Reading Cap 3 Market Leader

READING CAP 3 A) What area of business do you think the company American International Group (AIG) is envolved in’ a) Tobacco b) Insurance c) Oil d) Packaging B) What dot he following people mentioned in the article: Maurice Greenberg: Chairman Corneluis Vander: founder Edmund Tse: Runs Asian operations C) What do the following numbers in the main fthe article refers to? 166. – capitalisation 1992- Graduate licence 1919- Year of foundation in shangai 80,000- # of employees 130. -# of countries D) According to the article what are the main factors responsible for AIG? s success in Asia?R= because relationships in government E) Read the article and answer these questions 1. -What objective does AIG have in china? Increase the share 2. -What does Mr Greenberg see as his role in the company? As a employee 3. – Why in Asia important to AIG? The respect and valuies F) Find three verbs in the article which combine with the noun relationships to mean develop. Build Turni ng Success G) Find phrases (adjective and noun) in the article which mean the following 1. -Unused possibilities -odds 2. -continuing in the same place for a great length of time- permanency 3. -unlimited entry- . -representative connected to a company– image 5. -developing sales areas – develop training 6. -important talks- discussion 7. -most important countries – main advantage H) Discuss these questions 1. -what can spoil relations between companies? -. – missunderstoods 2. -a foreign company is opening a branch in your country. What factors should it consider? .- share of market 3. – In your experience are certain nationalities better at building relationship than others? If so which ones? American and japannesse 4. -How can you build good business relationships?. Favours and respect

Implications for Marketing Organizations Essay

Among these, the shift in the nature and growth rates of the world population has perhaps drawn much more attention of the business leaders because demographic variables reflect changes in consumer patterns and behaviors (Martins & Brooks 2009) which can impact their business practices. This report will examine the main trends in age structure of the global population and their implications to business strategies of marketing organizations throughout the world. The increase in ageing population is an important trend in many parts of the world, especially in developed countries (Madalina 2010), resulting mainly from the decline of fertility and increase in life expectancies (United Nations, 2011). After World War II, there was a sudden rise in the population which was termed as Baby Boom (Tombs & Seamons, 2010). They form an important target group for marketers. However, Tombs and Seamons (2010) pointed out that following the baby boom, the birth rate declined significantly in several nations such as Australia and New Zealand and a low fertility rate has existed since the mid 1970s. According to United Nations (2011), the aged population in the developed world is increasing rapidly and the number of old people will probably have outnumbered the young for the first time by 2050. People now prefer smaller families and this has led to a sharp fall in the birth rate. The improvement in living standards has a contributed to an increase in life expectancies. These factors have caused major changes in market patterns as well as in the type of goods being bought. For example, Gumbel (2008) demonstrated that the generation of Japanese women aged in their twenties who drove the growth in luxury fashion groups in most of the 1990s have mostly settled down to start families and buy apartments. As a result, the sales of luxury goods in Japan have fallen sharply. The age brackets which make up different proportions in the demography as a result of the changing age structure, have influenced the targeted markets and marketing strategy of companies (Tombs & Seamons 2010). The authors distinguish 6 different age groups within the Australian population, wherein each one has specific growth rates. The first category consisting of children below the age of five accounted for 6. 2% of the population in 2007. It is a promising market for companies who provide childcare services and children-related products. The population in the second group consisting of 10 to 19 year olds had declined at the beginning of the 1990s, but is gradually rising. This bracket is a targeted market for education, garment products, and entertainment. Post-teenagers and young adults aged 20 – 34 years constitute the grown-up category which was affected by the low fertility rate during the 1970s, causing its reduction through the 1990s. This group with a high disposable income purchase a variety of technologically advanced electronics along with branded garments. The fourth group of early middle aged people consisted of 13% of Australian population in 2007 and is predicted to increase to 23-25% by 2056 (Chandler 2008, cited by Tomb & Seamons 2010). The subsequent category is ‘Late middle age’ (Tomb & Seamons 2010, p. 161). Both these segments will have more importance for companies in the coming years as its share of the total population will grow gradually and consume a variety of high-priced luxury products. The last group comprising of senior citizens will also have a positive growth rate during the coming years similar to the two previous groups. These aged people are more interested in health care services, travelling and relaxation as opposed to the younger population which is easily attracted by technological commodities providing a positive social experience, creativity, innovation and uniqueness (Cuddeford 2012). A very important methodology behind television advertisements while targeting the middle aged groups is portraying celebrities in middle aged characters in order to please them by creating a sense of familiarity and thus, affinity (Diaz 2012). This is especially effective when several marketing ploys propagate youth culture. This approach is targeted towards expanding this segment which is attractive not only because of its increasing growth rate as the world population is ageing, but also because their exhibition of a loyalty related to service industry is considerably highercompared to the younger age groups (Paul & Patterson 2007).

