Jurlique Marketing Essay

1.0 Executive summary The main purpose of this business report is to review the appropriateness of Jurlique cosmetic products for the Australian target market. The key findings are: Australia is a huge market for cosmetic and toiletry industry, while it is full of competition due to the zero duty on American cosmetics; Jurlique is a well established brand for most Australia customers, however, it still needs unique selling points other than natural ingredient to expand its market share. This is mostly based on the product research and development. 2.0 Introduction 2.1 Purpose This report sets out to review the product for a target segment. 2.2 Scope This report first describes the overall cosmetic industry, the market share of Jurlique’s skin care products and the growth trend. Then the macro and micro-environmental analysis are conducted before the detailed description of the products category. Following the target segmentation, some recommendations will be made. 2.3 Methodology This report is created based on the theories from the textbook and the secondary data from websites. In addition, graphs and tables are used to assist the specific analysis. 2.4 Assumption and limitation During the research, some information can not be accessed, however, the information can be found from others as the official website which is formal and perusable to do reference. 3.0 Description of the industry 3.1 Market size and market share According to IBIS World (2010), cosmetics and toiletries industry are based on a solid foundation, with a booming prospect. He also forecasts that global cosmetic industry will embrace an inspiring growth at an average annual rate of 3.2%, within the period to 2012-2013. Graph 1: Global cosmetic industry performance and forecast (Data source: IBIS World 2010) As a key player in the natural cosmetics and skincare industry, Australian-owned Jurlique Company is a well-deserved market leader. It manufactures and distributes a range of skin care and aromatherapy products as well as herbal medicines. Through multi-channel distribution network, the company enters into 20 different countries, where about 60 company-owned concept stores and 5000 or so Jurlique-branded retail outlets are established (Official Website, 2012). Plus, department stores, pharmacies and health food stores, as well as aroma-therapy clinics and beauty salons are also the sales channel of the company’s 75% products. The differentiation in products themselves and diversification in marketing channels both contribute to the company’s profit margins, which are thought to be about 30%, and annual sales, which are estimated to exceed AU$100 million (RAPS, 2011). 3.2 Macro-environment 3.2.1 Overall cosmetic consumption trend Graph2: Total market sale of Australian cosmetic industry Source: Australia Bureau of Statistics The cosmetic and beauty industry has experienced a constant growth the whole world, and Australia is not an exception (see above graph). The Australia cosmetics and toiletries market value is in order of US$1.5 billion, with imports products occupying about half of that (U.S Commercial Service). This suggests that the domestic cosmetic brands are facing relatively fierce competition from cosmetic brands abroad. In terms of market share of cosmetic industry in Australia, the U.S is still maintaining about 30 percent market share (U.S Commercial Service). There are several reasons for this. The U.S is well known for its large proportion of investment in cosmetics research and development; Owing to the Free Trade Agreement between Australia and the United States, the U.S enjoys zero general import duty on cosmetics and toiletries exported to Australia. 3.2.2 Demographic factor The cosmetics and toiletries industry in Australia is closely associated with the people’s paying increasing attention to personal appearance, both for women and men. The emergence of an aging population in Australia, along with a raised awareness of health and environmental issues, stimulated to a certain extent the consciousness of the importance of products that prolong a youthful appearance. For baby boomer generation which is experiencing life changes brought by aging, they have shown increasing interests in cosmetics and toiletries, not only to enhance their appearance but also for other reasons. A simple example is that they use foundation with treatment ingredients to protect their skin against harmful UV rays, and to help a variety of skin problems. 3.2.3 Cultural changes As the consumer attitude gradually changes, people are more in favor of the natural and safe products in cosmetic market. Australia consumers are not exception. They respected green-added cosmetics, namely, they are increasingly in pursuit of natural, pollution-free cosmetics with no chemicals added. Consequently, the products of chemical-free will gain competitive advantages in Australian cosmetic market to meet the consumer’s psychological needs for green, organic skin care products. 3.3 Micro-environment 3.3.1 Organization Jurlique is a Sydney-based cosmetic company, boasting its skin care products, all of which are made in the most natural way. Funded in 1985 by chemist and also a doctor-Jurgen Klein, the beauty company was characterized by farm system, which makes the fact possible that all ingredients are cultivated and processed in the Adelaide Hills, and then distributed in Australia and abroad (Pola Orbis, 2011). The company’s mission is to generate sustainability and create mutual benefit between people and nature, with its slogan â€Å"Purest Skin Care Products on Earth through Nature, Science and Innovation†. Jurlique, with its headquarters in Mount Barker in the Adelaide foothills, has planted good names for its natural and chemical free products in Australia. On November 30, 2011, Jurlique International announces acquisition by POLA Orbis, which is the fourth leading cosmetic company in Japan and has been developing its business model around the cosmetics industry with a recurring theme of â€Å"beauty and health† since its founding in 1929. This acquisition makes Jurlique brand well positioned along with a strong presence and compelling momentum in key strategic markets, with a focus on Asia, the Americas and the home market Australia. Table 1: Changes in Jurlique shares held by POLA as a result of the Acquisition Source: POLA’s Share Purchase Agreement 3.3.2 Customers Customers of Jurlique are mainly female who pay a certain attention to their skin condition and are willing to buy skin care products at a reasonable price. In addition, customers of Jurlique need to be aware of the importance of natural ingredient for their skin. As spa gradually gains popularity, Jurlique’s target consumer will be expanded to whoever enjoys a natural and comfortable spa. 3.3.3 Publics Rising concern can be noted by Australian consumers of any cosmetic product regarding health and safety. Greater attention is also being given to natural products in cosmetics. Innovative beauty salon products that incorporate premium and organic ingredients are given warm welcome. This can explain that sales of Jurlique products using natural ingredients are showing steady growth. 3.3.4 Competitions Dominated by industrial players like Luxus, P&G and Unilever in Australian cosmetic and toiletry industry, the main high-end competitive brands in the country include well-established world-famous brands such as Lancome, Estee Lauder, Clinique, Shiseido, Christian Dior, Giorgio Armani, Bobbi Brown and Clarins. Middle end brands contain Revlon, Max Factor, L’Oreal and Olay (U.S. Commercial Service). In addition, newer brands from Japan and Korea are very popular among Australian young girls such as DHC, Fancl, HABA, Mioggi, Lanegie, Skin Food. 4.0 Products Jurlique products can be classified into six categories by the company’s official website. Table2: Jurlique product line (from Official Website) Product line Products detailed by category Skin care line cleansers, deep cleansing, refreshing, recovering, renewing, moisturizing, nurturing, special care, eye and lip care, tools and accessories Body care hand care, body lotion, body oils, shower gels Hair care shampoo, hair conditioners Baby care hypo-allergenic and pH balanced baby care products Essential oils comprises pure essential oils, essential oil blends, and carrier oils Seasonal offers comprises seasonal sets of products containing specific blends Within all these excellent natural products, Herbal Recovery Gel needs to be mentioned more. Belonging to skin care category, it is a light gel concentrate for day and night, which contains natural antioxidants and is suitable for all skin conditions, including oily and problem skin. It works deeply to strengthen and restore hydration, which can help maintain ideal skin moisture balance. 4.1 Three levels of the products 4.1.1 Core level Core level of a product represents the basic consumption benefit consumers can get from the product. Namely, it is the function or efficiency of the product. For skin care products made by Jurlique, they can not only meet the very basic requirements of target audience for better their skin condition  with its natural ingredients, but they also can realize the process in a sustainable manner. 4.1.2 Actual level Apart from the natural and high-quality characteristics, Jurlique products also have a mature packaging chain, which contains three sets of processes: primary packaging, secondary packaging and tertiary packaging (Jurlique International, 2011). All products produced are packed into tertiary packaging for shipment from production to logistics, and from logistics to distributors or direct to consumers. The tertiary packaging utilized is common throughout the supply chain where possible. Just like the packaging, labeling considerations will continue to express the green concept. For example, the use of relevant recyclable symbols such as the â€Å"green dot† and inclusion of the material identification will serve as an important tool in marketing strategy. 4.1.3 Augmented level Customers who buy Jurlique products can enjoy comfortable service from the company. Jurlique has its mature online service and various distribution channels. Products sold through every channel will be delivered timely. In addition, anyone who is interested in this brand can sign up for emails, and become a Jurlique insider. The insiders can get the professional advice in terms of skin care and also free gifts from the company. 5.0 Target segment 5.1 Demographic segmentation The majority of target customers Jurlique are females, specifically Generation X and Baby Boomers who are looking for beauty products which can help reduce wrinkles, better skin dark and contain natural or pure ingredients (Phosphagenics Newsletter, 2009). In Australia, Women between age 25 and 39 staying workplace have the strongest purchase power. They are  value and quality conscious, prepared to pay a little more for a prestige product that works. For those female seeking natural and quality products, Jurlique is undoubtedly a perfect choice whose claims match product performance. 5.2 Behavioral segmentation Different people seek different benefits from Jurlique products, and according to the product itself and the behavioral habits of Australian consumer, the market can be segmented into: 1. Single brand loyalty: it is of difficulty to break the previous loyalty for a certain brand, however, it this group have faith in Jurlique, the loyalty will last long. 2. Multiple brands loyalty: this group is willing to try new brands, but the loyalty can not be assured. 3. No brand loyalty: this group tends to be price sensitive or efficiency sensitive. 5.3 Geographic segmentation In geographical version, the whole Australian market can be segmented into several divisions. The five biggest cities in Australia: Sydney, Melbourne, Brisbane, Perth and Adelaide should be the major target markets which all have advantages of large amount of working female and strong purchase power. Cities with more than a hundred thousand populations in New South Wales, Queensland, Victoria and Tasmania etc will be the second largest target markets for Jurlique. The remaining cities with less population but relatively big purchase power should also be considered. 5.4 Psychographic: Based on people’s life style and value, the market can be segmented  psychologically. The research concerning people’s life style should be based on AOI: 1. Activities: this refers to where and when people use their time on skin care. 2. Interests: how much attention would people pay to the change of skin condition. 3. Opinion: this refers to what people think of the brand. 6.0 Key needs The mainstream trend in Australian cosmetic and toiletry industry is that consumers are willing to pay the higher price for those technologically advanced products because they perceive the ingredients to be expensive, uniquely manufactured based on intensive research and develop. Therefore, the innovative initiative of Jurlique based on its laboratory R&D is in need. In addition, market for color cosmetics, hair care products and beauty salon based products unsaturated to a certain degree. This is mainly for the reason that those products are not the mainstream business scope for the major competitors from the U.S and France. Consequently, Jurlique could stretch its product line or emphasis the manufacture and market capture of those products. 7.0 Recommendations 1. Adjust the shift of distributional channels in Australia The retailing of cosmetics and toiletries in Australia has experienced a remarkable change in recent years. Supermarkets are beginning to play a major role in selling cosmetics and toiletries, replacing traditional retailers and pharmacies (Market Overview, 2010). Major supermarkets such as Coles, Safeway and Woolworths have become the sites where 45 percent of cosmetic products are sold in Australia. Pharmacies and cosmetic retailers are showing more and more presence in cosmetic market. Jurlique should take this change into account when it come to adjusting marketing strategy. 2. Professional technologic certification shows its increasing importance It should be realized that natural or organic ingredients are no more than distinctive selling points which add value to the products. Consumers today tend to expect assurance through product certification, especially for new or unfamiliar products, just as Jurlique for Australian consumer. Therefore, it is highly recommended that Jurlique obtain professional certification from authorized certifiers to enhance product credibility. 8.0 References IBIS World (2010). Cosmetic and Toiletry Retailing in Australia, Melbourne: Arna Richardson, Exporter Guild, Australian, Organic Market, P11(ix), April 2011 Jurlique official website. Retrieved from: http://www.jurlique.com.au/ U.S Commercial Service. 2010, Retrieved from: http://www.trade.gov/cs/ RAPS (2011). Beauty environmental scan. http://175.107.146.153/~rapstcco/wp-content/uploads/2011/12/Beauty-Industry-Environmental-Scan-2011.pdf Phosphagenics Newsletter. (2009). Retrieved from: http://www.docstoc.com/docs/45622966/PHOSPHAGENICS-concealer Asia-Pacific Cosmetics and Toiletries Market Overview. 2010 Pola Orbis (2011). POLA ORBIS HOLDINGS enters into a Share Purchase Agreement to acquire all outstanding shares of Jurlique International Pty Ltd[R].2011. New Zealand Trade and Enterprise (2011). Export guide: Organics and green market in Australia. Jurlique International (2011). Australian packaging covenant action plan. Retrieved from: http://www.packagingcovenant.org.au/documents/File/Jurlique%20International%20Pty%20Ltd%20AP_10_15.pdf

