Holmes marketing tutorial

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Question 1: Week 2- Question 2
Inform the position of the company in the key situation. This helps to reflect that there is a
genuine concern and that the organization is prepared to deal with it. The fact that the sender
of the message is a senior management person generates greater weight and the company
ensures that it has a greater reach in the audience (Pattanayak, 2020). The communication
area can be an ally for disclosure, while Human Resources guides management. The Human
Resources area can develop and share a series of actions that can be implemented in homes
to improve productivity: time management, space conditioning (lighting, ventilation,
ergonomics), better use of technological resources, how to deal with possible distractions or
other household responsibilities, among others. For further details, download some
recommendations on developing remote work. The authoritative lucidity is fundamental for
keeping up and overseeing ability conflicts. Acts straightforwardly on the destinations, theory,
rules, culture and desires for the organization. Try not to anticipate that your workers should
intuitively know, communicate.Transparency, regard and quietness are the principle weapons
to oversee clashes. On the off chance that these three qualities are available in
administration, regardless of whether there are clashes (and they will consistently exist), the
distinctions will be regarded and overseen minus any additional harm.
Question 2: Week 6: Question 2
“Organizational commitment”(OC) is the most important part of organizational interaction
success by involving all existing human resources so that they can build work relationships
that trust each other. organizational trust has a positive impact on increasing motivation,
“OCB”, commitment organization, and job satisfaction. Work relationships with high trust and
will consistently stimulate the loyalty of each party to contribute wholeheartedly to the
interests of the organization (Valaei, and Rezaei, 2016). This is what will increase the
commitment to employees. The commitment which in turn will encourage employees to try to
help the organization achieves its goals and increases expectations that work performance
will be considered and appreciated by the organization. OC is the link between individuals
and organizations, so individuals can "sense" the organization. The commitment shows solid
certainty and backing for the qualities and objectives that the organization needs to
accomplish. A higher OC might be required in the organization in light of the fact that making
a more elevated level of cooperation will influence profession work. The explanation that the
responsibility can develop is that there is a passionate connection between the individual and

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the association, including moral help, acknowledgment of current qualities, and the inside
structure of a person to accomplish something that relies upon the objectives and interests of
the organization. OCB is an individual behavior which is not regulated by the organization,
and are not taken into account the system of reward in formal, but this behavior will
encourage the effectiveness and efficiency of organizational functions whole. Such behavior
includes: learning new tasks, as volunteers which does something for the benefit of the group,
and is more oriented towards new employees.
Question 3: Week 4: Question 1
New media has introduced significant new information dissemination methods, especially
through new social communication, which is characterized by collaboration, community
building, dialogue and content sharing (Greenwood, Perrin, and Duggan, 2016). For example,
social networking sites provide online platforms for relationships between individuals and
organizations so that they can share different types of information (Greenwood, Perrin, and
Duggan, 2016).
Compared with consumers who do not interact through social media (Greenwood, Perrin, and
Duggan, 2016), consumers who interact with brands on social media sites have a stronger
relationship with these brands. In addition, people can create value for the brand through
social media and create value with the brand, which is reflected in the concept of customer
participation in value, such as directly participating in transactions, making suggestions, and
influencing marketing decisions. Purchase and provide market research data (Greenwood,
Perrin, and Duggan, 2016). Consumer brand engagement is defined as “the behavior of a
brand or company outside of purchase performance that focuses on driving factors.
Question 4: Week 5: Question 3
The management of supply chain is an important topic area of consideration from several
years as it has a strong influence on the financial as well as operational performance of the
firms (Chain, 2020). The increased number of supply chain firms has increased the
competition and therefore, the firms are required to develop effective policies for managing
supply chain to create competitive advantage. adoption of different SCM practices would
improve the sustainability and performance of firms along with providing a competitive edge to
the firms. In addition to this, the comparative evaluation of the influence of the information
system as well as SCM practices signifies importance of these factors. There are different

