Free Sample: Marketing paper example for writing essay

Marketing - Essay Example

In ‘nova health system there are familiar with centralized and decentralized recruitment forms. In centralized recruitment all the decisions are taken by the head office for the recruitment and man power planning of whole company. The authorities to take decisions based on recruitment remain at the top management of the company. According to Nell and Bins, Geography 88 Decentralized recruitment means the devolution of ‘decision-making powers to the lowest levels of government authority to promote democracy and participation, such that local people are directly

Involved In decisions and developments which affect them personally There is some problems occurred in decentralized recruitment are listed below- High cost-?it Is costly because It has been under gone In duplication of functions In past year such as advertising expenses of $500,000. Competition among branches for selecting best fit to the for same position in same labor market is Just wastage of time such as units competing with one another to recruit from the same labor market.

Candidates interested in Jobs common to several facilities needing to apply parallel at each facility in this case both has to make same kind of documents for lobs like nursing ,so these are the unnecessary costs needs to be cut down In order to have more profit in the organization. Also there is absence of internal mobility for current workers across units due to less awareness of vacancies ,because of this there can be a miss out of Internal transfers or promotions. Company also misses out the chance of boost the morale of work force.

Company should have proper method of recruitment in order to get rid of some of the problems encountered . 2) Do you think you would choose to centralize the recruitment function? Why or why not? I would like to choose centralize recruitment function by looking at below points. Centralized recruitment procedure can be more cost effective than a decentralized system. This is because a centralized method requires a committed HRS staff that works entirely for recruit employees for all the branches. And also this can cut down duplication of advertising expenses as well.

Where only the head office advertise the advertisements. If they advertise repeatedly for the same job criteria wrought newspapers, internet, magazines, radio & TV etc, candidate have a doubt only the head office do the advertise part ,they could not on require Job vacancies and put them straight away. Centralized recruitment finds it easy to find a good employee for each and every position because they have good relationship among department and branches. They maintain better communication & less conflicts with subordinates so the HRS staff knows about the required candidate very well (they get the Job order clearly)..

Mainly this centralizes recruitment boosts and allows personal dervish inside the organization. Normally it enhance quick action, achievement of organization goals and objectives and also active marketing techniques example such as twenty-four-hour Jobs hotlist . Centralized recruitment also allows flexibility and adaptability of the company to the improved environments. Additional work is controlled with the staff at head office. Example such as Working better with computerized resume-scanning and tracking system.

Improved quality of work is there because head office thorough with organizational policies, good supervision and use new equipments. Centralize recruitment gives better coordination among several activities. Direct control and supervision are gives better outputs in low probability of problems of duplication of work and authority . Example such as improve the ability to measure recruiting effectiveness or keep accurate Equal Employment Opportunity / affirmative action statistics because of varying record- keeping systems across units and reduce duplication of advertising expenses. 4) If you centralize recruiting, what benefits would you anticipate for (a)the company and (b) the applicants Reduces costs- In centralize recruiting company having benefit of reducing cost & wastage of time is less. Expenses occurring for recruiting can be minimize when only the head office doing it. Every branches can ask head office do the candidates work over there without having redundancy of data (like having same C.V. every branch can be minimize) Better utilization of specialists Expertise people of Head office HRS staff will short list best fit to the required position of inconvenience they are facing for.

Uniformity in recruitment Uniformity in action is proven entire company because of central administrative intro. The same supervisors & their work and also they use same kind of office tools are used which confirm steady performance of activities Interchangeability of staff Staff is getting opportunities to work in different environments when they do internal mobility across branches and also they can have promotions by this companies getting benefit like less turn-over and absenteeism in order to achieve promotions.

Reduces favoritism Promotions and transfers are not done in personnel so each and every employee get chance of having better career development. So they like to perform well to the company. Transparency Applicants having benefit of them to have clear path of applying for Jobs. When every branch started to do the advertising for same position, candidates get confused and they are having doubts why they are advertising for same position of same company.

