Red Bull Essay

What markets does Red Bull endeavor to reach? How do showcasing blend components and target markets consolidate to shape the firm’s advertising technique? The advertising blend for Red Bull comprises of the accompanying: Product: Energy drink Price: $1. 99 (premium) Distribution: Across clubs and comparable outlets, mass merchandisers Marketing Communication: Word-of-mouth to TV publicizing Red Bull endeavors to arrive at fanatics, sports fans, 18 to multi year olds, ladies, just as wellbeing cognizant purchasers, and as of late age gatherings of 30 or more. Showcasing blend components and target markets join to shape Red Bull’s starting promoting system which contacts fanatics, the individuals who are into the adrenaline hurrying games and exercises. Since Red Bull is a caffeinated drink, this methodology functioned admirably. With the excellent cost and through verbal, Red Bull had the option to keep up 70 percent of the market. Be that as it may, as rivalry rose, Red Bull expected to advertise past the outrageous market and toward age bunches over multi year olds. All things considered, rivalry keeps on expanding, and now Red Bull is extending their objective market to less outrageous games lovers, for example, golf players, ladies, and wellbeing cognizant customers. By advertising toward golf players and ladies, Red Bull shows that anybody can make the most of their item and not simply male radicals. Since purchasers are turning out to be more wellbeing cognizant, Red Bull delivered their sans sugar variant for the individuals who need to watch their starches. In general, as rivalry keeps on expanding, Red Bull’s showcasing system has included objective market extension just as some item improvement and new promoting methods. . What development methodologies appear to offer the most probable open doors for what's to come? The development procedures that appear to offer the most probable open doors for Red Bull’s future are their venture into less outrageous games and the female populace. Since Red Bull is a caffeinated drink, mo st purchasers believe that its main role is to help the vitality of the individuals who are pounding it out on the field, court, or any place the activity might be. Be that as it may, Red Bull can be utilized as a straightforward shot in the arm when you’re feeling drained or simply exhausted. This can happen generally in the workplace. Via conveying a jar of Red Bull, you can support your vitality level when it appears you’re not going to endure the move. Thus, Red Bull’s introductory objective was not towards ladies. As of now, Red Bull is taking a shot at extending their item to ladies who, much the same as men, can appreciate the lift Red Bull gives you. With the extension of their objective market, alongside new publicizing methods, Red Bull can more readily advance their item and stay aware of the opposition as opposed to falling behind as they have been. 3. What moral issues are looked by the organization? The two overwhelming moral issues that are looked by Red Bull are their decision for an objective market and the utilizations for their beverage. The particular objective market being referred to is the 18 to multi year olds. Red Bull has promoted to this specific gathering since it is included to a great extent of understudies. Red Bull can be utilized to give these undergrads a jolt of energy when they have to go through the entire evening contemplating or just to have some good times. The issue, in any case, is that the caffeinated drink is loaded with caffeine and different fixings which may demonstrate destructive to the individuals who devour a lot at once. Advertisers of Red Bull understand that undergrads have a requirement for the additional increase in vitality so they have pinpointed them for utilization of their caffeinated drink. Pundits accept a lot of utilization may have destructive impacts and this has raised numerous issues concerning the beverage. The other issue is the utilization of Red Bull in mixed beverages. Concerns have risen in regards to the blend of liquor and Red Bull as a result of the perils related with it. Liquor without anyone else as of now causes various issues. On the off chance that the caffeinated drink brimming with caffeine is added to liquor, the damage could get incredible. This in itself stresses pundits of Red Bull. Not exclusively does the beverage without anyone else cause concerns, however blending liquor in with it raises much more issues. 4. As Red Bull extends to different nations, what global advertising issues must be thought of? With their worldwide development, Red Bull’s advertisers must consider the determination of a section procedure and settling on a vital direction. Red Bull must pick between three alternatives for a passage methodology: sending out, direct speculation, or joint endeavors. For key direction, Red Bull has the decision of a normalized promoting system or a tweaked advertising technique. By picking a normalized showcasing procedure, Red Bull would create and actualize a similar item, value, dissemination, and advancement in every single universal market. Then again, with a modified procedure, Red Bull would create and actualize an alternate focusing on blend for each target advertise nation. Like with any extension circumstance, Red Bull needs to contemplate the business sectors inside the worldwide nations. Because their advertising strategies work in the United States, doesn’t mean they’ll work the equivalent universally. Each nation is extraordinary. Each market section is extraordinary. For example, request and item utilization varies from advertise portion to showcase fragment. Red Bull should likewise consider government guidelines and laws as they contrast from nation to nation. That, however Red Bull needs to acknowledge contrasts in customer standards of conduct just as rivalry. As Red Bull intends to grow worldwide, there are numerous angles they should consider before doing as such. On the off chance that Red Bull needs to be effective, they should invest an enormous measure of energy exploring all the worldwide markets so as to turn out to be increasingly mindful of each portions needs and wants.

