements (personal discipline, quality circles, teamwork, improved

morale, and suggestions for improvement) explained in (Figure 4).

Figure 4. Kaizen Approach

Empowering the staff is important, and I learned that everyone needs to be flexible for

changes. This means to nurture employees as equals. For instance, in a group of technicians the

first team member that follows the leader in unloading a trailer full of used AC units will make

the manager a leader in the process, because the rest of the team employees will follow as well.

This explains that by supporting their leaders (technicians or office staff), good followers create

an environment that is full of excitement and shared responsibility.

Usually, employee morale is associated with trust, faith in leadership, and belief in the

organizations’ mission and vision, resulting in a resonant organization. This means that the teams

should have an equal sense of eagerness and dedication to all company goals. I will review the

levels of employee commitment and engagement with the company by using the Barbara
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Kellerman’s Typology technique. This model can help us understand how to be an effective

follower that also includes what to be on guard against (McKee, Managing and Leading Today:

The New Rules, 2014). The next graph shows the method of Harvard Professor Barbara

Kellerman’s Typology Method (Figure 5).

Figure 5. Barbara Kellerman’s Typology

In conclusion, I will concentrate to empower my company’s team with a common

purpose, and collaborate to achieve the mission and vision within the industry. In the first year, I

will use the Porter’s Five Forces Model for organizing my company and what would these

changes accomplish. In the second year, I will use the TQM approach with the Kaizen tool to

achieve my goal in keeping the HVAC business strong, and for the third year I will use Barbara

Kellerman’s Typology method to review the levels of employee engagement with the company.
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References

McKee, A. (2014). Managing and Leading Today: The New Rules. In A. McKee, Management:
A Focus on Leaders Second Edition (p. 12). New Jersey: Pearson Education Inc.
McKee, A. (2014). Teams and Team Building: How to Work Effectively with Others. In A.
McKee, Management A Focus On Leaders Second Edition (p. 354). New Jersey: Pearson
Education, Inc.
McKee, A. (2014). Teams and Team Building: How to Work Effectively with Others. In A.
McKee, Management: A Focus On Leaders Second Edition (p. 356). New Jersey:
Pearson Education Inc.
Porter's Five-Forces Model. (2016). Retrieved from Encyclopedia of Management:
https://www.encyclopedia.com/management/encyclopedias-almanacs-transcripts-and-
maps/porters-five-forces-model