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dimensions of information system and SCM practices, which can affect the performance of
firms, therefore, strategic management of these factors is imperative.
The development of different practices of supply chain management has increased the need
of integrating of these practices to transform the organizational performance and success.
This would be effective for intensification of the performance of supply chain in different
dimension and improve the revenue growth. In the present competitive environment,
consideration of different practices of supply chain management are imperative to ensure
success and create advantages for the firms.
Question 5: Week 7: Question 2
To accomplish the targets of the association, the board needs to guarantee that successful
work force are acting. To do this, it is essential not exclusively to guarantee the utilitarian
heap of laborers and make the fundamental conditions for them, yet in addition to make them
need to enthusiastically perform definitely those activities that carry the association closer to
accomplishing its objectives. As one of the proposes of the board says, "the best way to
compel an individual to accomplish something is to make him need it." For this, there are
frameworks of inspiration and motivations for workers in social associations.
So as to more readily comprehend the embodiment of inspiration (or rather inspiration), it is
important to go to one of the most broad arrangements of the hypothesis of work inspiration
(Böttger et al. 2017). It comprises in the way that the very requirement for inspiration is an
immediate outcome of the division of work in states of joint movement. In conditions of strictly
individual activity aimed at creating a particular product, he himself and the benefits that he
will bring are a sufficient motivator. Therefore, there is no need for motivation as such.
In joint activities, the subject is alienated from the final result. Each member of the joint
activity turns into a partial worker. He works not for the end result as a means of satisfying his
needs, but for completely different reasons. For example, no airline employee has ever used
or even considered the final product: a spacecraft. As in all other comparable situations, this
product can be used directly to meet the needs here. This automatically raises the question of
incentives and incentive systems and their effectiveness, fairness and effectiveness. It should
effectively encourage each member of the organization to perform the tasks specified by the
division of labor.Modern research on basic concepts has also identified regulators of

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motivation and main motivators. Regulators of motivation include work environment
(workplace, noise level, availability of a food system, room design, facilities, cleanliness,
physical working conditions), remuneration (wages and other payments, weekends, additional
benefits, health care system, social security system ), safety (belonging, involvement, respect,
approval, management style, relationships with others, information about how the company
treats employees). The main motivators include personal development (responsibility,
experimentation, new experiences, learning opportunities, feedback), a sense of belonging
(access to information, consultation, shared decision-making, effective communication,
opportunity to represent the company), interest and challenge (interesting projects,
developing experience, increasing responsibility, promising goals, progress towards the goal).
The factors of these groups must be balanced, then job satisfaction and dedication to the
organization arises.
Question 6: Week 11: Question 1
The reward is everything that a person considers valuable to himself. Various kinds of
incentives are divided into internal and external. The former include a sense of self-esteem,
satisfaction with the result achieved, a sense of responsibility, meaningfulness and
significance of one's work, as well as informal communication that arises in the process of
performing work (Korir, and Kipkebut, 2016). To ensure this kind of remuneration from the
manager, it is required to set the exact task and create the necessary working conditions.
External rewards are those given by the organization for the work performed: salaries,
bonuses, promotions, symbols of status and prestige, praise and recognition, fringe benefits
and rewards.
Subsequently, the premise of incitement is the cooperation of outside conditions and the inner
structure of the character of an individual from the association. Motivations are acknowledged
through the making of conditions that change the work circumstance, so the worker has a
craving, a longing for viable movement. Nonetheless, for effective incitement, it is important to
know the inward intentions, which can be scholarly by considering the human science and
brain research of character.
Research on people's behavior in organizations is attractive due to the fact that not all
attention given to people's behavior activates their activities, and only behaviors that have

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personal meaning for a particular individual respond to their inherent desire. . Only in this
case the employee is interested in his job and it is the psychological tendency to fulfill the
requirements of the job and thus he has the drive to perform high-quality work. Motivation is
not limited to creating an external environment to choose a specific (more attractive) behavior,
but also includes adapting to the employee's personality structure. Besides external stimuli,
this internal structure (when activated) provides a direct drive to act.

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References
Böttger, T., Rudolph, T., Evanschitzky, H. and Pfrang, T., 2017. Customer inspiration:
Conceptualization, scale development, and validation. Journal of Marketing, 81(6), pp.116-
131.
Chain, I.S., 2020. Data, Not Digitalization, Transforms the Post-Pandemic Supply Chain.
Greenwood, S., Perrin, A. and Duggan, M., 2016. Social media update 2016. Pew Research
Center, 11(2), pp.1-18.
Korir, I. and Kipkebut, D., 2016. The effect of reward management on employees commitment
in the universities in Nakuru County-Kenya. Journal of Human Resource Management, 4(4),
pp.37-48.
Pattanayak, B., 2020. Human resource management. PHI Learning Pvt. Ltd..
Valaei, N. and Rezaei, S., 2016. Job satisfaction and organizational
commitment. Management Research Review.