...(a) Identify and briefly discuss SIX business orientations. Business organisations basically exist to provide products and to maximise profits. But there can be a marked difference in their approach to do business depending on the orientations they modulate their business strategy. The following six business orientations are discussed hereunder: (a) Production orientation: Here the main focus is on the production and management ensures that there is enough capacity to mass produce and whatever is produced it is sold at a relatively low price. Consumers are sensitive to prices and there is less costs associated with advertising and promotion of the goods. Competition is almost inexistent. An example is the production and sale of tomatoes. Whatever amount is produced it is sold on the marketplace. (b) Product orientation: Here management decides to produce a product and production is undertaken without any assessment through proper research techniques being made whether the product is needed or not. Management has at least ensured that the quality and design of the product is good. This type of business orientation is quite risky as it can fail on the market if people do not need it nor are willing to use it in spite of marketing strategies being undertaken. (c) Sales orientation: This concept underpins the need to canalize all energies towards selling the product. The particular product is made available to consumers and salespersons use aggressive selling techniques...
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...1 ASSIGNMENT BRIEF To what extent is your organisation market oriented? Using appropriate evidence and through the application of apt and relevant models and theories, critically analyse and evaluate how market led your organisation is. Provide recommendations to achieve an improved market orientation. OPEN LEARNING CENTRE AFFIRMATION OF OWN WORK Title of module---------------------------------------------------------- This submission is the result of my own work. Primary and secondary sources of information and any contributions to the work by third parties, other than my tutor/other tutors, have been fully and properly attributed. Should this statement prove to be untrue, I /we recognise the right and the duty of the Board of Examiners to take appropriate action in line with University of Gloucestershire’s regulations on assessment. Signed ……………………………………. Date ----------------------- 2 Table of Contents 1 ASSIGNMENT BRIEF 2 3 LIST OF TABLES 5 1. Executive summary 6 2. Introduction 7 3. Marketing concept. 7 4. Market Orientation 9 4 Situational analysis 10 4.1 Customers 10 4.2 Company 11 4.3 Competitor 12 4.4 Context - Environment 12 4.5 Collaborators. 13 4.6 SWOT analysis 14 5 Marketing Strategy 15 5.1 Segmentation 15 5.2 Targeting 16 5.3 Positioning 16 6 Marketing Mix 19 Marketing mix is at the core of marketing according to Doyle...
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...Carlo , London, Stamford .For our owned tonnages we are a functional department for the chartering division who are marketing the ships. As ship managers we market our expertise on third party ship management to other ship-owners. We are also involved in new ship building consultancy services which need the marketing of our technical expertise. The economic crisis of 2008 and the ongoing euro zonecrisishave changed the global economic landscape,affecting trade and movement of goods along major shipping routes. Economic slowdown compounded with surplus global tonnage have put ship owners, financers, investors, creditors and other participants in the market in a state of disarray with questions of bankruptcy and restructuring engulfing them. As no immediate market recovery is projected, shipping companies are trying to develop new strategies to remain competitive and as well achieve better performance.Theproven pathway to achieve that is by developing marketing and marketing orientation. Marketing in merchant shipping activities is essentially B2B , where the customer orientation involves the satisfaction of owner, charter - shipper needs for...
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...w. cadogen: entrepreneurial orientation, market orientAtion, network ties and performance: study of entrePRENEURIAL FIRMS IN A DEVELOPING ECONOMY, JOURNAL OF BUSINESS VENTURING 28(2013) Page 708-727 ADISA AFOLARIN O, PRID 1303094 BE 951, MASTER OF FINANCE AND MANAGEMENT TABLE OF CONTENT INTRODUCTION…………………………………………………………………1.O MOTIVATION OF THE RESEARCH………………………………………......1.1 RESEARCH QUESTION………………………………………………………..2.0 THEORETICAL APPROACH…………………………………………………...2.1 EMPIRICAL APPROACH……………………………………………………….3.1 APPROPRIATENESS OF EMPIRICAL METHOD…………………………...3.2 FINDINGS AND CONCLUSION………………………………………………..4.0 FURTHER RESEARCH PROJECTS…………………………………………..4.1 MAIN CONTRIBUTION………………………………………………………….4.2 1.0 INTRODUCTION. This research studies how entrepreneurial firms evaluate performance benefit by simultaneously aligning high level of both entrepreneurial orientation (EO) and manager orientation (MO). It is relevant for firms operating in a developing economy context where these potentials are enhanced for business with strong social and business network ties. Entrepreneurial orientation refers to firms procluivity to explore new market opportunities and as such it manifest itself through a firms tendency to accept innovation, risk-taking, pro-activeness, competitive aggressiveness and autonomy (Lumpkin and Dess, 1996). Market orientation is defined as the implementation of the marketing concept in firms target market (Kohli and Jaworski, 1990) and...
