Marketing Planning Coursework Example | Topics and Well Written Essays - 1500 words

Marketing Planning - Coursework Example Intense competition amongst big three firms in global wind market with global market share differential of only 0.7% between Siemens and its close competitor- Vestas (Zawadzki, 2015). One of the fundamental issues facing Siemens Wind Energy is the inability to set foot in the Chinese market which happens to be one of the fastest growing markets for wind energy. This is owing to stiff competition from rivals such as Ming Yang , Goldwind and United Power which continue to dominate top positions in their home country (Gosensa & Lu, 2014) . Previously, European solar power manufacturers have been virtually eliminated by cheaper Chinese competititors. In conjunction to this is the threat of overinvestment which has left many, including the Danish Vestas, on the verge of bankruptcy (Lund, 2014). Another major issue confronting Siemens is the cost of electricity generation from offshore turbines which, at 14 euro cents a kilowatt-hour, is still higher than the cost of fossil-fuel electricit y generation in Europe (The Economist, 2014). Unless binding targets of renewable energy consumption are set by EU towards its member states, Siemens may expect falling demand for offshore wind turbines in European countries. This is reflected in the fact that the Europe and Middle East market, which is currently the largest global market for wind energy, is expected to contract to 34% down from 40% by 2030 (Reuters, 2013). Next, the company is facing the brunt of vague political efforts and direction in the field of renewable energy. Planned projects have consequently been delayed as main offshore wind markets such as Germany suffer from policy restructuring, thereby reducing the targeted capacity for offshore wind energy (Schaps, 2014). Finally, a major issue lies in the faulty manufacturing process of bearings used in wind turbines from a particular supplier

HR management Essay Example for Free

HR management Essay HR management forms a valuable and effective administration concerned mainly with working category. It evaluates the steps to be implemented to make the working category into further industrious, satisfied and happy. As an integral fraction of society of human resource management policies, the team have supported that the strategies need to encourage the companies to provide pioneering and flexible plans that are highly benefit. The work-life policies laid forward by the SHRM proved to be highly beneficial to employees. However, there are several human resource factors, which influence an organization to adopt the work-life plans as a vital division of SHRM practices and plans. Majority of the factors that stressed upon work life policies incorporates the demographic variation occurring with the prospective workforce, variation in social characteristics, role and responsibility changes in organizations and other governmental factors. Women make an essential part of almost all types of organization in the most modern era. Most of the working class woman wishes to conjointly take the responsibilities of their family as well as the employment terms. This was considered as an apparent factor that resulted in the emergence of family friendly plans. This plan was further termed as work life policies and rapidly gained importance in the area of SHRM. The next vital factor associated with demographic variation forms the ageing employees that raised the value of the work life policies. As per the plan, the aged workgroup may remain in the organization. However, they only need to work for very few hours or may change their shift timings as per their comfort. Most of the working people hold the responsibilities for bringing up their kids and take equal responsibilities for their aged parents. The plan allows even the aged people to support their children with their responsibilities. With the advance of modern technology, the labor market gets tightens and requires more and more skilled laborers. The organization needs to implement the work life policies to influence and regain employers who might have left the organization previously due to some or other cause. As per a study conducted by IRS, the most important motive behind the management to initiate the work life plan is strongly associated with recruitment of staffs as well as retention. As majority of leading organizations work on a 24 hour per day basis, increasing the working hours. However, there is strong requirement of flexible plans to cover these elaborated hours with efficiency. Surveys shows that adaptation of faster work pace has lead to organizational stress and most of the workers experience severe problems such as anxiety, stress, workload and inadequate personal time. These variations make the organizations to breach the government induced rules. Evaluating with respect to a legal outlook, all the working categories have a role on self care and protection and work life policies influence this particular concept. With the policies of work life, every employee may endorse a healthy and happy job environment and understand more about their social errands as a working personality. Thus, the policies offer high benefits to the employees as well as appropriate guidance with proper management to the employers.

