Tata Group

Tata Group Tata Group Introduction Tata Motors, the number one automobile company in India, holds a position of prestige also in the international market. Apart from India the company has its operations is many international markets such as South Korea, Thailand and Spain. It was established in India, in the year 1945; and with the passage of time the company grew larger and larger to become a part of the global arena (Tata Motors, n.d.). Among other factors, a well balanced human resource management is one that helped the company to attain such heights. Tata Motors is a subsidiary of Tata Groups. The parent concern is a well diversified business group which has existence in engineering sector, energy sector, chemical industry and hospitality as well as financial service sector. Tata group is a century old business established in 1874 by Jamsedhji Nusserwanji Tata (Goldstein, 2008, p.6). Tata Group is a conglomerate like many others in developing nations. The diagram provided below will better illustrate the structure on which the company operates. At present the chairman of Tata Group is Ratan Tata, who is the grandson of the founder of the Tata Group. The changing business strategy has compelled the company to shift its management focus from traditional to more contemporary style. This change is adopted to make the company more competitive in the long run. This report gives a fair idea regarding various factors related to the human resource management. These factors include human resource planning, job evaluation, motivation, rewards, criteria for redundancy etc. The report includes relevant theories and their possible application in the context of Tata corp. Task 1 Since its inception, the company was able to develop a strong bondage with its employees and the HR department considered the employees as a strategic partner of the company. Though the nature of business changed from a family owned business to a conglomerate managed professionally by the corporate, but the traditional HR approach is still prevalent in the company. According to the higher management, the company is planning to introduce major changes in its HR practices (Tata-a, 2010). As per the company information, the HR department is taking due care to make the policies more transparent by making it more flexible to suit the changing needs of the employees (Tata-b, 2004). In Tata Ltd, the HR department needs to handle all the necessary activities associated with developing an effective human resource force. Hence the list of the activities range from recruitment selection, remuneration related activities, human resource planning, performance appraisal, human force development, grievance handling and many other such vital activities. Different persons involved in the HR department have different role to do, as for example the responsibilities of line managers in HR practices is to motivate the employees to achieve their target and to put their utmost effort to attain excellence in their performance. For many years the company was practicing traditional management style but to attain competency in international market Tata Ltd decided to change its human resource planning. The company plans to expand its business because the economical conditions are ideal for expanding business practices; hence the company needs to hire more human resource. For making the remuneration policy competent to the industry standards, HR department of Tata Ltd needs to collect information regarding the benchmark level in local market and then to set the pay appropriate to the present market condition. According to Michael Armstrong and Angela Baron, job evaluation is â€Å"a systematic process for defining the relative worth of jobs within an organisation† (Armstrong, Baron, 1995). In simple words it can be said that job evaluation is the process of describing and analysing the positions and making comparisons among duties of different employees in terms of individual responsibilities (Goel, 2008). The main objective of job evaluation is to determine employees wages based on their relative jobs or work in the organisation. It clarifies the responsibilities, authority and functions of employees. It is crucial to remember that it is the process of evaluation of job, not of the person who is doing the job. There are two factors that need to be considered during the process of job evaluation. These are internal equity and external equity of the job. Internal equity is referred to the value of job compared to other jobs in the organisation, whereas external equity of the job is referred to the jobs value in the external market (Bogardus, 2004). To determine more accurate pay structure for the employees, the HR department will have to conduct an in-depth job analysis. First and foremost the manager will analyse the respective job responsibility which the employee needs to fulfil, then they will have to find out the skill and knowledge required for fulfilling the job responsibilities (Gerhart Rynes, 2003, p.84). It is a known fact that if the HR department hires highly skilled employees, the cost of pay will also be high. Hence the HR department prefers to hire semi-skilled employees and then provide training so that the employees are able to gather the required skill and knowledge for fulfilling the respective job responsibilities. The company believes in rewarding the employees for motivating them. Since the time the founder of the company realised the importance of its human resource, he provided a fair chance to its employees to be strategic partners. In 2000 the company announced Performance Ethic Program (PEP) for rewa rding the high performing employees (Tata-c, 2003). Rewards and motivation are interrelated. This relation can be better explained by describing motivational theories like Maslows Hierarchy of Needs. According to Maslow there is a hierarchy of five different needs. These are physiological, safety, social, esteem and self-actualisation needs. Various physiological needs include hunger, thirst, sex, shelter