This report is a personal analysis of a sales managerial position at a local firm the manager provides an insight of what the Job entails including the interdependencies that exist within the organization. The report also analyses the degree of individual relationship that exists between the manager, employees and the departments. It further gives recommendations of what organizations can do to foster interdependencies.
The job is a corporate sales management for an e-marketing team for products domestically and globally.
Competence
The responsibilities of the corporate sales manager are
Development of objectives and strategies for the sales team.
Contribute to formulation and review of business plan and budget
Market products to prospective clients
Conduct market research and provide customer feedback to the company
Provide technical assistance to other departments
Drive the growth of the company by mentoring, coaching and guiding the marketing team
Organize marketing forums and events through organization of networking functions and improving the intercompany and stakeholder relations
The assistant marketing manager, Sharon Kieran.
The office secretary and receptionist
The main gate security team
Chief operations manager
Ministry of trade and foreign affairs.
The chief executive officer
Broadband networking management which is a next door company
The product design team
Patrick Bovril, the finance manager.
The communications department
Community Corporate manager and researcher Martin Rose.
Transport manager, Eustace Yeovil.
A human resource manager, Chian Xie Lee.
Description of the principle characteristics of the individuals or groups, particularly those aspects that impact on their interaction.
The chief operations manager and the chief executive manager are very important figures. They are encouraging and have always offered the necessary support for our projects and new inventions.
Most the people I interact with are outgoing. The assistant marketing manager is my immediate next assistant, and each and every decision-making process in the department must involve her. Sharon Kieran has a very exciting approach to marketing and is committed to meeting the set objectives. In my absence, she is often in charge since she is a knowledgeable and responsible person.
The external groups that are part of the interdependency are our clients and other stakeholders without our esteemed clients, and then the marketing department would be irrelevant. The relationship we have with the clients is responsible for the product loyalty and expansion we continue to receive.
The Human resource manager Chian Xie Lee, the transport manager, Eustace Yeovil and the finance director, Patrick Bovril are also paramount people. Their trust and honesty in the market department motivate the employees. These explain why the market staff has the significant budget allocation among all other sectors of the company.
Two individuals that are an inspiration and have motivated my managerial role are the office secretary/receptionist and the main gate security team. This is committed people who often interact with on a daily basis. They are the first to arrive, and the last to leave work and their commitment and honesty in serving the other staff is excellent.
The interdependency of the employees in the organization is rotational and dimensional. Different employees depend on each other for various purposes. Some of the relationships are not direct, but they have beneficial factors to the individual, the department, and the entire organization. Interdependency between leadership and the individual is interrelated. An employee depends on communication and guidance from senior leadership and the leadership demands and employee to offer advice and use the available resources to fulfill the set objectives. Relations can also lead to personal growth, enhanced leaderships, increased corporate quality and improved decision-making process. The people and departments rely on each other for services, shared information, financial resources, and advice. The interpersonal communication is valuable to the entire organization. The interdependency also affects the productivity of individuals departments and the organization. As a manager, the complexity of the interdependence helps us increase our efficiency. We rely on the cross unit interdependencies to improve the coordination between the subunits and enhance our mission to reach the set goals.
Additionally, interdependence supports task accomplishment and personal growth as people can share ideas that lead to quick problem solving and development. Technology at the organization has quickened the interdependence across the different departments. People rely on one another to share information, financial resources and equipment making interdepartmental and interpersonal communication very valuable to the organization.
The relation with the groups I interact with is effective and efficient. The relation also bridges the communication gap and increases service delivery. It is the complex nature of the sales and marketing department that demands the high degree of relationships and interdependence to the other organizational departments and individuals. Trust and honesty are the main strongholds for the relation I have with the different people. Without the interdependency, the objectives of our department cannot be reached. The interdependence helps us get Advice, support, guidance, and tips on to strategies marketing goals.
The following recommendations will enhance the effectiveness, efficiency, and satisfaction of the employee interdependencies in the organization. The management should also redesign the organization structure and reshuffle roles of the departments. Al the authorities need to have decentralized control so that the employee interactions can be increased. Team building should be encouraged for the different projects.
Organizing comes together parties, and the interdepartmental meeting will foster the relationships between the various departments in a company (Mukerjee, 2017). Employees will feel that they are equal and part of the organization and this is an avenue for the different individuals meeting outside office operations (Gro?nroos, 2016). Conducting periodic employee performance reviews and motivation such as salary increments, promotions, and paid leaves are also necessary.
The organization should also perform regular corporate community services so as to foster their interdependencies with the local communities. Besides, organizing product promotions and involving the clients in product design will increase the relations between the consumers and the organization. If the government regulations and the assessment of the foreign affairs and trade ministry are to be changed to accommodate more service delivery, there will grow even a healthy relationship between the organization, the government and the foreign market. Involvement in managerial plans and projects will increase the relationship that individuals have with the management and meeting organization objectives. The employees will be more engaged in their roles if they feel they are recognized by the Directorate.
Conclusion
In summary, each relationship has an impact on the prosperity of an organization. Interdependencies within a company are vital as they affect both the individuals and the company. Workplace relation can influence the leadership, personal growth, departmental productivity and enhanced corporate ties.
References
Clay, C., & Olitt, R. (2012). Peer power: Transforming workplace relationships. San Francisco:Jossey-Bass, a Wiley Imprint.
Cherniss, C., & Goleman, D. (2015). The emotionally intelligent workplace: How to select for,Measure, and improve emotional intelligence in individuals, groups, and organizations. San Francisco: Jossey-Bass.
Gennard, J., & Judge, G. (2015). Employee relations. London: Chartered Institute of Personnel and development.
Gro?nroos, C. (2016). Service management and marketing: A customer relationship Management approach. Chichester [u.a.: Wiley.
International Society for Performance Improvement. (2016). Handbook of improving Performance in the workplace. San Francisco: Pfeiffe MacNeill, J., Winsemius, P., & Yakushiji, T. (2014). Beyond Interdependence: The Meshing of the World’s Economy and the Earth’s Ecology. New York: Oxford University Press.
Cant, M. C. (2016). Marketing management. Cape Town, South Africa: Juta.
Little, E., & Marandi, E. (2013). Relationship marketing management. London [u.a.: Thomson Learning
Mukerjee, K. (2017). Customer relationship management: A strategic approach to Commercialization. New Delhi: Prentice-Hall of India Pte. Ltd.
Reina, D. S., & Reina, M. L. (2015). Trust and betrayal in the workplace: Building effective Relationships in your organization.
Sias, P. M. (2015). Organizing Relationships: Traditional and emerging perspectives on Workplace relationships. Los Angeles: SAGE.
Singh, P. N., & Kumar, N. (2013). Employee relations management. New Delhi: Pearson Education South Asia.
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