Better career path Employees have internal source of recruitment method when there is an opening , so they have chance of getting promotions as well as they are getting train them to go for promotions. Also when there is an opening in outstation branches employees get n exposure of different cultures as well. So employees like to work for the company. Job security When company has a good name applicants automatically get the guarantee about the Job. 5) What barriers might you encounter in implementing a centralized systems?

We have founds all the benefits of centralization, but it is also important to be aware with the problems before putting the idea into outcome. A centralized administrative system gives way to inequality via the initiation of undue rules or firm approval to official norms/beliefs which is redundant or bureaucratic ND that delays decision-making and also activities to be done. Employee is always expected to work according to what manager says. No worker at the middle level is getting the power to take a decision on a specific problem, in the absenteeism of the lead.

This causes psychological hesitancy and the workers see no development or motivation inside the company and then results loss of the Company. Delay in work because they got lot work to do so they get lots of staffs time for recruiting for single position in each branch, when they get hurry to do recruitment hey get problem of quality(whether it is up to standard) Managers can’t supervise easily because they have more work to do with in a time line, so the activities are done under less supervision. It’s hard to recruit externally cause information flow easily ,every branch is aware about the opening so company having disadvantage of less chance to outsiders. They have less probability of recruiting innovative employees externally. In centralization they are not thorough with the important work they has to do as in all the recruitment are at head office.

Free Sample: Marketing paper example for writing essay

Marketing - Essay Example

From humble beginnings with a single store In suburban Balkan, Baby Bunting now employs more than 400 people across its 24 National superstores and new 1 1 ,Cosmos warehouse in Melbourne. Baby Bunting is a specialist retailer catering to parents with children from newborn to 3 years of age. With the widest range of products in over 8,000 lines, we provide parents with the greatest selection In prams, car seats. Cots, nursery furniture. High chairs, change tables, portable cots, home safety, toys, feeding, monitors, baby wear, nappies and much more! 3. Examine vision or mission statement. A.

Discuss marketing implications of the vision or mission statement (1/2 page) Mission, Vision, and Values Mission statement: Baby Bunting is Australia’s largest nursery retailer and one-stop-baby shop Vision: We also offer a variety of services including gift registry, gift vouchers, professional car seat fitting service and lay- by. Visit us In-store today. Mission, Vision, and Values Mission and vision both relate to an organization’s purpose and are typically communicated in some written form. Mission and vision are statements from the organization that answer questions about who we are, what do we value, and where ere going.

A study by the consulting firm Ball and Company reports that 90% of the 500 firms surveyed issue some form of mission and vision statements. Bart, C. K.. & Abate, M. C. (1998). The relationship between mission statements and firm performance: An exploratory study. Journal of Management Studies, 35, 823-?853. Moreover, firms with clearly communicated, widely understood, and collectively shared mission and vision have been shown to perform better than those without toys and objectives were aligned with them as well. Bart, C. K. , Bonito, N. , & Taiga, S. 2001). A model of the impact of mission statements on firm performance. Management Decision, 39(1), 19-35. A mission statement statement of purpose, describing who the company is and what it does. Communicates the organization’s reason for being, and how it aims to serve its key stakeholders. Customers, employees, and investors are the stakeholders most often emphasized, but other stakeholders like government or communities (I. E. , in the form of social or environmental impact) can also be discussed. Mission statements are often longer than vision statements.

Sometimes mission statements also include summation of the firm’s values. Values Shared principles, standards, and goals. Are the beliefs of an individual or group, and in this case the organization, in which they are emotionally invested. The Cataracts mission statement describes six guiding principles that, as you can see, also communicate the organization’s values: 1 . Provide a great work environment and treat each other with respect and dignity. 2. Embrace diversity as an essential component in the way we do business. 3.

