My Company
Sara James
BUS/322
April 18, 2012
Dr. Nicholas

Target Things is a mobile training and safety instruction company; it will utilize the DART Targeting System, a computerized range system incorporating the latest in technology and graphics. It is a 3-D range, which can be used for archery or other weapons type training. This convenient, compact and very affordable Dart digital shooting system comes in three portable cases that can be easily transported in a mid-sized vehicle. One case holds the electronic equipment, other firearms, and the third case holds the screen/frame. Target Things will specialize in the techniques needed to become proficient with all types of archery and firearm equipment. Also, we will become firearms and archery National certified safety instructors. The electronic equipment package is enclosed in a quick set-up console that sits on the floor. The system comes with your choice of two Dart modified firearms also, over 1000 wildlife scenarios. As a secondary specialty, we will also offer instruction in gun safety and proficiency and National Bow-hunter safety education course, which are required to hunt all big game animals in North Carolina and many other states with archery equipment.
Target Things is intended to be a one-stop mobile target range designed to meet the archery and firearms needs of the local community and beyond. It will specialize in personal and family instructional training for the archery and firearm enthusiast while at the same time providing a specialized training operation for use by the North Carolina Department of Game, Fish and Parks Service, schools, colleges and universities, wildlife organizations, and other local and state organizations. It is very important for customers’ wellness and well-being. We will be able to deliver this instruction through the use of the DART mobile training and practice system and the professional knowledge of our staff. There is also a child firearm weapons available for use and they would be available for hunter’s safety courses and firearms safety. This compact gun is just 30 inches in length and weighs a mere 2 pounds 4 ounces. The Cricket is ideal for young kids and can be easily handled by them. Hunter Education on the Dart Target System gives hunter education instructors an exciting new tool for archery and firearms education. Dart's Core Curriculum is available on all Dart Target Systems at Dart Dealers nationwide and on Dart Mobile Systems. Dart is committed to having the best and most realistic product on the market today. The Dart system is here to stay in the archery and firearms industry. However, in owning this type of business the CEO would have to establish key players within the company to institute characteristics that would impact organizational behavior that would benefit the business.
The key players within the company are the CEO, which is I, Tiffany Jackson, the CFO, Amanda Solar, and the COO, Macky Harris which set the leadership tone for the organization by developing a mission statement by which the company is operated. The company's mission is to, identify and develop visionary products employing interactive multimedia technologies that contribute to the growth and prosperity of the shooting sports industry. This mission statement also allows the key players to establish procedures and guidelines for everyone within the business to follow that will institute organizational behaviors throughout the business. The characteristics of the key players play a role in the success of the business. Some of those characteristics I am looking for in my key players are self-motivation that allows them to motivate themselves as well as the employees around them to get the job done. Motivation is a key factor in completing a job because without it one may not be interested or wiling to complete the job. Customer services is another key characteristic simply because in dealing with customers one needs to know how to keep the customers happy to retain customers and this will allow the business to grow. Integrity and trustworthiness will reduce the stress of who is working within the business. These characteristics within the leaders of the company will allow the employees to have an excellent model. Leadership is also a characteristic that the key players need to distribute since successful organizational performance relies on the proper behavior from managers that will in turn transform an employee from a worker completing tasks to a valuable team member. Leadership skills also will get managers and employees on the same page and focus on the original goals. These characteristics will allow the key players and the employees to be highly motivated.
Motivation is highly important in the key players and employees within the company. Of the many different types of motivation theories, I would like to highlight three that are of particular use. David Merrill and Roger Reid’s work on the four personal styles, David McClelland’s theory of motivation involving three basic needs: achievement, power, and affiliation, and Fredrick Herzberg’s work on money as a DE motivator at work. The starting point for all three different types of motivation theories is that they are built on the concept that intrinsic motivation is much stronger than extrinsic. In their theory on motivating different types of people, Merrill and Reid identify four personal styles: Driver, which prefers to control and tell, Expressive, which prefers to emote and tell, Amiable, which prefers to emote and ask, and Analytical, which prefers to control and ask. This theory helps employees to feel connected intrinsically with their work, structure their work so these personal style needs are met. McClelland’s motivation theory consists of three styles: achievement, power, and affiliation. This theory helps people to connect intrinsically with their work, structure their work so their major need is met and the McClelland theory relates with Merrill and Reid theory by the “Power” need correlates to the “Driver”; “Affiliation” to the “Amiable”. Frederick Herzberg proposed the Motivation-Hygiene Theory, also known as the two factor theory of job satisfaction. According to his theory, people are influenced by two sets of factors: motivator and hygiene factors. The hygiene factor creates an environment where people motivate themselves; you must adequately take care of the hygiene factors. If you don’t, demotivated employees will likely result. The key here is that “adequate” is enough; you don’t need an outstanding physical environment because it won’t increase employee motivation noticeably. In sum, the “hygiene factors” have a downside if not done well, but not much of an upside potential impact on employees, even if they’re done very well. Then, allow the “motivator factors” to work for you – these are the factors that have the real upside and can make a strong contribution to your results. These different types of motivation theories are simple in concept. What makes it hard is that all of the above mean building a healthy, vibrant work environment, and that work is as vulnerable as building any other effective relationship in your life. In analyzing these three theories, the Fredrick Herzberg motivation-hygiene theory would be the more interesting theory to use for my company in motivating the employees. Rewards programs also create motivation throughout the people within the business. Target Things wanted to reinforce the importance of the company culture, which is based on, “treat people as you would like to be treated”. Target Things believes that embedding this motto in their company culture will encourage employees to treat one another well and result in better business outcomes. Target Things designed the reward and recognition program to emphasize the importance of treating one another like “family”. The program includes the following components: Employee Birthday Parties—all employees are recognized on their birthday with a card and a gift selected through a vendor. Employee Appreciation Week—Employee recognition week includes family-friendly events such as free, family-oriented movie screenings, or AFLAC celebrations at an amusement park, nature facility, or petting zoo. Ongoing Recognition—throughout the year, employees who introduce innovative ideas or go above-and-beyond expectations are recognized with stock options, time off, or other gifts.
Target Things measures success through employee satisfaction surveys, and the company implements improvements based on employee feedback. Although no specific results are available, the company notes improvements in employee and customer satisfaction.

References http://www.amanet.org/training/seminars/Communicating-Up-Down-and-Across-the-Organization.aspx http://smallbusiness.chron.com/impact-leadership-organizational-performance-2970.html http://leadership.uoregon.edu/resources/exercises_tips/skills/leadership_characteristics humanresources.about.com/od/reward recognition/
http://edweb.sdsu.edu/people/arossett/pie/Interventions/incentivesrewards_2.htm