Coco Cola Essay Example

Coco Cola Essay It also defined as the organizations or individuals have similar features make the remarkable determination in equines strategy (Fay Jobber, 2012). There are several benefits for make the market segmentation for Coca-Cola Company. It enhances the opportunities of growth and the profitability. The Coca-Cola company introduced a new product Of fruit flavor to increase the consumer groups towards young generation and combined low calorie to meet the healthy population. The market segmentation also improved the customers retention and make communications more effective. The new product give customers more selection and the customers feedback can help the company get more communication with different groups of customer. All the beneficial of market segmentation is for better matching the correct group and satisfied their needs (Stardom, 2004). The new products is mainly towards the carbine soft drinks and making market segmental strategies can expand or change the market orientation, for example, Coca-Cola Company used to produce the cherry flavor soft dinky, however, the new product increase more fruit flavor and decrease the calories contents in it. Therefore, the market position and strategy has change towards young and healthy generation. Market needs The Market needs involves what customers want rather than the competitors ND what the product can benefited for themselves in the market place (Wellington, 2010). The new product of Coca-Cola creates new brand value of this company. The brand value refers to the additional traits or service added to the products to make the new products particular. The new Coca-Cola product creates low calories and various flavors create more consumption groups (Fay Jobber, 2012). We will write a custom essay sample on Coco Cola specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Coco Cola specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Coco Cola specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The new product towards young generation, who prefer fruit flavor and give them more choice rather than the only cherry in Coca-Cola soft drinks. The new product also contains nearly zero calories to help healthy groups to keep fit. They can use the products as diet drinks. According to the research, 63% of the customers plan to order the Coca-Cola products during the Christmas holiday and 61% of the appointed customers would like to consume the Coca-Cola products in pub (Coca-Cola, 2014). Segmentation potential The marketing potential of a product requires research and marketing processing and lead to a important part of successful business strategy. Through analyzing of market potential can help the company make decision of weather the products needs to invest. So before launching the new market of the new product, the company should do many research of potential rakes in K. According to the research, there are 1. 7 billion of Coca-Cola are sold every day. The picture below shows the contents of caffeine in different drinks, it illustrates the Coca-Cola is not the highest calories soft drinks in many brands. So the customers trends to select the Coca-Cola products and the new product provide more selection of different consumer groups. Analysis of current and potential competitors The Porters five forces describe the five threats for a new product launching the market. The Current competitor corresponds to the rivalry among existing competitors. The Coca-Cola Company has many existing competitors, like Pepsi, red bull. Compared to these companies, the Coca-Cola have many competitive advantages.

Black Solidarity essays

Black Solidarity essays " I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character" This quote above probably touches the entire part of both of the essay's that we will be discussing about, it is not just a quote but a prophesy that was fulfilled and a dream that came to be true for Dr king and for the African American society in the north American continent. Throughout time human civilization have battled each other due to the cause of differences in color and culture. it's still exists within our time, mankind has not found a solution to this problem but who knows this is just my opinion, although situation certainly have improved due to the course of time because the world as we know it was different in those days. The previous world has adjusted into a new world. where we have the privilege to make our choice on what we should do for our own choices on what we should do for our own as it suits us. In the old days when there was not muc h of civilization and the people restricted themselves to their own kind and also due to many other factors, it will not be an exaggeration to say that multi-culturalism and mixture of different race in America was unimaginable to some scholars. But it turned out very differently and later on race being a subject of debate whether it is genetic or social, let me give an example of a social activity that affects and shapes identity in the course of our daily life, I was raised in a very religious family, since my parents were Christians; the same belief was passed on to me and other cultural activities as well. In the essay race, culture, identity: misunderstood connections by Kwame Anthony Appiah and social identity and group solidarity by Tommie Shelby discusses on the issue both relat...

