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Personality Types in the Marketing Meeting

1. Identify the relationship between strategic objectives, functional management and the business environment.


2. Understanding the structures and characteristics of organisations.


3. Recognise the principles of modern management.

Each and every organization has individual departments to promote their products such as operation department, marketing department, design department and engineering department. According to the case study, the Mullins Company had been trying to create advertising to market their new mop which technically kills resist stains, odour and bacteria are water. Mr. Toluwa Adnike called a marketing meeting to work on a marketing committee for the new mop but after the group conversation, no idea had been presented. The contribution of each department will be discussed and analyst in this report through different types of theories(Scott and Scott, 2011).

According to the case study, different types of personality were observed in the marketing meeting. Many important people from each department of Mullins Company contributed their individual opinion at the meeting. Davido, manager of the operation department, focused on the topic and asked everyone to start the meeting (Mullins and Walker, 2013). The engineering manager Gloria concluded that she already tested the data of mop. On the other hand, Tokunbo said that there was no need for test data, and he proposed that an attractive young model holds the mop to improve sales. Zainab, the design manager, replied rudely by saying it was unrealistic to Tokunbo and said that he designed multi-coloured drawings to show the features of the mop. In a simmiler way, Tokunbo argued that nobody wants to see his bad drawings. In order to control the situation, Davido told everyone to be quiet and focus on the task. Tokunbo again shouted on Davido and said that why they should listen to him. Moreover, he denied agreeing that Davido is better than rest of them. Davido stated that he was better than a hot head person like Tokunbo to take charge. Apart from that, Zianab said that they should see the idea of everyone and do the right thing. They had forgotten to take notes, so the presented ideas were lost. According to the Myers-Briggs Type Indicator, the team member should think and interact with each other. Some significant factors of MBTI influence the strengths and not given opportunities to the weakness of the individual. Davido did the correct job according to MBTI guidelines. He was sensible, calm, focused person. Moreover, he had also judgment, thinking, and feeling and perception power to complete the task. We saw in the case study that Davido wanted to take the charge at the meeting. So, the contribution of Davido would be very useful to involve most of the people (Hobbs and Kerr, 2005).

Attribution Theory

The attribution theory defines the thought of people that is expressed through their behavior. Different types of situation influence the attribution theory or an example two people are talking to each other. One can judge the behavior of other and someone’s behavior is being judged. Moreover, the attribution helps individual to understand and respond to their surroundings (Martinko, 2004).

Talking about the second meeting where Toluwa called a meeting of his department heads. At the meeting, Toluwa said that he wanted best employees from them, but they send a bunch of losers who could not produce anything in a day’s time. After a minute of silence Ralph, the operation department head said the Davido is the best employee he had. It was not his fault if things were going wrong. In addition, he commented that Davido must have been working with wrong people. According to attribution theory, he should not behave like that. On the other hand, Suzzane, the head of the design department, also said in the same tune. She argued that Zainab had no fault to get the job incomplete. On the other hand, Temitope, the head of engineering shouted that Gloria could not be the reason of this fault. In addition, he 100% supported Gloria because she was top-flight engineering (Cardon, 2014). Finally, Emeka, the head of the marketing department also defended Tokunbo because he had great knowledge about sales and marketing. Moreover, he also claimed that Tokunbo could not be the problem. Many types of research proved that attributions have implications for behavior. In order to find the reason of causality in work, the people should assume the preconceptions about their attribution. Apart from that, the different perceptions of departmental heads created an unproductive meeting because they were concerned about their employee and they were trying to protect them due personal cause (Belleflamme and Peitz, 2010).

The communication, training, motivation and job allocation are playing a significant role in the modern management system. In order to reduce the individual difference, the managers should implement the above-mentioned strategies(Townsend and Bennis, 2013). The significance of communication, training, motivation and job allocation is discussed below:

Communication: with the help of active communication the managers and employees can exchange their feelings. In addition, the information from one person to another person is passing through the active communication system. The communication system can be formed in three parts such as verbal, non-verbal and written. Moreover, the communication system has a specific role within the group(World Congress on Communication For Development, 2007). In order to make proper co-ordination in the work, the communication is required in an organization. In addition, by effective communication, the team members can build a good relationship between themselves. On the other hand, the communication is related to the behavior of the people. The communication system also enhances intensions, actions, and thoughts. Team meetings, work group, oral communication can be improved by the attention of the management system. With the help of communication, managers can remove the conflicts across the boundaries of the organization. So, the managers should teach their employees how to utilize the communication system to meet the organizational goals(Robbins, 2003).

Importance of Communication, Training, and Motivation

Training: the organization can improve the performance and productivity by providing proper training to their employees which increase skills of employees. In addition, employees can be more beneficial to the organization if the management provides suitable training and proper care to their employees. On the other hand, the training includes learning and educating employee to achieve the individual goals(McConnell, 2003). According to Bramley, the training process is planned to make possible learning, so that employee can more effectively carry out different types of aspects from their work. The provision of skills, knowledge and attitudes are required to meet the operational objectives effectively. The employee development is co-related with the employee training. In other words, the employee development is a kind of process which influences an employee to become more responsible for work. The employee development includes some several stages such as formal and informal training, coaching, mentoring and education. It was early mentioned that development and training are often linked with each other. In other words, the development is impossible without the contribution of proper training. In order to reduce the individual difference, the managers should pay more attention to the training.

