Management MKT162

ACKNOWLEDGEMENT

Firstly, we want to praises to the divine power who has given us to produce blueprint

of this business plan. First at all we would like to offer my deepest appreciation to those

involved directly or indirectly to the success of the business plan and complete this

assignment especially Madam Kartini Binti Abd Kadir because helps us a lot during do this

assignment.

Second we would like to thank our parents who are willing to help us financially, to

us a lot of lectures to provide information and guidance, and finally to our friends helped us

in all the hardships.

Realize that as our students take on the mandate and responsibilities of the nation. We

must persevere in whatever business we do, especially in the context of education do not ever

forget that to be an excellent student and competent, discipline is the backbone of life based

on self-discipline, we can go through all the obstacles without getting trapped between

honour and sacrifice .

Finally, we would like to use this opportunity to seek forgiveness of thanks and

apology to the lecturer if we had a lot of mistake in this assignment because we are normal

human that cannot run from always do the wrong thing ,thank you.

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1.0 INTRODUCTION

1.1 Name and History of RISHI Sport Sdn Bhd

RISHI Sport Sdn Bhd is a store who’s providing sportswear and accessories. RISHI

Sport Sdn Bhd is established on 4.4.1993 by four friends with a capital RM40 000.

We got the capital from family and friends. From a single outlet, RISHI Sport Sdn

Bhd has learnt to remain competitive in difficult market conditions, while growing

pace by pace. It is a major concern for the Government that Bumiputera retailers are a

minority in almost all Shopping Malls and well-developed areas as is evident from the

fact that RISHI Sport Sdn Bhd has been chosen to be a Nominated Franchiser by the

Government, RISHI Sport Sdn Bhd meets all the criteria for a highly successful

Bumiputera retailer. Truth is, not many make it, as Bumiputera retailers are perceived

to be lacking in retailing skills. RISHI Sport Sdn Bhd is one of the rare breed that

should be accorded the highest marks in your selection process. RISHI Sport Sdn

Bhd’s name is the result of a combination of our name there is four people Zulfareez,

Izzat, Shazrim and Imran. Our store was operated for 19 years ago and we have had

regular customers.

1.2 Types of Products or Services (Product Criteria)

RISHI Sport Sdn Bhd incorporated in 1993 a retail sports company having multi-

brand concept such as Nike, Adidas, Puma, Lotto, Umbro, Reebok and many more.

As a valued dealer, our store has access to the latest product range and information on

the newest development in the sportswear industry. Whenever there is a new product

launch, these major brands will include Al-Ikhsan’s branch addresses in all their latest

promotional materials.

1.3 Promotion

We promote our outlet by utilizing in the internet such as Facebook, Twitter, blogs

and email. Thus people can easily access our website and will update with our new

brands. Apart from that we promote our outlet through mass media such as at radio,

newspapers and distributing pamphlets from house to house, public places and at the

supermarket.

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1.4 Location

RISHI Sport Sdn Bhd located close to the wholesale market of Wakaf Che Yeh at

PT 759, Blok H,

In front of Hotel Ridel,

Wakaf Che Yeh

15100, Kota Bharu, Kelantan

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RISHI Sport Sdn Bhd

1.5 Organizational Members

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IZZAT SUFIMANAGER OF

RISHI SPORT SDN BHD STORE

MOHAMAD SHAZRIMPRODUCTION MANAGER

OFRISHI SPORT SDN BHD STORE

MUHAMMAD ZULFAREEZFINANCIAL MANAGER

OF RISHI SPORT SDN BHD STORE

MUHAMMAD IMRANMARKETING MANAGER


MAIN ISSUES

2.0 PLANNING

2.1 Mission Statement

To be a sport outlet that is effective and efficiency

To meet the needs of our clients in accordance with the times

To be a well-known sport outlet

2.2 Vision Statement

Integrity

be a honest person so that customers will trust with us

Concerned

be friendly with customer so customers will like our services and will visit our outlet

next time

2.3 Goals Pursue profit as possible in business and charity is the profit obtained to a good

channel. Sure you peace of mind in your life.

