Reflection on Clinical Placement

Reflection on Clinical Placement Clinical Placement Reflection 1 Communication with others within the clinical setting – this may include staff members, patients and relatives. From working within in a team I have learnt that communication in health and social care underpins everything that professionals do and can determine the quality of service that patients receive. Poor communication between members of inter-professional teams affects the quality of care patients receive and can result in any number of bad experiences for the patients. I’ve noticed that some of the factors that contribute to poor communication include the use of professional jargon, abbreviations and poor handwriting. Thus I made it a personal objective try and avoid these behaviours and if I did for example, use jargon I made sure its universal so that there is no miscommunication. Your ability to work within a team. During this time on placement I have been able to witness and participate in multidisciplinary team meetings and have also had the opportunity to work with different healthcare professionals such as physiotherapist and also have been involved in ward rounds with doctors and nurses. The ward I was placed had a great team. I always felt a part of the team, and that I was making a valuable contribution thanks to both my eagerness to take on anything they threw at me, and, their inclusiveness and supportiveness. I learnt that holding back and waiting for people to notice you is not a good strategy. Let everyone know that you’re interested every day, and opportunities will come your way. Your role and relationship with others within the clinical practice My role and relationship with others within the clinical setting was very important to me. It was important for me to build the team member relationship with others as it helps to establish a mutual understanding and trust with other team members. When reflecting upon my own strengths and weaknesses, in relation to my role and relationship with others, I feel that whilst I am beginning to acquire an in depth understanding of the role of the nurse in the care of the patient, I feel that I lack substantial knowledge of the roles of the other healthcare professionals that I work alongside in the care of these same patients. I have listed the priority of this as being medium to high as I feel that it is not possible to become an effective collaborative healthcare member without having an understanding of the roles of others with whom I am are working with. If there is a lack of understanding of the roles of others, I fee l that it would be difficult to see why they are involved in the care of my patient, or even when it is appropriate to involve other healthcare professionals, inevitably leading to the quality of the care for the patient to suffer. Thus I made it in my best interest to interact more with others during the placement so that I could work alongside them confidently and work towards the same goals. Your problem solving skills. Where possible give examples of how you have used these. Being in acute care setting, the kind of problem-solving that I did tend to be solving were immediate problems rather long-term problems. For example, patients who cant get up who needs to have a sponge and clean linens on their bed. However each patient is different and often I couldn’t just perform the task without thought. The process of problem solving has guided me in finding solutions to a problem. I have learnt that this process is effective and helps me make the right decisions. I have also learnt to reflect on my decision so that I can see if the decision was the best or not for the situation. To assist me in problem solving more complex situations, I asked my mentor to provide some problem solving stimulations to further develop my problem-solving skills which was very beneficial for my learning process. Your time management skills I learnt the importance of time management a lot during this placement. On one of the days, I did not wash my patient before 8:00 am in order to prepare her for her family visit later on that day. My patient’s 10:00 am Parkinson’s’ medication administration was delayed by 45 minutes because she was being washed at that time. This event occurred because I did not prioritize the tasks I had to complete during the day properly, and therefore I learned the importance of time management. If I had obtained nursing knowledge and familiarize myself with the daily routine care of the patient I could have handle my time more efficiently. After this event, I learned effective time management strategies to handle my time on clinical and I will definitely utilize the time managing strategies step by step from knowing , planning , prioritizing tasks, gaining support from other nurses, and being flexible with my tasks. Your ability to understand your competence and scope of practice It was important for me to have an understanding my own competence and scope of practice as it guides me to good clinical practice and the delivery of my care to my patients. As a student enrolled nurse, there were strict practice standards and regulations, especially when medication is involved and supervision from our mentor was required at all times. Reflecting back, there were situations where although the practice was within my scope of practice, the policy and procedures of the facility did not allow it thus it is important to understand and familiarize yourself with the policy and procedures of the hospital as well as working within your scope. How you adapt and use new technology and reflect on historical changes in nursing As I was quite young and I didn’t