To
Diana Messerchmann
Charity Right, London
RE: APPLICATION FOR THE POST FUNDRAISING AND EVENTS MANAGER
Following your advert on the need for a fundraising and events manager, I would like to apply for the position. I have a master degree in events management. I am also a self-motivated person who can carry out the duties related to the job. I have experience in strategic planning which I believe is important for the job. I believe I will think of great support to my fellow employees I am a good team player. I also can create a positive working environment that can enable other employees to perform their duties to their best. Apart from my ability to do clean and clear proposals, I also can achieve the targets that have been set by the organisation. I can beat deadlines set my boss. As a manager, I will also ensure that other employees that I work can work well with their fellow employees to produce the best results in the company.
I have been a regional fundraising manager, and with the experience, I have gained on how to analyse statistical data and draw relevant conclusions, I believe I will be able to deliver the quality of work that you need. During the time I was employed in the company, I was given the duty of creating relationships between the organisation and clients. I have also dealt with volunteer workers who will make it very easy for me to hold the position. Attached is my CV.
If offered the chance, I promise to work within the rules set by the organisation. I also promise to contribute towards the development of the organisation by coming up with the new and suitable ways of carrying out my duties. I also promise to be available at any time that the organisation wishes to have my services.
Yours faithfully,
Project plan
The following are the things that I will include in my executive summary:
• The importance of education system with an organisation
• The reason why there are many complaints at Access Wimbledon
Introduction
• An overview of the situation in the organisation, reasons why employees behave in the manner they do and possible ways that can be used to correct this behaviour.
• The possible points that explain the behaviour of employees in the organisation
Analysis
The following are some of the points that try to explain the manner in which employees behave within the organisation:
• Power distance: this is a situation in which an employee feels that he does not have the power to decide his level. Most of the employees think that they are being intimidated by others because they are not at the top level of management. Andi believes that he is being treated in a wrong way by Getrude because he does not hold any management position.
• Context sensitivity: this is a situation in which a group of employees are not treated well according to a given employee. In this case, Getrude believes that the volunteers are not being treated well by Stephanie and Lee.
• Uncertainty avoidance: this is also another situation that affects the employees. Getrude feels that by managing the volunteers in a wrong way, they are not taking care of any future problems that might occur when the volunteers leave.
• Prejudice: this aspect is evident in the extract as Andi feels that he is not respected in the organisation as a result of his skin colour.
• Individualism: this is evident in the extract as Dennis believes that he should only be doing what he is employed to do. He should not answer the question because it is the work of management.
• Collectivism: Getrude is mad at Stephanie because she is not teaching the children as a team.
Recommendations
• Encouraging consultation within the organisation
• The organisation should have a set of standards to deal with the volunteers
• The organization should provide guidelines on how an employee should relate to one another
References
• Cullen J, et al. 2017. Business communication. Hampshire: Cengage
• Hofstede, G. Pederson. Exploring cultures: exercises, stories and synthetic cultures. Yarmouth Intercultural Press 2002.
• Hofstede G. and Minkov M. 2010. Cultures and organisations: software of the mind: international cooperation and its importance for survival. London. McGraw Hill.
• Nakata C. 2009. Beyond Hofstede: Culture frameworks for global marketing and management. Basingstoke: Palgrave Macmillan.
