...Focus Groups Plan for Scope BA410.601.K3 Marketing Research Tong (Harry) Xiang Basic Requirements: * Participants: We need to carefully recruited our participants with similar ages, regions and income level, and then divide them to 4 groups consist of 8-12 members. All the participants are mouthwash products users. * Environment: The focus groups interview should have comfortable environment, with circle seating to make participants engage in discussion. Tape recording needed. * Moderator: Our main moderator should be skillful in group discussions, and be capable of establishing permissive environment. Pre-determined questions and adequate background knowledge required. But main moderator should exercise mild unobtrusive control the pace. Assistant moderator is in charge of handles logistics and takes careful notes. * Rules: Rules should be told to participants. No right or wrong answers; One person speaking at a time; Turn off mobile phones; Participants should talk and listen to each other. Beginning: In the beginning the moderator should create a thoughtful, permissive atmosphere, make ground rules and set the pace of the discussion. The introduction part includes: 1. Welcome; 2. Overview of the topic; 3. Ground rules; 4. First questions. Example: Good afternoon and welcome to our discussion session. Thanks for taking the time to join us to talk about mouthwash product in Canada. My name is xxx. We are helping Scope team get some information from...
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...Farmers Insurance Group Marketing Plan Vanessa Hesterberg BUS 695 Marketing Capstone Seminar Prof. Dr. C.R. Roberts July 9, 2012 Chapter 4 Marketing Plan Exercise Macro trend analysis encompassing all relevant macro trend categories and should uncover quantitative data that provides evidence of the size and growth rate of the overall market In the demographic environment many of the target audience are middle class homeowners between the ages of 25 and 70 years of age and have pets. The company would incorporate fitness and exercise with a pet and offer the insurance at the same time, appealing to the target audiences’ sociocultural side. The company would also encompass the economic environment which would incorporate extra discounts on the home and auto side for having pet insurance, making the insurance more affordable. According to the Journal Sentential, more companies are offering pet insurance as a perk or discount to the employees. According the American Pet Products Association, Americans spent over 12.2 billion on vet care. Qualitative data regarding the five forces This new line of insurance would compete against other small companies like Purina who sells pet insurance on the side. The only threat would be the threat of other insurance companies like Allstate or Statefarm competing with Farmers after seeing the company’s success. Farmers Insurance would have strong buying power with their current customers and our current target market. There...
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...Influence groups and individuals Submission details Candidate’s Name | | Candidate’s ID number | | Assessor’s Name | | | | Assessment Date/s | | Time/s | | Instructions to Students 1. You must accurately complete the Student Assessment Pack. 2. Your Assessor may want to discuss written answers with you to get further evidence of your understanding and to check that it is your original work 3. You need to submit Assessment Cover Sheet for each assessment. 4. You are permitted to use dictionaries and to seek support, as required. 5. Where your work has been deemed as unsatisfactory, you will be permitted to resubmit the assessment. Refer to RGIT reassessment policy and procedure. 6. Unless the assessment task specifically allows pair work or group activities such as brainstorming, you must submit their own original work and are not permitted to copy the work of other students. Plagiarism is never acceptable. 7. Assessments must be submitted on their due dates. 8. Extensions are permitted in consultation with the trainer. Performance objective Candidates will demonstrate knowledge and skills required to influence groups and individuals. Assessment description Using the workplace scenario information provided, you will plan the implementation and resourcing of an organisational change strategy, consult with various stakeholders, and implement a key part of the change strategy. At all stages, you will build support for the implementation...
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...Leadership JAT Task 2 Dawn Power WGU E1. Goals Goals are important to the success of a group. Goals are a major factor in motivation. Goals must provide task direction and help to achieve desired results. Goals should give a team something to reach for and align with the team’s mission and strategy. Goals must be specific and challenging and not general or unrealistic to accomplish. Our team realized the importance of goals in the beginning and that is why we were able to achieve every goal that was set in the initial meeting. The following were our goals that we set for the group: 1. Be prompt for all calls-each team member usually arrived 10-15 minutes early for every call that was scheduled. 2. Respect for each other’s time by communicating to the team leader if unable to participate in the calls-each member of the team made every call that was scheduled. 3. Everyone was expected to participate in the calls-every member of the team actively participated in the calls providing feedback when needed. E2. Motivation Strategies Motivating a team can be more challenging than motivating one person because each person within the team has different personalities, values, beliefs and goals. If a team can capitalize on each team member’s positive traits that they bring to the group, it will enable the team to be motivated and achieve more. Every team needs some form of motivation to accomplish its goals. Our team effectively established motivation...