have any problems adapting and using new technology. It was very exciting seeing new technology as I believe it will greatly improve nursing practice and make it more efficient. Some of the new technologies I had the opportunities to use include new vital signs machine, lifting machines and computer programs that included online hospital policy and procedures and mims. All documentation was still hand-written and stored in folders. Historically, nursing documentation has been a hand- written. However, today facilities are now introducing new technology aimed to improve efficiency and effectiveness. Your competency in relation to your nursing skills Competency in relation to my nursing skills had a lot to do with my confidence. For me, confidence is an important aspect of the practice of nursing and plays a major role in development. After an incident, I recognised that despite my lack of confidence the skill set that required to be completed for a particular patient was within my scope of practice, within my ability and within my knowledge base. On reflection it is clear that my lack of confidence in my ability, when put ‘on the spot’ contributed to my feelings of inadequacy which affected my competency in relation to my nursing skills. Through reflection and use of a mentor I was able to clarify that my weakness was not my nursing skills or knowledge level but my inability to effectively perform when under close scrutiny, which in turn led to a lack of confidence in my skill level and clinical knowledge. To develop my confidence and communication skill I became pr oactive and requested the assistance of a senior clinical educator to critically assess my skills and knowledge base. By doing this I reinforced my knowledge and skills but more importantly developed self-confidence. My efforts in seeking assistance and assessment of my skills could be seen as a step in ‘becoming more independent’. By gaining input and validation from my clinical educator, I ensured that I was able to successfully utilize my nursing skills competently and independently. An overall reflection of the day and how you can use your reflection to improve your practice Upon starting this placement I didn’t really know what to anticipate as it was my first time in a hospital setting, so when I was asked about my expectations all I could say was â€Å"That I wanted to learn all I can† Thinking back on that not so confident response, now at the end of this placement, gives me good insight into how valuable this placement has been to my professional development. This placement gave me the opportunity to begin to see myself as a professional, as I gradually learnt how to think critically about the patient’s health and managing their care and needs. This led to my becoming increasingly confident in the role I was determined to fill. Although I feel that I have a long way to go in this endeavour and will always continue learning, I know that I have learnt a lot during my time at this placement. To further improve my practice, I will use refle ction as it enables me to solve problems or learn from actions through thinking consciously about an activity which would then enable me learn and develop. Clinical Placement Reflection 2 Communication with others within the clinical setting – this may include staff members, patients and relatives. During my placement I was in a stroke unit. Being on this unit, I worked with many clients who suffered from post-stoke symptoms and many had difficulty with speech. The experience helped me learn the importance of both verbal and non-verbal communication. As an aspiring nurse, I have to continuously sharpen my communication skills because I will be interacting with more diverse range of patients in the future. I have to be able to establish rapport with each new patient and I can do this by communicating with them. I must maximise my communication with my patients because I can do a lot of things by communicating such as motivate, empower, educate and understand my patients. Your ability to work within a team. Working in a team provides me with a great satisfaction. From this teamwork experience, I strongly feel the importance of teamwork in providing consistent care for patients. It taught me to interact with others and as an individual in order to work towards the same goal. I had witnessed examples of both good and poor inter-professional collaboration and communication whilst in practice and have reflected on those incidents. Also, being self-aware I found was not only essential to nursing as a basis for reflection but it also contributed to how I communicate with others and assisted me in developing inter-personal skills with our colleagues so that I could work better in a team. Your role and relationship with others within the clinical practice In order to work efficiently together, it was important to understand my role and the roles of others within the clinic setting. My professional relationships with others was good except with occupational therapist (OT) mainly because I never had a fully understand of their role. I felt more clarity was needed surrounding the role of the OT so I made the efforts to research and speak to some of the OT to find out about their roles. As a result I was able to witness some of their work and worked closely with them. Being professional relationships and understand the roles of others has also lead me to understanding about the unique qualities and skills that different professionals bring to the team. In learning about other team members roles, I was also able to enhance my own professional identity which made me comfortable in the clinical setting. Your problem solving