International Marketing Assignment Essay Example | Topics and Well Written Essays - 500 words

International Marketing Assignment - Essay Example Most of the investors who invest in business in Indonesia must have the authorization from the senior governmental officers hence proper plans should be made by the business top management bodies to familiarize the senior government official of the detailed information about the business and its intentions to Venter to the countries market. On the other hand, the company also should put in to place the proper measures to enhance promotion. This is the process through which awareness is created to the people and every person in the target market are familiarized with what is being offered by the company. By being present in most mainstream malls, which are major interacting places for teenagers is in itself, a critical strategy to be a dominant force in the teens’ market. Furthermore, they are intensely tottering on luxury and casual wear by offering higher prices but fall short of the ones demanded by the designer’s1. As a result, this strategy has allowed the company to market to a wide array of social classes. Even though they are very specific on age, appropriateness their target of class is not hence promotion play a major role in ensuring the company maintains completion and that people know its products. In summary, therefore when it comes to getting into, capturing and penetrating a new market especially in foreign countries, businesses usually find it challenging and difficult. For Abercrombie and Fitch to succeed in the Indonesian market it will have to do the following:- Market Segmentation is defined as the process of separating a market into direct groups of consumers who may need separate products. There are numerous bases for segmenting the market; they are psychographic, geographic and demographic variables2. A Psychographic criterion is defined as the process that considers both psychological and sociological information. Psychological nature entails attitude, motivations, and personality. Sociological

Amazonia S.L Essay Example | Topics and Well Written Essays - 2500 words

Amazonia S.L - Essay Example e growing population of competitors in Matarà ³; however it had successfully recovered by opening new business practices with the help of his nephew, Carlos Costa. Based on the income statement figures of Amazonia, S.L. from the year 2002 up to 2004 its net income is improving as well as the revenue of the business. This had proven the success of Amazonia, S.L., and this big market share was brought about by customer’s loyalty. On the other hand, the market situation is rapidly changing and so with the customer’s taste and preferences. This situation should be properly handled by Amazonia, S.L. to avoid recession in the near future. The idea of innovation had long been considered by Mr. Antonio Moreno and the task was given into the hands of his son, Miquel. Soon after Miquel deals with the operations and customers of the company, he discovered a new idea of innovation – to establish cocktails Copacabana, a production and merchandising division of exotic fruit j uices, emphasizing their healthy properties. The main thrust of this paper is to identify whether the proposal of Miquel Moreno would be viable for the business. He really believes that cocktail Copacabana is a good business but how will he present the evidences in a manner that is convincing to the partners of the company. Although Miquel had gathered reliable data for his proposal, he at the same time lacks familiarity with the daily practices of the new business. Thus, this paper would also tackle about the minor and major stated problems of the new proposed business with a corresponding alternative solution. Every business venture whether unknown or known to the market has to face different problems brought about by environmental changes (Thomson 9). This is part of every business which no one can hide or run away from it. This situation will likely occur either in the present or in the future situation, and so before this could happen, the business should have its own coping mechanism in an

