...University BUS423 Interviewer: Joshua Cuffee Interviewee and Occupation: Sydni Wynn - Retail Sales Store Manager Interview Setting: Fred’s Super Dollar Store Affiliation with Interviewee: Boss Interviewer: “Prior to being hired were you asked to take any physical ability tests” (Argosy 2015)? Interviewee: No. Interviewer: “What do you perceive to be the physical demands of your job” (Argosy 2015)? Interviewee: Heavy lifting, sometimes over 50 lbs. on truck day, constant fast pace walking from one side of the store to another. Interviewer: “On a scale of 1 to 5, with 5 meaning very physically demanding and 1 meaning not at all physically demanding, how physically demanding would you say your job is” (Argosy 2015)? Interviewee: About 2.5. Interviewer: “Are there physical demands you were unaware of prior to accepting your position” (Argosy 2015)? Interviewee: I was aware that I would have to be able to lift 50 lbs. I didn’t realize how much running around was involved. Interviewer: How do you physically feel after a normal day at work? Interviewee: Depending on the time of year it varies. During the slow season I feel sluggish from lack of activity and during the busy season I feel sore from running around, lifting, climbing, etc. Interviewer: Does the physicality of your job affect how well you are able to perform? Interviewee: No Interviewer: Do you or have you ever over exerted yourself at work? Interviewee: Yes Interviewer: How often do you need to take...
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...Youssef Bouzoubaa October 17th, 2015 Marketing Yourself in Today’s Competitive Job Market Marketing and Promotions Manager Job Description: A promotions Manager is responsible for supervising promotions programs to incentivize the point-of-sale. He combines advertising with promotional deals to attract consumers and clients to buy products. A Promotions manager works with marketing and sales departments to create promotions and advertising campaigns. He is also responsible for developing and launching discounts and coupons through social media or other means. Salary range: The salary range may vary depending on a number of factors including industry, company size, location, years of experience and level of education. According to the website Salary.com, the annual salary range of a Promotions Manager in the United States falls between $60,448 and $113,165 with a median of $86,665. According to the website Glassdoor.com, the annual salary range of a Promotions Manager in the United States (in Miami more precisely) falls between $63,000 and 123,000$ with a national average of $72,258. According to the website Payscale.com, the annual salary range of a Promotions Manager in the United States falls between $25,406 and $86,007 with a median of $46,433. Summary of informational interview: A friend introduced me to a Promotions Manager that was in charge of promoting a Pico projector. I first asked him about his educational background and experience. I then asked...
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...University of Glasgow Adam Smith Business School International Business & Entrepreneurship Research Method MGT 5174 A Comparative Study of Entry Modes Adopted by Sainsbury’s and M&S in China Based on Resource-based View Theory Yuyu Xiong 2203873 07/24/2016 Word Account: 3013 Table of Contents 1. Introduction……………………………………………………………………..…3 1.1 Background ………………………………………………………………..…3 1.2 Research Questions …………………………………………………………..3 1.3 Research aim and objectives………………………………………………… 4 2. Literature Review ……………………………………………………………..….4 2.1 Timing ………………………………………………..…..4 2.2 Scale of Entry ………………………………..…..……5 2.3 Steps taken before choosing entry modes………………………………..…. 2.4 Entry Modes……………………………….……………………………..…. 2.5 Factors that influence the choice of entry mode…………………………..…. 3. Methodology…………………………………………………………………..….6 3.1 Research philosophy………………………………………………….………6 3.2 Research approach……………………………………………………………7 ...
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...Research Paper: NAB Customer Service Employee Turnover Name Email GM591ON_M Leadership and Organizational Behavior Professor Date Abstract This paper will focus on the Customer Service department at North American Bancard. An overview of the company including the author's role will be explicated. Essential issues, events, and actions to help frame the problem will be identified. The problem statement will be well defined and specific enough for each reader to gain a clear idea of the Organizational Behavior topic and the direction of the research. Each reader will be given an encapsulated review of what information the author found most relevant to the research. The problem will be explored, providing an identification and description of the root causes. Solutions to the problem will be provided, supported and defended, to logically flow with the analysis of the problem. The author will reflect upon the research conducted, to show how the author's personal, academic, and professional development was influenced. Introduction: Company Overview The organization that my research will be based on for my final project is North American Bancard. North American Bancard was founded in 1992. It started with one employee in a shared office. As of today, North American Bancard has over 600 employees in a 100,000 sq. ft corporate office. The company provides merchants with the ability to accept credits cards, debit cards, EBT...