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...Presentation is: March 20th at 11 AM Transmittal Email and Executive Summary is due: March 19th before 5 PM. Individual Deliverables is due: March 6th March 20th: Last day to submit a critical incident report February 26th: Next group meeting February 27th: 3rd virtual group meeting. March 18th: Presentation Workshop Everything completed by March 18th. All deliverables must be completed and we'll use March 18-20 as practice for our presentation. Reading through the executive summary together so we can get a concrete list of deliverables. TEAM STRENGTHS AND WEAKNESSES Kelcie: - Not a good writer ; would rather not do business writing + Good formatter + Good at PowerPoint slides - Not a super effective email writer Van: + Good business writer + Will send out emails - Would rather not to do financial Kenny: + Presentation skills - Not good at cover letters/thank you letters + good at memos ; Harms be lovin' the memos. May: + Good at presenting - May overanalyze writing so would rather not do that. + very organized with a schedule Adriel: + Good at presenting - Not as good in powerPoint + Keeping the group on track is a strength GOAL: Convince Zachary to keep the fitness center + develop a wellness plan. Background research on fitness centers effectiveness in worker productivity, Adriel: We should make a strategy and then write the...
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...developing a comprehensive set of plans to integrate and coordinate organizational work. The term planning as used in this chapter refers to formal planning. Types of Planning: * Informal – not written down, little or no sharing of goals with others in the organization * Formal – specific goals covering a period of time are defined II. Why do Managers Plan? Purposes of Planning * Planning gives direction * Reduces the impact of change * Minimizes waste and redundancy * Sets the standard used in controlling Planning and Performance * Generally speaking, however, formal planning is associated with positive financial results. * The quality of the planning process and appropriate implementation probably contribute more to high performance than does the extent of planning. * When formal planning has been shown not to lead to higher performance, the environment is usually the reason. * Organizations need at least four years of systematic formal planning before performance is impacted. III. How do Managers Plan? Elements of Planning A. Goals * Goals are desired outcomes for individuals, groups, or entire organizations. Goals are objectives–the two terms are used interchangeably. They provide the direction for all management decisions and form the criterion against which actual work accomplishments can be measured. B. Plans * Plans are documents that outline how...
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...I. BACKGROUND OF THE CASE In the early 1980’s, the San Miguel Corporation (SMC) and A. Soriano Corporation (ANSCOR) Group of Companies, under the leadership of Andres Soriano Jr. addressed a long felt need for an effective formal planning system for the two companies. According to Soriano, the companies had developed their budgeting and long-ranged planning systems several years earlier but, despite the many advantages these gave them, they still were not satisfied with their ability to respond to the rapid changes in the environment around them. They, therefore, searched for a process that would enable them to upgrade their planning capability. SMC and the ANSCOR Group, thus, sought professional advice from a team of experts on strategic planning. The team was headed by Dr. Peter Lorange, then professor at the Wharton School and consultant on strategic planning to the two companies. Soriano expressed his great satisfaction with the approach to strategic planning developed by Dr. Peter Lorange and his team. In November 1982, Dr.Lorange addressed a joint dinner-meeting of SMC and the ANSCOR Group and shared his insights on the implementation of strategic planning of the two companies. Following are excerpts from an article prepared by Lorange based on his address during the meeting as well on as the major issues raised during the lively open-forum discussion. II. MAIN PROBLEM Problems: a. The planning process may have been time consuming and involved more work...
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...In today’s economy, keeping the morale of the sales force in a high gear is vital if a company is to achieve profitability. One of the factors that boost the morale and productivity of the sales force is a reward program that recognizes and addresses their needs. It is in the company`s best interest to keep the sales force motivated for higher sales revenue and elevated levels of financial growth. To assist in understanding the impact and role played by reward programs, General Motor`s compensation plan will be used as a guide in creating an effective workforce compensation program (Hay Group., 2001). An effective compensation program needs to incorporate the aspect of fairness .This means recognizing each employee`s worth and value contribution to the ultimate success of the company. The reward program needs to be impartial to all employees involved so that it can gain unfailing support from every member of the sales team. An unfair program will create conflict and division amongst employees and cause resentment and discontent amongst those who feel sidelined by the program (Clow & Baack, 2012). It will hinder the smooth running of operations as employees get involved in a battle to counter each other’s efforts thus leading to reduced levels of productivity. The vision and mission of the company should also be considered when hatching a reward program. It is only by aligning it to the core values of the company that it will attain sustainability. The rewards program will be...
