Due 1/10/21
· Student CLC team Elizabeth Ilagan & (Lashawn Tubman): Motivation and Behavior Management Strategies Content Section of Essay
* Identify the diverse factors that may drive the behavior of the selected team members, what specific motivation theories and strategies will the management team use to motivate this particular team of individuals? Why do you think they will work? What motivational strategies does the management team think would be ineffective for this team? Why? Provide citations to strengthen your claims. Provide 1 scholarly source.
Southwest Transit Company Profile
Southwest Transit began as a small, charter airline in 2005. Its initial vision was providing affordable, on-the-hour flights from California-based airports to its three adjacent states: Arizona, Nevada, and Oregon. Southwest Transit saw the need for affordable and convenient flights out of California was high enough to sustain a business. The company began its success using smaller commuter planes to transport customers to surrounding airports. There was no flight longer than two hours and there was minimal service during the flight. The company’s mission was customer-focused. They wanted to provide an opportunity for companies to fly their employees at an affordable rate and whole families to travel affordably.
Southwest Transit tripled in size after its first year. Growing demand required the addition of flights, employees, and larger airplanes. The founders of the company re-evaluated the vision and future of Southwest Transit. They were determined to maintain an emphasis on convenient, affordable flights and keep their focus on customer needs. This strategy proved successful. The company has established itself as a dominant regional competitor. They have over 10,000 employees and continue to see growth in their future.
Most employees at Southwest Transit rave about the company and appreciate its friendly and employee-centered culture. The company’s leadership cares about its employees and makes every effort to provide them with satisfactory benefits. Most employees are enthusiastic about the impact they make on customers, their salaries and benefits, and the advancement opportunities the company provides. They feel valued and respected. One major complaint a majority of the employees have is the turn-around demand. Employees are given very little time and support to complete a project. There is just too much work to be done. Most employees are successful under pressure but would appreciate an environment that provides adequate time to complete projects productively.
Southwest Transit Marketing Project
As a manager in the marketing department, you have been handed a last-minute project and need to work with the other managers to develop a team that can complete the project swiftly and flawlessly. Failure is not an option. Southwest Transit’s biggest competitor just released 50 new flight plans at highly competitive fares. This has caused a significant decrease in sales for Southwest Transit. The marketing team has been given the task to develop a marketing strategy to drive up sales. Southwest Transit was planning a release celebration for their new Boeing-747 in six weeks. The CEO demanded a new marketing campaign that will be introduced to the public simultaneously with the new aircraft. This task will require the team to collaborate effectively in a short timeframe. The ultimate goal is to develop a marketing strategy that will keep customers loyal to Southwest Transit.
You and the other managers must develop a team that is prepared to work under demanding conditions. There is a significant time crunch. Employees are already overburdened by their daily tasks. Staffing has not kept pace with the recent growth of the company. Many employees are relatively new and are not yet fully trained in all aspects of their jobs. While leadership is empathetic to the demands placed on employees, the simple fact is that additional staffing is not an option at this time and the work must get done to support the ongoing success of the company. Southwest Transit was hopeful the introduction of the new jet would be significant enough publicity to boost sales, but they were caught off-guard by the competition’s recent move and now the company is much more uncertain.
This project is critical for the future of the company. The company is at risk of laying-off hundreds of employees. With the release celebration for the new jet only six weeks away, employees need to be prepared to put in significant amounts of unpaid overtime to complete the project before the deadline. The project budget is adequate but could fall short considering the impressive results the company is hoping to achieve. This assignment requires a team that can work together for the good of the company and produce the needed results. Southwest Transit employees are counting on this team to drive up sales and reestablish the company’s market dominance.
© 2020. Grand Canyon University. All Rights Reserved.
© 2020. Grand Canyon University. All Rights Reserved.
© 20
20
. Grand Canyon University. All Rights Reserved.
Southwest Transit
Company Profile
Southwest Transit
began as a small, charter airline in 2005. Its initial vision was providing affordable, on
–
the
–
hour flights from California
–
based airport
s to its three adjacent states
:
Arizona, Nevada, and Oregon.
Southwest Transit
saw the need for affordable and convenient flights out of California was high enough
to sustain a business. The company began its success using smaller commuter planes to transport
customers to surrounding air
ports. There was no flight longer than two hours and there was minimal
service during the flight. The company’s mission was customer
–
focused. They wanted to provide an
opportunity for companies to fly their employees at an affordable rate and whole familie
s to travel
affordably.
