Leadership in Organisation - Assignment Example

2. Workforce planning is selecting and recruiting the correct person because organizations while looking to hire employees have to ensure that the workforce matches the job requirements. This means choosing the correct employee for the job and only hiring employees without matching the job requirements will not provide the required return the business is looking at. In this competitive world specialized services have become imperative which makes it important that organizations hire employees based on the job requirements and not merely look to hire employees (Engleberg & Wynn, 2002). Organizations while hiring employees look at the long term perspective and look towards building employees for higher position in the organization. This requires knowledge and skills in the respective field which thereby increases the role of workforce planning in ensuring that employees hired are as per the requirements and will help the business in the long run (Clunies, 2007). An example in this direction is banks. Banks have to ensure that the work force requirement matches the growth in the business. Since, they work in the service sector it is imperative to provide high quality service to retain customers. This makes it important that the banks start to look for prospective employees both within and outside the organization. The work force should be such that they are capable of handling the different task entrusted upon them and understands the objectives of the organization (Engleberg & Wynn, 2002). Since, it is a specialized service the bank should impart training both on and off the job. Care should also be taken to have employees as per the requirements and special efforts should be made while designing the job so that employees who are selected match the job criteria. This will help to ensure correct employees for the correct job and using the in house employees will ensure that the employees are motivated and work towards a common goal. This increases the importance of ensuring that the correct person is hired as recruiting a wrong person for the job will result in selecting a candidate that cannot do justice for the job. This will make the organization suffer as the required workforce will be unable to deliver quality service (Derr, 2002). This increases the importance of national demographics as it helps to understand the workforce constituent and based on it the organization can look towards recruiting the correct talent so that the business is able to achieve its objectives. The national demographics provide organization information relating to the educational skills which is helping organization tap the correct sources and get the best manpower. This also helps the organization to understand the changes their business needs to undergo which helps to determine the training required and ensure workforce according to the changing scenario. Organizations thereby have to ensure that they look towards recruiting the correct talent by making the job requirements in such a manner that the correct person is hired and the business as a result is able to gain efficiency and plan for succession planning (Richards, 2008) which will further help the business to ensure that the resources are used in the most effective manner and the organization is able to achieve its objectives. 3. The importance of personal selling has increased as businesses faces stiff competition and with technological advancement it has become imperative that the sales man understand the requirements of the customer and try to deliver services and product which will multiply the satisfaction level of the customers. Today, in this competitive world it is essential to continuously satisfy customers which have increased the importance of personal selling. With customers being scarce the need increase. It’s important that customers are provided quality service. This requires continuous improvement. For this time has to be spent to understand the customer requirements and ensure that through personal selling the business is able to meet their needs (Hale, 2003). The importance of personal selling increases as it is very difficult to find out what customers prefer as their behaviour is irrational. Marketers need to be very alert and even a slightest of information needs to be communicated else it will result in piling of huge stocks. It is important that marketers put in their best effort and try to understand what customers want so that the product can be designed accordingly (Gable & Martin, 2005). This increases the role of personal selling as they come in contact with the customer and thereby understanding their requirements becomes easy. Personal selling also ensures that the sales person is able to highlight the benefit for product. We have to tell the person what it can do for them personally. Personal selling ensures that the products are promoted in regional languages. This gives a feeling of belongingness to the consumer. This also attaches the product with the consumer. The next time he goes to the market to purchase one he creates the picture of the product in his mind and purchases those. Thus his buying is affected by what he sees. So, companies need to regularly promote their product. They need to do it to the correct segment to gain maximum return. Personal selling also helps to fix the problems of the customers and find solutions for the problems encountered by them. It will be beneficial in the long run as they will be able to handle if such problems arise again. A good