2.4 Objectives To ensure that the services provided to our customers a wide selection of quality as

well as the latest brands

Provide good cooperation with business partners through business ethics and

integrity

2.5 Single Use Plans Programmes

Programs that designed to accomplish a particular set of goals

Example:

Around 8 workers will take responsibility to manage the outlet such as supervisor,

cashier, and promoter.

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Projects

The efforts individual or groups toward the achievement of a specific goals. Project

are short time in nature.

Example: our company held a mega sale every end of the year because we want to

attract many customer buy our goods and make them satisfy with our quality brand

and price so that they will come again to our shop.

Budgeting

A plan that specifies how financial resources should be allocated and refers to

quantitative planning as it compels managers to decide how best to allocate available

money to achieve organizational goals for example the our budget of our company

for mega sale every year programs is RM 30,000.

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3.0 ORGANIZING

3.1 Organizational Structure

Organization chain of command means that separate lines of authority/

power among all position in an organization chart below shows work

department and units in relation to each other ( the Marketing Department is

in charge of sales and Advertising; the HR Department is in charge of

staffing). It also denotes the delegation of authority, which specific who

reports to whom. These solid lines are termed the chain of command

Span Of Control

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Or usually will recognize as span of management which means a number of

subordinates who report directly to a given manager of supervision for

example RISHI Sport Sdn Bhd is managed by a manager

Line & staff responsibilities

Types of departmentalization

Departmentalization is a process of grouping jobs in separate units activities

or tasks that are proposed. There are six types of departmentalization which

are functional structure, product structure, customer structure, geographical

structure , matrix structure and the last types is network structure. In our

company we used functional structure that used mainly by smaller firms that

offer a limited line of products because it makes efficient use of specialize

resources. This method elimate overlapping in the execution of

organizational activities

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PRODUCTION MANAGER

responsible for planning and

controlling of production

activities, processes and

solve problems affecting

production.

manage facilities and equipment maintenance to prevent downtime.

to lead a team of production staff , to motivate and train them to achieve company goal & objectives

FINANCIAL MANAGER

responsibility in the finance

making investment

decisions and

financing long-term

and short-term

MARKETING MANAGER

promote products derived results

selling and taking orders

from customers

3.2 Locus Of Decision Making (centralization vs decentralization)

Centralization is a process of systematically maintain the power and

authority in the hands of higher-level managers for example our van

company managers make all operational decisions, sending information to

individual drivers through dispatchers. Even self-employed owner-operators

take direction from dispatchers to determine where to go each day

Decentralization is a process of systematically hand over or assign power and

authority throughout to middle and lower manager for example often include

redundant executive positions for each region or country, rather than

allowing a single executive team to make decisions across all divisions.

3.3 Levels of delegation

Delegation is a process of transferring the authority for a specific activity or

task to another member of the organization and empowering that individual to

accomplish the task effectively. There are five steps levels in delegation first

levels is we must decide which goals or tasks to delegate, second is make

assignments, next is grant authority , then hold responsible or accountable in

ourselves and the last one is monitor for example monitor employees either

there do or not their job.

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4.0 LEADING

The leadership approach used by manager in making sure that our employees are

working towards achieving the goals of our organization. In our company we use the

Hersey and Blanchard life- Cycle Theory. The cycle theory describes how leadership

style in response to their subordinates involving desire for achievement, experiences,

ability and willingness to accept responsibility.

THE LIFE CYCLE THEORY OF LEADERSHIP MODEL

High

Low

Low High

Task behaviour

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PHASE III PHASE II

High relationship and low High task and high relationship

task

PHASE IV PHASE I

Low task and high task and

low low

relationship relationship

4.1 PHASE I ( telling /directing)

Followers must be instructed on what, how, when and where to do various

tasks

The manager initiates decision-making

PHASE II (selling / coaching)

Leader still provides a great deal of direction but attempts to hear followers’

feelings about decision, ideas and suggestions

Control over decision-making remains with leader

PHASE III (participating / supporting)

Employees have more ability and achievement motivation

Actively seeking greater responsibility

Leaders provide recognition and actively listen and facilitate problem solving

Decision making and problem solving shifts from leader to follower

PHASE IV ( delegating)

Followers no longer need direction from managers

Leaders can reduce the amount of support and encouragement

Decision making totally delegated to the follower

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5.0 CONTROLLING

Systematic process through which manager regulate organizational activities to make

manager consistent with the expectations established in plans and to help manager

achieve all predetermined standards of performance.

