Executive MBS Program Objectives Essay Example | Topics and Well Written Essays - 1000 words

Executive MBS Program Objectives - Essay Example As the report stresses working with limited capital has necessitated that the author takes a lower risk approach to business which often offers less return on investment. His plan has been to carefully assess the downside potential and creatively formulate a plan which will identify areas open to realistic growth potential. This has been successful in producing modest gains and the author plans to continue this business model until such time that he accumulates the capital required to engage in higher risk ventures. This will require him to have a better understanding of the calculation of the risks associated with his desired returns. A commitment to hard work can often be the difference in the return on a low risk investment. However, a high-risk venture will also require a deeper understanding of the science behind the business. This paper declares that the organizational skills learned through the Executive MBA Program will be vital in understanding how people function within an organization. The management of people is the management of human nature. Eliciting the most reasoned and sound decisions from people without the limits of emotionalism is primary to running a successful business. The tools required to gain exposure in these areas are acquired in the classroom through academic study, and the continued deliberate structuring of a sound business plan. This assures that people are able to work together to elevate the level of the group beyond any individual's performance. His desire as a manager is to obtain the training necessary to allow me to gain the experience to accomplish the running of a larger, corporate organization.

DYNAMIC AIRCRAFT Assignment Example | Topics and Well Written Essays - 1000 words

DYNAMIC AIRCRAFT - Assignment Example First and foremost, Mr. Marshall got the wire specifications that the engineering department demanded for. He did this while ensuring that the engineers did not see the move as a way to censure them from specifying only one source. The engineers indicated that they required a special wire that could withstand very high temperatures hence the reason for their choice of Advanced Wire as the most appropriate source. According to Mr. Marshall, it was paramount for the engineers to indicate which type of specification to the supply manager since it was a rule in the company. Expecting to receive the governing specifications from the engineers, Mr. Marshall got samples of Advanced Wire’s ceramic-coated wire as well as its price quotations. This confirmed his fears as the prices were relatively higher than the industry averages although the ceramic-coating indeed made it be more expensive. The specifications from the engineers were of military standard type but the performance requir ements did not particularly specify that the wire had to have ceramic-coating. With this in mind, Mr. Marshall invited quotations from other suppliers who could meet the performance requirements with emphasis put on their prices and whether their samples met the specifications needed. Some five more suppliers were interested in providing the wire. The other suppliers submitted their price quotations and samples to Mr. Marshall who forwarded the samples to the production development laboratory for evaluation and analysis. The laboratory submitted its findings a week later which primarily focused on the ability of the samples to withstand high temperatures for long periods of time; the fundamental specification required by the engineers. One of the samples failed to meet the stipulated performance specifications but the other five samples exceeded the minimum performance requirements. The Advanced Wire’s sample was in fact more superior to the other sample in regards to its abi lity to withstand extremely high temperatures. The tests done on the weight of the samples, which was another important metric, showed that the wire supplied by Advanced Wire was considerably heavier than the other samples. Moreover, the conductivity attributes of Advanced’s wire was also relatively inferior compared to the other wires which exceeded the minimum performance specifications and were therefore acceptable. Furthermore, the abrasiveness test revealed that the wire supplied by Advanced Wire was less durable than the other wires by the other companies despite it passing the minimum performance tests. Armed with all this information, Mr. Marshall had the belief that indeed the engineering department might have got it wrong by stating that Advanced Wore had the best wire in the market. A fact proven wrong by all the tests performed which showed that other companies had superior products which met the governing military specifications that the engineers needed. Althoug h the wire by Advanced Wire was the most superior in reference to the ability to withstand heat owing to its ceramic-coating, it still did not justify the higher price quoted by the company. Other suppliers also met the specifications submitted by the engineers with a considerably lower price offered. Easternhouse Electric Company had the lowest asking price for the wire with a difference of $20,346 between it and Advanced Wire’