The Management of Emotions

Managing emotions adequately is vitally important in practically every area of live. Children learn this skill first from the example of their parents. These skills are transferred to society as the child grows and broadens his or her connections with the outside world. Emotional management skills become increasingly important as the human being moves through life. In the workplace, both managers and employees need to adequately manage their emotions in order to successfully accomplish their diverse tasks. In personal life, emotional management is important in the home in order to raise healthy, balanced individuals who will in their turn function well in the workplace. Emotions are an integral part of humanity. The management of emotions is therefore a task that faces every person in every stage of life daily. It is unfortunate that emotional management is not a topic consciously dealt with at either the home or learning institutions. The result of strong, badly managed emotions is often conflict, according to the Conflict Research Consortium (1998). Emotional and conflict management are closely connected. Once the conflicting parties realize this, it is easier to focus on the steps necessary towards a resolution of the conflict. There are many professionals offering advice on adequately managing emotions. The Conflict Research Consortium for example focuses its advice on the issue of emotions and conflict. Conflict is more easily resolved, according to this premise, when the emotions involved are explored and understood. Once each party understands the other's emotions, the issue of conflict becomes simpler and indeed could be eradicated entirely. This is especially so in personal relationships. Parties involved in romantic or family relationships will most often benefit from exploring the emotion involved in conflict. Emotions are also frequently both the cause and result of interpersonal relationships in the workplace. The emphasis on increasing profits and remaining at the top of the business world can cause extreme stress for managers. This stress, if not adequately managed, often find an outlet in inadequately managed emotions. Employees suffer as a result and in turn are the victim of emotional outbursts and conflicts. Hence, the initial cause of badly managed emotions is stress. In workplace relationships, emotional management should therefore be integrated with several other elements to understand the inherent cause-and-effect relationships in each individual case. Ironically, emotional outbursts resulting from profit-related stress has exactly the opposite of the desired effect. According to Gerson (2002), a manager who makes a habit of berating and shouting at employees is unlikely to see a favorable profit margin. Gerson therefore recommends that a program be implemented to handle work-related stress and its concomitant emotions. Emotions are part of human life. So is change. The extreme and rapid changes in the world today adds to stress both in business and in general life. This increases the danger of emotions that manifest in unacceptable ways. In extreme cases, the failure to recognize the need for managing emotions may lead to crimes such as rape or even murder. This makes it clear that emotional management in today's fast-changing world has become of extreme importance. Learning to adequately handle emotions should first and consciously be taught at home and afterwards in learning institutions. This would benefit not only business, but also personal relationships and general society. In terms of business, employees who feel they are valued will perform better, work harder and create the revenue sought by managers. Managers therefore need to handle their emotions adequately to achieve this, as seen above. Children who never learn to manage their emotions are more likely to engage in criminal activities. Society benefits more greatly from stable, productive individuals. In order to achieve this, emotional management is of greatest significance in early home life and education.

Life After Death

Life after Death. Daniel Yashinsky 16/09/2011 Death is a word that someone never likes to hear but questions that always come to mind are what happens after we die. Many people believe in different situations but ultimately I assume that the way we live out our life will determine our results in the afterlife. Almost like being punished in a sense it’s the way of the society to believe in morals such as right and wrong. Who or what judges the fact of where we go. Are these theories accurate or is it all just a fabrication. All in all it’s pretty hard not to think of the one thing you can’t run from. Since the moment I was born my parents have been telling me what is right and what is wrong. So if I was to do something wrong I would get punished so these morals have always been engraved in my brain. Who decided what is right and what is wrong, why do we have these morals and why do we get punished for committing so called sins? I don’t think there is a true answer for that, but people think that if you are a good human which can mean so many different things but in general if you live out your life doing good deeds that you will go to a heaven. This theory also works in the opposite way as well, when people commit sins that are against the â€Å"norm† of the society they live in then they will go to hell. This is one of the reasons why religion has been followed for so long to keep society in control according to what we presume is in control. If one believes in this then it will be easy for someone to just live their life and not fear what is beyond the threshold of death. But one question still remains, who decides our faith after death. Today I was asked â€Å"do you believe in god? I didn’t know how to respond because all I could think about was the reasoning for his asking. Did he want me to believe in god? Was he just curious to know what my thoughts were on the matter? All I know is it’s a personal question but it felt like I was being judged. I like to have my own views on things I don’t usually conform to society, almost like an existentialist. So the answer to the question is somewhat, I don’t particularly believe in god itself, but I think there is some sort of higher power. The real question is if this higher power ends up judging us just like this man did to me today. So this higher power for some odd reason gets to judge me and the rest of the world to decide if we get to go to a happy place or a sad place in simple words that is what religion means. People devote their whole lives thinking if they follow this rule their afterlife will turn out well for the rest of eternity. Now I will see beyond this and look at people who do not believe in god what so ever, so these sorts of people are condemned to live in the underworld. Now who’s to say that the way I live my life will determine my afterlife. Why should I believe something that someone has just made up without any proof? Anything can happen after you die; people shouldn’t spend their whole life deciphering the code of death. The reason people feel such a need to believe in something is because they have a fear, the fear of the unknown. When you don’t know what is going to come after you die, how can’t face those fears. I honestly believe that any of these theories can be true, but little did I know how much death plays a star role in so many people’s lives. Truthfully everyone sees death differently and depending on who you are Now life is an important thing to all of us, why waste it thinking about what’s going to happen after death. If I was to die I would like to one to judge me on the things I have done in my lifetime. This will give a meaning to my life and many other lives as well. Seeing how so many people believe in this way of life that it would be terrible not to see it fulfilled, also a something of a higher power judges us and leads us through the rest of eternity. Finally we can go against it all and say that all that happens is we rot in the ground. So for all we know life as we know it can be death without any real proof we just have theories but my beliefs will stay strong .

Nursing and the Media Essay Example | Topics and Well Written Essays - 250 words

Nursing and the Media - Essay Example The media can either positively or negatively influence the public image of nursing depending on the stories, news, or advertisements on nursing broadcasted to the public. The media can positively impact on the public image of nursing through broadcasting shows/films of nurses working to save victims of natural disasters like earthquakes and hurricanes and news stories relating to nurses importance to a safer public positively affected nursing and aided in augmenting respect for nurses (Donelan et al., 2008). However, news. Films, or advertisements on nurse’s strikes and nurses not taking their duty well in terms of caring for the patients and participating in unethical behavior endangering the lives of the patient's results in a negative public image of nurses. News relating to nurse shortage and the general outlook on nursing as a career does not positively or negatively impact on the public image of nurses (Donelan et al., 2008). Avenues of educating the general public include nurses writing articles in newspapers aimed at informing the public regarding nursing roles and scope and changing health care system. Other avenues include posting and circulation of nursing accomplishments, making announcements in dailies, nurses speaking to civic and community groups on nursing roles and responsibilities. Other avenues are posting online in blogs and on social media sites and contacting media outlets and program developers on the need to portray nursing in a positive manner and in the true light of nursing roles and scope.