Human Resources Management Essay

An individual can work hard due to various reasons which may be arising as a result of motivation in the organization. One factor that can make an individual to work hard is satisfaction received from the job he or she is doing and also from the organization (Pepitone, & Bruce, 1999, pp. 86). From the motivation theory of Douglas McGregor who came up with the theory Y and theory X, as he examined individual behaviors at work, he outlined several factors that can help us understand why people work hard in their work places. From the assumptions of theory X, we can say individuals work hard as result of how they are being controlled by the person in charge of them and also from the threats issued by their manager (Arab British Academy for Higher Education, 2010). The manager may issue threats and control to the individuals because the individuals according to this assumption dislike their work and thus in order for them to work hard the manager or supervisor has to do this as motivation to make the individuals to perform well and thus achieve the organizational goals. Another factor that makes individuals be directed to work hard according to this theory X assumptions is that, human beings on average like being directed and does not like responsibility (Arab British Academy for Higher Education, 2010) This can make the person responsible or in charge of the individuals to be involved in ensuring that individuals are being directed to work hard since on their own they can not be devoted to their work. Also the manager or supervisor can direct individuals since they are unambiguous so that he can make them to work hard in the organization. An individual may also work hard with the aim of achieving his goals and making sure that he has enabled security for his or her job. Motivation, which may not be in form of financial reward but any other reward that brings opportunity of satisfaction is another factor that may influence an individual to work hard. Still, one may be forced by circumstances to work hard due to the organizational principles which may be having a tough management and also may be full of punishment and even tight controls. On the other hand and according to the assumption of theory Y, an individual may work hard as a result of how he or she perceive his or her job since this assumption see work as just natural as rest or play (Fournies, 2000, pp 51). Furthermore, an individual can work hard if he or she is committed to the achievement of the organization and has an understanding that to be controlled or punished is not the only thing that can make him or her work hard. Job satisfaction can make one to commit himself or herself in the organization and work hard since he will be comfortable with his or her work In the current industrial life condition, intellectual potentialities are partially utilized for an average man so if a manager can be able to fully utilize this potentiality, then an individual can work much harder to achieve or improve performance of the organization (Fisher, 2000, pp. 101). An individual can work hard if there is no conflict in the job he or she is doing and even if there are no conflicting issues between him and the other employees in the organization. Being creative and imaginative can make an individual to be confident with the job one is doing and thus put more effort in his or her work. Hard and soft human resource management is two widely used models in recruiting new employees in many organizations. The two models have different views in accordance to the managerial control and human nature strategies. According to the motivational theory of McGregor which encompasses two assumptions which are theory X and theory Y, the hard model lays basis on strategic control which is tight and also view employees in the economic model as in theory X, where as the soft human resource management, their basis of control is through the commitment as in theory Y (Fournies, 2000, pp. 53). Differences in selection of employees in these two companies come as a result of the strategies of human resource which are different. The strategies of hard human resource include the organizational design, performance management, talent planning and resourcing and also the organizational development (Gill, 2001, pp, 61). In integrating the business strategy and human resource, the hard human resource strategies include techniques of management performance such as appraisal, organizational flexibility and also setting targets of work which they control them. On the hand soft human resource management involve themselves in training the employees and are much concerned on how employees perceive promotion opportunities and training. In this management approach the staff and management have good trust and communication between themselves. The strategies of soft human resource management include the employee relations, talent and learning development, recognition and reward and also employee engagement. The employee relation in soft human resource management includes the equality, diversity, safety and health. Recruitment of employees in organizations which have hard human resource management may be done in most cases as a contract since the organization does not have time to train new employees. Furthermore, the organization aim is to maximize on the potentiality of the employee and may dispose him or her if they find him unproductive so there is no need of recruiting new employees to be permanent unless he proves to be competent (Gold, & Bratton, 2001, 67). The soft human resource management on the other hand can recruit new employees with purpose of retaining them and train them to be fit in the organization for productivity of the organization. The soft human resource managers, since they are much concerned about the employees, they can recruit even persons who are not well trained and train them so that they can be comfortable in their work. A company which uses soft human management is more likely to recruit employees by retaining the existing employees incase of a promotion since the employees already in the organization are already trained and the valuable knowledge of the organizations operations (Gill, 1999, pp. 68). The company using hard human resource management is least likely to retain the existing employees since the employees may not be willing to stay long in the organization due to the strict rules and threats that exist in such organization. Soft human resource managers may be willing to retain existing employees as an incentive of motivating the other employees to work more harder since promotions are granted on the basis of work well done where as the company using hard human resource management does not do appraisal to employees as a result of their good results but they view it as the necessity of one to meet the set work target for the organization. The company using hard human resource management will recruit employees who are already competent even though it will mean getting employees from their competitors since they have no time to recruit an employee who will not be productive to the company even if is the first time he has started the job and also they have no time for training new employees (Gill, 1999, pp. 66) They are also more likely to have continuous replacement or recruitment of new employees since the existing employees can not stay long in an organization that does not motivate or recognize their efforts. The organizations, which use soft human resource management are more likely to retain employees and thus they do not need to continue recruiting new employees since the existing employees feel satisfied in their job as they are continuously motivated and there is chance of advancing in the same company and thus there is no need of leaving the organization for another one. Still, companies that use hard human resource management does not put in use the strategy of recruiting long term employees since they only need employees who can work in that organization so long as he or she is performing up to the time when he will be un productive (Gill, 1999, pp. 66). On the other hand, the companies who use the soft human resource management have to decide on the importance of recruiting new employees who can stay in the organization for long time since recruiting new employees is an expensive exercise and thus they see need of retaining new employees or recruiting employees with aim of retaining them in the organization.

