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Mullins company case

Assignment Task
Please read the following scenario
The Background
The Mullins Company had been trying to create advertising to market their new mop.
This mop is a technological breakthrough with the ability to resist stains, odour, and bacteria. The mop could be submerged in a pail of water and all the grime would come off in the pail. Grime in the pail would not adhere to the mop no matter how dirty the water got.
Toluwa Adnike, the president, told the company’s four department heads he wanted the best person from each department to work on a marketing committee for the new mop. Toluwa felt if all the departments worked on the project then all the departments would feel a sense of ownership and involvement.
Operations sent Davido Banks, an up-and-coming, manager, who was outgoing, logical, decisive, and intuitive. Davido was a no nonsense and getthe-job done type of individual.
Marketing sent their star, Tokunbo Jegede. Tokunbo was a popular, hands-on, passionate, flashy, and quick acting individual. He was often referred to as a mover and a shaker.
The design department sent Zainab Smith to the committee. Zainab was shy, sceptical, caring, and cautious person. She was very creative and highly professional.
The engineering department sent Gloria Brown. Gloria was an intuitive, needsto-see for herself, logical thinking, and careful individual. She was a first rate engineer and always strived to do things right.
The Meeting
When time came for their first meeting, the conference room was set and Toluwa knew that his hand-picked team would come up with some great ideas.
Davido opened the morning meeting.
Davido said, “Let’s get on with this. I don’t want to take all day with this.”
Tokunbo chimed in, “Davido is right and I have just the plan we should follow right here.”
Davido retorted, “What do you mean you have a plan? We haven’t done anything yet.”
Gloria jumped in, “I think we ought to sell the mop on its technical merits as the best cleaning device ever. I have the test data right here.”
“Who needs test data?” Tokunbo replied. “What we need is sizzle and test results are not sizzle. I want to show you all how to sell something. I want to put the mop in the hand of a young attractive model in an evening dress mopping the floor.”
Zainab finally jumps in, “Your idea is crass, degrading to women, and unrealistic. We need to take our time and be creative on this promotion. I have lay-out designs that we can use. People will love to see the features of the mop in these multi-coloured drawings.
Tokunbo fires back, “You know what you can do with those drawings and your bad attitude. Nobody wants to see your drawings. That is just one dumb idea.”
Davido trying to restore order, “I am taking charge of this meeting. So, everybody sit down and shut up. I want this wrapped up and on Mr. Adenike’s desk by end of today. We need to stay on task.”
Tokunbo shouts back, “Just who put you in charge? Why should any of us listen to you? You think that you are better than the rest of us.
Davido replies, “I am certainly better than a hot head like you and someone needs to take charge.”

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Zainab said, “I still think we should take our time on this and do it right. I think we should see everyone’s idea and try to work together.”
After going at it all day, the group had accomplished nothing. The ideas that had been presented were lost because they had even forgotten to take notes.
The Feedback
After going back and forth all day on how the mop should be sold to the public, the members left the meeting fed up with each other with no real solution in sight. News of this got back to Toluwa Adnike and he called a meeting of his department heads.
Toluwa started the meeting by commenting, “I thought I told you people to send me your best employees. What I ended up with was a bunch of losers that produced absolutely nothing in a day’s time. Where was all this brilliance you have been promoting within your staffs?”
There was a good minute of silence until Ralph, the operation department head spoke.
Ralph said, “Davido is the best person I have and if things broke down, it wasn’t his fault. He must have been working with the wrong people.”
Suzzane, the head of the design department, responded, “I can assure all of you that Zainab is my best employee and it wasn’t’t her fault that things did not get done.”
Temitope, the head of engineering, chimed in, “It couldn’t’t be Gloria’s fault. She is top flight engineering and I will stand behind her 100%.”
Emeka, the head of marketing, responded, “Tokunbo is the best sales and marketing man in the business. He knows his stuff and couldn’t be the problem.”
Toluwa closed the meeting and sent the heads back to their departments. He could not believe what the department heads had said. He just knew that someone must be at fault for the failure of the meeting. He was both mad at the failure of the meeting and was baffled by his employees.

