Unemployment Essay Sample

In the nowadays severe economic conditions all countries suffer from the unemployment to any extent. Unemployment essay aims to focus on identifying what is unemployment, the most significant factors which cause it, economies which suffer the most, its implications, and, the most crucial, ways how to reduce unemployment rate not only in the particular country but on the global scale as well. Unemployment rate depends on the level of economic development of a certain country. To this end, developed countries have lower unemployment rate than developing and underdeveloped ones. However, all of them want to provide as many jobs as they can in order all citizens could have a life worth living. Officially, the unemployment rate is determined as the number of unemployed people divided by the total sum of the labor force. According to the International Labour Organization (ILO), since the global international crisis starts, more than 61 million of people have lost their jobs. Based on the ILO’s research the global economic system needs to create almost 280 jobs by 2019 year in order to close this employment gap. Latin America, Africa, West and South Europe, and the Middle East are the regions with the highest unemployment rates and are represented by such countries as South Africa, Greece, Spain, Iraq, and Egypt. An unstable economic environment connected with unstable capital flows, dysfunction of the financial markets and the deficit of global demand still continues to affect enterprises and discourage investment and job creation, as a result. In high-income countries, the causes of unemployment can be classified in two forms: either cyclical unemployment affected by the economic recession or the natural rate of unemployment caused by the labor market factors, such as government management concerning hiring and starting businesses. Low-income and middle-income countries face employment concerns which go far beyond unemployment. People in these states are not unemployed in common sense as it is used in the United States and Europe. Most of them are not employed in a normal wage-paying job and are part of a barter economy, while others have regular wage-paying jobs. The implications of unemployment reflect in both social and economic life. First of all, it reduces an income for individuals, decreases the sum of taxes collected by governments, and increases government spending on social projects. In the long-term unemployment adversely affects social cohesion and prevents economic growth. Extremely high unemployment go beyond the national borders of the particular country because decreasing employment in one country drives to a reduction in demand for exports from the trading partners. All in all, with reference to the recent forecasts, the global unemployment will rise by 3.4 million in two years. Therefore, economies need to do everything in order to reduce this rate. There is no common determined way for unemployment reduction. The most effective cure for the labor market in short-term for the government is supporting recovery in demand. In the long-term, there should be more targeted policies which focus on such issues as the jobs dimension for the economic policymakers and balanced growth in incomes. Moreover, inflation and fiscal deficits should be taken into account while policies developing process as well. References Farrell, S. (2016). Global unemployment to rise by 3.4 million in two years, report says. The Guardian. Guardian News and Media. International Labour Organization. (2016). Global unemployment projected to rise in both 2016 and 2017. World Employment and Social Outlook – Trends 2016. Pasquali, V. (2015). Unemployment Rates Around the World. Global Finance Magazine. Patton, M. (2015). The Five Highest Unemployment Rates In The World. Forbes. Forbes Magazine. Sedghi, A. (2015). Global unemployment forecast to hit 212m – country by country breakdown. The Guardian. Guardian News and Media.

The Kennedy Years and Camelot Essay - 1099 Words

There were two essay questions which I found equally interesting. Question one about President Roosevelt’s â€Å"New Deal†. As a business student, the change in the economy after the depression led by President Roosevelt’s â€Å"New Deal† shaped the economic growth in the country. The tenth question regarding President John F. Kennedy’s â€Å"Camelot† was also fascinating. His inaugural address is one of the most memorable, â€Å"Ask not what your country can do for you—ask what you can do for your country†. He was the youngest president elected into office at the age of 43. (Theodore Roosevelt was age 42, who became president following William McKinleys assassination) Kennedy was also the first Catholic to be elected president. I choose to write†¦show more content†¦(www.jfklibrary.org/JFK/JFK-in-History/Peace-Corps) In March 1, 1961, President John F. Kennedy issues Executive Order #10924, establishing the Peace Corps as a new agency within the Department of State. The same day, he sent a message to Congress asking for permanent funding for the agency, which would send trained American men and women to foreign nations to assist in development efforts. The Peace Corps captured the imagination of the U.S. public, and during the week after its creation thousands of letters poured into Washington from young Americans hoping to volunteer. Under the Kennedy’s administration the Trade Expansion Act of 1962 led to tariff cuts averaging 35 percent on goods traded between the United States and the European Economic Community. (American A Narrative History page 1306) Lowering of our tariffs will provide an increased flow of goods to our American consumers. Our industries will be stimulated by increased export opportunities. President Kennedy was forced to face the civil rights as a persuasive cause. He was for racial equality, but did little to support it. President Kennedy felt that the Freedom Riders were a nuisance and heShow MoreRelatedJohn F. 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Kennedy In the city of Dallas, America’s thirty-fifth and first Catholic president of the United States died from two bullet shots to his skull, on November 22, 1963. John Fitzgerald Kennedy had not even served a full term of presidency when the assassination took place, and was in the middle of campaigning for a second term. Near the beginning of JFK’s presidency, back in 1961, he saw greatness in the new generation, as they were the key to improving America. Kennedy wanted to createRead MoreJfk s Alleged Assassin By Geoff Hamilton Claims1223 Words   |  5 PagesFrom JFK’s autopsy and over years of discovering new information, it is known how the president died. Ross Moy, from the Department of Academic Emergency elaborates further on the death by stating, â€Å"The first bullet struck the President in his upper back, and exited the centre of his neck. This bullet then hit the Governor, sitting in front of him, in the right side of his chest, and then exited and hi t his right wrist. 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An interesting difference between the Kennedy Mythology and the Trump Mythology that is worth noting is the role of the media. Throughout the Kennedy Era, popular media fed the people’s fascination of Kennedy’s Camelot, perpetuating the mythology. Donald Trump, however, was largely hated by popular culture. American media ultimately discounted Donald Trump as a viable contenderRead MoreThe President John F. Kennedy Conspiracy Essay1504 Words   |  7 Pagesthat what they had heard on the radio and seen on TV was real; President John Fitzgerald Kennedy had been assassinated, the youngest ever elected president, and the youngest to have died. Kennedy had become a symbol of the United States’ ideals and future, and with his assassination arose a national sense of fear and distrust. His death caused an incredible commotion in the people and still today, fifty years after, it is impossible to watch the assassination and funeral footage and not feel overwhelmed