work done at this level helps to keep customers with the company and also build goodwill as the customer realizes the company is always there to help them out (Fizel, 1999). Having personal selling will thereby have an impact on the manner the business is conducted and will be able to understand the manner in which the business needs to be conducted. Personal selling along with technological development will help to understand the manner in which the business can look towards satisfying customers. This will help the business to develop a framework through which the requirements of the customers are better understood (Anthony, 1998). This will help the business in dealing with the customer requirements in a better way and will ensure that the business is able to gain efficiency and ensure that they are able to deliver better services. This will also help to understand the customer and will help the business to keep them with the business for a longer period of time. 4. Compensation holds an important aspect while motivating an employee but only compensation doesn’t enable the sales employee to be motivated. An employees at the first instance look for compensation so that his basic needs can be satisfied. This helps to motivate the employees to a certain degree but after that time the employees look towards recognition and social status so that he can be motivated. This increases the role and importance of the organization as businesses have to ensure that they understand the wants of the employees. Managers that are able to understand the requirements of the sales person and look towards identifying the wants of the customer will help the business to ensure that they are able to motivate the employees (Bateman & Snell, 2004). This makes it important that the organization looks towards a mix of compensation and social recognition so that the employee is able to associate themselves with the organization which thereby helps to motivate the employees. Businesses need to devise a mechanism through which they are able to ensure that the employees are compensated fairly. Compensation holds an important aspect especially for employees who are finding it difficult to sustain their living. After the employee is able to ensure that his basic requirements are fulfilled he looks towards social recognition and respect (Worral & Cooper. 2001). This makes it important that the managers understand the requirements of the business and looks towards delivering services based on it so that the business is able to motivate the employees and ensure maximum satisfaction of the employees. Money helps the employees to fulfill their daily requirements but businesses need to ensure that apart form the compensation package the employee is provided with something extra so that the business is able to understand the customer requirements and based on it is able to ensure a high level of satisfaction level (Yokl, 2002). This makes it important that the businesses look towards ensuring that the correct framework is developed where the areas through which the employees can be motivated is identified so that the business is able to gain efficiency and ensure better use of resources. Organizations which are able to understand the employees requirements and develop a strategy through which the different areas of human resource are worked into helps to motivate the employees and ensures that the business is able to achieve the best results. This makes it imperative that businesses apart from looking towards compensation identifies the areas that the business needs to understand with requirements of the employees so that the business is able to ensure better relationship with the employees and ensure that they are motivated (El-Sabaa, 2001). Thus, organizations apart from compensation need to identify the various needs of the employees which will help them to motivate the sales personnel and ensure that they are able to work towards the goal of the organization. This will help the business to direct the employees and ensure that better motivational level of the employees is achieved within the organization. References Anthony, R. 1998. Management Control Function. 2nd Edition, Harvard Business School Press, Prentice Hall, UK Bateman, T. & Snell, S. 2004. Management: The New Competitive Landscape 6th Edition, McGraw Hill, New York Clunies, J. 2007. Benchmarking succession planning and executive development. Academic & Leadership Journal, 2 (4), pp. 23-27 Derr, C. 2002. Managing strategic human resource: Leadership for the 21st Century. European Management Journal, 7 (2), pp. 148-158 Engleberg, I. N. & Wynn, D. J. 2002. Working in groups: Communication principles and strategies. Sudbury, MA: Houghton Mifflin. El-Sabaa, S. 2001. The skill and career path of an effective project manager. International Journal of Project Management, 19 (1), pp. 1-7 Fizel, J. 1999. Does efficiency matters in managers. Journal of Management, 25 (4), pp. 567-585 Gable, M. & Martin, T. 2005. Machiavellian Managers: Do they perform better. Journal of Business & Psychology, 5(3), pp. 355-365 Hale, J. 2003. Performance based management: What managers should do to get result. 2nd Edition, John Wiley & Sons Inc, UK Richards, P. 2008. Succession Planning: Does it matter. Australian Journal of Adult Learning, 48 (3), pp. 143-147 Worral, L. & Cooper. C. 2001. Management Skills Development: A perspective on current issues. Leadership & Organisational Development, 22 (1), pp. 34 Yokl, G. 2002. Leadership in Organisation. Prentice Hall, 5th Edition Read More