marketing part 2

marketing positioning

market positioning

market

Significant pioneer in Dunedin.

Ethel Benjamin

Ethel Benjamin was born on 19 January 1875. Ethel attended Otago Girls’ High School from 1883 to 1892. During her time at the school she excelled in her studies and in 1892 she passed the University junior scholarship examination. She enrolled to study an LLB at the University of Otago in 1897. She was the first woman to be admitted into law school at Otago University and this was the first University to admit women in Australasia to take a law degree. During her time at the university she was an outstanding student and received the highest grades in New Zealand for Roman law. Ethel graduated in 1897 with her LLB and was admitted to the bar in the same year. This was when only men were able to practice law. This made Ethel Benjamin the first female lawyer in the Country. The cases that Ethel Benjamin covered were wife abuse, divorce and adoption.

New Zealand law society executive director Christine Grice said it was important extremely important to acknowledge and pay tribute to pioneering women such as Ethel Benjamin, who have paved way to women in the profession. As at 2012 there were 11,000 lawyers in New Zealand and 46% of them are females. In the future I predict that there will be more female lawyers then males.

In Dunedin they have a group called O.W.L.S that stands for, Otago Women Lawyers Society Inc. This group was made in honor of Ethel Benjamin and to preserve the pioneering spirit. The group wants to encourage other women to receive an education and to achieve their goals in life. They want to stimulate debate about issues affecting social justice and gender.

Today there is an Ethel Benjamin scholarship that the Law foundation has offered to outstanding New Zealand women law graduates to use for postgraduate study. The value of this scholarship is $50,000 annually.

Cover letter addressing Olveston

Sarah Fleming
80 Harbour Terrace

Wednesday 15 October

Olveston Home
42 Royal Terrace
North Dunedin 9016
New Zealand

To whom it may concern

I was recently given your organisation to study and write a report about. In the report we talk about the management structure of the house and communication.

While studying the Olveston, I learnt a lot about how the house was given to Dunedin and the staff I came in contact with at your facility were lovely and approachable. I am satisfied that the content in the report will be relatable to your organisation.

Through out the time I spent in your organisation and studying it I feel like I know how your house is a part of Dunedin’s culture. I hope that you enjoy what is in the report and can take on board what is said.

I look forward to your feedback and if you have any questions please don’t hesitate to ask.

Yours sincerely

Sarah Fleming.

Project 4, activity 3. Management.

Sustainable development is defined as development that meets the needs of the present without compromising the ability of future generations to meet their own needs (Worldbank, 2001). Olveston historical home is 108 years old and there have been tours running for 50 years. When looking at a sustainable change that will effect the Olveston positively, I need to look at how they have been successful and their norms. One development dilemma that arose was the age of all the tour guides. This came up as a dilemma as the tour guides at Olveston tend to be retirees , this can be seen as a dilemma as this leaves no jobs for the younger generation.

There are 40 tour guides at Olveston and they tend to be ‘older’ women who either are working at Olveston as a side job or something to do with their lives throughout the day. the problem with this is there are younger generations looking for jobs and this could be something of interest to them but there are no jobs on offer for them. If Olveston was to employ the younger generation it would enable training for them to move onto other jobs or to stay working at Olveston and teach other generations seeking employment about Olveston. This will be more sustainable then only employing older generations as it may in the end save staff training time as the younger staff may be working with the organisation for a longer period of time.

Kotters 8 step process is about implementing change powerfully and successfully (Mindtools, 2014). The first step is ‘create urgency.’ This step is about how an organisation must want change to happen. If the organisation wants change then they will develop the urgency for change to happen (Mindtools, 2014). If I was to introduce that Olveston should employ the younger generation I must want it to happen. Once I know  this is something that would benefit them and I want it to happen it would  ‘create urgency.’ The second step is ‘form a powerful coalition.’ This is about convincing that change is necessary (Mindtools, 2014). If I wanted the Olveston to employ the younger generation then I would need to convince the organisation that employing the younger generation was necessary. This step takes good leadership and management skills to complete. The Third step is ‘Create a vision for change.’ This step is about when change is happening there may be many ideas floating around, this step is about having a clear vision that will help everyone understand why you are asking them to do this (Mindtools, 2014). When I am presenting my idea to Olveston, I would need to convince them that my idea would have benefits for them and that my point is clear. The forth step is ‘communicate the vision.’ This step is about what you do with your vision after it is created and it determines your success (Mindtools, 2014). I would need to make sure I am showing that employing younger people is positive and use my vision daily to get the idea for change to happen. Step 5 is about ‘removing obstacles.’ This step is about making sure that everyone in the organisation wants this to happen and if someone in the organisation does not agree on the idea then you need to put in place a structure for change (Mindtools, 2014). In my case, if someone did not want this to happen and tried to stop my idea from happening I would need to set up a plan to convince them that pro’s out way the con’s of my idea. Step 6 is ‘Create short term wins.’ This step is about showing victory in the early stages of the change. This means that if the idea is successful you need to show the company you are working for/with how it has been successful (Mindtools, 2014). If I had succeeded in convincing the Olveston to hire younger generations then I would need to show them that the change had been a positive change in the early stages. Step 7 is ‘Build on the change.’ This step is about looking at what went right with the change and identify how you can improve in the future (Mindtools, 2014). If my idea was a success I would then reflect on how it was successful and then see how I can expand my idea. Step 8 is ‘Anchor the changes in a corporate culture.’ This idea looks at finalizing the change. this looks making the change the core of the organisation. In making my change final I would need to know that the corporation is happy with the change and will keep employing younger generations in the future.