Explain the relevance of marketing concept to the 21st century Essay - 2

Explain the relevance of marketing concept to the 21st century business of Boots - Essay Example Marketing develops an important link between the material requirements of a society and economic models of response. Marketing generally satisfies the wants and needs through significant long term relationship and exchange process. Leading organizations are implementing several effective marketing tools in order to increase their core competencies and market share (Masterson and Pickton, 2010, p.499). The organization achieves financial success based on their core marketing ability. Effective marketing strategy creates demand for the product. Marketing concept is the key ingredient of marketing. The essay will explain the significance of marketing concept to the boots’ business in this 21st century. Marketing Concept It is important for the organizations to understand the facts and significance of marketing concepts before implementing any marketing strategy. Effective understanding of marketing concept helps the organizations to develop effective marketing strategy based on t he current market demand and customer preferences. Marketing concept is an important management philosophy that helps an organization to achieve organizational goals and objectives through the stated customer recognition and satisfaction and intangible needs and wants of customers (Drummond and Ensor, 2005, p.51). Marketing concept can be classified into two different approaches, such as earlier approaches and contemporary approaches. The marketing orientation developed from traditional marketing orientations like product orientation, production orientation, selling orientation. On the other hand, contemporary marketing concept approaches majorly focuses on relationship management or relationship marketing that includes industrial marketing, customer approaches and business marketing (Shanker, 2002, p.268). The leading organizations in this 21st century are trying to implement social marketing strategy in order to focus on the society benefits. Earlier the marketers used to follow t raditional marketing concepts namely product marketing, production marketing and selling marketing. In 20th century the organizations implemented traditional marketing strategy due to low competitive market and lack of diverse market demand. After the Second World War several organizations tried to expand their business operations in various global market places due to globalization. On the other hand, the market demand and customer’s preference significantly increased due to diversified business practices of several organizations (Wheelen and Hunger, 2011, p.121). Now-a-days, various organizations are competing with each other for their products of a similar segment to secure effective market share. Therefore, people are consuming products of different brands based on the quality and prices of products and services. In 21st century, the organizations are trying to implement several unique marketing strategies based on the market demand and customer preference to attract the customers towards their products and services. In this modern era, the organizations are trying to implement holistic marketing concept in order to achieve significant competitive advantages (Pride and Ferrell, 2004, p.78). This marketing concept is based on design, development and implementation of several marketing programmes, activities