skills. Where possible give examples of how you have used these. I was quite a confident problem-solving however there are times where I’m faced with a situation where I can identify the problem but I’m not able to come up with a solution due to lack of experience. For example performing venepuncture; the patient had very poor vein and my first attempt failed and was very demotivated. We were never taught in school on how to deal with bad veins except to have two attempts and have someone else do it if you fail. Determined to do the venepuncture successful, I suggested to my mentor, if I was able to pull the vein downwards to minimise the movement of the vein. With the approval of my mentor, I went in and was successful on my second attempt. Your time management skills Prioritizing is a necessary tool for effective time management thus I made sure I prioritize tasks from high to low priority order. However during this placement, a staff had questioned my time management skill because I choose to assist patient who was lying in a soiled bed over researching my medications that was due in half an hour. This experience made me question how I was prioritising my time management skills. I decided to reflect on experience, and I believe that the staff was wrong to question my time management skills. I had thought about which was the greater priority in this situation and I still believe that the patient was. If the same situation arose again I feel that I would not do anything different other than to speak up and justify my decisions. I recognize and knowledge Time management as an important skill in nursing and hope that my skills will further improve with practice. Your ability to understand your competence and scope of practice My ability to understand my competence and scope of practice is demonstrated through my clinical practice to safely provide care that is in accordance to the competency standards and actively informing others of my scope of practice. I always clarified what the specific activity or task details were from my mentor and obtained any additional information that I may need, such as facility policies or procedures. I also I made sure I expressed the concern to my mentor or educator. An example of this was my knowledge of medication. Although it was in my scope to administer medication, it was important that I do it competently with full understanding of the drug use and why the patient is receiving it. While it was in my scope, I lacked knowledge of the drug therefore I felt incompetent to administer it safely. For this reason, I made it my goal to research the medications prior to administration. How you adapt and use new technology and reflect on historical changes in nursing During my placement, I adapted well to the new technology. The ward I was on had new software integrated in their computers which allowed me to access patient results and continue my learning through web-based training programs and access to online medical dictionaries and mims. My experience using these was very positive and very efficient. Historically, nursing documentation has been a hand- written. This was still the case in the ward that I was working in. This form of documenting has provided good communication between health care professionals and plan of patient care for the patient for a long period however the increase of medical errors and miscommunication has driven facilities to introduce new technology aimed to improve this and the efficiency and effectiveness of clinical practice. Your competency in relation to your nursing skills Nursing competency requires accumulation of evidence based knowledge and skills, understanding of cultural diversity and the care provided. During clinical practice I used the ANMC competency standards to reflect on my own practice. Areas that I felt competent in was my providing care in a safely manner and my ability to address the physiological, psychological, physical, emotional and spiritual needs of the patients and significant others. In addition, I continued professional education in order to build up knowledge and skills that will be necessary in coping with the dynamic changes in healthcare. Continuing education ensures that my knowledge is current and level of competency is maintained at a satisfactory level. An overall reflection of the day and how you can use your reflection to improve your practice My last placement has proved to be a huge progress. Through observations and clinical practice, I managed to develop my nursing skills both as an independent learner, but also as a member of the health team. Having been assigned patient loads, research medications and or reflecting on how I went, I was able to employ a range of skills that could not have found a better environment to develop in; critical thinking and problem solving, working with others and time management are just few examples. I will continue to do reflective practice to evaluate any clinical incident, positive or negative to attempt to better understand and contemplate the events which have taken place, and the behaviour, emotions and actions of not only myself, but the patient and others involved at that time In doing so, It will increase knowledge surrounding that situation and my professional development.

Sales Report Example

