As an organizational consultant, you have been working with the
management and staff of RPZ Marketing for several months now, listening,
observing, asking questions, and making suggestions. During this time,
you completed research about the company, particularly about the
specific business problem that you believed needed to be solved to
enable RPZ Marketing to move ahead profitably in its marketplace. In the
assignment you completed in Unit 9, you built the case for the
importance of addressing this problem, discussed alternative solutions,
recommended the solution that you believed would be most beneficial to
the company’s future, and provided the rationale for your
recommendation.In this assignment, you have the opportunity to make a strong case
for your solution to the CEO and board of directors of RPZ Marketing by
creating a persuasive presentation using Microsoft PowerPoint.Instructions
Slides. Your presentation should include a
minimum of nine slides, including a title slide and reference slide, and
no more than 12 slides. As in a professional presentation, the text on
each slide should be succinct and impactful, providing only key words or
no more than six bulleted points. Focus on providing just enough
information from your research to persuade an executive audience.
Remember that asking a question is a good way to draw in your audience.
Visuals. Visuals, including charts and graphs,
if available, should be simple and limited, and directly support the key
points on the slide.
Notes Section. Write detailed information to
accompany your presentation in the Notes section. Use the Notes section
to include in-text citations for the sources you used in your
presentation. Carefully edit your notes and slides to make sure the
information is consistent. Your presentation should be visually
appealing and engaging, but simple.
OutlineUse the following outline to structure your presentation:
Title slide (One slide).
State the title of your presentation, and include your name,
the date, and “Prepared for RPZ Marketing.” Describe the result expected
when the problem is solved.
Problem slides (Two slides).
Summarize the nature of the problem, the key facts involved, and the impact the problem is having on the business.
Potential solution slides (Four slides).
Summarize the approaches other companies have taken to solving
this problem, what they did, what was effective and what was not.
Describe several alternative solutions for solving the problem as it
exists at RPZ Marketing.
Solution evaluation slide (One slide).
Present the advantages of each approach to solving the problem.
Solution slides (Three slides).
Succinctly describe the approach you recommend, and provide a
concise summary of the benefits to RPZ Marketing if this solution is
Reference slide (One slide).
Cite the sources you referenced in creating your presentation, using APA style and formatting if possible.
Example assignment: You may use the assignment example,
linked in the Resources, to give you an idea of what a Proficient or
higher rating on the scoring guide would look like.Submission Requirements
Written communication: Presentation should be
clear, well-organized, and support a central idea, with no technical
writing errors, as expected of a business professional.
References: References and citations are formatted in a consistent style, with a preference for current APA style and formatting.
Number of resources: Minimum of three scholarly resources to support the identified solution.
Length of presentation: No fewer than nine slides, including the title slide and references slide.
Detailed information: Slides should contain only
key words or a few bulleted points. Detailed information should be
provided in the Notes section and should be consistent with the
information on the slides.
Unformatted Attachment Preview
Running Head: RPZ MARKETING
April 7, 2019
The RPZ Marketing Problem Statement
Lack of sufficient social media consultants who have undergone proper training is among
the significant challenges that the RPZ marketing faces. After the implementation of the RPZ
and Genaflek merger, RPZ went ahead with its operations without foreseeing the need for
professional social media marketing to serve both the existing and new clients. On the other hand,
Genaflek did move into the merger with their consultants. These consultants, however, had
minimal knowledge necessary in the operations of social media marketing. This inadequacy has
brought about several disadvantages in RPZ. For instance, the consultants from Genaflek cannot
handle the new problems that arise in the process of social media marketing for new clients
(Diamantidis & Chatzoglou, 2019). The existing customers also fail to acquire satisfactory
services as the consultants have inadequate training on the subject matter. Therefore, RPZ
Marketing needs to find solutions for the problem urgently.
The Problem’s Significance to RPZ Marketing
The need for having a team of well-trained social media marketing consultants is one that
cannot be ignored by RPZ Marketing. This need is because the company risks a significant loss
of revenue as well as a damaged brand or reputation if the problem does not get prompt attention
and solution. The RPZ sales teams cannot fish in new clients as a result of inadequately trained
consultants in social media marketing while the existing clients may opt to terminate their
contracts to seek better services from other competing companies. Another issue is that there
could be a reduction in employee morale or some of the employees may quit their jobs in the
company. This demotivation may be as a result of the resentment that may occur between the
social media marketing staff from Genaflek and those from RPZ. The few trained RPZ social
media marketing personnel also face the risk of burning out due to the overwhelming task of
handling many clients.
Benefits of Solving the Problem to RPZ Marketing
RPZ marketing stands the chance of reaping many benefits after handling the social
media marketing consultant inadequacy. To begin with, smooth and efficient operations in the
company will be assured once the social media marketing staff receive proper training. Secondly,
the involvement of personnel both from the RPZ and Genaflek sides in team building activities
will create a unified team thus strengthening the spirit of the merger. In return, the team spirit
will bring about an increase in employee morale. Customer satisfaction will then increase since
the clients will receive high-quality services from well-trained social media consultants
motivated in their job (Dhar, 2015; Diamantidis & Chatzoglou, 2019; Hafeez & Akbar, 2015).
The growth of the RPZ marketing will be assured as there may be increased recommendations
and new clients which will result in the collection of more revenues. The shareholders in the
company will also receive additional benefits such as an increase in the allocation of dividends.
Moreover, RPZ marketing will cement its brand or reputation as the leader in the marketing field
by being the go-to company for any client seeking marketing services.
