Importance of Managing the Marketing Team Effectively, the Skills Required and How You Might Initiate Any Changes Identified in Unilever Company

4

Importanceof Managing the Marketing Team Effectively, the Skills Required andHow You Might Initiate Any Changes Identified in Unilever Company

Proactiveemployees and a well-managed team are the essential elements for asolid culture. In addition, positivity in the workplace is ofgreatest importance for the general success of an organization. Forinstance, managing a marketing team at Unilever Company, and doing itperfectly means that the manager can produce an optimistic workplace.Moreover, the manager can change any predetermined negativeperceptions and ideas. Therefore, managing a team effectivelyguarantees a perfect working atmosphere for every person concerned.

IdentifyingProblems

Themajor problem faced by fast-growing organizations is ensuring thatthe organization hires qualified staff at the right time. Hiring aqualified marketing team can lead to optimal productivity of thecompany (Belasen, 2010, p 29). Moreover, employing unqualified staffcan reduce pressure on the management team. However, this is not aneasy task. Fast-growing companies lack employees with the proficiencyrequired to continue generating the company’s revenue. This problemcan be solved by associating with a recruiting agency.

Anotherproblem is that the management team can find identifying the rightprograms and training required for the marketing team challenging.For instance, as a company grows, it has to ensure that the companyprovides right programs that benefit the recruited marketing team.The training should empower them to perform at their best. Wrongchoice of employee training program can lead to a bad use of acompany’s funds.

SkillsRequired

Foreffective team management skills, the manager should

  • Know the importance of delegation.

  • Communicate not dictate.

  • Make the marketing team feel valued.

  • Motivate the marketing team (West, 2010, p 91).

InitiatingChanges Identified in Unilever Company

TheKurt Lewin model states that implementing a change should go throughthree phases. For instance, the journey of change has a start, themiddle part, and the end. Managers of the Unilever Company shouldthink of The Kurt Lewin model useful when thinking about the processof initiating change. However, the truth is that the journey ofchange does not have an end (Kotler, &amp Armstrong, 2012, p 145).

ABudget for Activity/Implementation of Change

TheUnilever Company should develop a budget for implementation ofchange. The budget should be based on the tasks required to performthose objectives. To calculate the expenditure, the company mustevaluate the cost of each task. For instance, the table below showsthe a budget for the activity for implementation of change

Task

Objective

Budget Cost

(US dollars)

Estimated Time

Hiring a recruiting agency

Assist in Recruiting

Qualified Workforce

40,000

A contract of 3 months

Analysis of working practices

Evaluate and monitor Current Employees

5,000

1 month

Training marketing team

Equip the marketing team across all levels

with skills that match the companies standards

80,000

2 weeks

Total cost

125,000

AProposal to the Finance Department

Implementingthese changes can directly influence the company’s revenue andproductivity. For instance, hiring a recruiting an agency firm willreduce the pressure from the human resources management team. Therecruiting agency’s main objective will be to ensure that theUnilever Company hires the best workforce in the market. In addition,the agency will be in a better position to assess and monitor thecurrent employees. Moreover, training the current marketing team willequip them with the skills necessary for them to be productive in theprogressively evolving market. This is a direct investment since acompetent marketing team can produce desired results for the company(Shapiro, 2013, p 61).

Bibliography

BELASEN,A. T. (2010). Leadingthe learning organization: communication and competencies formanaging change.Albany, N.Y., State University of New York Press.

CAMERON,K. S. (2009). Organizationaleffectiveness.Cheltenham, Edward Elgar.

KOTLER,P., &amp ARMSTRONG, G. (2012). Principlesof marketing.Boston, Pearson Prentice Hall.

MULLINS,J. W., &amp WALKER, O. C. (2013). Marketingmanagement: a strategic decision-making approach.New York, McGraw-Hill.

SHAPIRO,E. (2013). Clientsand designers: dialogues with CEOs and managers who have beenresponsible for some of the decade`s most successful design andmarketing communications.New York, Watson-Guptill.

THOMPSON,L. L., ARANDA, E. K., ROBBINS, S. P., &amp SWENSON, C. (2000). Toolsfor teams: building effective teams in the workplace.Boston, MA, Pearson Custom Pub.

WEST,M. A. (2010). Managingteams and groups.London, Henry Stewart Talks.http://hstalks.com/lib.php?t=HST110.2452_1_2&ampc=250.