...Successful Marketing Strategies Jadiam Lopez ENG/147 Prof: Susan Honea A successful marketing strategy or campaign relies heavily on a marketing team’s ability to manage time effectively. Success comes with perseverance, but also, the marketing team needs to manage their time correctly and organize their thoughts. Time can work against the marketing team if their time is not managed efficiently, also if the marketing team is not organized it can further complicate the marketing team chance to prevail. Success is dependent on a lot of different factors, but one thing is for certain; a successful marketing strategy requires a great deal of time management and strong organizational skills. Time management will give one of the best chances to be successful in marketing. As a team leader delegates assignments, the focus will be slowly on how to use all resources properly with ample time. Given the proper time, the marketing team can easily prepare to research, edit, revise and proofread the project on hand. “As they say, "We don't plan to fail; we fail to plan." Don't let a "nonexistent" marketing plan guide your business.” (VanVranken, 2012). What Van Vranken means is always to draw a plan for success, because if the team fails to plan, then the team is planning on failing. Time management provides a base so all projects will meet the current deadline without the need to rush. With all success in life, no matter if it's a project or real world, time management is a key factor...
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...self-understanding, vision, and values congruence. Each characteristic plays an important role in the success of leadership of a team. Team environments thrive when effective managers are strong in these five leadership characteristics. It is realistic to think that every manager is not going to be naturally strong in each characteristic but if they are aware and frequently checking in with these five points as successful team can be built and lead. Empowering your Team I believe that having the ability to empower is a gift but can also be learned. It requires confidence, trust and the ability to read people and what motivates them. Gaining the trust of the people who follow you is key to a successful care team for the following reasons. Staff must trust your decisions and how they think you would care for patients yourself. If the staff that follows a manager does not believe that the manager could care for a patient with integrity, advocacy and accountability they will never be empowered by the manager to do the same. Managers who empower their staff lead by example first and by doing so build trust. They are then given the ability to empower staff as staff will desire to lead by the manager’s example. Empowerment is also very dependent on a leader’s ability to provide the tools and resources needed for an employee to excel at their job. Having the knowledge to provide direction is important, but just as important is knowing where direct employees to find the right answer...
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...the international operations is greatly needed, having this you know that when you walk in to Starbucks anywhere it will be the same. This is made possible with the use of departmentalization. The two that I found where geographical and functional. Geographical- With geographical departmentalization, this allows the company to deal with the "obese" size of the company. By having this in place this has given them presidents in Canada (President of Starbucks Canada), USA (President of Starbucks Coffee USA) and Internationally with the President of Starbucks coffee international and senior vice-president of coffee and global procurement. Functional- With this they can assign different jobs for to insure that everything that takes place is done to pure perfection. 3)What examples of the six organizational structural elements do you see discussed in the case? Describe. Departmentalization- As said in question 1, this helps the company decide which jobs and operations should be put together to work on. Ex. Audit and compliance. Decentralization- This is what makes Starbucks so successful. They try and get advice from all levels of employment and give the freedom to make there own decisions within the Starbucks rules. Span of Control- Having district managers visit 8-10 stores and having the right number of employees a manager can handle...
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...MGT/311 Riordan Manufacturing – Team Strategy Plan Part I. Team Strategy Plan Being part of a group of newly hired team the Superintendents at Riordan Manufacturing believes in trusting teams; also, this is the key way to suppling work duties and completing a job on time. Teams will start to develop from present employees and some will be new hire. This purpose of the teams is to begin production of the newly designed CardiCare Valve heart valves at the Pontiac Michigan provision. The objective of this team strategy plan is to identify strategies available to build the teams. In addition, there are challenges or barriers that may occur. Then we must know how to determine the best strategy and discussed. Finally, to ensure effectiveness, certain procedures that had to be taken to determine each team’s success. There are many strategies to bring into play in creating successful teams. After selecting team members, the superintendents will have to agree on what strategies are helpful in team building. Than their will have to be a leader, so creating a leader for the teams will build certain members of the team so they will know what his or her role is, and the workload can be evenly distributed. An excellent leader will distribute workers skills and put a person into the right job task within the team. Some team building strategies will make sure that the groups who make up your production work together as a team towards the same goal. Having understanding by empowering and...