Alternative Solutions for the Problem in RPZ Marketing
There are three suggested alternatives for solving the problem in RPZ Marketing. The
solutions include; off-site training of personnel by hiring outside organizations, the creation of an
in house program for training as well as the recruitment of additional well trained social media
marketing consultants to compliment on or utilize the Genaflek traditional marketing.
Evaluation of the Solutions
Off-Site Training for the Employees
Workshops, community colleagues as well as seminars are among the many outside
choices that the company has to send their employees for training on social media marketing.
Strengths of the Alternative
One of the strengths of the off-site training alternative is that the classroom setting where
the employees can effectively acquire training. The employees will focus their attention on one
element at a time in this case which makes it easier for them to digest all the knowledge. The
traditional teacher-student style of training will give the employees the freedom to ask questions
and actively participate in the learning process as they will be familiar with the setting. This
alternative could also reduce any reluctance to training by the Genaflek staff (Jaworski,
Ravichandran, Karpinski, & Singh, 2018). The structured format of this kind of training will
make the process much easier for the employees.
Weaknesses of the Alternative
The first weakness of this alternative will be its cost ineffectiveness. This weakness is
because the company will be forced to part with large amounts of cash to fund the offsite training
of employees. This off-site alternative will also limit the employer’s ability to gauge the training
process in real time. Another disadvantage of the option is that employees from both sides of the
merger will not get an opportunity to bond in this type of training. Off-site training will also
yield very slow results which may be disadvantageous to RPZ marketing. The lack of company
involvement in the training process may also result in the fusing of the company culture to the
employees while training on social media marketing.
Creation of an In-House Training Program
In this alternative solution, the buddy system can be employed. Outside consultants and
the RPZ employees can combine efforts and help the Genaflek staff in being up to speed in
social media marketing.
Strengths of the Alternative
This alternative will have several advantages. For instance, the option is very cost
effective since the personnel can be quickly brought up to speed. In-house training will be
flexible as changes can be easily made on the spot while the staff has the ability to adapt to
changes quickly. The managers will also have the ability to evaluate and oversee the training
process on a continuously in this case. Another strength is that in house training will give the
personnel from both sides an opportunity to bond and build the team spirit (Hanaysha, 2016).
Weaknesses of the Alternative
Despite the promising strengths, in house training program solution does have some
potential vulnerabilities. To begin with, conflicts among the employees will most likely arise in
the buddy system of training. Secondly, resentment towards having the training done by the RPZ
personnel may stir among the Genaflek staff. Thirdly, the additional task of training may be
overwhelming on the RPZ staff. Besides, this alternative may result in the making of tough
decisions on either retaining or laying off the underperforming staff. Moreover, the company
could experience a drain on the budget should any employees fail to catch up fast enough.
The hiring of more staff who are well trained on social media marketing to complement the
Genaflek staff traditional marketing
The first strength of this alternative is that it will allow the company to bring on not only
younger but also cheaper staff. It will also allow for the prompt handling of clients seeking social
media marketing. The solution will give the Genaflek staff the chance to continue handling
traditional marketing which is their forte. There will also be no additional allocation of additional
resources for training should this alternative be employed. This solution will relieve the RPZ
staff of the additional task of training which may be quite overwhelming.
Weaknesses of the Alternative
Cost ineffectiveness is one major weakness of the alternative as hiring will result in a
further strain on the budget. Besides, higher salaries may be demanded by the highly trained
social media marketing consultants. A sense of tension may also occur as the recruits may feel
the need to pick sides. Another weakness is that there may be feelings of alienation as the staff
from Genaflek will most likely perceive it as their replacement.
Description of the recommended solution
In the case of this merger, I would highly recommend the employment of a hybrid model
that consists of the best elements derived from the three alternatives. The model will be
important as the success of a merger depends on creating a culture where the staff from both
sides feel like they are part of one team. For starters, the management could come up with an
internship program that will allow the utilization of the new staff trained in social media and
marketing. This would be a win-win approach as the Genaflek staff can help prepare the interns
on the traditional aspects of marketing while the interns can use their knowledge to reinforce the
skills that the Genaflek staff possess.
Additionally, the in house training program could be created in such a way that one RPZ
employee gets paired with another Genaflek employee. This pairing will enable them to work
together and build up the team spirit as they bond while the Genaflek employee will acquire job
training. This method can then be reinforced by the hiring of temporary outside consultants to
ensure that that the RPZ staff continue to perform well without burning out. Moreover, the RPZ
management could employ the use of new training techniques that the staff can efficiently utilize
it from their tablets or smartphones. The staff can also use the gaming technology that studies
have proved to accelerate learning.
Conclusively, the field of social media is one that evolves continuously. The RPZ
marketing, therefore, needs to avoid facing a similar problem by ensuring that the social media
marketing staff get up to speed consistently through the maintenance of the in house program as
well as the hybrid model.
Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of
organizational commitment. Tourism Management, 46(1), 419-430.
Diamantidis, A. D., & Chatzoglou, P. (2019). Factors affecting employee performance: an
empirical approach. International Journal of Productivity and Performance Management,
Hafeez, U., & Akbar, W. (2015). Impact of training on employees’ performance (evidence from
pharmaceutical companies in Karachi, Pakistan). Business Management and Strategy,
Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and
employee training on organizational commitment. Procedia-Social and Behavioral
Sciences, 229(1), 298-306.
Jaworski, C., Ravichandran, S., Karpinski, A., & Singh, S. (2018). The effects of training
satisfaction, employee benefits, and incentives on part-time employees’ commitment.
International Journal of Hospitality Management, 74(1), 1-12.
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