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Toluwa has approached you as a senior consultant for advice:
Task 1
A) Using Myers Briggs theories identify the different types of personality in the Marketing meeting and briefly explain which would have been useful to get the most of the people involved. (300 words)
B) Critically explain using the Attribution Theory how you think Toluwa, Ralph, Suzzane, Emeka, and Temitope perceptions of each other have resulted to an unproductive meeting. (300 words)

Task 2 Modern management has emphasized the importance of team work to achieve organsiation goal. However, due to individual differences, it could prove difficult, if not managed appropriately. Managers are expected to manage difference through communication, training, motivation and job allocation.

In relation to the above statement, explain any FOUR ways in which managers should manage individual differences at work. (600 words)

Task 3 In any organisation, each department is expected to work together to achieve the organisation’s goals. However, this might not be best achieved due to challenges which may arise.

A) Discuss how each department can contribute in achieving the Strategic goal (Marketing goal) set by the organization.
Students should first consider the key functions of each department provided in the case scenario, and then discuss how they work together to achieve the strategic goal (Marketing goal) set by the organsiation.
B) Explain any TWO challenges faced by the organization in achieving company’s Marketing goal.
Students should identify any TWO relevant challenges, for example; Functions, structure, communication, personality differences, resources, unclear strategic goal, people’s motivation and so on.
sample
Introduction
This paper presents an analysis of the personality behaviors of the employees in the marketing of team of the case company (Mullins Company). The paper also gives an explanation of the most suitable personality that would have been useful in getting the team work towards accomplishing the marketing objectives. The reasons for the failure of the meeting held between the CEO and the heads of department are also analyzed based on the attribution. The paper also provides a discussion on the management strategies that can be adopted to manage differences within the workplace to ensure that organization teams are successfully. Finally the paper looks at the role of operations, engineering, design and marketing departments in ensuring that the marketing objective are accomplished as well as the challenges that organization face in their achievement of the marketing goals.
Task 1
A. Using Myers Briggs theories identify the different types of personality in the Marketing meeting and briefly explain which would have been useful to get the most of the people involved
The Myers Briggs theory indicates the personality preference for individuals based in four major dimensions. The first dimension is where an individual focuses his/her attention that gives the two major types of personality extraversion and introversion (E &I). The individuals who prefer the extraversion style focuses their attention in dealing with situations and people, on the other hand, those who prefer the introversion direct their attention to deal with beliefs and information (Fretwell, Lewis & Hannay, 2013). The next dimension is on the way one takes information that leads to two major styles sensing or intuition (S&N). The third dimension is on how people make decisions, resulting into two types those who make decisions based on objective facts and logic (thinking) and those who make decisions based on what they think is important (feeling) (T&F). The last dimension focuses on the kind of lifestyle adopted by an individual leading to two major personality styles judging, those who prefer their lifestyle to be planned and well organized, and perception, those who prefer to maintain flexibility in life and respond to issues as they occur (J&P) (Hodgkinson & Sadler-Smith, 2014)……………………………..The personality of Gloria was the most suitable in getting the entire group achive their main goal. The fact that her personality allowed her to deal with people and situation means that she was capable of managing the other team members. Moreover, she has a personality of intuition, and as Sadeghi et al (2012) indicate this personality would have allowed her look into the unknown and assist the entire team generates new possibilities of marketing. Her ability to make decisions based on facts also ensures that there is no form of subjective bias in the decision-making process. Being flexible is also necessary when dealing with different since the possibility of providing an opportunity for everyone to participate is high. As such, the personality type of Gloria would have been significant in accomplishing the marketing objective………………………
B. Critically explain using the Attribution Theory how you think Toluwa, Ralph, Suzzane, Emeka, and Temitope perceptions of each other have resulted to an unproductive meeting
The attribution theory refers to the process through which individuals interpret the events occurring around them and how the interpretation relates to their thinking and behavior. Based on this theory, it is observed that people will tend to see a cause and effect relationship in any event that occurs around them (Harvey et al., 2014). The interpretation of the events can be done in two major influential ways; firstly, assigning the cause of the effects observed to the internal characteristics of individuals rather than the external forces. This is mainly observed when an individual is explaining the behavior of others (Coombs, 2012). The second approach of interpreting events is the assigning of the cause of the effects to some external events that are without the control of an individual (Coombs, 2012). This is mainly observed when one is explaining his/her own behavior…………………………..

