Performance of Metrix Marketing - Assignment Example

Table of Contents

Introduction3

Analysis of the Organization4

Performance of Teams and Individuals4

Teams and teamwork5

Motivation5

Communication6

Decision-making7

Workforce diversity and individual differences7

Work processes and systems8

Organizational culture9

Leadership9

Shared leadership9

Evaluation and Recommendation10

Overall Evaluation10

Recommendation10

Possible solutions to problems11

Effective management practices11

• Introduction

Metrix Marketing is a marketing company that was established in 2001. Its headquarters is in New York. We worked there for about six months. For the short time that we were there, we learnt a lot from this experience. Together with the rest of the employees, we got into groups of five people. The organization majored in marketing. It dealt with a variety of products including shoes, clothes, electronics and real estate. Different groups worked with particular products. Our group was in charge of shoes. The goal of the company was to reach out to more people and market quality products. There were different brands that had signed up for marketing services and their satisfaction was mandatory.

We focused on online marketing; this is the trend evident in the modern day business activities. The results were promising. In my group, I was the secretary and my partner was the overall group leader. The other three group members had their specific roles too. One was in charge of public relations, another was an IT specialist who would ensure our systems and computers were working properly at all times. The last member was in charge of updates. Teamwork constituted an imperative protocol for the effective completion of our tasks and the accomplishment of the group’s objectives.

Our target market was high end. We dealt with quality designer products that were pricey and prestigious. We also focused on schools that needed constant supply of durable shoes for sports. We signed up a number of sports clubs. We marketed our products to them; they approved and subscribed to them. The other group that dealt with sportswear benefitted from the team as members would recommend their products to the clients.

• Analysis of the Organization
  • Performance of Teams and Individuals

As stated earlier, we worked in groups of five. Each group had its own area of specialization. It was up to the teams to give their best. At the end of every week, the various groups received ratings and a reward for the best performing team was the norm. Some of the other groups include the ICT group, Human resource group, finance group and support group among others. The consolidation of a group and adherence to the protocols of teamwork were mandatory. The ICT group was in charge of the overall network and electronics used. ICT facilitated the digitization of activities in the company; technology is an imperative determinant of a commercial entity’s competitiveness.

The Human Resource group was in charge of the employees’ performance. Its establishment aimed at facilitating maximum employee performance. It allocated breaks for the workers and approved requests for work leaves. The finance group managed the company’s finances. It kept records of the expenditure, profits and losses. The group also approved requests for finances meant for the company’s expenditure before the disbursement of the required funds.

Individually, one was supposed to apply their skills in their specialty areas. In case of a problem or complication, workers sought help from the senior management or expert teams. Employees were to avoid making careless mistakes; the quality of work was the priority in this case.

• • Teams and teamwork

Teamwork within the workforce was also imperative and mandatory. We achieved more working as a team than working individually. Each of us had something to bring in on an assignment. When given work, we would divide it among ourselves then come together at the end of it to brainstorm. We found that by combining our efforts, we hardly ever went wrong. This was because; we covered every bit of a task. Working alone, there are areas that I would have overlooked.

An individual employee’s skills determined which team they would join. Teams had disparate tasks with some handling technical duties while others focused on other organizational responsibilities. For example, the IT expert in our team constituted the technical component while the personal relations person accounted for human resource tasks. Effective leadership skills were mandatory for the team leader; he was in charge of giving directives and ensuring that the team accomplishes its responsibilities. It also had a person with good leadership skills. This ensured effectiveness and efficiency within the workforce. Communication between distinct teams was also a notable factor. In this context, the all the teams constituted a single workforce unit working towards the actualization of the overall organizational goals.

• • Motivation

Employee motivation was also a significant consideration at Metrix Marketing. It was effective as it compelled employees to work more diligently and harder, it enhanced competency. A notable form of motivation was the monthly mentorship program. Mentorship gives employees a viable insight of their responsibilities; this enabled them to work efficiently. The company would invite important business personalities who would give public talks to the workers; benchmarking the mentors developed a competent workforce.

Best performing teams received rewards on a weekly basis. The analysis of the week’s performance was mandatory and the rewards went to the best performing teams. Every team yearned for the recognition and worked hard towards being the overall best. Deductively, the reward system was an asset for the company as it revolutionized its workforce and oriented it towards greater professionalism.

The company also made sure that each employee worked in a docket that best describes their skills. Therefore, each worker was able to specialize in his or her field of expertise. Individuals learnt more about their job. The incorporation of training programs further facilitated the professional development of the entire workforce. The fact that the company was considerate of the interests of the employees in particular areas of work constituted a significant motivating factor.

• • Communication

Effective communication is an imperative aspect in any organization. The managers needed a way of communicating with the employees. At Metrix Marketing, electronic mails were the main communication media linking the departments and the personnel. Other communication methods included the use of telephone lines. Telephones were effective in passing urgent messages.

The company had several branches. From time to time, a general meeting would proceed through video-conferencing. We would hold a meeting with some clients too through video conferencing. We had clients from different states that did not find it convenient to travel all the way for a short meeting. In such situations, video conferencing was the most effective form of communication. Bulletin boards, newsletters and magazines also facilitated communication. Magazines generated occasional reports. The company updated the Bulletin board daily.

• • Decision-making

We made decisions as a group. Before reaching to the conclusion, we went through three stages. The first stage is problem identification. The second stage is coming up with possible solutions. The group members give their view on the problem and suggest possible solutions. The third stage is determining of the most appropriate solution. After stage two, the group goes through all the solutions and the best solution applies.