Summary (33-112 pp.) of The Mother of the Lord - Memory, Presence, Essay

Summary (33-112 pp.) of The Mother of the Lord - Memory, Presence, Hope Translated by Thomas A. Thompson - Essay Example Laws, meditations and think tanks are formed to fight with the negative propensities in life, but, unfortunately, the level of determination to struggle is directly related with the level of faith in our cause. The deeper we believe in something, the higher will be our motivation to put it into action. The Marian theology helps, where all other methods of social reformation fail. . It will be a better approach to study it with contemporary theological currents. Other branches of theological inquiry- soteriology, pneumatology, and ecclesiology also come to the fore here. To understand the Marian theology begins with understanding the role of Blessed Mary and her contribution and importance in Christianity. God has blessed Mary with a special favor to her and passed his righteousness to the Christ through her. Mary was chosen as the mother of Christ, by the God to put forward goodness and kindness. She is a mirror of God’s mercy to His people and provided spiritual, physical and intellectual needs to her Son. In Matthew’s Gospel, Joseph is told, â€Å"It is by the Holy Spirit that she has conceived this child† (Mt 1:20). The relation between Blessed Mary and Christ is of utmost importance in understanding the Marian theology. It describes the link that Virgin Mary is a blessed soul to for every Christian to find his way to the Christ as an establishment of faith. It becomes an essential part of Christian faith to pray and love Mary, along with Christ, to understand his holiness. Because of this relation, she is a perfect fruit of the redemptive work of her son. As a result of the Incarnation, humankind received the link which connects the creation with its Creator. The significance of Mary lies within the Holy Trinity. With this relation, she has assigned a supreme dignity and responsibility that are not available to any other creature ever. She has a gifted transcendent honor that can be a great source of inspiration with each one of us. She has full supremacy to oblige in the process of salvation for all mankind. God has bestowed on her a special grace of redemption for the benefit of human-beings. Thus, Mary is given titles such as the temple of the Trinity, tabernacle, alter, sanctuary†¦. The book also deals with the relationship between Mary and the Holy Spirit. In essence, Mary is protected from the stain of original sin, and the Holy Spirit filled her with grace. She is created by the Spirit as his perfect temple and as a result of which, she did not need to be baptized, because the God’s spirit is present within her very existence. Jesus, who is the spring of all grace, came to Mary as a result of the work of the Holy Spirit; so it is conclusive that all grace had to come through Mary by the exertion of the Holy Spirit. As in the Old Covenant, the cloud indicates God, in the New Covenant, the Holy Spirit overshadowed Mary, and she conceived, becoming the tent of God. The visit of Mary to the house of Zachariah is also important in establishing the relationship between Mary and the Spirit. Elizabeth, filled with the Spirit, greeted Mary saying, â€Å"Most blessed are you among women, and blessed is the fruit of your womb.† Mary in response recited her Magnificat, filled with the Spirit. Furthermore, the document indicates that in the temple during the appearance of her child Mary’s sacrifice, which was in Spirit and truth, symbolizes Jesus’ Passion. In addition, we see a connection between

Home Visit Activity Essay Example | Topics and Well Written Essays - 500 words

Home Visit Activity - Essay Example The mother is 25 years old named Jane. My friend recommended me to interview her for this task. In the planning process of this activity, I called a week in advance to see if she was willing to be interviewed. She agreed to the visit and we decided to carry out the activity on February 1 at 9 am. Although the time was set as per her consent I made a call before visiting her to make sure that the time is still suitable for her. The visit I visited Jane on the specified time. The visit started with a pleasant greeting to her and the baby. I went to wash my hands before holding the baby to give the impression of hygiene importance. To make the atmosphere friendly and light I introduced myself concisely and gave her a hand sanitizer as a gift for visitors. As per the phone conversation I expected a friendly but shy lady. However, Jane felt comfortable with me discussing her problems and circumstances. The purpose of the visit was to explore the facts which may be causing the baby girl to lose weight. The mother clearly stated that the baby was not gaining weight despite of her struggles and visits to different local doctors. The place where she lived was a small underdeveloped area with less educated and poor people surrounding it. She told about the frequent changes in medications in order to resolve this issue.

Managing People in Engineering Assignment Example | Topics and Well Written Essays - 1000 words - 1

Managing People in Engineering - Assignment Example Further, it understands the changes in the workforce with regard to demographics, skills, interests as well as performance. Workforce planning also capable of identifying various gaps in capability, as well as understanding the suitability of the current workforce for the purposes of future job needs. In addition, this process develops strategies, for example recruitment, retention as well as training for the purposes of addressing needs of staff, according to the gaps (1). The general employment environment plays a major role in workforce recruitment and selection. For recruitment and selection processes to be successful the employment environment has to be inclusive, whereby, for example, there is support by staff for processes such as agency workforce diversity initiatives. Environment includes the external environment- this refers to the various factors that affect the ability of a manager to attract, as well as recruit new workforce. Employment environment refers to factors such as the style of management, work-life balance as well as learning and development factors. For successful recruiting and selection to be achieved, the following processes and procedures are carried out. The first process involves short-listing. This involves making assessments of the applications of candidates to establish their suitability for the engineering post, which is done according to the job description and the person’s specification. After short-listing, persons are required to fill application blanks, which record qualifications, experiences as well as any other necessary specialty. This is an important selection process as it provides important information which can be used to properly identify the person and develop appropriate inferences with regard to his suitability. What follow is employment tests, which are carried out to match the physical, mental as well as temperamental pattern of the individual. These