Children Development1 Essay Example | Topics and Well Written Essays - 750 words

Children Development1 - Essay Example Childhood development is a stage by stage process that where a child develops the ability to do different things in life as he grows mature. Development just like growth is dependent on the age of the child (Kyla, 2008). A child development can be classified into certain stages of skills development which are: the gross motor here the child learns to use muscle to sit, walk and balance. The fine monitor where a child by using hands is able to eat, play and do other things. Language develops where a child can understand and use the body language in communication. The cognitive skills that include learning, understanding and reasoning. Lastly, the social skill where the child interacts with the family and develops relationship with the family members The respondents were chosen from a group of 8-18 years aged pupils from the primary schools and the secondary school in the Baltimore state. Each group was interviewed separately and comfort was provided to ensure the responses obtained were as natural as possible. Same set of questions were asked to the members of each group in order to determine if there exists any variation and the extent of the variation. Among the questions asked was the name of the respondent. The younger respondent replied in term of only the name while the older respondent replied in that respect in addition to including the gender and the age in years. Secondly they were asked about their preferred sport the younger respondent replied indicating the name of the friend who was preferred in playing while the older respondent include in addition to the sport other variety of sports he would most likely be playing if not his best post. They were also asked about their any other preferred activities and also the ir hobbies. The younger respondent said she liked reading but did not specify the book she also talked of making models of cartoons. Ten older respondent replied the a he liked reading specific genre of books and doping other activities like listening g to music , learning French, and following the football news, he also expressed his emotions towards his friends and parents . Similarly he expressed his hopes for a future career. Results The replies given by these two pupils' shows a variation in the detail given per the question asked. The younger respondent gave less detail and normally answered the questions just with reference to the question asked. The older pupil included some more details in the answer, provided usually giving a diverse background and including some more details which helped the interviewer get a better understanding of the respondent. Additionally, the older pupil expressed his emotions more clearly with clear reason as to why these thoughts are that way. The responses of the older pupil were based on his own self analysis and thoughts rather that including a second party in the response given. Discussions The observations according to Rosenberg were found to apply with regard to the responses given in each question asked. The younger respondents usually answered the questions asked based on their physical features and activities. The answer given to the question on age was definite and a fact. Similarly the replies showed the achievement that pupils have obtained and a specific preference to the pupil. Similarly the younger pupil replies indicated their possessions and their physical attributes. On the other hand the

G-20 is In Need Of a Secretariat or Not Essay Example | Topics and Well Written Essays - 5000 words

