Team 2A 1
Weris is a government contracting firm. They specialize in providing business intelligence and
analytics to all levels of government. Weris also works with businesses and investors. According
to the Weris website, they provide the best option for innovative technology tools, it can help
provide information, advice, solutions, and program executions to their clients (About Weris).
Weris is a small business that has its headquarters in Sterling, VA and has a satellite campus
located in Alexandria, VA. According to Inc.com, Weris was founded in 2003, and as of 2019, the
company is ranked 1675 of the top 5000 small businesses in the United States (The Inc 5000).
The president /owner of the company is Zongwei Tao. Weris’s LinkedIn profile stated that last
September Weris was ranked in the top third of the fastest-growing private companies in the United
States (Weris Inc. LinkedIn). This is significant due to the fact that Weris is a small business that
has been in operations for a little over 15 years. On top of that, Weris was also honored by the
Asian American Chamber of Commerce with a 2019 Business of the year Award. The winner is
selected based on having made a significant impact, and contribution to the greater Northern
Virginia, Maryland, and the global communities (Weris Inc. LinkedIn).
Weris Inc.’s mission statement is “to help our clients identify and capitalize on opportunities for
both short and long-term success by empowering them to make sound strategic and operational
decisions through superior analytics, tailored program management, strategic analysis, and sharp
communication” (About Weris). From class, we learned that a good mission statement is only a
few sentences or something that employees can remember off the top of their heads. The Weris
mission statement is a good length and can be easily remembered by their employees and upperlevel managers.
The vision statement of Weris Inc is “Our expertise and capabilities provide efficient and costeffective solutions. We have a track record of 99.5% on-time, on-budget delivery over the past 5
years” (About Weris). This vision statement shows that they are a reliable company to work with
to get projects done on time and within budget. As a small business, it is remarkable to see that
Team 2A 2
other major government agencies, and organizations rely on Weris to help them with major
projects. This is a good look for Weris because, with that 99.5% on time and on budget rate, it will
set them up for future success and opportunities.
Weris does not have a direct value statement. But their website does talk about how they value
being a small business. Their website states that Weris works directly with its clients and works
on a collaborative basis to provide expertise to other management-consulting companies to help
them compete in the current environment and successfully execute projects (About Weris). Weris
believes that being a small business helps them build a better relationship with their clients.
As we learned in chapter three Environment of Management, there are two types of stakeholders
internal and external. An internal stakeholder is the people who are inside the organization. For
example, the owners, the board of directors and the employees. Employees are the most important
resources because without them the organization is nothing (Kinicki, A. & Williams, B.K.). That
made Weris treat its employees very well, and according to the Weris website, they offer them
very good salaries and benefits. They offer their employees medical, dental, and vision insurance
because they want to be sure that their employees are well treated and happy so that the employees
can give better services to their company.
External stakeholders are the people outside the organization and are affected by the general
environment. Examples of external stakeholders are suppliers, competitors, and customers. We
watched the video in the class when Jeff Bezos, founder, and CEO of Amazon, talked about the
importance of the customers and how they made a big change in the revenue and the growth of the
company. So external stakeholders are very important for the company’s success. At Weris, Dr.
Tao cares about his customers: “Dr. Tao expanded his team to include IT, intelligence, defense,
and communication experts, enabling Weird to serve clients nimbly across professions and fields”
As a small company, Weris's strategy is to “quickly respond to client needs and expectations”
(About Weris). They use their size to quickly work together with little overhead costs. Their goals
are to be involved with government agencies like the Transportation Security Administration
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(TSA), the United States Department of Defense (USDOD), and the Defense Travel Management
Office (DTMO) in helping them analyze and collect data. Their long-term goal is to not only grow
their company but to connect with clients and stakeholders.
Weris refers to themselves as a small business as well as flexible and focused on their clientele.
As with many small businesses, Weris could be considered to be less structured and casual in an
effort to promote creativity. Weris remains professional as they have many Federal, State, and
local agency clients as well as private company clients. They work a good balance of being
supportive, creative, and laid-back to their employees but keeping up appearances and productivity
of professionalism to their clients. They try to maintain a positive environment to help them recruit
“the best and the brightest”. They describe the work environment they foster as being respectful
Weris prides itself on hiring the best and brightest individuals the contemporary labor market has
to offer. Fundamentally, the organization offers competitive salaries coupled with benefits such as
medical, dental, and vision coverage, retirement savings, and paid-time-off (WERIS, 2020). Most
importantly, the organization also fosters a respectful and creative work environment meant to
make all employees comfortable, productive, and motivated (WERIS, 2020). All these aspects are
enforced by Weris as a means of attracting the best candidates, and retaining the best talent they
acquire into their system.
The skills and abilities desired by the company usually depend on the open positions. However,
having a bachelor’s degree specialized in the specific area advertised is necessary, and a minimum
of 3-5-year work experience places one at a better advantage (WERIS, 2020). These academic and
work experiences are meant to ensure that the hired individuals are well knowledgeable regarding
the positions they are hired to fill and that they will deliver the expectations placed on them.