Examination Paper Human Resource Management IIBM Institute Free Essays

string(71) " Mohan decided to leave the organization he has been long part of\? 2\." Examination Paper: Human Resource Management IIBM Institute of Business Management Examination Paper Human Resource Development Training Section A: Objective Type (30 marks) ? ? ? This section consists of Multiple Choice and Short answer type questions. Answer all the questions. Part one questions carry 1 mark each Part Two questions carry 5 marks each. We will write a custom essay sample on Examination Paper: Human Resource Management IIBM Institute or any similar topic only for you Order Now MM. 100 Part One: Multiple choices: 1. HRD is the process of helping people to acquire a. Competition b. Completeness c. Competencies d. None of the above Techniques of human resource development are also called a. HRD methods b. HRD instruments c. HRD mechanism d. All of the above In India HRD began only in a. 1970s b. 1980s c. 1910s d. 1990s 2. 3. 4. BARS stands for a. Behaviourally Anchored Rating Scale b. Behaviourally Anchoring Rating Scale c. Behaviourally Appraisal Rating Scale d. None of the above 5. Levels of evaluations of training programmes are a. 7 b. 6 c. 5 d. 10 1 IIBM Institute of Business Management Examination Paper: Human Resource Management 6. Performance appraisal is a ________ process of identifying, planning, developing employee performance a. Multi-stages b. Single-stages c. Dual-stages d. All of the above 7. Halo effect is the tendency to the judge all aspects of a _____________ a. Person’s behavior b. Perspective behavior c. Performance appraisal d. All of the above 8. QWL stands for a. Quality of work life b. Quality of worker life c. Quantity of work life d. None of the above 9. 360 – degree feedback can be used as a tool for performance ________ a. Appraisal b. Analyze c. Assessment d. None of the above 10. Career planning is a _______ that constitute what a person does for a living a. Sequence of career b. Sequence of jobs c. Sequence of sum d. None of the above Part Two: 1. Explain the ‘benefits of HRD’. 2. Briefly explain ‘on the job and off the job’ methods of training and development. 3. Explain the objectives of ‘Performance Appraisal’. 4. Differentiate between HRM and HRD concept. END OF SECTION A 2 IIBM Institute of Business Management Examination Paper: Human Resource Management Section B: Case lets (40 marks) ? ? ? ? This section consists of Case lets. Answer all the questions. Each case let carries 20 marks. Detailed information should form the part of your answer (Word limit 150 to 200 words). Case let 1 Introduction to the organization: XYZ Company was established 20 years ago, to manufacture gearbox components for diesel engines. It employs around 250 people, having a head office, which employs a wide range of personnel who are generally well educated and enthusiastic about their work, and a factory, which employs semi-skilled local people who are generally disinterested in the products of the company and who have an instrumental attitude to work, seeing salary as the only reward. Brief Description of the Problem: The performance of the Company has not been good and the records revealed the following facts: ? ? ? ? ? Wastage within the factory was costing the Company approximately Rs. 100,000 a month. There was wide spread differences in individual work standards Processes were non-standardized resulting in repeated problems Management made all decisions and cascaded the result down to employees The top management became concerned about the performance of the factory and they hired Mr. Tanmoy Deb, an OD consultant to study the problem and suggest specific changes to relationships and tasks with the following objectives: To review and improve communication systems. To restructure the organization and to review teamwork and quality practices. To review leadership issues across all levels. Mr. Tanmoy Deb carried out discussions, interviews and surveys and made the following observations: ? ? ? ? ? ? There’ and ‘us’ attitude was widely prevalent between head office and factory personnel Production personnel lacked technical skills Factory employees felt alienated from sharing the Company’s success Production systems were adhoc and defective because of frequent variations in standards set Many times raw material was found to be of inferior quality Rigidly defined job descriptions Questions: 1. What in your view are the central human resources issues involved in this case? 2. What strategy should Mr. Tanmoy Deb develop and implement for improving the present system? ? ? ? 3 IIBM Institute of Business Management Examination Paper: Human Resource Management Case let 2 Introduction to the organization: XYZ Company is an existing profit making FMCG Company. The company has 600 personnel and has branches all other the country. It has a separate training department with a Training Manager, Mr. A. P. Mohan as its head who is supported by two qualified training officers. Mr. Mohan has been in the company for the last 8 years and is very efficient. Brief Description of the Problem: Mr. Mohan wants to leave the organization. He is fed up with organizational politics. He is dissatisfied and in fact frustrated. There are several reasons attached to it. First and foremost is that he is not paid adequately despite the fact that he has brought 12% growth in revenue to the company. Second reason is that he is not consulted and constantly neglected while making decisions on training aspects. Lastly, he considers himself to be a victim of politics played in the organization. Production Manager is constantly hurting him and interferes with the work. Dr. Ashok Sarao, boss of Mr. A. P. Mohan does not want him to leave the organization, as he knows that the effectively will come down if he leaves. Dr. Ashok tries to convince Mohan that he should adjust himself with the environment and also talk of how Mohan is constantly neglected. He talks of how politics is played in the organization and strengths and weaknesses of Mohan but does nothing to convince Mohan. Rather he says that they have to adjust, as they are part of family run business. In this setting, personal equation rather than merit works. Mohan is not convinced, and says he is leaving. Questions: 1. Why a high performer like Mr. Mohan decided to leave the organization he has been long part of? 2. You read "Examination Paper: Human Resource Management IIBM Institute" in category "Essay examples" Do you think Mr. A. P. Mohan took the right decision to leave the organization? What would you have done if you were in his shoes? END OF SECTION B Section C: Applied Theory (30 marks) ? ? ? ? This section consists of Applied theory Answer all the questions. Each question carries 15 marks. Detailed information should form the part of your answer (Word limit 200 to 250 words). 