Functional Areas of Business






Functional Areas of Business

Ian Hosein

MGT 521 / Management


Samuel Cunningham

Functional Areas of Business

Once arriving at University of Phoenix School of Business MBA program with possible concentrations later, a person has reached this point for three reasons. Either to further their current career, start a new career, or achieve a personal goal. In this current program of management I am learning about where I am currently and how to advance within the companies I represent. Internships seem to be the key in what my undergrad has sent me. I have had internships with the city council government and then with a major company Lost Weekend NYC. I am also working on furthering my career with CVS Pharmacy with the possibilities of entering the Pharmacy level again or upper management.

The two functional areas of business that interest me with my current positions are Marketing and Human Resources Management. This is based on advice from my previous employers in management, my emphasis in my undergraduate, and my strengths in the career interest profiler and career plan building competencies.

The current Marketing Firms, in my mind, has changed here at home in the states and with the international exchange. With our current economy being in recession, most of the world and the country has seen us borrowing money and outsourcing jobs. “We also argue that through the enabling factor of marketing capabilities young firms can capitalize on their speed of internationalization to obtain performance advantages. Furthermore, the performance impact of marketing capabilities, should be more salient as new venture internationalization evolves from emerging economies to developed countries (Barnes, Wu, Zhou, 2012. para. 1 pg. 27). From my personal experience with Marketing Firms I have seen them grow into different directions with the international exchange of ideas and with the parent companies they represent. India and China are constantly progressing with the advancements in technology. When I was working for Worthington Marketing Firm, they worked directly under the parent company ATT. At this point we were armed with spreadsheets and forms and would go to different businesses in the area to make them more up to date and suited to the technology ATT provided. This involved getting names into databases with information, charging individuals a small fee that was compensated by commission to update their home phones to ATT, and finally working in ATT outlets and dealing directly with the customer. I have taken the experience I have learned from this firm into my new Internship with Lost Weekend NYC. The basis is selling a product to the consumer based on other competitors in the field and market research on products that deal with surfing, skateboarding, eyewear, clothes, and grooming products.

I found chapter 9 of our management book incredibly insightful, especially in relation to the Marketing Firm I am a part of. “Strategic Management is what managers do to develop the organization’s strategies. It’s an important task involving all the basic managing functions- planning, organizing, leading, and controlling” (Robbins and Coulter, 2012. para. 3 pg.1). The strategies involved with Lost Weekend Marketing firm are comparing and contrasting brands. The quality of the material is as important as the mark down on price to the consumer. I believe Lost Weekend does the best job at selling products to the customer at the cost advertised compared with other companies in the same market (Saturdays Surf NYC, Surf Collective NYC, RVCA, Rhythm, etc.).

Human Resources interested me after I had my first job at North shore Long Island Jewish Health System when I first moved to New York. It is a department that they can find in most companies, and this department is what was best suited to me after looking at a SWOT analysis, competencies, and my future goals that we as a class are discovering in the Career Plan exercises. What also interested me about a career in Human Resources is how technology has advanced and how they implement that with Management and functionality. “The use of technology in HR has expanded spectacularly and is continuing to change HR management activities with executives, managers, and employees (Obeidat, 2012.para. 3 pg. 195). The growing technology, an atmosphere with a strong team centered attitude, and faith in ethical practices is the right fit for my future.

In Conclusion, my role as a manager in marketing and human resources would be to constantly to be adapting to the changing world, provide careful planning short-term and long-term. I will be constantly aware of the comparative advantage that keeps our company ahead of the rest with everything that can start from a person’s outward appearance to strong communication skills. Finally my role would be to help other employees grow as individuals in the firm I am a part of. Teaching them the latest technologies, informational systems, and updating them on codes of ethics and practices.





I certify that the attached paper is my original work. I am familiar with, and acknowledge my responsibilities which are part of, the University of Phoenix Student Code of Academic Integrity. I affirm that any section of the paper which has been submitted previously is attributed and cited as such, and that this paper has not been submitted by anyone else. I have identified the sources of all information whether quoted verbatim or paraphrased, all images, and all quotations with citations and reference listings. Along with citations and reference listings, I have used quotation marks to identify quotations of fewer than 40 words and have used block indentation for quotations of 40 or more words. Nothing in this assignment violates copyright, trademark, or other intellectual property laws. I further agree that my name typed on the line below is intended to have, and shall have, the same validity as my handwritten signature.







Barnes, B. R., Wu, A., & Zhou, L. (2012, December ). The Effects of early Internationalization on Performance Outcomes in Young International Ventures: The Mediating Role of Marketing Capabilities.. Journal of International Marketing, 20(4), 25-45.


Obeidat, B. Y. (2012, October). The Relationship between Human Resources Information Systems (HRIS) Functions and Human Resource Managment (HRM) Functionalities.. Journal of Managment Research, 4(4), 192-211. doi:10.5296/jmr.v4i4.2262


Robbins, S. P., & Coulter, M. (2012). Management (11th ed.). Upper Saddle River, NJ: Prentice Hall.

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