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...Market Orientation Assessment: 1. Customer Orientation Information about customer needs and requirements is collected regularly. DON’T KNOW (0) There is no statement in the article indicates that Psion has collected information about customer needs and requirements regularly. Our corporate objective and policies are aimed directly at creating satisfied customers. DON’T KNOW (0) Since there is no clear statement in the article whether Psion has collected information about customer needs and requirements regularly, the corporate objective and policies are also not clear if it aimed directly at creating satisfied customer. Levels of customer satisfaction are regularly assessed and action is taken to improve matters where necessary. DON’T KNOW (0) There is no statement in the article indicates that Psion regularly assess level of customer satisfaction and take action to improve matters where necessary. We put major effort into building stronger relationships with key customers and customer group. DON’T KNOW (0) The article did not indicate that Psion put major effort into building stronger relationship with their key customers and customer group. We recognize the existence of distinct groups or segments in our markets with different needs and we adapt our offering accordingly. AGREE (4) Psion saw that high-end organizer market was being invaded by new generation of smart-phones, those are phones with organizer capabilities built-in. Psion saw this as a...
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...The Positive Effect of a Market Orientation on Business Profitability: A Balanced Replication Stanley F. Slater UNIVERSITY OF WASHINGTON, BOTHELL John C. Narver UNIVERSITY OF WASHINGTON, SEATTLE Narver and Slater’s (1990) finding of a positive relationship between market orientation and business profitability is retested in a broad sample of product and service businesses operating in a variety of industries. The assessment of the extent of market orientation is provided by the chief marketing officer, and profitability is assessed by the general manager, thus avoiding the problem of common respondent bias. The analysis of the influence of culture on business performance is extended by including a measure of entrepreneurial orientation in the study. The influence of a market orientation on business profitability is then compared with that of an entrepreneurial orientation. The regression coefficient for market orientation (.662) is higher in this replication than in the original study (.501), and the pairwise correlation coefficient for the relationship between market orientation and profitability is very similar in both studies (.362 and .345, respectively). No relationship is found between entrepreneurial orientation and business profitability. Thus, by drawing a sample from a more diverse population, avoiding the common respondent bias problem, and comparing the effect of a market orientation to that of an entrepreneurial orientation, the findings from this balanced replication...
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...INTRODUCTION Buildings come in various types and shapes, frequently determined by their functions. Unfortunately, there are many types of building defect that may occur in most of the building. Building defect is one of the major components of building that needed attention. Building defect refer to the results in a failure of a component part of a building or structure and causes damage to person or property, usually resulting in financial harm to the owner. Building defect will also reduce the value and the function of a building. There are many types of building defect such as cracking, dampness, spalling, peeling paint, insect or termite attack, corrosion, fungus stain and so on. These building defect can affect the performance and the appearance of the building. Building defect can occur either because of poor design, or low quality workmanship, or because the building was not constructed according to the design, or use of inferior materials. When a building facing defects, the causes of that defect have to identified before any remedial work can be undertaken to remedial it. Therefore, we are required to investigate the building defect of a building. We also have to identify the possible cause of the building defect which occur in that building. We have choose the building of Guest House to make our case study and survey. This building is located at Universiti Sains Malaysia, Pulau Pinang. Guest House is one of the famous hospitality choices for USM visitors...