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...Leadership Think Tank 2005 1 Built to Last Jim Collins/Jerry Porras Harper Business Essentials (Paperback Edition) 368 Pages ISBN: 0060516402 Chapter ONE On the basis of substantial research, Jim Collins and Jerry Porras observe the distinctive habits of companies of enduring greatness. In the words of the authors, “Visionary companies are premier institutions – the crown jewels – in their industries, widely admired by their peers, and having a long track record of making a significant impact on the world around them.” Visionary leaders and breakthrough ideas come and go, but visionary companies survive the transitions. The “successful habits” of the visionary companies were observed in comparison to “silver medalist” companies in the same industry. Both the visionary and comparison companies outperformed the market, but the visionary companies demonstrated extraordinary long-term results. The tandems most frequently referenced in the book are GE/Westinghouse, HP/Texas Instruments, Motorola/Zenith, P&G/Colgate, Merck/Pfizer, and Wal-Mart/Ames. These comparisons dispelled commonly held myths regarding the nature of exceptional companies. Myth Reality 1 It takes a great idea to start a great company Visionary companies did not demonstrate early success 2 Visionary companies require great and charismatic visionary leaders Leaders of visionary companies were focused on building great institutions as opposed to building their individual reputations ...
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...2 CHAPTER 2.1 2.2 2.3 Decision Making and Business Processes Why Do I Need To Know This LEARNING OUTCOMES Explain the difference between transactional data and analytical information, and between OLTP and OLAP. Define TPS, DSS, and EIS, and explain how organizations use these types of information systems to make decisions. Understand what AI is and the four types of artificial intelligence systems used by organizations today. Describe how AI differs from TPS, DSS, and EIS. Describe the importance of business process improvement, business process reengineering, business process modelling, and business process management to an organization and how information systems can help in these areas. This chapter describes various types of business information systems found across the enterprise used to run basic business processes and used to facilitate sound and proper decision making. Using information systems to improve decision making and re-engineer business processes can significantly help organizations become more efficient and effective. ? 2.4 2.5 As a business student, you can gain valuable insight into an organization by understanding the types of information systems that exist in and across enterprises. When you understand how to use these systems to improve business processes and decision making, you can vastly improve organizational performance. After reading this chapter, you should have gained an appreciation of the various kinds of information systems employed...
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...| Product Analysis: Monster Energy Drink | Bill ClymerWednesday August 14, 2013Written by: Maira Khalid | PART A Situation Analysis Monster Beverage Corporation The Hansen Beverage company (recently changing their name to Monster Beverage Corporation on January 5th of 2012), was a family owned and operated company in the 1930’s, selling freshly squeezed juices to local film studios. In the 1970’s, one of the Hansen brothers decided to transition their beverage business into marketing ‘natural sodas’. This was the upturn of the company that led them to where they are today. Today, Monster Beverage Corp. has transformed into the largest energy drink company in Canada with sales of more than $ 2.1 billion in 2012. Monster beverages have always been, and still claim to be free of preservatives, caffeine, sodium, artificial flavours and colours. Although many people believe that all energy drinks contain high levels of caffeine and are not healthy, the company’s mission statement which has not changed since Jan 5th, 2012 when the company changed its name, states otherwise. The Mission Statement The mission of Monster Beverage Corp. is to satisfy consumers' needs for superior quality and great tasting, healthy, natural and functional beverages. Our beverages will be positioned as an upscale brand and will often be marketed at a premium to competitive mainstream products. This mission statement provides Monster Beverage Corp. with the information needed for...
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...* Chapter Introduction * 7-1Recruiting Employees * 7-1aInternal Recruiting * 7-1bExternal Recruiting * 7-1cMethods for External Recruiting * 7-1dInternships: A Mixed Model * 7-1eRealistic Job Previews * 7-2The Selection Process * 7-2aSteps in Selection * 7-2bBasic Selection Criteria * 7-3Popular Selection Techniques * 7-3aApplications and Background Checks * 7-3bEmployment Tests * 7-3cWork Simulations * 7-3dPersonal Interviews * 7-3eOther Selection Techniques * 7-4The Selection Decision * 7-4aMultiple Indicators * 7-4bSelection Errors * 7-4cReliability and Validity * 7-4dLegal and Effectiveness Issues in Recruiting and Selection * 7-5Training and Development * 7-5aManagement Development * 7-5bOrganizational Development * 7-5cEvaluating Training and Development * Chapter Review * Chapter Summary * Learning Objectives * Key Terms * Key Points for Future Managers The Coaching Carousel It’s called the coaching carousel. Every year when football season ends, coaches get fired and new coaches get hired. And because every team needs a head coach, there is precisely one job at each team and that job has to be filled—quickly. Consider the National Football League. Every team wants to make the playoffs, so that becomes the critical measure of success. The day after the regular season ends is known as Black...