The Missouri Compromise :: American America History

The Missouri Compromise A compromise is when two or more parties in disagreement reach an agreement that does not give all sides exactly what they want, but enough of what they want so that they can be happy. Compromise is the best possible solution to a conflict however it does not always work. One needs only to look at situations such as the Bosnia-Herzegovina to see that. During the events prior to the American Civil War, many different compromises were made in an attempt to impede the growing disagreements. However this merely prolonged the inevitable. The differences between North and South were far to great and compromise did not stand a chance at preventing the impending conflict. This was most clearly shown in the ways in which the three main compromises, the Missouri Compromise, the Compromise of 1850 and the Kansas-Nebraska Act, failed. In 1820 Missouri wanted to join the Union as a slave state. As this would ruin the balance between Slave states and Free states in the Senate, Henry Clay proposed the Missouri compromise. This arranged it that while Missouri was admitted as a Slave state, Maine was also admitted as a free state. It also created an imaginary line along the 36o latitude, where slavery was allowed below it but prevented above it. However they limited themselves by only applying the Compromise to lands gained in the Louisiana purchase. This led to conflict after the Mexican war in which America gained new territories in the West. This doomed the Missouri Compromise, which was probably the most promising of the three. Had the Compromise been applied to all American lands then perhaps it could have succeeded. Instead the Missouri Compromise failed and only led to further conflict between north and south in the future. In 1849 once again the Union was facing the same crises it had faced in 1820. California now wanted to be admitted as a free state. Once again Henry Clay came up with a compromise to resolve this conflict. California would indeed be admitted as free while the rest of the Southwest territories would decide the slavery issue by popular sovereignty. It would also abolish slavery altogether in Washington DC and initiate a stronger fugitive slave law to appease the South. This last concession angered people in the North however. Free blacks were concerned as now a Southerner could accuse any black person as being a runaway slave.

