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It is a well known fact that organizational and departmental structure and culture seriously influence on the marketing department within the NovaCom Company. It is a wide spread practice within the commercial companies and not only in them. Organizational and departmental structures represent the basis that helps to divide laboring process on the separate working tasks and influence on the coordinating of activities within the marketing department and decision making. One of the most significant structural decisions is responsibility and authority distribution. Well developed departmental and organizational structure increases productivity and efficiency of marketing department of NovaCom. Structural innovations and contemporary ideas devoted to the development of marketing strategies are discussed and critically evaluated on the planned trainings and seminars. Some successful ideas are used for managing and improving the inner structure of marketing department team.
The cultural component in the marketing department as well in the whole corporation has also significant influence. The whole set of behavioral models, which were accepted by the company during the process of its adaptation to the outer environment and inner integration, having shown its efficiency and shared by the majority of company’s workers. The most significant impact on the marketing department was produced by the set system of leadership in the NovaCom, the styles of conflict solving, current system of communication, set symbolism (organizational taboos, mottoes and rituals) and the statement of individual within the organization, set. It won’t be a secret that marketing department has always been on the shape of NovaCom, being an active participator of inner and outer politics of the commercial company, developing new strategies for efficient promoting on the market, being the first in the new inventions and innovations. The same time marketing department of NovaCom always supported individual oriented strategy of the company using the core ideas for creating appropriate environment on the working places in order to provide successful performance of the team members and select suitable task performance that would help to provide appropriate development of the marketing department of NovaCom.
Marketing department is traditionally considered to use innovative technologies for developmental politics for the producing goods, using all the modern technologies to raise effectiveness of the company. It goes without saying that to be on the peak of developmental technologies the members of the team took part in different work activities, being an active participator of different training and seminars. It is essential that typical work activities of marketing team need constant development and perfection as the time does not stand still and all the innovative technologies of the commercial industry. The core marketing problem of the NovaCom is inappropriate development of task performance and poor work of the HR managerial department. The following paragraphs would examine the standardized job description to capture employees everyday work experiences. Personally I support the idea that standardization would help to make the working process well organized and allow to capture employees everyday work
Marketing executives contribute to and develop integrated marketing campaigns. Tasks typically involve:
– liaising and networking with a range of stakeholders, e.g. customers, colleagues, suppliers and partner organizations;
– communicating with target audiences and managing customer relationships;
– sourcing advertising opportunities and placing adverts in the press (local, regional, national and specialist publications) or on the radio (depending on the organization and the campaign);
– managing the production of marketing materials, including leaflets, posters, flyers, newsletters and e-newsletters and DVDs;
– writing and proofreading copy;
– liaising with designers and printers;
– organizing photo shoots;
– arranging for the effective distribution of marketing materials;
– maintaining and updating customer databases;
– organizing and attending events such as conferences, seminars, receptions and exhibitions;
– sourcing and securing sponsorship;
– conducting market research such as customer questionnaires and focus groups;
– participating in different educational programs meeting developmental needs of the department;
– contributing to and developing marketing plans and strategies;
– managing budgets;
– evaluating marketing campaigns;
– monitoring competitor activity;
– supporting the marketing manager and other colleagues (UK’s Official Graduate Careers, 2010).
Providing the most recent work activities for the employers of marketing department HR managers could make the marketing department one of the most efficiently working departs in the whole Company. It goes without saying that such a variable structure of the department let the employees promote their skills and find suitable place for them. One person could not deal with all the tasks described within standardized list of work activities. As the company participates in many training projects and the team strategy is aimed on being contemporary and getting in touch with present day needs, corresponding the goods quality to the wishes of contemporary consumers, workers of the whole company and marketing department in particular are able to master their knowledge, improve skills and be well aware about the recent innovations of the marketing, management, PR technologies and many other useful achievements of contemporary developmental industry.
For the recent years it has become very popular tendency to involve the members of the team to the decision making, expecting that their experience would influence the developmental characteristics and efficiency of the company. HR managers should be well aware that using the most popular tendency makes the company a successful competitor on the contemporary market
Setting performance objectives per employee is an important part of task management which allows achieving Strategic Goal by dividing it into a number of sub-goals. The team leader or manager must do some steps to set individual performance objectives (VIP Quality Software, Ltd, 2010). It is essential that task performance objectives strongly deal with work activity progress and individual development.