Vatican II Research Paper Example | Topics and Well Written Essays - 2000 words

Vatican II - Research Paper Example n.p.). The council was formed with the purpose of undertaking the review of the position of the church and its spiritual renewal in the contemporary world. It was on Oct. 11, 1962 that the most impressive improvement of the Vatican II was convened, by extending the invitation to the Orthodox Eastern and Protestant churches for sending their observers. The representatives from many churches attended these meetings. Then, the variety of cultural and national origins was another characteristic that was depicted to people who had attended the meeting from around the world (Bokenkotter, Thomas, 2005). It is not clear from the mission of Vatican II that unlike the former councils, this council was distinctive doe the reason that no new dogmas were issues, anathemas declared, nor was there any settlement for the serious profanation that prevailed during this time. The council, rather, became known ideally for its purpose of renewing the Catholic doctrine in the modern perspective and timeline. the council resulted in various institutional changes, which concluded the idea of the Catholic Church that the ultimate salvation for the humanity is brought by it alone, the revised charisma and renewing of the consecrated life, along with the ecumenical struggle towards various other religions through dialogue, and the communicative contribution of laity in many other activities of the religion (Alberigo, Giuseppe; Sherry, Matthew, 69). Besides this, the widespread use of vernacular language instead of the Latin language in Holy Mass was the most conspicuous change brought by the council, the revision of Eucharistic prayers, the disarticulation of the tabernacle of Church from central aisle, along with many other alteration including the abbreviation of the liturgical calendar, replacement of Ad Orientem by Versus Populum, and many other advanced artistic changes that enclosed the modern

What Does It Mean To Be Human Essay Example | Topics and Well Written Essays - 1250 words

What Does It Mean To Be Human - Essay Example This has proactively made man tougher and has increased his quest to learn more about this world and break new grounds, more recently in the technological fields. How technology has shaped up the common day man’s beliefs and actions is something of an interesting discussion and one that will be studied in detail within this essay. To be human is a definitive plus and more so when man realizes that he has absolute control over the different technological regimes and undertakings, which then again have been developed by man alone. Man, machine and money might just be the real buzzwords when it comes to understanding the true technological basis but it is in fact quite a reality in the time and age of today. Without machines, and in essence, without the incorporation of technology coming to the rescue of man, there would be less advancement in the domains that have been discussed above. (Neumarkt, 2005) There would be issues for the people who have yet to understand what it feels like to be a true human, let alone a creature that has absolutely no parallels within the stretch of this galaxy. However it is man’s decipher of animals and plants to be somewhat below than the human beings’ position in this world that has put the whole discussion in a quandary. This is because man has destined for his ow n self to be the ultimate savior. Animals and plants, both of which constitute the living beings, are discarded as having the ‘germs’ to make it big within the worldly domains. And quite correctly so, for a multitude of reasons! From a technological standpoint, in an era where human progress is soaring at a dizzying rate, society must adapt its technology to solve current world issues. Technology has really changed the way in which different people are now making use of the same. One should believe that this is a world where the Internet, cell phones and notebook computers are becoming a necessity for proper living

12 months exercise program to gradually cure hypertension and maintain Essay

12 months exercise program to gradually cure hypertension and maintain healthy for a man over 72 years - Essay Example Blood pressure is controlled by life style changes which include diet, exercise and medication (Oh 2012). Physical activity is a key factor in helping reduce high blood pressure as well as reducing high cholesterol values in cases of obesity and this helps improve blood circulation in the tissues and this means proper supply of oxygenated blood in the tissues and hence improving the performance of the heart muscles. According to the case study of Mr. A, he is currently inactive since the kind of excise he used to do was to walk around with his dog that died and since then he has been inactive, and the only leisure he does is watching TV. The aim of this initial stage is to begin the exercise while taking it slow. This may include; This involves the lengthening of muscles. Stretching the muscles to lengthen the arms and leg muscles before exercise may help prepare the muscles for activity and help reduce muscular pains and injury (Becker 2001). Regular stretching will help improve the range of flexibility and also motion. For Mr. A, who has been inactive since his dog passed away, it is imperative for him to begin with stretching of muscles before he begins walking again of doing active exercises again. Climbing the stairs may require his leg muscle stretching to avoid pains and muscle pulls (Oh 2012). However, the initial exercise stage should not be vigorous. He should begin it slowly to condition the body. These exercises should last at least 10 to 15 minutes a day and at least five to six times per week. For the movement pattern, Mr. A, should warm up for 5-6 minutes involving single joint and stretching exercises. This will involve such exercises like cardiovascular or aerobic exercises which are steady exercises that will involve using large muscle groups. This exercise type is aimed towards strengthening the heart muscles and also the lungs and ultimately improving the general supply and usage of oxygen to the tissues (Becker 2001). Continued aerobic

Rights Social Justice and Diversity 1 & 2 Essay

Rights Social Justice and Diversity 1 & 2 - Essay Example Social justice is achieved in a system that communist policies are eradicated, and power delegated to the majority who comprises the workforce and opportunists. The opportunity provided should be fair and adopt a system that promoted unity with minimal oppression by societal leaders. Social justice is achieved in a system that upholds human rights and promotes equality with personal dignity uplifted. In a diverse demographic, social justice is highlighted by the comfort of individuals and their capability to be influenced by the available resources (Clark 2005, p1341). However, there are barriers within the society that present challenges to the presentations granted to achieve social justice in the modern society. The developments of the modern government and technology have achieved numerous progresses in developing ideas to grant the opportunities to advance the ideologies warranting fare judgement. These have been in the government’s ability to create numerous opportunities for its members to find a livelihood source. Others have been in activist’s efforts to offer fare judgement in advocating for opportunities to deserve merit in fare provisions. Through developing fair judgement that reflects the opportunities granted to the societal members in equal measure, a sustainability form is achieved that creates the balance needed. The society is held by these principles and a failure to make them meet the desired standards would lead to insecurity and dissatisfaction between the members (Miller 2008, p61). The state that presents the societal members an opportunity to experience less balance in the distribution of resources and the injustice form presented is termed social injust ice. Social injustice is the condition that leads to the prevalence of unjust societal presentations and oppression of the less fortunate. These individuals are either with minimal opportunity to complete their desires or those that have minimal

The Success and Challenges of Ryanairs Operations and Marketing Essay

The Success and Challenges of Ryanairs Operations and Marketing Strategies - Essay Example It is evidently clear from the discussion that the technology which is used by Ryan Air is one of the key factor successes because it saves check-in time and also helps to reduce check-in staff costs. Through this process, a company can maximize its profits. Effective resource planning and redesigning its operations are also the success factors. The company maintains low fare as it is generally operated short distance trips. This policy attracts fare-conscious customers who have to travel frequently. The demand is increasing and the travelers are motivated as they are getting the best value for money air services. The company carries out point to point operations on a regular basis which helps to eliminate the requirement of frills services. This point to point operation eliminates extra cost and travelers can get direct routes and non-stop services which cannot be provided by the long route airlines services. Units costs are also reduced as the aircraft are utilized more. As the rou tes are direct so it helps to reduce operating costs and further expenses. It targets to reduce aircraft equipment costs. They have generally used the single type of air crafts but later they upgraded it by using the new model of aircraft for stiff competition in the market and also for environmental rules and regulations. So this competitive mentality is another key factor of success as well as they are thinking about the society at large and agreed with corporate social responsibility. The company has the core competence which is nothing but a set of technology and skills. Through this core competence, the company enables to achieve a particular benefit which they also can provide to its customers.

How Globalization Affects small businesses Essay

How Globalization Affects small businesses - Essay Example ization affecting the current experiences in small business venture?† The increasing changes in business climate are a possible result of globalization effect. Many small and medium enterprises are not able to realize how this phenomenon is influencing the business environment. â€Å"Have you noted any unexplained changes in competition, consumer behavior, price changes and business rules and regulations which are derived from the globalization?† Such an approach to discussing the issue of globalization will evoke the interest of the reader due to the sensitivity of the question in respect of the widespread startup firms and increasing competition in small and medium enterprise in this era of globalization (Friedlander, Edward and John 56). This journalism lead approach is more appropriate in the case of using pictures and diagram to make a visual appeal to the underlying issues being addressed (Ballenger 163-4). It serves the purpose of a visual impression and gives the reader an overview of the topic being addressed. This is a critical tool of captivating the attention of the reader through proper pictorial presentation and precise expression of ideas (Friedlander, Edward and John 61-6). From the picture above it can be noted that the increasing technological application in small businesses is a culmination of the rising competition in various industries. Cost reduction measure versus high quality output is a major goal of the profit oriented small enterprises operators. In this respect, non-price competitive strategies are at play and this sums up as a culmination of the globalization effect. To contain the gap between well-established multinational corporations and startup firms, information technology application provides a level ground for survival and this one aspect of globalization. In this case, the critical concepts of globalization and its effect on small business are addressed through visual presentation and the reader has grasped important facts

Welding Thin Materials Essay Example | Topics and Well Written Essays - 500 words

Welding Thin Materials - Essay Example A filler metal and an inert gas shielding are used to guard the weld region from contamination. In my opinion, the vice president of manufacturing is right. Although TIG welding is excellent and suitable for all metals, it is an expensive process and is limited to level welding. On the other hand, SMAW is advantageous in several ways, for instance; its equipment is simple and portable, is of low cost, it is appropriate for out-of-position welding and has a broad range of electrodes. For these reasons, SMAW is the most prevalent welding method globally. The main limitation of the SMAW process is that it causes metal burn-through, especially in thin wall tubing and sheets. However, if the following precautions are taken, it is possible to avoid metal burn-through. First, electrodes of suitable size should be used. It is important to note that big electrodes are intended for welding at great deposition levels. Welders normally use the largest electrode that is reasonable for their particular application and produces weld that is of good quality. However, when welding thin wall steel, it is advisable to limit the electrode size to prevent metal burn-through. Second, steel that is SMAW friendly should be used, in order to make the welding process simpler. The ideal steels to use are AISI-SAE 1015 to 1025 with a maximum of 0.035 percent sulfur and 0.1 percent silicon content. These steels are possible to weld at fast speeds with minimum metal burn through. Steels that contain high phosphorous and sulfur contents are not suitable to use. In cases where they are the only type available, low-hydrogen electrodes with small diameters should be used (Guide & Sa dler, 2009). Third, joint position and electrode should be carefully matched with the metal. Joint position normally influences the quality of a finished weld. When working with 10- to 18-gauge sheet steel, the quickest travel speeds are

