Santana Zavallos MAN2021 Visual Journal by

Module 1 A

szavallos — 2025-06-22 02:36:26 UTC

This article highlights the importance of the head coach and some traits of a good head coach in the NFL. I chose this because it's perfectly indicative of how a manager makes or breaks a group. Very important for when I have to control a group for my TeamInfiniteSpeed business.

Module 1 B

szavallos — 2025-06-22 02:48:04 UTC

Module 1 resonated with me because Chic-fil-a is the only corporate setting job I've had. I saw the chain of command, the management roles, the different hierarchies and power complexes that happened there and I wasn't pleased with a majority of the management as they were rude, inappropriate and unprofessional. However, I had 1-2 really good managers and that caused a bunch of highs and lows with the job. Module 1 puts a face to the importance of how these managers act, controlling workers and managing a system. This article shows that I haven't been the only person with bad management at a CFA.

Module 3 A

szavallos — 2025-06-22 21:00:42 UTC

I chose this twitter post of my Uncle's car brand named Swerv. He's been consistently grinding with his company and is now to a point where he is hosting shows overseas and throughout America. Module 3 talks about globalization and all I could think about is how my Uncle started to dip into the global market with his products and brand name. TeamInfiniteSpeed is definitely not there yet but Swerv is laying the blueprint to how I want my company to do it.

Module 3 B

szavallos — 2025-06-22 21:08:53 UTC

This website links to Airlift Performance which is a brand that makes air suspension. Module 3 also spoke about using technology to further the innovation within your market and how that can give you a step up. Air lift is an example of this technology giving you a step up as air suspension is seen as more professional in the car scene. Almost any legitimate show car is running air suspension, which doesn't mean other setups aren't just as legit. Just means that air suspension is often correlated with professionals. I've been on air suspension, regular coilovers, and lowering springs and most times when I tell people that, they're surprised I was on air.

Module 2 A

szavallos — 2025-06-22 21:20:46 UTC

Module 2 really resonated with me as I already found culture to be one of the most important parts of a company. Culture is everything and it shows itself no matter what. In this instance, Donut media is a automotive company that made informational, comedy Youtube videos and they skyrocketed. Upon getting big, the original owners sold off the company to another company that then began changing how Donut Media operated and posted. In doing this, almost all of the people that made Donut Media special, left for other projects as the culture of the company changed. Donut Media still has a couple of the great faces in the company and are still doing good, but have definitely regressed as the important people in the company have stepped away. This is common as a couple other instances come to mind like Braille Skateboarding and Hoonigan took this same route as in culture changing, with Braille completely disbanding. This is very important for me to carry with TeamInfiniteSpeed, it shows I really need to stick with what makes TIS special and not shake up the faith. I want the culture to be honesty and creativity so by staying true to that, I'll retain loyalty.

Module 2 B

szavallos — 2025-06-22 21:30:28 UTC

The modules throughout our class reference Steve Jobs a couple times as he was known as a innovative leader for Apple. When he was alive, Apple's culture was known as cleanliness, innovation, creativity and perfection. Steve Jobs instilled this culture into his company and that carried with everything they did. Jobs is a common example when referencing culture however with good reason because since he passed, Apple hasn't really been as innovative and there have been issues with producing things that customers want, and glitches and bugs within updates in softwares. This shows me that one I need to stay alive, and two that culture plays a huge part in how a company moves and acts. It's the foundation for all of the decisions and risks made by the company so it's imperative that I get it right.

Module 4 A

szavallos — 2025-06-22 21:32:03 UTC

Illest is a car focused brand that is tied with another brand called Fatlace. The founder of both companies, created both companies to boost one another with Fatlace focusing on the blogging and events whereas Illest was built to produce clothing and other products. Both companies built a reputation in the Japanese VIP car scene and expanded from there by hosting shows and events while selling merch and products. This was all planned and coordinated which is what Module 4 speaks about. Different means of planning and coordinating is huge when it comes time to makes decisions, which is also touched on in module 4. Illest/Fatlace are a great example as you can see that their foundation and means of coming up, was planned and executed to how they wanted to do it. If TIS can replicate this success, I'd be happy.

Module 4 B

szavallos — 2025-06-22 22:01:09 UTC

Module 4 does a deep breakdown in decision making and different strategies to ensure that you're making the right decision for yourself. All of module 4 resonated with me as my Father has always been one to observe, plan, adapt, and execute. That has definitely passed over into me as almost anything that I do, I do a ton of planning and make my decision. I strongly believe that idle hands do not get feed so making strong decisions is huge for personal growth. This can go both ways as making the decision to not change what you're doing or making the decision to not adapt, can lead to collapse as seen with Blockbuster. Blockbuster saw the market changing and what customers wanted but decided to stick with their guns and physical media and it costed them everything. Planning and decision making is one of the most important if not the most important aspect of running a business.

Module 5 A

szavallos — 2025-06-22 22:19:47 UTC

Referencing back to my first job Chick-fil-a, they operate on a strict upper-level centralization, with semi-decentralization amongst the workers. CFA is very corporate with maintaining brand identity and marketing. A Majority of the company's decisions are made at the Atlanta HQ location, with the workers carrying out their decisions around the country. This is just one form of management/business structure, with this being the typical big-brand way of functioning.

