Civic Vergement - 1038 Words

Every corporation must start somewhere meaning they must research where they want to be located. To find an appropriate location, research is necessary because they cannot just build their business wherever they want because that can be considered acts of aggression if they do not ask the community for them to be in that area. So, to avoid confrontation corporations can ask the community and give them their intent and how they are going to improve their community. With them taking the extra step of asking for help from the community, then the business will run more smoothly. Community is defined as the area in which the corporation is doing their business and usually a city, a town or the assets of an area. Having a good community to†¦show more content†¦As discussed in class with one of the videos where a company wanted to cut down trees in the community, the people protested to reserve the forest and the company did not get the rights to operate in that region With them re ceiving the license, they must community relations because their success depends on the community and for most times if a corporation is too big, they hire a community relations manager who oversees interacting with the local citizens. some of the ways in which they can interact with the community is by having an economic development, housing, aiding minority, women and disable veteran own enterprises. This can be corporate social responsibility because they are paying it forward to the community that is supporting their business or corporate giving. This is defined as companies giving out some of their assets or eve cash to the public to help them improve the public wellbeing and this usually includes volunteering. According to Fortune magazines, Walmart, wells Fargo, bank of America, ExxonMobil are the top companies known for their corporate giving. Although, these companies have faced scandals such as Walmart is known for outsourcing, well Fargo was under fire for opening fake ba nk accounts they still have customers because of their reputation of giving back to the public. Some of the different ways of corporate giving include in-kind contributions this where companies donate some of their products to the

Adidas Case Study SWOT analysis and Michael Porters Five...

Executive Summary: Adidas was the dominating manufacturer of sporting goods. It achieved this success by developing cleated shoes for the soccer and track and field sports. The landscape of the sporting goods industry has changes, but Adidas has not changed with it. Sporting good textiles and footwear have become popular with younger individuals as a substitute for casual wear. Soccer and track and field sports are no longer the mainstream sports. These sports have been replaced in market share by sports such as baseball, basketball, football, and fitness activities like aerobics. Adidas has not developed the marketing mix to compete in these sports and fitness activities. The participation by women in these sports is growing, yet Adidas†¦show more content†¦Industry The sporting goods industry consists of three segments: athletic footwear, apparel, and equipment. Athletic footwear makes up 33% of the sporting goods industry, apparel 50%, and equipment makes up the remaining market share. The three largest markets for athletic equipment are the U.S. at 50% of the market share, Western Europe at 25% of the market share, and Japan at 10% market share. An industry that had one primary market segment consisting of the serious male soccer and track athlete has now separated into several market segments containing the professional athlete, the amateur athlete, the fitness group (aerobics and cross-training), and the mass consumer who is not interested in athletics but enjoys the comfort of wearing athletic apparel. Barriers to Entry The footwear-manufacturing segment has the highest barriers to entry out of the three sporting good industry segments. In the U.S. 53% of the footwear market share is controlled by two companies- Nike and Reebok. Adidas came in at 7th place with only 4% of the U.S. market share. The competition in the industry is fierce, requiring a substantial investment in marketing to establish a successful brand. Research and development expenses are high requiring a substantial investment to develop a shoe that could provide the necessary level of comfort to compete with companies like Nike and Reebok. Substitutes ForShow MoreRelatedNike Report13324 Words   |  54 Pagesfew of its competitors; Adidas-Salomon and Reebok, Sketchers, and K-Swiss. A brief overview of Nike and its competitor’s company profiles, brand portfolios, and current developments will provide an understanding that leads to an analysis of the external environment. This analysis further discusses the geographic distribution, general environment, industry environment using Porter’s Analysis, Nike’s competitor analysis, its dominant economic characteristics, driving forces, and key success factorsRead MoreCase Study148348 Words   |  594 Pages978-0-273-73552-6 (web) All rights reserved. Permission is hereby given for the material in this publication to be reproduced for OHP transparencies and student handouts, without express permission of the Publishers, for educational purposes only. In all other cases, no part of this publication may be reproduced, stored in a retrieval system, or transmitted in an y form or by any means, electronic, mechanical, photocopying, recording, or otherwise without either the prior written permission of the Publishers orRead MoreStrategic Marketing Management337596 Words   |  1351 PagesStrategic Marketing Management Dedication This book is dedicated to the authors’ wives – Gillian and Rosie – and to Ben Gilligan for their support while it was being written. Acknowledgements Our thanks go to Janice Nunn for all the effort that she put in to the preparation of the manuscript. Strategic Marketing Management Planning, implementation and control Third edition Richard M.S. Wilson Emeritus Professor of Business Administration The Business School Loughborough University