Cubas Government before Communism Research Paper

Cubas Government before Communism - Research Paper Example A few people accepted that to advance data that displays that pre-Castro Cuba was precisely a developing nation was a method of legitimizing the activities of Batista. Actually Cuban headway of the period was essentially as an outcome of the endeavors enjoyed every one of these parts of the country, as it denoted the 57th long periods of the republic. In the year 1950, two years before Batista’s were conceded the subsequent believability to control. It was lucky as the Cuban Peso has a similar fiscal incentive as the U.S dollar. Given proposal not just by the approved press inside the island, and furthermore by Radio Havana Cuba, a nationalized-run radio broadcast that transfers data all around in different dialects, and by the approved data association Prensa Latina, the development made remarkable unmistakable quality on the monetary misfortune and wretchedness under which the island hypothetically lived. The crusade made excellent accentuation on the financial wretchedness under, which the island theoretically lived, and on the monetary control that the United States had practiced over it. This segment of the battle was intended to help approve the continuation of a socialist writer, whose objectives and desire helped him to redesign the profound changes in the country. These social remodels were named as things of lessening destitution (Urlich, 99). The individuals who put stock in the Castroism purposeful publicity had a portrayal that Cuba was a country with a 40%literacy level, inside the voracious hands of worldwide US Corporation controlling each part of the national economy. Cuba was a nation that had no enough specialists, laborers of ranchers, because of the elevated level of repetition, and with places of prostitution and gaming gambling clubs on each corner. Cuba was an immature nation and its assets disseminated similarly among all the individuals (Urlich, 100).â

Core Competencies

Core Competencies Importance of core competences We are going to explain the concept of core competency in this article and how to generate a competitive advantage  for a company. This article will also tell you what contemporary views on core competencies do exist. We will provide a summary of a few cases and studies to describe the complexities of the concept.The term core competency was coined by Dr.C.K Prahalad and Prof. Gray Hamel in 1989. They took examples of various Japanese firms and compared them with their American counterpart. Competence based strategy is the part of an overall strategy that is concerned with integrating technology, know-how (including patents), value and culture in order to create a set of competencies that unfolds superior value for customers and thereby support the product-market strategy of the firmWe should think of the organization as a small sapling which after nourishment develops into a strong tree with core competences as its trunk. This core competency trunk helps in growing branches of diffe rent businesses and then these businesses grow products as fruit. The following graphic pictures this very well. © Shutterstock.com | Creativa ImagesSadly, a lot of companies around the world are not too well versed with the concept of core competencies or fail to recognize actual competencies which may help them with long term.Importance of core competencesCore competencies are the collective learning of the organization, especially how to co-ordinate the diverse production skill and integrate multiple stream of technologies. A company, if it has identified its core competencies, will be capable of creating more value. Core competences must coalesce around individuals working in the organization. These people should recognize their effort in building and strengthening these core competencies. © Entrepreneurial InsightsUnlike physical assets, which do deteriorate over time, competences are enhanced as applied and share across the organization. The competences act as the glue which bind businesses together as well as pave the way for new business development. In other words core competences of a business are also guiding parameters for new markets and diversification.Strategic intentThe process of developing core competencies starts with the strategic intent of being a leader in the market by leveraging the resources. This thought of being a leader in the market is called strategic intent. This concept points out to identifying various opportunity gaps. It is an obsession with writing a competitive agenda, for a long period of time, which is shared with the whole organization.Strategic intent provides a basis for stretching the goals of the organization with barrier breaking initiatives.Framework for leverage (strategic architecture)The next stage towards developing the co re competencies is to leverage the current resources of the organization. This stage is known a developing the strategic architecture. Strategic architecture is a roadmap which predicts what core competencies to build and which related technologies are needed. This step requires the distillation of past and present data to answer the following questions:Change in customer interferenceNew technological possibilitiesCompetitor’s positioningCurrent and future set up of the industryThis exercise allows managers to maintain consistency in their efforts and provides logic for managing linkages across business units. It is helpful in more than one way. Apart from being a useful tool for managing innovation, it also helps in identifying alliances and acquisitions of strategic importance. Internally, this helps the lower management to allocate resources and upper management to keep focus. Leveraging resources and thereafter the development of core competencies requires investment in three different things:a) Technologyb) Governance processc) Collective learningCompanies should invest in all three of them. If not, then you will hamper the development of core competencies. Thus, a company should invest in good governance and learning environment and not just technology.Identifying core competenciesCore competencies play an important role in the process of leverage.   We can identify them using three simple tests:Does the trait provide a major competitive differentiation? Does it provide a unique value proposition to the organization?Does the trait cover a lot of business or is useful only for a single business unit? Is it useful only for current business or for new ones too?Is it hard for competitors to imitate?Core competencies extend to the whole organization, and are part of tactical learning at the same time. We should not confuse a core competence with a core technology. A technology / technical capabilities is complete in itself while a core competence is embedde d inside the organization. Without one another it can’t exist. We should also differentiate between core competencies and core capabilities before moving forward. Core capabilities are crucial for survival but, unlike a core competency, does not confer any specific differential advantage over other competitors in the industry.Importance of core competenciesThe most important advantage of having core competencies is having a long term competitive advantage. These competencies help in bridging the gap between performance and opportunity, thus helping a company in being a potential leader in the industry. By linking traditional business to products and service of the future, the company acquires greater opportunity for success. This also helps in activation of the company by acting as a guideline for diversification.Core competencies are also an indicator that resources are being used in the right places in the right amount. An organization should focus on outsourcing all non-core ac tivities which will streamline the operations to encourage learning environment congruent to their competencies.Core competencies also help in the development of core products. They should have access to all the primary component of a complex product which can help in long term foothold in that particular industry. This complex product can then be used to create a pipeline of products.Core competencies are meaningful if they are related to an attribute valued by the market. Customers need to perceive a consistent difference in important attributes between the producer’s products or services and those of its competitors. Intel particularly uses this. Their core competence lies