Rogers Chocolate Essay Example for Free

Rogers Chocolate Essay Introduction Premium Chocolates are like Imported Roses which not consider necessities for one life. People love to have or get one of those products. However, if there isn’t a special occasion or surplus cash, some people will not buy that unnecessary stuff. In Canada, premium chocolates were growing at 20 percent annually and the Canadian market size for Chocolates was US$ 167 million in 2006. An attractive growth from premium chocolates makes the current player like Rogers Chocolates, Purdys and others are thinking new strategies to expand market. In addition, some big traditional manufacturers like Hersheys and Cadbury are also very interested and keen to enter this segment (Zietsma 2007). Rogers Chocolates is a king in Victoria and well known in British Colombia. However, outside this area the brand awareness is still low. The new appointed CEO is being targeted to double or triple Sales in ten years. The key successes in premium chocolates are: understand the consumer’s needs, brand awareness, diversified products and enhanced competitiveness. There are many challenges for Rogers’s chocolates to grow in this ever-growing competition, and there are many old and new strategies that haven’t been proven effectively. Moreover, Rogers is small/medium Company that has limited resources to apply all those strategies. The management decision-making will be very crucial to manage its strength and weakness while at the same time; they have to overcome the threat and opportunities in the industry. 1. Competitive driving forces in the premium chocolate industry Porter’s Five Forces Model. Porter’s â€Å"five forces† model uses five competitive forces that determine a particular firm’s capability to compete (Thompson, Strickland, Gamble 2010). The chocolate and cocoa industry can use the â€Å"five forces† model as an analytical tool to determine the competitive market. [pic] Figure 1: Five competitive forces by Michael Porter 1. Competitive Rivalry The intensity of rivalry among competitors in an industry can create price wars, advertising battles, new product lines, and higher quality of customer service. There are many circumstances that intensify rivalry which some of them are as follows: many balanced competitors, a slow growing industry, demands falls, high fixed or storage costs, little switching costs, aggressive competitors and many other circumstances (Thompson, Strickland, and Gamble 2010). Premium Chocolate competition in Canada involves strong regional brands and few global players such as Godiva, Lindt, Callebaut, and Purdy’s. Even though The Canadian market size of chocolates industry as a whole had been falling (2 % grow projected). However, the premium chocolate market was growing at 20 percent annually (Zietsma 2007). That situation considers less intense rivalry among competitors; moreover every area has their own local king like Rogers in Victoria. Nevertheless, in 2008, Global economy was severely hit by the crisis that originated from the United States and quickly spread to the whole world including Canada. Premium chocolate majority consumers in Canada come from tourists especially Americans as bordering neighbour. When the tourist’s number drops and the demand for premium chocolate also falls, the fierce rivalry will increase 2. Threat of new entrants Frequently, existing industry members are often strong candidates to enter market segments or geographic areas where they currently do not have a market presence (Thompson, Strickland, Gamble 2010). Apparently, Hershey’s and Cadburys have been moving into the premium chocolate market through acquisitions or up market launches since this segment still posses high percentage of growth (Zietsma 2007). The market is only control by few large and old players which occupy significant market shares. The chocolate industry has a significant economy of scale entry barrier because large companies exist in the industry that has high production output and it reduces the threat of entrants. In addition to economy of scale, product differentiation is another entry barrier in the chocolate. There are many competitors in the industry that have remarkably identifiable brand names and customer loyalty like Rogers Chocolate itself. New company must increase its spending to overcome the reputation and large customer base of the existing companies. 3. Threat of Substitutes. Rogers’s chocolate is often used as gift during numerous seasons and celebrations including Christmas, Easter, Halloween, Valentine’s Day, anniversaries and birthdays. Other types of gifts during these seasons are viewed as substitute products. These products are flowers, jewelry and stuffed animals. All of these products can be purchased instead of Rogers’s chocolate unless they just want only ‘Chocolate’ as gifts. Many chocolate brands and a wide variety of seasonal gifts make the threat of substitute products is considered low to moderate in this industry. However, if Rogers Chocolates can maintain its local heritage especially in its traditional area like Victoria and British Colombia then the threat for Rogers can be minimized. 4. Power of Buyers If a buyer represents a large percentage of the supplier’s sales, the buyer has more bargaining power over the supplier. Rogers’s chocolate 50% of sales is contributed from its 11 retail stores which is a strong one. However, since the previous president Mr. Jim Ralph had grown its wholesale market up to 30% thus, they have to take a good care of its big wholesale buyer. Another condition that affects the power of buyers is product differentiation. If the product is undifferentiated, the buyer has the power to play competitors against each other and reduce the cost. The premium chocolate has a differentiated product, which reduces the power of buyers. Rogers have brand identification and customer loyalty, which makes it hard for buyers especially the loyal ones not to consume Rogers for their premium chocolate consumption Today, buyers demanding chocolate more than just a taste, they becoming more health conscious therefore the demand for organic chocolate and dark chocolate are growing. 5. Power of Suppliers The bargaining power of suppliers is a competitive force that can diminish a firm’s profitability by raising prices or reducing the quality of the supplier’s product. The suppliers of the chocolate industry have significant bargaining power over the industry because of the limited suppliers. In addition the supplier groups’ bargaining power increases if there are no substitute products. Because the cocoa bean is a required ingredient in chocolate the suppliers do not have any substitute products for which they must compete. This lack of substitutes increases the bargaining power of the chocolate industry The strongest Competitive Forces From the five competitive forces, they are relatively low to moderate in affecting premium chocolate industry especially Rogers Chocolate. However, the presence of Hershey’s and Cadburys in the premium chocolate market will cause the strongest threat as they have enormous resources and experiences. The weakest forces should be the supplier as they can only affect the cost thus as long as people still love chocolates then the market is still big. The potential profitability of new entrants from outside industry is low since the barrier of entry for this industry is very high. However, it will be a different story if those big guys in the chocolate industry like Hershey’s are very serious entering this premium chocolate market as happening lately. 2. Drivers of Change Those competitive forces as explained above can be a driver of change either individually or collectively. Another unique driver of change is consumer behavior towards health consciousness. Today, the demand for organic products and dark chocolate are growing worldwide. Rogers has responded well to this healthy lifestyle by offering non-sugar added chocolate. People also put strong image to the company that practice good corporate social and environment responsibility. Therefore, the premium chocolate players that will remain in the market are only those who could ride the changes and rise above the expectation of consumers because brand and quality play a significant role in customer purchase decision. 3. Key Success Factor in the premium Chocolates Industry. 3. 1 Understanding the Consumer’s Needs The company must understand that they must have the features required by the consumers. For premium chocolate consumers, their reasons in buying are for themselves or for gifts. The first thing in the consumer mind for the products is the taste, and then packaging, shopping experiences, and the price. Rogers Chocolates has earned a reputation as one of Canada’s premiere chocolate makers and many consumers stating that Rogers’ is one of the best chocolate they have ever tasted (Customer Review 2010). The retail stores create a unique costumer experience with the aromas and image of the store and one of the friendliest staff. Since the premium chocolates serve as a gift either individually or as corporate gifts in special occasion then their packaging need to be unique and attractive. The Rogers packaging are appealing and other competitors are trying very hard to improve theirs. Another 30 percent of Rogers’s costumers are wholesale distributors and stores. The relationship that Rogers maintains with these customers has been essential to the growing success of the company. They have to strive to provide competitive price, great customer service and inventory in a timely manner. 3. 2 Brand Awareness Rogers’ Chocolates had a brand share of approximately 6% out of $167 million Canadian Chocolates market in 2006. Consumer pay premium price for premium chocolates and this fact can be looked intimidating to the retail and wholesale customers who are unaware of the brand and unwilling to try it. Therefore, the chocolate’s companies need to have a strong brand name and brand image. Rogers Chocolates’ brand is iconic and local heritage in Victoria but less known in the rest of Canada. Either customers love the brand or completely unknown. 3. 3 Diversified Products â€Å"We bought raspberry filling dark chocolate, pistachio and fruits in milk chocolate, a white chocolate bar and a lemon meringues and couple of truffle bars. Did we buy too much chocolate between the 2 of us? Nonsense, one can never have too much chocolate. † The review above came from Tom, California who visited Rogers Shop in Vancouver on October 3, 2009 (Customer Review 2010). People love to choose their own selection and favourites. The company has to strive to provide innovative and delicious products to meet the market demand. Rogers also has addressed the health conscious consumer by provide non-sugar chocolates. Rogers can offer a great breadth of products that enables the company to reach a large customer segment 3. 4 Enhanced Competitiveness Increased marketplace competition has significantly given an impact in Rogers’s business and as a result, Rogers must continuously seek for areas for improvement in order to enhance competitiveness against other competitor in the market. Improving weakness could be done in terms of product innovation, operational and manufacturing, marketing, advertising and promotion, inventory and distribution, and customer relationship. The company has to observe their capabilities and make the most of them in order to stay and win in the competition. 4. SWOT analysis |Strengths |Opportunities | |. Product |Market | |Established brand |Tourist approach in cruise ship | |Quality taste |Growing Markets 20% annually | |Award-winning |Young people market | |Variety |USA and International Market | |Consumer Loyalty in Victoria |2010 Olympics | |Human Resources |Licensing,Franchising and partnership | |Employee pride and loyalty |Products: | | Skilled and experienced management |Ice cream | |Rogers own retail stores |Health conscious products | |Sam’s Deli Performance |Consumer Trends | |Strong financial position |Affordable luxury products | | |Healthy lifestyles | | |Technology | | |Mobile marketing | | |Production capabilities | | |Internet | |Weaknesses |Threats | |Product/Brand |Intense competition and new entrants | |Little awareness outside Victoria |Economic Downturn/ Drop tourists | |Production |Change consumer traffic to Vancouver | |Planning, Documentation and Forecasting |Private label Chocolate | |. Suppliers |Fluctuating demand | |Capacity |Environmental and human concerns | |Equipment and processes | | |Human Resources | | |Resistance to change | | |Conflict management | | |Multiple responsibility | | |Sales force | | |Distribution | | |Location | | |Market Coverage | | |Inventory management | | |Financial | | |Sales growth | |. The BOLD/ Italic and BIG SIZE fonts are the key factor for each category The company has a strong set of strength. Rogers Chocolate is small/medium business thus its weaknesses still not very damaging and the company situated in fairly strong position. However, looking at the threats, the company needs to repair its weakness especially in Branding, Production and Inventory in order to sustain in the business. The opportunity table shows great opportunity for Rogers to grow and expand. However, Rogers needs to expand its strength beyond outside Victoria especially towards young people and definitely repair the weaknesses to cater the growing market. 5. Strategies and positioning. Rogers Chocolates positioned as High quality – premium price Chocolate As stated in the company website, Rogers’s philosophy is making only premium products and packaging elegantly. In the premium Chocolate market, Rogers’s chocolates control only 6% and price the products in high price point but still competitive and even slightly lower then Godiva and Callebaut. High Quality Rogers Callebaut Purdy’s Godiva Lindt Low Price Cadbury Hersheys High Price Low Quality Rogers brand is well respected among those who want high quality chocolate. Rogers’s products have no additives and use high quality ingredients. The brand is very well-established in Victoria and has loyal consumers Mission Statement: Rogers Chocolates is committed in producing and marketing fine products which reflect and maintain our reputation of quality and excellence established for over a century. All aspects of our business will be conducted with honesty and integrity, upholding our proud Canadian tradition. (Rogers Chocolates 2010) GOAL: â€Å"To double or triple total sales within 10 years† Management’s Strategy Selection Based on Roger’s goal of doubling or tripling total sales within 10 years, then the main strategy will be increasing brand awareness. Rogers’s products are already proven superior despite their distribution which circulates mainly in British Colombia area, thus company has to expand its market range to greater area and to East Canada or overseas. Rogers has already won the 2010 Olympics Official Chocolates together with Purdys (Lazarus 2008) which is a tremendous opportunity to create awareness nationally and internationally. To grow a market, factors such as Licensing, franchise and partnership is being considered. One idea under consideration for developing the wholesale network was the creation of a turnkey store-within-a-store setup that would allow wholesale clients with a retail presence — such as department stores to add a mini-Rogers store in their shop. Rogers’s management also aim to increase the number of online shopping. Those strategies are consistent with Rogers’s goal to increase the sales by double and triple in ten years. However, being a small/medium company, Rogers’s management can only choose to act on several options while not putting a risk on its culture and tradition. Licensing, franchising and create store-within-a-store is a cheaper options to expand the market compare to open its own retail stores in the new areas however does it really appropriate to Rogers excellent retail experiences? (source)s together with Purdys Conclusion In early 2009, Parkhill and Rogers’ management chose to focus on expanding the company’s retail network. Parkhill says that Rogers will also continue to develop its wholesale channel, but will be selective in choosing partners who fit the company’s brand. â€Å"Our foundation is retail,† he says. â€Å"It’s the ‘Wow!’ experience that customers get when they walk into our stores, are greeted and are handed a free sample of our chocolates. From this customer experience, success comes in other things that we do such as wholesale and online sales. † Roger is high quality premium chocolate thus the experiences for shop and consumes Rogers chocolate has to be excellent as well. If the Brand is being franchised or create a small shop at the corner of somebody else store then the quality of service and the store ambiances can not be controlled. People not only say about how good Rogers Chocolate was but also their great experiences in Rogers Store. Therefore, the decision of developing Rogers own retail is good decision and consistent with its goal and philosophy. References:? Customer Review 2010, Rogers Chocolate, Available http://www. yelp. ca/biz/rogers-chocolates-vancouver [Accessed 5 June 2010] ? Lazarus 2008, Sweet deal for Purdy’s and Roger’s Chocolates, August edn, Marketing Magazine ? Morrissete 2008, On the case: How sweet is this, really? , Financial Post Magazine ? Rogers Chocolate 2010, History, Available: http://www. rogerschocolates. com/history [Accessed 5 June 2010] ? Thompson, Strckland, Gamble 2010, Crafting and Executing Strategy: The Quest for Competitive Advantage. Concepts and Cases, 17th edn, McGraw-Hill Irwin, United States ? Zietsma 2007,Case: Rogers’ Chocolates, Ivey Management Service.