etc. Safety needs are referred to the needs for protection from various emotional and physical harms. Social needs include needs for affection, acceptance, belongingness and friendship. The fourth need which is the esteem need is referred to the need for autonomy, self-respect, achievement, recognition, status etc. Finally the need for self-actualisation is referred to the drive of becoming what an individual is able to become. Each and every person has any one of these needs. A person, who has fulfilled all his physiological needs, would now look for meeting the safety related needs. Generally in an organisation like Tata Corp. empl oyees are expected to meet their physiological and safety needs easily. As a result they would try to meet either safety needs or esteem needs or self-actualisation needs. If rewards that are given from the organisation help employees in fulfilling their needs then they will be definitely motivated. A middle level manager who has already fulfilled his first three needs will certainly look for meeting the other two kinds of needs. He will look for more recognition and status. He will try to achieve all the objectives in his professional life. If the organisation can help him in this process then that help will be considered as a reward. The company can give him more opportunities, responsibilities and more right to make decisions. On the other hand a top level manager is expected to fulfil the needs for self-actualisation. He will be keen to become what he is capable of. The best way to motivate him is to provide him all the opportunities from organisations side and help him in achie ving his personal goals and objectives. The management not only provides monitory but also provides many non-monitory rewards to the employees to enhance their performance and motivation level. Thus it can be said that the HR department of Tata Ltd follows ‘Maslow need theory to motivate the employees. The company thereby follows a Balance Scorecard to appraise employees performance. Task 2 As compared to the other car manufacturing companies, the recruitment policy of Tata Ltd is quite different. For example GM, one of the market leader in car manufacture industry follows a more contemporary recruitment polices whereas in Tata Motor the influence of family owned business culture is distinctly visible. During the recruitment process preference is given to the internal source of recruitment. In GM the recruitment and selection follows a well mapped process of interview and it is more structured but in Tata motor the employees have to go through a chain of event and the interview is often quite lengthy. This is because the management follows both structured as well as unstructured mode of interview. In GM the employees have a well structured exist policy which reduces time lag. As the turnover rate is moderate, the management prefers to finish all the formalities as fast as possible. On the other hand in Tata Corp the employees generally maintain a lifelong relation; hence the HR department maintains a rudimentary and traditional exit policy. Taking into account the comparison between the HR policies of Tata Motors and GM, it can be concluded that Tata Motor needs to introduce certain changes in their selection process. The company should attract more potential employees who are eager to learn and become a valuable asset for the company. Hence the company needs to restructures its selection process and if required the recruitment activity can be outsources to save valuable time of the HR department. There should be fair criteria for selection regarding redundancy. Criteria for both mandatory and voluntary redundancy need to be capable of justification and must have proper objectives which should be aligned to the overall organisational objectives. There should not be any biasness in the selection criteria in the form of gender, pregnancy, marital status, family status and disability. Redundancy criteria can be influenced by the factors like performance appraisals, efficiency at the work, tenure of the employment and attendance record (CCH Asia Pte Limited, 2009). Conclusion When compared to the industry standards, the HR policies of Tata Motor are not up to the mark. Nevertheless they are efficient enough to encourage the employees to put their level best and work hand in hand to achieve corporate goals. The company however, is not complacent with it and are making efforts to restructure the organisation and change their recruitment and selection policies to achieve corporate excellence. It needs to give more importance on factors such as job evaluation process and criteria for redundancy. Reference Armstrong, M. Baron, A. 1995, The job evaluation handbook, CIPD Publishing Bogardus, A. M. 2004, Human resources jumpstart, John Wiley and Sons CCH Asia Pte Limited, 2009, Termination and Redundancy Practices in Asia, CCH Asia Pte Limited Gerhart, B. A. Rynes, S. 2003. Compensation: theory, evidence, and strategic implications. SAGE. Goel, 2008, Performance Appraisal And Compensation Management: A Modern Approach, PHI Learning Pvt. Ltd. Goldstein, A. January 2008. The Internationalization of Indian Companies: The Case of Tata. Organization for Economic Co-operation and Development (OECD). [Pdf]. Available at: http://www.ciaonet.org/wps/casi/0001617/f_0001617_830.pdf [Accessed on April 02, 2010]. Tata Motors. No date. Profile. [online]. Available at: http://www.tatamotors.com/our_world/profile.php [Accessed on April 02, 2010]. Tata-a. January 2010. Finding the right formula. [online]. Available at: http://www.tata.com/media/interviews/inside.aspx?artid=HQqRi4Xvg5A= [Accessed on April 02, 2010]. Tata-b. September 2004. All in a days work. [online]. Available at: http://www.tata.com/careers/articles/inside.aspx?artid=u7jLneDv8kE= [Accessed on April 02, 2010]. Tata-c. 2003August 29, 2003. Tata Steel ranks sixth on the list of top ten employers in India. [online]. Available at: http://www.tata.com/company/releases/inside.aspx?artid=O/xJuBV1UVY= [Accessed on April 02, 2010].