1. Discuss the basic concept of management development. What is the importance of management development in the changing business? . What do mean by Quality of work life? Discuss various methods to improve quality of work life. END OF SECTION C 4 IIBM Institute of Business Management Examination Paper: Human Resource Management IIBM Institute of Business Management Examination Paper Industrial Relations Section A: Ob jective Type (30 marks) ? This section consists of True and False Short Answer type questions. ? Answer all the questions. ? Part One questions carry 1 mark each Part Two questions carry 5 marks each. Part One: Multiple choices: 1. Workers participation in management decision-making is a highly________ concept. . Duplex b. Complex c. Simplex d. None of the above 2. The origin of industrial relations in India can be traced in to the a. Second world war b. First world war c. Third world war d. British rule 3. Under the payment of wages act, 1936, no wages period shall exceed for one . a. Four month b. Two month c. One month d. None of the above 4. Collective bargaining is the process of bargaining between a. employees employer b. workers workers c. employees employees d. None of the above 5. Layoff can also cause a ________ a. Retirement b. Grievance c. Conflict d. None of the above MM. 00 5 IIBM Institute of Business Management Examination Paper: Human Resource Management 6. As per payment of bonus act, accounting year for a company is ________ a. One year b. Period for which balance sheet is prepared c. Period for which cash flow is prepared d. Period for which profit and loss account is prepared 7. WPM stands for a. Workers’ Participation in Management b. Workers’ Payment of Management c. Well fare Payment of Management d. None of the above 8. Causes of Industrial disputes are a. Economic causes b. Political causes c. Technological causes d. All of the above 9. Trade unions of workers in an organization formed by workers to protect their a. Working condition b. Interest c. Both a b d. None of the above 10. A grievance causes in any organization are a. Work environment b. Supervision c. Work group d. All of the above Part two: 1. What are the basic causes of ‘Grievances’? 2. What are the objectives of ‘Industrial Relations’? 3. Briefly explain the term ‘evolution of Trade unions in India’. 4. Explain the ‘workers’ participation in management’. END OF SECTION A 6 IIBM Institute of Business Management Examination Paper: Human Resource Management Section B: Case lets (40 marks) ? ? ? ? This section consists of Case lets. Answer all the questions. Each case let carries 20 marks. Detailed information should form the part of your answer (Word limit 150 to 200 words). Case let 1 Star Automobiles Ltd. Pimpary is in the field of manufacturing of two wheelers. They manufacture and market mopeds. These are available in the brand names ‘arrow’ and ‘double arrow’ where ‘arrow’ is their traditional product and ‘double arrow’ is the improved version. The company was started about 20 yrs ago. Their product ‘arrow’ enjoys a reasonably good reputation and they were comfortable in the market. However, with the entry of the new generation of fuel-efficient mopeds the company started loosing its market. They immediately started developing the improved ‘double arrow’ but by the time they came out with this new model the competitors had already strengthened their position in the market. The arrow model was still acceptable by a segment of the market as it was cheapest vehicle. ‘Double arrow’ is new generation vehicle. It was costlier than Jet but its performance was much superior. It is compared favorably with the competitors’ products; however it was yet to gain a foot hold in the market. The company had to refurbish the marketing activities in order to get back their market share. They employed young sales engineer to launch a strong sales drive. Mr. Ramesh Tiwari, Btech and a diploma holder in marketing got selected and was put on the job. Mr. Ramesh Tiwari started well in his new job. He was given a territory to contact the prospective customers’ andto book the orders. The company had introduced a new financial assistance scheme. Under this scheme, buyers were given easy loans. It was particularly advantageous for group booking by employees working in an organization. Mr. Ramesh Tiwari was able to contact people in different organization, arrange for group bookings and facilitate the loans. His performance was good in the first year and in the second year of his service. The company had its own system of rewarding those whose performance happened to be good. They usually arranged a paid holiday trip for the good performer along with his wife. Mr. Ramesh Tiwari was accordingly informed by the marketing manager to go to Chennai with his wife on company expenses. Mr. Ramesh Tiwari asked him as to how much it would cost to the company. The marketing manager calculated and told him that it would cost about 8000/-. He quickly asked him whether he could get that 8000/- in cash instead of the trip as he hadbetter plans. The 7 IIBM Institute of Business Management Examination Paper: Human Resource Management marketing manager countered this saying that it might not be possible to doso. It was not the trading of the company, however he would check with the personnel manager. After a couple of days, Mr. Tiwari was informed that it would not be possible to give him a cash reward. Mr. Tiwari grudgingly went for the trip and returned. On his return, he was heard complaining to one of his colleagues his little daughter was also along with him. The marketing manager and the personnel manager thought he was a bit too fusy about the money and some of his colleagues also thought so. During the subsequent days Mr. Ramesh Tiwari’s performance was not all that satisfactory this showed his lukewarm attitude towards his job and the subordinates. Questions: 1. Did the personnel manager handle the issue properly? 2. What is your recommendation to avoid such situations in future? Case let 2 In 1950, with the enactment of the Insurance Act, Government of India decided to bring all the insurance companies under one umbrella of the Life Insurance Corporation of India (LIC). Despite the monopoly of LIC, the insurance sector was not doing well. Till 1995, only 12% of the country’s people had insurance cover. The need for exploring the insurance market was felt and consequently the Government of India set up the Malhotra Committee. On the basis of their recommendation, Insurance Development and Regulatory Authority (IRDA) Act was passed in parliament in 2000. This moved allowed the private insurers in the market with the strong foreign partners with 74:26% stakes. XYZ-Moon life was one of the first three private players getting the license to operate in India in the year 2000. XYZ Moon life Insurance was a joint venture between the XYZ Group and Moon Inc. of US. XYZ started off its operations in 1965, providing finance for industrial development and since then it had diversified in to housing finance, consumer finance, mutual funds and now its latest venture was Life Insurance. Its foreign partner Moon Inc. had its presence in Asia since the past 75 years catering to over 1 million customers across 11Asian countries. Within a span of two years, twelve private players obtained the license from IRDA. IRDA had provided certain base policies like, Endowment Policies, Money back Policies, Retirement Policies, Team Policies, Whole Life Policies, and Health Policies. They were free to customize their products by adding on the riders. In the year 2003, the company becomes one of the market leaders amongst the private players. Till 2003, total market share of private insurers was about 4%, but Moon Life was performing well and had the market share of about 30% of the private insurance business. In June 2002, XYZ Moon Life started its operations at Nagpur with one Sales Manager(SM) and ten Development Officers (DO). The role of a DO was to recruit the agents and sell a career to those who have an inclination towards insurance and could work either on part time or full time basis. They were very specific in recruiting the agents, because their contribution directly reflected their performance. All DOs faced three challenges such as Case Rate (number of policies), case size (amount of premium), and recruitment of advisors by natural market, personal observations, nominators, and centre of influence. Incentive of offered by the company to development officers and agents were based on their performance, which resulted in to internal competition and finally converted into rivalry. 