Global Training and Development Trends

Question: Discuss about the Global Training and Development Trends. Answer: Introduction The paper firstly focuses on evaluating the workplace practices introduced by the new yard manager at Wollongong Yard of Top Truck Company and aims to understand whether the same are complimentary to each other. Secondly, the paper would focus on understanding the risks regarding sustaining of the changes introduced in Wollongong Yard beyond the presence of the new yard manager and also the trade union leader. Finally, it would focus on comparing the participation of blue collar unions with public or service sector unions to changes introduced in an organization. Evaluation of the New Workplace Practices The new yard manager employed by Top Trucking Companys Wollongong Yard reflected the requirement for effective communication practices with both the trade union leader and also the employees. The managers of business institutions are required to ideally focus on conducting both formal and informal communication practices with the leaders of the trade union. The engagement of trade union leaders by managers through collaborating and communicating with the former contributes in the meeting of business and institutional objectives in a joint fashion (Rozkwitalska, 2012). Moreover, the development of effective communication of managers with trade union leaders also contributes in enhancing the quality of relationships between the two parties. It would also contribute in motivating the trade union leaders for actively collaborating and working with the managers and employees and also in enhancing the productivity at the workplace. Further, the engagement of trade union leaders by managers enhances the level of participation between the parties which in turn reduces the level of resistances to new changes introduced in the business institution. It also reduces the level of internal tensions between the managers and trade unions in the organization and thus enhances the level of trust and workplace cooperation for meeting of business goals and targets (Shi Wang, 2011). Similarly, the new yard manager also focused on engaging the employees in the Wollongong Yard of Top Trucking Company such that the same contributed in growth of teamwork and coordinated practices within the firm. Development and growth of teamwork practices between managers and staffs is considered potentially effective for generation of creative and novel ideas in rendering effective solutions to emerging business problems (Podsiadlowski, Grschke, Kogler, 2013). Further, the practice of involvement of employees by managers in workplaces ideally helps in gaining needed feedbacks from the former relating to new changes and policies introduced in the firm(Olsen Martins, 2012). It would also encourage the employees for disclosing problems faced by them at the workplaces and thus would enhance cooperation between the managers and staffs in meeting of business goals and objectives. Improved levels of communication between the managers and employees in the organization rightly helps in enhancing the performance levels and also the quality of work performed in the institution (Ferdman Sagiv, 2012). Further, the new manager employed at Wollongong Yard focus on improving the health and safety of employees in the firm through generation of training programs associated to technical and customer servicing parameters is also considered to be highly relevant. The development of such training programs by the new manager in the firm would contribute in enhancement of workplace productivity through reducing the chances of accidents and also in reducing the level of absenteeism of employees in the institution (Khanaki Hassanzadeh, 2010). Further, the incorporation of such training programs by the managers in the organization also would contribute in enhancement of the knowledge and expertise of the staffs in the firm for meeting of institutional objectives and goals in an effective fashion (Ongori Nzonzo, 2011). The chances of reduction of accidents and absenteeism of staffs at the workplace would contribute in reducing the level of manpower and business cost for the firm. It would help in reducing the need for the organization in recruiting new staffs in the firm and thereby would contribute in enhancing the level of trust and corporate citizenship in the organization (Ongori Nzonzo, 2011). The different activities undertaken by the new manager Wollongong Yard like the enhancement of communication practices with the trade union leaders and staffs, growth of teamwork between the different hierarchical levels and also the incorporation of skill enhancement and customer services training programs are observed to be complimentary to each other. The above activities increased the growth of trust and dependence of the drivers on the management such that they highly supported the activities undertaken by the manager like the introduction of new trucks and uniforms. It also increased the level of respect of the staffs towards the new manager (Olsen Martins, 2012). Similarly, the enhancement of communication practices between the manager and the trade union leader, George also contributed in sharing effective information associated with the yards performance. Increased consultation between the manager and the trade union leader potentially helped in earning new ideas for meetin g the objectives of the organization in a productive fashion (Ferdman Sagiv, 2012). The results of new practices undertaken by the new manager rightly helped Top Trucking in earning new contracts and also in successfully meeting the different benchmarks in an effective fashion (Bhatia Kaur, 2014). Risks to Sustaining the Changes The changes introduced by the new manager in Wollongong Yard need to be effectively sustained in Top Trucking Company irrespective of the presence of the George, the trade union leader and the newly appointed yard manager. The