Module 5 B

szavallos — 2025-06-22 22:43:25 UTC

As module 5 spoke about organizational structure, I remembered an episode of "The Profit" that my accounting professor showed my class in person. In this, it was a multi-million dollar company that was operating unorganized. In this episode, it showed loose cash laying everywhere in offices and store locations, messy and unorganized office spaces and places where a majority of the company's operations took place, and more organizational dysfunction. Now Planet Popcorn was able to figure it out and change their ways, however not every company can come back from organizational dysfunction like they did. Module 5 speaks about the importance of good organizational structure and different ways to achieve it. It's vital to establish roles and structure to ensure that the company or business operates at an efficient level. This will all be carried into TIS.

Module 6 A

szavallos — 2025-06-22 23:16:28 UTC

Module 6 covers Human Resources and establishing it into a company. The HR department is imperative to building and upholding culture, maintaining rules and regulations, and mending worker's issues. This article was kind of gross to read and I specifically remember when these details about Blizzard came out. Blizzard is a video game developing company and numerous allegations of harassment, sexual misconduct, and workplace inappropriateness came out against them. Their HR department didn't do the right thing by siding with the company and ignoring or downplaying these actions made by people of power within the company with an apparent "frat boy" culture taking place. Subsequently, the likeness of the company nose dived with a majority of gamers and those alike, taking a strong disliking to the company. I'm one of those people. This module was interesting to read as I now really know what was wrong with Blizzard and who the culprit was in allowing these things to happen.

Module 6 B

szavallos — 2025-06-22 23:35:12 UTC

Like I said before, I want TIS to be built upon honesty. Honesty and communication go hand in hand as with honesty, you need communication to perform it. In this example, Toyota and Subaru produced the GR86 and the Brz which are both coveted sports cars. They were marketed to be able to track race but a vast amount of customers reported having engine issues. Initially, Subaru and Toyota failed to communicate or speak about these issues, opting to deny using RTV gaskets. Customers dealt with failed warranties, replacements and transparency. With the size of both companies, this wasn't detrimental to them however a lawsuit has come out of the situation. Module 6 highlights the importance of communication and how it works within an organization. This situation is more of an external communication example, but the principle applies internally as well.

Module 7 A

szavallos — 2025-06-22 23:42:28 UTC

Although I don't like him, Tom Brady is definitely the GOAT quarterback of the NFL. Obviously his play led him to his success, but his mentality and way he attacked the game is what really got him there. Almost every account of people playing with him, they always state that he was a leader and mentally pushed those around him. He was known for his intensity and attention to detail and that carried into his teammates and how they practiced/played. I thought this was a great example for module 7, showing traits as a good leader and I hope to carry that into TIS when it comes time for me to lead a group of people.

Module 7 B

szavallos — 2025-06-22 23:49:18 UTC

Caffeine and Octane, Cars and Coffee both operated the same regarding hosting car meets. Module 7 speaks about motivation and how it applies to workers to give them a reason to care about what it is they're doing. Almost all non-sanctioned car meets from local, smaller car clubs are a great example of the workers or members, exuding their motivation to see the car community grow. Although Caffeine and Octane is a bit more professional, each time I've gone to their meets, it's been completely free. The owners are doing it simply for "the love of the game" and that's honestly the foundation of TIS for me. Yes I would love to make money and live off of my company however even if TIS doesn't become a big brand or anything, I'll still be doing the car stuff that I'm doing, under the TIS brand name because I have the motivation and love for it. This module definitely dips into the personal aspect of getting things done, by highlighting the importance of motivation to do it.

Module 8 A

szavallos — 2025-06-23 00:00:33 UTC

So SEMA is a highly sought after show to attend within the car community because it exhibits a ton of automotive creativeness and innovation that you wont see at a local meet or even a sanctioned show. To get into this show however, SEMA has a ton of strict guidelines and rules that is used to ensure that they have full bureaucratic control over their operations. Module 8 was a little broad but I did retain the different means of control and how it pertains to the operations of the company. SEMA is a great example because it allows for creativity and differences, while maintaining how they want the show to operate and who's in it.

Module 8 B

szavallos — 2025-06-23 00:14:43 UTC

id software created the shooter game called DOOM which I love and I thought it was a great example of feedback being used for company operations. They started off with fast paced, retro style demon killing but once they got to DOOM 3, they slowed the game down and took more of a "movie", dark visual approach which didn't resonate with fans. The fans claim that game to be the worst one of the franchise but id software didn't push or force that style. Instead, they came back in 2016 and released another DOOM game with that same fast paced, gorey demon killing and it revitalized the company and franchise as a whole. They do this with every DOOM game now as they have been closely listening to what customers and fans have to say, then making choices based upon that. With doing this, they've instilled a cult classic and made a legendary franchise that is still producing great DOOM games to this day. Module 8 spoke about feedback loops and observing the data based upon decisions made. Feedback is huge because there really isn't any other means of improvement that is that close with the consumers. TIS will definitely utilize a grassroot approach to feedback and valuing what customers have to say about the company.