What are the Effects of Texting on Teenagers? Essay -- essays research

Which are the effects of texting on teenagers? Slavery or freedom? We hear a lot these days about texting - the ability to get/send a text message from/to anyone, anywhere, via wireless networks and some kind of portable device, which might be a fancy pager, a digital cellphone or a palmtop computer. The technology is here, though it doesn't work everywhere yet. We could argue about how affordable or reliable texting is, but we can't deny it exists and will probably become more widespread. But is this a good thing? In my opinion, there are certain ways in which texting affects many teenagers. Some teenagers believe that text message communication enables them to express their feelings freely and sincerely to someone. This is why they like to be â€Å"plugged-in† with it all day long. I think that it depends on each person when considering if cellphone messaging is a kind of slavery or freedom because I belief in free will, therefore each of us have the choice of doing it or not. There are times when it's good, to ask for homework, to reach you in an mall, on a bus, at the theatre, or to call your mom so that she can pick you up from someplace. The â€Å"important thing† may be to know when to leave the cellphone or pager at home. Unfortunately, for some people, the fact that these things exist creates the expectation that they'll always use them. People need time away from work, time to be with their families, or with their cats, time to study, or just time to be alone. Many tee...

Origional Writing †Media Coursework Essay

After 6 weeks of non-stop sailing for the 14-year-old British schoolboy, Michael Perham has successfully completed his objective: becoming the youngest person ever to sail solo across the Atlantic, beating Sebastian Clover who, at 15, had held the record since 2003. Mike began sailing at the age of seven and has since completed the RYA courses in dinghy sailing and windsurfing, as well as being thoroughly prepared by his father (a qualified Yachtmaster). Before Mike could begin his incredible journey, he spent many long hours persuading wealthy companies to sponsor him so he could finance the trip. No easy task for a 14-year-old! Eventually, he managed to gather enough sponsors to buy the 2 yachts and all the equipment, safety measures and back-ups he could possibly need. His main sponsor was ‘Sketchers’ without whom; the trip would most likely have been called off. The RYA was going to be the main sponsors of the pair but they withdrew their hand after accusing Mike of using a category B yacht. The Tide28 did not comply with the RYA’s safety requirements and was not class A. However, Mike’s dad said angrily: â€Å"While that’s true, we have strengthened it up to comply with many of the category A requirements and it is better suited to our route. It’s frustrating that we did not have the chance to say that. † He also set up an online website with daily updates to his blog, and details of his trip, location and the charities he’s supporting. So far, Mike has raised around i 2,000 apiece for both BBC Children In Need and RYA Sailability (aimed at helping disabled people to get into sailing). You can donate to either of these charities by visiting Mike’s website at: http://www. sailmike. com/charities. htm. On the 18th November, Michael Perham, from land-locked Potters Bar, Hertfordshire, headed off from Gibraltar on the 18th November 2006 with the intention of sailing into the record books in approximately 4 weeks. With his father (Peter, 47) shadowing him, in an identical – 18ft – Tide 28 yacht – ‘Arturus’, he and ‘Cheeky Monkey’ set sail for Antigua. His route following the trade winds, tried and tested by seafarers down the centuries, had to include a last minute diversions to the Canary Islands and Cape Verde for equipment repairs. Having planned to cross the 3,500 miles and reach his destination before Christmas, the realisation that his journey time must be extended would have been aggravating but necessary. During the voyage, Mike has encountered all kinds of problems and pleasures, including: sharks; dolphins; gale-force winds and 25ft waves! Often on his journey, Mike was accompanied by the dolphins’ friendly presence or the sharks’ more frightening one, but throughout it all, the experiences were exhilarating, Steve, 39, head teacher of Chancellor’s School in Brookmans Park (Stuart, 39) said, â€Å"It was an opportunity in itself. It would be a huge learning curve for him. He would learn resilience and dealing with solitude, whilst keeping up on his homework, of course! † On November 25th, Mike wrote: â€Å"Had my first experience of squalls, they really do knock your teeth out! † which shows just what a challenge this trip was for him. Despite the Tide 28s being far safer than horse riding, Mike seems to have encountered every possible hitch, a matter confirmed by Mike’s publicist – Kizzi Nkwocha: â€Å"Almost everything you could imagine going wrong, did go wrong – mechanical failure, technical failure, shark-infested waters, waves the size of skyscrapers. † However, Mike coped remarkably well with all problems sent his way, including diving off his boat to untangle a rope from the rudder. As well as the large amount of