successful implementation of change in the firm requires the changes to be effectively planned, organised, directed and also rightly controlled by the management in the firm (Shi Wang, 2011). The change leader in the firm is also required for the development of a new vision and strategic framework for the firm and also in development of an effective organizational culture that would encourage the sharing of values, vision and mission objectives while also rightly motivating, empowering and also in potentially inspiring the potential stakeholders in the firm. The new manager is thus required to formulate an effective vision that would reflect the benefits of the new changes introduced in the firm (Rozkwitalska, 2012). Mission objectives are also required to hig hlight new directions for the organizational members for successful implementation of the changes introduced and thereby to reap the potential benefits. The change manager or leader is also required to rightly share the vision and mission objectives with both the existing and new staffs in the organization (Nilson, 2010). Further, the change leader or the new manager is also required to effectively motivate and inspire the staff and thereby in aligning staffs with like intellectual and emotional potential for meeting the business objectives. Along with sharing new vision and mission guidelines and objectives the new manager and George are required to rightly empower the organizational members for being actively involved with the change process. It would help in development of new leaders and supervisors in the firm that can further help in continuing with the implementation and sustaining potential changes introduced in the Wollongong Yard (Olsen Martins, 2012). Blue Collar Unions vs. Service Sector Unions The blue collar unions generally refer to the small trade unions like the Transport Workers Union as reflected in the case of Wollongong Yard of Top Trucking Company. These small unions to take active part in the change management process of the organization are required to be ideally trained and empowered by the change leaders of the institution. Here, also it is observed that the new manager of the Yard operating as the change leader continually interacted with the trade union leader and also the other staffs for implementing the new changes (Jehanzeb Bashir, 2013). On the contrary, the public or service sector unions are generally identified to be larger union bodies. These union bodies take active participation in the change management program of the institution based on formulation of training modules for the union members (Slavi? et al., 2014). These unionized bodies interact with the top management of the firm and thereby gain effective insights needed for training the instit utional members and in introducing the employees to the new vision and mission objectives of the firm. It is thus observed that Blue Collar Unions are less engaged compared to the public or service sector unions regarding change management initiatives of the firm (Dartey-Baah, 2013). Conclusions The analysis carried out in the paper ideally reflects that the different change management initiatives undertaken by the new manager at Wollongong Yard of Top Truck Company were complimentary to each other in enhancing workplace productivity and in motivating the staffs with the trade union leader. It also reflected on the importance of an effective change leadership model such that the same would contribute in sustaining the change ideology in the Wollongong Yard unaffected by the future moves of the new manager and George. Finally, the paper reflected that blue collar union leaders are less involved in the change management process of the firm compared to public or service sector unions. References Bhatia, A., Kaur, L. (2014). Global Training Development trends Practices: An Overview. International Journal of Emerging Research in Management Technology , 3 (8), 75-78. Dartey-Baah, K. (2013). The Cultural Approach to the Management of the International Human Resource: An Analysis of Hofstedes Cultural Dimensions. International Journal of Business Administration , 4 (2), 39-45. Ferdman, B. M., Sagiv, L. (2012). Diversity in Organizations and Cross-Cultural Work Psychology: What If They Were More Connected? Industrial and Organizational Psychology: Perspectives on Science and Practice , 5 (3), 1-51. Jehanzeb, K., Bashir, N. A. (2013). Training and Development Program and its Benefits to Employee and Organization: A Conceptual Study. European Journal of Business and Management , 5 (2), 243-252. Khanaki, H., Hassanzadeh, N. (2010). Conflict Management Styles: The Iranian General Preference Compared to the Swedish. International Journal of Innovation , 1 (4), 419-426. Nilson, L. B. (2010). Teaching at Its Best: A Research-Based Resource for College Instructors. United Kingdom : John Wiley and Sons. Olsen, J. E., Martins, L. L. (2012). Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of Organizational Behavior , 33 (8), 1168-1187. Ongori, H., Nzonzo, J. C. (2011). Training and development practices in an organisation: an intervention to enhance organisational effectiveness.. International Journal of Engineering and Management Sciences , 2 (4), 187-198. Podsiadlowski, A., Grschke, D., Kogler, M. (2013). Managing a culturally diverse workforce: Diversity perspectives in organizations . International Journal of Intercultural Relations , 37, 159-175. Rozkwitalska, M. (2012). Accepted and strong organisational culture in multinational corporations . Journal of Intercultural Management , 4 (3), 5-14. Shi, X., Wang, J. (2011). Interpreting Hofstede Model and Globe Model: Which Way to Go for Cross-Cultural Research . nternational Journal of Business and Management , 6 (5), 93-99. Slavi?, A., Berber, N., Lekovi?, B. (2014). Performance management in international human resource management: evidence from the cee region. Serbian Journal of Management , 9 (1), 45-58.

