Marketing :: essays research papers

The Brand/Product: 1.Attributes: The qualities are the item's essential attributes, both physical and practical. They are what the buyer may perceive first about the item through the five detects. The physical characteristics are what make the item what it is. They are aroma, surface, bundle, substance, assortment and cost. The useful qualities are appeared by how the items work. They incorporate sun assurance, dampness for the skin and an alluring advancement. 2. Advantages:      Benefits are what the genuine item characteristics can accomplish for the customer. It is critical to make these advantages not quite the same as the competition's. Each physical property has certain advantages that fulfill the purchasers needs. The aroma of our item is the thing that makes our salve so extraordinary. None of our opposition brands have a scented sun tan salve available that is focused at our portion; the main other is Coppertone Kids' assortments (5). Our salve arrives in an engaging aroma that causes the buyer to feel good and amped up for putting sun tan moisturizer on their bodies. There is no oppressive or solid sleek aroma like a few creams, and there is no phony smell like the "coconut" tanning oils that are available today (1). The entirety of this was thought about when we came out with our light, reviving and gentle scented aroma called "Summer Rain." All of our assortments of cream will be in this fragrance since it is one that can be speaking to every single diverse kind of individuals, not simply our objective market. The surface is non-slick and doesn't feel excessively overwhelming on the skin. This is significant on the grounds that when individuals utilize our item, they will be satisfied that they don't need to stress over obstructs pores that may prompt skin break out. It additionally leaves the skin feeling more advantageous due to the common lotions. Our moisturizer comes in three unique assortments for various skin types. We have salve for typical skin, dry skin, and slick skin. Every cream has certain measures of Vitamin E, aloe and vera and different lotions with the goal that the skin will "always come back to its characteristic balance" as it is utilized (4). The substance of our item are consistently natural and unadulterated. We utilize just the best and plant fixings, all deliberately tried for immaculateness and adequacy. (4) This makes the item more secure to use for the shopper and for the earth. It is spotless and invigorating, not sleek and bothering.

Strategic Management of HMV Group Assignment Example | Topics and Well Written Essays - 5500 words

Key Management of HMV Group - Assignment Example (Allude to supplement 1) Upper hand is the reaction of afirm to the squeezing need to sort out and perform discrete exercises. While these requirements may not be never-endingly spelt out, it is the duty of the organizers and executers of strategies to anticipate such circumstances when cooking for development and improvement of the firm n different levels. So this suggests the HMV Company needs to utilize an individual point of view with an association towards the fundamental business type. There are different exercises to mull over on account of the HMV Company. The exercises performed while contending in a specific industry can be assembled into classes, as these exercises can be partitioned extensively into essential exercises and bolster exercises. It has been noticed that essential exercises are those engaged with the progressing creation, advertising, conveyance, and adjusting of the item. While bolster exercises are those that give bought inputs, innovation, HR or the general framework capacities supporting different exercises. Each action utilizes bought inputs, HR, a mix of advances, and draws on firm foundation, for example, general administration and money. Exercises differ in their significance in respect of upper hands from industry to industry. ... While this is a decent hypothesis to deal with, critics are of the conclusion that in this day and age there are 'n' number of effects on an association's exercises and not only a set number of the equivalent. In such manner, the HMV Company may utilize bunches which are gatherings of firms and other wide businesses connected to one another based on different ability and their subsets. These capacity in the circle of giving the fundamental specialized and research based help for different client administrations, by utilizing different establishments and colleges separated from assistants and others. With regards to the HMV Company, porters' hypothesis pose the applicable inquiries What should the organization do to guarantee that the business develops in a manner that is maximally favorable for the association specifically What abilities and capacities should the organization start fabricating now on the off chance that it is to involve the business high ground later on How should the organization sort out for circumstances that may not fit flawlessly inside the limits of current specialty units and divisions The appropriate responses are to be found in not in this hypothesis however in the speculations propounded by Gary Hamel, C.K. Prahalad titled Competing for the Future. The creators are of the firm conviction that when equipped with the data in their discoveries and resulting speculations, an organization can make a professional dynamic motivation for authoritative change and can control its own fate by controlling the fate of its own industry. Hardly any organizations that started the 1980s as industry pioneers finished the decade with their authority in consideration and undiminished. Numerous easily recognized name organizations saw their prosperity disintegrated or pulverized by tides of innovative, segment and administrative change and request of-greatness efficiency increases made by nontraditional

