...ID number: 0989700 ID number: 0989681 ID number: 0955679 TERM PAPER - AUTONOMY vs TEAMWORK IN SALESPERSON`s FUTURE PERFORMANCE - Hand-in date: 21.11.2015 Campus: BI Oslo Examination code and name: GRA 6441 Sales & Sales Force Management Programme: Master of Science in Strategic Marketing Management CONTENT Problem definition................................................................................................3 Literature review..................................................................................................4 Teamwork.............................................................................................................4 Autonomy.............................................................................................................8 Conclusions – our opinion..................................................................................12 References...........................................................................................................18 PROBLEM IN “Measuring and Managing a Salesperson`s Future Value of the Firm” by V.Kumar, Sarang Sunder, and Robert P. Leone (2014 Journal of Marketing Research) Businesses are moving from a product-centric to a customer-centric view and from a backward looking to a forward-looking strategic perspective, so sales organizations must adapt to the ever-changing marketplace to maximize performance. Given the dynamic and extremely...
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...Working with Leading People Name: Chima Henry Adebowale Lecturer:Alfred Mbeteh Date of Submission: 28th November 2013 Word count: 3000 Content Page Introduction .................................................................................................p Task 1 ............................................................................................................p 1.1 job description to help with the recruitment and selection......................p 1.2 legislations around equal opportunities..................................................p 1.3 selection process design an interview......................................................p Task 2.............................................................................................................p 2.1 skills and attributes for leadership.............................................................p 2.2 difference between leadership and management..........................................p 2.3 scenarios’ and compare leadership styles...................................................p Task 3.............................................................................................................p 3.1 benefits of team working for an organization..............................................p 3.2 work towards a specific goal ......................................................................p 3.3 effectiveness of the team in achieving the goals............................
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...ASSIGNMENT NO | 2 of 2 (individual report) | NAME OF ASSESSOR | Mr. John Andre | SUBMISSION DEADLINE | To Be Announced | ------------------------------------------------- ------------------------------------------------- I, __________________________ hereby confirm that this assignment is my own work and not copied or plagiarized from any source. I have referenced the sources from which information is obtained by me for this assignment. ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ________________________________ _________________________ ------------------------------------------------- ------------------------------------------------- Signature Date ------------------------------------------------- ----------------------------------------------------------------------------------------------------------------FOR OFFICIAL USE (Course Administrator) Assignment Received By: Date: Unit Outcomes Outcome | Evidence for the criteria | Feedback | Assessor’s decision | Internal Verification | | | | | First attempt | Re-work | | Understand ways of using motivational...
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... Course Description The course explores fundamental concepts of management theory as applied to health care. Students will examine the organizational structure of the health care delivery system and administrative processes such as planning, problem solving, decision making, and quality productivity improvement. Emphasis will also be placed on the major issues and problem areas confronting health service administrators. Policies Faculty and students will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Lombardi, D. N., & Schermerhorn, J. R. (2007). Health care management: Tools and techniques for managing in a health care environment. Hoboken,...
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...Orientation is an ability to see things from both the customer’s and the organization’s viewpoint and a willingness to consider both, even when they conflict, in coming to decisions. It is the desire to help or serve others, to meet their needs. It means focusing one’s efforts on discovering and meeting the consumer or client’s needs. “Customer” includes internal and external colleagues, clients, consumers, or anyone that the person is trying to help. This Means... This Doesn’t Mean... • being patient and polite with others • providing efficient but impersonal service • taking responsibility to resolve a client’s problem even if it goes beyond the normal demands of the job • washing your hands of a client’s problem by passing it on to someone else • discussing with the client his or her needs and satisfaction with service delivered • assuming the client will let you know if there is a problem • taking ownership for correcting client concerns • giving someone else the responsibility for a difficult client problem • questioning the clients to better understand their needs and their concerns • saying as little as possible so that you can get this call over • using your knowledge to think through what would be best for the client organization, and acting accordingly • doing what is faster and easiest for you • understanding the viewpoint and objectives of different customers and why these can, at times, conflict with the interest of the organization • steering clear of trying to...
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...Leading a team or a group is a real skill that takes time, thought and dedication. Leadership is the most studied aspect of business and organization because it is the one over aching topic that makes the difference between success and failure. At times, it may seem overwhelming complex, but by focusing on some fundamentals you will find that you can lead your team with confidence and skill. Leadership and management are two distinctive and complementary systems of action. Each has its own function and characteristics activities. Both are necessary for success in an increasingly complex and volatile business environment. Strong leadership with weak management is no better, and is sometimes actually worse, than the reverse. The real challenge is to combine strong leadership and strong management and use each to balance the other. Both leadership and management skills are needed for success. At times, “leadership” will need to manage task and projects, and “managers” will need to influence and inspire people. Managers are not confined to management and leaders are not restricted to leadership the critical issue is about getting the right balance for the job you do. Management is generally seen to involve overseeing day to day operations, accomplishing goals and achieving tasks, while leadership spans a wider remit that includes influencing and inspiring others, generating ideas and defining a strategy and vision. GROUP DYNAMICS The term “group dynamics” describe the way in which...