The Rate of Diffusion Essay Example for Free

The Rate of Diffusion Essay Abstract I found that this experiment gives me an understanding on how osmosis and  diffusion works. In its simplicity, it explains the process that our bodies (mainly cells)  use all the time. It also showed me that even with the temperature changing, it doesnt  drastically change the rate of diffusion. Introduction Diffusion is important in all living systems. Osmosis is the passage of water from a region of high water concentration through a semi-permeable membrane to a region of low water concentration (Purchon 1). Diffusion is the movement of a substance from an area of high concentration to low concentration (Biological 21). With this knowledge we tried to recreate diffusion for students to understand the process. The dialysis bags represented our selectively permeable membrane with the fluid inside it, sucrose. How much of the substance moves from the cup to the bag quickly depends on the temperature of the substance. The class used four different temperatures to measure the rate of diffusion. I thought that the rate of diffusion would increase as temperature increased because the more heat put into the process the quicker the molecules will move. The null hypothesis is that no matter what the temperature is the rate of diffusion will stay the same. Materials and Methods The materials used were a dialysis bag, string, pipet, beaker with water, 10% sucrose water, and a balance. The variables that we made standardized were the concentration of the solute, length of the dialysis bags, and time. Each group poured 10 milliliters of 10% sucrose into two 15 cm long dialysis bags and bent the end of the bags and tied them. Then the bags were immersed in water, dried, and measured. Next the bags were put into room temperature (about 20 °C), 60 ° C, 45 °C, or ice water (0 °C). Each group measured the bags three more times at 10 minute intervals drying them off each time. Once they finished, each group subtracted the final measurement from the initial to see how quickly the water diffused into or out of the bag. My partner and I did the experiment twice, once with ice water and the next in room temperature water. We had two dialysis bags for each of the two experiments that we did. The independent variable is ______________. The dependent variable is __________. Results The first two tables are the information that my partner and I got through our two experiments. The data from our experiments show that the rate of diffusion was faster with the room temperature water. The last table shows the classs data. The classs results show that the rate of diffusion occurs the fastest in room temperature water. Both my data and the rest of the classs data show that the rate of diffusion is fastest in room temperature water. The overall total weights of the dialysis bags immersed in room temperature water weighed the most which shows the rate of diffusion being the fastest in those experiments. Table 1 Graph 1: The Change in weight of the 2 diallysis bags of 10 ml of 10% sucrose left in ice water (2 °C). Time in minutes Weight of 1st bag in grams Weight of 2nd bag in grams 0 10.93 10.89 10 11.49 11.28 20 11.76 11.66 30 12.05 11.94 Total weight gained in each bag 1.12 1.05 Table Graph 2: The change in weight in the 2 dialysis bags of 10ml of 10% sucrose left in room temperature water (21 °C). Time in minutes Weight of 1st bag in grams Weight of 2nd bag in grams 0 10.92 10.92 10 11.56 11.45 20 12.08 11.90 30 12.56 12.35 Total weight gained in each bag 1.64 1.43 The change in weight in the 2 dialysis bags of 10ml of 10% sucrose left in room temperature water (21 °C). Table Graph 3: Each groups change in weight of each of the dialysis bags in the different types of water. 21-23 ° C Room Temperature 47-49 ° C 59-60 ° C 2 ° C ice water -1.77 .03 -0.30 .24 .16 .20 -0.38 .61 .34 .28 .06 .76 .35 .40 .16 .77 .42 .68 .56 .88 .76 .73 .75 .93 1.01 .89 .76 .96 1.05 2.06 .83 1.01 1.60 2.21 1.14 1.02 1.12 1.25 1.03 1.12 1.42 1.05 1.33 1.12 1.39 1.19 1.42 1.30 1.43 1.34 1.47 1.45 1.52 1.56 1.61 1.64 1.75 1.78 Total Average weight gain 1.05 overall 0.83 0.57 0.98 Each groups change in weight of each of the dialysis bags in the different types of water. Discussion The data seems to agree with me in the fact that the rate of diffusion was the quickest in the room temperature water. My partners and my experiments average was 1.085 grams with the ice water and 1.53 with the room temperature water. This shows that the rate of diffusion was faster in the room temperature water, but not by much; it only had 0.445 grams more than the bags that were in ice water. In the classs experiments, the bags in room temperature water only weighed 0.07 grams more than the bags in ice water. The bags in the 47-49 ° C range came as third fastest, leaving 59-60 ° C range dead last. They varied by 0.26 grams. Overall the rate of diffusion didnt make a huge jump in any certain temperature change in the water. It changed slightly, but not enough to make quite an impact on the process. This data also shows that there wasnt much change overall between room temperature water, ice water, and the 47-49 ° C water. The problem with this data is the class chart. It seems as though overall people messed up in very common ways. Some of the data were in the negative which probably means they either didnt tie the dialysis bag tight enough or poked a whole in the bag. Also, some people didnt have enough  time to complete the experiment at the correct interval time.