Ultimately, they will ensure the achievement of the company’s goals.
Considering that Weris is a technologically driven company, having skills and abilities on various
spheres of technology such as the use of computer-based tools including Microsoft Office and
Team 2A 4
others is necessary (WERIS, 2020). This requirement has significantly become important in recent
years especially since the world is becoming revolutionized through technology, and workplaces
are continuously adopting technological advancements that help them prevail in the local and
global business arenas.
Personal skills are also highly considered at Weris. Those seeking to become part of the Weris
employee fraternity should portray themselves as better than others not just in academics and work
experience but also at personal levels and in their behaviors. For instance, they should have the
capability to work independently with or without minimal supervision, and perform exceeding
well (WERIS, 2020). Besides that, they should also show that they can work collaboratively as part
of a team, effectively fitting well in the teams they become part of for the benefit of the
organization, clients, and themselves. Other crucial skills revolve around issues of strategic
thinking, analytical skills, problem-solving, and adherence to set timelines and deadlines for
Examining business development and project coordination, the most prized skills by Weris will be
academic qualifications of a minimum level of a bachelor’s degree or a minimum five years of
proven success in a role equivalent to the one mentioned. Apart from that, the company will be
looking for competence in Microsoft-based applications such as Excel, Word, PowerPoint, and
Adobe Acrobat (WERIS, 2020). Further, the candidates must have strong skills in writing, research,
and communication, and substantial knowledge in the development of proposals for the federal
After qualifying for a position and becoming part of the organization, Weris promises to take the
opportunity and know its hires in a range of ways including the preferences they have and the best
strategies they will employ in serving the organization's clients (Weris, 2020). They also promise
to consider the aspects that motivate individual employees in the achievement of set goals thus
unveiling them to aid ensure and improve productivity (WERIS, 2020). Most importantly, they
promise to get in touch with the references one provides to ensure that he or she has been a
competent employee and team player in the previous workplaces.
Team 2A 5
About Weris. (n.d.). Weris Inc. Retrieved February 24, 2020, from http://werisinc.com/about/
The Inc 5000. (n.d.). Inc.Com. Retrieved February 24, 2020, from
Weris Inc. LinkedIn. (n.d.). LinkedIn. Retrieved February 25, 2020, from
Kinicki, A. & Williams, B.K. (2017). Management: A practical introduction. (8th ed.).
McGraw-Hill: Irwin, NY. ISBN: 978-1259732657
WERIS. (2020). Business Development Coordinator/Project Coordinator. Online resource.
Retrieved from http://weris-inc.com/careers/proposal-coordinator/
Team 2A 6
Manager's Name: Lisa Goldberg or Dr. Tao Zongwei
Lisa Goldberg – Manager, Weris, Inc.
1. Could you describe your style of management? Collaborative, I enjoy providing
direction/insight, or final approval when needed, but also encouraging employees
to have autonomy to make independent decisions.
How do you handle conflict between your team members? As managers at Weris
we try to recognize differences between team members which can include
communication preferences, views, cultural differences, skill level etc, and
appreciate those differences. Encouraging others to acknowledge that different
perspectives makes the whole greater. We also encourage not quickly reacting but
instead gathering information, in some cases simply picking up the phone for
further clarification, and then addressing the situation. Often when there is time to
let the situation “digest”, gather information and enter into the conflict in a
planning instead of reactive mode the conflict is easier to resolve.
3. How would you ensure that all employees complete their tasks? Clear
communication and direction when needed. Scheduled follow-up and an
established goals or deadlines.
4. How would you handle an underperforming employee? Find out if they have all
of the tools that they need to best perform their work; make sure they were aware
that they are not meeting expectations and help support their improvement
through training/guidance etc when appropriate. In HR we are trained to ensure
that employees are never surprised to find out they are needing a performance
improvement plan (PIP) so it’s important to communicate often and regularly.
5. What would you do if you found that your team didn't meet the company’s
strategic goals? Ensure that they knew what those goals were and how they
did/did not meet the expectations.
6. How do you manage stress among your team members? When appropriate
laughter. Opportunities to connect on non-work related topics. Employee
recognition celebrations to be together and share a meal, sweets, downtime.
7. How do you motivate people? By trying to be realistic/human but remaining
positive. Having a “we are in this together and can accomplish great things”
attitude goes a long way. Saying thank you and being appreciative.
8. What is your biggest management weakness? Sometimes availability although I
work hard to not let that be a true weakness. I do this by always trying to balance
Team 2A 7
other parts of my life and being available whenever needed (currently attempt to
work a reduced 30hour week schedule but reachable/available beyond full time).
Could you tell me about a time you let an employee go? The most recent
situation had to do with a change in contract re-scoping so it was one of the easier
situations. New contract required different skills and the employee, although
unaware of the change until time of termination, was not surprised and took the
news well. There is still considerable work and lead time preparing for the
termination and potentially stressful for those supporting parties involved.