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...Gloria Mitchell MGT 311 November 3, 2014, 2014 Groups, Teams, and Conflict Marcia A. Ridley, Instructor University of Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. |Strategy |Strengths |Weaknesses | | | | | |Common Plan and Purpose |A well-defined clearly communication |Having too many different agendas can cause | |Team members, identify mission, goals, and |detailing the goals and purpose will |weaknesses and create confusion with the common| |strategies on how to accomplishing this. By|enhance the organization. Having a process |goal and purpose. Team members may not always | |having this in place, each person can have |document which in provides guidance for |agree with what the group has corroborated on. | |a clear understanding of what needs to be |circumstances that many come up. These |The team many not be reviewing the common plan | |completed and how to reach the goal. |documents are living document, by having |and purpose regularly to change the course when| | |teams discuss them and updating them to |the business needs have changed...
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...Case Analysis: Google’s “Three-Thirds” HR Team Debbie Martin Empire State College Organizational Behavior May 2014 What is a team? A team is defined as a group of people with a full set of complementary skills required to complete a task, job, or project. Team members (1) operate with a high degree of interdependence, (2) share authority and responsibility for self-management, (3) are accountable for the collective performance, and (4) work toward a common goal and shared rewards(s). A team becomes more than just a collection of people when a strong sense of mutual commitment creates synergy, thus generating performance greater than the sum of the performance of its individual members. (Business Dictionary.com, 2014) Google’s HR team has the potential to be a very effective and strong team. Each section has their expertise that would benefit the other groups. With the current model, the groups are only encouraged to have regular interaction. The lack a defined, common goal and expectation of the HR group as a whole. Google Upper Management is trying to capitalize on their HR team to assist with a sluggish economy and cost cutting efforts. In HR’s case, this involves making sure that Google is hiring the best possible candidates they can. The most costly component of any business is training of new employees. By utilizing the various HR groups it has established, Google is trying to minimize turn over, ensure longevity as well as compatibility. In order...
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...Communication between workers is important so that the organizations goals are reached in order to be successful. Communication theory aim is to focus on ways that communication can travel from one person to another. Communication includes direct communication, mail, phone, and computer. Team Communication Communication is an activity that can be in a form of speaking, reading, writing, listening, and gestures. The reason behind communication is to gain a response from a person or persons to where a thought is delivered. Communication is the most important part of having a successful organization. Team communication is the key in my organization being that they deal with clients and patients that are receiving benefits through workers compensation. The way the organization works is different group’s works with certain clients being hospitals or transit. Being that the organization has several clients that are through local hospitals each group works together to gather information from the clients on a particular claim. The form of communication used most is email and telephone. In order for the business to be successful in determining whether or not a claimant is eligible for workers’ compensation the employees needs to communicate with them to find out the cause of the accident that occurred. The use of communicating through the telephone is mandatory in my organization. The team communicates through emails to update everyone on the changes or status of information received...
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...3 Keys to Transforming Your SALES CULTURE By Mike Brooks t some point in a company’s development, it becomes a priority to focus on and possibly change the existing sales culture. This need to change can be driven by many factors, including slumping or declining sales numbers. Alternatively, a change in focus may occur, from a customer-service-orient- ed sales team taking inbound leads to a more direct-selling model in which outbound calling becomes a prior- ity. Or perhaps there is a change in direction, such as a focus on growing new accounts. Sometimes a total transformation is in order, whereby an entirely new sales methodology is required and selling systems, processes, and other key sales drivers are developed and implemented. Regardless of the change, and in spite of the work necessary, one common challenge remains consistent: getting buy-in from your existing sales team to adopt and implement the skills, processes, and procedures needed to make the change successful. THE PROBLEM IS WITH PEOPLE, NOT PROCESSES Changing processes and proce- dures is relatively straightforward; changing the attitudes and actions of experienced sales reps isn’t. Those of you who have been involved in managing or directing a sales team know firsthand the resistance reps exert against changing the way they sell. Even when their current sales skills are ineffective, sales reps are reluctant to try something different. Many sales...