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...Purdue University Purdue e-Pubs Department of Computer Graphics Technology Degree Theses 1-1-2012 Department of Computer Graphics Technology Social Media Marketing in a Small Business: A Case Study Sarah Cox coxsl@purdue.edu Follow this and additional works at: http://docs.lib.purdue.edu/cgttheses Cox, Sarah, "Social Media Marketing in a Small Business: A Case Study" (2012). Department of Computer Graphics Technology Degree Theses. Paper 16. http://docs.lib.purdue.edu/cgttheses/16 This document has been made available through Purdue e-Pubs, a service of the Purdue University Libraries. Please contact epubs@purdue.edu for additional information. Graduate School ETD Form 9 (Revised 12/07) PURDUE UNIVERSITY GRADUATE SCHOOL Thesis/Dissertation Acceptance This is to certify that the thesis/dissertation prepared By Sarah Lynne Cox Entitled Social Media Marketing in a Small Business: A Case Study Master of Science For the degree of Is approved by the final examining committee: Mihaela Vorvoreanu Chair Jonathon Day Judith A. Birchman To the best of my knowledge and as understood by the student in the Research Integrity and Copyright Disclaimer (Graduate School Form 20), this thesis/dissertation adheres to the provisions of Purdue University’s “Policy on Integrity in Research” and the use of copyrighted material. Mihaela Vorvoreanu Approved by Major Professor(s): ____________________________________ ____________________________________ Approved...
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...This text was adapted by The Saylor Foundation under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work’s original creator or licensee. Saylor URL: http://www.saylor.org/books Saylor.org 1 Preface Competing books are focused on the academic part of HRM, which is necessary in a university or college setting. However, the goal with this book is not only to provide the necessary academic background information but also to present the material with a practitioner’s focus on both large and small businesses. While the writing style is clear and focused, we don’t feel jargon and ten-dollar words are necessary to making a good textbook. Clear and concise language makes the book interesting and understandable (not to mention more fun to read) to the future HRM professional and manager alike. It is highly likely that anyone in business will have to take on an HRM role at some point in their careers. For example, should you decide to start your own business, many of the topics discussed will apply to your business. This is the goal of this book; it is useful enough for the HRM professional, but the information presented is also applicable to managers, supervisors, and entrepreneurs. Besides these differences, other key differences include the following: This book utilizes a technology focus and shows how HRM activities can be leveraged using technology. We have also included a chapter on communication and information...
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...PARRISH, ERIN DODD. NICHE MARKET OPPORTUNITIES IN THE GLOBAL MARKETPLACE. (Under the direction of Dr. Nancy Cassill and Dr. William Oxenham). The purpose of this research was to analyze how a niche strategy can be used by US textile and apparel companies to compete with lower priced imports. With the increasing globalization of the industry, it has been suggested that companies focus on products that offer a competitive advantage over commodity products (Standard and Poor’s, 2003). One way of doing this is to focus on specialized, or niche, products. The conceptual models used in this study provided a framework for specialization within trade. The trade theories examined were 1) Ricardo’s Comparative Advantage Theory (Ricardo, 1817), 2) Heckscher-Ohlin Trade Theory of Factor Proportions (Heckscher & Ohlin, 1991), 3) Posner’s Technology Trade Gap Theory (Posner, 1961), 4) Vernon’s Theory of the Product Life Cycle of Trade (Vernon, 1966), and 5) Porter’s Model of Competitive Advantage (Porter, 1998). Each of these trade theories predicts specialization as a result of trade. This means that as trade barriers decrease, a country’s resources will focus on those processes in which it has a competitive advantage. For the US textile and apparel industry, this means moving away from basic textile items used in apparel production, such as basic fabrics, and moving towards more focused and specialty products, which includes niche products. The methodology used in this study consisted of...