in developing an array of microprocessors in very short time. With the proved attribute of speed and quality against other competitors, this core competency provides a distinctive competitive advantage.Last but not least, core competencies make a company focus on extensive RD.Losing core competenciesCompanies , especially big ones, have to be really careful when outsourcing a product or service to a different organization while looking to cut cost. In the past, Chrysler has viewed engines in cars as just another component which was outsourced to various Japanese companies. Outsourcing is thus a two bladed sword if not handled properly. While outsourcing can give a short term competitive advantage, it typically contributes very little to developing people skills which help in building core competency.Sometimes lack of forecasting the state of the market and lack of a clear framework can make companies forsake attractive opportunities. It often arises from a lack of clear insight in the core product and the core competencies of a business. It is super important to recognize the importance of core competencies in entering an emerging market.Case studiesMultiple examples from around the world can be cited in support of the concept of core competencies:NEC asserts that they use 18% of their e arnings for RD. NEC of Japan investigates its core competencies every 5 years. With a spending of 18% in RD they have a boastful array of 36 core techniques in total.Apple as an organization developed products which are rich in design and user experience. This gave them a distinguished brand image in the market, which stands even now in the face of multiple competitors. Apple products are sold with high margins.3M as a company is a perfect example of commitment to developing core competencies. It has a range of diversified products which include post-it notes, magnetic tapes, photographic film, pressure sensitive tapes and coated abrasives. These all have quite different production technologies, end-consumers, and channel of distribution. All this is connected with a few competencies in substrates, coatings, and adhesives and a culture which was developed internally during its years of operations.Canon cornered the copier market in 1990s by investing a lot in core competencies. Befo re PC copiers became available in 1982, copying was done on a departmental basis within companies and through commercial copy centers. Copy centers served a range of copying needs, from small copying jobs to large, high speed/high volume projects involving document preparation. Satisfaction of copying needs depend on a copier’s price, quality, performance, features, maintenance, and after-sales support. Those factors became the basis for defining various market segments. The most profitable segment was of course the large volume one in which Xerox was the market leader. Thus a gap existed between the companies’ performance and the opportunity in terms of small volume copier market.   In other words companies around the world were placing a high value on getting a small, relatively inexpensive personal copier and thus an easy-to-use, durable, low priced, and maintenance-free small copier awaited innovation. Canon approached the problem by assembling a task force of 200 people and developed a series of core products; disposable cartridges, instant toner fusers, and other components to decrease the size as well as the cost. Thus, an entirely new product was born which was reliable and required less servicing. This product was developed and launched in less than 3 years, which really put Canon towards becoming a competent player in printer technology.A hospital in Singapore, Mount Elizabeth Hospital, is well known for organ transplantations. That is the core competency of this hospital. This hospital may as well have doctors and nurses from various countries to create a multi-ethnic workforce for better communication with a better patient management. That would be their core competencyArguments and examples against core competency?Prahalad’s paper in 1990 was in many ways ground breaking. This concept changed the paradigm of strategic consulting. The whole western management shifted from the rigid strategic guideline of Michael Porter to a more fluid strateg ic intent. However two decades after the introduction of this concept we are shifting again. The market now is much more dynamic in the presence of rapidly changing markets and user needs. China’s low cost manufacturing and research capabilities can wreak on any manufacturing organizations worldwide.Changing consumer needs are making companies take help of smaller and design companies even for their core products. For example, Apple bought SIRI and Nike taking help of Apple in creating a digital experience for its customers. Netflix, though their core competency is said to be content delivery, but they are now venturing into original content creation too.In my opinion, these examples can’t be taken as argument against core competencies keeping in mind the short term time horizon they are being applied to.End notesCore competency is a fairly hard concept to grasp. The resources and patience required for the development of even a single competency is huge. A strategic mindset and focus on achieving a long term global leadership is important to develop a strategic intent.We think our readers should kind in mind one thing. Core competencies are needed to develop a global leadership and long term competitive advantages. A company may be highly profitable even without developing a core competency, but only for a short period of time.

Robert Frosts Acquainted With the Night

Robert Frost, the quintessential New England poet, was actually born thousands of miles away in San Francisco. When he was very young, his father died and his mother moved with him and his sister to Lawrence, Massachusetts, and it was there where his roots in New England were first planted. He went to school at Dartmouth and Harvard universities but did not earn a degree and then worked as a teacher and editor. He and his wife went to England in 1912, and there Frost connected with Ezra Pound, who helped Frost get his work published. In 1915 Frost  returned to the U.S. with two published volumes under his belt and an established following. The poet Daniel Hoffman wrote in 1970 in a review of The Poetry of Robert Frost:  Ã¢â‚¬Å"He became a national celebrity, our nearly official poet laureate, and a great performer in the tradition of that earlier master of the literary vernacular, Mark Twain.† Frost read his poem The Gift Outright at the inauguration of President John F. Kennedy in January 1961 at the request of Kennedy. A Terza Rima Sonnet Robert Frost wrote a number of  sonnets —examples include Mowing and â€Å"The Oven Bird.†   These poems are called sonnets because they have 14 lines of iambic pentameter and a rhyme scheme, but they do not exactly conform to the traditional octet-sestet structure of the Petrarchan sonnet or the three-quatrains-and-a-couplet shape of the Shakespearean sonnet. â€Å"Acquainted With the Night† is an interesting variation among Frost’s sonnet-type poems because it is written in terza rima—four three-line stanzas rhymed aba bcb cdc dad, with a closing couplet rhymed aa. Urban Loneliness Acquainted With the Night† stands out among Frost’s poems because it is a poem of city solitude. Unlike his pastoral poems, which speak to us through images of the natural world, this poem has an urban setting: â€Å"I have looked down the saddest city lane...... an interrupted cryCame over houses from another street...† Even the moon is described as if it were a part of the manmade city environment: â€Å"... at an unearthly height,One luminary clock against the sky...† And unlike his dramatic narratives, which tease out the meanings in encounters among multiple characters, this poem is a soliloquy, spoken by a single lonely voice, a man who is quite alone and encounters only the darkness of night. What Is the Night? You might say â€Å"the night† in this poem is the speaker’s loneliness and isolation. You might say it is depression. Or knowing that Frost often wrote of tramps or bums, you might say it represents their homelessness, like Frank Lentricchia, who called the poem â€Å" Frost’s quintessential dramatic lyric of homelessness.† The poem uses the two lines forward/one line back form of terza rima to realize the sad, aimless gait of the hobo who has â€Å"outwalked the furthest city light† into the lonely darkness.