sailing thing activities that Mike had to attend to, he enjoyed reading; listening to music; playing battleships with his dad over the WHF Phone; and, inevitably, homework. He also started to teach himself the guitar and he filmed his most extraordinary moments aboard ‘Cheeky Monkey’. Mike’s reception Antigua was very convivial, with a welcoming flotilla to bring him in, consisting of all sorts of vehicles from dinghies to speedboats. The response from the media was highly praising as was that from his parents, with Mike’s mum, Heather Perham, 50, (who has remained on dry land in the UK during the voyage with Michael’s sister Fiona, 16,) stating: â€Å"I’m really, really, really proud of him. Peter, said: â€Å"It has been very hard on him, he has had no Christmas presents, no snacks, no video games or T. V. and no company for 6 weeks now, but everyone here is extremely proud of his achievement, as is Mike. † However, the public reaction has been largely 2-sided – whereas it was expected Mike’s achievement would be celebrated, in many cases, jealousy or some other factor has caused much criticism of his achievement. The main objects of dispute have been that Mike was from an upper-class family, and so had â€Å"more opportunity† and the fact that his dad was following a couple of miles behind. One online correspondent even said: â€Å"So Little Lord Fauntleroy has sailed across the pond, big deal! † Whereas another pointed out: â€Å"If a force 10 gale had hit, Peter Perham would have enough to worry about on ‘Arturus’, let alone chasing after Michael. He would have had to cope alone. † To start with Peter said: â€Å"Michael said to me: ‘It would be great if I could do that, Dad. ‘ As a parent I just thought it was a typical boy’s dream. I never thought it would actually happen. Now he has been proven wrong – to his delight – and all in all this is a remarkable achievement for someone so young and he deserves all the praise he is given. And who knows how many people have turned their thoughts to the future already: Will an adventurous 13-year-old break Perham’s record any time soon?

Software - 1632 Words

Principle of Software Engineering Table of Contents Abstract 3 Introduction 4 Boehms First Law 4 Boehms Second law 5 Conways law 5 Parnas Law 6 Corbatà ³ Law 7 Observation 8 Theory 9 Law 9 Question 3 10 Law 11 References 12 Abstract The purpose of the study is to show the capability to understand the set of laws that are the part of principles of the software engineering. In this paper, it is discussed that there are many laws related to the software engineering but only few of them are to be addressed. Boehm first and second law, Conway’s laws, Parnas laws Corbato law were discussed with examples. There are two relationship processes that are also discussed,†¦show more content†¦For instance, Science Applications International Corporation developed special software package that would be send to 250 to 500 field personnel and team according to organizational structure. The software will be further transferred to the organizational employees as per the departmental structure. Parnas Law David Parnas develop the Law of Hiding the information in Modular Programming. The types of thing are hidden is the information in the modular programming. When the design decision changed, they are hidden through the programming to protect the other parts from the general alteration. In other words, it also states that information hiding is the aptitude to avoid positive aspect of class from being available to its client by using other programming features. For example, Adabas developed dedicated software using a programming language known as Natural. The software allowed the agents and clerks to use it for basic purposes only. However, more advance usage of the program was hidden from the low-level support and only expert programming agents had the access to this software. When you change something, the main risk should appear in the software development process, the code is changed through the shifting process and the design decision should change the interface as well as the whol e backhand process (Merz et.al, 2014). Corbatà ³ Law Productivity and reliability rely upon the length of a program’s content, free of dialect level utilization.Show MoreRelatedSoftware Requirements : The Software1388 Words   |  6 PagesSoftware requirements: †¢ The software have a very user friendly interface. This will help the user make proper utilization of the software. †¢ A proper debugging method must be set up so as to ensure the prevention of all bugs. The lesser amount of the bugs, the better more efficient the software works. †¢ The coding involved should be accurate and critical. It is because of the fact that when the software is on the verge of modification, it’ll be easy to finally work on the software. 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Essay on Tuesday Siesta - 1190 Words