Proposed Roadmap for Cloud Adoption

Proposed Roadmap for Cloud Adoption 1. Chapter 8: Case Study based on the roadmap 1.1. Introduction This chapter focuses on the case study done by a privately owned company based in India. They were willing to adopt cloud for their IT Department. The proposed roadmap is being tested for the process they followed for the cloud adoption. This was done to know the significance of the proposed steps to be followed using the existing SDLC in chapter 6.The feedback is given by the team who worked on the proposed roadmap. The names have been kept anonymous for the confidentiality issues. 1.2. Project background The company who agreed to test the proposed system is a privately owned company with employee strength of 200-250 employees. The company deals in health care industry. The company is in a process of reshaping IT infrastructure and on its way of developing a cloud solution for the same. The reason for adopting cloud is the benefit it gives. It includes performance appraisal, resource utilization and scalable processes. The company wants to utilize the existing employee IT skills and resources. The company intends to do it by collaborating with the cloud service provider and customizing the cloud solution. It also intends to follow the different steps of the process to make sure that the requirement is met. 1.3. Framework walkthrough The roadmap is designed keeping in mind the challenges and best practices that are used while the cloud adoption of the project. It is believed that any project undertaking this roadmap with the highest score is more likely to succeed. The efficiency of the roadmap is tested based on a questionnaire designed for the different levels of process. The company will follow the steps of SDLC designed and customized especially for cloud adoption process given in Chapter 6. The five individual steps will have different set of questions. The IT manager will mark the question based on the importance of outcome by following the particular step in the entire process. Table 8.1 to 8.5 will represent the question for each stage. It will also contain the marks for each question. Table 8.6 will have the have the total marks for every stage based on the marking in table 8.1 to 8.5. Each phase has certain question that needs to be marked on a scale of 1-5 where 1 is least favorable and 5 a strongly favorable response. Each question is given weights (0.0-1) that are basically decided by the project team based on the nature of the project. The score for each question is then multiplied by weight given to it. The total of all the questions individual to each phase is done and then overall score adding the score of all the phases are done. The adding up of all the score adheres to the overall score of the project. The overall score represented how well the project adhered to the framework. Table 8.2: The questionnaire for the analysis phase Observation and comments for analysis phase: The successful implementation of the cloud adoption has made it a mandate step to do an intensive analysis and requirement gathering documentation. It is made a very necessary step as the process of cloud adoption is all in its early birth stages. The analysis phase requires the organization to closely analyze the future impact of cloud adoption on culture, politics, finances, procurement and in line work processes. Table 8.2: The questionnaire for the planning phase Observation and comments for planning phase: The use of standard tools and techniques based on organization’s standardizing tools for the planning phase was important. This helped to plan the right use of existing systems for the migration to cloud. The organizations benchmarks also helped to plan the performance standards for the systems that were moving on cloud. Based on the right planning it is also easy to chose appropriate cloud service provider. Table 8.3: The questionnaire for the design phase Observation and comments for design phase: This phase is majorly important in negotiating on the terms and conditions on the issues that were identified in the previous two phases that is analysis and planning. It is also realized that successes of design phase in entirely dependent on how efficiently the previous two phases are done. In other words design is basically a result of proper planning and analysis. Table 8.4: The questionnaire for the implementation phase Observation and comments for implementation phase: This is the phase where the actual movement of the application takes place to the cloud. This phase also deals with the end user participation and also the critical evaluation of the data involved. It was also found that the participation of the end users helps to address all the issues related to the new changes in the system. It helps to address the socio technical changes in the organization. Table 8.5: The questionnaire for the maintenance phase Observation and comments for maintenance phase: The phase basically makes sure the after implementation support that serves as a very critical indicator towards the success of cloud adoption. This phase is also important as this phase requires the team to address the best practices and also to document the lesson learned during the entire system development life cycle. This documentation serves as a building block for the future assignments. Table 8.6: Project phase totals It was observes that the analysis phase is the backbone of the entire project. It also serves as the building block of trust and understanding between the customer and the cloud vendor. The use of analysis phase as a part of SDLC was a positive point as the SDLC tool is familiar with mostly all the business managers. It also helps in selecting the appropriate infrastructure needed and the provider to provide them. The planning was observed as the most important and embarking step for the entire project. This is perceived as the most crucial step as this step interprets the result of analysis phase into the plan needed for design and then implementation phase. The design phase is successful only when the analysis and planning phase is done correctly. It is basically act as a result of the two previous phases. The implementation phase is the stage where all the issues are addressed related to social technical changes, resistance to change that occurs due to the result of the entire clo ud adoption. The last step of the maintenance acts as an additional advantage as this step provides the user support and monitoring control. This also serves as the important indicator towards the take off of the project. It also helps to improve for next coming projects as these steps requires the team to do the lesson learnt documentation and revive of all the best practices that were followed. 1.4. Conclusion A walkthrough of a case study is presented in this chapter. It was basically an illustration of how the proposed roadmap can be used in a cloud adoption project. It illustrates that how this proposed framework that can be used for a project. The each phase had questions to be answered by the project team using the framework. The individual phase had total score and that adds to the overall score to the project. The overall score represented how well the project adhered to the framework.

