Communication within the Organization
Question:
Discuss about the Determining And Applying Sustainable Supplier Key.
Marketing management is a bunch of strategies and tactics in terms of achieving business mission, vision and objectives in the most possible way. The process of marketing is passed through which stages are – planning, research, implementation, control and evaluation. This assignment is about managing marketing process within an Australian organisation named Precision Group Pty Ltd. In this course, it is necessary to take into account about managing marketing personnel and improving overall performance of the organisation on daily basis. Strategic planning of human resource is also an important consideration in this context. One of the premium objectives of this assignment is to compare marketing performance of that organisation against key performance indicators. The premium concern of this assignment is to look into if the organisation is communicating their marketing objectives with relevant personnel. Hence, this assignment also aims to look into requirements of the organisation in terms of winning competition advantages. This unit of competencies are divided into two tasks such as manage marketing personnel, evaluate, and improve strategic marketing performance.
Communication plays a vital role in terms of ensuring constant growth of an organisation. It is important for an organisation to discuss their mission, vision and objectives with their employees. It helps every employee to be aware about the significance of his or her roles and responsibilities in playing within an organisation. One of the premium objectives of Precision Group is to ensure high engagement of the employees within organisational workforce. Precision Group thinks that in order to win customer satisfaction, an organisation needs to focus on satisfying their employees. It is because employees are the premium resources in terms of running business[1].
Workplace meeting plays an important role in terms of developing employee relation. In Precision Group Pty Ltd, various kinds of meetings are executed – staff meetings, emergency meetings, collaborating meetings, project meetings.
It is vital part of drawing attention of the employees on the issues, which are found in their work. Managers or team leaders in the organisation take frequent departmental meeting to discuss about employee performance in terms of accomplishing organisational mission, vision and objectives[2]. Sometimes, managers within Precision Group hold one to one meetings with the employees relating to their performance.
Emergency meetings are heralded in the organisation if any serious crisis happens. In order to overcome any organisational crisis, cooperative work environment is reliable. In this reference, it is necessary to assemble all employees together in order to inform them about the facing crisis. Open communication in the meeting is considered as the most effective in this context[3].
In collaborative meetings, external as well as internal stakeholders of an organisation are assembled at the same platform. It helps to strengthen business relationship[4]. Moreover, a strong sense of customer focus grows within the employees.
In order to inform the employees about business mission, vision and objectives, it is effective to call project meetings. In the project meetings, employees from different department close together in respect of accomplishing a specific task.
Types of Meetings in Precision Group Pty Ltd
Conference is about to conduct a meeting formally. Various kinds of conferences are conducted in the Precision group such as sales conference, press conference and promotional conferences. Conference is considered as one of the most vital motivational tools. A sales conference inherited a sales team in the most effective way in terms of fulfilling sales target[5]. Press conference and promotional conference are the approaches in reaching to the customers. These types of conferences are also significant for the employees be motivated in developing their performance.
Every individual employee within an organisation has a various kinds of needs. Money satisfies some of the employees and some of the other employees become pleased by professional growth[6]. Precision group needs to fix a standard of organisational system in terms of meeting needs of the staffs at various levels.
Sometimes it is seen that employees in an organisation reflects their displeasure in terms of accepting a new change. At the first, it is necessary to know why employees behave against change management. Employees feel uncomfortable to think about working with new tools and technologies. In order to stay in their comfortable zone, they intend to oppose change. In this case, it is responsibility of organisational management to help the employees in understanding a new system of management work process[7]. Hence, it is necessary to ensure by training that every employee within an organisation feel comfortable and confident in order to use new tools and technologies in terms of accomplishing their job role. In Spite of being fully cooperative with the employees, if any employees opposed to accept the new change, it will be essential to show organisational power[8].
In order to implement marketing plan in the most effective way, it is necessary for the marketing managers to focus on which actions needs to be undertaken. On the other hand, marketing managers need to make a list of all the important people who are highly responsible in terms of executing a particular marketing plan. Timetable and budget of a particular project are also necessary to take into account in this reference[9]. In order to engage all the marketing personnel to be responsible for each element of the marketing mix it is necessary for the marketing managers to depict product strategies, promotional strategies, pricing strategies and place strategies in main[10]. For all the marketing personnel it is essential to know about all the tangible benefits about every product. In addition, it is also mandatory to be known to all the marketing personnel about the market of a product, position of a product and the competitive advantages of a product. Managing public relation is considered as the vital part of promotional strategies. Therefore, every marketing personnel need to know all the tactics of advertising when selling a particular product. Marketing personnel also require knowledge about the reasonability of product price in the market[11]. Without having proper knowledge of place strategy, marketing personnel cannot be able to persuade the customers of a particular place. This knowledge helps the marketing personnel to focus on direct distribution of product to the customers[12].