Southwest Transit
tripled in size
a
fter
its
first year
. Growing demand required the addition of flights,
employees, and larger airplanes. The founders of the company re
–
evaluated the vision and future of
Southwest Transit
. They wer
e determined to maintain an emphasis on convenient, affordable flights and
keep their focus on customer needs. This strategy proved successful. The company has established itself
as a dominant regional competitor. They have over 10,000 employees and contin
ue to see growth in
their future.
Most employees at
Southwest Transit
rave about
the company and appreciate its friendly and
employee
–
centered culture. The
company’s
leadership cares about its
employees and makes every
effor
t to provide them with satisfactory benefits. Most e
mployees are enthusiastic about the impact
they make on customers, the
ir
salaries and benefits, and the
advancement
opportunitie
s the company
provides. They feel
valued and
respected. One major complaint a majority of the employees have is the
turn
–
around demand. Employees are given very little time and support to complete a project. There is
just too much work to be done. Most employees are successful under pressure but wou
ld appreciate an
environment that provides adequate time to complete projects productively.
Southwest Transit
Marketing Project
As a manager in the marketing department, you have been handed a last
–
minute project and need to
work with the other managers t
o develop a team that can complete
the
project swiftly and flawlessly.
Failure is not an option.
Southwest Transit
’s
biggest competitor just released 50 new flight plans at
highly competitive fares. This has caused a significant decrease in sales for
Southwest Transit
. The
marketing team has been given the task to develop a marketing strategy to drive up sales.
Southwest
Transit
was planning a release celebration for their new Boeing
–
747 in six weeks. The CEO demanded a
new marketing campaign that will be introduced to the public simultaneously with the new aircraft. This
task will require the team to collaborate effectiv
ely in a short timeframe. The ultimate goal is to develop
a marketing strategy that will keep customers loyal to
Southwest Transit
.
© 2020. Grand Canyon University. All Rights Reserved.
Southwest Transit Company Profile
Southwest Transit began as a small, charter airline in 2005. Its initial vision was providing affordable, on-
the-hour flights from California-based airports to its three adjacent states: Arizona, Nevada, and Oregon.
Southwest Transit saw the need for affordable and convenient flights out of California was high enough
to sustain a business. The company began its success using smaller commuter planes to transport
customers to surrounding airports. There was no flight longer than two hours and there was minimal
service during the flight. The company’s mission was customer-focused. They wanted to provide an
opportunity for companies to fly their employees at an affordable rate and whole families to travel
affordably.
Southwest Transit tripled in size after its first year. Growing demand required the addition of flights,
employees, and larger airplanes. The founders of the company re-evaluated the vision and future of
Southwest Transit. They were determined to maintain an emphasis on convenient, affordable flights and
keep their focus on customer needs. This strategy proved successful. The company has established itself
as a dominant regional competitor. They have over 10,000 employees and continue to see growth in
their future.
Most employees at Southwest Transit rave about the company and appreciate its friendly and
employee-centered culture. The company’s leadership cares about its employees and makes every
effort to provide them with satisfactory benefits. Most employees are enthusiastic about the impact
they make on customers, their salaries and benefits, and the advancement opportunities the company
provides. They feel valued and respected. One major complaint a majority of the employees have is the
turn-around demand. Employees are given very little time and support to complete a project. There is
just too much work to be done. Most employees are successful under pressure but would appreciate an
environment that provides adequate time to complete projects productively.
Southwest Transit Marketing Project
As a manager in the marketing department, you have been handed a last-minute project and need to
work with the other managers to develop a team that can complete the project swiftly and flawlessly.
Failure is not an option. Southwest Transit’s biggest competitor just released 50 new flight plans at
highly competitive fares. This has caused a significant decrease in sales for Southwest Transit. The
marketing team has been given the task to develop a marketing strategy to drive up sales. Southwest
Transit was planning a release celebration for their new Boeing-747 in six weeks. The CEO demanded a
new marketing campaign that will be introduced to the public simultaneously with the new aircraft. This
task will require the team to collaborate effectively in a short timeframe. The ultimate goal is to develop
a marketing strategy that will keep customers loyal to Southwest Transit.
Southwest Transit Team Member Profiles
Natalie
Natalie has been with the company for 2 years. She is positive and ambitious. She hopes to own her own business someday. People like Natalie and like to engage her in conversation. Natalie always listens politely but finds her colleagues somewhat annoying and resents their tendency to gossip.
