Management Information System: Managerial Post in Woolworths Limited

This report provides an in-depth analysis of the managerial post within Woolworths Limited, focusing on the requirements and characteristics needed for effective management. It begins with an overview of the company and the context of the managerial role, followed by a detailed examination of the formal and informal requirements, including technical proficiency, visionary thinking, and communication skills. The report then outlines the job description, designation, and specific characteristics deemed important for managers. It identifies key individuals and groups both inside and outside the organization, analyzing their roles and interdependencies. Diagrammatic representations, including an organizational chart and a network diagram, illustrate these relationships. Finally, the report offers recommendations for improvement, such as technical support, training and development, and leadership enhancement, concluding with a discussion of preferable changes based on the analysis of executive and project management roles within Woolworths Limited. The report is a practical guide to understanding the complexities of management within a large retail organization.

Running head: MANAGEMENT INFORMATION SYSTEM
Management Information System: Managerial post in Woolworths Limited
Name of the student:
Name of the university:

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Overview
This proposal depicts the importance of practical learning those are necessary to possess
by a manager to meet the managerial requirement of any business organization. In order to
develop this proposal the nominated company is Woolworths Limited. The company is
headquartered in Australia that serves their products in both New Zealand and Australia. The
complexity of the managerial post can be completely resolved if the managers of the business
organization play appropriate roles. I have been working as a project manager in Woolworths
Limited. As, the company serves both online and offline service in Australia and New Zealand
thus in order to meet the service level requirement of the consumers it is very much important for
the manager to analyze their job roles properly.
For becoming managers of Woolworths Limited both the formal and in formal
requirements are also elaborated in this proposal. Not only this, but also the managerial
characteristics those are needed to be possessed by the managers to meet the requirement of the
consumers are also elaborated in this research proposal. The principle characteristics of every
individual groups and the external environment for the individual groups are illustrated in this
research paper. After identification of the associated issues to Woolworths Limited it is
necessary to propose proper solution as per the job role analysis. However, in order to mitigate
the issues, certain recommendations are also elaborated in this proposal.

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1. Brief description of the job requirements
1.1 Formal requirements
In order to serve the requirement of the consumers it is very much necessary for the
manager to possess certain critical features and those characteristics area as follows:
A technical proficient: The manager is needed to be a technical proficient, as
Woolworths Limited has both the online and offline service providing ability thus the manager
must have technical experiences so that if any kind of technical failure occurs then those could
have been resolved easily (Tourish, 2014).
Be a visionary: The managers must have unique vision so that they could differentiate
their service management system from the other industries.
A well communicator: The manager must have the ability to communicate properly with
the other project team members and employees as well so that the employees also feel free to
share their point of views with others (Raelin, 2016). Moreover, it can be said that open
communication is the only approach that helps the manager to use the unusual resources
appropriately.
Encouragement towards professional growth: The managers are expected to grow
their knowledge and skills and also of the team members as well (Northouse, 2015). The main
aim is to make the company more consumers focused with different technical criteria.

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1.2 Job description
Before becoming a manager of Woolworths Limited the HR executives look for different
unique criteria such as creativity, proper responsibility, leadership quality, motivating activities
etc. With the help of these activities the organizational goal can be reached.
1.3 Designation
The specific job duties and the responsibilities of a manager are as follows:
 Staff maintenance through the help of selection recruiting, orientation and
arrangement of training for the employees
 Additionally, maintenance of safe as well as legal ambiance and development of
personal growth opportunities
 The staff results should be accomplished with the help of communication about
the job description, planning, appraisal, monitoring and controlling as well.
 The other duties are coaching, counseling, maintaining employees development
with improving standard productivity, policies and procedure.
1.4 Particular characteristics those are found to be important
Treat with the staffs professionally: The staffs are needed to be treated like professional
so that the work environment can be maintained properly.
Special role play: Some special features are needed to be served by the manager so that
they might be remembered over a decade and also could be shared with the entire project
development group. Budget is another most important thing that is strictly needed to be
considered so that no such budget breakage took place (Fairhurst & Connaughton, 2014). A
manager should also focus on memory creation business.

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2. List of other individual or groups from the inside and outside the
organization
2.1 The list of staffs
The staffs of Woolworths Limited are as follows:
Name of the staffs Job roles
Adrienne Clarke Non Executive director
Roderick Deane Non Executive director
James Strong Chairman
Leon L’Huuiller Non Executive director
Roger Corbett Group managing director and CEO
Michael Luscombe Director supermarket
Judy Howard General Manager of Woolworths Limited
academy
3. Principle characteristics of the individual group
3.1 The critical ability to fulfill the requirement of the job
The staff group or teams listed in the above section are required to have proper ideas
regarding the supply chain managerial categories and budget estimation well. Additionally the
group must have proper focus on the consumer requirements so that they could meet the
consumer’s requirement sooner (Chiabrishvili & Chiabrishvili, 2013). Again both the executives

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and Non executives must have a leadership and motivational feature so that the employees who
are working for the company feel free to work with the managerial head.
I have selected these particular groups of people because I felt that, the demographic
features of these people are helpful for to me to meet the requirement of the consumers. In
addition to this, I also felt that, they use open communication technique while communicating to
me and thus I feel free to share my point of views regarding the technical as well as managerial
improvement of the company.
3.2 The reason for which the outsiders are not being considered
As the operation and functional application of Woolworths Limited are running quite
well and good thus, we do not need the help from the outsiders or partners to meet the
requirement of the consumers (Day et al., 2014). Due to this reason the people outside of the
organization are not considered.
4. The nature of interdependency
4.1 Expectation from the these groups
The groups of people listed above are interdependent on each other it means that in order
to meet the requirement of the consumers they need support from each other. It is expected that
the group could maintain all the project staffs with professional communication, coaching,
financial management, with developing strategic business goals (Fairhurst & Connaughton,
2014). The executives and the non executives are expecting me to think out of box rather in a
different way so that our company could get competitive advantages from the market.

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5. Diagrammatic representation of these interdependencies
Figure 1: Organizational chart for Woolworths Limited
(Source: Johnston & Marshall, 2016, pp- 30)
6. Evaluation of a network diagram

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Figure 2: Network Diagram for the manager’s relationship
(Source: created by author)
7. Recommendations
Technical support: Proper technical support from both the internal and external
environments is needed to be adopted by the management authority.
Training and development: Proper training and development programs are required to be
arranged.
Leadership: Leadership and motivational support are needed to be possessed.

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7.1 Work routine
Staffs Routine
1st Non executive director Control and monitoring
2nd Non executive director Control and monitoring
Executive directors Control and monitoring
Chairman Control and monitoring
3rd Non executive director Control and monitoring
4th Non executive director Control and monitoring
Managing director and CEO Leadership
Chief project GM Project monitoring
Chief logistics and information officer Logistic control
Supermarket director Promotion and marketing
Human Resource manager Managing employees
Chief Finance officer Finance monitoring and control
Merchandise director Sales structure management
Business developer (GM) Business analysis
GM supermarket operation Operation monitoring and control
Corporate service (GM ) Service control
7.2 Preferable changes
After considering the roles and responsibilities of the executives and project managers if
Woolworths Limited it is determined that, the data management system used by the company is
very week thus, no such preferable changes are needed.

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