HR Training Class Essay

Justify the use of a needs assessment of your company’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies. An employee needs assessment is an asset to have in the retail industry. In this demanding line of work it is imperative that we have employees who are fully capable of doing their job well and quickly. Therefore, the needs assessment is needed to help shine the light on those candidates who best fit our needs. One way that a needs assessment may expose any existing performance deficiencies is by looking at the candidates’ individual needs. A needs assessment would help the company see which candidates need what type of training and save time not training the right person incorrectly. Another way that a needs assessment would expose any existing performance deficiencies is by looking at the organizational performance. This will help figure out the skills, knowledge and abilities that an agency needs from a candidate and help the organization recruit only those individuals that will help them and not hinder them in any way. The other way that a needs assessment can help expose any existing performance deficiencies is through an occupational needs assessment. This assessment examines the skills, knowledge, and abilities required for affected occupational groups. Occupational assessment identifies how and which occupational discrepancies or gaps exist and analyzes how well an employee is doing a job. It then determines the person’s capacity to do new or different work. Another way that a needs assessment can expose any existing performance deficiencies is by conducting a personality test. Not all individuals are capable of working in retail or with other individuals in that capacity so they would not be good candidates. The 5th way that a needs assessment would expose any existing performance deficiencies would be to assess an individuals’ mental  capacity to perform. Retail is a stressful field and if a person is not able to handle the demands they could crack under the pressure. Develop a customer service training implementation plan and determine how the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on the job training). Training in the retail industry is very important and will be the starting point for every single individual who works for our company to understand how they are representing the company. It will also give new hires a chance to learn more about the company history and what makes the company a unique one to work for. There are several ways that new hires should be trained when working in retail customer service including: presentation, case study, role play, modeling and on the job training. All of these trainings include a way to train individuals who learn differently, such as auditory, visual and kinetic. This is the best way to train new hires if there are a large group of individuals so that everyone is able to learn the information and apply it. This eliminates any way for a new hire in the retail industry to not understand the material. Justify why you selected the training method that you did. I selected the presentation method because I believe that this is one of the best ways to help individuals learn. With a presentation the individual is not only hearing the information but they are also seeing the information and able to follow along visually. This makes sure that the individual has an auditory recall of the information as well as visual. The case study selection was picked because it helps new hires to see the typical day to day activities in the retail industry. By knowing what to expect, the individual is more prepared for the customers and the other duties that a retail employee must be able to handle at all times. Role playing will help enforce the case studies. It is easy for a new hire to read through a case study and read the solution. The role play helps the new hire fully appreciate how things may happen in the retail industry. By role playing kinetic learners are able to get up and apply the information that they have been taught. This is good for all retail new hires because they can see what may or may not happen while at work. This type of exposure will help cut down on confusion when a real world problem presents itself. Modeling is  great for new hires in the retail industry because they are able to see how a situation should play out if handled properly. By modeling the correct behavior and activities in front of a new hire the organization is able to ensure that the employee was taught the proper way by someone in the field who is an expert at what they do. On the job training is beneficial to any new employee, especially in the retail industry. By shadowing other employees who have more experience and learning along the way is the best way to train. All three learning areas; auditory, visual, and kinetic, are being tapped into. The employee is able to pick up more quickly because it is in the moment. Retail organizations should always include on the job training for their new hires so they can make sure that their employees are trained properly and fully aware of how the company should be running. All of these training methods that I selected are helpful and highly recommended in the retail industry. They each offer a different method of training that is intertwined with another method to offer a stair step affect. Propose two (2) ways to motivate an employee who has no interest in attending a training class. Training classes are not the first thing a typical new hire wants to do before they are able to go out into the field and really get a grasp of their duties and how to handle customers. In order to handle employees who have no interest in attending a training class the HR department must look at ways to implement fun activities that enforce the information that they need to learn. The first way that an employee could be motivated who has no interest in attending a training class is to start a professional development course that will help employees advance in the workplace. This course would encourage employees to attend trainings and in return give credits for the course. When an employee reaches a certain level of credits and has accrued a certain amount of credit hours they will be eligible for a promotion. This is a positive way to increase the likelihood of an employee wanting to atte nd a training and help promote the retail organization as one that believes in the whole person and wants to develop their employees. Another way to motivate an employee who does not want to attend a training class is by paying for training and offering that pay on the first paycheck. By paying the employees for their time before they officially start working for the company shows the employee that they are  valued for their time. Employees would also know that initial training is mandatory for employment. It is imperative for employees to know how to do their jobs correctly and efficiently. If an employee is not able to dedicate their time to training they will be asked to leave. This will encourage employees in a positive way and also reinforce the organization’s standing with attendance and expectation of their employees. This may be off putting to some employees but it shows that the organization that they work for is serious about their employees’ futures and their time that they invest into everyone who comes to work for the company. This could also be a good promotion for the retail organization because it sets them apart from competitors. By being more strict and enforcing policies a company could attest that they are interested in developing the whole person and that they are dedicated to providing all of the training and development that an individual needs to be a part of a winning company. Develop a survey to collect feedback from the employees who attend the training. 1. The objectives of the training were clearly defined. 2. Participation and interaction were encouraged. 3. The topics covered were relevant to me. 4. The content was organized and easy to follow. 5. The materials distributed were helpful. 6. The organization understands the services of my store. 7. Overall how satisfied are you with the amount of communication between you/your store and the organization? 8. This training experience will be useful in my work. 9. The trainer was knowledgeable about the training topics. 10. The trainer was well prepared. 11. The training objectives were met 12. The time allotted for the training was sufficient. 13. Customer service representatives are well trained. 14. Customer service representatives adhere to professional standards of conduct. 15. Customer service representatives act in my best interest. 16. Customer service representative are well supervised. 17. The meeting room and facilities were adequate and comfortable. 18.  Overall I am satisfied with the customer service representatives who conducted my training. 19. What did you like most about this training? 20. What aspects of the training could be improved? 21. How do you hope to change your practice as a result of this training? 22. What additional customer service trainings would you like to have in the future? 23. Please share other comments or expand on previous responses here. Developing a training program for customer service individuals in the retail industry takes time and dedication because of the impact that these positions play in the company. In order for an organization to be successful they must understand that all employees are important and that it starts with the entry level position all the way to the CEO for effective customer service as well as experiences shopping. When a company puts thought and emphasis into the new hires in the company they are establishing a culture that promotes all employees from day one. This culture is very powerful and determines how the organization is ran for a long time. It is up to the HR department to make sure the proper needs assessments are being administered so they can find the best candidate possible for the position. The HR department must also understand that having the proper methods to train the new hires is what encourages individ uals to stay with the organization long term. This method is probably the best way for employees to see that they are being taken care of. By conducting a training survey the organization is able to collect data that will tell them how they are doing with their training process and this will help the HR department improve their training methods. This also gives the new hire and other employees the opportunity to give feedback on the process that they went through. If they saw room for improvement or really thought that a particular part of the training was very successful they can voice their opinions there and help improve the process for future trainees or keep parts of the training that worked well. References Customer Service Tips. (n.d.). 21 for Better Customer Relations. Retrieved August 22, 2014, from http://www.businesstrainingworks.com/training-resources/21-customer-service-tips Retail Customer Service Training. (n.d.). Course. Retrieved August 22, 2014, from http://www.businesstrainingworks.com/course-outlines/retail-customer-service-training-course Stewart, G. L., & Brown, K. G. (2012). Human resource management. (2nd ed.). Danvers, MA: John Wiley & Sons, Inc.