10. Could you tell me about a time you had a tough decision to make? Yes,
especially right now. In the current state of the world everyday presents a new
uncharted challenge with the Coronavirus and decisions that affect the company
and most importantly affect our employees.
11. What is Weris’s strategic position? Our mission statement is…
At Weris, our mission is to help our clients identify and capitalize on opportunities for
both short- and long-term success by empowering them to make sound strategic and
operational decisions through superior analytics, tailored program management,
strategic analysis, and sharp communication.
Our expertise and capabilities provide efficient and cost-effective solutions. We have a
track record of 99.5% on-time, on-budget delivery over the past 5 years. We work with
clients to accomplish the following:
Best leverage the value of their functions and services.
Create optimal strategies for making sound investments.
Identify and manage potential risks.
Parse vast amounts of available information and make business decisions from
knowledge rather than guesswork.
12. What makes you different from what your competitors are? We try to remain as
experts in our industry with a strategic approach to growth. We have leaders that
want to improve and make changes that are meaningful to our team.
13. How does the planning/control cycle help keep you as manager planning ahead in
the right direction? Setting goals and outlining our process to reach those goals is
critical. Equally critical is being fluid and repositioning as needed. Open
communication and collaboration are what matters most.
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14. How does the company keep their secrets hidden from their competitors? We’ve
evolved into a company that tries to publicly recognize achievements, but true
“secrets” aren’t necessarily made public (as in posted by us). We also have
policies in place that protect the company and our employees (NDA’s etc).
MGMT 303: Principles of Management
Phase III: Team Research Paper & Analysis
Methodology and Data Collection:
Based on Phase II of your Organizational Profile each team will then interview a manager that is
currently working in the business organization selected. Your team will conduct an interview with this
manager to better understand his or her job and the organization. You may not interview someone in
the immediate family of a team member; someone you have interviewed for a previous course OR a
manager on GMU campus. You can choose to record the interview but must have the individual’s
consent to do so. This paper will be written from the individual managerial viewpoint.
You can also obtain your data from:
1. Literature review (e.g. Bios of founders, news articles on the company)
2. Employee interviews
3. "Promotional" materials assessment (including web sites)
4. Industry analysis
An in-depth managerial analysis of a selected manager from designated organization, e.g., a corporation,
company, firm or association (ideally, an organization which you have some interest in joining as an
employee someday). The team will gather information about one current issue or problem the manager is
facing and write a paper that provides an in-depth analysis of this issue or problem using principles
learned in this class, concluding with a recommendation to the manager. This assignment challenges you
to connect the real-life experiences of a business manager to the theoretical principles of management
and to draw your own conclusions about how to approach problems that managers face in the business
Given the challenge or problem the manager is facing how might the four functions of management
impact how they handle it in the organization. You will analyze this phase of the paper from the individual
level of analysis. Here are the primary issues that should be addressed in the paper.
Section One: Manager Overview and Current Issue/Problem
• Who is the manager and what are their responsibilities? What is the current issue or challenge the
manager is facing?
Section Two: Managerial Functions
• How might the manager utilize the four functions to solve this issue/problem?
a. Planning: What planning methodologies could be used to address the challenge? Are
there any stakeholders that affect the issue at hand? Is there a certain strategy being
b. Organizing: Does the organizational structure assist with solving the problem? How does
the organization manage change? Is the organizational culture helping or hurting the
manager with the issue? How is decision making utilized by the manager?
c. Leading: What specific managerial/leadership skills could assist with solving this
challenge? How did the manager acquire their managerial/leadership skills? Are their
specific motivational techniques that would help overcome the issue? Could teamwork be
utilized more efficiently and effectively?
d. Controlling: What organizational controls have been implemented to assist the manager
with decisions? Could more controls be added to assist the problem?
Section Three: Recommendations
What management theories could assist this manager to develop a solution to the
What changes should the manager make to overcome the issues?
Are there any skills lacking in the organization or manager that could help with this challenge?
If you were to coach the manager what would you advise?
Structure & Length:
Each team member needs to identify which section they wrote in the paper. Please place your name
next to the section title. Your team must include a transcript as the appendix to the paper—this will
identify who asked which questions in the interview. The paper should be approximately 10 pages with
well documented references and bibliography in APA format. You MUST have at least 5 academic
references for this paper to back up your arguments. Please review the rubric below to ensure your
team is on the right track.
MGMT 303: Grading Rubric for Final Paper
1.Sufficiency of introductory
content about manager and
organization (10 pts)
Introduction is not
incomplete; key data
most of the relevant
information and some
portion of the
Introduction includes all the
relevant information and
issue/challenge manager is
2. Analysis of Manager and
organization (20 pts)
No discussion was
presented or content
does not demonstrate
understanding of the
Shows effort in
articulating the topic;
however, discussion is
lacks key elements of
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