Managing Hospitality Enterprises Human Resource Management Recruitment Selection Business Essay

Managing Hospitality Enterprises Human Resource Management Recruitment Selection Business Essay Introduction The main purpose of recruitment and selection process is to select the right candidate for the job (Dale 2001). In a hospitality industry, it is often said that our people are the greatest asset (Hayes and Ninemeier 2009). People are a critical component in this industry as they are the ones that have the most interaction with the guests. Many successful hospitality leaders has this perception that by giving outstanding guest services it will lead to the company excelling and making profits. There is also a point in mind to take note as there is a need to identify the talented people in the organization and coming out with methods to train and retain them. These people must be kept satisfied and committed to the organization goals. At any one time people will be trying to either change their job or acquire a job and employers at the same time will be looking for employers (Nickson 2007). This indicates that all the workers in the external market are competing for jobs all the time. Due to the impact of the recent economic recession, employers would find it difficult to retain their top-performing employees as during this period the employees do not enjoy much benefit. Employers fear that employees would leave their current job and getting a better job. In a Hospitality Industry, it is often seen that attracting the locals to work are often more difficult to work. Among the many areas of the Human Resource Management, I feel that the most basic step in the Hospitality Industry is to recruit the right people for the Industry. Definition of Recruitment and Selection Recruitment is the process of attracting a pool of candidates for a vacant position, and selection is the technique of choosing a new member of the organization from the available candidates (McKenna and Beech 2008). Recruitment is the process of finding and engaging the people the organization needs and selection is that part of the recruitment process concerned with deciding applicants or candidates should be appointed to jobs (Armstrong 2009). According to this author there are four stages of recruitment and selection are as follows: Recruitment and selection stages Defining requirements preparing role profiles and person specifications; deciding terms and conditions of employment. Planning recruitment campaigns. Attracting candidates- reviewing and evaluating alternative sources of applicants, inside and outside the company: advertising, e-recruiting, agencies and consultants. Selecting candidates- sifting applications, interviewing, testing, assessing candidates, assessment centres, offering employment, obtaining references; preparing contracts of employment. The overall aim of the recruitment and selection process should be to obtain at minimum cost the number and quality of employees required to satisfy the needs of the company (Armstrong 1998). According to the same author there are only three stages of recruitment and selection which are: Defining requirements preparing job descriptions and specifications; deciding terms and conditions of employment. Attracting candidates reviewing and evaluating, alternative sources of applicants, inside and outside the company, advertising, using agencies and consultants. Selecting candidates sifting applicants, interviewing, testing, assessing candidates, assessment centers, offering employment, obtaining references; preparing contracts of employment. Among these three authors above, each of them gives different definition to what recruitment and selection is. The first author talks about just filling up the vacancy of any particular position in the company and choosing a new member without any consideration of whether that person is capable of doing the job. However the second author does resolve the issue of this by basically trying to see whether the persons goals is on the same track with what the organization is trying to achieve at the same time and after that selecting whether the person goals can fit into that particular position. The last author is basically trying to use the minimum resources available to achieve the maximum productivity of the company to gain profits. Out of all these three authors, the second author definition should be considered by Human Resource Managers as having the person with the same goals as the organization would help the company yield better results and as well as retention of the employees without worrying about them changing or quitting their jobs. Process of Recruitment and Selection The recruitment and selection process typically comprises of 4 stages. The first stage is to plan, the second is to recruit, the third is to select and the last stage is to induct (Peragamon Flexible Learning 