Dametrius Bedgood Prof Bustos Eng 116 24 October 2008 â€Å"Tuesday Siesta: Morality† Being a good mother is the ability to conduct the child from the place of uncertainty, insecurity and not knowing, to the inside of the enclosure where all is safe and understandable. Good mothers protect and provide for their family all costs. Though sometimes, that’s untrue. Sometimes a child might feel the need to help his impoverished mother out by any means necessary. Though their intentions are good, the public perceives their action as criminal. In the story â€Å"Tuesday Siesta† by author â€Å"Gabrà ­el Garcia Mà ¡rquez†, such a situation exists. A mother raised her son to the best of her ability and tried to keep him out of trouble. The town views her as a†¦show more content†¦Carlos was not caught stealing anything, but the fear instilled by the idea of an intruder was real, given the perception that the town was relatively safe. Further conviction came upon the discovery of the body the following morning, and in particular the clothes, whic h he wore. His attire implied that he was poor, and also did not fit in to the town. He was not known to any townsfolk, and was essentially an outcast, and posed a threat to them. When he attempted to tamper with the door, as proven with the shot to the lock which struck his nose (111), that threat was manifested, not only as someone trying to steal, but also someone who did not belong to their social group. Even the priest seems to condescend on Carlos’ mother, when he inquires whether or not she attempted to ‘right his wrongs’. The priest looks for someone in particular to blame, rather than considering an oppressive system, which may have denied Carlos the chance of a proper education to equip him with the tools essential to rescue his family from that poverty. Carlos fought quite hard many nights just to make ends meet. The people of the town in this story were very particular with who they were acquaintances with. They did not want someone who could cause such trouble to be a part of their town no matter what the reasons for his doings were. Besides the money that boxing offered, it also gave those with so little, a chance to at leastShow MoreRelatedDiego Riveras La Siesta1977 Words   |  8 PagesMuseum Report: Diego Riveras La Siesta On Tuesday, November 2, 2004 I attended the San Antonio Museum of Art. The painting that left the most lasting impression was Diego Riveras La Siesta. The painting, a snapshot of indigenous Mexican life, had the biggest reaction because of my Mexican background. I also chose this painting because Diego Rivera was a Mexican artist. Diego Rivera went through many artistic phases during his life and in his later years, Rivera focused his art works onRead MorePersonal Responsibility By Gabriel Garcia Marquez Essay1575 Words   |  7 Pagesthis idea each one of us are ethically and morally responsible for our actions and where we end in life is consequently due to these actions we have committed. Gabriel†©Garcà ­a†©Mà ¡rquez, author of â€Å"Tuesday Siesta†, explores the notion of personal responsibility. The prominent theme in â€Å"Tuesday Siesta† is to exhibit pride and self-confidence in spite of societal status. Despite all obstacles and complications, the woman or protagonist in this story insists on being regarded with dignity and as aRead MoreLa Befana, Carnevale, And Easter1581 Words   |  7 Pagestowns have parades and celebrations on January 6th and children receive gifts Carnevale, or Mardi Gras is the final celebration that occurs before Ash Wednesday and all of the restrictions that happen during Lent. It occurs on a specific day, Fat Tuesday, but in many cities the celebrations begin weeks before. Many of these celebrations include festivals, masquerade balls, parades and mischief. There is a saying that anything goes at Carnevale. Masks are a trademark of Carnevale and can be seen everywhereRead MoreMedia Magic Making Class Invisible2198 Words   |  9 PagesScene 4 (views: 344) Shoe Horn Sonata (views: 342) Americans Place Too Much Empasis On Physical Appearance (views: 334) The Richer The Poorer (views: 333) Analysis Of Still I Rise (views: 327) Life And Death Of Troy Maxson (views: 326) Tuesday Siesta (views: 321) Chronicle Of A Death Foretold (views: 317) To Kill A Mockingbird Symbolism (views: 314) Poetry Annalysis On The Author To Her Book (views: 314) Beware Of The Dog: Character Analysis (views: 304) The Red Convertible (views:Read MoreNarrative Report for Ojt5348 Words   |  22 Pagesprocess. They show how they work as a colleague. They show us the true sense of teamwork and important it is in the office. They finished their work on time and help their co-lawyers if they have trouble in their work so that they have time for their siesta before they went home. I noticed that when the other lawyers have a problem on their work, they help each other. In our case, we were three trainees so we assigned each work so that we can finish our work on time. We work quietly andRead MoreDeveloping Management Skills404131 Words   |  1617 Pagescoping strategies or merely escapes? 4. What other prescriptions could the author take besides the four mentioned here? Generate your own list based on your own experiences with stress. The Case of the Missing Time At approximately 7:30 A.M. on Tuesday, June 23, 1959, Chet Craig, manager of the Norris Company’s Central Plant, swung his car out of the driveway of his suburban home and headed toward the plant located some six miles away, just inside the Midvale city limits. 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Treatment of Mental Disorders Exposed in The Yellow...