Predictors Of Husband To Wife Violence Essays - Abnormal Psychology

Predictors Of Husband To Wife Violence Critical Analysis of Journal Article Article: Feldbau-Khon, S., Heyman, R., and O'Leary, K. (1998). Major depressive disorder and depressive symptomatology as predictors of husband to wife physical abuse. Violence and Victims, 13, 347-359. Introduction The work of Feldbau-Khon, S., Heyman, R., and O'Leary, K. is described in the article, ?Major Depressive Disorder and Depressive Symptomatology as Predictors of Husband to Wife Physical Aggression.? The authors tested the link between a husband's depressive symptomatology and the frequency of physical aggression toward his wife. Also tested was the husband's Major Depressive Disorder and the frequency of physical aggression towards his wife. The authors had four hypotheses. 1: Clinically depressed men are more physically aggressive. 2: Depressive symptomatology is associated with frequency of physical aggression. 3: Depressive symptomatology effects on physical aggression are accounted for by other variables. 4: Depressive symptomatology effects on psychological aggression are accounted for by other variables. The study assessed physically aggressive men who volunteered for treatment with their wives. Participants responded to newspaper announcements offering free therapy for relationship conflicts. All spouses completed three-hour assessments consisting of structured interviews and self-report measures. Almost one third had moderate levels of depressive symptomatology, but only 11% met the criteria for Major Depressive Disorder (MDD). Although a significant relationship between increased depressive symptomatology and frequency of physical aggression was found, the relationship was most likely accounted for by self- reported anger. Weaknesses One weakness with this study is the makeup of the sample. The racial composition of the sample was 1.3% Black, 1.3% Asian, and 97% White. No Hispanics were included in the study although Hispanic men are also sometimes very violent to their wives. The sample should have had more diversity, not be made up almost entirely of Whites. Some races are more naturally violent than others are because its part of their culture. Using mostly whites in this study taints it because different depression could be a major factor affecting the physical violence of whites but perhaps not men of other races. Another weakness of this study is that it is never mentioned whether or not any of the subjects were taking any sort of medication. Many types of medications, for example any type Serotonin inhibitor, can affect violent behavior. The fact that the subjects were volunteers raises an issue. The participants responded to an advertisement for free therapy for relationship conflicts. These people wanted help. They were not ordered by the court to obtain therapy. This may suggest that they somehow have a different frame of mind than others who might not seek help, therefore, we cannot make accurate assumptions about the results of the study. Another issue one must take into consideration is that the participants completed a three-hour assessment for which they were not being paid for. They could have become tired, annoyed, bored, or frustrated. This could have affected their answers to the questions asked in the interview to determine whether or not they had MDD. They could also have not been revealing their true selves in the self-report. The interviews were conducted by grad students and a research assistant, not by the actual researchers or by doctors. There is a possibility they could have overlooked things a professional with more experience would have caught. Strengths of the Article One of the strengths of this article is that it stresses the possibility of outside factors affecting the physical violence. An example of this kind of variable is self-reported anger. A relationship where one person is depressed may in fact be a very chaotic relationship where anger and frustration can result in violence. In this case, the violence is may not be a direct result of the depression; instead it may result from the anger and frustration or marital discord that may accompany depression. The study recognizes that there are other factors of life that can affect the physical violence. Conclusion Although the study has its weaknesses, it is still a valuable learning tool. The study is consistent with other studies that have emphasized the role of anger in regard to husband-to-wife physical aggression. Much more research still has to be done to better understand the connection between MDD and husband-to-wife physical aggression. With every study performed, we come closer to realizing