Jackie Robinson - the Hero of Baseball - Free Essay Example

Sample details Pages: 5 Words: 1498 Downloads: 10 Date added: 2019/04/02 Category Sports Essay Level High school Topics: Baseball Essay Did you like this example? The film 42 was released in 2013, it is a sports film written and directed by Brian Helgeland about the race segregation and the first African American baseball player Jackie Robinson. It is the PG-13 film. In the paper, I will analyse how film 42 depicts the racial difficulties Jackie Robinson faced during the baseball league and how the negative environment changed to the positive. Due to the increment of black baseball fans, the manager of Brooklyn Dodgers Branch Rickey (Harrison Ford) decided to sign a black baseball player Jackie Robinson (Chadwick Boseman) to make money for him. However, many people around him warned him that he was breaking the rules that no black can play with white. But Branch Rickey still signed Jackie Robinson, he did not noticed these oppose noise. At the beginning of the season, the players in Brooklyn Dodgers refused to play with Jackie Robinson even Jackie showed great talent, because Jackie was black. Branch Rickey was still supported Jackie Robinson, he even would traded the players who did not want to play with Jackie Robinson. During the season, lots of negative news and dirty words throwed to Jackie Robinson, but Jackie Robinson did not give up and replied. Jackie showed true courage and admirable restraint by not reacting the open Racism from outsides. As the time changed, most of the players in Brooklyn Dodgers started to ch ange their views on Jackie Robinson. They were admired by Jackies patient and talent, and started to stand up for him when the audiences and other players said and did some dirty words and actions on Jackie. Don’t waste time! Our writers will create an original "Jackie Robinson the Hero of Baseball" essay for you Create order When Dodgers played against Phillies during the mid of the season, the coach of Phillies Ben Chapman used a lot of dirty and racist words on Jackie Robinson. Ben Chapman did show that how most people react to when a black baseball player plays in the Major League Baseball. Jackie was very angry but he did not do anything, he just walked back to the bench and sat there. Branch Rickey saw that and heard what Ben Chapman said from stand, he said to his secretary Clayde: Its all right. He can take it. God built him to last. (Film 42) When Jackie Robinson stood on the batting area again, Ben Chapman started to be more emotional and kept saying more racist words to Jackie Robinson. Jackie did not hit the ball well, and he just walked out the field into the tunnel. Ben Chapman shouted at his back: Why dontcha look in a mirror? This is a white mans game! (Film 42) It really showed the stereotypes on African Americans, and how stereotypes affect the perception of athletes. The law had been e liminated discrimination against black people long time ago, however, the conceptual discrimination and cultural discrimination against black people were still existed. During the preseason games, Jackie Robinson successful stole the bases and ran to the home to score. Then the police on the field came and told Jackie to get off the field. The coach of the team came and asked why the police wanted to chase Jackie out of the field, the police relied: Because it against the law. Nxxxxx do not play with white boys. Now you get off the field, or go to the jail. We do not allow nxxxxx mix with white boys in this city. (Film 42) The discrimination on blacks still exist, it showed that most people could not accept black players to play in the Major League Baseball. It showed how people react when Branch Rickey decided to sign a black player. His secretary Clayde asked: With all due respect, sir, have you lost your mind? Think about the abuse that you are gonna take from the newspapers, let alone how this is gonna play out in flatbush? No law against it, Clyde. No, but theres a code, You break a law and get away with it, some people think youre smart. You break an unwritten law, youll be an outcast. (Film 42) Most people around Branch Rickey warned him about the media abuse and peoples react, but Branch Rickey did not listen to anyone else. Branch Rickey adhered to his opinion and he found out Jackie Robinson. When he first time met Jackie Robinson, he he was very rude and despise to ask Jackie Robinson if Jackie can control his temper when he faced the anger and the vitriol from others. Jackie replied: You want a player who doesnt have the guts to fight back? No. No. I want a player whos got the guts not to fight back. You gotta have the guts .. to turn the other cheek. Give me a uniform, give me a number on my back, I will give you the guts. (Film 42) Jackie Robinson successfully signed with the Brooklyn Dodgers, however, everytime when Jackie showed up in the stadium, the buzzing and racist words started to throw at Jackie in all directions. The players in Dodgers were very offended when Branch Rickey signed Jackie Robinson. They decided to write a letter to Branch Rickey with all of the players names on it about they did not want to player with Jackie Robinson and Branch Rickey told them if they did not want to play with Jackie Robinson, he would trade them to other teams. Although, the audiences in the stadium, the players in the team and people from outside talked and did very disrespectful, racist words and actions. Jackie Robinson did not reply with his words, he showed his talent to all the people. When Jackie Robinson walked into the tunnels during the games with Phillies, he started to crush his bat and shouted out his voice dissatisfied. He was ireful and wanted to smashed his bat to the head of the Ben Chapman. Branch Rickey showed up, Jackie asked Rickey if he knows what that likes. Branch Rickey replied: You are the one, living the sermons, in the wildness, spent forty days, all of it, only you. (Film 42) Jackie said he could not do anything on that, Rickey said: Of course you can it, you can get out there and hit, you can get on the base and score, you can win this game for us, we need you, everybody need you, you are medicine, (Film 42) If Jackie chose to fight against Chapman, people will not say that Chapman forced him to, people will th ink he is not belong to here. So Branch Rickey helped Jackie to soothe his emotions. Rickey knew that how much pressure Jackie had, and