In that specific company, the manager did not just come up with decisions. He had to inform the employees and gather their views, which he would consider before making a decision. Although in some instances, he could make decisions without prior consultation. Directors were responsible for making long-term decisions. In our team, we would make short-term decisions. For example, deciding which photos of shoes to post online and the time of post. Such decisions regarding our work were entirely up to us.

• • Workforce diversity and individual differences

We were all different in our own special ways at the work place. The diversity was so vivid since day one that we started working there. The employees came from different ethnic groups; different races and our ages were different. Both male and female had representation; gender equality. We were all specialized in different areas and our backgrounds were not the same. Some employees came from humble backgrounds while some came from a rich background.

The diversity of the workforce was a significantly notable factor. This brought about personal difference in the work place. There those who spoke foreign languages and could hardly speak English. This was a communication barrier to some of us. There are those employees who resisted change and insisted on doing things the way the old way. They did not accept the changes.

Apart from the differences, diversity had its benefits. This was because the employees embraced the diversity. We understood each other as we were working. This increased adaptability. We brought a wide range of ideas and views to work. There was a broader service range. We worked with experts who were specialized in different areas. By the time we were leaving Metrix marketing, we had learn to embrace all the differences in the other employees. It was not easy but we managed. It was a good experience looking back at it all.

• • Work processes and systems

Work processes are there to make sure employees are productive. Every other organization just like Metrix marketing has its specific processes of doing work. When we started working there, we found an already established system. For our group, our work of marketing shoes had to follow a specific process. We would go to the designers’ production company but the team had to receive clearance from the management.

Our photographer had permission to photograph the items that our team was responsible for. We would then head back to the office where the pictures would undergo intensive analysis and the best selected. We would hand over the pieces to the finance department who would then determine the price it should go for. We would then determine the most captivating caption for it before posting it online on the various platforms. Follow-ups on the work process ensure that employees adhered to proper working protocols. It brings out the best quality of work. Thus, work processes and systems should receive proper maintenance.

• • Organizational culture

Organizations have their own established culture. At Metrix marketing, we had to report to work at 8am and stay until 5pm three days a week. We were also had to dress in official. Employees did not have permission to go to work in casual. The consequence was immediate dismissal. The managerial unit was intolerant of indiscipline and other unprofessional activities. Another culture that was there was respect. At no point would you find employees quarrelling. In case of a misunderstanding, they would solve it in a peaceful way.

• • Leadership

The overall leader was the manager. He was in charge of everything and had the final say. He processed the essential leadership skills that enabled him to issue feasible directives. He led by example at all times. In our group, we had chosen a leader who represented us. He would constantly encourage us and correct us. He did not have to force or command us to our jobs. He led by example.

• • Shared leadership

We practiced shared leadership. Regardless of appointing a group leader, we shared the leadership as a group. Before doing something, we agreed on as a group. Everyone exercised leadership in the team.

• Evaluation and Recommendation
  • Overall Evaluation

Working at Metrix marketing was an educational experience. It gave us an insight of various things. There was a lot positive. However, as with every good thing, it had its shortcomings too. The way they handled new employees was not that welcoming. They need to give them a grace period to adjust before being fully absorbed into the system Official dress codes are presentable and descent. I approve of it. However, I felt like during fieldworks they should have allowed us to wear casual clothes in order to blend in.

On the issue of rewards, I found some groups got frustrated. They never became the best and this really affected. I think the company should also reward the most improved teams rather than only the best. I think this will make a difference and prevent some teams from losing hope.

Metrix marketing was one of the most motivating organizations. The employees were satisfied with their jobs; something new that required implementation always emerged. This is what we loved most about working there. Employees always had to go beyond our limits without unnecessary pressure.

• • Recommendation

We recommend an improvement on its communication system. There times when we could not find a number to an office that we needed to call. An upgrade on the telephone lines to more digital ones will be of a great help.

The relationships that we cultivated there were healthy. It is recommendable that organizations to adopt their culture. There was an air of understanding and we would always receive effective assistance upon the onset of various difficulties in the course of duty.

• • Possible solutions to problems

The problem of personal differences was evident. Some people could not get along smoothly due to diversity. I suggest that the company organizes team-building activities frequently for them to bond. A few employees found it hard teams ran working in groups yet the whole organization. A possible solution to this is to introduce a sector of introverts. They be given time to work on their own and only occasionally to come together and compile their works.

• • Effective management practices

An effective management motivates the employees. This can be by rewarding them for their good work. Motivation drives the employees to perform better and improve constantly. A good management system encourages the success of their employees.it develops them keeping in mind that their success is your success.

Selecting the right people to work with is a practice of an effective management. A good management establishes good communication within the organization. With an effective team to work with and proper communication, efficiency prevails.

A good manager leads by example. He sets the pace for the employees. He is the overall leader and thus employs effective leadership skills that make the employee follow him. He or she is also flexible. He or she should be able to adjust according to an employees’ style of working. This will increase an employee’s loyalty. It will make them more satisfied with their job.

Effective management encourages innovation. Instead of dictating the necessary action, a good management gives the employees freedom to do their work in a way that they find best. In this case, innovative ideas emerge. The managerial unit should be positive and constructive towards the employees. A manager should try not to comment negatively about an employee’s work. Instead, he or she should tell them what they should have done. In case of a negative trait, encourage workers to change.