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...change and communicating it effectively ▪ monitoring the progress of the changes (sponsor/agent and targets) ▪ understanding the change (targets) ▪ identifying lack of infrastructures/staff/training to support changes ▪ setting achievable time frames and goals ▪ setting roles and responsibilities ▪ motivating people within the change ▪ increasing efficiency ▪ increasing transparency Issues to consider: “culture and behavior” ▪ Change begins before final aim is identified or sponsor identified (e.g. lost of contract) ▪ Emotional reactions to changes are difficult to plan and time should be given to manage those reactions effectively. Emotional reactions maybe caused by: 1. Company goal vs group goals or individual goals and reactions are not easy to plan 2. Effect of the change on the private sphere of individuals (e.g. relocation). Time should be given to adjust to the changes or appropriate financial support when applicable ▪ Diverse background/work conditions/culture require different planning and communication strategies ▪ Flexible and critical tasks of the change have to be identified, reviewed and changed when possible How to ensure a smooth transition ▪ Meet with senior staff involved in the change to discuss all aspects of it to try to ensure nothing is left unconsidered and therefore unplanned for. ▪ Ensure all individuals involved are...
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...Incentive Plans Paper Danyiel Brown MGT/431 University of Phoenix March 29, 2012 Demetrius Holt Incentive Plans Paper Incentive plans are reward plans that are used to motivate employees to perform past the common values of their company and increase their productivity created by their company. . There are three types of incentive plans recognized by the experts in the HR and development field; they are enterprise, group and individual. One of the incentive plans that most organizations provide these days is merit pay. Merit pay is determined by the employee’s work performance and achievements set forth by the organization’s standards. “Merit raises can serve to motivate if employees perceive the raise to be related to the performance required to earn it” (Al-Nsour, 2012). There can be a downsize to providing employees with merit raises because over years the employees performance may decline but they will still feel that they are obligated to receive the raised whether they performed or not. There are other issues that can occur with merit pay incentives such as no rules put in place for managers to calculate work performance, not enough funds obtainable to increase the base pay for the entire staff and some employees may assume merit pay has nothing to do with their work performance and overall productivity. Merit pay sometimes does not motivate employees of an upper level because of the lack of honesty on both the managers and supervisors and the employees which...
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...A Sales Plan Defined Our sales plan should be short, simple and to the point. It's basically our strategic and tactical plan for acquiring new business, growing our existing book of business and making and/or exceeding our sales quota within our sales territory. Typically, a healthy mix would include 75 percent of your sales quota from new business and 25 percent of your quota from add-on business from your existing customers. There are four basic parts of a sales plan: 1. New business acquisition strategies 2. New business acquisition tactics 3. Existing business growth strategies 4. Existing business growth tactics Before you start, you need to get a handle on some definitions: • Sales quota: This critical element of your plan sets the tempo of your efforts throughout the year and provides quarterly, monthly, weekly and even daily sub-goals for you to achieve. • Sales territory: Refers to the geographic area, list of named accounts or specific market niche you have been assigned to in which you are to sell your products, services and solutions. • Strategies: The plan necessary to accomplish your goal. • Tactics: The steps necessary to carry out the plan. New Business Acquisition Strategies and Tactics Include the following four strategies in your sales plan. Remember, these strategies are all designed to capture new customers and new market share. Important note: The strategies are numbered and the tactics are italicized. 1. Exceed my quota. • Send no less than...