the abuse Jackie suffered, the only thing Rickey can do was to encourage Jackie, helped him to get respect from others. Jackie picked the confident again and walked on the field to batter, when Chapman tried to interfere Jackie with racist words again. Jackies teammate stood up and walked in front of Ben Chapman to let Chapman shut up. Jackies teammates started to stand up, they began to accept Jackie because of the patience of Jackie. Jackie used his action to showed that he is a great player, he scored for Dodgers to win the game. After the game against Phillies, most people thought that Ben Chapman overdid it. As Branch Rickey said: Sympathy. Its a Greek word, means to suffer. I suffer with you. That Phillipida manger, hes doing me a service. Hes creating sympathy on Jackies behalf. And phillipida is also from Greek, it means brotherhood (Film 42) Many people changed their minds on Jackie Robinson and the teammates also accept Jackie. Near the end of the regular season, Dodgers were taking on Cincinnati Reds. Cincinnati fans were giving Robinson a particularly tough time as the Dodgers took the field in the bottom of the first. However, this time, the captain of team, white player Pee Wee Reese came up and put his arms on Jackies shoulder. It silence the crowd because Pee Wee was from that area and he was a all-star player. Pee Wee said to Jackie: We are just here to play ball, I got family over there, I will let them know, know who I am. Maybe tomorrow we all wear 42, so they wont tell us apart. It was so hard to image that the captain, one of the best players in the team, a white man standed up for a black player at that time, in front of his family, in front of his people, to show the fans that the team will support Jackie. Jackie Robinson was the first African American baseball player which played in Major League Baseball, he broke the boundary of the baseball, he is a hero. Many people changed their attitudes from disdain, rude to support and love due Jackies talent and patient .Every teams in MLB retired Jackies number 42 on 1997. He was the first pro athlete in any sport to be so honored, also MLB adopted a new tration, Jackie Robinsons Day on April 15, started in 2004, every player needed to wear number 42 on every team to honor Jackie Robinson.

Motivation in the Workplace Free Essays

Motivation and the Workplace What is motivation? According to Schermerhorn, â€Å"Motivation is an internal force that accounts for the level, direction, and persistence of effort expended at work,† (116). What do level, direction, and persistence refer to? Level is â€Å"the amount of effort a person puts forth,† direction is â€Å"an individual’s choice when presented with a number of possible alternatives,† and persistence which is â€Å"the length of time a person sticks with a given action,† (Schermerhorn, 102). When we look into motivation theories we see that there are content theories and process theories. We will write a custom essay sample on Motivation in the Workplace or any similar topic only for you Order Now We find that content theories â€Å"focus primarily on individual needs-physiological or psychological deficiencies that we feel a compulsion to reduce or eliminate,† (Schermerhorn, 102). Process theories â€Å"focus on how cognitive processes as thoughts and decisions within the minds of people influence their behavior,† (Schermerhorn, 102). These theories bring us functional self-awareness to different theories where we are able to â€Å"identify their key management implications,† (Schermerhorn, 102). We start with ‘Needs Theories of Motivation’ which are content theories that â€Å"suggest that motivation results from our attempts to satisfy important needs,† (Schermerhorn, 103). One part of the ‘Needs Theories of Motivation’ is the acquired needs theory which consists of the need for achievement (nAch), â€Å"the desire to do something better or more efficiently, to solve problems, or to master complex tasks,†(Schermerhorn, 104); the need for affiliation (nAff), â€Å"the desire to establish and maintain friendly and warm relations with others,† (Schermerhorn, 105); and the need for power (nPower), â€Å"the desire to control others, to influence their behavior, or to be responsible for others,† (Schermerhorn, 105). These needs are something found in the workplace, someone with the need for achievement is someone who likes to be challenged and loves to receive what feedback they can get. Someone with the need for affiliation is someone who likes to be able to communicate and have social relationships and someone with the need for power wants attention and people to answer to them. â€Å"These three needs are acquired†¦ [and] believed it may be possible to teach people to develop need profiles required for success in various types of jobs,† (Schermerhorn, 105). Another part of the ‘Needs Theories of Motivation’ is the two-factor theory â€Å"also known as the motivator-hygiene theory,† (Schermerhorn, 106). This theory consists of hygiene factors, â€Å"sources of job dissatisfaction, and they are found in the job context or work setting,† (Schermerhorn, 106) and the motivator factors, â€Å"sources of job satisfaction,† (Schermerhorn, 106). According to Schermerhorn, the hygiene factors or job dissatisfactions are things like organizational policies, quality of supervision, working conditions, relationships with co-workers, status and security, and base wage or salary (106). The motivator factors or job satisfaction are things like achievement, recognition, work itself, responsibility, advancement, and growth (106). According to Herzberg, â€Å"If you want people to do a good job, give them a good job to do,† (Schermerhorn, 107). We now move onto the ‘Equity Theory of Motivation’ which â€Å"argues that any perceived inequity becomes a motivating state of mind,† (Schermerhorn, 107). Procedural Justice â€Å"is the degree to which the rules and procedures specified by policies are properly followed in all cases to which they are applied,† (Schermerhorn, 109); Distributive Justice â€Å"is the degree to which all people are treated the same under a policy, regardless of race, ethnicity, gender, age, or any other demographic characteristic,† (Schermerhorn, 109); Interactional Justice â€Å"is the degree to which the people affected by a decision are treated with dignity and respect,† (Schermerhorn, 109); and Commutative Justice â€Å"is the degree to which exchanges and transactions among parties