Although Natalie works well on the team, her preference is to identify ways to have her individual ideas and accomplishments shine through. Some people find her to be overly competitive.
Natalie is a smooth talker and can easily win people over to her point of view. She is great for smoothing over tense situations. She is a real negotiator and is comfortable in any kind of speaking situation. Her written communication skills are very strong as well. When she can get away with it, she prefers written communication since people often monopolize her time in conversations.
Motivation:
Natalie is motivated by challenges and enjoys competitive opportunities where her skills and talents can take center stage. She enjoys doing great work.
Strengths and Weaknesses:
Natalie is an excellent communicator, is charismatic, and is a natural leader. However, she has a bit too much disdain for her colleagues to fully trust them and some sense her negative attitude toward them. Also, her efficiency is sometimes impacted by her colleagues whom she allows to monopolize her time in conversation.
Michael
Michael has been with the company for 5 years. Overall, his attitude remains positive, but he can be cynical at times. He attempts to look for the best in people and prefers to give people the benefit of the doubt. He is working on getting his PhD and has plans to eventually work in personal and corporate wellness consulting.
Michael considers himself to be a leader and motivator to the people around him. He has compassion for the emotional needs of people and values their individuality. At times, he is overly confident and speaks his mind a little too freely. He enjoys collaborating with his coworkers and brings out others’ strengths during their collaboration experience.
He prefers to resolve conflict passively through joking but will often take things personally. Some colleagues describe him as passive-aggressive. Michael enjoys verbally communicating with people. He prefers open and informal conversations and shies away from formal communication. He is not afraid to ask questions until he is sure he understands a project. Michael has strong written communication skills as well.
Motivation:
Michael is motivated by interesting and complex tasks. However, his depressive tendencies can cause him to lose interest in a project and he has been known to abandon projects without finishing them.
Strengths and Weaknesses:
Michael thinks both tactically and strategically. He has the ability to see discrete parts of a project and relate them to the holistic project goal. He can be impulsive and demands instant feedback from those around him. He battles with depression and can appear lethargic. This interferes with his ability to concentrate on the task in front of him. His lack of attention to detail can contribute to oversights during projects or assignments. His weaknesses are damaging to his confidence.
Elizabeth
Elizabeth has been with the company for 4 years. She enjoys the collaborative aspect of the job and has a positive attitude. She can look at the big picture, keeping in mind that change is a great attribute in any company. Her long-term goal is to move up in the company.
Elizabeth is perfectly comfortable in the team environment. She enjoys working with others. Her teammates find her flexible and non-threatening. She has taken on the leadership role on several projects and has demonstrated that she can get the job done.
Elizabeth is flexible and will listen to other’s perspective with an open mind. She will, however, tell you what she is thinking and defend her position when she feels strongly that she is in the right. She is considered to be diplomatic and her goal is to settle on a resolution that makes most sense for the company and clients. She prefers open communication and is eager and willing to hear others’ thoughts. Her teammates consider her to be a good listener.
Motivation:
Elizabeth is motivated by a culture of trust in her abilities and work ethic. She thrives under a flexible management style that supports growth in her skills. She prefers to be treated as a peer rather than a subordinate.
Strengths and Weaknesses:
Elizabeth’s strengths lie in problem solving. She is constantly researching and compiling information to complete her final product. She considers herself to be detail-oriented and contentious about maintaining quality work while meeting all required deadlines. She may rush to meet deadlines when necessary. Her primary area of weakness is in developing new skills. She is comfortable fostering the skills she already possesses but is hesitant about branching out into new and unfamiliar territory.
Doug
Doug has been with the company for 2 years. Though relatively new in his position, he feels a bit frustrated and defeated in his job. While he is usually congenial, he has a bit of a temper. He produces high-quality and timely work, but he is not the easiest person to work with. He is ambivalent about teamwork and prefers to work alone; however, he will follow through on his commitments and contribute to team projects.
Doug is somewhat paranoid and can be defensive if he feels he is being attacked. He has lashed out in high-pressure situations on a few occasions. He can make diffusing conflict more difficult.
Doug prefers face-to-face communication, as he uses body language to gauge understanding, but he sometimes misinterprets both people’s words and actions. He tries to avoid e-mail and other forms of written communication whenever possible.
Motivation:
Doug is motivated by the prospect of raises and bonuses.
Strengths and Weaknesses:
Doug cares about the quality of the work he produces and makes sure he meets deadlines. His work is efficient and consistent. Doug is definitely an over-reactor though and calming him down or diffusing emotion-charged reactions is sometimes required.