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...Carolina State University Rebecca Brent College of Engineering North Carolina State University An announcement goes out to the faculty that from now on the university will operate as a total quality management campus. All academic, business, and service functions will be assessed regularly, and quality teams will plan ways to improve them. A campus quality director and a steering team are named, with the director reporting to the Provost. All university departments appoint quality coordinators, who attend a one-day workshop on quality management principles and return to their departments to facilitate faculty and/or staff meetings at which quality improvement is discussed. Many faculty members are irate. They argue that TQM was developed by and for industry to improve profits, industry and the university are totally different, and talking of students as "customers" is offensive and makes no sense. They make it clear that they will have nothing to do with this scheme and will view any attempt to compel them to participate as a violation of their academic freedom. What happens then is…practically nothing. Some changes are made in business and service departments, some curricula are revised, and a few instructors make changes in what they do in their classrooms but most go on teaching the way they have always taught. After two or three years the steering committee writes its final report declaring the program an unqualified success and disbands, and life goes on. Higher education...
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...2007performance XXX UK Publishing Management Reviews © Blackwell 1460-8545 International and organizational IJMR Oxford, Blackwell ARTICLES Anne Delarue,1 Geert Van Hootegem, Stephen Procter and Mark Burridge This paper presents a review of recent survey-based research looking at the contribution of teamwork to organizational performance. In particular, it focuses on empirical studies in which both teamwork and performance are directly measured in a quantitative way. The paper begins by identifying four interrelated dimensions of teamwork effectiveness: attitudinal, behavioural, operational and financial. The first two represent transmission mechanisms by which organizational performance can be improved. The latter two provide direct measures of organizational outcomes. The review shows that teamworking has a positive impact on all four dimensions of performance. It also reveals that, when teamwork is combined with structural change, performance can be further enhanced. The paper concludes by highlighting some important research gaps that future studies could address. Introduction Teamwork has emerged in recent years as one of the most important ways in which work is being reorganized (Osterman 1994; Waterson et al. 1997). This idea of delegating responsibilities to work groups has been diffused under a range of different labels. Human resource management (HRM), modern sociotechnical theory, business process re-engineering and lean production all embrace...
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...ORGANIZATION & BEHAVIOUR TESCO Organization & Behaviour TESCO Organization & Behaviour Task 1 1.1 Compare and contrast three different organizational structures and cultures. The organizational culture Culture is the way we think, feel and act in a society. Companies act not only according to their identity but also their culture and internal structure. That is, as a person, the "personality" of the company (Way of being and behaving) depends on the interaction between their structures and identity culture. Organizational culture is the way of thinking, feeling and doing shared members of the company. Culture is a good or intangible capital, consisting of shared values, which, to the extent that generates motivation, collaboration and commitment, will have a greater value for the company. It is a system of assumptions and shared meanings, such as identity, distinguishes the organization from any another. Culture not formally indicates how to do things in the company and what is their importance (Wilson, 1989, P. 303-319). It is a social construction based on customs, learning, experiences and traditions. This culture may or may not further the objectives of the company. Culture becomes visible and / or strengthened through different aspects, such as: Identification The degree of commitment of staff to the company as a whole, and not just with your type of work or specific field performance. Group organization The extent...
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...this has two vital implications: 1. You will be working in and perhaps managing teams. 2. The ability to work in and lead teams is valuable to your employer and important to your career. Fortunately coursework focusing on team training can enhance students’ teamwork knowledge and skills. ■ 3 2 teamwork A national s Cisco Systems has grown, the computer networking giant has stayed nimble by delegat- LEARNING OBJECTIVES After studying Chapter 12, you should be able to LO1 Discuss how teams can contribute to an organization’s effectiveness. LO2 Distinguish the new team environment from that of traditional work groups. LO3 Summarize how groups become teams. LO4 Explain why groups sometimes fail. LO5 Describe how to build an effective team. LO6 List methods for managing a team’s relationships with other teams. LO7 Give examples of ways to manage conflict. ing work to teams whose membership crosses functional, departmental, and lines.1 Sometimes—as in Cisco’s case—teams “work,” but sometimes they don’t. The goal of this chapter is to help make sure that your management and work teams succeed rather than fail. Almost all companies now use teams to produce goods and services, CHAPTER 12 | Teamwork 279 LO1 Discuss how teams can contribute to an organization’s effectiveness THE CONTRIBUTIONS OF TEAMS Team-based approaches to work have generated excitement. Used appropriately, teams can be powerfully effective as a building block for organization structure...