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...Working within a group environment has benefits and challenges. Some of the challenges can be having a mixed group of personalities and how then adapt with one another is a key indicator of the success of a project. How they come to an agreement and ensure they meet their goals is also a challenge but the benefits can be so rewarding within a business environment. The opportunity to share creative ideas, brainstorm together on obstacles and create a team environment is imperative to a business with complicated goals. The key to having a successful communication within a group is to ensure that everyone respects every idea that is contributed, to make sure that each individual is responsible for their actions, the ability to resolve a conflict by listening to everyone’s thoughts and ideas, the ability to take on your specific role and take it to the end of your goals, and most important ensure that your team is organized. A group communication or setting is the ability for 3 – 20 people to exchange their thoughts, listen to who is speaking and be able to exchange their perspectives on ideas. The ability to debate intelligently while still respecting one another while resolving any conflicts, and most importantly reaching the company’s or business goals as a team. Every day I try to improve my individual communication by sharpening my listening skills, create more eye contact when I am in the middle of a conversation, read the dictionary so that I can expand my conversation...
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...Case Study Flight 001 Motivating your employees as a manager or owner is one of the keys to having a successful business. In retail, every employee plays an important role. Whether the job is temporary or a permanent career for an individual, it is important to encourage an individual by hearing their ideas and making them a part of the big picture. It is important that management empowers and motivate the employees. There are three theories I will talk about in this case study. According to Maslow’s Hierarchy, there are five categories each human need: Physiology, security, belongingness, esteem, and self-actualization. According to the Flight 011 video, Amanda Shank, the Assistant Store Leader, worked for a company where she did not feel valued. She was told that she was just one of the numbers (Flight 011, 2010). The needs that were not met were a mixture of self actualization and self esteem; her opinions are not valued, therefore, there is no motivation to move up or be successful at the company. If Shank’s managers ensured her that she is valued to the company and gives her positive feedbacks to do better. There might have been a chance for her to be motivated to stay in that company and even move up in the corporate ladder. “Expectancy Theory suggests that motivation depends on two things – how much we want something and how likely we think we are to get it” (Griffin, 2011). The position in retail can be viewed as a temporary job to most. The employees who...
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...substantial net loss and the company decided it needed to rejuvenate the Philips’ brand, and give its approach to innovation a face lift, by focusing on innovation driven by end-user insights. Philips began its new journey with exploration. First, a vision team of four individuals was created with the goal of bringing inspirational ideas from the outside in. Second, they piloted a project for car headlights that combined the Dialogue Decision Process (DDP) and a design process based on socio-cultural insights. Third, Philips established the New Business Creation (NBC) group whose role was to challenge by asking simple questions and illicit “out of the box” development. Philips’ exploratory projects led to the inception of the “Think the Lighting Future” (TTLF) project by the end of 2001. Along with a list of intangible goals, the TTLF was tasked with clarifying alternative scope definitions, defining two to three NBC projects, and defining a knowledge sharing process. From the onset, TTLF benefited from having the full support of senior management and pulling together a diverse team from all Lighting business groups. The use of cross-functional multidisciplinary teams and having top management support from concept through launch is key in successfully developing new products (Bessant & Tidd, 2011, p. 378-379). TTLF facilitated communication and set the project up as an extended DDP around the innovation dimensions of People,...