HR Practices in the Private Sector and MNC Banks

HR Practices in the Private Sector and MNC Banks Indian banking sector, especially commercial banks, have started realizing the need for a strong human resource orientation for their survival in the face of the rapid changing environment, global competition and other upcoming challenges. With attrition becoming a stark reality in the Indian banking sector, it is increasingly being understood that employee loyalty has to be created by organizational interventions and not something that can develop on its own. It is in this backdrop, it is an important topic to consider shaping your HR policies and practices around the workforce. Indian Banking Industry The banking sector in India is an integral part of countrys financial services industry. The banking index has grown has grown at a compounded annual rate of over 51 per cent since April 2001. The strong banking structure has been able to fuel continued growth, which has prospered long-term economic growth. Market cap of Indian banking industry 7500 Billion contributing to 7.7 % of GDP Human Resource Management Practices in India Indian banking sector is making efforts to adopt international best standards in HRM with the local customs and sensibilities. HRM function in a bank is being increasingly recognized as a strategic business partner with responsibility of managing key corporate resources. It is expected that HR Function must: Help the organization to be more agile by adopting practices that allows it not only to adapt to changes in the external environment but also to benefit from the same. Ensuring that the company is able to sustain its operation over a period of time. Ensure efficiency in the use of HR resources in the organization in an integrated manner with all other corporate resources. The success of any business depends as much on appropriate, effective, well-communicated, HR and business practices as it depends on meeting the requirements of mandated laws and regulations. In fact, good planning and the development of effective practices make regulatory compliance much easier. HR practices helps in increasing the productivity and quality, and to gain the competitive advantage of a workforce strategically aligned with the organizations goals and objectives. Organizations are becoming increasingly aware about the impact of generation gaps in the interaction between the various parts of its workforce. With increasing globalization, the diversity (both geographical as well ethnic) is on the rise in the organizations operating on a global scale. At the same time, the composition of the workforce itself is changing and different generation groups, with differing viewpoints on the same subject, are required to work together. This requires adjustments to be made by all categories. Organization must facilitate such adjustments by creating enabling environments so that the needs of all generation groups are satisfied, simultaneously with the achievement of the organizational goals. At minimum, the organizations must be aware about the diversity of generation groups within its ranks and tailor their personnel practices accordingly. 1.3 Key Performance Indicators for HR Practices Some of the key performance indicators for Human Resources include but are not limited to the following. à ¢Ã¢â€š ¬Ã‚ ¢ Employees clarity on HR policies à ¢Ã¢â€š ¬Ã‚ ¢ Employees clarity on roles, responsibilities and expectations à ¢Ã¢â€š ¬Ã‚ ¢ Development of qualitative staff à ¢Ã¢â€š ¬Ã‚ ¢ Number of HR issues arising for which there are no clear policies and guidelines à ¢Ã¢â€š ¬Ã‚ ¢ Competitiveness of compensation structure relative to industry benchmark à ¢Ã¢â€š ¬Ã‚ ¢ Usefulness and accuracy of compensation survey à ¢Ã¢â€š ¬Ã‚ ¢ Lead time to respond to staff welfare issues à ¢Ã¢â€š ¬Ã‚ ¢ Employees assessment of promotion criteria and process (clarity, fairness) à ¢Ã¢â€š ¬Ã‚ ¢ Measurement of HR policy violation à ¢Ã¢â€š ¬Ã‚ ¢ Average time required to fill vacancies à ¢Ã¢â€š ¬Ã‚ ¢ Proportion of training programs resulting in productivity improvement à ¢Ã¢â€š ¬Ã‚ ¢ Staff attrition rate à ¢Ã¢â€š ¬Ã‚ ¢ Understanding / Clarity of the Organizational philosophy à ¢Ã¢â€š ¬Ã‚ ¢ Outline internal capabilities and identify gaps on skills-competencies-behavioural aspects In response to the change in the business environment, the competencies required by HRM present in any Indian or MNC banks are necessary to be studied. Objective of Study HRM department depends upon the HR practices of the organization. HRM is done according to HR practices. HR Practices differentiate the organization from its competitors by effective and efficient HR Management. By following this, the organization does its whole work process. HR Practices increase productivity and quality, and help gain the competitive advantage of a workforce strategically aligned with the organizations goals and objectives. In addition to aforesaid goals following are our additional objectives: Literature review Various online journals on HR practices were referred. Along with it articles on different banks were also referred for the purpose of this project. Methodology Secondary data from books and internet resources were used for reference to write this report Analysis and discussion HR practices differ from one organization to the other. Even though the concept remains same its implementation differs from each because of the difference in its policies. Hence the analysis on the concept of HR practices and its implementation is carried out for three main multinational banks which include ICICI, Citi bank and HSBC. Their HR practices along with its approach towards HR, the different ways of implementation and innovative changes brought about by them in its policies are discussed for each of these banks mentioned above in detail. Hong Kong Shanghai Banking Corporation Holdings HSBC Holdings, a British financial holding company with origins in Hong Kong and Shanghai, where offices were opened in 1865 under a special charter which allowed Hong Kong rather than London as a headquarter location ( 2003). HSBC was in intense competition all over Asia with Chase Manhattan which showed interest in a small bank in India and Malaysia. HSBC pre-empted by purchasing the bank in 1959 (1991). Diversification had taken a beating although it was only in 2000 when acquisitions in Asia became topical again, in a small way. Two of them were part of the private banking drive, PCIB Savings Bank in the Manila area and Taiwans leading asset manager China Securities Investment Trust Corp. in 2001, to be followed by an 8 per cent stake in the Bank of Shanghai. HSBC had returned to its roots. Afterwards many more events unfolded including the turnover of Hong Kong to china this prompted HSBC to transfer headquarters to United Kingdom (2003). HSBC sees the Internet as one of several exciting new media, to be incorporated as an integral part of its working. The bank has concluded that e-commerce will change the fabric of the financial services sector and sees it as a way of finding new customers all over the world and improving its services to existing customers. The companys current approach to HRM HSBC has over 260,000 employees at present. The company employs and manages diverse kinds of people all around the world. Such is done by the company because they believe that these people can give them a balanced and well-rounded  organization. This also makes the company adaptable to different kinds of situation. The company wants to reach out to all parts of employment for maximum productivity and value. The company believes that a companys difference with its competitors can be seen in the way it serves it consumers and the way they treat their employees. The company makes sure that they treat the employees with outmost respect for their rights and it makes certain that the company is given the treatment they deserve. The companys personnel policies are geared to attract motivate and develop people who are perceptive, respectful, fair, progressive and responsive. The company aims to make itself a place people would like to work to. In the future the company can steer the g oal of its HRM to making the personnel the most competent people in the industry. The company can initiate activities that will make the personnel more competent without ruining their good relationship. Workforce Diversity HSBC claims that they are the Worlds local bank. Their tagline also applies to their work culture. They believe in the fact that no matter how diverse the work force may be, the ultimate aim of the bank is to have a work culture which is Global in nature. But at the same time they do give regional considerations in order to have synergies with the employees who are from the local population of a particular city/country. This in turn helps the corporation in becoming an employer by choice. Respecting individuals of all types inspires loyalty in both employees and customers, which has a direct line of sight in achieving business goals is their HR departments logo. The strategy is based on the premise that the most important competitive differentiators are the quality of individual service provided to our customers and the way we treat our employees. It connects with Managing for Growth, the brand and the people strategy. What is Diversity? Definition: According to HSBC, diversity is a source of opportunity, whether in employment or the customer markets. Appreciation of this diverse culture fuels group dynamics and helps in creating an environment where teams can perform to their fullest potential. Competitive edge can be gained from the variety present in their workforce and customer base, and specific attention to market variation. Example: In todays global environment, Banking corporations give finance to foreign companies. Now lets say that a company from USA wants to invest in emerging country like India in the field of agricultural technologies and approaches HSBCs New York branch for a loan to fund their new project. Now HSBC on its part would have to study various factors pertaining to the feasibility of the business plan submitted by the borrower. In order to decide whether they should grant a loan to the US company, HSBC will take a long time to collect data about the Indian agriculture prospects, the growth witnessed for the last 5 years, government policies, trade restrictions etc. This process will take a long time. However, now lets consider that this project is assigned to a handful of employees from India or from Indian origin in HSBCs New York branch. These employees by the virtue of being familiar with the country in question (India) would be very much familiar (there is a chance) with the aspects like agriculture in India, government policies pertaining to agriculture, trade etc. And hence, they would be able to prepare a report considerably faster than the employees who are not of Indian origin. This would considerably reduce HSBCs labour hours and would help them in coming up a quicker decision. This would thus make HSBC more competitive against a bank which does not have a diverse workforce. Recruitment and Selection HSBCs recruitment and selection policies are scripted in accordance with the organizations Equal Opportunities Policy. HSBC ensures that each stage of the recruitment procedure is conveyed out in a methodical manner and is based on pre-agreed criteria. They strive to eradicate individual bias that can influence the conclusion producing process. They ensure that all conclusion points are completely documented to aid followed by monitoring. HSBCs intentions are to make the entire hiring procedure as open as possible, and to double check that all candidates realize why conclusions have been taken and, where they desire, to get significant feedback. Demonstrate robust, clear methods and hence supply a cornerstone for appropriate defence in the event of a challenge. There are seven major phases to the procedure in the recruitment process in HSBC: Pre-advertisement Placing advertisements and considering with investigations and applicants Short-listing Interviewing and selection Post-selection procedures Induction Monitoring The following are the directing values for recruitment and on-boarding process. Attracting and employing suitable employees is one of the most significant undertakings of the association Merit will be the most significant factor in the recruitment process. Diversity of gender and ethnicity is to be achieved by with the assistance of recruitment vendors and the referral program. While abilities play an important role, they will charter persons who are group players and have the right mind-set most applicable to the heritage of the organization. Attitude is as significant as aptitude. They focus on hiring people who can push the organization to greater heights. They believe in allowing their employees to fulfil their vocational paths. They try and fill vacancies with internal candidates before assessing external candidates. They believe that each nominee consulted becomes an ally of the organization, irrespective of whether she/he is chosen. They treat all the candidates with the utmost respect and are open and equitable in connection with them They will relentlessly consider, recognize and cultivate strategic gifts for universities, administration schools, and community forums to address their long period needs. Hiring Approval All recruitment undertakings will be founded on the chartering design as accepted by the Business Head, HR Head the CEO. For each position, a chartering requisition will be needed prior to initiation of any recruitment activity. If the chartering is not encompassed in the designed allowance, it will also need acceptance from the CEO founded on a recommendation from the Head HR and the CFO. Recruitment total cost and expenditure should be budgeted and pre-approved by the HR Head. Candidate Sourcing: The chartering supervisor along with the Human Resource Department would conclude the source to use founded on the environment of the recruitment. The next causes of recruitment may be considered: Internal Sources: Whenever any vacancy arises, the likelihood of fulfilling the obligation internally via reassignment and relocation, re-allocation of the responsibilities or interior advancement will be discovered by the chartering function along with the HR Department. Employee Referrals: HSBC will boost workers to mention apt candidates for open positions. Other external causes include: Recruitment agencies External job postings College / campus requirement Employment of Relatives The association uses, solely on merit, the relations of employees as long as it does not bring about a conflict of interest. To decrease the possibilities of favouritism the following guidelines should be followed: Relatives are not allotted to a place where he/she has the opening to ascertain, method, and reconsider, accept, review or else sway the work of the individuals cited and above. If an employee is aware of a position that seems to be an opening for people to indulge in favouritism towards relations, one should communicate to the Department Head or Human Resources Department. Employees will not be part of the chartering method of their relations. Internship Program HSBC supplies internship possibilities to students. Such internships will result in young students producing genuine assistance to the company. HSBC will pursue the process as follows: HR will coordinate with enterprise assemblies to recognize possibilities for