8 IIBM Institute of Business Management Examination Paper: Human Resource Management In August 2002, a branch manager joined along with one more sales manager and ten development officers. Initially, the branch was performing well and was able to build their image in the local market. As the industry was dynamic in nature, there were frequent opportunities bubbling in the market. In order to capitalize the outside opportunities, one sales manager left the organization in January 2003. As the sales manager was a real performer, he was able to convince all the good performers at XYZ Moon Life Insurance to join the new company. In april 2004, the company faceda grave problem, when the Branch Manager left the organization for greener pastures. To fill the position, in May 2004, the company appointed a new branch manager, Shashank Malik, and a sales manager, Rohit pandey. The branch manager in his early thirties had an experience of sales and training of about 12 years and was looking after two branches i. e. , Nagpur and Nasik. Malik was given one Assistant Manager and 25 Development Officers. Out of that, ten were reporting to him. He was given the responsibility of handling all the operations and the authority to make all the decisions, while informing the Branch Manager. Malik opined that the insurance industry is a sunrise industry where manpower plays an important role as the business is based on relationship. He wanted to encourage one-to-one interaction, transparency and discipline in his organization. While managing his team, he wanted his co-workers to analyze themselves i. e. , to understand their own strengths and weaknesses. He wanted them to be result-oriented and was willing to extend his full support. Finally, he wanted to introduce weekly analysis in his gameplan along with inflow of new blood in his organization. Using his vast experience, he began informal interactions among the employees, by organizing outings and parties, to inculcate the feelings of friendliness and belonging. He wanted to increase the commitment level and integrity of his young dynamic team by facilitating proper channelization of their energy. He believed that proper training could give his team a proper understanding of the business and the dynamics of insurance industry. Questions: 1. If you were Malik, what strategies would you adopt to solve the problem? 2. With high employee turnover in insurance industry, how can the company retain a person like Malik? END OF SECTION B Section C: Applied Theory (30 marks) ? ? ? ? This section consists of Applied theory. Answer all the questions. Each question carries 15 marks. Detailed information should form the part of your answer (Word limit 200 to 250 words). 1. What are issues in labour policies in India? Comment with relevant justification. 2. Discuss the wage policy in India with reference to detailed evaluation of the act. END OF SECTION C H-29122011 9 IIBM Institute of Business Management Examination Paper: Human Resource Management 10 IIBM Institute of Business Management How to cite Examination Paper: Human Resource Management IIBM Institute, Essay examples

Sports Promotion and Public Relation for Pepsi- myassignmenthelp

Question: Discuss about theSports Promotion and Public Relation for Pepsi. Answer: Critical Analysis of an Advertisement Marketing of food products is the only way that companies are able to get consumers to buy their product or food. Advertisements will be found everywhere and will always contain different phrases and pictures which appeal to different sections of people. in this essay, the advertisement chosen is Pepsi Max soda advertisement. The advertisement contains logos, imagery, ethos and pathos aspects which appeal to a particular group of consumers. The target group for the imagery used in the advertisement are the young and energetic consumers(Lucka Moffatt, 2009). The picture used in the Pepsi max advertisement also contains the same colors that were used in the original Pepsi advertisement. This is the most common color scheme for all the Pepsi advertisement all over the world. the decision to use such colors schemes are important as they draw the attention of people since they are familiar with the brand and the previous advertisements. The advertisement also makes the use of humor in their messages. For example the use of the sentence Give sugar the flick which is next to a bunch of sugar packets designed in the shape of a hand sticking up the middle finger. For many people, this will seem to be more humorous since no one would expect that when advertising for a brand that is an international household name when it comes to beverages. When looking at the advertisement also, some people may find it to be offensive since the meaning that is put behind putting a middle finger up at something would be misdirected(Finne Grnroos, 2017). All in all the imagery that is contained in the advertisement will definitely attract the attention of people. In general the advertisement also has the general appeal to different customers since it contains no sugar that many people will consider to be a healthy alternative for soda beverages. It is also logical for one to assume that a beverage with no sugar since most people in the united states would get fact due to high consumption of sugar from drinks, there is also enough sugar from other products that can be consumed apart from that consumed from soda. In this manner, the advertisement by Pepsi appears to have taken a logical approach to mover further in explaining the fact that the drink comes with different flavors even with the fact that it has no sugar in it. In this manner, it also means that if the company did not advertise that it still had a great taste even when it contains not sugar, the they would be finding it difficult to assume that the soda may not be as good as it seem. Also sweet is always associated with sugar as consumer always assume that all sodas are sweet(Luxton, et al., 2015). It can also be said that in this manner the advertisement used a rational response since it discusses both side of the customers needs the advertisement discusses the health benefits of soda and also the fact that the product meets the desires of the customer through ensuring the flavor of Pepsi cola. Integration Exercise In marketing integration looks at the holistic approach to the communication in marketing. In this manner, the organisation will make sure that they are consistent in the marketing whether it is done online or offline. The most important thing, during integration is consistence which makes sure that consumers will understand the clients message. Consistency in the message will be important as it is going to lead to better results or get customers to take action and also impact on their return on investment. Integration in marketing thus will help the organisation by when they spend whether it is done online or offline, this will also assist one in putting the right amount of budget towards the most effective approach that will provide the best results(Dahl, et al., 2015). It is also important to note that during integration, the style that will be used in marketing will be more important due to the fragmentation and exposure that can sensitize or desensitize consumers. In the normal business day, there is a hit that a barrage of advertisement that they only and most consistent and integrated brand will stand out as the most memorable. Consistency in integrated marketing also means that the product has to be more creative. For example the use of color schemes, messages and the tagline need to be designed in a manner that it becomes an epitome of integrated marketing(Finne Grnroos, 2017). It is also important that the marketing team works behind the scenes and device a unifying and compelling voice. Every aspect of the advertisement should be realized in the marketing processes including persona in the brand, the physical presence and the services that will be provided to the customer. Nike Nike uses integrated marketing communication mix in communicating with the target markets all around the world. the emphasis when it comes to marketing is based on promoting the firm and its products. The marketing communication mix is also referred to as the promotion as the component of the marketing mix. This is usually observable in their advertising. During advertising, the goal of Nike is to ensure that they have reached