Task 2
Four ways of managing individual differences at work
Recognition of the differences
The first approach in the management of differences within the workplace entails the recognition of the existence of the difference. The manager needs to recognize that the employees within the workplace have differences whether generational, physical or cultural and one cannot assume that the difference have been broken. It is vital that the management celebrate the differences observed and focus in encouraging every person within the workplace to ensure that there individualities are observed. As Barak (2013) indicates, this approach is effective in ensuring that the employees within the workplace gain a sense of belonging and are certain that there are wanted despite having their own unique personality and behaviors.
Through communication and encouraging interaction
Communication is another effective strategy that can be adopted in the management of difference. According to () through communication, the marketer will be able to convince the employees to integrate freely with each other within the workplace. The manager can communicate the benefits of the values and beliefs held by each and every person and the need for the employees to interact with everyone regardless of the difference in their attitude, perceptions and behaviors. An effective communication process will ensure that the employees agree to integrate with each other and accept the belief of every individual as presented.
Fairness treatment of the employees
According to Martín et al (2013) acting uniformly is different from acting fairly. It is not correct to state that by treating the employees within the workplace similarly and uniformly means that a fair treatment is accorded to all of them. Demonstrating a fair attitude is not accomplished by offering a similar treatment to the employees of the organization. Rather, respecting the values and beliefs of individuals during their control or management result into their fair treatment. It is only the fair treatment of the employees that will enable the management to deal successfully with the differences observed in the organization. For instance it is not fair to schedule a compulsory meeting that falls in the worship day of some of the employees. The management, ought to put into consideration the cultural and religious beliefs of the employees, any form of generational difference that is likely to be observed in their management process, to ensure that any mandatory meetings and duties do not go contrary to the belief of either of the employees…………………………………
Task 3
Operations department
The role of the operations department in the case organization presented is to design efficient process that will ensure the product is produced. The operations department ensures that there is a timely acquisition of raw materials and that the product is produced to meet the set quality standards. The operations department also ensures that the workers of the organization are properly trained and have the required skills to produce a product that will be acceptable to the consumers based on the quality standards set (Leeflang, Verhoef, Dahlström & Freundt, 2014). The operations department has significant contributions to offer in the marketing plan. The department has a duty of ensuring that any marketing campaigns initiated by the organization are actually undertaken. Through the provision of the available resources and ensuring that the employees participate fully in the marketing of the newly produced mob, the operations department will contribute significantly towards the accomplishment of the set marketing goal.
Engineering Department
The engineering department has a duty of controlling and managing the machines that are used for product manufacturing in an organization. They have a role of ensuring that the production process runs smoothly without any form of interruptions due to machine breakdown. The engineering department also has a duty of carrying out research to come out with the new technologies that can be adopted in the manufacturing of new product (Khan, 2014)…………………………………….
B) Explain any TWO challenges faced by the organization in achieving company’s Marketing goal.
Inadequate Resources
Marketing of any product requires an organization to incur additional monetary resources. The promotions, advertisements or personal selling strategies that are adopted in the marketing of a product require the organization to spend additional cash. Apart from the monetary resources, additional human resources are also needed to effectively carry out the marketing process (Leeflang, Verhoef, Dahlström & Freundt, 2014). Inadequacy of any of these resources will present a major challenge that will prevent the organization from accomplishing its marketing objectives.
Unclear marketing goal
The marketing team and all other departments within an organization should be aware of the marketing goal that they are required to accomplish. According to Khan (2014) clear statement of the marketing goal provides a direction to the sales persons, the managers and other employees on the tasks they are expected to execute to ensure that the goal is accomplished. In the event that the goal is not clearly defined, then the employees will be operating under unclear direction and thus the marketing tasks will be executed for the sake. This presents a major challenge in the attainment of the desired marketing goals.

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