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4-3 Journal: Organizational Culture and Leadership
Managing/Leading In Business (BUS-210)
Southern New Hampshire University
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Business 210 Module Four Journal I previously worked at a for a franchise company doing business as a big-name furniture store. Their mission and vision statement were the same “Make Life Moments Matter”. Daily I saw management push the sales team to ensure the customer had every piece of furniture they needed to complete the room they came in to furnish as well as attempt to furnish any adjacent rooms. There were sales meetings at the beginning of every shift to insure everyone on the sales team knew what promotion was available to use. There was also usually a manager available to give a manager discount if needed to close the deal. Managers took turns being solely available to assist the sales team members throughout the day. Every sales team member was trained on credit card applications and how best to get a customer approved and encouraged to help new people learn the process. The organization values making a house a home through the moments we share in it. Chances are most of those moments happen around a piece of furniture be it a couch or the kitchen table.
The impact of culture and leadership on the employees were that everyone was expected to be informed about the current sales and promotions as well as how to present it to our customers. For example, if I ever went up to someone and asked “Hey, what promotion are we running today?” they would typically respond “didn’t you go to the sales meeting?”. Also, when pulling a manager in to close a sale they would ask “What have you already offered them?”. You are expected to know exactly what promotion was available to offer and what the manager might need to offer to close the sale. These questions perfectly aligned with the culture the organization promotes, because each sales team member is expected to know what promotion can be offered every single day. They informed us that the more time we take away from our customer the more likely they are to change their mind about an item they want or the more likely we are to miss buying queues of things they like but are unsure if it is worth the purchase. Knowing what was available immediately when a customer ask made us look more professional and kept us from walking away to find out. I think being a democratic leader with an open personality according to the Big Five Personality Trait quiz and Leadership style quiz (Soomo Learning, 2020), helps me in this organization’s culture because through speaking with my customer and using my open personality to learn about them and ask question about what want to accomplish in the room; while knowing the sales available I could assess what was needed to close a sale. When bringing a manager into the process. I could quickly give a rundown of what I offered, hear
feedback from the manager about what they think they might need to do to close the sale and either agree or disagree base on reasons I learn from the customer through conversation. This streamed lined the process and ensured the manager would spend as little time as possible with my customers, so they were available to help another sales team member if needed.
4-3 Journal: Organizational Culture and Leadership
Course: Managing/Leading In Business (BUS-210)
University: Southern New Hampshire University
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