Categorize salespeople or severs according to their effectiveness Essay

Categorize salespeople or severs according to their effectiveness - Essay Example Having their own agenda includes socialization with constant, unauthorized visits by friends and associates, thereby forgetting about the needs of their tables. Also, grossly incompetent servers eat off of customers plates and spit in customers food when angry at patrons. Such a server can be recognized easily, as the tips they receive are virtually non-existent. The second classification is mediocre, meaning that a server in this category provides basic service expectations, but never going the extra proverbial mile. A waiter or waitress in this category routinely wears improper shoes for the job, always needing to rest. A mediocre server often drops food orders off the tray and is, by nature, clumsy. Forgetting to fill condiment bottles, thus leaving customers with no ketchup or mustard, is a primary element of mediocre service potential. Such servers receive low tips, tending to illustrate that a person in this category must improve. A satisfactory server provides the bare minimum of what is expected in their role of server, generally getting everything correct, rarely making mistakes such as ordering the wrong customer meals or participating in unauthorized social visitation. A satisfactory server wears the proper uniforms everyday on the job, refuses to engage in potentially negative romantic relationships with co-workers, and does not argue with superiors. Satisfactory servers generally provide a quality dining experience for customers, which can be measured by a fair receipt of tips. Finally, a stellar performer goes above and beyond their expectations, volunteering for additional workload and overtime, never forgets to fill condiment bottles, and always creates an accurate final bill for exiting patrons. Such a server maintains a quality sense of humor and is able to build camaraderie between themselves and their dining parties. A server

An analytical managerial review of In or Outsourcing in the IT Research Proposal

An analytical managerial review of In or Outsourcing in the IT industry - Research Proposal Example the basis of its enormous importance, it was important to choose the Information technology industry as the basis of this research project; it will serve as a dynamic topic of discussion that will have immense importance in the future. Also, information technology is my field of career; working on information technology will benefit my employer as well. It will help me increase my knowledge on a subject that I have immense interest in. In order to work on analytical managerial review of an organization in IT industry, I have chosen my organization as the subject. The research on information technology will not only help me enhance my capabilities in this area, but will also greatly help my organization. With the advent of numerous outsourcing options; the question today is not about to outsource or not to outsource. The new dilemma is to introduce the right kind of IT System at the right time with the right price point. The right decision at the right time about the right system is the key. Therefore, the tile of this research proposal is In or Out? – using the words from in sourcing or out sourcing; which management strategy works better for organization. As the head of ICT services, the project is extremely close to my interest, my line of career and will greatly benefit my organization and the field of IT as a whole. As mentioned above, it is not about outsourcing, it is about the time and price at which outsourcing decisions should be taken. As the environment is changing with each passing day, so is the development of the field of IT and its relative importance to the business technology. This changing environment can be greatly noticed in the information technology industry. In the current global financial environment, organizations are required to produce immaculate synergy; producing more than ever from the limited resources put in the system. The geographical location is more of a limitation that is mitigated by operations all across the

SWFRSs Resource Management Case Study Example | Topics and Well Written Essays - 2500 words - 1

SWFRSs Resource Management - Case Study Example It is evidently clear from the discussion that SWFRS has numerous resources including financial resources, operational resources, human resources, equipment and appliances, extinguishing media and communications resources. SWFRS came to the realization that human resource is the most important resource that an organization can ever have; an organization cannot succeed without effective management of its human resource. The service has always strived to create a strong corporate culture. SWFRS has been creating a strong corporate culture by encouraging co-operation and integration across the service and establishing quantitative performance measurements. Much of SWFRS’s procurement process is computerized. This is in line with its policy of making its operations more efficient and effective. This has helped in ensuring the effective management of its resources. The service strives to ensure continuous improvement of its operations in line with its objectives. To achieve this, t he service has strengthened and reinforced its evaluation function. Implementing these policies have helped in ensuring that the service conforms to international standards. SWFRS has contributed greatly to the efficiency effectiveness in fighting the fire and saving a life. This can be attributed to its integration of information and communications technology into its operations. SWF's management of its resources has also been very efficient at all levels (South Wales Website, 2009).  The South Wales Fire and Rescue Service, SWFRS, was established by the Wales Local Government Act (1994) in 1996, with the aim of reforming the Welsh local government (South Wales Website, 2009). SWFRS was created by merging previous fire brigades such as Gwent, South Glamorgan, and Mid Glamorgan. It covers about 3,000 square kilometers and about 1.5 million people. The fire authority running this service is a board comprising councilors from ten key areas covered by this service. SWFRS, being one o f the UK’s biggest fire services, employs about 1,600 fire-fighters in over fifty stations.