Katelyn
Katelyn is new to the company and has been employed here less than a year; however, she has demonstrated great promise with her knowledge and abilities. She is very driven and seeks promotion. While she feels committed to her employer, she is somewhat impatient and will seek opportunities elsewhere if they do not present themselves at Southwest Transit.
She has very high standards and strives for perfection in all that she does. This impacts her performance in teams because her team members may fail to meet her high expectations, which can be unreasonable at times. This can cause friction on the team. She also has the tendency to try to take over projects due to lack of trust and dislike of inferior work, which can cause her teammates to resent her. She has difficulty accepting blame as well.
When encountering conflict over projects, Katelyn generally perceives herself to be in the right and is often unwilling to yield. However, she greatly dislikes conflicts of a personal nature and tends to avoid colleagues and others who put her in uncomfortable situations. Katelyn prefers written communication and formal speaking situations. She can be uncomfortable with conversations, especially with people she just met.
Motivation:
Katelyn is highly motivated by challenging tasks and by praise and public accolades.
Strength and Weaknesses:
Katelyn enjoys being engaged in challenging tasks and can produce impeccable work under pressure. She is highly detail oriented. While she has the tendency to grumble when assigned tasks she does not favor, she will eventually get over it and commit herself to get the job done. She is relatively flexible and is generally an early adopter when it comes to change. On the other hand, she can take criticism, even tactfully delivered criticism, personally and sets unreasonable standards for her teammates.
Bob
Bob has been employed with the company from nearly the beginning. He believes the length of his tenure at the company gives him clout. His attitude is positive, but he prefers to downplay this attitude with comments such as: “I don’t care,” “oh well, things happen,” or “that’s not my problem.” Bob is on the edge of retirement.
Bob is a team player and exhibits this in his eagerness to assist team members when needed. He is quick to volunteer when a task needs to be completed. However, he is sometimes perceived of as surly and he is not always pleasant to work with.
When conflict occurs, he tends to overreact, which can escalate conflicts. He prefers a direct communication style. He is sometimes brash. Some might consider his style unprofessional.
Motivation:
Bob is motivated by a simple “job well done” compliment and prefers to not be publicly recognized. He is highly motivated in the form of a raise or bonus.
Strengths and Weaknesses:
Bob’s eagerness is both a strength and a weakness. He has been known to take on too many tasks, which lowers the quality of his deliverables. Still, he is perceived of as a person who will come to the team’s assistance in order to get the job done.
Susan
Susan has been with the company for just over a year. Her attitude is mostly positive, and she is very energetic. When she is overwhelmed with assignments or personal projects, she can shut down and struggle to focus on the necessary task. Her long-term goals are unknown at this point. Her free-spirited nature and uncertainty interfere with her long-term planning.
Susan is an excellent team player. She can easily work well with others and builds trusting relationships with her coworkers. This trust helps others feel comfortable when they seek her out for guidance or assistance. Her ultimate goal is to get jobs done with quality.
Her pleasing nature often allows her to be taken advantage of or agree with coworkers against her better judgment. When conflict occurs, she holds steadfast to her opinions while still keeping other views in mind. She prefers open communication and will not shy away from any subject. She can talk freely with anyone. She struggles with listening at times because she is eager to share her ideas.
Motivation:
Susan sometimes struggles with motivation; however, she is motivated by knowing her work makes a difference. She feels accomplished when she knows she did something to improve the lives of others.
Strengths and Weaknesses:
Susan’s biggest asset is her personality. She is also considered a go-getter, but often looks for approval before submitting her final work. She is also very creative. She lacks focus at times and has been known to overlook important details on tasks, which can cause her to have to redo work.
William
William has been employed with the company for over 4 years. He is positive and has an easy-going disposition. He sympathizes with others easily. He is nearing retirement and is satisfied with his accomplishments.
William considers himself a team player. While he prefers to work independently, he works well with his coworkers. He is willing to jump in and lead on a project when necessary but is content with others leading if they prefer. His teammates like him and enjoy his company. He is perceived as non-threatening and non-confrontational.
William tends to shut down when conflict occurs, often refusing to give any further input in order to end the conflict as soon as possible, whether he agrees with the resolution or not. William prefers face-to-face communication. He enjoys participating in conversations with fellow coworkers. He feels that sitting in a cubicle day in and day out can be demoralizing. Engaging with his colleagues enhances his daily tasks.