â€Å"The Yellow Wallpaper† is the story of a woman descending into psychosis in a creepy tale which depicts the harm of an old therapy called â€Å"rest cure.† This therapy was used to treat women who had â€Å"slight hysterical tendencies† and depression, and basically it consisted of the inhibition of the mental processes. The label â€Å"slight hysterical tendency† indicates that it is not seen as a very important issue, and it is taken rather lightly. It is also ironic because her illness is obviously not â€Å"slight† by any means, especially towards the end when the images painted of her are reminiscent of a psychotic, maniacal person, while she aggressively tears off wallpaper and confuses the real world with her alternative world she has†¦show more content†¦For example, she claims that the â€Å"yellow smell† that the narrator speaks of is actually the smell of urine and diapers (1635). 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Human Resource Management Work Team Effectiveness

Question: Discuss about theHuman Resource Management For Work Team Effectiveness. Answer: Introduction ABC is an Australia-based retail chain that has for long been one of the largest in the country. The company was founded in 1988 and since then, has grown to become one of the leaders in the industry. The company has more than 4000 up and running retail stores in Australia and has an employee base of more than 100,000. In such a case, it is a brand that also has a good repute in this sector. The company aims at providing the customers with the best quality products and for this, has also developed a line of products that are exclusive to only their stores. This factor has also proved to act as a competitive advantage for the company as they have succeeded in providing a high-quality line of products to the customers which have resulted in their customer loyalty. The market presence of the company has been formidable because of these exact factors of the company Present Challenge for the Company Although the company has had a successful run ever since its inception, the company has currently been facing major problems. The company has been struggling to maintain its place in the market. The main reason for this is the inability of the company to keep up with the growing levels of competition in the market. When the company started, it was able to keep ahead of its competition. There were many factors at work that maintained the competitive advantage of the company. However, the company recently seems to have lost its advantage. The Australian market at present is littered with a vast number of retail service providers and as such, there is a tough competition among all the brands to outdo each other (Tracy, 2014). ABC followed a strategy of competitive pricing in order to gain an advantage over the other brands. However, the policy of slashing off their profit rates made it even more difficult for the company to maintain the financial standards that they were used to. The co mpany thus had to work on a tight budget. In addition to that, the company has also been facing a high rate of employee turnover. The employee turnover has been the result of many factors (Alcover, Gil, PeiroÃÅ' , 2005). The company attempted to retain its skilled workforce by offering them better salaries. However, it was found that higher salaries were not the reason behind the loss of workforce. The employees have been leaving ABC because of the lack of a positive culture, high team morale and visionary leadership which they find in other organizations. Also, the employees have cited the work culture in the organization as one of the reasons for leaving their jobs at the company (Weston, 1975). The efficient employee base was one of the reasons behind the success of the firm initially. However, the same department has taken a hit recently. The employees who have left the company said that the teams now fight and blame each other. Also, they have said that the groups in the c ompany do not possess a decent leadership and as such the direction of the company is extremely unclear. Recommendations for the Company in the Current Situation First and foremost, the issue that immediately needs to be addressed is the formation of a team that has a direction as to the functioning of the company. First of all, we need to identify what are the characteristics that help in the development of an effective team. The company at present, must not only apply the methods of forming an efficient team, it should also focus on creating a team that is better than its competitors. The company has been lagging behind in terms of the competition that it has with the other brands (Raatma, 2003). In such a case, the company needs to form a superior team if it even needs to get on par with its competitors. In doing so, we must, first of all, identify the building blocks of an efficient team. First of all, an efficient team has a clear set of goals. The clear set of goals means that the team knows what it aims to achieve (Sadler, 2003). Only with a valid aim can the team march ahead in its function. Every member of the team needs to know abou t the goal that they are supposed to achieve. Only then can they work together to attain the goal. In order to attain the goal, every team member needs to have a clear idea of their roles within the organization. Only through an idea of their roles can they decide what to do in order to maintain the balance in the team (Grint, 2005). The team members also need to be aware of each others roles in the organization. Only then can the coordination within the team be maintained. In order to understand each others roles and importance in the team, there needs to be an effective communication within the team itself (Yoder-Wise Kowalski, 2010). Now, once the members know their roles and place in the organization, there needs to be an efficient leadership of the team. An efficient leader is one who knows the exact method to work in order to attain the organizational goals and also knows the strengths and weaknesses of each member of the team. In such a manner, the leader knows how to lead h is team in order to attain the said goals (Kerin, 2006). Other than these, the mutual trust, cooperation among the