Critical Evaluation Of Contemporary Issues In Hospitality Management Tourism Essay

Critical Evaluation Of Contemporary Issues In Hospitality Management Tourism Essay Hospitality is a dynamic industry that is ever changing as a result of several external factors. The industry has become more competitive than ever before. Some companies often fail while others are very successful. Tanke (2001) argues that successful firms acquire, manage, and develop resources that provide competitive advantage. They also control and build up relationships with a large number of organizations, various stakeholders, and groups. Globalization has intensified the competitiveness and for firms to remain competitive they have to expand their relationship networks and collaborate with each other to remain competitive. Many firms are starting to monitor and manage key indicators to cut on cost and save money. According to Ottenbacher and Gnoth (2005) There are several contemporary issues in the hospitality industry which include, human resource management, strategic management, use of ICT and gastronomy and tourism. Much of changes in issues have been brought about by globalization. For example in the case of human resource, globalization has brought diversity in the human resources. Information communication technology has advanced much in development. The high number of people travelling to foreign lands has brought changes in the gastronomy and tourism. Hospitality businesses must therefore manage all these issues to succeed in their operations. Tanke, (2001) argues that hospitality businesses will need to focus more on brand, human resource, emerging markets and information communication technology. These are the primary determinants of the winners and losers in years to come. Strategic management is thus important in determining the success of these firms. Strategic management has been hailed to provide higher levels of satisfaction than other management tools. Literature Review HRM Issues In the Hotel Industry Globally The importance of valuable human resource management to business success in any use of human resources can give an organization a competitive advantage. The importance of human resources is particularly significant in hospitality industry. Duncan (2005) suggested that there are several main areas of challenge and worry in the global hospitality industry, relating to employment issues, taxation levels and environmental issues. Employee turnover According to Hinkin and Tracey (2000) employee turnover has become one of the challenges in the hospitality industry. The industry globally suffers from high level of staff turnover, which result to intangible costs and high direct expenditure. Riegel (2002) argues that turnover is a result of several factors such as job dissatisfaction, poor working environment, poor supervision and lack of commitment that influence employee attitude and behavior. Iverson and Deery (1997) carried out a research on the labor requirements of the hospitality industry and established that the high turnover rate is one the most difficult issues in human resource management in that context. They reported that the turnover problem in large hotels was much worse than in small hotels. Many hotels are planning to increase the number of people employed simply to cover the turnover situation. Hoque (1999) contends that service quality focuses on the nature of the interaction between the individual employee and the customer at the point of service, in terms of politeness and overall professionalism. Hoque also argues that service quality is the main factor in creating competitive advantage in the hotel industry, and that any hotel that does not make an effort to improve continually its service quality will lose ground. Competitive advantage generated from internal sources includes such characteristics as value rareness, exceptionality, and non-substitutability (Iverson, Deery 1997), and the employee at the end of the service delivery system may well be the only differentiated and unique asset of a hotel organization that cannot be easily copied. Hinkin and Tracey (2000) have also recommended that there are in fact only two ways to compete in and differentiate between hospitality services. One is by competing on price and minimizing costs, which locks a hotel into a particular market segment. The other is to compete by providing exceptional service. They note that customer care is not a new concept in the service industry, but it is still a complex thing to control and sustain. In the face of the high level of turnover in the hotel industry, it is possible that some customers are served by employees who are fairly untrained, less committed, and less capable in their social skills. But dealing with this requires the use of quite organized approaches to service quality management. Huang (2001) suggested that if an organizations first and foremost objective is to provide a service, a holistic approach to service quality management must be developed and employed, insightful at all levels of the organization from the chief executive to the entry level employees. Training and development Garavan (1997) argues that training and development of employees is linked to service quality because its activities can be used to strengthen attitudes and behaviors that lead to effective service. Several researchers have suggested that developing a service culture during training and development and knowledge building are good practices. Employees training and development of skills help firms to enhance quality of service, increase productivity, and reduce costs. Elsewhere, Davies, Taylor and Savery (2001) investigated certain human resource management functions in improving employees relations in western Australian accommodation industry and found out that sustained training and development led to an important improvement in productivity, with a reduced turnover of employees. Huang (2001) argued that in Taiwan training and development was the main significant driver for economic development. Staff recruitment and selection Alleyne, Doherty and Greenidge (2006) contend the due to the nature of the hospitality industry; labor demand is much unpredictable and subject to seasonal variation. As a result the hospitality industry has had negative image among prospective employees. Elsewhere Debrah and Budhwar (2004) argue that changes in the macro environment for example ageing workforce, lower birth rates have also contributed to employees shortage heightening the imbalance between the employee demand and supply. This has made employee resourcing a great problem and highlights that effective management of demand and supply of best employee is a great problem in the hospitality industry (Tanke, 2001). Global