Cooper Pharmaceuticals Inc. Essay

Bob Marsh He was initially rated as a highly sincere, aggressive, enthusiastic fast learner and his references were outstanding. ï‚ § He had been working in the retail pharmacy before joining CPI ï‚ § For assessing CPI’s move of letting Bob Marsh go, we need to identify the reasons for this action and determine if those reasons can be justified. ï‚ § John Meredith had rated Bob Marsh’s performance as â€Å"Below Standard†Ã‚   Marsh wasn’t responsive to management directives ï‚ § He had a tendency to pre-judge customers and promotional programs ï‚ § Bill Couch (highly experienced supervisor who was held in high regard) rated Marsh as a well above average detailer and had also assigned him an additional responsibility of overseeing a distributor ï‚ § Jim Rathbun who was a young energetic manager expressed his concern in Marsh’s inability in introducing new products to physicians, his poor penetration with dentists among other issues. He put Marsh on a 90 day probation where he was given specific goals to achieve failing which his service would be terminated ï‚ § By 1990, his then manager Ted Franklin asked him to improve upon all the qualities that he was once hired for The reason why Bob Marsh could deliver consistent results and build such rapport despite being an organizational misfit has to be studied to know if the mistake was on the part of CPI of Bob. Marsh was operating in his home territory and very clearly he had built a very personal rapport with his customers. He was already a pharmacist and must have leveraged on his existing contacts so much so that irate customers called for him to the company. He was following a self imposed system of â€Å"Sales matter, so let me get it howsoever† rule, which cannot be accepted by a company like CPI whose sales force is held in high repute. The highly reputed sales force essentially implies a strong process of recruitment, training and incentives. Bob Marsh might have been leveraging on personal contacts to meet his targets regularly. Therefore, managers who valued outcome more found him more agreeable than those who valued behavior more. In fact he seems to have enough clout to get doctors and pharmacists to write to CPI and complain about his dismissal, even trying to arm-twist the company.

Memory Joggers to Frame Your Lessons

Memory Joggers to Frame Your Lessons A difficulty that many students have after spending a day in class is crystallizing the key points and retaining the information taught. Therefore, as teachers we should devote time in each lesson to helping students see through the details to the core of what is being taught. This can be done through a combination of verbal and written cues. Following is a look at some of the ways that you can help students as they work through daily lessons in your class. Start With the Focus for the Day State What Students Will Be Able to Do at the End of the Lesson objectives convert fahrenheit to celsius temperature scale celsius Daily Agenda Posted With Topics/Subtopics Provide Students With a Notes Outline Materials and Equipment Lists Activity Structure End of the Day Review Relevance for Tomorrows Lesson Just like television shows end seasons with cliffhangers to whet the appetite and excite viewers for the next season, ending lessons by building interest for the next day can serve the same purpose. This can also help frame the information taught in the larger context of the unit or overall topic being taught.

Calcium Essays - Calcium Compounds, Building Materials, Limestone

Calcium Essays - Calcium Compounds, Building Materials, Limestone Calcium Calcium Element symbol...CA Atomic weight...40.08 Element number...20 Number of protons...20 Number of electrons...20 Number of neutrons...20 Density at...68? F Boiling point...2,264?F Melting point...1,562?F Calcium was discovered by Sir Humphrey Davis in 1808. Calcium is a mineral found in abundance in the Earths outer crust. It is the fifth most abundant mineral in the Earth crust. Calcium is considered a major mineral because it is found in large quantity in the body. Milk also has a high amount of calcium and it is the best way to get calcium. Daily dietary requirements exceed over 100 mg. Calcium forms and maintains teeth, it helps with blood clotting, it helps build cell membranes, helps contract muscles, helps nerve transmissions and if the bones did not get calcium they would not grow properly. Plants also need calcium to grow because without and adequate supply of calcium to enrich the soil they would die. Calcium is never found as a pure element in nature. It is found as calcium hydroxide, calcium oxide (also know as lime(lime stone)), chalk, Iceland spar, coral, pearls, egg shells and calcium carbonate which makes up marble and gypsum. Lime stone and marble are used for buildings and building. Gypsum is found in plaster, when in crystal form it is called alabaster which is used by sculptors to carve, it is also found in cement.