Gene 1 Problem Solution Paper

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Running head: GENE ONE SCENARIO SUMMARY-WEEK ONE

Gene One Scenario Summary-Week One
Mary A. Cornwell
MBA520
University of Phoenix
Transformational Leadership
Professor Rick Johnson
June 9, 2008

Introduction
The Gene One Scenario presents an interesting perspective on team building and the decision- making process of leadership when assembling an effective team. Through this learning tool, the dynamics of a robust team are explored. The following paper will explore this successful entrepreneurial endeavor that is poised for change. Gene One has devised a business plan to expand the company by becoming a publicly traded company. The management team must focus on organizational structure to bring about positive change that will enable the company growth. This paper will explore the current culture of Gene One, its leadership style and the external forces that will facilitate company’s growth.

Describe the situation. What is the situation? What challenges exist? What opportunities exist? How are the challenges and opportunities different at different levels in the organization?  Who are key stakeholders and what are their interests?

Gene One is a small biotech company that in the mid 1990s revolutionized.”…gene technology that eradicated disease in tomatoes and potatoes.”(Gene One Scenario, University of Phoenix, 2008) The team at Gene One fostering a”…...win-win situation helped Gene One grow to a $400 million company in just eight short years.” (Gene One Scenario, University of Phoenix, 2008) At Gene One the original start up team, consisted of 5 colleagues who collaborated to make the enterprise a success. Each team member brought to the company a unique strength: 1. Don Ruiz was “…a young entrepreneur…and creative force behind Gene One” (Gene One Scenario, University of Phoenix, 2008) 2. Michelle Houghton the CFO… “Michelle invested everything she had into Gene One and, as a result, feels a strong sense of ownership and emotional attachment to the company.” (Gene One Scenario, University of Phoenix, 2008) 3. Charles Jones the Marketing Officer, “self-confident and moral…he has no personal investment in Gene One, but his professional pride motivates him to work hard at defining products that will sell, and creating a Gene One brand image that is synonymous with technology innovation, future of America, potential for major economic returns, etc.” (Gene One Scenario, University of Phoenix, 2008) 4. Teri Robertson is the CTO… “..part of the original start-up team ….her doctoral research that led to the genetic breakthrough discovery that Gene One’s success is built on, and she holds a number of patents pertaining to it.” 5. Greg Thoman, CHRO, ‘…. Known for his "can do" attitude, Greg has staffed Gene One with talented researchers and innovative product developers.” (Gene One Scenario, University of Phoenix, 2008) The culture of Gene One is that all team members”… feels a strong sense of ownership…and each has …professional pride… that motivates …work hard.” (Gene One Scenario, University of Phoenix, 2008) “Organizational culture tends to be the larger shared goals and vision for a company, but that doesn't make it the end all, be all. Within the larger organizational culture will be many smaller sub-cultures that are still dedicated to the larger picture, but have their own system of operating and working to be more efficient in their task, and their part of the larger picture. “(http://www.organizationalculture101.com/, 2008) The challenge before this team is to help bring Gene One into the next phase of its growth. “Gene One is going public within the next three years. The time seems right, but the company needs IPO capital for new development, advertisement, and marketing if it is to remain successful.” (Gene One Scenario, University of Phoenix, 2008)

State the opportunity or challenge as a problem that has many potential solutions. What is the...
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