G-20 is In Need Of a Secretariat or Not - Essay Example However, detractors who claim that the manner in which power is divide makes it difficult for the consistency and objectivity of the forums agenda since different countries and bloc are likely to focus too much on their own interest and alienate those of the other member states have often contested this. Over the years since its inception, G20 has become a major force in matter of global politics and social economic interest; it has consistently provided a useful forum for developing solutions for the challenges facing the world economy. The sessions of the G20 provide a financial outlay that is has proven critical in providing for and planning for the resources that constitute the IMF and other development funds. At the leadership level, G20 it can rightfully be viewed as the de facto forum for international dialogue and through its financial agreements that cut across geopolitical boards necessitated by globalization are arranged and coordinated. To its credit, G20 has been greatly successful and effective in meeting its objectives and through it, numerous treaties have been negotiated and ratified, there is no doubt that it does and will continue to be critical for the stability of global fiscal and social economic stability. ... Nevertheless the system of governance that existed when it was a ministerial affair seem to have been retained, consequently, it is operated what can loosely be described as an informal way. Even today, G-20 is still without a charter or a secretariat, consequently it limits the organization in a myriad ways especially concerning administrative powers and begs the question if the purpose for which it was set can really be fulfilled without a more formalized structure in place. As aforementioned, one of the most pressing concerns concerning G20 is it lack of a permanent secretariat, instead, a financial stability Board (FSB) plays some of the roles that would be normally carried out by the secretariat. This board, which was established in 2009 in London, was instituted with the aim of; creating strong and prudent oversight of principal and risk management in order to promote transparency. They were also charged with addressing valuation and ultimately change in the application and fun ction of credit ratings; ergo the response by the authorities to risk and stress causing factors in the financial system can be strengthened. Notwithstanding its relative efficacy, a closer look at the issues addressed by G-20 will evince that they are not limited to the fiscal ones that the FSB was designed to deal with. Many other themes have emerged, many of them deviating from financial matters, such these include Policy Corporation between nations, social and political as well as climate change issues which are all related in various degrees of closeness to financial matters but which exceed the scope of the FSB in their non-financial concerns. Ceteris Pulibus, the FSB is not comprehensive enough in its scope to encompass all the matters that arise in the G20 meetings,

Leadership Essay Example | Topics and Well Written Essays - 1500 words - 1

Leadership - Essay Example Based on this particular aspect, graduate schools have become increasingly focused on developing the leadership qualities of the students who are to be the upcoming employee generation in the global workplace (Jackson, 2009). Nevertheless, as leadership is termed to be more of an art rather than a science, it is essential to identify the personal limitations and development needs which should be managed accordingly to exemplify superior leadership capabilities in the practical scenario (Goleman, 2012). Based on these aspects, the discussion henceforth will aim at describing four skills area which I need to develop to grow as an effective leader in future. The description will be followed by a development plan which I think might be beneficial in my overall development as a leader. Four Skill Areas to Work On It is quite necessary to understand the concept of leadership and obtain a generalised view regarding the qualities that should be possessed by a leader prior to the elaboration and justification of the skills areas which I need to develop in order to become an effective leader. ... It is also related with social and philosophical dimensions of management in accordance with various business and non-business environments. In the words of Lubitz (2008, p.63), â€Å"Leadership is, therefore, never a straightforward task: it involves a set of complex skills whose employment is contingent on the level at which leadership is practiced, its place within the chain of task execution, and the nature of the task at hand.† Thus, it can be affirmed that leadership is a situational phenomenon where individual skills play a major role in depicting the effectiveness of such practices (DeRue & Ashford, 2010). From a generalised point of view, leaders in the contemporary context are required to possess various skills which accumulatively intend to enhance the qualities of the professionals and thus reward increasing efficiency (Campbell, Hays, Core, Birch, Bosack, & Clark, 2011). As stated by Klingborg, Moore and Varea-Hammond (2006), leaders in today’s contemporary era should possess organisational skills, learning skills, motivating skills, creative skills, critical thinking abilities as well as forward thinking and problem-solving skills. These skills are expected to augment flexibility among leaders to adapt changes and steer the team towards improvement. Another most significant ability which should be possessed by a 21st century leader is regarded to be the communication skills. As indicated by Decker (2006), effective communication not only assists in developing the team in a consistent manner but also helps to develop a mutual relationship and a stronger influence as well as control over the team performances. After learning about the skills required to be established as an effective