Motivation:
William struggles to get motivated if he does not see immediate value in a project. When he views a project as relevant, he can be easily motivated by challenging tasks. He is also motivated when shown appreciation for the work he produces.
Strengths and Weaknesses:
William is a veteran in his area of expertise and is confident with his performance. His primary weakness is inefficiency. He is a bit of a perfectionist, which can make it difficult for him to complete projects in a timely manner.
Ian
Ian has been employed with the company for nearly 2 years. His long-term goal is to remain active and stimulated. He is an industry hopper and easily switches careers when he feels bored.
Ian prefers to work alone but will collaborate when required. He can work well with others if he chooses. Ian can come off as somewhat arrogant and is usually pretty insistent that his way is the best.
When conflict occurs, Ian is generally unwilling to back down, especially if he feels strongly about the situation. Managerial intervention is sometimes required to smooth things over.
Ian has a direct communication style that people sometimes find abrasive. He prefers e-mail communication because it is quick and efficient.
Motivation:
Ian is motivated by self-achievement and often does not consider others in his goals.
Strengths and Weaknesses:
Ian is very smart, tech savvy, and has many creative ideas for getting projects done when he is interested in the subject matter. He prefers to get projects done quickly as he prizes efficiency; however, that sometimes causes him to overlook details. His tendency to hurry through tasks makes him impatient with others.
Tiffany
Tiffany has been with the company for 5 years, but if you ask her, she will say she has been here for an eternity. She is quite jaded and cynical. Her career goal is to retire as soon as possible.
Tiffany is indifferent about working with others or alone. Either way, her goal is to get the job done with the minimum amount of work possible. “Acceptable” is acceptable to her; however, Tiffany is very knowledgeable in the field and her teammates trust that she will get her work done even if they have to add to it if anything more than “acceptable” is the goal.
Tiffany does not care enough to be embroiled in conflict. She is perfectly comfortable going along with the team’s decisions to avoid investing time or energy in contributing to the solution. Tiffany prefers e-mail and written communication. The fewer people she has to deal with face-to-face, in her opinion, the better. She keeps contact with peers to a minimum. Her peers may have to seek answers from her multiple times and her short retorts to e-mails may be unclear.
Motivation:
Tiffany’s motivation is 5:00 p.m. every day. She is a clock puncher and is considered to be “checked out” of her position.
Strengths and Weaknesses:
Tiffany certainly knows the ins and outs of her position and the industry and accomplishes her duties with minimal mistakes. She is punctual and, due to lack of interest in most projects, provides few stumbling blocks. That same lack of interest also prevents her from ever going above and beyond with projects.
© 2020. Grand Canyon University. All Rights Reserved.
© 2020. Grand Canyon University. All Rights Reserved.
4
Leading Teams at Southwest Transit
Kristen Marcum, Melanie White, David Chapman, Matthew Rochester, Lashawn Tubman, Elizabeth Ilagan
Colangelo College of Business, Grand Canyon University
MGT-605: Leadership in Organizations
Dr. Helen Hammond
13 Jan, 2021
Leading Teams at Southwest Transit
Southwest Transit (SWT) is a successful, regional airline, so being tasked to form a team for a high-stakes, high-pressure project is no easy feat. As part of the management team, the pages below will reveal the Southwest Transit team selection to be proposed to the director of SWT. Team selection will first be announced, as well as a justification for why those members were chosen, and why others did not make the cut. Following team selection, the management team will highlight diverse factors that have a probability of influencing specific team members. Additionally, the team will outline which motivation and strategies theories the management team will use, and which they will not, to motivate specific individuals on the team. Furthermore, the management team will discuss the anticipated conflict or challenges that the selected team may experience and which strategies can be implemented to resolve them. Lastly, the team will recommend leadership strategies for the Southwest Transit team to apply in order to have a successful team and project.
Team Selection
It is understood, as part of the management team, that the roles and responsibilities bestowed upon us are to choose a team of individuals, who despite their diversities, will be able to be effectively led and motivated. Additionally, these selectees will possess vital decision-making, communication and collaboration skills in order to meet the demands of a high-stakes, high-pressure project such as this one. Our proposal is to build a team, in no particular order, comprised of Elizabeth, Katelyn, Bob, Michael, Susan and Natalie, and below are the reasons why.