team members, openness, and individual development are the factors that drive the development of an organization. An example of efficient teamwork can be seen in the McDonalds food chain where every employee knows his or her place in the entire system and the managers perform various functions in order to maintain a motivation within the workforce. First of all, the process of overhauling the teams in ABC can be attained by setting the organizational goals. At present, the company has taken a hit so badly that it just possesses short-term goals in matters of survival in the market. However, the company must decide on its long-term goals if it needs to bring its workforce under control. Due to the short time goals, the company has kept on changing its modes of operations and as such, the teams within the organization have also lost the direction regarding which methods to employ and which direction to follow (Kotler, 2000). Also, speaking of teams, the teams need to be rearranged on the basis of the skills of the employees. The classification of teams is present but it is obvious that the individuals are not satisfied with their jobs. The dissatisfaction is the exact reason why they have been leaving the company to join other companies. In such a case, the employees need to be assessed by a comprehensive program that is aimed at identifying their strengths and weaknesses. The program must take into account the various abilities that are required by the employees and rate them on a scale that would evaluate the skills in that particular line of work. After that, the employees can be arranged by putting the employees in teams which perform the function that they are most suited to. Once the teams have been formed, there should be managers for each department who know the working of the system (Osborne, 2008). The managers need to be well aware of the work procedure and also well aware of what the goals of the company are. The short term goals are important but it is also necessary to have long-term goals and visions of the company. Only in the presence of long-term goals can the short-term goals be created which are again a part of the long-term goals. The goal needs to be one in which the company aims at being a major player in the retail chain industry. The company should also focus on the delivery of high -quality products and services to its customers. Only in the presence of such a long-term goal, can the company set a short term goal which includes getting back its place in the competition. Now, once the goals have been set, the work should begin in a way which enforces a disciplined work culture. The employees are given their desired positions in the team and as such, they do not have much to complain about. The work culture should now be one where everyone is responsible for their own actions (Perkins, 2004). Since the groups have been divided and under strong leaderships, there is a much lower chance of interference from the external factors which would provide for a higher efficiency of the workforce. The workforce motivation was also one of the factors that were lacking in the company. The workforce motivation is likely to be brought back as the employees are now assigned their desired positions and the company has clear goals. The employees would now work toward attaining a goal that is visible and practical. Management of the Marketing Team Marketing is one of the most important departments for any company. In a company like ABC, one of the most important factors is the ability of the company to promote itself. The promotion is what attracts the customers to the brand. The promotions work as a catalyst for the brand value of the company and what the company works towards providing to the customers (Sandhusen, 2000). In such a case, the marketing team of the company should be one that has the ability to be creative in all aspects. The marketing team also needs to be able to assess the market trends and customer preferences of any given period. The marketing strategies could thus be formed that promotes the aspects of the company that is in accordance with the market trend at the time. The effective promotion lies in the exploitation of the various opportunities that are available in the market (Giuliani Kurson, 2002). The promotion opens up new pathways for the company which would help the company get back in the compet itive sphere. The first thing that is taken into consideration while forming a marketing team is the composition of the team. The team should be made up of members who have a creative outlook. Designing the various advertisements and promotional acts are a matter of creativity and as such, the team members must be full of ideas. The team members should also have a very efficient of the market trends and customer preferences. Only when the members have an idea of those factors can they work towards the formation of the strategy that would be in accordance with these trends (Armstrong Kotler, 2000). At present, the team is at a forming stage as the members are new employees. Although it would have been better if there were employees who had been working for a long time, it should be understood that the company has lost a substantial amount of the employee base and as such, must resort to new employees and they should be selected on the basis of these factors. The management and the t eam members share a good amount of interaction and this has provided a right direction for the company (Grewal Levy, 2010). It is due to the personal interaction between the employees and the managers that the employees have a clear sense of the goals and direction of the company. This has also worked in the favor of creating a workforce motivation within the organization. the workforce motivation has been facilitated as the employees know that their work is being monitored and their role is crucial to the company. The team members know that their opinions are taken into account and given importance during the formation of any strategy. The goal at present is to make the companys presence felt in every place (Bedford, Brumpton, Bedford, Bedford, Bedford, 2007). The marketing strategy cannot be one that uses intensive advertising as slashing off the profits