intern hiring. Internship demands could be obtained either from the students directly or as nominations from the informative institute. HR and chartering supervisor tele-interview the candidates and later conduct individual meetings in the office. Based on the illustrated capability, the intern will be appointed to work in multiple agencies to gain a broader enterprise comprehension. Probation Policy Probation is a test that is mutual opening for the worker and HSBC to affirm suitability for proceeded employment. The probation time span is to set up based on capabilities, anticipations and training required. The worker should illustrate suitability for proceeded employment. An evaluation will be conducted on components associated with work presentation, work customs, productivity, mind-set and compatibility, attendance and punctuality, and any other issue that is connected to the job profile. All new charters will be put on probation for a time span of 6 months from the designated day. HR will dispatch an appraisal pattern to the direct supervisor before culmination of the probationary period. The appraisal pattern is required to be accepted by the supervisors leadership. All notes of confirmation or extension of probation will be marked by the HR head and will be retained in worker records. HR practices in Citibank  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   The different steps in which Citibank implements HR practices are given below: I  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   Staff Meetings: Staff Meeting aims at group synergy, team building, open culture, family feeling and talent recognition which individually and cumulatively benefit the organizations. Goals/Targets set for the unit/Bank is discussed in the monthly Staff Meetings conducted at all branches/units and action plan is drawn in achieving them. The forum is being effectively utilized for harmonious functioning of all the branches and administrative units through greater involvement and collective contribution of all staff members. II  Brain Storming Sessions This is a technique for generating ideas and suggestions on topics of relevance and also to provide alternate solutions to problems by simulative thinking and imaginative power of cross section of employees. Corporate Topics are selected for each quarter and BSS are conducted in administrative offices/ braches on the topic during every quarter. Worthy implement able suggestions emanated are circulated for necessary action. III Study Circle: Concept of Study Circle aims at self development of employees by kindling the desire to acquire/update knowledge, information and experience. Guest lectures/ Power Point Presentation / Group Discussions, etc. are arranged on topics of general interest by inviting experts in the field. Study Circle Meeting are conducted once in two months in administrative offices and once in a quarter in branches   Ãƒâ€šÃ‚  IV Quality Circles It is a time tested tool of Total Quality Management (TQM) which promotes team spirit, cohesive quality work culture, commitment and involvement of employees. Challenges faced by Citibank: The real challenge of that Citibank faced while entering India first time was adopting its HR strategy according to the Indian culture. As most part of the jobs in the banks are monotonous/repetitive and routine, the HRD Department has to empower, engage and energies employees to create effectiveness efficiency through motivation organizational structures, systems procedures are facilitators of these, and there is a need to focus greater attention on these aspects by the industry. However, the emergence of a core and peripheral workforce in many organization has presented new challenges for HR managers public private sector organizations are fast becoming diverse communities for core workers, flexibly employed casual and part-time workers, consultants, contractors business partners. Certain rigidities have also developed in HRD within Citibanks banking system itself because this industry is still largely in the public sector. Suggestions: Following suggestions are very essential to adhere for effective Banking Administration in Citibank: HR functions to be linked to corporate goals. Shift from Industrial relations manager to Business manager or Commercial manager. Team work is another important and essential soft skill that is necessary in this industry. The HR Professionals have to introduce improve the adaptability of their structure that will be able to absorb, draw and retain the best. As people are primary asset, it is essential not only to invest in them, but also to ensure that the supporting elements for this asset are such that it can provide the maximum value on a sustainable basis. HRD is to be regularly reviewed against business outcomes as part of strategic and operational planning. To overcome the public sectors hierarchical structure, which gives preference to seniority over performance, is not the best environment to attract the best talent from among the young. ICICI Banks HR Practices Selection Process As per ICICI Banks research and in-depth study, following competencies are required to succeed in ICICI Bank: Customer first Passion Dynamism Compliance with conscience In order to assess the same a set of tools are used a. Aptitude Tests (for applicants with 0-2 years of work experience) The tests are designed to assess basic aptitude of candidates including numerical comprehension, verbal comprehension, logical reasoning and basic checking abilities. These are important skills for the role of an entry-level manager and people who do well in these tests tend to do well in their jobs at ICICI Bank. The total time taken in this exercise is 55 minutes. b. Occupational Personality Questionnaire Applicants are also required to complete the Occupational Personality Questionnaire (OPQ) before they appear for the selection, the results of which are integrated into our selection process. Recruitment As a rapidly growing organization the bank looks to induct post-graduate management talent from various business schools across the country. Enthusiastic and talented youth form the backbone of their banking operations. The bank offers a wide range of careers in all functions including Finance, Marketing, Operations, Information Technology and Human Resources. According to Ramkumar (Group Chief Human Resources Officer of ICICI Bank in 2005), 4,000 of the recruits are freshers (2,500 MBAs from different management schools and about 1,500 graduates from various colleges). The banks growth in the retail segment is the driver for sharp hike in headcount of the bank. There is need of recruits to serve the fast growing small and medium enterprise, rural/agriculture, private banking and wealth management segments. Theres also a concurrent need for technical, back-office operations and quality assurance personnel. The bank recruits about 75 students from IIMs and another 100 from the next tier such as SP Jain, NMIMS, Symbiosis, Bajaj, etc., every year. It recruits only some persons from other banks. About 7.5 lakh persons working in the public sector bank generally dont change jobs and rather prefer job security. As a result, the remaining one lakh in private sector is a limited supply pool for a growing banking sector. So, the bank looks out for other companies in aviation and hospitality sector so that persons who like to serve customers are recruited. The group has some 50,000 employees on its direct payroll and another 1, 00,000 are indirectly employed as insurance agents and people working under service providers. The bank gets 4 lakh CVs each year. This benefits the bank and it does not face any hiring problem as there is plenty to choose from. While most of the hiring happens directly, consultancy firms are used for some of the higher level recruitments. The plans are to hire more people for insurance and securities broking businesses as these sectors are growing very fast. The bank has tied up with local colleges. With this, it is easy for them to create a local supply and also consume locally. Also, it would be able to gain the respect of the community and create loyalty. The recruits would be able to speak the local language. The motive is partially social and also makes good business sense. Also in a bid to control recruitment costs and raise productivity of its HR personnel, the bank has collaborated with Internet service providers such as Reliance Infocomm for providing interview cubicles with audio-visual recording and tele-conferencing facilities. By this process it would be convenient for candidates to attend interviews at centres nearest to their homes, instead of travelling to Mumbai, where interviews generally take place. The interview centres are expected to improve productivity of the banks human resources personnel by about 30%. It will also reduce the time invested by HR heads as they have to spend a lot of time traveling to tier-II cities to interview candidates. These interview centres would remain open 24 hours a day. This is a boon for working candidates who can find time only after office hours. Online application forms and an in-bound call desk are other initiatives the bank is taking to support recruitment. Bringing a Change The professional work culture, high salary and faster growth prospects make the group a preferred destination for top business school students. The senior bank officials have also met representatives of the countrys top 20 B-schools to discuss changes to their curricula so as to make them reflect the changing business dynamics. As per the current industry trends, retail and rural banking are emerging as big areas. So, the bank has suggested B-schools to forge them in the curriculum. Also, the nature of internships for B-school students should be changed from those involving mere summer training and data collection to the ones undertaken by doctors and lawyers. Research should be India centric and Indian case studies should be prepared for students. According to him, the group is not worried about getting skilled people as it has the infrastructure to train the well educated people. ICICI Bank, which boasts an extremely high proportion of women by industry standards (32,000 women or one-third of their headcount), has been running a campaign on campuses for last two years to bust notions regarding career options for women. There are some male stereotypes about certain kinds of job profiles and that is a misplaced notion which the bank is trying to correct. The average age of an employee at ICICI bank is 30 year. And 70% of these employees have additional qualifications they are CAs, MBAs or have diplomas in business management. Training Talents The banks HR Head believes that it is up to organizations to train the fresh talent so as to be able to retain them in the future. ICICI Bank spends 1.5% of its profits on training and has nine training centres across the country today. It employs 30,000 people and recruits 15,000 people annually. The training sessions are customized to enable employees to handle an irate customer without being aggressive or defensive; instead reassure him/her and work towards a solution in the right attitude. It also helps the employee handle difficult situations such as 5 customers appearing at the counter at one time. Training sessions are more or less on grooming, etiquette and more on presenting ones company, product and oneself, identification of customer needs, listening, and so on. To add to it, the senior managers of ICICI Bank take regular classes at B-schools and this provides an opportunity for interface with the institutes as well as help supplement the theoretical inputs with practical cases. The organization is tech-savvy, non-hierarchical, where early responsibility and independent decision-making enable each employee to reach their potential. Coupled with this is a strong performance management system that has built a meritocracy where high performing-high potential individuals are duly rewarded. Understandably, its a good time for bankers. Few years back, branch managers in private sector banks were getting Rs. 6 lakh a year. Now, they are being offered salaries as high as Rs. 25 lakh by MNC banks. Human Capital ICICI Bank views its human capital as a key source of competitive advantage. Consequently the development and management of human capital is an essential element of our strategy and a key management activity. Human resources management in fiscal year 2002 focused on smooth integration of the employees and human resource management systems in the context of the merger, as well as on continuous improvement of recruitment, training and performance management processes. The process of integration involved defining the organizational structure of the merged entity, people placement in various positions across the business and corporate groups, and integration of the grade and remuneration structure for the employees of the four entities. The organizational structure was announced in February 2002 and became effective on May 3, 2002. The people placement process was based on appropriate competency profiling tools and matching employee profiles to job specifications. The grade integration process has also been successfully completed, using job evaluation techniques. The recruitment process has been streamlined and a uniform recruitment policy and process implemented across the merged organization. Robust ability-testing and competency-profiling tools are being used to strengthen the campus recruitment process and match the profiles of employees to the needs of the organization. ICICI Bank continues to be a preferred employer at leading business schools and higher education institutions across the country, offering a wide range of career opportunities across the entire spectrum of financial services. In addition to campus recruitment, ICICI Bank also undertakes lateral recruitment to bring new skills, competencies and experience into the organization and meet the requirements of rapidly growing businesses. A Six Sigma initiative has been undertaken for the lateral recruitment process to improve capabilities in this area. ICICI Bank encourages cross-functional movement, enriching employees knowledge and experience and giving them a holistic view of the organization while ensuring that the bank leverages its human capital optimally. The rapidly changing business environment and the constant challenges it poses to organizations and businesses make it imperative to continuously enhance knowledge and skill sets across the organization. ICICI Bank believes that building a learning organization is critical for being competitive in products and services and meeting customer expectations. ICICI Bank has built strong capabilities in training and development to build competencies. Training on products and operations is imparted through web-based training modules. Special programs on functional training and leadership development to build knowledge as well as management ability are conducted at a dedicated training facility. ICICI Bank also draws from the best available training programs and faculty, both international and domestic; to meet its training and development needs and build globally benchmarked skills and capabilities. ICICI Bank seeks to build in all its employees a total commitment towards exceptional standards of performance and productivity, adaptability to changing organizational needs and the demands of the business environment and a willingness to learn and acqu

