Strategies For Increasing Sales Of Peripheral Units In Computer Systems

Assessment 1:

The purpose of the company is to increase the sale of the peripheral units of the computer system.

Operational manager is responsible for the overall development of the plan to increase the sale of the peripheral units

The group dynamics helps in improving the organization profitability, coordination of the working activities, increasing the staff retention rates, improving the individual and team performance, helps in increasing the reputation of the company, and others.

1. Clear definition of goals and target
2. Delegate authority with responsibility to the team members
3. Conflict and chaos should be handled carefully and also the success of the team should be celebrated at glance.

The goal of the company is to increase the sale of the peripheral units which results in increasing the profitability of the company.

The action which should be undertaken are that proper should be taken to recruit or hire skilled workers, the conflicts of the team should be resolved, success should be celebrates, trust should be developed on the team members, value should be given to the contribution of the team members, and others

Sales manager, marketing manager, logistics team member, production manager, and operational manger are responsible for managing the sale and production of the organization.

The time frame of the activities should be developed for managing the admin work, generating automatic redundant tasks, develop the research process, use of better tools and technologies, increasing sale of the operational team, periodic arrangements of the meeting, and others.

“The sale of the peripheral units will be optimized which result into profitability of the organization” (Luoma, 2014).

“The trust should be developed among the team members, conflicts should be effectively managed, and communication practices helps in involving he positive participation of the team members” (Bal, 2013).

The operational manager is responsible for overseeing the demand and supply of the production to improve the services provided by the organization. These responsibilities are essential because it helps in developing team building and motivation among the members

Formal and informal methods should be used to know the positivity and negativity of the employees.

It helps in increasing the working capability of the employees which results in optimizing the productivity of the organization.

1. Equal opportunities should be given to the employees
2. Safety plans
3. Clarity in providing roles and responsibilities

1. Surveys
2. Feedback boxes
3. Formal and informal communication methodologies

Stakeholder engagement is the central part of the corporate social responsibility. The decision which are going to be implemented are get affected by the stakeholder engagement program.  

Strategies:

1. The issues raised by the stakeholders should be given consideration
2. The concerns and views of the stakeholders should be truly understands to develop good relationship with them
3. Setting of priority to the associated activities.

No, the action taken by the peter is not sufficient to resolve the performance of the employees because there may be several other reasons which can be the hazard in the performance of the employees such as lower incentive provided, emotional satisfaction, illness, and other.

Roles And Responsibilities

The human resource manager can be the better consultant for the peter to assist him in resolving the issues of the team members

The concern of the Peter is to resolve the conflict and issues of the team management which helps in improving the team performance. There are some recommendations to resolve the issues of the team members:

1. Awareness about the conflict
2. Setting the ground rules
3. Management of destructive conflicts
4. Understanding the whole scenario
5. Listening to the perspective of both side
6. Meeting the resolution

Encouraging team members to participate in the activities with the implementation of the following policies:

1. Active participation of the team members
2. Giving equal opportunities to team members
3. Providing incentives for their extra work
4. Increasing the level of satisfaction and acceptance
5. Providing healthy working conditions

The positive influence on the working team can be predicted by measuring the Key performance indicators such as acquisition of the new customers, satisfaction level of the existing customers, attribution of the customers, increasing productivity of the organization, and others.

1. Project manager
2. Project Sponsors
3. Project team
4. Customers

The effective communication should be developed between the stakeholders to develop the positive attitudes among the participating units

The communication methods are as follows:

1. Meetings
2. Organization of the conference call
3. Circulation of the newsletter, posters, and email
4. Voice mails
5. Informal communication

Organization of meetings and conferences is the most peculiar communication method to impart effectiveness in achieving the objective of the organization.

Periodic conferences and meetings should be organized to know the reasons of conflicts.

There are two steps which should be followed for managing the stakeholder engagements which are identification of the intension of the key stakeholders an built the strategic plan for keeping engage the stakeholders.

“The trust relationship should be developed between the stakeholders. The expectation of the project should be made clear between the stakeholders” (Linman, 2011). The feedback received should be analysed. The relevant information should be provided to the stakeholders to increase the progress of the productivity. The planning should be done to make stakeholder engaged in the respective roles and responsibilities.

“The open communication should be arranged between the stakeholders such as newsletters, online collaboration with the website, use of public forums, and arrangement of remote conference” (Charles, 2010).

The monitoring and evaluation procedures should be used for communication unresolved issues and problems raised by the team members

1. Periodic arrangement of meetings with stakeholder
2. Develop the feeling of trust
3. Consideration should be given on the views and thoughts of the team members
4. Equal opportunities should be given to the team members.

1. Consideration and value should be given on the employees ideas
2. The unspoken feelings of the team members should be understand
3. Promoting communication
4. Sharing of information between team members
5. Rules and policies should be develop
6. Listening and brainstorming should be promoted

References

Bal, M. (2013). Stakeholder engagement: Achieving sustainability. Retrieved from

https://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.666.274&rep=rep1&type=pdf

Charles, S. (2010). Effective team leadership. Retrieved from

https://www.csu.edu.au/__data/assets/pdf_file/0006/51936/Effective-Team-Leadership-2008.pdf

Flanagan, N. (2015). How to develop team cohesiveness. Retrieved from

https://aimwa.com/~/media/Marketing/Documents/Articles%20-%20Archived/How%20to%20Develop%20Team%20Cohesiveness.ashx

Kumar, D. (2014). Ensure team effectiveness. Retrieved from

https://anrl.com.au/samples/NWOR502AC_S.pdf

Linman, D. (2011). Stakeholders engagement planning. Retrieved from

https://www.mymanagementguide.com/stakeholder-engagement-planning-two-steps-for-engaging-stakeholders-in-project-implementation/

Luoma, V. (2014). Understanding stakeholder engagement. Retrieved from

https://www.instituteforpr.org/wp-content/uploads/updated-vilma-pdf.pdf

Missionier, S. (2014). Stakeholder analysis and engagements in projects. Retrieved from

https://fenix.tecnico.ulisboa.pt/downloadFile/845043405428939/12%20Stakeholder%20analysis%20and%20engagement%20in%20projects.pdf

Sinclair, M. (2012). Developing a model for effective stakeholder engagement management. Retrieved from https://blogs.deakin.edu.au/apprj/wp-content/uploads/sites/33/2014/02/12-sinclair.pdf

Wilson, C. (2010). Bruce Tuckman’s Forming, Storming, Norming, and Performing, team development model. Retrieved from https://www.sst7.org/media/BruceTuckman_Team_Development_Model.pdf

Yang, D. (2014). Bruce Tuckman Team development model. Retrieved from https://www.google.co.in/url?sa=t&rct=j&q=%20Bruce%20Tuckman%E2%80%99s%201965%20team%20development%20model%20and%20explain%20each%20stage%20in%20detail&source=web&cd=4&cad=rja&uact=8&ved=0ahUKEwjOwe-564XWAhUFMo8KHToUCvoQFgg6MAM&url=https://www.lfhe.ac.uk/download.cfm/docid/3C6230CF-61E8-4C5E-9A0C1C81DCDEDCA2&usg=AFQjCNH7kI8pDahOGWhdWFwm6r3PYHOMoA

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