a large population with regard to their target customers so as to make the most possible impact(Lucka Moffatt, 2009). A successful advertisement will be one that can be able to promote the brand to its customers and also be able to improve their perception regarding the companys product. In this manner the company also puts in a lot of money in advertising so as to improve the brand image and maintain customer loyalty to the brand. also Nike uses sales promotion in terms of special offers and coupons which provide customers with discount whenever they purchase a product from Nike. In Nikes marketing, sales promotion is also used to demand from a new customer to act on buying the products as they will be motivated by the firm to purchase on the basis of the perceived product benefits(Finne Grnroos, 2017). Risk and Planning Exercise Tesco is a multinational retailer that has branches in most parts of the world. however, as the company works to improve its performance, there are some key issue that will definitely affect its performance. The first one are the laws and regulations which could impact in it performance. As a successful organisation, the companys competitive advantage will come from its physical presences. In this manner, there will be regulations that will govern it monopoly as well as competition with other companies in the industry. regulations by different states will affect the way the company organizes its management, personnel and how it protects its customers. This will also create the opportunity for other entrepreneurs to compete in the market with regard to consumer laws(Luxton, et al., 2015). In the present economy, businesses are always falling even before the set ground in the market. In this manner, Tesco finds it difficult to reach out to the markets due to different regulations by th e state. Pricing of products will also be another issue that can affect the performance of Tesco. This is because there is always the risk of paying high taxes. In addition, other companies may decide to put in competitive prices which could affect the number of customers coming to the stores. The likelihood for occurrence is also high since companies are emerging on a day basis affecting the way that organisations are working in the industry(Dahl, et al., 2015). There are several strategies for protecting the companys reputation. One of them is using the deceptive strategy which will entail the company putting its best image toward through rebranding itself, corporate philanthropy, public relations and sustainability programs. the company needs to also build its self-reputation by being responsible and farsighted in terms of the way in operates its business. as long as the company is able to manage itself well, it will be more lucky, content and safe in its operations. however, if its business practices and core values will not match the image that it works to represent, that it will be in a very huge problem(Lucka Moffatt, 2009). The other strategy is benign competence that a company will set out to be effective by placing and emphasis on the responsible management with regard to its reputation. In this manner the organisation needs to comply with its regulation through adequate investments with regard to building capabilities if safety, health and environmental management. There also need to be the practice of corporate communication(Luxton, et al., 2015). With regard to this strategy, reputation will not be the center of the business, and it does not really have to be, investment needs to also be put on systems that regulate the risks of organisation operations. it needs to focus on the delivery of services and products that will fulfil the obligations of the company to customers and their shareholders. A trustworthy company is also important in developing dynamic strategy and execution development. Organisations need to develop nimble systems that will allow employees to participate in dialogue which pre-empts and resolve potential problems or threats. Reflection Exercise Integrated marketing communication provides a new concept in the way organisations play in the new business world. in this manner, for sports marketing integrated marketing communications will be useful in retaining and growing customers(Luxton, et al., 2015). This is more than advertising and promotion which takes in to considerations that just clients or customers. In this manner there will be other areas that will be looked at in creating decisions regarding the product brand. in addition, integrated marketing communication will also look at the different channels and tools that will be used by the organisation during the marketing processes(Lucka Moffatt, 2009). The main focus when it comes to integrated marketing communication is the focus on the promotion management and advertising, which is developed in the adoption and the use of packaged goods and products. This is adaptable enough to meet the needs of different audience, services and products. One of the most important areas in integrated marketing communication for sports marketing is branding of the sport. This is the most importance role, as it needs to ensure that the identity of the sport and brand equity(Lucka Moffatt, 2009). In this manner, branding becomes a marketing priority. Integrated marketing communication is also important as it will represent the voice of the sport. It is the main vehicle that will ensure companies establish the dialogue with customers with regard to the sport and the what it is offering. In this manner, branding is the integrating fact that all the marketing and communication needs to be built under(Finne Grnroos, 2017). The is consequently marketing communication which needs to be through of in terms of the total brand offering. The branding concept of integrated marketing communication also looks at the 12 elements in marketing. In addition, this demands more attention from marketers as it is the image that the clients will realize in the sport, touch and hear through the brands contact points. Integrated marketing communication is also very important as it enables organisations to create a relationship with its customers. it provides a channel where the organisations are able to present their products and gather feedback to be able to monitor and keep track of customer satisfaction. It is also important that the organisations uses integrated marketing communication in delivering the branding messages that are intended for the customer to act on. A shoe making industry like Nike thus will be able to benefit a lot in the relationship that customers attach the brand with the sport. For example, when people think of athletics they will always think of Nike as the best shoe and sportswear brand. integrated marketing communication through the use of various tools such as the social media, billboards and promotional activities will be able to link the customer with the organisation(Finne Grnroos, 2017). In this manner thus, integrated marketing communication will gather all the resources of used in making the brand message, interaction and integration which will be driven by information technology. In addition, this kind of communication will run seamlessly(Lucka Moffatt, 2009). One such element in integrated marketing communication is that the integration keeps on improving the product and the cognition of the product by customers. References Dahl, S., Eagle, L. Low, D., 2015. Integrated marketing communications and social marketing. Journal of Social Marketing, 5(3), pp. 226-240. Finne, A. Grnroos, C., 2017. Communication-in-use: customer-integrated marketing communication. European Journal of Marketing, 51(3), p. 445. Lucka, E. Moffatt, J., 2009. IMC: Has anything really changed? A new perspective on an old definition. Journal of Marketing Communication, 15(5), p. 311325. Luxton, S., Reid, M. Mavondo, F., 2015. Integrated Marketing Communication Capability and Brand Performance. Journal of Advertising, 44(1), pp. 37-46.