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...Immediate Release Gays and Lesbians Face Persistent Workplace Discrimination and Hostility Despite Improved Policies and Attitudes in Corporate America Findings of New National Survey by Witeck-Combs Communications/Harris Interactive to be Presented at Out & Equal Workplace Summit in Orlando on Friday, September 13 Rochester, NY— September 12, 2002— Two out of five gay and lesbian adults in America’s workplaces report facing some form of hostility or harassment on the job, according to a new national study conducted by Witeck-Combs Communications and Harris Interactive®. Moreover, almost one in ten gay and lesbian adults state they were fired or dismissed unfairly from a previous job or pressured to quit a job because of their sexual orientation. In addition, when over 2,000 Americans surveyed were asked which groups of people in society they perceive experience discrimination in the workplace, such as being fired, harassed or denied a promotion, almost three quarters (73%) answered ‘gays and lesbians’ – the second highest survey response, just behind ‘older adults aged 65 and older’ (78%). Other groups mentioned as vulnerable to workplace discrimination included ‘people with disabilities’ (68%), ‘women’ (65%), ‘African Americans’ (61%), ‘Hispanic Americans’ (60%), ‘Muslims’ (60%), ‘Asian Americans’ (44%) and ‘Jews’ (39%). The far-reaching online survey was commissioned by Out & Equal Workplace Advocates, a non-profit organization that provides support and advocacy for the gay...
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...1. Introduction Philadelphia—the first Hollywood film to acknowledge HIV and homosexuality stars Tome Hanks in 1993. This film shows discrimination in hiring and firing, which are disability and sexual orientation. Discrimination exists in all places, at all times, not just in Canada. Even so, people still feel confused about the bounds of hiring and firing. The definition of this phenomenon is the different treatment of two equally qualified individuals on account of their age, gender and so on. In order to protect the rights of employees, governments establish laws and regulations to restrain employers’ behaviors. At the same time, moral standards can be a looser and more elastic limitation and judgments on people’s actions. To simplify, laws are clear rules written on paper, but moral standards are not clear and depend on different people. So, what is the boundary of employment? My answer is that law is the basic standard, and moral is the justice, and whether there are discriminations or not should be measured both sides—the employees’ and employers’. 2. Kinds of Discriminations Age discrimination One of the global issues is the rapidly aging population. There will be 77.3 million people with a life expectancy of 83 years, which is an estimate by the U.S. Disease Control Center 2010, for the first wave of baby-boomer generation from 1946 to 1964. At the same time, people are working longer than before, because people are living a healthier and better...
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...gender, pregnancy, nationality, and disability. Cracker Barrel operates under traditional values and supports the notion that federal legislation is warranted to stop employment discrimination on sexual orientation. The Cracker Barrel case is something that has caused much controversy for the LGBT community. But, it has also brought the attention of this problem to federal legislation. After reading the article, we can see that federal legislation is in fact supporting this case. There are no federal laws in place at this time that actually prevent discrimination based on sexual orientation, but federal legislation does not agree with the way Cracker Barrel is discriminating against the lesbian and gay community. In this day and age there needs to be some sort of protection for the LGBT community. There are federal laws that prevent discrimination based on a person’s religion, gender, national origin, age, disability, and race. So, now there needs to be laws that prevent discrimination based on sexual orientation. Cracker Barrel should not be allowed to get away with the way they have treated their gay and lesbian employees. Cracker Barrel claims that these employees may negatively effect their restaurant’s environment based on their sexual orientation. But, that is not an excuse because these types of people are no different than anyone else. Discriminating against these types of employees is the same as if Cracker Barrel were to discriminate against...
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...HRMT 301 Assignment 3: Diversity Management Group Report / Presentation 60 Marks (15% of final course grade) Instructions: 1. This assignment requires you to prepare a written team report and deliver a team PowerPoint presentation of your key insights in class (content details required are noted below). 2. Prepare a word-processed file of no more than 7-8 pages double spaced, with a font size of 12. 3. Please include a cover page, and note your name and student ID # (this page will be included as part of your overall page count). 4. Please submit your assignment through dropbox on eCentennial by Friday, July 29, 2016 at 11:59 pm. Late papers will be penalized 2% per day (including weekends) unless extenuating circumstances prevail as per the School of Business Assignment Policy. 5. Be prepared to deliver a team 5 minute Powerpoint presentation on Friday, July 29, 2016.Teams will need to bring a softcopy of their presentation and submit a printed copy in class. 6. The paper must be authored by the HRMT 301 students to be graded. 7. To assist you in preparing your paper please review Chapter 2 in your text, as well as the supporting chapter’s Powerpoint slides. I also encourage you to visit the Ontario Human Rights web site at http://www.ohrc.on.ca and/or The Ontario Ministry of Labour web site at: http://www.labour.gov.on.ca/english/ for assistance too. 8. You must conduct secondary research and cite a minimum of 3 different sources utilizing standard APA format...
