Buying Behavior


The effectiveness of the different options would depend on the buying behavior. Telemarketing is an example that highlights the importance of understanding the buying behavior before allotting the functions. Several telemarketing agencies promote their products through television. However, the sales of those brands are not picking up as this method is unable to allow the consumers to feel the  product or have a demonstration. Noticing this deficiency the telemarketing agencies open franchise outlets in major towns to satisfy this consumer requirements.

 My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

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Commitment to Action


Understanding the marketing concept is one thing; following through with the commitment to make tough decisions is quite another. Many companies stumble badly here. Companies with a superior marketing effort, on the other hand, repeatedly demonstrate their commitment to follow the marketing concept by their willingness to require cooperation from all functions, to invest for long-term goals, and to face up to deficiencies in product, price, or service.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

The Motivational Framework


Current thinking on motivation rests on the concepts of need deficiencies and goal-directed behaviors. The starting point in the motivational process is a need. A need is a deficiency experienced by an individual. A need triggers a search for ways to satisfy it. Next comes a choice of goal-directed behaviors. While a person actually might pursue more than one option at the same time, most effort will likely be directed at only one person.

In the next phase, the person actually carries out the behavior chosen to satisfy the need. Rewards or punishment will follow the performance. Finally the person assesses the extent to which the need has been satisfied.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

The Importance of Motivation


One of the manager’s primary tasks is to motivate people in the organization to perform at high levels. This means getting them to work hard, come to work regularly, and make positive contributions to the organization’s mission. But job performance depends on ability and environment as well as on motivation.

To each high levels of performance, an employee must want to 1) do the motivation, 2) be able to demonstrate ability, and 3) have the materials and equipment needed to maintain the environment. A deficiency in any one of these areas will hurt performance. A manager thus should strive to enter that all three conditions are met.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

 

Need Theories of Motivation


Need theories represent the starting point for most contemporary thought on motivation, although these theories too attracted critics. The basic premise of need theories is that human motivation is caused primarily by deficiencies in one or more important needs or need categories. Need theorists have attempted to identify and categorize the most salient needs, that is, those that are most important to people. The best known need theories are Maslow’s hierarchy of needs, Murray’s manifest needs, and Alderfer’s ERG theory.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

 

Organization Development


Organization development is a planned, managed, and systematic process. Its objective is to change the system, the culture, and the behavior of an organization in order to improve the organization’s effectiveness.

Organization development deals with organizational aspects of the behavioral sciences and links with human resource development and organizational renewal. Many definitions of organization development mention such objectives as helping members of an organization to interact more effectively. It must always be organization-wide, directed towards more participatory management, must provide for integrating the individual’s goals with the organization’s and must be considered an ongoing process.

Much organizational inefficiency can be traced to individuals who are not interested in the organization they belong to. Conversely, a lot of personal unhappiness can be traced to feeling inadequately integrated into the organization one belongs to. The benefit of organization development lies in reconciling the interests of individuals and of the organization and successfully realizing both.

While organization development will not overcome such deficiencies as outdated technology, inadequate financing or hostile external forces, it will enable organizations to cope more effectively with these negative influences.

Organization development is based on the behavior of organizations, but that both can be modified with proper diagnosis and skilful intervention.

Most organization development agents or consultants tend to view their mission as helping client organizations become more participatory and consensus seeking.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

 

Identifying Company Weaknesses and Resource Deficiencies


A weakness is something a company lacks or does poorly or a condition that puts it at a disadvantage. A company’s internal weaknesses can relate to a) deficiencies in competitively important skills or expertise, b) a lack of competitively important physical, human, organizational, or intangible assets, or c) missing or weak competitive capabilities in key areas. Internal weaknesses are thus shortcomings in a company’s compliment of resources. A weakness may or may not make a company competitively vulnerable, depending on how much the weakness matters in the market place and whether it can be overcome by the resources and strengths in the company’s possession.

Sizing up a company’s resource capabilities and deficiencies is akin to constructing a strategic balance sheet where resource strengths represent competitive assets and resource weaknesses represent competitive liabilities. Obviously, the ideal condition is for the company’s strengths/competitive assets to outweigh its weaknesses/competitive liabilities by an ample margin—50-50 balance is definitely not the desired condition.

Once managers identify a company’s resource strengths and weaknesses, the two compilations need to be carefully evaluated for their competitive and strategy-making implications. Some strengths are more competitively important than others because they matter more in forming a powerful strategy, in contributing to a strong market position, and in determining profitability. Likewise, some weaknesses can prove fatal if not remedied, while others are inconsequential, easily corrected, or offset by company strengths. A company’s resource weaknesses suggest a need to review its resource base: What existing resource deficiencies need to be remedied? Does the company have important resource gaps that need to be filled? What needs to be done to augment the company’s future resource base?

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

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