Meeting Employee Needs
The Human Resource Managers and Operational Managers of Precision Group need to keep close supervision on the performance of the individual employees within their organisation. Moreover, they need to follow a standard system in terms of providing performance feedback to the employees on regular basis. Motivational strategies, team-building strategies are also necessary to take into account in this reference. The most vital thing to take account in this reference is training and development plan for the employees[13].
Current objectives of Precision Group are –
- To win the greater satisfaction of the customers
- To be the largest shopping centre in Australia
In order to accomplish these objectives Precision Group gives priority to keep in communication with their old customers. It is because they think that the old customers are the base of gaining new customers. Precision Group has a unique customer care service who are enough skilful in dealing with customers grievances and complaints. All the marketing personnel within the organisation have a good bonding so that the organisation is able to control over their marketing process[14]. Precision Group follows lean marketing principles in terms of eliminating wastes in their production.
It is necessary to see where the Precision Group lacks in order to improve their overall performance.
Figure: Performance Gaps in Precision Group
(Source: Created by Author)
Overall performance of Precision Group is not bad. However, giving reward and promotion to the employees motivate them a lot in terms of increasing their performance level. As a result, the organisation cannot come into the position of leading employee market in Australia. Precision Group makes enough market research before taking any decision relating to marketing mix. However, this organisation does not have a specific IT team. It restricts the organisation to develop unique strategy of marketing. The organisation does not have a large diversity of products. Therefore, the organisation cannot expand market at desired level. The organisation is not attentive to increase the number of shareholders in business. Hence, the organisation has to drive their business within a limited budget.
It is recommended to the Precision Group to pay satisfying incentives to the employees for performance. Developing an IT team is essential for the organisation in order to focus on collecting reliable information from the market. It is the time, when Precision Group needs to concentrate on offering a wide range of product collection to aim a large diversity of customers in Australia and outside of Australia.
It is seen that some of the products of Precision Group is so much innovative that a very few middle class people consider those products to buy. Most of the products of Precision group are homogeneous. At the present, one of the premium targets of the organisation is to expand market. Hence, the company needs to establish a deal of branch in the unique location in Australia.
Marketing segment of Precision Group is necessary to take into consideration in terms of increasing marketing share at desired level. The organisation does not have consumers from different age groups of people in Australia. It restricts the organisation to be the largest shopping centre of Australia.
Employee Resistance to Change Management
Precision Group is an integrated organisation. Human Resource Department of this Organisation is skilful in managing employee relations. There employee performance is monitored and evaluated on daily basis. Effective communication is also practised in this organisation. Precision Group has an effective team of sales and customer service management. Hence, it can be said that the overall performance of the organisation is not very poor.
Conclusion
From the above discussion, it can be deduced that Precision Group Pty Ltd is a successful organisation towards fulfilling their mission, vision and objectives. However, the organisation needs to be more thoughtful in order to motivate their employees for performance. The organisation needs to consider an IT team in terms of straightening marketing strategy. In order to increase market share, it is necessary to Precision Group to offer a wide variety of products. Marketing segmentation is the most vital consideration the Precision Group in terms of ensuring constant market growth and development.