Redell Company Managerial Structure

Introduction This report seeks to offer a clear point of view on the most favorable managerial structure that would be appropriate for the Redell Company and some extra organizational structures to reach the company’s main objectives.Advertising We will write a custom case study sample on Redell Company Managerial Structure specifically for you for only $16.05 $11/page Learn More Here in this report, the responsibilities, functions and tasks of a controller in an organization will be discussed in a deeper approach to be able to determine whether or not the Redell Company requires a change of system. In the report I shall be assessing the different angles whether positive or negative of both the Martex and the Redell methods of management to determine which is more appropriate and which conforms better to the organization’s objectives. Also in this paper, methods and ways to implement the Martex method in the Redell Company will be highlight ed and discussed. Personal issues can be tragic in respect to the performance and development of a company. In this case study, there are two different points of controllership which are; the corporate controller whose responsibility is to overlook all the financial processes involved in the organization. Chain of command Movement of funds in and out of the company and the way money is spent is solely the responsibility of the corporate controllers of the company. However, the divisional controller reports to the divisional manager who then reports to the corporate controller. From here, information received by the corporate controller is then directed to the organization’s directors (Ashton 49). The structure as described above has many challenges and mishaps in between and it is for this reason the controller is raising his concerns. The fact that the divisional controller reports to the divisional manager is causing concerns that there is a possibility that the divisional manager may be given biased information since he does not get the information first had from the ground. In this particular case, the Redell Company is the main focus and it is clearly seen that the sour relationship between the divisional controller and the corporate controller is affecting the development of this company.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Bevin’s solution As Bevins laments the responsibilities of the two departments are the major surce of the current dispute in the organization. Bevins suggests that a control structure similar to Martex be applied to bring this matter to rest. His main interest in this company is to make changes that would place the corporate control in a better position to effect reasonable budgets and analyze its performance. However, this effect is watered down by the division controllers as their loyalty is in the division ma nagers and as Bevin’s laments; they have been maliciously submitting inaccurate and biased information about their performance. Reports on budgets are biased and inaccurate and this has raised concerns about the adequacy of the information offered from the division department. Bevins is suggesting that the best solution towards this problem would be implementing the Martex Company’s method (Banik). The Redell Company like any other business venture’s aim and main objective is to be profitable and increase in growth. The major issue in the case of the Rendell Company is the conflict of interest between the two departments. A corporate controller’s responsibility is to ensure that minimum funds are in the budgetary allocations in order to ensure the maximum profitability of a company. The divisional general managerial responsibilities on the other hand include utilization of the company’s resources in a profitable manner with minimal instances of mak ing losses. The conflict arises as a result of the controller trying to minimize the amount of funds or resources that the manager is asking for (Ashton 49). The management in its own wisdom comes up with a budget but it is the responsibility of the corporate controller to ensure minimum use of funds to realize more profits. This conflict is about different point of views where the manager feels he or she needs more funds to run his or her department and on the other hand the controller sees no need to use such large amounts of the company’s resource in a single department. Strengths and weaknesses The Martex method has both weak sides and strong sides. One of the strengths in the matrix method is the fact that the divisional controllers are free to perform actions without consulting. Goal congruence is achieved through sharing of benefits. Unlike the Redell Company’s method, the Martex method allows for reliable and authentic information sharing.Advertising We wi ll write a custom case study sample on Redell Company Managerial Structure specifically for you for only $16.05 $11/page Learn More However, this method has a number of limitations that can be disastrous to the general performance of the Redell Company. Goal similarities between the divisional controllers and the divisional general managers may be limiting the ultimate objectives of the division (Ashton 49). The divisional controllers may be seen as traitors and not part of the company’s working team. Therefore, they can not work adequately and effectively while they face discrimination and are sidelined by the rest of the team. Having control measures clearly spelt out discourages the managers from making effective and desired budgets. The managers already aware of the possibilities that their requests may be turned down they will refrain from any budgetary submissions that would raise issues. This is very dangerous as the departments may not be well furnished financially hence compromise on its productivity (Anthony). The ultimate consequence is that the working drive goes down and the workers are discouraged hence a high probability of making losses is more (Ashton 49). Workers need to be motivated and driven by favorable working environment and contentment in the working stations. Allocation of resources according to the recommended budgets by the responsible heads is important to follow in order to reach the departmental goals which collectively lead to the greater goal of the company, which is growth and profitability. Control points therefore have a direct influence on the budgetary decisions whether or not they may hamper the function ability of the company. Comparison of the two methods Compared to the Rendell method, the Martex is far much better to go with as will be discussed below (Banik). Some of the strengths in this method include the fact that there is a warm relationship between the division controller and the division general manager. The advantage accrued from this is that information is effectively shared internally. The division controller and his subjects share a common gal as they function as a team. This by extension gives the method the advantage of immediate budget approval due to the direct mutual interaction between the departments. Nonetheless, the method has a number of limitations.