Entrepreneurial Strengths Finder - Assignment Example

Job Analysis: Marketing Manager Q Create a Job for and Describe the Job Specifications of your Favorite Position thus far. If you have not yet been employed, Create a Job Description for and Describe the Job Specifications of your Dream Job Role Summary: The Marketing Manager is responsible to develop and maintain marketing strategies in order to achieve the agreed company objectives. The responsibility includes evaluation of customer research, market condition, competitor data and take decision of altering the marketing plans as required. The Marketing Manager role involves overseeing all marketing, advertising and promotional staffs and activities. Job Description & Responsibilities: The role of the Marketing Manager includes marketing and promoting company products to the market – both B2B and B2C. Needs to demonstrate technical marketing skills and should have complete product knowledge of the company. In partnership with the sales team Marketing Manager needs to develop the annual marketing plan in such a way that it should have detailed year-long plan and should meet the company objective. Budget management is one of the key responsibilities that is needs to perform all the functions within the agreed budget. Needs to instruct the marketing staffs where the budget is getting exceeded. Needs to manage the aspects of print production, receipt and distribution. Needs to achieve positive media coverage all across the media channels in positive and timely manner. Needs to manage the product line life cycle starting from strategic planning and tactical activities. Needs to carry out market research in order to identify the requirements in the market for both present and future products. Needs to develop and implement company-wide strategic plan in order to push products out of the production floor and work with the entire required department on order to execute the plan. Analysis of potential strategic partner relationship for various product lines. Roles and Relationship: Should have the ability to interact and cooperate with all employees in the company. Should have the ability to build trust, communicate effectively, drive execution, foster the culture of innovation, focus on timely delivery of products to customers, collaborative in nature, creatively solving problems and demonstrate high integrity. Should maintain professional and positive relationship both internally and externally so that it meets the core values of the company. Should be proactive in developing and maintaining a positive relationship with all the support teams and departments. Job Specifications: The prospective candidate should have at least 4 – 6 years of experience in sales in marketing industry. Experience in the sales and marketing activities of related industry would be preferred. Should have extensive experience of developing, maintaining and executing valued marketing strategies in order to meet the company objectives. Should have string understanding of current market and customer dynamics and needs. The candidate must be flexible and open for travel if required. Should have the open mind in order to work with the large global teams. The candidate must have the proven track record of overseeing all marketing, advertising and promotional staffs and activities. Should have the open mindedness in order to reach out to the knowledge engineer in order to equip him/herself with the required digital training to get the digital marketing jobs. Training Program: It necessary for the on boarded Marketing Manager to undergo certain company specific on boarding activities and training in order to know more about the company. There would be a 4 week on boarding program for the Marketing Manager where the candidate would be undergoing training from the supervisor, peers and if possible from the subordinates in the job function. First one week of the on boarding training would include the company culture and nature of the business of the company. The second week would comprise of the getting to know about the team and the team members with whom the Marketing Manager would work. The third week will be focused on learning the business strategies and the methods by which the company generally operates the business along with the current customers and clientele. Finally fourth week would be the on the job training where the Marketing Manager is expected to as per the learning of past three weeks. This is a compulsory training that the new Marketing manager needs to undergo in order to start the work in the company. Q. 2. Outline a Compensation and Benefits Package that Would be Appropriate for the Position in Question The Annual compensation package for the position is $85,528 with $5578 as the annual performance bonus. The Marketing Manager position is entitled to receive many other benefits, which include Social Security, 401K/403B value benefits, disability benefits, healthcare benefits, pension and paid time off. In total the annual compensation package for the Marketing Manager will be approximately $125,000. Q. 2a. Indicate the Research that you have done and the Relevant considerations that Influenced the Design of the Compensation and Benefits Package The main base of reaching a compensation and benefit package mentioned above is the market research. The position is expecting to have candidates with 4 to 6 years of experience in the sales and marketing domain. The average annual salary in the market for this position for the same amount of experience varies between $83,000 and $87,000. Hence taking that fact under consideration and the current market trend the salary and other value benefit packages are designed for this particular position. Research in was carried out in websites like www.salary.com, www.salaryexpert.com and www.wageweb.com. The results displayed by the research in these websites are more or less similar to that of the current market trends for the position of Marketing Manager. Q. 3. Apply the Four (4) Classic Stages of Career Development to the Position In any position development of career is very important. If an employee remains in one position for a very long time it is quite natural that the employee would start to think stagnate and