Management Plan

1.1. Problem DefinitionThe company has been successful in securing considerable sales of around $5 million per annum. withal, the company for nigh reason has been loosing sales. This problem has been in that respect continuously for the last five years. The deal which our department is facing specifically is that we argon making decreasing contributions towards the general net profitability of the company.For the company, after a certain time, our department willing become a parasite if these types of conditions persist. Therefore the companys acquit management, such as Carol and early(a)s qualification decide and be infield to close and/or sell off our department. Though this might go the company a net loss but closing fling off our department may offer cutting further losses in future to the company. On the other hand all employees working for and each locately or indirectly associated with this department collapse their jobs at gage unless the department starts ear ning1.2. VisionMy department should be designed in a flat hierarchical structure. I would design the job specification of my subordinates in such a way so as to enable them to have the least number of levels to jump to reach me for discussion(s) on any pertinent issues. I would encourage the employees through out the department to have themselves interconnected not as individuals but as one. This would help in maintain a clear and transparent management of every one on the efforts they contribute to achieve the collective goals of the organization. This will also reveal the issues tie in to employees regarding the decreasing sales of our department.1.3. Mission StatementTo provide the best select cleaning solution to healthcare customers, bundled with the customer service beyond their expectations. To crumple Value for Money.1.4. Establish goals & objectivesThe department needs to and will start generating bread in the near future. For this purpose the first and foremost obje ctive is to let on different models and use of the different available techniques to try the existing, past, and potential customers, their demographics, their subscribe type/frequency and there patterns of purchasing & using our products. The most plausibly reasons that they shifted from us or reduced there purchases from us. We would also analyze and turn backeavour to find out what our nearest competitors are offering in likeness to what we offer and what jakes we potentially offer.2. Communicate2.1. Identify stakeholdersThe stakeholders in our part includeThe employees who are directly or indirectly linked to our department.The pass on management personnel such as Carol.The customers, the hospitals which account for 85% of our sales.Myself, the pertly appointed departmental head.2.2. Frame CommunicationI as the departmental head would rather suggest an open meeting at the end of each day, similar to that what Japanese do, and I will try to analyze and grasp the grass root of any problem so that it can be cached and cured there n then.2.3. Plan CommunicationI would set the necessary procedures such as enclosed messages or e-mails to protest only my team members for specific department related meeting. This would ensure direct communication with privacy.2.4. Communication with stakeholdersAll the stakeholders would be informed via a clump channel such as a personalized mail, e-mail and/or a news letter. Since all stakeholders are to be informed there fore we are using such methods so as to real make a sort of announcement for the meeting.2.5. Channels of communicationsWhere n= the no. people communicating with each other (i.e. 6 in our occurrence)= n (n-1)/2=6(6-1)/2= 15 channels of communication3. join forces3.1. Methods of cooperationThe Individuals Team ContributionThe Teams executingBehaviors/Process Results (Individual)Behaviors/Process Results (Team)3.2. Competition betwixt team membersThe competition between the team members is a go od approach specially in the case of sales staff. Even other than sales staff, members of the department performing other activities can also compete in terms of their productivity and how often they contribute towards their job i.e. apart from their normal schedule of duties how much do they put in genuine efforts in going beyond what is infallible for the sake of the companys overall Good.4.Follow Though4.1. west by southTotal proposals required per year= 2000As per 2-5 there are 6 employees including me, therefore assuming the 5 employees be there2000/12= proposals per calendar month = 167167/5= 33.225000/12/5= 417.4.2. AccountabilityThe figures given above are the minimum target that need to be achieved. They form the basic standards and actually serve as the benchmarks for anyones accountability regarding his/her job..5. Evaluate5.1. Outline of mental processThe performance measurement would purely be based on its the type of activities being conducted and the results that a re being yield as a result of these activities. This includes, for example, comparing revenues, productivity, etc.5.2. PerformanceAdequate performance was given. However if the performance would have been inadequate than I would scrutinize the Work division Structure and try sorting out where the problem persists and what caused the performance to be inadequate.5.3. OptimisticIf I would have been optimistic with whatever I predicted than I would surely had placed relatively much higher targets than normal ones. This might have led to unachievable targets and hence frustration by the employees make them to get disturbed and the productivity would have decreased.ReferencesGareth R. Jones, Jennifer M. George & Charles W. L. Hill (2005) Principles of Management. McGraw-Hill