Table of Contents Executive Summary3 Part 1: GSM Personnel Specification4 1. Experience4 2. Qualifications4 3. Required skills5 Part 2: Key issues and Recommendations6 1. Introduction6 2. Key issues6 2. 1 Motivation and job satisfaction6 2. 2 Recruitment and selection7 2. 3 Training and development7 2. 4 Key account management8 2. 5 Sales team structure8 3. Conclusion9 4. Recommendations10 4. 1 Change the reward system10 4. 2 Set up the formal recruitment and selection process11 4. 3 Set up a standardized training11 4. 4 Restructure the sales team with the new role of KAM13 . 5 Action Plan15 4. 6 Expected Outcomes16 5. Limitations17 6. Bibliography18 7. Appendices19 7. 1 The recruitment process19 7. 2 Sales people calculation19 Executive Summary The report is divided in two parts. The first part ‘Personnel Specification’ is aimed to identify the required main skills areas of the new GSM. Those are: * Five to eight years sales experience and management; * University degre e of business or marketing management; * Excellent and proven communication skills and interpersonal skills; * Ability to reate a work environment and culture to stimulate individual’s development and motivation; * Ability to negotiate and high levels in numeracy and literacy skills; * Personal traits: high motivation, ambition in sales, enthusiasm, full commitment, and ability to work under high pressure. The second part, which is the most important part of this report, consists two main sections: key issues and recommendations. The key issues have been identified through analyzing our current company’s situations and related theories.Those key issues are: * Low motivation and decreasing job satisfaction; * The lack of formal recruitment and selection process; * The lack of quantity and quality in training and development; * The missing role of Key Account Management in the sales operation; * The inappropriate sales team structure. Based on the analysis of key issues, the fully detailed recommendations are provided in the end of this report, following with an Action Plan and expected outcomes. Part 1: GSM Personnel SpecificationAccuClean is in crucial need of a new General Sales Manager, who will be in charge of the sales team in all regions and report directly to the Managing Director, Peter Ward. Our company is facing several leadership problems and lack of focus in sales team. The new GSM is expected to bring the new fresh leadership style and able to manage the sales team in all regions to achieve the highest performance and long-term development. The personnel specification of GSM will be illustrated in details. Experience The new GSM is expected to have at least 7 to 8 years sales experience, preferably in B2B market (CPSA, 2012; Myjobs, 2012; Reed, 2012).The experience in B2B sales market is very important for our company since our customers are ranging from small to large sized companies, and many of them are with us more than ten years. He/she has a minimum of 5 years experience in business management, marketing and sales strategies and planning, and financial oversight (Inc, 2012; Myjobs, 2012). With these experiences, the new GSM is able to diagnose the management problems within our sales operation, and bring in his/ her new approach in leadership style, in order to improve sales team’s performance as well as increase the motivation and satisfaction of sales people.However, we should be very flexible in selecting candidates based on experience. If a candidate had excellent qualifications regarding his/ her education and 2-3 years experienced, we should not exclude him/ her from our shortlist. The requirement of sales experience is likely to cause a problem of excluding potential candidates (Jobber and Lancaster, 2006). Qualifications The candidate needs to have Bachelor degree of Business or Marketing Management (CPSA, 2012). The university degree is necessary since the good educational background will h elp the new GSM a lot in management.Besides, the combination of education and experience for the GSM position is ideal for long-term development of our sales force. Required skills The new GSM is required to have excellent and proven oral communication skills (Inc, 2012). In addition, the candidate needs to prove his/ her skills in exceptional customer facing and interpersonal skills to enable difficult situations to be overcome successfully (JCT600, 2012). Communication skills are the most crucial qualities of sales people, especially sales manager (Jobber and Lancaster, 2006).Furthermore, the new GSM should be able to create a workplace environment and culture that allows all the sales people in the team to develop and excel their jobs (JCT600, 2012). This requirement is essential since the current leadership style in our sales operation does not seem to work very well and need a crucial change and improvement. The potential candidate is able to negotiate effectively and at the hi ghest level together with excellent numeracy skills and literacy skills (JCT 600, 2012). For both short-term and long-term development of our sales force, these skills are necessary.Besides, the most two important basic qualities that a good sales person must have are empathy and ego drive (based on the study of Mayer and Greenberg, 1964, cited in Donaldson, 2007). Empathy is defined as â€Å"the important central ability to feel as the other fellow does in order to be able to sell a product or service† (Donaldson, 2007, p. 60). Ego drive is a desire to want and need to make a sale (Donaldson, 2007). Both of these basic qualities are a must for our potential GSM since in order to be a good sales manager, he/ she should be a good sales person.Last but not least, we are looking for a new GSM with high motivation, ambition in sales, enthusiasm, full commitment, and ability to work under high pressure (Mathews and Redman, 2001, cited in Jobber and Lancaster, 2006). Part 2: Key is sues and Recommendations 1. Introduction Part 2 is aimed to illustrate the key issues regarding our sales operation in AccuClean. The analysis based on our current situation and theory is presented for every issue. Recommendations are coming in the end of this report, followed by the Action Plan and expected outcomes.All the key issues and recommendations are ordered according to its priority of taking urgent actions. Key issues 1. 