1. Yes, it is time for IPI to reconsider the salesforce organization. As IPI has more key customer types than the number of product lines, decision should also base on people consideration or customer type. By having each region specializing the accounts according to customer type rather specify through certain product line, both buyer and distributors satisfy their needs all at one. It is a better way to delivery product to customers, customers would be more happier if they can finished their shipping list without goes around the store talk to different expertise of certain product.
Narrowing pay discrepancies in a team-based environment promotes a sense of community and a common fate, leading to greater efficiency as it lessens interpersonal competition but increases collaboration (Pfeffer, 2005). Pay compression thus advocates equity theory; that if internal factors and external competitiveness are aligned, employees perceive their pay to be fair and exert maximum effort (Milkovich, Newman, Gerhart, 2011). From this perspective, compressed pay is seen as a motivational tool to incentivise workers due to the fact that there is no added value for an individualistic nature, but rather a collective tendency. Pfeffer (2005) also argues that wage compression helps to de-emphasise pay. This in turn creates employees who are not driven by pay but value organisational attributes like the people as well as having work that is exciting and rewarding to them.
Because of this efficiency should be improved within the business when orders are given. The negative aspects must also be considered. Arguably one of these is that employees would be given more responsibility and more authority, something that Tim specifically wanted to av... ... middle of paper ... ...en by either the managers of the outlets, or by retraining the outlet staff assistants. This would however incur a cost as you would have to pay redundancies, but it would be a lot smaller than if you were to remove the buyer’s layer. Also it may incur the cost of having to retrain either the managers or the outlet staff assistants on how to do the role of the supervisor and they may demand more pay.
Marketing Departments in mid-sized businesses face lots of challenges such as how to target customers more efficiently, how to increase market share, how to compete in the market-place and be ahead of competition, and how to increase one-to-one communications with customers. The unsteady economy has pressured businesses to become as streamlined as possible, leaving marketing departments short on budget and staff. Today, our role as Marketing Consultants is to help companies not only retain current customers but also aggressively grow market-share, open new market potentials and add new customers. Our Marketing offerings can help companies conquer these challenges. We can help developing, supervising and executing your Marketing Strategies, whether through dealing with your Marketing Department or through assigning persons from our company.
Mainly, I think that the organization needs to reduce the aspects that are associated with the Avoidance style. The practice of pushing decisions upward, as explained before, impacts job satisfaction in a negative way. If this were reduced, the employees would be far more empowered, and would in turn serve the customer more effectively. A happy customer usually makes a happy organization, and vise versa. Some of this could be accomplished, I feel, by eliminating one level of approval on adjustments.
In addition, organizations may focus more on meeting milestones or deadlines of activities rather than achieving the desired outcomes of the initiative. Another issue is that organizations may focus solely on the measures on the balanced scorecard while ignoring other important operational initiatives. Lastly, balanced scorecards may increase organization performance due to the Hawthorne effect or the observer-expectancy effect that claims individuals will modify their behavior when it is being measured as a response to the fact that they know they are being studied. Studies have also shown that high performance may be reflected through the balanced scorecard, but this is more of a reflection of the manager’s relationship with a certain employee than it is of the outcome of a particular initiative. • Results / evidence summary (including limitations of research found, if any) Study in the Journal of Management Accounting Research (Ittner & Larcker, 1998) surveyed the effectiveness of the balanced scorecard versus performance measurement methods used in the past.
They both promote collaborations between different stakeholders. Each step requires both careers to rely on each organization to produce their product. On top of that, the movement of the buyers is what the company depends on which is making the customers satisfied. Both professions rely on recent trends, which fluctuate depending on sale and the economy. Overall Marketing and Supply Chain go hand to hand because they deal with sales, production, promotions, seller, and the buyer.
Brand Loyalty “ Brand loyalty-that certain something that makes a consumer keep buying over and over again-is an elusive quality. It begins with the consumer’s preference for a product on the basis of objective reasons-the drink is sweeter, the paper towel more absorbent. The brand name is the customer’s guarantee that he/she will get what they expect”(Fisher). As far back as companies go the main question asked when selling their product, how can I get people to purchase my product? This is still a very important issue in the day- to- day operations of any company, but now they are asking a whole new question.
The findings in this comparison of external and internal labor sources suggest that when a company is unsure of what their employee is doing, it is cheaper to use surveillance as a control tactic. If a company has general product that is not complicated, it may be more advantageous to outsource since control would not be as necessary. Many companies may use a combination of both internal and externalized labor, since risks may vary according to what is sold. If given the choice most of us would pick the internal labor side, because it is secure, dependable and predictable. Organizations must way the risks with control to decide the best way a job will get done with the minimal amount of employee control.
More production will lead more fixed manufacturing overhead costs go to absorption costing inventory and less expensed during a period therefore there will be more profit. In reality, the company may not able to produce that much and managers want to earn more commission based on the performance of the operating income, so they just buildup the inventory and it ignores to account for expenses related to carrying the additional inventory in order to earn more profit. Therefore, the profit should consider as a phantom profit. According to Managerial Accounting textbook, it indicates break-even point analysis under absorption costing method request both production and sales to analyze it. If company manipulated the inventory such as increase the inventory artificially or seduce dealer to stock more product than the amount that the markets actually demand, the company will have illusory profit.