My Dream Job: Vice President of a Distribution Company - Essay Example

My dream job: Vice president of a distribution company affiliation My dream job: Vice president of a distribution company From my current profession position, I realized my passion in the distribution industry. My current profession is at Dollar General. The organization deals with warehousing and distribution. While in college, I ventured into business courses activities. The exchange of goods and services created an interest in me. In addition, I realized that organizations required putting in place strategies that would complete their production process. This mandated for a reliable distribution system. It is the ability of an organization to store, manage and supply goods to the market. The entire process satisfied by passion in the business industry. The process of distribution differs from one organization to another. Any corporation requires distribution systems. This ensures that supply and delivery of either produced or delivered goods in effectively monitored. However, companies may have small distribution departments considering the nature of their business. For instance, a marketing company may have a small distribution department since it only focuses on the provision of services. On the other hand, a warehousing company has a massive distribution system. This ensures storage, maintenance and supply of good stored is done effectively. From a personal perspective, I envied to work in a large distribution company. In addition, I wanted to part of logistics department. I was able to acquire a job in a distribution company. Since my first professional position I have acquired vast experience in the distribution company. Apart from my professional experience, different organization offer training to its employees to increase their knowledge in their field of work (Petrescu & Simmons, 2008). For this reason, I have become an expert in the industry. I have acquired knowledge on goods storage, inventory maintenance, and supplier selection and delivery services. From this experience, my professional position has developed to suit different working position in the distribution industry. Moreover, I have worked in numerous organizations since my first internship placement. This has enabled me to experience different organization cultures and strategies. Additionally, I have developed ways that could enable me monitor the strengths and weaknesses of different distribution strategies. This experience has also enabled me understand the challenges that may affect the industry and as well an organization (Petrescu & Simmons, 2008). From the knowledge, I have been enabled to understand distribution industry fluctuations and provide forecast of the same. The expertise has been enabled by working at different organization levels. This has enhanced my leadership skills and also improved my ability to cope with demands that may arise. From this analysis, my dream job would be to work as Vice President in a distribution company. This position would enable me practice as my full potential. In regards to my previous working experience, I have developed potential to work in more challenging and demanding position. This would enhance both my professional and personal growth. In addition, my passion for this position is created from the realization that I could be able to function in more than one department of an organization. I would be able to oversee and processes of distribution and implement strategies that would increase my value in my organization. Since my first placement in the industry, I have developed numerous ideas that would increase the productivity of the industry. However, I have never been able to implement the ideas due to my subordinate positions. As a Vice President, I would be able to use resources available to increase the effectiveness of my ideas and present them for implementation. In addition, the position is flexible since I could function as part of the management team as well as part of subordinate staff (Nguyen & Buyens, 2008). This would enhance both my working experience and my ability to develop distribution strategies. The main duty and responsibility for the job position is to develop strategies that would increase work efficiency. In addition, the vice president position has a duty to monitor the functions of all departments. This includes analyzing the working suitability of human resources. Moreover, the position may also be mandated to create or remove working position to suit the strategies that may be implemented. However, the position ay not functions independently. The decisions made are analyzed by the president before implementation (Nguyen & Buyens, 2008). In addition, before a recommendation is presented to the president, consultations with all affected departments and person is required. The position is subordinate to the president and board of directors. Department heads and other employees are subordinate to the vice president position. The position is also best placed to represent both the management team and employees (Kerzner, 2013). The author further points out that the vice president position is part of the management team as well analyze the functions of other employees (Kerzner, 2013). Generally, the position represents the participation of the company head and subordinates. This makes the position important in the management of any organization. The vice president only reports to the president or the organization. In addition, they may be summoned to appear to the board members. On the other hand, the vice president may summon any other employee in the organization. Department heads are mandated to report to the vice president. Major requirements for the position are a vast working and education experience. Kerzner (2013) asserts that a vice president should have worked with numerous organizations. This would enable them to make decisions based on previous experiences. In addition, their previous working experience should be on different position. This would increase their effectiveness to monitor and determine the suitability of strategies implemented in various working positions. In regards to educational requirements, the position demands educational training in the distribution industry. In addition, one should have attended business school and have a major in the industry or a related field. As required in any organization position compensation should be efficient enough to retain top talent. In an argument by Mayhew (2014) a compensation plan should be well developed to ensure loyalty, performance and motivation is promoted in human resources. For this reason, a compensation plan should be inclusive of the demands of both the organization and the employees. In addition, this ensures that compensation is created that suit the needs and wants of both parties. For the vice president position, the compensation program should be more motivating. This ensures the organization demands best services and the employee is well motivated. The compensation program should be inclusive of three packages; Direct financial compensation Indirect financial