Apply HR theory (Motivation) to company (G4S) Example

Apply HR theory (Motivation) to company (G4S) Example Apply HR theory (Motivation) to company (G4S) â€" Research Paper Example > HR THEORY (MOTIVATION) AT G4S by Introduction It has often been said that human resources are the greatest assets of a service organization and that one of the most essential and vital tasks of management is to motivate that resource to achieve corporate success and maximize its performance (Manion, 2005:34). Motivation as described by Buchbinder and Shanks (2007) is the personal inner drive that guides an individual’s behavior towards a goal. Motivation thus, is important in retaining and getting people to perform (Buchbinder, Shanks, 2007:5). The G4S is British Multinational Security Company that was founded in 2004 after a merger of the Denmark-based Group 4 falck and UK-based Securicor plc. It is also the worlds third-largest private sector employer with over 620,000 employees (Who Profits, 2011). Leadership The leadership at G4S has been particularly important, especially the HR, in motivating employees to perform better in various roles they perform at the company. As such, the company has ensured an enormous range of middle management and support roles in different offices to help employees continually strive to achieve the company business objective (Hersey Blanchard, 1993:34). This has ensured that employees remain focused to serve highly (Egelund Nielsen, 2013). Rewards G4S grows in the belief that its employees are one of the most significant part of the organization’s success. As such, the company HR department ensures that it rewards its employees to perform even much better in the coming years. For example, G4S has an employee of the year awards that is held yearly in different countries of operation like Bahrain. As stated in the company website, reward and recognition is one of the major tools to keep employees motivated and engaged with the company. We have initiated various employee engagement activities that had a significant impact on their morale including introducing the Employee of the Year Award in 2011” (G4S, 2014). This ensures that employees work hard to achieve more. Employee Motivation Motivation is important for employee growth (Vroom, 1964:4). G4S as a company prides in its ability to ensure that its employees are motivated to work and perform highly. Thus, the company has several methods of employee motivation. According to Maslow’s hierarchy of needs, people are more productive when they are psychologically satisfied (Maslow, 1954:13). The company has tried to motivate the employees to make them effective. First, the company HR department has an employee engagement strategy that helps the company improve service delivery for consumers and ensure an increased business growth opportunity. The company has employed the PRIDE model to implement this. P   - Protect their basic needs R   - Respect them as individuals I   - Involve them in the business D   - Develop their skills and potential E   - Engage them fully Culture Culture is a very important aspect in employee motivation. G4S has been able to develop and sustain a culture of hard work and support for its employees that ensures employees of company support even in difficult times. This is highly motivational (Porter, Bigley Steers, 2003:34). For example, the company offers training and development and support for local suppliers through practical or financial assistance at times of difficulty. According to the company website, “In Thailand for example, which has experienced successive and severe floods, the G4S Employee Trust made grants of over £266,000 to support our employees and their families” (G4S, 2014). The company has also established a scholarship program for employee children for instance in Guatemala and Kenya and an employee Trust. Change management At G4S, change management is an important factor to ensure continuity even when leadership or organizational functions change to ensure that employees are always motivated to work hard (Redman Wilkinson, 2001:23). Change has been in G4S since its establishment as it seeks to widen its market arena. However, the company has been able to effectively manage change through company culture and consistency in services and beliefs that leaders come with. This has sustained the company’s significance both in the market and in the employees (Mulongo, 2013). Conclusions G4S has managed to motivate its employees effectively over the years through different aspects as explained in leadership, culture, employee motivation, change management and the reward system. This has made the company successful overall. Recommendations To ensure uniformity, the company should implement similar motivational styles in all its branches worldwide to make all employees feel a sense of belonging. G4S should also align the salary of its employees depending on their qualifications, technical knowhow and experiences in different fields worldwide (Nicholson, 2003). Reference List Buchbinder, Shanks, NH 2007, Introduction to health care management. New York: Jones Bartlett Publishers. Egelund Nielsen, A. (2013). Understanding the failure of the divestment of ISS. G4S, 2014, Social responsibility. Retrieved March 13 2014 from http: //www. g4s. com/en/Social%20Responsibility/Securing%20our%20people/Employee%20welfare/ Hersey P Blanchard K. H, 1993, Management of Organizational Behaviour â€" Utilizing Human Resources, Sixth Edition, Prentice Hall International. Mabey C Salaman G 1995, Strategic Human Resource Management, New York: Blackwell Manion, J 2005, From management to leadership. San Francisco: Jossey-Bass. Maslow, AH 1954, Motivation and personality. New York: Harper Row Nicholson, N 2003, How to motivate your problem people. Harvard Business Review, 81(1), 57â€"65. Mulongo, MD 2013, Change Management Practices and Role of Leadership in Managing Change at G4s Kenya Limited. Available http: //erepository. uonbi. ac. ke: 8080/xmlui/handle/123456789/60646 Porter L. W, Bigley G. A Steers R. M, 2003, Motivation and Work Behavior, Seventh Edition: New York: McGraw-Hill Redman T Wilkinson A, 2001, Contemporary Human Resource Management, New York: Prentice Hall. Vroom, VH 1964, Work and motivation. New York: Wiley Who Profits 2011, The case of G4S: private security companies and the Israeli occupation. Available: http: //whoprofits. org/sites/default/files/WhoProfits Appendix Employee Welfare In 2012, G4S invested £641,000 from the Employee’s Trust and other welfare funds into programs to support the welfare and development of our employees.