has caused a considerable strain on financial resources for the company. In such a case, the company must at present on the ev ents that have a considerable presence among the common people. The major events, for example, a football match is supposed to draw a considerable amount of crowd and as such, associating with such an event would provide the company with some amount of visibility. Since the new team is at a nascent stage, the team has not yet been able to fulfill the goal. However, the idea is a feasible one as the company has limited resource and can consider investing a large amount in a crowd puller rather than small packages where it would not be useful at all (Salas, Goodwin, Burke, 2009). The goal of making a market presence can be measured through measuring the effect of presence in the online platform. An online platform is a place where the company maintains a presence and as such, the response of people to the company on the social media and social networks can be a measure of how successful the marketing campaign been. The goal can be classified as one of the SMART goals as the goal does fulfill those criteria. The goal is specific as the company has a fixed measure of how much market place to acquire in order to be on par with the competitors (Dennis, 2006). The goal is measurable as the growth or decrease in the response can be measured via the reaction to the company on the online platforms. The manager performs an important function of clarifying the goals with the staff. The manager performs interactions with the employees on an individual level in order to track the development of the project. In such a case, the manager should also display a high level of responsibility and himself be a person who has a sound knowledge of the system. Not possessing these qualities would lead to the development of a procedure that would not yield worthwhile results. It is only when the manager demonstrates these qualities that a viable structure is formed and the employees are encouraged to work in a manner that would benefit the organization and the employees as well. Stakeholder Current communication strategies Plan to improve Team Members The team members are given a clear idea of the organizational goals. The communication is carried out via interactions with the team members. While the interactions help in a better understanding of the company goals, the employees need to be motivated in a better manner In order to improve in this department, there needs to a greater level of employee motivation. Conveying the brand value of the company would help the employees understand the fact that they are working for a reputed company and as a result, would be motivated to give better outputs. The investors The investors are one of the prime stakeholders who are involved in the communications during the marketing process. The communication with the investors is done whenever the marketing campaign takes place. The investors are thus given a clear idea of what the team is aiming to achieve for the company. While this process is important, there needs to be more individual interactions. The investors need to be interacted with in the marketing process. Investors are one of the stakeholders who are directly linked with the companys well-being. As such, there needs to be openness of communication with them. The consumers Marketing is directly aimed at consumers as it is the mode of communicating with them. However, there needs to be minor improvements The current strategy of communication with the consumers is one where the company creates advertisements. However, the company must at present set up online platforms where the consumers can directly relate their problems to the company. Resolution of the Problems The company has been facing major problems in the competitive market and as such, must fight its way out of the mess. The problems have been with the companys workforce which was once the cause for the companys reason for growth. However, the same workforce has been showing problems. The workforce has been displaying many problems including problems in attitude. The problems that arise in this department are the workforce turnover which has again been because of the lack of team management. At present, the problems can be resolved via an effective team management. The teams need to be formed of efficient individuals. The teams should then be given a fixed direction regarding the goals and objectives of the company. Only in such a case can the teams work towards the development of the team goals. The employees also need to be motivated by a team spirit that would foster a better communication. Finally, the teams need to be led by efficient leaders who have considerable knowledge of th e processes and work as a role model to the employees. References Alcover, C., Gil, F., PeiroÃÅ' , J. (2005).Work team effectiveness in organizational contexts. Bradford, England: Emerald Group Pub. Armstrong, G. Kotler, P. (2000).Marketing. Upper Saddle River, NJ: Prentice Hall. Bedford, D., Brumpton, K., Bedford, D., Bedford, D., Bedford, D. (2007).The team. Surry Hills, N.S.W.: Little Hare. Dennis, M. (2006).The team. London: Corgi. Giuliani, R. Kurson, K. (2002).Leadership. New York: Hyperion. Grewal, D. Levy, M. (2010).Marketing. Boston: McGraw-Hill Irwin. Grint, K. (2005).Leadership. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan. Kanaga, K. Browning, H. (2003).Maintaining team performance. Greensboro, N.C.: Center for Creative Leadership. Kerin, R. (2006).Marketing. New York: McGraw-Hill/Irwin. Kotler, P. (2000).Marketing management. Upper Saddle River, N.J.: Prentice Hall. Osborne, C. (2008).Leadership. London: DK Pub. Perkins, D. (2004).The team. Chicago: Agate. Raatma, L. (2003).Leadership. Mankato, Minn.: Bridgestone Books. Sadler, P. (2003).Leadership. London: Kogan Page Ltd. Salas, E., Goodwin, G., Burke, C. (2009).Team effectiveness in complex organizations. New York: Routledge. Sandhusen, R. (2000).Marketing. Hauppauge, N.Y.: Barron's. Tracy, B. (2014).Leadership. New York: American Management Association. Weston, R. (1975).A team approach to marketing planning. New York: AMACOM. Yoder-Wise, P. Kowalski, K. (2010).Leadership. Philadelphia, PA: Saunders.