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More One of the major limitations is the fact that the divisional general manager can easily influence the financial reports and hide and cover instances of misappropriations in the department. This can have adverse implications on the financial well being of the company as embezzlement of funds my lead the company to bankruptcy (Ashton 49). Divisional controller as opposed to the Martex method is not really empowered. This means that while budgetary exaggerations can occur, the relevant authorities to regulate these allocations are not well empowered to stop such a fraudulent actions in the event that one occurs. Another limitation as the corporate controller is complaining is that the flow of information may not be as honest as supposed. There can be cases of irregularities while submitting financial reports to the corporate controller. There stands a greater chance for the division controller and the division general manager to collude to embezzle funds or misuse resources. The Martex Company is notably inclined on the functional organization structure as opposed to the Rendell’s business unit structure. Organization structure is a business structure that puts into accounts things like job distribution, management and regulation. However, organizations are differently structured according to their objectives. The Martex structure of organization shows clearly that the company is more inclined with the central organizational objectives rather than the managerial goals. With the Rendell Company, the general manager’s objectives are the main source of concern. Managerial functions The Martex method allows for the use of the controller. To achieve goal congruence in the Rendell Company, the only alternative there is might be this only way, to apply the Martex method in their system. Goal congruence is only possible when the Martex method is assumed into the organization. It very possible to find that division managers may be tempted to work towards pro tecting their own interests as opposed to the central objectives of the entire organization (Ashton 49). The division controllers should remain under the corporate controllers if goal congruence is to be achieved. The purpose of management is to plan, organize, lead, and control, functions that are fundamental if achieving an organization’s vision is to be realized. Every aspect of management is dependent on the other and no part of management can function without the other. Planning come prior to organizing, planning, leading and controlling. Planning necessitates the evaluation the company’s current performance and the future expectations in regards to the goals set. Good managerial policies will include fruitful decisions on how to reach the stipulated goals and effectively achieve the organizations objectives. Solving the problem Determining the goals and objectives that can effectively help the organization to reach its goals is what good and efficient managerial skills are al about. The Rendell Company for example has discovered some policies that are working in other companies to be effectively useful to their administration. The Martex method is a good example in this case. The company wants to implement these methods to avoid the biasness in its flow of information. Seeing a problem is one thing but implementing policies and ways to shield the company from such activities is a whole different issue. Planning is a constant process to ensure that the company keeps its objectives right and constantly evaluating the situation to be able to know when to make a move and most importantly which move to make (Anthony). Development plans are important to have as they help the company to determine the course of direction to take in response to the objectives set and goals prospected. Every company has their own philosophy or way of doing things that make them unique and things that work to their advantage putting them ahead of the competition. Demo nstrating teamwork and achieving results are the only way to tell how well managerial strategies are being effective and to establish whether or not they are working towards the organization’s objectives or otherwise. In the case of Rendell Company, the strategies laid in the managerial level are bringing the company to a conflict hence the differences between the division manager and the corporate controller. Planning as the foundation of managerial strategies includes the identification and selection of the companies priorities and putting them into perspective to deal with the first things first. Accomplishing the results again is a managerial responsibility and how well this is achieved shows the effectiveness of the strategy. The alternative as discussed above in this paper is more associated with the company’s objectives and organizational system. The suggestion after examining the system followed by the Rendell Company shows that the existing system is more effi cient. Better relationship between division managers and the division controllers gives a solution to the problem of biasness and this enables the division controllers to communicate directly to their superiors (Ashton 49). Tactical issues with this kind of a system in place are dealt with so easily, very conveniently and in a faster way. Corporate controller is more certain in information provided by the division controllers. Loyalty problems are arising because division managers feel undermined and watched and held in suspicion a factor that may lead to more problems in the ultimate end. Maintaining the power system in the divisions can be a good move in this case where a conflict of interest is the main bone of contention. Departmental solution To solve the conflict between the departments, the organization should consider stipulating clearly the roles and mandates of each and every department. The conflict is basically based on miss understanding and unclear information on the o rganizational power structures. It is very crucial for an organization to have his demarcations regarding the powers and responsibilities ironed out properly to avoid such circumstances. The case in Rendell is a clear example of what such uncertainties can create (Verbeeten 123). The organization can clearly highlight changes of departmental powers and make sure these rule are clearly understood and well appreciated. It should be clearly articulated that there is a change in the responsibilities and powers of the corporate controller, the division controller as well as the division manager. These changes are inevitable as the conflict revolve around the same. The unclear circumstances under which the corporate controller can not influence the budgetary proposals from the divisional managers are in questionable. There are other factors that can be considered however to ensure goal congruency in the organization. With the current advancement in the technological world, IT based data s hould be given priority. In such circumstances where information can be influenced and misrepresented to facilitate personal gain and to benefit self at the expense of the common collective good of the organization then IT could come in handy. Technology in the business world and administrative functions is sufficient to provide effective and efficient information without biasness. This can go along way in averting some of the situations as seen in the case of the Rendell Company. In this case therefore, initiating the Martex method needs a careful approach one that would lead to a peaceful and effective transition from the current system into the new found way. Formalizing the new job descriptions for the division controllers should be the first step in this overhaul. All departments shall be served with description letters showing and describing their mandate and positions in the decision making process. Process, procedure and methods should be made public to the members of the or ganization. Having a centralized goal that focuses on the organizational objectives is should be seen as the main agenda in the organization. Focusing on individual managerial objectives with the expectations that it may yield the ultimate common goal can be disappointing at times as there can raise issues of selfishness within the various departments. It should be clearly put that the managerial goals are subsidiary to those of the organization to avoid instance of people pushing for their own selfish agendas. Through out the study, clearly the Rendell Company