Organization behaviour - Article Example

If I would be given an opportunity to appear for an interview in IBM for the post of Sales Manager, I would start replying the question by introducing the main responsibilities of sales manager keeping in view the advertised. I would state that a sales manager holds a key position in every company and he is not only responsible for managing, leading and guiding but also motivating a team of salespeople. The sales managers job often include conveying sales areas, allocating quotas, counseling the members of sales team, provision of sales training and development of sales plan.

However, in most of the large corporations, the sales plan is usually developed by the decision-making/higher management. In this case, core responsibility of the manager is to execute and manage the sales plan through motivating the sales team in order to achieve one of the corporation’s objectives.In IBM, I would like to be a role model in order to instigate my team of salespeople and develop a culture of sales reputation keeping in view the client value. I will do following steps to manage and motivate the team to enhance their working tempo in dynamic environment.

My main focus will be increasing contract quantity and haste in the business unit. This could be achieved by maintaining proper communication of the sales plan to the team in order to motivate them to enhance their performance and productivity. I will allocate tasks to the team keeping in view their strengths, likeness and appropriate roles, in order to keep them motivated and perform up to the required satisfaction level of IBM.Furthermore, I will set challenging objectives for each member of my team.

The team members who have achieved their objectives will be given due credit and compensation according to the defined policy of IBM.I will definitely create win-win situations through elasticity and by making tradeoffs in a complex organization and highly competitive marketplace.Necessary tools and resources should be provided to the team members so that they can work effectively and efficiently.My Perspective as EmployeeMy Name: DusanThree months before my company hired a new manager and he is used to assign the tasks of my responsibilities to one of my colleague; even he has not the same job responsibilities as mine.

I am one of the most efficient employees of the company and also got recognitions from the company. But I am not as much proficient on the tasks that are being assigned to me. This eventually affects my efficiency and creating an embarrassing situation for me. Manager’s PerspectiveAfter my joining to this company, initially I assigned two very important tasks to Dusan. But unfortunately, he did not respond to those up to the standard and right at that moment I have to reproduce them from my own in order to provision of reports of the tasks to my higher management.

Furthermore, I have also given instructions to Dusan to redo the tasks but he was not available at that moment. Due to this situation, he lost my trust on the important and urgent tasks; therefore, I am assigning these tasks to one of his colleague.StrategyI would propose five steps strategy to handle the above conflict situation. The first step is an assessment of the conflict regarding what is the conflict at the moment? Who is the main culprit of the conflict? And this also includes the history of the conflict.

The second step is acknowledgement, after observing and gathering all information regarding the conflict between the manager and the employee. It is proposed that a meeting should be held between the employee and the manager in presence of HR Manager. Accordingly, the time, location and date of the meeting with specified agenda should be communicated to all the stakeholders. The third step is attitude; in this step I would propose that both parties may participate in the meeting with polite and positive attitude to solve the conflicting situation.

The fourth step is action, after the proposed meeting held, minutes of the meeting should be circulated to all the stakeholders with appropriate and defined actions. The fifth step is analysis, once the above steps accomplished, a thorough analysis of the conflict should be conducted. It is very important step in order to avoid any further conflicts in which a lesson learnt report should also be produced.ConclusionFrom the above strategy, it was concluded that the both parties (the manager and the employee) have fault of proper communication at their ends.

As it was revealed from the strategy that Dusan was having problems at his home, therefore, he could not able to perform those tasks that were assigned to him initially by the manager. The same communication fault was at the manager’s end, as he did not communicate the reasons to Dusan for not assigning him the relevant tasks.