Introduction
During the development of the next topic we will analyze the different positions that this organization has and in a special way we will focus on one in particular which is that of "beverage consultant" since, as the senior managers mention, they are a very important link in the chain so that it can continue to function correctly and efficiently but that is not being recognized as it should be, either economically or motivationally.
Background
In this topic we will address part of the history and evolution of the administration in Mexico, we will try to focus on its main details, as it points out. In a similar way to the old world, it had a great impact on what it is today (Munch 2006)
Analysis of the different positions within the organization
During the development of the next topic we will talk about a company recognized worldwide dedicated to the sale of food products for human consumption and specifically we will talk about the coffee sales area which is of great importance to the organization as it is a pillar for the company because it is a product that due to its low production cost has a great economic contribution and the profits that return to the organization are very good
But during the development of this topic we will focus on analyzing the different positions and specifically the position of Beverage Advisor, which within its organizational chart is made up of the regional manager, commercial supervisor, technical supervisor, trade marketing, telesales, and by Lastly, the Beverage Advisor in which the area of influence of these positions includes the states of Chiapas, Tabasco, Campeche, Yucatan and Quintana Roo.
The Regional manager is in charge of downloading all the most important information to achieve the objectives set for him; The information you share with your staff to reach the objectives are:
Advance in sales; according to the estimate for the month, this information is sent directly to the commercial supervisor and this, in turn, is sent to the rest of the collaborators.
Progress in facilities; it is sent to the technical supervisor, who must install the technicians, who are at least four per month.
Trade Marketing; This position is in charge of the image, advertising and promotions to be applied in the different points of sale and thus increase the sell out, which is nothing other than sales to the public.
Telesales; The person in charge of this position within the organization is dedicated to making phone calls to the various clients to find out their merchandise status and if they need product at that time, place the order.
Progress in audits; These are the ones carried out by the beverage consultants, which each consultant is in charge of a certain number of machines, in this case it varies because each consultant can have from one hundred to one hundred and sixty-five, and each consultant has to. and it is in this position within the organization that we will focus on analyzing,the work it does.
And why will we focus on talking about this figure within the organization?
Because the beverage advisor position has been entrusted to carry out certain activities which have not been trained to carry it out and have to answer to several bosses.
Because, as Henry Fayol quotes it in his book he wrote "Administration industrielle et genérale", which describes his philosophy and his proposals.
Henry Fayol Division of labor: "Induces specialization and therefore promotes efficiency"
The beverage consultants have been tasked with prospecting new customers and a technician who consists of repairing any damage to a dispensing machine, which in these tasks has not specialized because, as we can see in the description of the activities the work for which he has specialized is another, however he has to do it.
Unity of command: "Each employee has to answer to only one boss"
Within this organization this does not happen because each beverage consultant has to report all activity; To the commercial supervisor, technical supervisor and tele-sales this makes their work even more complicated.
Subordination of the particular interest to the general: "The interests of the organization and then the personal ones are priority"
At this point the interests of the organization have to be met because in a certain way the objectives must be achieved since if the objective set is not reached, the remuneration decreases.
Staff remuneration: "Remuneration for work must be in accordance with the tasks performed and fair"
This does not happen either since many times you have to carry out the activities of a technician specialized in repairing the machines without receiving the financial compensation for this extra activity that you carry out.
Rather, if we compare ourselves, we can see that his working philosophy for this organization is based on Herzberg's theory of hygiene.
"When hygiene factors deteriorate to a lower level than employees consider acceptable, then job dissatisfaction occurs. Hygiene factors directly affect work attitudes, mainly dissatisfaction "
This is what happens within the organization, employees are often dissatisfied in the work environment since they constantly undergo changes in their way of working and this causes job dissatisfaction.
“Hygiene (or maintenance) needs are cyclical in nature and return to a starting point. This leads to the syndrome. What have you done for me lately?
”Due to the constant changes in the way of working, they are also reflected in a negative way in their form of payment, thus increasing job dissatisfaction without the head of command offering a positive response.
Conclusions
In conclusion we can see that within this organization there is a mixture of different thinkers of the administration but that the tasks of a specific position that is that of beverage consultant is not well defined, but that in the main positions it is well defined and consequently the affected is the last link in the chain since he has to report to various bosses and perform different activities for which he has neither received a specialization nor receives the correct and fair remuneration for the work he does.
References
- Frederick Irving Herzberg… Theory of Expectations of Motivation. 4153 views Like Liked; … Theory of the two factorsHenry Fayol, Division of labor the two Herzberg theory.Lourdes Münch Galindo, José García Martínez. Trillas, 1997 - 240 pages.