compensation Non-financial compensation In regards to direct financial compensation, it refers to monetary compensation that coincides with a particular interval. For instance, an employee is required to have a monthly wage plan. In addition, the compensation package includes salaries, wages, commissions and bonuses. However, these packages are agreed upon by both parties before employment. Bonuses and commission are however provided as per the performance of the employee (Mayhew, 2014). Indirect financial compensations are monetary compensations that are not included in the direct financial condensations. Mayhew (2014) defines indirect financial compensation as social agreement between the employee and employer. The vice president position should contain retirement benefits plans, leaves, medical and education benefit plans and employee services. Nonfinancial compensation refers to compensation that does not require financial compensation. In many organizations, employees are provided with opportunities that enhance their working position and experience. This compensation package should include advancement and recognition opportunities and provision of a favorable environment. In the vice president position, one should be allowed to practice their authority in the organization. Grossberg (2012) is of the assumption that authority enables a person to acquire more responsibility in their work position. Rationalizing the compensation package, Grossberg (2012) points out that an employee should be able to secure the immediate and forecasted future of their employees. For this reason, the compensation package design is inclusive of benefits that may benefit the personal life of the employee. For instance, medical and educational benefit plans ensure that an employee is secured to provide the amenities to their family members. In addition, both direct and indirect could be used to enhance the concentration of an employee. With a proper benefits plans and monthly packages, en employee may find the urge to work more productively. Non-financial compensations are also mandatory. From a personal perspective, I would be more comfortable to be in an organization where my talents and abilities are effectively utilized. This requires provision of a working environment that demands productivity. In addition, being recognized and provided with an opportunity to advance is a form of compensation to my acquired skills and abilities in the field. Grossberg (2012) is of the assumption that a top level position in an organization has a mandatory requirement that the position is provided with the opportunity to exercise authority at maximum ability. This is beneficial to both the employer and the employee. Performance appraisal programs are created with an objective of analyzing the performance and productivity of employees (Petrescu & Simmons, 2008). In an organization where I would function as the only vice president, the performance appraisal program would be inclusive of all requirements that are provided to me by the organization. However, my performance would be dependent on the organization culture. In addition, the nature of the organization to collaborate with the requirements in my position would increase my productivity. The program should be inclusive of; A proper job description Description of the workforce provided for the implementation process Description of the resources provided Description of the require goals and objectives A proper job description refers to the ability of the organization culture to create a position with specific and appropriate professional requirements. It should also be inclusive of the mandate and level of authority provided to the position. For instance, the vice president should only report to the president of the organization. Workforce and resources description refers to the ability of the program to analyze the effectiveness of the organization culture to favor my performance. For instance, the employees that are required to implement strategies created from my position should be competent (Petrescu & Simmons, 2008). The competency level of employee ensures that the originality of the implementation plan is not distorted. In addition, the organization should be able to provide resources to enhance the productivity of my position. For instance, I may require developing a warehouse with a large holding capacity. The organization should provide both resources and competent human resources to ensure the productivity of the plan. Description of goals and objectives is required since it provides proper frameworks by which performance is measured. In an example, an organization may require a vice president to increase the productivity of all departments to a certain level within a specified period of time. Over the period, the performance would be measured appropriately and the effectiveness of the vice president determined (Petrescu & Simmons, 2008). In rationalizing the performance appraisal plan, Petrescu & Simmons (2008) is of the assumption that the organization should be able to provide an employee with amenities to increase the productivity of the employee. The authors further point out that the provision of the resources and authority should be provided as required by the employee (Petrescu& Simmons, 2008). After these provisions, the organization may solely focus on the performance by the employee. In addition, an employee would not find a reason to not function at full potential. In addition, an organization should be considerate of the objectives it created in analyzing the performance of an employee. Mayhew (2014) asserts that an employee functions as required by the organization. The author further argues that the failure by an organization to provide goals and objectives creates an organizational culture with no accountability and direction (Mayhew, 2014). Moreover, the performance of an employee is effectively measures by the responsibilities required from them by the organization. Consequently, the potential of an employee is further enhanced by an accurate job description. From the arguments presented, one may point out that the vice president position is very demanding and taxing. Consequently, the compensation program provided depicts the high value of the position. Additionally, the position enables one to be in a managerial position as well work as per the requirements of the organization. This increases ones production, professional and personal value. References Grossberg, A. (2012). How to manage the new HR realities. Strategy & Leadership, 40 (6): 11-13. Kerzner, H. (2013).Project Management: a systems approach to planning, scheduling, and controlling. NJ: John Wiley &Sons. Mayhew, R. (2014). How to Outline a Performance Appraisal Program. Retrieved from http://smallbusiness.chron.com/outline-performance-appraisal-program-22951.html Nguyen, T. & Buyens, D. 2008.Training organizational strategy and firm performance. The Business Review, Cambridge, 11(2): 176-183. Petrescu, A. & Simmons, R. (2008). “Human resource management practices and workers job satisfaction”. International Journal of Manpower, 29(7): 651-667. Read More