University Report: Marketing and Human Resource Management Analysis

This report delves into the interconnected fields of marketing and human resource management (HRM), examining the roles and responsibilities of employees within an organization, emphasizing their contribution to the company's vision and mission. It explores the relationship between job roles and management functions, highlighting the importance of planning, organizing, staffing, leading, and controlling. The report also addresses the significance of effective teamwork, positive work environments, and the application of Maslow's theory of motivation in HRM. Furthermore, it identifies key issues in HRM, such as changing regulations, leadership development, and training challenges. The report also discusses social responsibility, effective governance, and strategic management principles, including vision, mission, and goal setting. Finally, it explores marketing concepts like protectionism, environmental factors, and approaches to entering global markets, such as exporting, licensing, and franchising, providing a comprehensive overview of these critical business functions.

Running Head: MARKETING AND HUMAN RESOURCE MANAGEMENT
MARKETING AND HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note:

1MARKETING AND HUMAN RESOURCE MANAGEMENT
Principle of Management
Background of the role in company
The role and responsibility of any employee depends upon the staff size of the business
organization. It is a critical part that the employees need to possess a good amount of business
responsibilities for the growth and development of the organization. Once the structure of the
organization is clear to the employees the roles and responsibilities within the organization. One
of the common responsibility of every employees of the organization is to serve for the mission
and vision of the organization.
Relationship of the job role with the management functions
A good manager follows some basic function to manage the organizational
responsibilities. These basic functions includes planning, organizing, staffing, leading, and
controlling. All activities of an organization require the above mentioned steps chronologically.
The managers or the leaders of the organization need to monitor all the functions that is also a
part of their responsibilities.
Realization
Hence, it can be mentioned that an ideal employee is the person who serves both for the
organizational growth and individual development. The employees will work efficiently if
provided with positive work environment. The responsibility of the management has multiple
dimensions along with some functional stages.

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Human behavior in the organization
Effective teamwork behavior
Well teamwork behavior enhances the internal relationship among the employees. Along
with this a positive teamwork improves productivity, and helps to create dynamism with
effective collaborative spirit. The efficiency of the teamwork is measured by providing mutual
respect for all the employees of the organization.
There are various aspects that helps to build a healthy communication among the
employees. Not only this, it allows the employees to communicate with the higher authority of
the organization about any occurred issues related to the organization (Chumg et al. 2015). This
is one of the way to pay mutual respect to each other and also to the higher authority of the
organization.
According to the existing literature, it can be said that, an effective teamwork refers to
sharing the workload among the entire organization. Sharing the workload should not depended
on the position or authority of the employee. Along with this, all the team members should
provide credit to each other and appreciate the performance of each and every employee of the
organization (Cousins et al. 2016).
According to Maslow’s theory of motivation, every individual entity possess certain
needs to be fulfilled to work within the organization. Maslow generated a pyramid of motivation
for individual employee (Gond et al. 2017). The base of the pyramid is the need for food. The
second stage includes security and safety needs. The next stage comprised of need for affection
by the family members and finally the self-actualization.

3MARKETING AND HUMAN RESOURCE MANAGEMENT
Human resource management
Issues and related literature
There are various issues in the field of human resource management. Firstly, the
changing nature of the laws and regulation becomes a trouble for the business owners. Next, the
development of leadership is a crucial job for the human resource management of the
organization. Issues related to training and development is another problematic area for human
resource management of the organization (Noe et al. 2017).
Application
According to the existing literature, leadership a critical part of the human resource
management of any organization. It only require to keep the employees engaged and motivated
within the workplace (Cleary et al. 2013). It should be included as a part of the workplace
culture and also should be mentioned in the mission and vision of the organization.
Social Responsibility and effective governance
Definition
Good governance and social responsibility is considered as an interchangeable concept
acknowledged globally. In spite of having various similarities, the two terms have different
significance within the organization. Social responsibility has a close connection with ethical
ideologies whereas an individual employee acknowledges both the responsibility of the
organization and for the self (Leslie, Snyder and Glomb 2013). On the other hand, good
governance refer to the entire set of rules and regulations followed by the authority as well as the
entire organization.

4MARKETING AND HUMAN RESOURCE MANAGEMENT
Definition of being responsible
Social responsibility is a sort of obligation that is a part of every organization to maintain
a balance between the economy and the ecosystem. It is the only responsibility that the
individuals need to ensure for the equilibrium of the workplace environment.
Strategic Management
Definition
It is a kind of management that an organization acquire to achieve the goal and objectives
set by the organization. It includes the objective setting, competitive environment analyzing,
internal environment analyzing, and as a final stage it involves evaluation of all the set strategies
(Ansoff et al. 2018).
Importance
The importance of strategic management within an organization is multi-dimensional. It
helps to increase competitive advantage and achieve desired dominance over the marketplace.
Vision, Mission, and Goal of a company
Strategic management helps to achieve the pre-set vision, mission, and goal of the
organization. It also helps to maintain the changes made within the organization.
Principles of Marketing
Effects of protectionism and its implication
Protectionism is described as a group of nations that is working in combination like a
trading bloc and generating barriers for trading with particular goals for protecting the economy
from the probable threats of the international trading.

5MARKETING AND HUMAN RESOURCE MANAGEMENT
Importance of environmental factors
Protectionism as an environmental factor helps the nation to acquire the policy of
business protectionist (Findlay 2017). It helps to secure various job industries which is a crucial
factor for international trading. It is basically providing national security to the organization or
the job industries to enter safely in the global market.
Approaches to enter into global market
There are various approached to enter into the global market. Exporting is a method to
enter into the fresh market. It refers to selling direct goods or services to the foreign countries.
On the other hand, Licensing is a method that allows a company to target the foreign country to
use the property. Another way to enter into the fresh market is to franchising. However, there are
various ways to franchise and franchising into the market to properly make a position in the
global market.

6MARKETING AND HUMAN RESOURCE MANAGEMENT
Reference
Ansoff, H.I., Kipley, D., Lewis, A.O., Helm-Stevens, R. and Ansoff, R., 2018. Implanting
strategic management. Springer.
Chumg, H.F., Cooke, L., Fry, J. and Hung, I.H., 2015. Factors affecting knowledge sharing in
the virtual organisation: Employees’ sense of well-being as a mediating effect. Computers in
Human Behavior, 44, pp.70-80.
Cleary, M., Walter, G., Horsfall, J. and Jackson, D., 2013. Promoting integrity in the workplace:
A priority for all academic health professionals. Contemporary nurse, 45(2), pp.264-268.
Cousins, I.T., Vestergren, R., Wang, Z., Scheringer, M. and McLachlan, M.S., 2016. The
precautionary principle and chemicals management: The example of perfluoroalkyl acids in
groundwater. Environment international, 94, pp.331-340.
Findlay, R.M., 2017. Britain under protection: an examination of the government's protectionist
policy. Routledge.
Gond, J.P., El Akremi, A., Swaen, V. and Babu, N., 2017. The psychological microfoundations
of corporate social responsibility: A person‐centric systematic review. Journal of Organizational
Behavior, 38(2), pp.225-246.
Leslie, L.M., Snyder, M. and Glomb, T.M., 2013. Who gives? Multilevel effects of gender and
ethnicity on workplace charitable giving. Journal of Applied Psychology, 98(1), p.49.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.