1 2. 1 Motivation and job satisfaction Motivation is â€Å"the amount of effort that a salesperson expends on each activity or task associated with the job† (Donaldson, 2007, p. 230). Many factors are believed to cause positive motivation, such as monetary reward, workload, promotion, degree of recognition, supervisory behaviour, targets, and tasks (based on Adams’s inequity theory, Jobber and Lancaster, 2006).In AccuClean, the first factor that causes the low motivation in the sales team is bonus system, which is perceived by many staffs as unfair. The bonus system in AccuClean is set based on achieving a sales figure above the individual sales target, starting from 5% above target sales with a bonus of 5% basic salary. Last year, only nine sales people out of 71 have been able to achieve the bonus, which gives the evidence about the inappropriate bonus system. In addition, the salary is based on individual negotiations when they joined the company, which might lead to unfairness between individual sales people in the team.According to Vroom’s expectancy theory, it is assumed that â€Å"people’s motivation to exert effort is dependent upon their expectations for success† (Jobber and Lancaster, 2006). It means to what extent AccuClean sales people believe by working harder (increase effort), they will achieve 5% above target sales (high expectancy), and that higher sales will lead to higher salary – bonus of 5% of basic salary (high instrumentality), and higher salary is very important for t hem (high valence).Moreover, during the merger, there were several sales staffs left to join competitors, which may result from the lack of motivations. According to Herzberg’s motivation- hygiene theory, working conditions and company policies are two of the hygiene factors, which cause dissatisfaction, thus, lead to low motivation (Donaldson, 2007). Bonus as money is the only type of rewards that is used in AccuClean, nevertheless, there are many more types of rewards that could also be applied, in order to motivate various types of sales people.The suggested bonus system will be illustrated in the recommendation part in the end of this report. 2. 2 Recruitment and selection Bob Carter is in charge of the selection process for new sales people. However, he has no formal system for recruitment and selection as well as no job description. Formal selection process is crucially important to ensure the quality of sales persons, which can have a substantial effect on sales turnov er (Jobber and Lancaster, 2006). Furthermore, hiring a sales person is very costly, much more than the basic salary.Therefore, selecting the right person for the right position is essential, and can be achieved through setting up a formal selection procedure. Another problem is Carter’s way of selection – ‘he knows a good sales person as soon as he sees one’. This bias can harm the screening process, which is part of the recruitment process (see Appendix 5. 1). Either selecting the wrong person or dropping good persons is costly (Donaldson, 2007). Donaldson defines job description as the roles and duties attached to a specific position in the organization (2007).It is necessary for AccuClean to prepare job descriptions for any new positions in the sales team, to ensure the responsibility of each team members, thus, no role ambiguity can occur. 2. 3 Training and development Training is one way for sales managers to improve the performance of the sales peopl e under their controls, broadly to meet the company objectives (Donaldson, 2007). Training and development for sales people in AccuClean are lacked due to several reasons. Any trainings or development relies on the management style and differs in every ASM.There is no formal training process since Carter believes that sales people learn best ‘on the job’. Indeed, there are many kinds of training, which includes individual on-the-job training as Carter’s opinion (Donaldson, 2007). However, good trainings can also be achieved through company-specific programs that are organized in a standardized and professional manner. The irregular and occasional training sessions, usually occur when introducing new products (currently in AccuClean), might lead to the lack of knowledge about products and new skill practices.As the merger of one cleaning chemicals and the other in cleaning machinery, training should have been taken at the early stage of the merger, in order to sup port sales people in both companies about the company objectives and targets, the knowledge of different and new products, competitors and their products, selling procedure and techniques (Jobber and Lancaster, 2006). 2. 4 Key account management Area sales teams are responsible for all accounts regardless their size and importance.The treatment for key accounts, medium-size accounts or small accounts is much dependent on each ASM’s view, its current mix of accounts in the area and experience. There are in fact 21 customers; each has accounts worth over ? 4 million. Those customers are important to our business and need to be prioritized as key accounts since the loss of even one of them would significantly cause a radical drop in sales and profits (Jobber and Lancaster, 2006). Key account management seems currently necessary, in order to serve our key customers with special treatment in all areas of marketing, administration, and service (Jobber and Lancaster, 2006).In additi on, key account management will help to develop a close relationship between our company as supplier and our customers, in order to enhance the communication and co-ordination between us, thus, create more in-depth penetration of DMU, which includes push and pull opportunities for buying decisions (Jobber and Lancaster, 2006). 