requires urgent changes to revive its ability reach the set goals. Conclusion For a company to achieve its goals and objectives, there has to be well laid structures that support the intention to reach these goals. This therefore means that the company should always review its policies to ensure that no records of incompetence can be tracked or seen in their activities. Maintaining a good working environment and a clear syste m especially in the levels of hierarchy and power is of paramount importance as it is through workers satisfaction that can get the job done effectively. Workers need to feel protected to give them a sense of belonging to the company and hence to give them motivation to work (Charles Sturt University). Management in every organization is a determining factor on the profitability and the value of the company. Poor management strategies can really have severe implications on the company’s performance and productivity. Recommendations The reason why the two controllers in case above is because one feels undermined and like he is not part of the team as discussed earlier. This feeling hampers his ability to deliver properly in terms of offering services to the organization. This has brought so much tension and is making the two have a conflict. Such conflicts can rise in all levels of the administration and calls for more sober implementation of policies that would avoid such ins tances. In the case we have just studied it is apparent that the Rendell Company requires a more sane structure that would separate the power of the controllers and stipulate each controller with their own position. This would help if the goal congruence is something that a company wishes to achieve whether on the long or short term. Having policies that favor goal congruence is beneficial to the company survival. So as to achieve this though, a good and perfect example has been offered by the Martex company method of management. The corporate controller had already seen this and was suggesting the same be done in the Redell Company to allow for better results and enhance congruence of goals and objectives. In this paper, the advantages and disadvantages of the Martex method as well as the merits and demerits of the Rendell method have been clearly discuses. Works Cited Ashton, David. â€Å"The impact of organizational structure and practices on learning in the workplace.† In ternational Journal of Training and Development. 8.1(2004): 43–53. Web. Anthony, Robert, and Vijay Govindarajan, Management Control Systems, New York: NY, 2000. Print. Banik, Aviroop. Management control system- Rendell Company case. 2012. Web. Charles Sturt University. Organizational Structure. 2012. Web. Verbeeten. â€Å"The Impact of Business Unit strategy, Structure and Technical Innovativeness on Change in Management Accounting and Control Systems at the Business Unit Level: An Empirical Analysis.† International Journal of Management. 27.1(2010): 123-143. Web. This case study on Redell Company Managerial Structure was written and submitted by user Damaris Morrow to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Napster Wars essays

Napster Wars essays A young Shaun Fanning, attending school in high school in Harwich, Massachusetts had two loves: 1) Sports ( baseball, basketball, and tennis ) and 2) computers. As his curiosity grew for computers, he decided to stop his sport playing, and spend most of his time working with computers. He primarily focused on two aspects of the computer, programming and the Internet. His computer fascination grew into an obsession throughout high school. His freshman year at Northeast University in 1998 was spent trying to enter computer science classes higher than the entry level. Not finding anything challenging about the courses, he decided to start writing a Windows based program in his spare time. He started spending time in IRC chat rooms with experienced programmers who knew the tricks of the trade. Shauns roommate loved MP3s, but disliked the unreliability of old sites, and having to search endlessly for songs that were usually not even available. With this in mind, and his developing skills as a programmer and his curiosity for the internet, Shaun decided to write the Beta for Napster. He used the idea of all users being connected to one central computer server, yet all having access to each others music files. He wanted a continually updated list of songs to choose from. He wrote a small version and distributed it to friends and family. The results were all positive. He had fellow programmers detect bugs, and perfect the program. Napster got its big break, when it was featured as Download.coms featured download. The system would be revolutionary, he thought. A sharp contrast to the traditional search engines, this community would be user powered, based only on what the users want to share with other users. After the advertisement on Download.com, Napsters user count sky-rocketed. Shaun was on the right path. How creative! This creativeness would soon turn to turmoil (Fanning ...

Comparison Peter Singer's and Garrett Hardin's Positions on Helping Article

Comparison Peter Singer's and Garrett Hardin's Positions on Helping the Poor - Article Example In his article Hardin contrasts two metaphors: â€Å"spaceship metaphor† and â€Å"lifeboat metaphor†. The first metaphor represents the egalitarian model of distributive justice, which the author considers unreasonable: The spaceship metaphor can be dangerous when used by misguided idealists to justify suicidal policies for sharing our resources through uncontrolled immigration and foreign aid. (Hardin) The latter is a new concept introduced by Hardin. â€Å"Lifeboat ethics† advocates the state-centered approach to justice: First, we must recognize the limited capacity of any lifeboat. For example, a nation's land has a limited capacity to support a population and as the current energy crisis has shown us, in some ways we have already exceeded the carrying capacity of our land. (Hardin) From a utilitarian standpoint helping the poor puts a strain on the economy of the rich countries, where certain groups get financial benefit from the charity programs. The autho r shows how the concept of the World Food Bank cannot possibly be implemented to achieve the goal: Some countries will deposit food in the world food bank, and others will withdraw it. There will be almost no overlap. As a result of such solutions to food shortage emergencies, the poor countries will not learn to mend their ways and will suffer progressively greater emergencies as their populations grow (Hardin). In the author’s view giving help to the poor is the result of a misunderstood concept of justice. In this approach, the poor are seen as victims of circumstances: unfavorable geographical position, unequal distribution of resources on the planet, ineffective government, weather conditions, and emergency situations like natural disasters. The author stresses that the rich face similar difficulties, but learn to overcome them. The arguments lead the author to the controversial thesis: it is morally wrong to give food aid to poor countries. Hardin gives a rational justi fication for the ineffectiveness of food and technology solutions offered by rich nations. To emphasize his point he returns to the lifeboat metaphor and shows that in poor countries population grows faster and in they would eventually overturn their own boats and the ones belonging to the rich (Hardin). If the moral concept of guilt comes into play the author, introduces the metaphor of a lifeboat where a sympathetic passenger feels guilty for being in the boast while many people have to be in the water. He gives his seat to the one swimming in the sea, but the person who takes the place feels no guilt for having what others don’t have.  Ã‚