The first member to be proposed is Elizabeth. She is overall perfect for the requirements of the task at hand and the team. She has always worked well in a team environment, has an open mind, thrives in communication, flexible, non-threatening, positive attitude, and wants to remain long term in the company (GCU, 2020). Her quality of work is also highly important to her, so we know she will leave a solid finished product, which is what the company needs.
The next proposal is Katelyn. She is a highly motivated new-hire who works great in pressure situations which the team believes to be a key trait (GCU, 2020). Due to her high standards for her team and herself, the team believes she will be a driven team player, and possess a willingness to step in and take the lead on group projects. The management team believes her high standards and love of challenges will make her a great member of the team.
Up next is Bob. The team has chosen Bob for his eagerness to assist team members when needed (GCU, 2020). He is quick to volunteer when a task needs to be completed, and that type of go-getter personality is just what the SWT team needs (GCU, 2020). His team player attitude and eagerness to produce a job well done will surely outweigh any of his weaknesses.
Another wonderful option is to welcome Michael to the team. Michael has the ability to think strategically and deliberately (GCU, 2020). He also is talented in being able to see distinct parts of a plan and transmit them to the projects grand goal (GCU, 2020). He is known to be a team player, and has an innate ability to bring out the best of others on the team will surely enhance the members cohesiveness throughout the project (GCU, 2020).
It is the team’s recommendation to also add Susan to the team. The team believes she would be a great addition to the SWT team because she is a go-getter, an excellent team player, believes in quality work and will be an honest communicator to other team members (GCU, 2020). We believe she will be a great additional asset with her shining personality and drive for doing good for others.
The sixth proposal is Natalie. Natalie enjoys the challenge of a difficult project, and thrives in a competitive environment, which is what helps her produce great work (GCU, 2020). She is also great at communicating. The management team is confident she will be able to communicate her expectations, especially due to her natural leadership abilities (GCU, 2020).
Other individuals of the South West Transit Team Member Profiles were not selected because the management team felt they lacked traits such as the motivation of completing a project as a team, or considering others goals. Others were not selected due to their lack of interest in completing projects or interest in exceeding expectations required to make this project a success.
Motivation and Behavior Management Strategies
This section should speak to the requirements in the second content section of the grading rubric. This section will be multiple paragraphs in which you identify, explain, and apply several strategies and motivation theories. You should have multiple in text citations in your discussion to strengthen and support your claims. Remember, paragraphs are always at least 3 sentences.
**Do not forget to cite your research**
Conflict and Conflict Management
This section should speak to the requirements in the third section of the grading rubric. Remember, you will likely have multiple paragraphs as you identify multiple conflict management strategies. It is recommended that you look ahead to ch.10 of your textbook to explore specific conflict management strategies and integrate these into your recommendations. You should have multiple in text citations in your discussion to strengthen and support your claims. Remember, paragraphs are always at least 3 sentences.
**Do not forget to cite your research**
Vision and Leadership Strategy
This section will likely be multiple paragraphs and will speak to the requirements of the fourth section of the grading rubric. Your recommendations should at minimum include specific leadership theories that were covered in the first 3 weeks of the course content. It is recommended that you look ahead to chapters 11 and 12 in your textbook for theories that may be appropriate for your recommendations for SWT as well. Multiple specific examples and in text citations should be used to strengthen and support your claims.
**Do not forget paragraphs are at least 3 sentences, and you need to cite your research**
Conclusion
Make sure that you always include a conclusion. The conclusion should be at least 3 to 5 sentences and summarize what you discussed in your essay.
References
Griffin, R.W., Phillips, J.M., & Gully, S.M. (2020). Organizational Behavior: Managing People and Organizations (13th ed.). Boston, MA: Cengage.
Grand Canyon University (2020). South West Transit Team Member Profiles. Retrieved from:
https://lms-grad.gcu.edu/learningPlatform/user/users.lc?operation=loggedIn&token=qkVjQfVNbgnJaNmw%2bvbjpMlUky1rfAVXZn3ciNUhBAHp6h4tMmX4robzSZHMg%2bBU&classId=2404820#/learningPlatform/class/syllabus.lc?operation=getClassOutlineIUView&c=prepareClassOutlineForm&fromOtherPage=true&t=coursesMenuOption&folderContentId=57f67c8d-61a6-4702-8829-b49dc241c4d2&classId=861b3ae3-eb9b-4610-8d0b-dd990696d5e6&tempDate=1610330426423
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Achiever Papers is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Dissertation Writing Service Works
First, you will need to complete an order form. It's not difficult but, if anything is unclear, you may always chat with us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download