2. 5 Sales team structure The sales territories of AccuClean, which are merely geographic based, have not been changed since the merger. Geographic structure is traditional and the most widely used type of sales organization in the UK.It has several advantages such as simplicity, shorter journey times, low travel costs, and less potential for conflicts over responsibility (Donaldson, 2007). However, geographic structure has some drawbacks, which might influence to the effectiveness of the sales team and its management. Examples of disadvantages are the need to sell full range, broad expertise needed, and overhead costs for more layers of management evolved (Do naldson, 2007). In order for the sales team to work more productively and better management, it is necessary to make some changes concerning our sales team structure (see Recommendations, section 4).The number of sales people in AccuClean is currently more than necessary, compared to the number of customers. Figure 1 illustrates the current sales people in each ASM as well as the actual needed sales people based on the number of customers in each area. Territory| Number of customers| Current number of sales people| Actual number of sales people| Spare sales people| Midlands| 1973| 26| 18| 8| South| 1545| 22| 14| 8| North| 1196| 16| 11| 5| Scotland/ North Ireland| 499| 7| 5| 2| UK total| 5264| 71| 47*| 24*|Figure 1: Number of Sales people (* approximate number) 1 2 Conclusion Five key issues that have been listed and analyzed above are low motivation and decreasing job satisfaction, informal recruitment and selection process, unstandardized and the lack of regular training, the lack of key account management, and the ineffective sales team structure. Those issues are the most urgent in AccuClean that need to be solved as soon as possible, in order to improve the sales team to work more effectively. Recommendations 4. 1 Change the reward systemBonus (monetary reward), which is the only form of reward using in AccuClean, shows its limitation, therefore, improving the bonus system is crucial. The starting point of 5% should be set lower and dependent on different products and accounts. There should also be other chances to get commission, which can be based on the annual sales revenue and profits. In addition to the monetary reward, AccuClean can apply many other types of rewards such as promotion or workload (based on Adam’s inequity theory, Jobber and Lancaster, 2006).Not all sales people highly value money; some of them might place higher value on promotion, responsibility or recognition. Thus, the variable of rewards will motivate different type of sale s people, in order to maximize the expectancy and value of reward (Vroom’s expectancy theory, Jobber and Lancaster, 2006). A study of sales force practices by Chartered Institute of Marketing showed that sales people are mostly motivated by individual meetings with supervisor to discuss career, job problems, etc. The second ranked motivating factors is ‘regular accompaniment in the field by the sales manager’ (Jobber and Lancaster, 2006).These methods of improving leadership style should be aware by ASMs and higher management. 4. 2 Set up the formal recruitment and selection process The formal recruitment process is proposed as below (according to Jobber and Lancaster, 2006, p. 384). Bias in selecting applicants should be minimized by carefully preparing job description and personal specification. Of course, the experience of employer should be used during the selection process. However, those five steps above should be strictly followed to avoid any mistakes dur ing recruitment. 4. Set up a standardized training Good training programs will help to equip our sales people with sufficient knowledge and skills. Besides, it plays as a motivation factor for sales people and positively influences the job satisfaction. 4. 3. 1 When should our company train our sales employees? According to Donaldson (2007, p. 208), the training should be held properly when: * New sales person is recruited * A sales person takes on a new territory * New products * New business, new market segments * Company new policies or procedure * Selling habits are poor or inappropriate An individual is being considered for promotion The sales techniques are very important to train all sales people in the organization (69% of North European firms providing sales techniques training). The market and customer knowledge is also essential in training (42% of firms providing this, based on Roman and Ruiz, 2003, cited in Donaldson, 2007). 4. 3. 2 Who should do the training? Sales tra iner can be senior managers (i. e. ASMs, GSM), technical specialists (from Production department), external specialists, or inside experienced sales people (i. e. from other ASMs).In many cases, training is more likely to be provided by inside company specialists, who not only have the best understanding about the organization and individual needs, but also can tailor training programs to suit both internal and on-the-job requirements (Donaldson, 2007). 4. 3. 3 Where should training be done? The training can be organized in internal single location (different ASMs), a centralized external location or a decentralized location (on the job). It depends on the purpose of training and variable factors to decide where to hold the training.Below is the nine possible options that are proposed by Donaldson (2007, p. 210). 