Krispy Kreme Case Study :: Business Analysis Strategy

Krispy Kreme Case Study Question 1. The chief element of Krispy Kreme's strategy is to deliver a better doughnut and to appeal to customers in new ways. They have taken great steps to insure customer satisfaction from the use of their proprietary flour recipe to their automated doughnut making machines. They have chosen to target mainly markets with 100,000 households. They also were exploring smaller-sized stores for secondary markets. Krispy Kremes's strong brand name, highly differentiated products, high-volume production capability and multi-channel market penetration strategy has worked well. With each new store opening there are lines waiting at the door all night to experience the Krispy Kreme quality. In Denver, more than 3000 people stood in a line extending for more than three city blocks on opening day. They have production areas in full view and a neon light that lights up when "Hot Donuts" are actually coming off the line. Krispy Kreme makes customers feel good about indulging. Even Krispy Kreme's name brings a smile to people's faces. Question 2. I think Krispy Kreme's financial performance has been good. Since its initial public offering in April 2000 it has grown from 140 stores to one with 218 locations in 33 states and Canada. Preliminary results for fiscal year 2002 showed sales topping $621 million, up 39% from the previous year. Revenues climbed 30% to $392 million. Krispy Kreme is a product company and the most profitable part of the business is doughnut sales due to the high volume of loyal customers. Many Wall Street analysts considered Krispy Kreme to be overvalued. Analysts said in April 2000 the stock was destined for the $15 to $20 share range at best, which is where most known food related stocks are located. Instead it had been hovering at a value of $40 a share for most of the year. The stock rose to a high of $54 and many analysts doubted Krispy Kreme's strategy and potential growth merited a stock price nearly 70 times projected 2002 earnings per share. I agree with the statement "the numbers just don't work." Question 3. SWOT ANALYSIS

Reasons for Napoleons Defeat :: European Europe History

Reasons for Napoleon's Defeat The Campaign of 1812 should have been a another crusade for Napoleon, but he now faced 2 new policies that he had never faced before, the severe Russian winter and the notorious scorched-earth policy. On June 23, 1812 Napoleon's Grande Armee, over 500,000 men strong, poured over the Russian border. An equal amount of Russian forces awaited them. The result of the campaign was a surprise. Two authors, General carl von Clausewitz and Brett James, show similarities in reasons why Napoleon had lost this campaign to Russia. Napoleon believed that after a few quick victorious battles, he could convince Alexander to return to the Continental System. He also decided that if he occupied Moscow, the Russian government would crumple and ask for peace. " A single blow delivered at the heart of the Russian Empire, at Moscow the Great, at Moscow the Holy, will instantly put this whole blind, apathetic mass at my mercy." pg 6, 1812 Napoleon's Defeat in Russia This was his belief he expressed in March 1812. However, when Napoleon eventually took over Moscow, the Tsar still did not surrender. Napoleon, sent a message to the Tsar, demanding a immediate surrender. However, the Tsar could not surrender because if he did, he would be assassinated by the nobles. Clausewitz replies by saying, " Napoleon was unable to grasp the fact that Alexander would not, could not negotiate. The Tsar knew well that he would be disposed and assassinated if he tried so." pg 256, The Campaign of 1812 in Russia General Clausewitz said, "Napoleon believed if he defeated the Russian Army and occupied Moscow, the Russian leadership will fall apart and the government would call for peace." pg 253, The Campaign of 1812 in Russia Brett James also agreed that Napoleon's occupation had no result. " The occupation of Napoleon in Moscow did not have a effect on the government." Pg 13, 1812 Napoleon's Defeat in Russia With his battle plan set, Napoleon prepared his troops for the attack on Russia. But, Napoleon did not consider the fierce Russian winter which awaited him. According to Ludwig Wilhelm Gottlob Schlosser, a onlooker, he described the army by saying, " The French, down to the lowliest drummer were very fastidious. These poor French devils were not satisfied with less than soup, meat and vegetables, roast, and salad for their midday meal, and there was no sign of their famous frugality. Reasons for Napoleon's Defeat :: European Europe History Reasons for Napoleon's Defeat The Campaign of 1812 should have been a another crusade for Napoleon, but he now faced 2 new policies that he had never faced before, the severe Russian winter and the notorious scorched-earth policy. On June 23, 1812 Napoleon's Grande Armee, over 500,000 men strong, poured over the Russian border. An equal amount of Russian forces awaited them. The result of the campaign was a surprise. Two authors, General carl von Clausewitz and Brett James, show similarities in reasons why Napoleon had lost this campaign to Russia. Napoleon believed that after a few quick victorious battles, he could convince Alexander to return to the Continental System. He also decided that if he occupied Moscow, the Russian government would crumple and ask for peace. " A single blow delivered at the heart of the Russian Empire, at Moscow the Great, at Moscow the Holy, will instantly put this whole blind, apathetic mass at my mercy." pg 6, 1812 Napoleon's Defeat in Russia This was his belief he expressed in March 1812. However, when Napoleon eventually took over Moscow, the Tsar still did not surrender. Napoleon, sent a message to the Tsar, demanding a immediate surrender. However, the Tsar could not surrender because if he did, he would be assassinated by the nobles. Clausewitz replies by saying, " Napoleon was unable to grasp the fact that Alexander would not, could not negotiate. The Tsar knew well that he would be disposed and assassinated if he tried so." pg 256, The Campaign of 1812 in Russia General Clausewitz said, "Napoleon believed if he defeated the Russian Army and occupied Moscow, the Russian leadership will fall apart and the government would call for peace." pg 253, The Campaign of 1812 in Russia Brett James also agreed that Napoleon's occupation had no result. " The occupation of Napoleon in Moscow did not have a effect on the government." Pg 13, 1812 Napoleon's Defeat in Russia With his battle plan set, Napoleon prepared his troops for the attack on Russia. But, Napoleon did not consider the fierce Russian winter which awaited him. According to Ludwig Wilhelm Gottlob Schlosser, a onlooker, he described the army by saying, " The French, down to the lowliest drummer were very fastidious. These poor French devils were not satisfied with less than soup, meat and vegetables, roast, and salad for their midday meal, and there was no sign of their famous frugality.