Apply the highest standards of excellence to the purchasing, roasting and fresh delivery of our fee. 4. Develop enthusiastically satisfied customers all of the time. 5. Contribute positively to our communities and our environment. 6. Recognize that profitability is essential to our future success. Retrieved October 27, 2008, from http:// www. Cataracts. Com/about. Similarly, Toyota declares its global corporate principles to be: 1 . Honor the language and spirit of the law of every nation and undertake open and fair corporate activities to be a good corporate citizen of the world. . Respect the culture and customs of every nation and contribute to economic and social voltmeter through corporate activities in the communities. 3. Dedicate ourselves to providing clean and safe products and to enhancing the quality of life everywhere through all our activities. 4. Create and develop advanced technologies and provide outstanding products and services that fulfill the needs of customers worldwide. 5. Foster a corporate culture that enhances individual creativity and teamwork value, while honoring mutual trust and respect between labor and management. . Pursue growth in harmony with the global community through innovative management. . Work with business partners in research and creation to achieve stable, long-term growth and mutual benefits, while keeping ourselves open to new partnerships. Retrieved October 27, 2008, from http://www. Toyota. Co. ]p/en/vision/ philosophy. A vision statements future-oriented declaration of the organization’s purpose and aspirations. , in contrast, is a future-oriented declaration of the organization’s purpose and aspirations.

In many ways, you can say that the mission statement lays out the organization’s “purpose for being,” and the vision statement hen says, “based on that purpose, this is what we want to become. ” The strategy should flow directly from the vision, since the strategy is intended to achieve the relatively brief, as in the case of Cataracts vision statement, which reads: “Establish Cataracts as the premier purveyor of the finest coffee in the world while maintaining our uncompromising principles as we grow. “Retrieved October 27, 2008, from http:// www. Trucks. Com/about. Or ad firm Googol & Matter, which states their vision as “an agency defined by its devotion to brands. “Retrieved October 27, 2008, from http:// www. Googol. Com/o_matter. Sometimes the vision statement is also captured in a short tag line, such as Toast’s “moving forward” statement that appears in most communications to customers, suppliers, and employees. Retrieved October 27, 2008, from http://www. Toyota. Com/about/our_values/index. HTML. Similarly, Wall-Mart’s tag- line version of its vision statement is “Save money. Live better. Retrieved October 27, 2008, from http://www. Walter. Com. Any casual tour of business or organization Web sites will expose you to the range of forms that mission and vision statements can take. To reiterate, mission statements are longer than vision statements, often because they convey the organizations core values. Mission statements answer the questions of “Who are we? ” and “What does our organization value? ” Vision statements typically take the form of relatively brief, future-oriented statements-?vision statements answer the question “Where is this organization going? Increasingly, organizations also add a values statements written statement that reaffirms or states outright the organization’s values that might not be evident in the mission or vision statements. Which either reaffirms or states outright the organization’s values that might not be evident in the mission or vision statements. Roles Played by Mission and Vision Mission and vision statements play three critical roles: (1) communicate the purpose of the organization to stakeholders, (2) inform strategy development, and (3) develop the measurable goals and objectives by which to gauge the success of the organization’s strategy.

These interdependent, cascading roles, and the relationships among them, are summarized in the figure. Figure 4. 4 Key Roles of Mission and Vision First, mission and vision provide a vehicle for communicating an organization’s purpose and values to all key stakeholders. Stakeholders are those key parties who have some influence over the organization or stake in its future. You will learn more about stakeholders and stakeholder analysis later in this chapter; however, for now, suffice it to say that some key stakeholders are employees, customers, investors, suppliers, and institutions such as governments.

Typically, these statements would be widely circulated and discussed often so that their meaning is widely understood, shared, and internalized. The better employees understand an organization’s purpose, through its mission and vision, the better able they will be to understand the strategy and its implementation. Criterion of a good strategy is how well it helps the firm achieve its mission and vision. To better understand the relationship among mission, vision, and strategy, it is sometimes helpful to visualize them collectively as a funnel.

At the broadest part of the funnel, you find the inputs into the mission statement. Toward the narrower part of the funnel, you find the vision statement, which has distilled down the mission in a ay that it can guide the development of the strategy. In the narrowest part of the funnel you find the strategy -?it is clear and explicit about what the firm will do, and not do, to achieve the vision. Vision statements also provide a bridge between the mission and the strategy.

In that sense the best vision statements create a tension and restlessness with regard to the status quo-?that is, they should foster a spirit of continuous innovation and improvement. For instance, in the case of Toyota, its “moving forward” vision urges managers to find newer and more environmentally roundly ways of delighting the purchaser of their cars. London Business School professors Gary Hammy and C. K. Parallax describe this tense relationship between vision and strategy as stretch and ambition.