competitiveness in the hospitality industry Successful hospitality firms eventually find that their domestic markets are either saturated or that foreign markets offer opportunities for growth and profits which are not available domestically. Several forces are leading businesses into the global arena. These include trade barriers falling especially in Europe and North America, newly industrialized countries, shift towards market economies, availability of financial capital; standards are becoming uniform globally and advancement in information technology (Tanke, 2001). Organizations that want to remain competitive must therefore acquire state of the art resources at a lower price, for example they may consider expanding to emerging nations where labor is cheap. The strategic management repercussions of increasing globalization are extreme. Managers cannot afford to overlook opportunities in foreign markets. Nonetheless, business methods and customs vary from country to country. These disparities make stakeholder analysis and management even more important. Analysis of wide environmental forces such as society, technology, and political influences ought to also be extended to the different regions in which an organization carries out business. People also vary greatly from region to region. The challenge of an ever increasing competitive global marketplace can be tackled through a well-devised strategic management process. Nevertheless, tactical planning must not always lead to the kinds of changes that are essential to stay aggressive over the long term. Technology Although there has been an increasing awareness of the value of state of the art integrated systems many hospitality firms still do not take advantage of them. There inadequate understanding of how much competence could be improved via use of these systems. Tanke, (2001) argues that hospitality administration systems have over the years developed into complex, well incorporated tools which help firms to make more revenue, attract more guests, and improve effectiveness. Nevertheless, some business still hang on systems that have are much ahead of their competitive useful life. This limits them from having the benefits that are brought about by these systems. Though several firms are scared of upgrading their systems because they fear that their employees will not be in a position to handle these systems, there is need for training the employees how to use these systems (Tanke, 2001). Alleyne, Doherty and Greenidge (2006) contend that as systems become more inclusive their support and security management become necessary and complex. However it must be noted that it is almost impossible for organizations to have their own technical support staff skilled in all the system they use. Guest report has become an aim for thieves and attacks on computers are becoming more complex. These trends call for a shift towards more professional system management; this may be a corporate team or an agreement party. Elsewhere Debrah and Budhwar (2004) argue that innermost revenue management teams, for example, can provide specialist help to numerous properties in a regionally unified way. Centrally-hosted systems permit highly-skilled technicians to offer a far more protected and managed systems environment than would be accessible to an individual firm. This trend is expected to prolong as understanding grows of the value of maintaining systems operating at peak proficiency, and o f the possible harm from security violations. Methodology According to Hoque, (1999) two essential questions were put to a sample of hotels: What are the key human resource management issues and concerns in the hospitality industry of Taiwan? And what are the main human resource management roles and practices used to engage with them? Rather than default to a single issue approach to the interviewees, the interviewer tried to examine human resource management in the hospitality industry in an entirely open-ended way. The respondents were free to raise any human resource management issues, concerns, functions and practices that they thought to be significant. This method allowed the researcher to notice what came up in order of priority for the respondents, or what failed to come up at all (Hoque, 1999) The method used was qualitative and the main technique was in-depth interviews. Leading questions were avoided by the researcher on order to gain a deeper understanding of some phenomena as experienced by a group of people (Creswell, 2003). It was not possible to examine all the hotels in Taiwan because of financial and time constraints. The researcher selected the chain hotels which he expected to have formalized human resource management practices than smaller hotels. The researcher further segmented the hotels according to number of rooms, geographic location, and brand. The researcher interviewed senior managers but in some cases some hotels that were approached refused to be interviewed arguing that they would consider questionnaires because of their tight schedules. Although there are few definitive rules for sample size in qualitative enquiry (Patton, 2002), it has been suggested that 12-20 examples are needed when trying to obtain the broadest range of information and perspectives on the subject of study (Kuzel, 1992). At the time this research was conducted, there were 46 chain hotel properties in Taiwan and the sample selected totaled 14 hotels, which represents 30.43%of the total population of such hotels. Analysis The findings were presented together because some issues were common to all the respondents and had cause and effect relationship. Fourteen participating hotels identified several main issues namely shortage of employees 100% of the respondents, 64% of the respondents talked of challenges in approach to training and development. While 50% of the respondents emphasized on the high level of employee turnover. Shortage of employees Participants pointed out that the overall education level in Taiwan has risen in the last decade. This has caused a problem to the hospitality firms in recruiting entry level employees. The increased growth of the hospitality industry has made the shortage even worse. Respondents however, believe that at middle level the case is different there is o shortage at this level. However those who hold these positions are not qualified but only fill these positions because a vacancy has to be filled. Shortcoming in Approaches to training and development Most of the employees have no hospitality background this calls for a sophisticated training and development approaches. Nevertheless, some hoteliers believe that that is not a major problem because they believe that skills can be gained on job training. High level of employee turnover