Motivation: in order to improve the organizational and employee performance, the motivation is an effective factor used by the managers of the organization. The managers should motivate their employees to face difficulties in the work. On the other hand, the development process is boosted by the effective motivation of managers. There are various types of motivational theories explained by many researchers. One of them the theory of Maslow concludes different types of human needs that should be motivated. Insight is provided by the motivation theories to improve the employee performance. One of the significant organizational objectives is profit maximization, and motivation theories are effective keys which provide a contribution to meet of these objectives in the organization. Another importance of motivational theories is that it has helped managers to determine the difference between individuals requirement. Apart from that, managers should motivate their employees in well structure ways such as reward, incentives, bonus, etc. These types’ activities increase the financial condition of the organization. The level of confidence is automatically developed of the employees with the help of those facilities. So, the manager should motivate individuals to reduce difference at the workplace(Hiriyappa, 2009).

Job allocation: job allocation is also known as task allocation which is done by the HR departments of the organization. The members of HR department allocate different types tasks to their junior departments to complete. In addition, an organization can observe the performance and capability levels of their employees through allocating jobs. On the other hand, managers should allocate comparably difficult tasks to their employees to verify their capacity of individuals. According to the case study, the heads of different types departments of the organization should allocate more jobs to their employees within short time duration. Moreover, the job allocation is creating effective impacts on the different type’s employee’s behavior. The difference between employees and build strong relationship with them can be reduced through job allocation(Mohiuddin and Dulay, 2015).

Conclusion

According to the case scenario Mullins Company has different types of departments to promote the mop in the market such as operation department, design department, engineering department, and marketing department. In addition, each department includes separate functions to achieve the strategic goal which is set by the organization. The responsibility of operation department is to provide a well-structured format for the advertisement of the product. Davido was a sensible and co-operative employee of the operation department. The head of the operation department Ralph said that Davido could not be a problem. Moreover, both Ralph and Davido should consider the reviews of all departments and after that present their opinions. On the other hand, Suzzane, the design department head send Zainab to take part in the meeting. In addition, Zainab said to Tokunbo that he had a dumb idea for the product advertisement. Moreover, he suggested a multi-colored drawing to show the features of the mop. That kind of behavior should not be accepted. The design department should contribute some logistic designs which attract customers. Apart from that, the engineering department determines all related product tests for the security purpose. Gloria had been send by Temitope, the head of the engineering department and she recommended that the mop should be sold on the basis of its technical merits, as well as she also said that all data had been tested, and it was the best cleaning device(Ridley‐Duff, 2009). Finally, the marketing department is playing a significant role in the organization. In this case scenario, Emeka was the head of marketing send a hot-headed employee Tokunbo to the meeting. Tokunbo showed his aggressive behavior in the meeting and discouraged the opinions of other employees. It is notified that sales and marketing have significant value in the production process(Joensson, 2008). However, Tokunbo proposed a good advertising approach, but he should not neglect others. Therefore, not only Tokunbo but also another individual should consult with each other to set a marketing strategy in order to promote the product.       

There are various types of challenges located in achieving company’s Marketing goal and out of them two significant challenges are communication and personality difference. The communication can be an effective marketing tool for the company. According to the case scenario, the communication gap is identified. The employees of different departments have a lack of communication skill. Moreover, they would not inform to their departmental heads about the meeting. On the other hand, the relationship between heads of department was not concrete due to lack of active communication. So, in order to achieve marketing goal the communication system needs to be improved. Apart from that, the personal difference is a serious challenge which was identified in the case scenario. The understanding between employees and departmental heads was very poor. Individuals have their ideas, but nobody wanted to listen to other’s thought(Milisavljevic, 2012). The coordination between employees and managers should be improved to meet the marketing goal of the company.

Conclusion

In order to meet marketing goals of the company, the employees should work together. They should exchange their individual’s opinions to make a better result. Moreover, the heads of different departments of the company should motivate their employees to improve the performance and keep the focus on the allocated tasks. They should realize that they have some responsibility for the company, and the management should implement a proper strategy to build a relationship with employees and managers. In addition, departmental heads should motivate their employees to increase the productivity of the organization.

References

Belleflamme, P. and Peitz, M. (2010). Industrial organization. Cambridge, UK: Cambridge University Press.

Cardon, P. (2014). Business communication. New York: McGraw-Hill Irwin.

Hiriyappa, B. (2009). Organizational behavior. New Delhi: New Age International.

Hobbs, J. and Kerr, W. (2005). Price and product pooling. [Perth, Ont.]: [Canadian Agricultural Economics Society].

Joensson, T. (2008). A multidimensional approach to employee participation and the association with social identification in organizations. Employee Relations, 30(6), pp.594-607.

Martinko, M. (2004). Attribution theory in the organizational sciences. Greenwich, CT: IAP-Information Age Pub.

McConnell, J. (2003). How to identify your organization's training needs. New York: AMACOM.

Milisavljevic, M. (2012). Social responsibility of a company. Marketing, 43(3), pp.173-180.

Mohiuddin, M. and Dulay, M. (2015). Employee Motivation in Non-Profit: Evidence from a Community Based Voluntary Organization. IJBM, 10(11), p.74.

Mullins, J. and Walker, O. (2013). Marketing management. New York: McGraw-Hill.

Ridleyâ€Ã‚Duff, R. (2009). Coâ€Ã‚operative social enterprises: company rules, access to finance and management practice. Social Enterprise Journal, 5(1), pp.50-68.

Robbins, S. (2003). Essentials of organizational behavior. Upper Saddle River, N.J.: Prentice Hall.

Scott, D. and Scott, D. (2011). The new rules of marketing & PR. Hoboken, N.J.: John Wiley & Sons.

Townsend, R. and Bennis, W. (2013). Up the organization. San Francisco, Calif.: Jossey-Bass.

World Congress on Communication For Development. (2007). Washington, DC: World Bank.  

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