4. 3. 4 What methods of training should be used? Lectures, films, role playing, case studies, or in-the-field training are options of training methods (Jobber and Lancaster , 2006). Each has its advantages and limitations. The point is how to use them properly for different training purposes, in order to achieve the best results and highest satisfaction of participants. 4. 4 Restructure the sales team with the new role of KAM New proposed sales team structure is presented in Figure 2 with two radical changes. ASM North and ASM Scotland will be combined into Regional Sales Manager of North and Scotland * Key Account Manager is added to our sales team structure as one independent function Figure 2: Sales Team Structure (proposed) The Regional Sales Managers are formed to ensure the number of sales people is interrelated to the number of customers in each region. The number of customers in the North and Scotland, which is 1196 and 499 respectively, is much fewer than the number of customers in Midlands and South (1973 and 1545 respectively).Therefore, it is appropriate to merge two ASMs North and Scotland together, in order to enhance the performance in t he broader area, and increase the influence on organization’s decision-making of sales people in the North and Scotland area. The Key Account Manager is added to be in charge of all key accounts in the whole UK. KAM’s responsibility is to manage all sales people, who are managing those key accounts in different regions. Moreover, KAM is also responsible for potential key accounts and complex DMUs. The communication and leadership style are crucially important to be successful in managing sales people in different areas.Monthly meeting can be organized and the advanced record system (computer based) should be built up to develop the whole sales team’s communication flows in long-term. This proposed sales team structure is based on all forms of selling simultaneously: KAM for very big accounts, general territory representatives (Regional Sales Managers) for the medium and small- sized accounts (Jobber and Lancaster, 2006). The number of sales people in AccuClean i s currently more than necessary, as calculation based on the current number of customers. In fact, it is difficult to get rid of 24 sales people at once, and should not be done in that way.AccuClean can evaluate sales people in the whole company by their performance, motivation and achievement in past years. In a period of 12 months, it is expected to dismiss six sales people. After two years, 12 sales people in total will be fired. AccuClean may attract more customers in the future and need more sales people; therefore, it is dependent on the situation at the time to decide how many more sales people have to leave. 4. 5 Action Plan 4. 6 Expected Outcomes Limitations The merger of two ASMs North and Scotland into one Regional Sales might cause problem in the span of control.The new RSM will manage 20-23 sales people, which might lead to the role ambiguity and lack of coaching and supervision. The Action Plan illustrates many tasks that need to complete in the first year, thus, it mi ght be very challenging in the first year for the new GSM. It is a tough decision to fire some sales people in the next two years. It might cause several problems within the sales team concerning rumours or miscommunication. Therefore, it is necessary to have a serious evaluation based on a formal checklist and consultancy from different people in the team.Furthermore, the training needs to be held at the beginning of the year, to inform the sales team about new changes, thus, reduce miscommunication. Bibliography CPSA (2012) Sales Manager Job description [Online]. Available from :< http://www. cpsa. com/pdf/src/tools/Sample%20Sales%20Manager%20Job%20Description. pdf> [Assessed 16 December 2012]. Donaldson, B. (2007) Sales Management. 3rd ed. NewYork: Palgrave MacMillan. Inc (2012) General Manager Job description [Online]. Available from :< http://www. inc. com/tools/general-manager-job-description. html> [Assessed 16 December 2012].JCT 600 (2012) General Sales Manager Job descripti on [Online]. Available from :< http://www. jct600. co. uk/data/cm/careers/1028. pdf> [Assessed 16 December 2012]. Jobber, D. And Lancaster, G. (2006) Selling and Sales Management. 7th ed. England: Pearson Education Limited. Myjobs (2012) Senior Sales Manager (Oil Machinery) [Online]. Available from :< http://myjobs. classifiedpost. com/index. php/Job-Search/ENGINEERING-GENERAL-BUSINESS-DEVELOPMENT-ACCOUNT-MANAGEMENT-Job-Description/SENIOR-SALES-MANAGER-OIL-MACHINERY/597925> [Assessed 16 December 2012]. Reed (2012) General Manager – Milton Keynes [Online].Available from :< http://www. reed. co. uk/jobs/general-manager-milton-keynes/22306659#/jobs/general-sales-manager-in-milton-keynes> [Assessed 16 December 2012]. Appendices 3 4 7. 1 The recruitment process 7. 2 Sales people calculation The Figure 1 calculation will be illustrated in details as below. Based on: Number of sales people = (Number of customers x Number of call pa) / (number of calls per day x Number of working day s per year) Suppose there are 225 work days per year, 12 times calling per customer per year (once a month) Each sales person supposes to make 40 calls per week, 10 of those are to be made to prospects.Therefore, each sales person has to make: (40-10)/5 = 6 calls per day. * Number of sales people in Midlands = (1973 x 12) / (6 x 225) = 18 * Number of sales people in South = (1545 x 12) / (6 x 225) = 14 * Number of sales people in North = (1196 x 12) / (6 x 225) = 11 * Number of sales people in Scotland/ North Ireland = (499 x 12) / (6 x 225) = 5