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...A1. The optimal results of a well-prepared and well-delivered performance appraisal can have a positive effect on the employees, the supervisors, and the organization. Not only will the employee be better able to understand what is expected of him, this is also the opportunity to ask about areas that needs improvement. Knowing this information gives the employee more focus on what is expected to meet or exceed standards. For supervisors, the performance appraisal allows them to build a rapport with employees and allow them to spot weaknesses and strengths. This is also the time to reward exceptional performance from an employee and schedule training sessions for those who might be lacking in areas in order to help the employee be more efficient, while helping to build confidence. The organization is better able to improve the workforce by taking into consideration of feedback from employees about what they expect from the organization. This is also an efficient way to identify individuals with great potential for promotion purposes within the organization. A2. Pre-appraisal activities that ensure there are performance appraisal processes that are beneficial to the employee and the company should start by setting performance standards. Followed by the manager observing the employee to see if there is “understanding of the job role, associated work processes and the conditions under which the work is being performed” (Wilton, 2013). This is also the time for gathering...
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...Media opportunities for this management success A media strategy can often form the basis of other work plans that support your business goals. Government or stakeholder’s relations are often an important part of business and the key to good relationships is communicating clearly and consistently. As a project manager and informing the public and staff on the new state of the art equipment, using a good media professional will have the years of experience, expertise and the contacts needed to help you get the job done with positive results (Hirsch, 2013). I would start by introduce live procedures in explaining what is being done as the new equipment is demonstrating the procedure. As this healthcare marketing approach can effectively create excitement and raise public awareness for the healthcare organization. While most media is being done through social media networks; this will help reach more of the public to understand your organization and the changes you are doing. Setting up a site for live questions to be asked to insure the public is receiving the correct information to questions that they might want to ask. As for the staff; setting up training sessions will help with the training and being successful when the training is completed. Healthcare technology is developing rapidly; unfortunately, problems with equipment often arise due to mishandling by users or a failure to understand fully how the equipment works (Hounsell, 2014). In order to be able to use and maintain...
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...HCS/325 Health Care Management Mary Eacott Motivational Methods Building a successful team in the workplace is not an easy thing to do. It takes time, effort, understanding, compromise and patience by leaders and employees alike. In order to build and sustain a successful coalition, team building concepts must be introduced and practiced by all those involved. It is important to understand your team’s goals to develop incentives to help motivate team members and build camaraderie. Team building involves leading; facilitating and a level of independence of allow the team to operate on its own. As important as it may be for a manager to have involvement with the team, it is also vital for those on the outside to step back and let the team work on its own. According to www.HumanResource.about.com, there are 12 Cs for team building, one of which is culture. Team building is something that needs to be built into your company’s culture. Employees need to see team building ad something that is enjoyable, and not a mandatory inconvenience. Some companies designate a team culture captain that helps facilitate the direction the company wants employees to view team building as a priority in the organization. A key ingredient in getting this mindset accomplished is to make it fun and get everyone involved. Communication is another one of the 12 Cs. It cannot be stressed enough that communication is key in all instances personal and professional life. It is important to ensure that...
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...Successful Leadership in Business Successful Leadership in Business Liberty University Rachel Lake February 21, 2012 Abstract Successful leadership is motivational and interpersonal behavior within the organization. Effective leadership involves delegation of authority to the subordinate in an influential demeanor. In preparation of teams, managers assist by leading for the better achievement of the team. Successful leaders build and maintain a team that out performs its competitors. Survivability is one main focus of businesses today. There is no secret method or mysterious formula to become an effective leader. Trial and error is the process that determines whether a leader is a success or failure. Never stop learning and with practice your can increase your success in leadership. Introduction Successful leadership is a never ending learning and creative process of influencing others. You cannot call yourself a leader simply by achieving goals. Instead it is the long term ability to encompass all of these elements; being aware of your thoughts and actions, behaving in a way that encourages others to follow your behavior and inspiring others to improve upon their actions. “For success it is not enough to understand the industry, the technology and business models.” (Rizzatti 2005) Successful leaders have the expertise required for a position but also influence unity towards organizational goals. Any manager or leader, who strives for success, should acquire...
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