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...Differences can come from individual characteristics and life experiences, such as where you went to school or where you live. Being married or in a civil partnership, being a parent, your political affiliation, career path or level of income can also influence your personal perspectives. These factors make us react, approach challenges and solve problems differently. CURRICULUM TOPICS • Business environment • Business strategy • People in organisations • Communication GLOSSARY When people refer to ‘diversity’, especially in a business context, they often focus on a particular set of key characteristics or differences. These are: • gender • ethnicity (which refers to colour, race and national origin) • religion • disability • age • sexual orientation. These differences are protected by law. This means staff and customers have the legal right to be treated fairly and equally in relation to these characteristics. Diversity brings real benefits to society and businesses. For society, diversity brings richness and variety. There are always new and interesting things to be learnt from each other. For a business, employing a diverse workforce enables it to use a wider range of talents and skills. These lead to creativity and innovation. Businesses need to mirror the communities and cultures they work in so they can understand and anticipate the diverse needs of their customers. In order to get the best from staff and meet the varying needs of their diverse customers, it is very important...
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...demographics. Tesco provides banking, insurance and telecommunications services as well as having a strong online presence. Tesco is a business that puts people first, ensuring its customers and colleagues are at the heart of everything it does. ‘Our core purpose is to create value for customers to earn their lifetime loyalty. Our success depends on people: the people who shop with us and the people who work with us. Earning customer loyalty is crucial and Tesco focuses to helping customers in lots of small ways which together can make a big difference. ‘Every little helps’ is more than just a slogan. It describes Tesco’s way of working with all of its stakeholders, and that includes colleagues as well as customers. Tesco works in a competitive market where products, stores, tastes and even the way customers shop are constantly changing. Tesco needs to be proactive in preparing to face these changes. This means finding talented people who will be ambassadors for the brand in the communities it serves. Diverse communities mean that it needs to recruit and train people who reflect this diversity, so that all sections of society are included. This case study looks at how Tesco benefits by focusing on diversity and inclusion in its employment strategies. 1. Describe what the meant diversity and equality? Equality * Equality is treating people fairly and making sure that everyone is given a fair chance and that their individual needs are...
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...In the case of John Smith it’s discrimination of the law. John is open gay man is his way of live and choice. Under Title 7 of the civil rights “race, color, religion, sex, or national origin” are unlawful to discriminate under. A person’s sex and gender need not to match one with another. Some men are more feminine than other men. Sexual orientation indicates his sexual attractions and desire, that’s person’s sexual attraction to other type people of the same as his is. Sex, gender, sexual orientations are interconnected. What is more important for purposes of the title 7 that courts often forcefully draw line between them. In the end sex and gender are protected by title 7, however sexual orientation is not. “Sexual orientation claims arises when an employee suffers discrimination solely on accounts of his or her sexual orientation. Law currently stands; sexual orientation claims are not actionable under title 7. This is true regardless of whether the claim is based on homosexuality, heterosexuality, or bisexuality” (Northwestern Universality Law Review, Title 7). John Smith and Joseph Oncale had almost the same issues when they both were harassed and discriminated at their work places. Unwelcome sexual advances, requests for sexual favors, verbal or physical conduct of any sexual nature represent sexual harassments. “When the workplace is permeated with discriminatory intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of the...
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...Diversity in Workplace Sexual Orientation Professor Antionette Dee Currie Richardson Human Resources Management Andre Marcano Florida State College Jacksonville MAN 4301, SUMMER 2014 Abstract This paper looks at the impact of being Gay, Lesbian, Bisexual and Transgender (LGBT) in the workplace and if there are any limitations by various organizations. Most organizations often claim to value diversity, many Human Resource Systems are developed to encourage, reinforce and allow only similarities. Understanding the economic rationale for discrimination of LGBT and the implications contributes to improving Human Resource Discrimination policies that take into account workforce diversity. Employers should introduce diversity programs to educate employees and create an environment that is more hospitable to LBGT individuals and their allies. The goals and objective of the organizations training must be clearly defined and communicated. The challenge arises when forces within the organization operate to attract, select and retain an increasingly homogeneous group of people. This will suggest shifts in organizational policies, at the same time employees who are antigay or homophobic may dislike the shift in policy and begin to leave the organization. The net effect is to produce a workplace that is more accepting of change. According to the Human Rights Campaign (HRC) an estimated gay and lesbian population at five percent of the U.S. population over 18 years of age...
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