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...10d … 11/3/2015 – 11/13/2015 (Predecessors: Read Case) * Group Meeting 10d … 11/3/2015 – 11/13/2015 * Review Notes 10d … 11/3/2015 – 11/13/2015 (Predecessors: Take Notes) * Consider Action Plan 4d … 11/13/2015 – 11/17/2015 (Predecessors: Review Notes) * Determine Action Plan 10d … 11/17/2015 – 11/27/2015 * Consider Options 10d … 11/17/2015 – 11/27/2015 * Choose Best Plan 10d … 11/17/2015 – 11/27/2015 (Predecessors: Consider Options) * Discuss Implementation 4d… 11/27/2015 – 12/1/2015 (Predecessors: Choose Best Plan) * Execute the Plan 7d … 12/1/2015 – 12/7/2015 (Predecessors: Determine Action Plan) * Status Report 7d … 12/1/2015 – 12/7/2015 (Predecessors: Execute the Plan) * Monitor Progress 7d … 12/1/2015 – 12/7/2015 * Create Presentation and Visual aid 7d… 12/1/2015 -12/7/2015 * Fix Issues 7d … 12/1/2015 – 12/7/2015 (Predecessors: Monitor Progres) * Case Closing 3d … 12/7/2015 – 12/10/2015 (Predecessors: Execute the Plan) * Archive Documents 3d … 12/7/2015 – 12/10/2015 * Review group successes 3d … 12/7/2015 – 12/10/2015 * Review group failures 3d … 12/7/2015 – 12/10/2015 * Post-Project Review 1d… 12/11/2015 -12/11/2015 * Discuss group failures 1d … 12/11/2015 -12/11/2015 (Predecessors: Review Group Failures) * Recognize group accomplishments 1d… 12/11/2015 -12/11/2015 (Predecessors: Review Group...
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...Executive Summary: New Benefit plan for Huge Computer Company In response to your request, our team has evaluated and integrated the benefit package and retirement plans for the newly merged Huge Computer Company. The following report will compare key features of each plan while making observations and recommendations on merging the two plans. Key Issues: • Evaluating and blending of two very different organizations into one. • Transition and new plan - taking into consideration the wide age range and corporate cultures of the two employee groups, especially the software engineers. • Different focuses – younger CC software engineers thriving in a casual environment focusing on high creativity and innovation; older, grounded, and formal individuals from HC. Research Method: The Primary Research method was interviews of the HR managers and departmental managers of both companies. Each interviewee was asked for their assessment of how their current programs meet their respective needs and what the programs lacked; their perceptions of the other company’s plans; and what their personal key areas of concern were in regards to the implementation of a new benefits plan. Results: Benefit Description Importance For HC Importance For CC Recommended for merged plan Choice in Health Ins. Very High Low See Below 401k/IRA options Very High Low See Below Stock Options - High See Below Life Insurance High Low See Below Dental & Vision High High See Below Flex...
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...important function of an accounting system is to: a. keep employees from embezzling funds. b. prepare accounting records. c. provide information from decision-making. d. Collect and record data. 2. The phases of an accounting system are: e. setting objectives, planning, analysis. f. identification, recording, analysis, reporting. g. evaluation, processing, output. h. none of the above. 3. The planning process for a business involves: i. setting objectives, long-term plans, and short-term plans. j. objectives and short-term plans. k. objectives and detailed budgets. l. long-term objectives, and long-term plans. 4. Control is best defined as: m. making the employees work harder. n. making the directors perform according to plan. o. giving orders. p. making events conform to plan. 5. Which of the following groups are users of financial information? q. Managers r. Lenders s. Owners t. All of the above 6. Four key qualitative characteristics of accounting information are: u. Understandability, identification, analysis and relevance. v. Control, planning, analysis and comparability. w. Relevance, reliability, comparability and understandability. x. Identification, analysis, reliability and timeliness 7. The best explanation of relevance is ensuring: y. That information is expressed...
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...objectives? (15 marks) A workforce plan is a plan of action that results from the process of workforce planning and corporate objectives are targets that must be achieved in order to meet the stated aims of the business. The corporate objective of Cameco is for their business to grow and I do believe that workforce planning has enabled Cameco to achieve its corporate objectives as firstly, a workforce plan will assess the current workforce which means it will look at the numbers of workers needed for Cameco. Cameco’s corporate objective is to grow and therefore they will need a lot of employees to work for them to make more uranium for the business to grow. A workforce plan will assess how many workers Cameco will need to employ and therefore it enables Cameco to achieve its corporate objective. Also, a workforce plan will look at the skills in which workers will need to be employed by Cameco. Cameco require highly skilled workers to as to produce uranium is an extremely difficult task and therefore the potential employees who can do this are very few and a workforce plan will identify the skills which the workers need and then Cameco can search for employees with these skills. This means the workforce plan enables Cameco to achieve its corporate objectives as the business can grow with more employees who are highly skilled and can do the job correctly. A workforce plan will also look at timing of the job. This means that the workforce plan will identify when employees will start...
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