Design a Marketing Metrics system for a commercial organisation of the Essay

Design a Marketing Metrics system for a commercial organisation of the group's choice - Essay Example The authors have aptly summarized the difference between yesteryears and the current day marketing where it has become a science rather than an art. Art and skills are definitely required but the scientific factor is a much needed factor. Here comes the metrics portion of the marketing activity. â€Å"A metric is a measuring system that quantifies a trend, dynamic, or characteristic. In virtually all disciplines, practitioners use metrics to explain phenomena, diagnose causes, share findings, and project the results of future events† (Farris et al., 2006). The executive summary gives a comprehensive and compact picture of the importance of Marketing Metrics in today’s business world. If the marketers are unable to quantify their projections they would not even know what they are looking forward and then all planning and marketing activity becomes vague. By quantifying it is meant that marketing requires numbers like percentage of customers requiring their products, judg e the change in market conditions, explain customer habits and purchase trends. All the quantitative measures can be put in the form of metrics which will define the future course of marketing activity in an organization. This marketing metrics is being done for Coca Cola who needs no introduction in the beverage market where they have a huge presence for decades. Even though Coca Cola has established its brand over the years but still it requires a dynamic marketing team to work round the clock to ensure that it reaches out to its customers in a market which is volatile and can change in a matter of no time. Therefore marketing metrics is required to constantly analyze the changes in trend, the purchasing habitat of people, customer tastes, and inclination to reward systems or accumulation of points on coca cola consumption. The report also emphasizes the background of the company, its non financial resources and its financial resources. The non financial resources include market s hare, customer relationship management, awareness, competitor analysis, product lifecycle and customer satisfaction. The financial resources include Sales and Revenue as well as the Return on Investment (ROI). A lot of planned marketing metrics is done by Coca Cola Company so that it can stay competitive in the market. Marketing metrics involves quantitative analysis based on which important business judgments are made and the marketing managers needs to be spot on and accurate in this analysis to use it to the good effect of the organization as a whole. Introduction Marketing metrics is a complex phenomenon and corporate like Coca Cola needs a range of metric to come to a definite and logical analysis. To achieve the marketing metrics a range of parameters and phenomenon needs to be derived and appropriate data input and analysis needs to be done. Customer satisfaction survey is one of the key input areas where customers quantify their satisfaction level. Similarly trend analysis i s done with customer survey which gives an insight to the company as to the market trends and habits of the consumers. This section gives a comprehensive insight into the method and manner of producing a marketing metric which would serve the purpose of getting quality and quantitative information of the market situation which will enable the marketing department to come to marketing decisions based on analysis. â€Å"The challenge, of course is knowing what to measure and exactly how to measure it. That is where Marketing

Salary Disparity in USA Essay Example | Topics and Well Written Essays - 750 words

Salary Disparity in USA - Essay Example It is widely known that in the labor force of the United States, women are compensated less than men. According to the report of the Bureau of Labor Statistics (BLS) in 1997, full-time working white women had weekly salaries equal to roughly 75% of white men’s weekly salaries (Keaveny & Inderrieden, 2000). The gender disparity in salary has shrunk slightly during the recent decades. In spite of this trend of lower salaries among women, investigations of salary satisfaction have discovered that women are not less discontented with their salary than men. In line with this report, when salary grade has been regulated, women have disclosed greater salary satisfaction than men (Figart, 2000). Because it is believed that salary satisfaction rests on whether salary received is equivalent to salary expected, it means that if women have lesser salary expectations, women are contented with lesser salary. Major and Konar (1984 as cited in Keaveny & Inderrieden, 2000) studied probable roots of gender disparities in salary expectations undergraduate and graduate students. Similar to previous empirical findings, women had lower salary expectations. The suggested explanations for these disparities in salary expectations were that females might be different from men in job value, comparison criteria, job inputs, and career directions. In relation to career direction, women and men may choose dissimilar areas of interest in school and may pursue dissimilar industrial areas and jobs (Gasser, Oliver, & Tan, 1998). Milkovich and Newman (1996 as cited in Keaveny & Inderrieden, 2000) claim that men are more probable to pursue high-paying jobs and industries. Job inputs as a predictor of pay equity have been taken into account mostly from the point of view of equity theory. Although equity theory premises put emphasis on comparing a proportion of a person’s inputs and outputs to a related other, Jacques (1961 as cited in Keaveny & Inderrieden, 2000) claims that workers may develop salary expectations founded on job features only, and discount what other workers are performing. The empirical reports are varied. Hills (1980 as cited in Keaveny & Inderrieden, 2000) located no substantiation for the notion that people draw upon an internal, self-assessment to identify salary equity. Nevertheless, Berkowitz and colleagues (1987 as cited in Keaveny & Inderrieden, 2000) discovered that the satisfaction of respondents with their salaries was linked to what they believed they are ought to receive, irrespective of what other workers were paid. Major and Konar (1984 as cited in Keaveny & Inderrieden, 2000), in line with this argument, propos e that gender disparities in job inputs may clarify portion of the gender disparities in salary expectations. Females may have lesser job inputs and hence feel they really ought to be paid less. Adam Smith, more than two centuries ago, proposed that employees take into consideration the entirety of the disadvantages and advantages of various occupations in making choices about employment, and that a person is pulled towards those prospects that offer the highest total benefit (Gibelman, 2003). Smith stated that employers regulate salaries to correct the weaknesses and drawbacks of particular forms of employment. If an occupation is dangerous, for instance, higher salary is needed to attain a specific salary satisfaction level than when an occupation is