2005). The first three stages of this process are very important. Being a HR manager, he/she needs to determine whether recruitment is necessary, the job specifications and writing a job description. After this, the most appropriate application methods are determined, deciding how to attract applicants and marketing the job. The next is to sift and shortlist applications, holding selection interviews, making a decision to offer and taking up references. The recruitment and selection process has 3 steps. The first step is to plan, the second is to recruit and the last is to select (Ingram et al. 2009). The recruitment and selection process is a complex process. There are four important identifiable phases in this process which are pre-recruitment, recruitment, select and induct (Lock 1998). The three authors point of view for the recruitment and selection process are basically the same except for the second author who only has 3 stages instead of 4 comparing with the other two authors. From this, the second author stopped at the point of selection of the applicants but do not do anything to further to evaluate the employee being selected. This should not be the case for any organization. After the employee is selected, all aspects of an organizations recruitment and policy should be known and clearly conveyed to the employee (James 2005). In a hospitality industry, the HR manager has to know the countrys HR policy before implementing the recruitment and selection process, this is so as not to make any unnecessary mistakes. For example, employing more foreigners than locals would mostly likely cause an outrage. Orientation is given to the new employees that are being selected by the HR. On the first day of employment, the employee is being shown the different parts of the Hotel to meet the different managers and the employees to get familiarize with the various departments. The employees are also shown the different facilities of the hotels as well in the process. Contact should always be maintained with the new employees until it becomes apparent that they have settled down and become part of the team. Every aspect of the recruitment and selection process should be implemented and executed perfectly so that the employee can perform better. Implementation of Effective Recruitment and Selection The recruitment and selection process serves only as a model of how an employee should be recruited and selected. Greater efforts are made to improve by having a sharper competitive edge so that good candidates are not lost to the competitors. This can be done in several ways which are E-recruitment, Technology; Streamlining, Screening and Keeping in closer touch (Rankin 2003). By the beginning of the twenty-first century, an increasing number of managers had become aware that attracting and selecting the best candidates is not an easy task, nor is it risk fee. The organization when I doubt, should not hire and keep looking so that resources are not wasted (Banfield and Kay 2008). Effective recruitment and selection of personnel should attempt to ensure that an individuals aspirations and capabilities are not too divergent (Sharma 2003). The three authors have different views about what is effective recruitment and selection, the first author view is basically to use the minimum costs possible to get the right employee for the job, the second author basically means to wait for the right candidate to appear for the job. The last author basically means that the employees goals and objectives are somewhat similar to what the organizations have. The best option would be the combination of the first and last author by using the minimum number of resources to get the employee which has the same goals and objectives as the organization. This would enable the company to save costs as well as getting the suitable employee for the job. In the hospitality industry, the image of it has been skeptical towards many people due to the fact that people has the misperception of this industry. The misperception includes factors such as the low salary, long working hours, long standing hours and giving service to customers. Basically anybody with a diploma or less can work in the hospitality industry such as being a waiter, a front office staff, a housekeeper, etc. With a bit of training, anyone is capable of the doing the job. Many people do not wish to serve people as most of them enjoyed being served. The best effective way now normally is through word of mouth by referrals or contacting hospitality schools to get students for internship and if possible get the graduates to go back to the hotel to work. This saves the hotel of wasting resources and effectively recruiting the graduates as they have already work in the hotel and no basic training is required for him/her. For any organizations, normally those well-known of that particular industry would receive more job