Reference list
Bai, Chunguang and Joseph Sarkis, “Determining And Applying Sustainable Supplier Key Performance Indicators” (2014) 19(3) Supply Chain Management: An International Journal
Birkinshaw, J. et al, “How Do Firms Manage Strategic Dualities? A Process Perspective” (2015) 2(1) Academy of Management Discoveries
Eshuis, Jasper, Erik-Hans Klijn and Erik Braun, “Place Marketing And Citizen Participation: Branding As Strategy To Address The Emotional Dimension Of Policy Making?” (2014) 80(1) International Review of Administrative Sciences
Griffith, David et al, “Marketing Process Adaptation” (2014) 31(3) International Marketing Review
Grönroos, Christian and Johanna Gummerus, “The Service Revolution And Its Marketing Implications: Service Logic Vs Service-Dominant Logic” (2014) 24(3) Managing Service Quality: An International Journal
Grönroos, Christian and Johanna Gummerus, “The Service Revolution And Its Marketing Implications: Service Logic Vs Service-Dominant Logic” (2014) 24(3) Managing Service Quality: An International Journal
Haase, Michaela, “Service-Dominant Logic For Marketing” (2011) 33(2) Marketing ZFP
Kumar, V., “Evolution Of Marketing As A Discipline: What Has Happened And What To Look Out For” (2015) 79(1) Journal of Marketing
Lacerda, Rogerio Tadeu de Oliveira et al, “A Constructivist Approach To Manage Business Process As A Dynamic Capability” (2014) 21(1) Knowledge and Process Management
Meier, Horst et al, “Key Performance Indicators For Assessing The Planning And Delivery Of Industrial Services” (2013) 11 Procedia CIRP
Miquel-Romero, Maria José, Eva María Caplliure-Giner and Consolación Adame-Sánchez, “Relationship Marketing Management: Its Importance In Private Label Extension” (2014) 67(5) Journal of Business Research
Mladenovic, Goran et al, “Use Of Key Performance Indicators For PPP Transport Projects To Meet Stakeholders’ Performance Objectives” (2013) 3(2) Built Environment Project and Asset Management
Personal, Enrique et al, “Key Performance Indicators: A Useful Tool To Assess Smart Grid Goals” (2014) 76 Energy
Ramaseshan, B., Fazlul K. Rabbanee and Laine Tan Hsin Hui, “Effects Of Customer Equity Drivers On Customer Loyalty In B2B Context” (2013) 28(4) Journal of Business & Industrial Marketing
Vukši?, Vesna Bosilj, Mirjana Peji? Bach and Aleš Popovi?, “Supporting Performance Management With Business Process Management And Business Intelligence: A Case Analysis Of Integration And Orchestration” (2013) 33(4) International Journal of Information Management
[1] David A. Griffith et al, “Marketing Process Adaptation” (2014) 31(3) International Marketing Review.
[2] Christian Grönroos and Johanna Gummerus, “The Service Revolution And Its Marketing Implications: Service Logic Vs Service-Dominant Logic” (2014) 24(3) Managing Service Quality: An International Journal.
[3] Enrique Personal et al, “Key Performance Indicators: A Useful Tool To Assess Smart Grid Goals” (2014) 76 Energy.
[4] Michaela Haase, “Service-Dominant Logic For Marketing” (2011) 33(2) Marketing ZFP.
Rogerio Tadeu de Oliveira Lacerda et al, “A Constructivist Approach To Manage Business Process As A Dynamic Capability” (2014) 21(1) Knowledge and Process Management.
[5] B. Ramaseshan, Fazlul K. Rabbanee and Laine Tan Hsin Hui, “Effects Of Customer Equity Drivers On Customer Loyalty In B2B Context” (2013) 28(4) Journal of Business & Industrial Marketing.
[6] J. Birkinshaw et al, “How Do Firms Manage Strategic Dualities? A Process Perspective” (2015) 2(1) Academy of Management Discoveries.
[7] V. Kumar, “Evolution Of Marketing As A Discipline: What Has Happened And What To Look Out For” (2015) 79(1) Journal of Marketing.
[8] Jasper Eshuis, Erik-Hans Klijn and Erik Braun, “Place Marketing And Citizen Participation: Branding As Strategy To Address The Emotional Dimension Of Policy Making?” (2014) 80(1) International Review of Administrative Sciences.
[9] Christian Grönroos and Johanna Gummerus, “The Service Revolution And Its Marketing Implications: Service Logic Vs Service-Dominant Logic” (2014) 24(3) Managing Service Quality: An International Journal.
[10] Maria José Miquel-Romero, Eva María Caplliure-Giner and Consolación Adame-Sánchez, “Relationship Marketing Management: Its Importance In Private Label Extension” (2014) 67(5) Journal of Business Research.
[11] Vesna Bosilj Vukši?, Mirjana Peji? Bach and Aleš Popovi?, “Supporting Performance Management With Business Process Management And Business Intelligence: A Case Analysis Of Integration And Orchestration” (2013) 33(4) International Journal of Information Management.
[12] Chunguang Bai and Joseph Sarkis, “Determining And Applying Sustainable Supplier Key Performance Indicators” (2014) 19(3) Supply Chain Management: An International Journal.
[13] Goran Mladenovic et al, “Use Of Key Performance Indicators For PPP Transport Projects To Meet Stakeholders’ Performance Objectives” (2013) 3(2) Built Envionment Project and Asset Management.
[14] Horst Meier et al, “Key Performance Indicators For Assessing The Planning And Delivery Of Industrial Services” (2013) 11 Procedia CIRP.
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