Sony Corporation Financial review for the Year 2004-2005(As until Essay

Sony Corporation Financial review for the Year 2004-2005(As until Nov05) - Essay Example In the Electronics segment, Sony develops, designs, manufactures electronic equipment. Its subsidiary, Sony Computer Entertainment Inc., the Company develops, produces, manufactures and markets games like PlayStation, PS one, PlayStation 2, among others. In the Music segment, Sony produces recorded music and music videos, and also distributes compact discs (CDs), digital versatile discs (DVDs) and universal media discs (UMDs). Sony's Pictures segment includes production, acquisition and distribution of motion pictures, television broadcasting and online distribution. Sony's financial services include savings and loans. The Other segment consists of an advertising agency business and an Internet-related service business. Focusing on the recent financial year, Sony entered a new stage of development, one that seeks to target opportunities in the upcoming era of broadband networks. A new top-management team made up of CEO Sir Howard Stringer, Director Dr. Ryoji Chubachi, and CFO Mr. Katsumi Ihara was formed to take the lead in this important effort. This is a pivotal year for Sony Corporation, and this new structure will enable the company to streamline its operation, and provide a more cohesive focus for operating its businesses around the world in a proactive and strategic manner. This Report is an attempt to analyze and review, in depth the financial status, position and a comprehensive reporting of the same to the Investors of Sony Corporation. Financial & Market Standpoint(As of Nov'2005): The global economy was generally strong during the first half of the fiscal year. However, the U.S. economy began to slow in the second half of the year due to a rapid slowdown in growth of consumer spending and other economic factors. As the fiscal year drew to a close, economies in Japan, Asia, Europe, and elsewhere showed increasing signs of weakness. Even amid these worsening market conditions, Sony was able to achieve a 9% increase in consolidated net sales for the year (Hem Scott, Inc. ). On a local currency basis, sales rose 12%(Hem Scott, Inc. ). A large increase in sales of electronics products was the primary reason. Regarding earnings, the Electronics business performed very well, primarily due to the performance of digital products and semiconductors. The Game business posted a loss, which was chiefly a reflection of start-up expenses for the PlayStation 2 format. As a result, consolidated operating income increased only 1% compared with the previous year. However, exclud ing the impact of the stronger yen, on a local currency basis consolidated operating income increased 47%. Share of sales and operating revenue by business segment * Year ended March 31, 2005 All eyes are on Sony or, more likely, on its high profit PlayStation home video game systems. PlayStation 2 dominates the "game console market" with about 70% of global sales (Nintendo's GameCube and Microsoft's Xbox control about 15% each). Sony, one of the world's top consumer electronics firms, also makes a host of other products, including PCs, digital cameras, Walkman stereos, and semiconductors; these products account for more than 60% of the company's sales. Sony's entertainment assets include recorded music and

Preincible of leadership Essay Example | Topics and Well Written Essays - 250 words

Preincible of leadership - Essay Example Sample bias can be avoided by selecting the right people to ask the questions. Similarly, response bias can be avoided by making sure that respondents are asked questions right after the event while the information is still fresh. Another good avoiding such error is to make respondents note down or evaluate each stage of leadership separately from different aspects. This will enable them to note down the information and will prevent information overload and all of this will avoid all types of bias from the research. 2) Question 1: Is causal relationship always cyclic? Answer: Causal relationship is not always cyclic and can mislead the researcher if precautions are not taken well in advance. Cyclic complexes can exist in a research, but they can be avoided by defining a dependent and independent variable and conducting the research keeping in mind the nature of the test, and dependent variable that has to be tested. Question 2: What bias can exist in a causal research? Answer: The bi as that can exist in a causal research is researcher bias. A research should try to minimize this bias by using proper data analysis programs and other tools that may help him with the research. Works Cited: Malhotra, Naresh.. â€Å"Marketing Research: An applied orientation†. London: Prentice Hall, 2009. Print