Some limitations of Kotters 8 step process is it doesn’t look at if the change is failing and if the change can be altered. If the change is failing you would notice it early; Kotters 8 step process should include what do do if the change is failing before the change is completely unsuccessful. Kotters 8 step process should also look at how the change can be altered such as in my idea, both younger generations and older generations should be employed.

 

 

 

Reference page

Worldbank. (2001). What is sustainable development. Retrieved from http://www.worldbank.org/depweb/english/sd.html

Mindtools. (2014). Kotters 8 step change model. Retrieved from http://www.mindtools.com/pages/article/newPPM_82.htm

 

Activity one, project 4.

1. When describing my culture in terms of my values, behaviour and communication strategies, I look at how I choose to present myself to the people who surround me on a daily basis. I value the simple things in life such as friendships, family, love etc. These all make me happy and to show them I value them I let them know by being friendly and thankful. I also am a vegan as I value animals and hate to see innocent beings hurt. This reflects my behaviors and communication as all these things will have an action on how I talk to people and what I do with my spear time.

 

2. An employee’s individual culture can influence the communication process as everybody has different beliefs and backgrounds which means when dealing with customers who have different cultural backgrounds it may cause difficulty understanding them. Every employee has to act in a professional manner which means when dealing with people with other beliefs or cultural backgrounds act poorly they will have to deal with it in a professional manner. This can effect the communication, as when one is making it difficult to communicate to, you do not want to deal with them; compared to someone who is culturally sensitive which will mean they are easier to deal with. At the end of the day an employees individual culture may barely be used in a conversation or in other aspects of communicating.

 

3. Assertive- This can be defined as the straightforward and open expression of your desires, needs, thoughts and feelings (Cuncic, 2014). Someone who is being assertive tends to be honest and open and will do it in a respectful manner. This will include how the person is speaking, this can include using ‘I’ statements and use body language that is appropriate such as not rolling your eyes and sitting or stand with your body open (not crossing you arms or legs). When someone is being assertive it tends to end up being a win/win scenario as both parties will feel comfortable to talk and suggest other options if needed.

Aggressive- This can be defined as the method of expressing needs and desires that do not take into account the welfare of others. those who communicate in an aggressive manner tend to be seen as selfish and unwilling to compromise (Cuncic, 2014). When dealing with someone aggressive you will tend to feel uncomfortable and uneasy. If the other party is also aggressive it can turn into a big dispute as both parties will not back down from their ideas. The situation of someone being aggressive in the communication process tends to be a win/lose situation, this is due to attack being better then defense.

 

4. Assertive-  In the scenario provided the colleague is straightforward with expressing the fact the client wants a meeting. The colleague was also direct with me what they wanted by saying “she wants to set up with you next week with a client.” This can also be seen as being relevant to the business. The response I would use to make sure I am being assertive back to my colleague is first off using an ‘I’ statement, I would also make sure I am speaking in the right tone. My response would be, “I am currently in a meeting with a client, could you please wait till I am done and then we will discuss this matter?”

Aggressive- In the scenario provided it seemed as if the colleague was not giving an option when it came to having a meeting. The scenario at the end of the sentence stated that the colleague was quite insistent which is defined as someone demanding that something happens or that someone does something (Merriam-Webster, 2014). With this being stated it added to my feelings of the colleague being aggressive and that the end result will be that they will get what they want. If I was to respond to this situation in an aggressive manner I would do it by saying “You know that when I am with clients not to disturb me.” This response is very vague and does not let my colleague have much time to have a come back.

Submissive- Someone who is submissive is characterized by the tendency to yield to the will or authority of others (Merriam-Webster,2014).  In the scenario provided with the colleague being aggressive, it would not give me much of a choice about having this meeting with the client as I was being demanded to do this. The response that I would say is “yes, book it in for me.” This response gives my colleague complete control of the situation.

 

5. Negotiation is a strategic discussion that resolves an issue in a way that both parties find acceptable. In a negotiation both parties try to persuade an individual or group to agree with their point of view (Investopedia, 2014). Three times I have used negotiation personally is, convincing my boss to give me more hours, getting people close to me to accept that I am vegan and to getting my friends to hang out with me as a group even though they aren’t close. Each of these options listed saw me needing to use three steps; prepare, conduct and evaluate.

Convincing my boss to give me more hours- This meant I had to prepare a reason that my boss would agree with. This meant I had to plan what my reasons are for working more hours and investigate how it would benefit them. Once I had done this I had to conduct an interview with my boss where I covered my points and explained what this would mean for the business and myself. The final step evaluation was when the negotiation was successful and my boss could evaluate my performance and I could evaluate my negotiation skills.