is considered free and fair,† (Schermerhorn, 109). Do we need motivation in our workplace? Are we able to really see the effort people will put forth or the choices people will decide to use or how long people will work on something? We are able to see how to determine if someone is in need of achievement, affiliation, and power. We are also abl e to understand job dissatisfactions and satisfactions, and how people view what’s going on in their workplaces. Works Cited Schermerhorn Jr, J. R. , Osborn, R. N. , Uhl-Bien, M. , Hunt, J. G. (2012). Organizational behavior. Hoboken, NJ: John Wiley and Sons, Inc How to cite Motivation in the Workplace, Essay examples Motivation in The Workplace Free Essays Bonus pay can be defined as a payment In Dalton to an employee’s base salary or hourly wage. Bonus pay is normally used to reward employees for a job well done, but it can be used to improve employee morale, productivity and motivation as well. Bonus’s usually work best in an environment where the job greatly depends on an employee or employees to accomplish a goal with high effectiveness. We will write a custom essay sample on Motivation in The Workplace or any similar topic only for you Order Now With bonus payments, there is a significant advantage. Offering a cash amount to employees who complete a specific goal can offer Incentive. It also expresses a sign of appreciation awards an employee(s). This can then motivate en employee to continue working hard to achieve another bonus payment. There are disadvantages to bonus payments, such as a high cost for the company. Giving out bonus payments yearly, during holidays or at other times, must be calculated to figure out how many employees a company can afford to give a bonus to. Another drawback to bonus payments Is having to pay taxes. A bonus Is added to your yearly Income, meaning a large bonus means higher taxes. Commissions Commission payments are an amount of money, whether it be a percentage or a flat ate, paid to an employee after completing a task, such as selling a product. Commission may be paid in addition to a salary or Instead of a salary. Commission works best in a retail sales business. Real estate is a good example. In retail sales, commission pay can encourage an employee to put 100% effort into a sale. When a worker Is offered commission pay, whether It’s In addition to a salary or not, it offers the employee a high paying opportunity, as the number or sales they make effect their pay. By paying commission It also allows the company to weed out those who are not able to succeed at the job. If an employee cannot earn enough by commission pay, the company is then left with only the top earners, who clearly succeed at their jobs. A fluctuation in pay is considered a disadvantage. Some weeks an employee may earn a high amount, while other weeks sales may be very slow and earnings will be extremely low. This Is the largest disadvantage to commission sales. Especially If a worker Is being paid commission only – with no salary, an employee may end up working for many hours while not earning any money. Employee Stock Ownership (ESP.) Employee Stock Ownership is a program where employees accumulate shares and ay ultimately assume control of the company. These stocks can be acquired through purchase, or through bonuses. Seeps work best for large companies such as West Jet or other airlines. Sop’s can increase production and profitability, and Improve employees’ dedication and sense of ownership. When employees become owners in the company, they become more loyal and productive. Seeps also offer significant tax breaks to a company. Some disadvantages to Seeps are that an employee basically has all of their eggs in one basket, so if the company does not perform, the employee’s investment could be lost. In addition to a loss of investment, s more shares are purchased, an employee’s share becomes a smaller percentage of Gain-sharing is when a company’s employees’ performance improves, that company will share the financial gain. Gain sharing works to improve performance while eliminating wasted time, energy and materials. This way, as the employees’ performance progresses, they profit from the company’s savings from the improved performance. With gain-sharing, it focuses on rewarding only performance improvement, and payouts are self-funded from savings generated by the plan. Employees become more interested in the company’s goals. Measures are narrower Han organization-wide profit and therefore gains may be paid even though profits may be down. Gain-sharing also requires that management openly shares information about performance, therefore a participative management style works best. Gain-sharing works best in a work place that focuses on groups rather than individual accomplishments. Profit-sharing Profit sharing is when the people who work for a company receive a direct share of the profits. The payouts are funded through company profits. Unlike gain-sharing, payouts are made when there is profit, performance doesn’t necessarily have to show improvement. With profit sharing employees will be focused on the company’s profitability. This motivates employees to work together for the success of the company. This in turn will allow employees to feel more committed to the company. Disadvantages of profit sharing include the fact that employees pay goes up equally, and there can be major fluctuations in smaller companies. This can then be very difficult for employees with their pay varying so much. Merit Pay Merit pay is extra pay rewarded to an employee regarding performance. If an employee succeeds at his or her Job, they are then rewarded with an additional mount of money to their regular salary. This type of financial incentive works excellent in environments where employees work independently, as each employee can then be rewarded (or not rewarded) for their performance individually. Merit pay works well at Jobs related to retail sales. Merit pay is a very good motivator for employees. It shows the direct connection between hard work and rewards. An employee can be individually rewarded according to their performance. Merit pay also increases the commitment of employees. Each person will then strive to succeed to the best of their ability because they know it will be compensated. This is very good for company profit. Employees will also be more likely to stay within a company if they feel secure within their