I.G. “International Grocer” Essay Example for Free

I.G. â€Å"International Grocer† Essay 1. Values and principles a. Respect; at I.G. we treat all of our employees with courtesy as human beings first and foremost, at the same time; we stand strongly against any actions of exploitation and taking advantage of others. We welcome, acknowledge and respect other opinion. We deal with our difference with open mindedness. b. Honesty; at I.G. We expect all employees to be honest about their work and how they feel about the management. While honesty is a difficult value to be accomplished by all employees, here at I. G. we encourage honesty by rewarding good honest actions and feed backs that lead to company improvement, and by setting a high level of forgiving threshold when mistakes are made and admitted. c. Tolerance; at I.G. is a tolerant work environment. Our employees are made of men and women of all ages and different back ground and cultures; we don’t tolerate any prejudice and biases towards any employees in any way shape or form. d. Caring; at I.G. we care about each employee and ask that you do the same to the company! We expect all employees to show compassionate and practice forgiveness when possible. 2. Accountability: a. Responsibility for own actions; every individual is responsible for their own actions whether they are positive or negative. Positive actions are recognized and acknowledged by management for rewards, and negative actions can lead to disciplinary actions. b. Appropriate use of information; the use of information on a need to know basis, information should only be conveyed to the appropriate employees. Company’s plans, pricing, pay scale, etc. are not to be disclosed without proper approvals. c. Avoiding conflict of interest; keeping the Company’s interest should every employee’s priority. 3. Standard of conduct and practice a. Complying with Job description; every employee is hired with a set of skills that should allow them to perform their jobs, and expected to comply with the task that is been assign to them. b. Commitment and loyalty;  employees are expected to be satisfied with their workload and resources at their disposal to do their jobs and fell proud of what they do. The Goal at I.G. is to make all employee feel a sense of ownership at the company. c. Proper technology use; Data is an important part of our everyday operations. The use of computers hardware, internet services, and emails should be used exclusively for work purposes. 4. Disciplinary actions a. Dealing with complains; proper investigation will be conducted to handle complaints. Every complaint will be handled very seriously by our HR, no matter how small and insignificant it might seem at that time. We have a zero tolerance for any sort of harassment, work violence, and any misconduct. We encourage support employees to step up and file a complaint when they feel uncomfortable in their surroundings to avoid bigger problems and to find workable resolutions in a timely manner. b. Penalties for violations; Employees will be written up for wrong doing for two times, Third time could lead to suspension or termination of job. Crimes (identified by local law enforcement) will be turned over to the police to handle. B. Training Program: 1.Training will be held quarterly y to insure that all employees are up to date with Ethical training. Training will be based on a simulated scenario from different departments. Training will include but limited to I.G’s standard and procedures guide. 2.Training will be Web based an interactive; this will include short quizzes to ensure that the information is understood and comprehended. There also will be suggestion box to listen to other alliterative training delivery methods. Employees who attend all 4 ethic trainings in the year, and pass the quizzes will get an appreciation bonus. 3.Training will take 2 hours; it will be in the conference room with maximum attendance of 10 employees at a time. Employees will be given an opportunity to block their preferred time to attend one of 5 conferences during the week. 4.Training will be presented by professional third party company, I.G. Managers will be trained and certified to help conduct all trainings. C. Explaining the process for the following: 1. Monitoring Employee Misconduct: a. All Misconducts will be immediately recorded in the employee record. I.G. will utilize all of its resources to educate all employees with the company policies. HR will write up, reprimand, and/or terminate base on the level of misconduct and the findings. b. I.G. will continually monitor any harassment actions, internet misuse and theft during work hours and breaks. c. Company resource such as video surveillance, internet logs, and review of anonymous complaints will be used to monitor misconduct. 2. Auditing employee Misconduct: a. Auditing will include a full review of recorded phone conversations, call logs, internet records and employee records of pervious misconduct. Auditing will take in consideration the possibility of being misunderstood before taking a corrective action. b. Audits will be conducted in infrequent patterns; they will be announced the day of the audits. c. Management will assign a combination of HR and Department Managers to conduct audits. 3. Reporting Misconduct I.G. has an open door policy to bring issues to the HR office without the fear for recourse; HR will handle all misconduct complaints with confidentiality. Also employees can write a letter with anonymous Complaint and drop it in the suggestion box.