Getting people close to me to accept that I am a vegan- This negotiation was a lot more difficult then any other, and to this day people still try to convince me that the decision to give up animal products is wrong. To prepare my reasons when I first went vegan I needed to prepare myself for the disapproval that I would receive. When I told people about my new life style they all told me I would not get enough nutrients if I do this, especially my hair dresser. That is when I had to explain that you can get these from other sources. Evaluating my negotiation is an everyday process, such as when people ask me about my progress, I can tell them about how I am.

Getting my friends to hang out even though they aren’t close- This negotiation was a success due to the persuasion I used when discussing why they should hang out. To prepare for this I had to organize something that we would all enjoy doing, this was rather easy as we are all 18 and over. The next step was to conduct the idea, when they responded negatively I had to persuade them why this is a good idea. The evaluation of this was when I got them hanging out and now they are good friends.

 The main strategy I used was the steps involved in negotiation and persuasion. These strategies I used in the above examples I would use again in future when I am negotiating with other people as they were successful and do able.

6. Personal ethics can be defined as the study of human conduct in the light of moral principles (Andy, 2005). When looking at my choice of negotiation strategies with the examples they influenced my personal ethics in many ways which included; the way I spoke, how I presented my cases and how I reacted to the feedback. These were all influenced in each case as I knew what I wanted but I had to convince everyone else that it was a good idea.

Morals is defined as what is right and wrong relating to human behaviour (Merriam-Webster, 2014).  My morals was correct to me as an individual but to everyone else it may be seen as wrong. When persuading people that your point of view is correct, such as when trying to convince my boss that more hours would benefit both of us, I had to persuade that this was right. Since everyone has different ethical backgrounds you don’t know what way a negotiation will go till after it has actually been done. In all my cases above I knew to expect that there would be the tendency to rationalize, such as when I decided to not consume animal products everyone said have a day off or eat fish every now and then; how I respond to other peoples ideas I knew I had to be ethically sensitive as everyone has different beliefs.

When it comes to me personally deciding to negotiate, I always consider the different options out there before going in to a negotiation so I am prepared. I also make sure that I am not going to offend anybody when I am trying to get my point across.

 

 

 

 

 

 

 

Reference list

Cuncic, A. (2014). What is assertive communication? Retrieved from http://socialanxietydisorder.about.com/od/glossarya/g/assertive.htm

Merriam-Webster. (2014). Insistent. Retrieved from http://www.merriam-webster.com/dictionary/insistent

Investopedia. (2014). Definition of ‘Negotiation.’ Retrieved from http://www.investopedia.com/terms/n/negotiation.asp

Andy, A. (2005). Personal ethics. Retrieved from http://www.studymode.com/essays/Personal-Ethics-62003.html

 

 

 

https://www.youtube.com/watch?v=d5bQ08fvvhg&feature=youtu.be

management

The idea behind Mintzberg’s model of managerial roles is that for a company to run good there should be a hierarchy of roles. This is broken down into three areas; Interpersonal, Informational and decisional. Under each heading there is a specific role. The purpose of having this model is to have employees at businesses be in certain roles depending on their skills, experience and the job role.

 

Interpersonal Role

This looks at the roles of figurehead, liaison and leader. This focus’s on the interpersonal relationships that insures information is provided for decision activities. 

The figurehead role performs tasks such as the signing of legal documents and greet visitors (Fung, 2007).

The liaisons role is to interact with peers and organisations outside the business. 

The leaders role is to inspire.

When looking at this through the community house the volunteers at the business each have roles and different skill sets. The leader is the one who will inspire the volunteers to show up and for people to get involved with the community house. The figurehead, can co relate with the leader and so can the liaison as they all can participate in these activities. 

 

Informational role

Information to detect changes, problems and opportunities and to construct decision-making scenarios is vital. The manager must seek/receive information from many sources to make decisions, and other people in the organization depend on information received from or transmitted through the manager (Fung, 2007). This looks at the roles through a monitor, Disseminator and spokes person.

When looking at this through the community house, there will be problems that occur, such as needing to find money to keep the business running. This would be seen through the informational role, people that are involved with the community house that could be a part of the informational role could be the treasurer.

 

Decisional

This role refers to the manager being at the centre of the organisation. This is seen through Entrepreneurs, Disturbance handler, resource allocator and Negotiator. This role looks at where the funding will go and the allocation of volunteers.

In the community house would have decisional roles when the volunteers are choosing when they would be able to work and make it fit into slots so someone will be at the community house during the minimum opening hours.

 

Fung, B. (2007). Integration of Managerial roles. Retrieved from http://hkmanager.hkma.org.hk/article/integration-of-managerial-roles.html

 

 

Journal 7

During my time at the community house I witnessed a person come in demanding food that was meant to be dropped off by the food bank. When they were told that the food had not yet been delivered they were not impressed and blamed the volunteer who was dealing with them. This I felt was not called for as it is not the volunteers fault that the food had not yet been delivered. 

Journal 6

ch This here is the news later of the community house.