Before getting a reasonable position at the marketing department team each employee goes through the procedure of dealing with his task performance objectives and working activities. Appointing and conducting a meeting with a candidate team leader describes what kind of job tasks and work activities he or she should deal, while working at the Marketing Department of any company or corporation. Each employee has a list of personally oriented responsibilities. Correlating with working activities, the politics of Marketing dpt. expects from the team members strong personal qualities and interpersonal qualities. Dealing with human factor during their work, every employee should develop interpersonal skills; promote decision making and problem solving working activities. Individual performance objectives are developed according to employee major functions and responsibilities.
Assessing wok activity progress team members could hardly avoid taking into account certain individual developmental objectives. As it was mentioned earlier, according to the interviewing and questionnaire, the majority of Marketing dpt. team members set as the most important developmental need “promoting personal and professional development”. It is essential that in our age of computer technologies, corresponding to the reasonable position at your department is very important meet the wishes of their employees to promote their professional and personal skills, as the members of Marketing dpt. team closely connect with outer environment, dealing with people that are not members of the company developing strategies for further promotions. HR specialists of the company should understand the necessity of involvement the newest technologies, suggesting the newest training and educating programs that deal with contemporary technologies of the marketing science. According to the held poll, it was found out that some innovational forms of the educational programs do not meet individual developmental objective and task performance as it seen by the members of the team. Speaking in the later interviews, the members of the team noted that innovative ideas of distance learning and networking meeting divert them from the performing the set tasks and promoting working activities. Networking meeting, suggesting an ability of on-line, getting familiar to the newest technologies of intercontinental trainers the same time is very stressing for the workers and sometimes seriously influence work activities, which are dealing mainly with the human factor an depend on other people and meeting with them. Networking meeting with its international advantages the same time does not play a good advantage as being held on the workplace, often during some significant task performing, despite the plans of participant. The members of the team opinion should be also included as they got to implement the achieved knowledge in practice. The majority of workers still prefer classical conferences and training, because of their set structure and regulated time. They never mix with the working process, according to opinion of the team members and that is their core successful factor. According to the opinion of the team members working activities and developmental needs (such as conferences and training) should not be mixed in one. It seriously save time, but as it showed negatively influence working activities and task performing. It should be noted that such a structure could lessen corporate productivity and individual oriented strategy of the company in the negative way, as taking off from the work performance would need certain time to get back, collect thoughts and understand the received information. The same time it seriously influence the quality of such educational programs as people could not relax and understand what they really need perceiving information or thing about shifted working plan, task performance and working activity.
Providing investigative process and having individual oriented structure of the company the leaders took into account developmental needs and the data of research. Understanding that innovative technologies are becoming more and more popular the leaders decided to follow the raid invention program, in order to avoid stressful situation during the task performance and the working process. They also made a stress on the fact that the educative methods used for the many years, such as trainings and conferences, are still considered to be the most effective among the staff. One of the core ideas that such educational programs are still very popular is an ability to share personal experience with other individuals. Networking meeting, even with the use of video conference does not give the feeling of reality, and makes the process be less prepossessing, friendly and more closed. Communicating to the other specialists of the same level gives a number of positive emotions, new experiences and new solutions for the old problems, sharing expectations and perspectives (so called positive psychology). It is very important factor for the team building and further development. Promoting innovative educational programs there should be taken into account psychological attitude of the participants to the program. We live in quite difficult times, where old methods should be combined with the new ones. The innovative ideas in the training process should be undertaken rapidly as their main aim is raising efficiency of the department and that has a serious impact on the developmental process of the whole company.
In the end I would like to make several recommendations for those who seek for successful task performance and organization of effective working process. We should not also forget the fact that we are working with people and they need also certain psychological treatment and understanding. Maslow’s hierarchy of needs would play a good advantage for further development and making appropriate plans meeting the individual developmental needs, task performing and working activities together:
1. Physiological Needs
2. Safety Needs
3. Needs of Love, Affection and Belongingness
4. Needs for Esteem
5. Needs for Self-Actualization (Simons, Irwin and Drinnien; 1987)
It won’t be a secret that psychological aspect produces a serious impact on all the spheres of human life and personal and professional development in the company is not an exception. It goes without saying that the problematic area of the NovaCom is already defined and now the task is to develop appropriate task performance plan for every employee of the department. Understanding the role of each employee and his or her essential psychological needs of the workers is the main trend in the current business. The task performance is already considered to be very important part, which significantly influence the efficiency of the company. And the core role of the managers is to understand the necessities of the effective task performance for the marketing department, choose appropriate strategy and assist the members of the team task performance.

 
References
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