applicants than others. For example, Hyatt Hotel would receive more applicants than other hotels. Therefore, what it can do is to have a group of people on the spot for selective recruitment and selection, out of 5 people, the best candidate would be selected by the manager. Lastly, the recruiter plays a very important role to ensure that the recruitment and selection is being implemented effectively. Outcomes of Recruitment and Selection The final outcome of the recruitment and selection stage is to consider and implement a carefully organized, systematic recruitment and selection process that qualifies candidates in ways that reduces the cost outlay overall (Thompsen 2010). Keeping costs low is paramount, but the senior management team should avoid going overboard with its cost-cutting efforts. For some highly qualified individuals, the experience of a low-budget recruiting process might be a deal-breaker. So the most successful companies seek a balance. For the median prospects, the cost outlay must remain low. The company should then reserve the most expensive recruiting techniques for the most highly qualified prospects. The above might seem an overly simplified list of desired outcomes, but it all points to one overarching outcome: Develop a fair, efficient, and effective recruitment and selection process. The outcomes list sets up the essential target of having a legally sound recruitment and selection process that also produces the perception of fairness. And in the end, the company that reaches all of these desired outcomes will be left with a high-powered, highly effective and low-cost recruiting strategy. Recruitment and selection can be an expensive activity and it is important that some attempt is made to evaluate the effectiveness of the methods used and to justify expenditure (Simms 2005). One of the difficulties is that is difficult to quantify the contribution that the newly recruited individual is making to the organization and the benefits. Even if this is possible, it is difficult to identify how different aspects of the procedure contribute to the recruitment and selection of a particular individual. For example, if a different, less expensive method had been used, the same individual might still have been appointed because they happened to be looking for a change of job at that particular point in time in that particular area of work or location. Although there may be too many contingencies and variables to evaluate in a meaningful and tangible way, recruitment and selection should nevertheless be evaluated and the outcome of the evaluation used to inform and revise future activities. Measures of the number and suitability of applications received through a particular recruitment method can provide information about the continuous appropriateness of a particular method. This sort of information can also be useful in evaluating other aspects of the process, for example, a usually large number of unsuitable applicants may indicate a poorly written advertisement or a very general person specification which needs to be revised for the future. It can be also useful to seek and evaluate feedback about the process from applicants, new recruits, managers and other staff involved in the process, and during exit interviews. Conclusion Recruitment and selection is a vital function of HR in the organization (Pattanayak 2005). The slightest mistake will lead to a square peg in round hole. In the long run, this would prove to be problematic as these people would pull the organization down. An organization periodically needs to attract applicants for their existing or future staffing needs (Pynes 2009). There are many methods of recruitments available. Recruitment Strategies should be planned in advance of the organizations needs. Strategic job analysis and audits of positions and employee skills should be updated on a regular basis to determine which incumbent employees are qualified for promotions or newly created positions. For some positions, depending on the qualifications and experience needed, HR may need to find applicants from the external labour market. In any organization, efforts should be made to recruit and select a diverse workforce by including individuals with disabilities, older employees and different types of races. Lastly, after recruitment and selection, the best recruitment and selection method should be pointed out and used for subsequent use. Evaluation of the employee is very important after that so that the organization knows how well the employee is doing or coping with the job. This will determine whether the choice of selecting this employee has been a correct decision. Retention of employees in the hospitality industry is very important even after recruitment and selection so that the employer do not repeat this process of recruiting and selecting a new employee and training the employee from scratch.