Participants pointed out that this was unavoidable because of the nature of the hospitality industry. In certain cases the turnover might be positive to the industry as it may remove de-motivated staff. Respondents also pointed out that older employees led to lack of innovation, infusion of fresh ideas and creation in the firm. Discussion From the in depth interviews it can be argued that challenges in training and development, inadequate employees and problems in internship employment can be attributed to customer service quality discussed in the literature. Kuzel, (1992) argues that employing interns is a solution to the shortages in the hospitality sector. Interns provide stable employment especially at the entry level. Some hotels just view interns as supportive force as opposed to long term investments. It is recommended that hospitality managers should create a sense of belonging to the interns so that they could come back and work in these establishments. Most participants in this study appeared to accept Hoques (1999) view that the high level of turnover is a fact of life and a regular and acceptable phenomenon in the hospitality industry (Iverson Deery, 1997). In the fact, turnover still can be improved by better management, as long as human resource managers can see it as an opportunity, not just an unavoidable problem. Some researchers have recommended that specific human resource management practices can improve employee satisfaction which in turns minimizes the turnover rate. Empowerment is one of the efficient approaches suggested by many researchers (Enz Siguaw, 2000a, 2000b; Lashley, 1999). They recommended that it is significant to give power to the employees who provide services by focusing on customers needs. Service encounters are the key activity in a customer service business and employees may encounter a lot of diverse unique situations which cannot be covered by the organizational policies and actions (Iverson Deery 1997). If organizations are able to give power to their employees, then they are able to exercise prudence in delivering customer service and do whatever is required to satisfy customers needs (Enz Siguaw, 2000a; Lashley, 1999). It has been disputed that empowered employees also have a propensity to have a strong sense of control and personal worth because they can take liability for the service encounter and have the power to effect customer satisfaction (Lashley, 1999). At another level, it has been recommended that empowered employees are motivated by doing meaningful work that eventually enhances their job satisfaction and reduces the turnover rate s According to Lashley, (1999) as a result of global economic changes there has been increased competition and uncertainty, the firms have to be flexible in employee resourcing and responding to customers. The human resource managers must use methods that give them flexibility to employ employees to respond to variations. This type of employment helps the organization to cut on direct labor cost and also provide flexibility for employees and employers. One of the possible negative characteristic is that dispatching workers have a limited relationship with hotels in which they will work ensuing in low trust and low commitment. These might, in turn, lead to disagreement between direct-hire and dispatching workers, and between management and employees (Kalleberg, 2000). Another likelihood is that it is more expensive to manage the outsourcing activity than initially expected, so that the goal of cost saving is not achieved (Albertson, 2000). The tendency towards flexible working has become inevitable in such a fluctuating environment (Purcell Purcell, 1998), and dispatching is one of the arrangements which are prone to be a permanent dynamic of the hotel industry in the future. While becoming more popular in Taiwan, but there is no rule of the process at the time of writing. It has been argued that it is essential to regulate dispatching employment, because of the complex triangular employment relationship between dispatching company, dispatched worker, and the firm to which they have been dispatched (Kalleberg, 2000; Purcell Purcell, 1998). Conclusion This study set out to find out the contemporary issues in the hospitality industry. Due to its nature the hospitality industry and globalization effect the industry has several contemporary issues. These contemporary issues have a direct impact on the hospitality industry and for that reason they must be strategically managed for these businesses to succeed. This study however lays emphasis on the contemporary issues in human resource management. The findings of this study suggest that many of the participating hotels thinking and mindset are at the operational level, rather than the strategic level. Even though a good number were able to identify particular human resource management issues as vital, it seems that many do not have strategic approaches to deal with these challenges. Equally, although most perceived specific human resource management functions and practices as being very important, some of these are not utilized in a complicated way. Some of those interviewed had novel thoughts and creative ideas but had a limited voice or participation in decision-making. It seems that their role is seen as being to go behind the policy that has been already set by top management, rather than being an active voice or head in the organizations thinking. It was very strange for respondents in this study to have a seat at board level or to play a key role in creating and supporting competitive advantages for the business. The interviewer concluded that human resource management is not usually seen as a source of competitive advantage, and many look forward to maintain competitiveness mainly through new facilities and amenities. Nonetheless, Ottenbacher and Gnoth (2005) have argued that the efficiency of a hotels approach to human resource management is just as significant as a source of sustainable advantage. This study has stressed that the highly competitive nature of the industry affects both customers and staff. In particular, talented people are much preferred in a labor-intensive customer service industry. This research has expectantly provided some practical and strategic suggestions for hoteliers to cross the gap between the operational level and the strategic level of thinking and practice. Nevertheless, it is concluded that hotel owners need to be aware that human resource management must be managed well in order to keep up with changes in the global environment. The human resource management function is no longer one of traditional personnel administration; instead, it must be strategic and proactive in dealing with complicated human resource management issues.