Indeed, in a study of such able competitors as CNN, British Airways, and Sony, they found that these firms displaced competitors with stronger reputations and deeper pockets through their ambition to stretch their organizations in more innovative ways. Hammy, G. , & Parallax, C. K. (1993, March-April). Strategy as stretch and leverage. Harvard Business Review, 75-84. Third, mission and vision provide a high-level guide, and the strategy provides a specific guide, to the goals and objectives showing success or failure of the strategy and satisfaction of the larger set of objectives stated in the mission.

In the cases of both Cataracts and Toyota, you would expect to see profitability goals, in addition to metrics on customer and employee satisfaction, and social and environmental responsibility. Http://passbooks. Lardiest. Org/books/management-principles-iv. 0/sis-developing- mission-vision-and-. HTML http://www. Virtuousness. Com/files/model-chapter. UDF 4. Identify 3 product categories sold through the retail division but not the on-line division. A. 1 paragraph description for each and possible target market b. Select 1 potential category suitable for on-line sale. 5.

Outline research steps (table) required to establish if an on-line buyer market exists. Describe and explain each step. Must be referenced. 6. Identify 3 Australian based research agencies suitable to conduct the research. Develop a selection criteria to identify the most suitable agency. (consider resources, experience, expertise). Recommend 1 Agency. Explain and Justify. Paragraphs. Nielsen: they trends and habits worldwide. And they’re constantly evolving, not only in terms of where we measure, or who they measure, but in how our insights can help you drive profitable growth.

They continue to develop better solutions to help us meet the needs of today’s consumers, and find out where we’re headed next. One of the most important thing for our company is that, Nielsen corporate social responsibility have a program empowers Nielsen associates around the world to lead and participate in projects that make an uncommon impact in their communities and globally Sweeney search: Sweeney Research is one of the largest Australian-owned research consultancies, with four decades of experience in conducting quantitative and qualitative market research with the Australian public.

They have a long history of working with clients from the public and private sector, and they pride ourselves on delivering relevant and actionable insights through our research. Collar Burrton: When we are going to find a research agency we need to make a considerable decision, because the most important aspects to take into account are reputation, preferences from other customers, Jobs that they have done with others clients, experience with brands and similar products, similar experimental projects and the certifications for the different regulatory companies.

Free Sample: Marketing paper example for writing essay

Marketing - Essay Example

Today, that history of giving something back lives on at Kellogg – through our programmer supporting breakfast clubs in Britain and Africa and food banks. And in 201 3 we pledge to do more, by giving away 15 million servings of breakfast and snacks to those In food poverty In the K. BREAKFAST CLUBS IN THE UK Since 1998, Kellogg has helped set up more than a 1,000 breakfast clubs. Today, these clubs serve around two million breakfasts each year to children who need them the most. What is a breakfast club?

A breakfast club is a safe, friendly, relaxed place where children can enjoy breakfast with their teachers and classmates before school. It’s the perfect place to start the day so children get a great start for the day ahead. Breakfast clubs are proven to help improve children’s behavior, punctuality and attendance rates at school. How Kellogg helps For more than a decade, Kellogg has helped schools start a new breakfast club and supported those breakfast clubs which already exist.

From Belfast to Norwich and Aberdeen to Plymouth, we’ve set up more than 1,000 reassess clubs across the UK so far You’ll find our clubs in state funded schools in the most deprived parts of the UK We’re the breakfast club experts – we’ve been working with schools for a long-time so we know, first hand, what it takes to set up and run a breakfast club How we can help you If you’re thinking of setting up a breakfast club, or want support with your existing breakfast club, then Kellogg can help.

For new breakfast clubs – we offer a cash grant and a training workshop to help you kick-off your club For schools with an existing breakfast club – we offer a cash grant and other support to help your club continue to be a success 1 OFF Since 2010, Kellogg has been working with charity Seeds for Africa to set up breakfast clubs in Malawi and Uganda.