Job. Hard work being rewarded allows an employee to feel comfortable and secure. A disadvantage to merit pay is it can be affected by outside factors. In the case of a retail sales employee, sometimes no matter how hard they work to make a sale, that person may Just not want to purchase that item. This is a factor that cannot be controlled, and affects that employee’s pay. Merit pay also can cause pressure. If an employee is constantly worried about not being able to succeed ND earn a higher paycheck through their performance, that may affect their abilities as they are stressed out. Skill-based pay Skill-based pay is when employees are paid based on their individual skill levels knowledge and acquire new skills. This is best for self – motivated employees. Being paid according to skills allows the employee to focus on career development. This means you have to continue to develop new skills and education through courses and training if you want to increase your pay. Another disadvantage of knowledge- based pay is employees may feel bitter towards one another due to difference in pay. How to cite Motivation in The Workplace, Papers

Motivation in the Workplace Free Essays

Motivation and the Workplace What is motivation? According to Schermerhorn, â€Å"Motivation is an internal force that accounts for the level, direction, and persistence of effort expended at work,† (116). What do level, direction, and persistence refer to? Level is â€Å"the amount of effort a person puts forth,† direction is â€Å"an individual’s choice when presented with a number of possible alternatives,† and persistence which is â€Å"the length of time a person sticks with a given action,† (Schermerhorn, 102). When we look into motivation theories we see that there are content theories and process theories. We will write a custom essay sample on Motivation in the Workplace or any similar topic only for you Order Now We find that content theories â€Å"focus primarily on individual needs-physiological or psychological deficiencies that we feel a compulsion to reduce or eliminate,† (Schermerhorn, 102). Process theories â€Å"focus on how cognitive processes as thoughts and decisions within the minds of people influence their behavior,† (Schermerhorn, 102). These theories bring us functional self-awareness to different theories where we are able to â€Å"identify their key management implications,† (Schermerhorn, 102). We start with ‘Needs Theories of Motivation’ which are content theories that â€Å"suggest that motivation results from our attempts to satisfy important needs,† (Schermerhorn, 103). One part of the ‘Needs Theories of Motivation’ is the acquired needs theory which consists of the need for achievement (nAch), â€Å"the desire to do something better or more efficiently, to solve problems, or to master complex tasks,†(Schermerhorn, 104); the need for affiliation (nAff), â€Å"the desire to establish and maintain friendly and warm relations with others,† (Schermerhorn, 105); and the need for power (nPower), â€Å"the desire to control others, to influence their behavior, or to be responsible for others,† (Schermerhorn, 105). These needs are something found in the workplace, someone with the need for achievement is someone who likes to be challenged and loves to receive what feedback they can get. Someone with the need for affiliation is someone who likes to be able to communicate and have social relationships and someone with the need for power wants attention and people to answer to them. â€Å"These three needs are acquired†¦ [and] believed it may be possible to teach people to develop need profiles required for success in various types of jobs,† (Schermerhorn, 105). Another part of the ‘Needs Theories of Motivation’ is the two-factor theory â€Å"also known as the motivator-hygiene theory,† (Schermerhorn, 106). This theory consists of hygiene factors, â€Å"sources of job dissatisfaction, and they are found in the job context or work setting,† (Schermerhorn, 106) and the motivator factors, â€Å"sources of job satisfaction,† (Schermerhorn, 106). According to Schermerhorn, the hygiene factors or job dissatisfactions are things like organizational policies, quality of supervision, working conditions, relationships with co-workers, status and security, and base wage or salary (106). The motivator factors or job satisfaction are things like achievement, recognition, work itself, responsibility, advancement, and growth (106). According to Herzberg, â€Å"If you want people to do a good job, give them a good job to do,† (Schermerhorn, 107). We now move onto the ‘Equity Theory of Motivation’ which â€Å"argues that any perceived inequity becomes a motivating state of mind,† (Schermerhorn, 107). Procedural Justice â€Å"is the degree to which the rules and procedures specified by policies are properly followed in all cases to which they are applied,† (Schermerhorn, 109); Distributive Justice â€Å"is the degree to which all people are treated the same under a policy, regardless of race, ethnicity, gender, age, or any other demographic characteristic,† (Schermerhorn, 109); Interactional Justice â€Å"is the degree to which the people affected by a decision are treated with dignity and respect,† (Schermerhorn, 109); and Commutative Justice â€Å"is the degree to which exchanges and transactions among parties is considered free and fair,† (Schermerhorn, 109). Do we need motivation in our workplace? Are we able to really see the effort people will put forth or the choices people will decide to use or how long people will work on something? We are able to see how to determine if someone is in need of achievement, affiliation, and power. We are also abl e to understand job dissatisfactions and satisfactions, and how people view what’s going on in their workplaces. Works Cited Schermerhorn Jr, J. R. , Osborn, R. N. , Uhl-Bien, M. , Hunt, J. G. (2012). Organizational behavior. Hoboken, NJ: John Wiley and Sons, Inc How to cite Motivation in the Workplace, Essay examples Motivation in The Workplace Free Essays Bonus pay can be defined as a payment In Dalton to an employee’s base salary or hourly wage. Bonus pay is normally used to reward employees for a job well done, but it can be used to improve employee morale, productivity and motivation as well. Bonus’s usually work best in an environment where the job greatly depends on an employee or employees to accomplish a goal with high effectiveness. We will write a custom essay sample on