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...Phoenix-Diamond Bar HRM/531 Human Capital Management September 19, 2010 InterClean looks at two key elements of a job analysis, one it identification of major job requirements (MJR) which are the most important duties and responsibilities of the position to be filled. They are the main purpose or primary reasons the position exists. The primary source is the most current, official position description. The second element is identification of knowledge, skills and abilities (KSA) required to accomplish each MJR and the quality level and amount of the KSA’s needed. Most job analysis deal with KSAs that are measurable, that can be documented, and produce meaningful differences between candidates. Typically, possession of KSAs is demonstrated by experience, education, or training. Goals of KSAs is to identify those candidates who are potentially best qualified to perform the position to be filled. (U.S. Department of Interior, 1998) InterClean ------------------------------------------------- RECEPTIONIST DESCRIPTION ------------------------------------------------- ...
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...performance. This chapter discusses the foundation, design, and implementation of performance measurement systems. In addition, it describes the principles of effective performance management so that the reader will have an understanding of how to create a positive appraisal environment. ANNOTATED OUTLINE I. What is Performance Appraisal? (PPT 7.3) Performance appraisal involves the identification, measurement, and management of human performance in organizations. Organizations usually conduct appraisals for administrative (a decision about an employee's working conditions, including promotions and rewards) and/or developmental (a decision concerning strengthening the employee's job skills, including counseling and training) purposes. Dissatisfaction with appraisals is rampant. HR professionals, line managers, and employees voice dissatisfaction. Many workers have difficulty with appraisal, which may account for the short life span of the average appraisal system. II. Identifying Performance Dimension (PPT 7.4) The first step in the performance appraisal process is identifying what is to be measured. Managers must identify the aspects or dimensions of performance that determine effective job performance. This process seems simple, but it can be quite complicated. If a significant dimension is missing, employee morale may suffer because employees who do well on that dimension...
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...| | Topic Summary This topic contains relevant information on how to * establish a productive team * lead your team effectively * handle problems with your teams as they arise * evaluate your team’s productivity. | | Topic Index Topic Overview What Would You Do? Where Should You Focus? Topic Index Topic Summary About the Mentors Using the Topic Core Concepts Team Building: An Overview Understanding How Teams Work Establishing a Team Becoming an Effective Team Leader Handling Problems Evaluating Performance Steps Steps for Starting a Team Steps for Leading an Effective Team Tips Tips for Selecting Team Members Tips for Building Team Performance Practice Instructions Scenario Tools Worksheet for Forming a Team Checklist for Evaluating Whether a Group Is a Team Checklist for Assessing a Team’s Performance Checklist for Assessing Your Team’s Goals Checklist for Evaluating Yourself as a Team Leader Role Clarification Worksheet Test Yourself Instructions Questions To Learn More Harvard Online Article Notes and Articles Books Other Information Sources eLearning Programs | | About the Mentors Donna D. Conlin, M.Ed., is Organizational Development and Education Manager at Bose Corporation. She has twenty years of human resources development experience in a variety of business environments from entrepreneurial start-ups to established corporations, all experiencing significant change in their markets...
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...decision making process in different situations 10 “Buying Behavior” 10 Task (1.3) analyze the role of sales teams within marketing strategy 16 LO 2: Be able to apply the principles of the selling process to a product or service. 21 Task (2.1) Prepare a sales presentation for a product or service 21 Task (2.2) Carry out sales presentation for a product or service. 25 LO 3: Understand the role and objectives of sales management 27 Task 3.1 explain how sales strategies are developed in line with corporate objectives 27 Task (3.2) explain the importance of recruitment and selection procedures 34 Task (3.3) Evaluate the role of motivation, remuneration and training sales management 37 Task (3.4) Explain how sales management organize sales activity and control sales output 48 Task (3.5) Explain the use of databases in effective sales management 51 LO 4: Be able to plan sales activity for a product or service 52 Task (4.1) Develop a sales plan for a product or service 52 Task (4.2) Investigate opportunities for selling internationally 56 (4.3) Investigate opportunities for using exhibitions or trade fairs. 58 Recommendation 61 Conclusion 62 References 63 Introduction Sales and operations planning (S&OP) is an integrated business management process developed in the 1980s by Richard (Dick) Ling previously a consultant at Oliver Wight Company through which the...
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...utilize all of these processes to achieve the goals of their organization. 2. What are the four basic activities that make up the management process? How are they related to one another? The basic activities that make up the management process include setting goals and determining how to best achieve these goals. Once a manager has set these goals they must determine the necessary resources to carry them out. Leadership and motivation are a vital element as well as controlling the activities to meet the goals. 3. Identify several of the important skills that help managers succeed. Give an example of each. Technical skills are necessary for managers so that he or she can understand the type of work that is done in their organizations. Managers must also possess good interpersonal skills which are the ability to listen to a subordinate as well as convey ideas of the company. This skill might also be helpful in motivating individuals. Time management is also an important skill for managers. Effective managers can prioritize work load, make sure it is done in the most efficient manner as well as delegate specific duties. 4. Briefly describe the principles of scientific management and administrative management. What assumptions do these perspectives make about workers? Scientific management is best described as development of a work method to improve efficiency and performance in individual workers. Administrative management is described as how a company...
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