5.1 Importance of Control

Making sure that all of organisation’s planning, organizing, and leading have gone as

our organisation had anticipated.

Can help manager anticipate, monitor, and respond responds to change circumstance.

To coordinate activities and accomplish integration.

Help to spot the mistakes and to detect mistakes before they become critical.

To ensure delegation and decentralization are operated smoothly.

5.2 Process of Control

I. Setting Standards for Performance

i. Whenever possible, the standards should be set in a manner that allows them to be

compared with actual performance.

II. Measuring Actual Performance

ii. Our organisation must decide to what to measure, when to measure, and how

frequently to measure.

III. Comparing Actual Performance With Standards

iii. Involves determining if actual performance compared to standards falls with

acceptable limits.

IV. Responding to Deviations

iv. If the deviation from performance is unacceptable, then corrective action is warranted.

If the deviation is acceptable, no correction action is necessary.

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5.3 Type of Control

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Set performance standards.

Measure actual performance.

Compare performance with standards.

Take no corrective action if the deviations are acceptable.

Take corrective action if the deviations are unacceptable.

Type of control that our organisation use is :

Feedforward (Preventive) Control

Concurrent Control

Feedback Control

Multiple Focal Point

5.4 Control Focal Points

6.0 CONCLUSION

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Control system

Inputs Transformation process

Outputs

Feedforward control

Concurrent control

Feedback control

After we discuss in conclusion that can we make is, we have learned how to manage

our company with correctly by do this assignment. With our extensive experience in

the field and our commitment to providing one-stop shopping for our precious

customer, we are certain that we will capture the necessary market share to achieve

our financial goals. Armed with a competitive spirit and a genuine love for our work,

we are eager to serve our company for many years to come.

7.0 RECOMMENDATION

Due to the customer complaint and the lack of guidelines to prevent untrained sales staff from

serving customers, the following recommendations are made concerning compensating the

customer, staff training, monitoring new staff, and revising the guidelines.

Compensation

Given that the customer has justifiably complained, we should give him his money back, and,

to maintain goodwill, give him a single-use voucher worth 5% of the price of the original

goods to encourage him to continue his relationship with our company.

Staff Training

In the light of the customer's complaint that our salesperson recommended the wrong product

to him, we should ensure that all sales staff complete their product training before serving

customers. This guideline should be in our staff manuals and procedures.

Monitoring New Staff

In order to reduce the possibility of new salespeople making incorrect recommendations to

customers, they should always be accompanied by an experienced salesperson for the first

month of their service. This guideline should also be in our staff manuals and procedures.

REFERENCES

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Blog

Internet

Fundamental of Management’s lecturer (Madam Kartini Binti Abd Kadir)

Google

Facebook

Principle of Management book

Slide show Management

http://siva-my.jobstreet.com/_profile/previewProfile.asp?advertiser_id=32050

http://www.google.com.my/search?

hl=en&q=al+ikhsan+store+location&bav=on.2,or.r_gc.r_pw.r_qf.&biw=1366&bih=70

5&pdl=300&um=1&ie=UTF-8&tbm=isch&source=og&sa=N&tab=wi&ei=9KxKUPf-

CYqurAeRuoHIBw

APPENDIXES

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http://www.google.com.my/search?hl=en&q=al+ikhsan+store+location&bav=on.2,or.r_gc.r_pw.r_qf.&biw=1366&bih=705&pdl=300&um=1&ie=UTF-8&tbm=isch&source=og&sa=N&tab=wi&ei=9KxKUPf-CYqurAeRuoHIBw



http://siva-my.jobstreet.com/_profile/previewProfile.asp?advertiser_id=32050

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Documents

Management MKT162