would slowly keep him/herself disengaged with any of the activities that happenes within the team. In some cases it is also seen that the employee started do not get interested in what he/she is doing. There are four classic stages through which every employee needs to go through in order to develop in their career. Those stages are as follows: Exploration: As a Marketing Manager it is important to explore various options in the team. It would help in knowing the team and the team members in a better way. Explore the market in which you need to work and develop the business of your company. Exploration is the best way that will pave the way of your success. Establishment: After exploration you need to formulate the strategy by which you would be moving ahead and make your presence felt in the market. Here comes the establishment stage of the career development where you would establish your brand in the market for the people to notice. Maintenance: Don’t think once the brand is established you have gained the market. You need to maintain your brand amidst the tough competition in the organization. If you are successful in maintaining your brand your success and growth in the career ladder can’t be stopped by any external force. Maintenance also means how your team is performing and it depends on how you are connected to your team and the way you motivate them. Decline: There are chances that both your and your team’s performance can go down at time. Try to motivate the team and at the same time grow the habit of self-motivating yourself so that you can save you and your team from frowning in the darkness of failure. A good manager is the one who is capable of managing the team well in the decline stage. Q. 4. Develop a Plan to Avoid Declining Employee Performance during the Maintenance and Disengagement Stages According to many experienced managers dealing with the declining performance of an employee is basically an emotional component. Many managers are very much capable of doing that and some are not that fluent in doing so. The experienced managers suggest that if your approach is systematic and in accordance with the situation you can handle declining performance of an employee. There are following four steps need to be taken in order to tackle the situation. Step 1 – Preparation: This is the first step in order to deal with the declining performance. Preparation involves selecting a specific performance issue that you want to focus on. It will make the work easy and smooth. Step 2 – Discussion: Once the work of preparation is done, next step is discussion. It is advised to schedule a meeting with the employee and discuss your observations that you had noticed as the signs of declining performance. Likewise hear what the employee had to say and try making it an interactive session rather than a one-sided conversation. Step 3 – Reaching Agreement: This is the most important part of the plan of avoiding declining performance. In this stage figure out where are the agreements and disagreements are and try to address the disagreements. Try to reach to a stage of mutual understanding so that you both can take forward the approach of mutual problem solving. Step 4 – Partnering for Performance: The base of this step would be the answer that you would get in step 3. If your direct report commit to work together in order to resolve the issue then both of you need to have a Partnering for performance discussion where you both decide on the leadership style along with the type of coaching, mentoring and guidance the direct report needs to have. However, if the direct report does want to commit for work together approach to go forward then you need to use the direct leadership approach in the ordering style. Q. 4a. Predict at least Two (2) Reasons why some Employees might Stagnate and Ultimately Disengage from their Work There are many reasons for which the employees get stagnate and ultimately disengaged from their work. One of the primary reasons is the right manager. Selecting right manager or supervisor is important for any team as it can affect the employee retention and engagement of the team members in their work (Sorenson & Garman, 2013). Another important reason is setting up realistic goals and terms for the team and team members. Unrealistic goals can demoralize the team members thinking that it is not possible to achieve and ultimately it leads to the disengagement of the employees. Though the company might set lofty goals for engagement but it is necessary for the managers to make the goals meaningful for the team members to bring engagement to life (Clifton & Badal, 2014). Q. 4b. Suggest Key Strategies that Employees may use to Avoid such Stagnation and Disengagement One important suggestion that can be made here in order to avoid disengagement and stagnation is to set a realistic goal for the team. In many organizations surveys showed that people get demoralized because of the unrealistic goals and it makes the employees feel that when the goal is not achievable then what the use of working for it is. Another useful suggestion is try to make some time to connect with each employee so that as a manager you can get to know the situation of the team and the team members (Rutigliano & Brim, 2011). This will help you in taking the decision pertaining to make things right in the team and keep your team members engaged and motivated. If you are a leader and there are leaders reporting to you it is suggested to coach your managers and leaders and hold them accountable for the employee engagement. In Gallup’s research it is found that in most of the cases the managers are primarily responsible for the engagement of the employees. Hence it is necessary for the companies to take necessary action in order to coach the managers so that they can build employee engagement plans. Resources: 1. Sorenson, S. & Garman, K. (2013). How to Tackle U.S. Employees Stagnating Engagement. Gallup Business Journal. Available online: http://businessjournal.gallup.com/content/162953/tackle-employees-stagnating-engagement.aspx 2. Clifton, J. & Badal, S. B. (2014) Entrepreneurial StrengthsFinder. Gallup Press: New York. 3. Rutigliano, T. & Brim, B. (2011) Strengths Based Selling. Gallup Press: New York. Read More