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...Strategic Positioning and Sustainable Competitive Advantage in Food Industry Abstract Purpose – This paper examines the concepts of sustainable competitive advantage (SCA) and strategic positioning (SP) and seeks to develop a framework on determinants of SP and SCA in the food industry following the case study approach. Design/methodology/approach – This paper analyzes the concepts of strategic positioning and sustainable competitive advantage and their interrelation. The qualitative study of three beverage producers is conducted. Cases are analyzed based on the theoretical models discussed in the first part of the paper. Findings - This paper provides comparison of positioning strategies and SCA of three international beverage producers. The theoretical framework on determinants of these concepts was developed and applied for case study. The concepts of SCA and SP are interchanging, but from the case study it was not possible to conclude whether one leads to another. There is no single theory found which would be universal in explaining the success of the brands. Companies are complex structures and their success depends on many different elements which should be analyzed in combination. Research limitations/implications – The findings are based solely on the case analysis of three unique beverage companies. To generalize conclusions the research of other companies in food industry on possession of SCA and their positioning strategies is needed. Not all firsthand information...
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...This page intentionally left blank This page intentionally left blank Less managing. More teaching. Greater learning. INSTRUCTORS... Would you like your students to show up for class more prepared? class is much more fun if everyone is engaged and prepared…) (Let’s face it, Want ready-made application-level interactive assignments, student progress reporting, and auto-assignment grading? (Less time grading means more time teaching…) Want an instant view of student or class performance relative to learning objectives? (No more wondering if students understand…) Need to collect data and generate reports required for administration or accreditation? (Say goodbye to manually tracking student learning outcomes…) Want to record and post your lectures for students to view online? With McGraw-Hill's Connect Management, ™ INSTRUCTORS GET: • Interactive Applications – book-specific interactive assignments that require students to APPLY what they’ve learned. • Simple assignment management, allowing you to spend more time teaching. • Auto-graded assignments, quizzes, and tests. • Detailed Visual Reporting where student and section results can be viewed and analyzed. • Sophisticated online testing capability. • A filtering and reporting function that allows you to easily assign and report on materials that are correlated to accreditation standards, learning outcomes, and Bloom’s taxonomy. • An easy-to-use lecture capture tool. STUDENTS... Want an online, searchable...
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...This page intentionally left blank This page intentionally left blank Less managing. More teaching. Greater learning. INSTRUCTORS... Would you like your students to show up for class more prepared? class is much more fun if everyone is engaged and prepared…) (Let’s face it, Want ready-made application-level interactive assignments, student progress reporting, and auto-assignment grading? (Less time grading means more time teaching…) Want an instant view of student or class performance relative to learning objectives? (No more wondering if students understand…) Need to collect data and generate reports required for administration or accreditation? (Say goodbye to manually tracking student learning outcomes…) Want to record and post your lectures for students to view online? With McGraw-Hill's Connect Management, ™ INSTRUCTORS GET: • Interactive Applications – book-specific interactive assignments that require students to APPLY what they’ve learned. • Simple assignment management, allowing you to spend more time teaching. • Auto-graded assignments, quizzes, and tests. • Detailed Visual Reporting where student and section results can be viewed and analyzed. • Sophisticated online testing capability. • A filtering and reporting function that allows you to easily assign and report on materials that are correlated to accreditation standards, learning outcomes, and Bloom’s taxonomy. • An easy-to-use lecture capture tool. STUDENTS... Want an online, searchable...
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...http://vk.com/caseogolics CASE INTERVIEW SECRETS A FORMER MCKINSEY INTERVIEWER REVEALS HOW TO GET MULTIPLE JOB OFFERS IN CONSULTING VICTOR CHENG Innovation Press Seattle This book and the information contained herein are for informative purposes only. The information in this book is distributed on an as-is basis, without warranty. The author makes no legal claims, express or implied, and the material is not meant to substitute legal or financial counsel. The author, publisher, and/or copyright holder assume no responsibility for the loss or damage caused or allegedly caused, directly or indirectly, by the use of information contained in this book. The author and publisher specifically disclaim any liability incurred from the use or application of the contents of this book. All rights reserved. No part of this book may be reproduced or transmitted in any form by any means, including electronic, mechanical, photocopy, recording, or otherwise, without the prior written permission of the publisher. Throughout this book, trademarked names are referenced. Rather than using a trademark symbol with every occurrence of a trademarked name, we state that we are using the names in an editorial fashion only and to the benefit of the trademark owner, with no intention of infringement of the trademark. Copyright © 2012 Victor Cheng All rights reserved. Published by Innovation Press 93 S. Jackson St., #75551, Seattle, WA 98104 ISBN 978-0-9841835-3-1 For Julia and the girls FREE BONUS...
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