Motivation in The Workplace or any similar topic only for you Order Now With bonus payments, there is a significant advantage. Offering a cash amount to employees who complete a specific goal can offer Incentive. It also expresses a sign of appreciation awards an employee(s). This can then motivate en employee to continue working hard to achieve another bonus payment. There are disadvantages to bonus payments, such as a high cost for the company. Giving out bonus payments yearly, during holidays or at other times, must be calculated to figure out how many employees a company can afford to give a bonus to. Another drawback to bonus payments Is having to pay taxes. A bonus Is added to your yearly Income, meaning a large bonus means higher taxes. Commissions Commission payments are an amount of money, whether it be a percentage or a flat ate, paid to an employee after completing a task, such as selling a product. Commission may be paid in addition to a salary or Instead of a salary. Commission works best in a retail sales business. Real estate is a good example. In retail sales, commission pay can encourage an employee to put 100% effort into a sale. When a worker Is offered commission pay, whether It’s In addition to a salary or not, it offers the employee a high paying opportunity, as the number or sales they make effect their pay. By paying commission It also allows the company to weed out those who are not able to succeed at the job. If an employee cannot earn enough by commission pay, the company is then left with only the top earners, who clearly succeed at their jobs. A fluctuation in pay is considered a disadvantage. Some weeks an employee may earn a high amount, while other weeks sales may be very slow and earnings will be extremely low. This Is the largest disadvantage to commission sales. Especially If a worker Is being paid commission only – with no salary, an employee may end up working for many hours while not earning any money. Employee Stock Ownership (ESP.) Employee Stock Ownership is a program where employees accumulate shares and ay ultimately assume control of the company. These stocks can be acquired through purchase, or through bonuses. Seeps work best for large companies such as West Jet or other airlines. Sop’s can increase production and profitability, and Improve employees’ dedication and sense of ownership. When employees become owners in the company, they become more loyal and productive. Seeps also offer significant tax breaks to a company. Some disadvantages to Seeps are that an employee basically has all of their eggs in one basket, so if the company does not perform, the employee’s investment could be lost. In addition to a loss of investment, s more shares are purchased, an employee’s share becomes a smaller percentage of Gain-sharing is when a company’s employees’ performance improves, that company will share the financial gain. Gain sharing works to improve performance while eliminating wasted time, energy and materials. This way, as the employees’ performance progresses, they profit from the company’s savings from the improved performance. With gain-sharing, it focuses on rewarding only performance improvement, and payouts are self-funded from savings generated by the plan. Employees become more interested in the company’s goals. Measures are narrower Han organization-wide profit and therefore gains may be paid even though profits may be down. Gain-sharing also requires that management openly shares information about performance, therefore a participative management style works best. Gain-sharing works best in a work place that focuses on groups rather than individual accomplishments. Profit-sharing Profit sharing is when the people who work for a company receive a direct share of the profits. The payouts are funded through company profits. Unlike gain-sharing, payouts are made when there is profit, performance doesn’t necessarily have to show improvement. With profit sharing employees will be focused on the company’s profitability. This motivates employees to work together for the success of the company. This in turn will allow employees to feel more committed to the company. Disadvantages of profit sharing include the fact that employees pay goes up equally, and there can be major fluctuations in smaller companies. This can then be very difficult for employees with their pay varying so much. Merit Pay Merit pay is extra pay rewarded to an employee regarding performance. If an employee succeeds at his or her Job, they are then rewarded with an additional mount of money to their regular salary. This type of financial incentive works excellent in environments where employees work independently, as each employee can then be rewarded (or not rewarded) for their performance individually. Merit pay works well at Jobs related to retail sales. Merit pay is a very good motivator for employees. It shows the direct connection between hard work and rewards. An employee can be individually rewarded according to their performance. Merit pay also increases the commitment of employees. Each person will then strive to succeed to the best of their ability because they know it will be compensated. This is very good for company profit. Employees will also be more likely to stay within a company if they feel secure within their Job. Hard work being rewarded allows an employee to feel comfortable and secure. A disadvantage to merit pay is it can be affected by outside factors. In the case of a retail sales employee, sometimes no matter how hard they work to make a sale, that person may Just not want to purchase that item. This is a factor that cannot be controlled, and affects that employee’s pay. Merit pay also can cause pressure. If an employee is constantly worried about not being able to succeed ND earn a higher paycheck through their performance, that may affect their abilities as they are stressed out. Skill-based pay Skill-based pay is when employees are paid based on their individual skill levels knowledge and acquire new skills. This is best for self – motivated employees. Being paid according to skills allows the employee to focus on career development. This means you have to continue to develop new skills and education through courses and training if you want to increase your pay. Another disadvantage of knowledge- based pay is employees may feel bitter towards one another due to difference in pay. How to cite Motivation in The Workplace, Papers