Law of Life Essay Samples Tips

Law of Life Essay Samples Tips If you're going over the essay several times attempting to correct the errors, odds are that you're still leaving similar mistakes. Don't shed hope, you always have the option to begin all over again if you prefer to. Ask yourself what you can do in order to make your life better, and do it daily. You have earned a better life and you're the only person who will make it take place. If you wish to achieve more in life then you need to seek for that excellent prospect. You have to dream big if you would like to be prosperous in this world. 1 such challenge is a tough topic. Using Law of Life Essay Samples To immigrate from one nation to another is certainly a transition of deep significance and long-lasting emotional effects. In the end, the thought of pessimism is apparent throughout the full story. Fruitcakes (1932) The lovely and extravagant graphic covers the precise instructive scenario concerning this type of concept because morality. If you would like to take advantage of WordPress you need to utilize Linux hosting. Really, for almost all of us it doesn't really matter in addition to the standard and services information provided via the webhost is a good deal more important. If you're just prone to create a typical site then either Linux or Home home windows will likely be fine. The total format of your essay, for example, font size and margins, will solely rely on the instructions provided to you. Before you commence writing, you ought to read the rules on the use of the college and see whether there's a stated law school essay format. Hire us and forget about all of the legal jargon and grammar rules which you need to follow in making a brilliant law essay. For instance, you might find yourself having one of those difficult small business law essay topics, and you have to create a paper on it in a day or two. Since a lot of the papers given are normally lengthy it's possible in order for it to take a toll on the life span of the student. However bad it appears to be, always feel that there's always hope. The country has at all times been a secular state that is a significant idea integrated into the society. The man is put in this Yukon environment to be able to symbolize that in this cold, cruel world one has to learn how to gain from others. You want people that it is possible to rely on whenever you're facing challenges with your law school papers. Our essay writers offer you an important advantage that will help you successfully finish your essay assignment or essay undertaking. Plus, we don't just give students great essays, but we also ensure that they can understand better a topic that was previously challenging for them. These essays are primarily designed related to the law so that to prevent any misunderstanding that may arrive in the method of reading the essays. If after taking a look at law school essay samples you believe that you are unable to take care of the paper on your own, just know that it's a frequent feeling for many. It is preferable to make sure you include everything that's needed in the law school admission essays. With the extensive research you have to do before writing most law essay topics there isn't any way you can remain sane without assistance. When you own an issue writing your law school personal statement essays, request support. An essay outline will allow you to organize the total structure of your essay. Please be aware that a few of these college essay examples might be responding to prompts that are no longer being used. Choose how you wish to cover your essay. Your essay is prepared for download!

The Ethics Of The Privacy Of Consumers - 1557 Words

The amount of data created by people every year has gone up significantly in the past few years. In 2015, there was 7.9 zettabytes of data created worldwide, and that amount is expected to grow to 35 zettabytes by 2020 (Lee, 2016). The increased popularity of smartphones, tablets, and other connected devices in recent years have contributed to the growing amount of data being created. Businesses see this data as a way to improve their fortunes and are coming up with ways to profit from this data. To obtain the data in order to utilize it, businesses collect or purchased data that consumers create on the internet. Critics of this collection of data believe that these businesses collecting the data are acting unethical for invading the privacy of consumers (Lavandera Morris, 2012). However, considering all the relevant laws, guidelines, and the impact on society as a whole in a deontology and utilitarian viewpoint, the collection of data for commercial use is ethical. In order to collect data on consumers using the internet, businesses include cookies, web beacons, e-tags, and various other tools on their sites (â€Å"Getting to know you†, 2014). These tools allow businesses to track consumers across the internet while collecting data on them. A website not only includes these tools from the business that created the site, but also from third-party data brokers. Data brokers collect the same information about users as the business that owns the site. Additionally, data brokersShow MoreRelatedComprehensive Legislation Of Social Media Privacy1559 Words   |  7 PagesMedia Privacy Reading and Writing Workshop II, Section 007 Qiu Jin (Rachel) August 11, 2014 Comprehensive Legislation to Protect Social Media Privacy Abstract The article makes a research on both the present situation of social media users’ privacy, and the work of the FTC and other federal departments to protect social media privacy. 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