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CLC PROJECT: SOUTHWEST TRANSIT
CLC Project: Southwest Transit
Grand Canyon University: MGT 605
CLC Project: Southwest Transit
In 2005, a small airline with the goal of affordable and “on-the-hour-flights” became
known as Southwest Transit. Southwest Transit has evolved into a company with a broader
target market, which grew quicker than planned as its popularity grew. Southwest’s competitor
held a campaign that threatened to hinder the company's success.
With a limited time frame and a small budget, Southwest Transit is now forced to
implement a marketing strategy to counteract the competitor’s efforts. Managers across different
aspects of the company have decided to form a group that will carry out this critical task. By
evaluating each candidate by their characteristics, strengths, and weaknesses, our group chose
Natalie, Elizabeth, Katelyn, Susan, William, and Bob for the Southwest Transit Project. We
, 3
CLC PROJECT: SOUTHWEST TRANSIT
believe this group forms a diverse and capable team and that their qualities complement each
other to achieve the project’s goal.
The members listed previously were chosen based on characteristics critical for the
project’s nature and can be motivated to carry out this task effectively. Those who were
unmotivated by some aspects of the project, such as unpaid overtime, time limit, and low budget,
did not qualify as they were not a proper person-job fit (Griffin, Phillips, & Gully, 2020).
Members not considered for this project were also believed to most likely hinder the group’s
performance if allowed to collaborate. As attitudes are impactful to perform tasks, those who
exhibit poor perspectives towards the company, lack of commitment, may create conflict, or fall
short with expectations were also not considered (Griffin et al., 2020). For this group to succeed,
we wanted to be mindful to select those who will develop this into a team with a higher purpose
using their different attributes (Wienclaw, 2019).
As leadership, we formed this group of employees that have different traits that serve the
project. Natalie is a natural leader and competitive. We foresee her being able to develop her
talents through this opportunity. Elizabeth is a leader as well; however, she is empathetic and
comfortable in a team environment, which will mediate any conflicts positively based on how
she is perceived as a leader due to her high emotional intelligence (Koyuncu, 2020). Katelyn, on
the other hand, is one to strive for perfection and works well under pressure. She will be
beneficial when it comes to smaller details that need to be considered within the short timeframe
given.
Bob is eager to volunteer and help others; additionally, he has been in the company since
the beginning and is of great value to this project due to his time and experience. Susan is
creative and outgoing and will easily complement the task’s objectives as she may have
CLC PROJECT: SOUTHWEST TRANSIT
CLC Project: Southwest Transit
Grand Canyon University: MGT 605
CLC Project: Southwest Transit
In 2005, a small airline with the goal of affordable and “on-the-hour-flights” became
known as Southwest Transit. Southwest Transit has evolved into a company with a broader
target market, which grew quicker than planned as its popularity grew. Southwest’s competitor
held a campaign that threatened to hinder the company's success.
With a limited time frame and a small budget, Southwest Transit is now forced to
implement a marketing strategy to counteract the competitor’s efforts. Managers across different
aspects of the company have decided to form a group that will carry out this critical task. By
evaluating each candidate by their characteristics, strengths, and weaknesses, our group chose
Natalie, Elizabeth, Katelyn, Susan, William, and Bob for the Southwest Transit Project. We
, 3
CLC PROJECT: SOUTHWEST TRANSIT
believe this group forms a diverse and capable team and that their qualities complement each
other to achieve the project’s goal.
The members listed previously were chosen based on characteristics critical for the
project’s nature and can be motivated to carry out this task effectively. Those who were
unmotivated by some aspects of the project, such as unpaid overtime, time limit, and low budget,
did not qualify as they were not a proper person-job fit (Griffin, Phillips, & Gully, 2020).
Members not considered for this project were also believed to most likely hinder the group’s
performance if allowed to collaborate. As attitudes are impactful to perform tasks, those who
exhibit poor perspectives towards the company, lack of commitment, may create conflict, or fall
short with expectations were also not considered (Griffin et al., 2020). For this group to succeed,
we wanted to be mindful to select those who will develop this into a team with a higher purpose
using their different attributes (Wienclaw, 2019).
As leadership, we formed this group of employees that have different traits that serve the
project. Natalie is a natural leader and competitive. We foresee her being able to develop her
talents through this opportunity. Elizabeth is a leader as well; however, she is empathetic and
comfortable in a team environment, which will mediate any conflicts positively based on how
she is perceived as a leader due to her high emotional intelligence (Koyuncu, 2020). Katelyn, on
the other hand, is one to strive for perfection and works well under pressure. She will be
beneficial when it comes to smaller details that need to be considered within the short timeframe
given.
Bob is eager to volunteer and help others; additionally, he has been in the company since
the beginning and is of great value to this project due to his time and experience. Susan is
creative and outgoing and will easily complement the task’s objectives as she may have