English Language Coursework - A Christmas Carol :: English Literature

English Language Coursework - A Christmas Carol A Christmas Carol was written by Charles Dickens and published in 1843. This is based on the lives of poor people that in past was so hard to survive as they didn’t have enough money. They were treated as animals by the upper class people. They always did the hard work but never not get enough paid. They were unable to provide their families the certain expensive things like fresh food, clothes, and beautiful house with the best furniture. Christmas is acknowledged as a very particular day and instant of life for all Christians. It is very inspiring for Christians to honour the Christmas and of course the memorable day of Jesus Christ birth. Jesus was born to give and spread the message of love all around the world, however when he see people ruining his aspiration, he must be very unhappy and very depressing indeed. The tale is about a greedy and selfish man called Scrooge. He is totally not interested in celebrating Christmas due to having a unique thinking. During the story, he independently meets three ghost from past, present and future. They tell him the mistakes he has made and he is still making and also if he doesn’t listen to them, he will also have to go through them as well. The ghosts of Christmas past refresh his old memories and what he has lost in his life. Something which he also cannot get it back no matter what ever happens because as you all kwon that the mistakes you have already made is not to be ashamed of, however you should think of not repeating those mistakes again. The ghost of Christmas present is showing him the bad things he is doing now which could create more problems for him in the his future. Also he should try to change him self, bit by bit because a little drops of water makes rivers. Finally, the ghost of Christmas future, tells him that if he carry on being like a stupid scrooge he will soon die as a horrible death and no one will remember of his good memories. This book has a message for all Christmas to celebrate and share the happiness. No one should consider the fact they are rich so therefore the poor shouldn’t celebrate the Christmas as they do. A man with a power should give something to a poor person so they can have the best Christmas. Some people were nice and gave what they could to poor unlike Scrooge who was a greedy rich man. Scrooge is very sorrowful person.