Incentive Plans Paper Essay Example | Topics and Well Written Essays - 750 words

Organizational Development & Human Resources Term Paper

Hierarchical Development and Human Resources - Term Paper Example Accordingly, the points which will be dissected identify with execution assessments, effective administration, treatment of troublesome circumstances, and issues identifying with enrolling and remuneration. The principal idea that this understudy might want to examine identifies with the issue of execution assessments. While the presentation assessment is an oft feared piece of numerous occupations, the key ideas that were found out inside the class helped this understudy to move toward the issue with another outlook. The truth is that exhibition surveys are not all by themselves a negative; rather, representatives have been molded to think so because of various components. The first and generally farsighted of these, as has been exhibited inside class, is the way that the presentation audit process is frequently overlooked up until the last possible moment. Along these lines, the worker as a rule has emphatically no sign of how their exhibition has been checked for the sum of the pe riod being referred to. Likewise, what this influences is a circumstance where fear is the essential feeling with which the representative welcomes the procedure (Muller 2009). Nonetheless, as the readings and course work have illustrated, a far better model whereby than draw in worker as well as investor purchase in inside such a procedure is to make the whole execution survey process something that is direct, unmistakably counted, and straightforward. Along these lines, the component of the obscure is evacuated as the worker can draw in with the business (and the other way around) as a methods for understanding the degree to which commitments, objectives, and measurements were met during the period being referred to. As opposed to trying to in a general sense rethink the presentation audit process, the best model of progress is dependent upon all gatherings included keeping away from of correspondence open all through the period so when the survey comes up, no explanations will be required. The job of the board inside a given firm or association is a theme that has empowered a considerable number of experts and scholars to clarify upon better and increasingly refined models. However, as has been learned inside this specific class, there is anything but a complete meaning of right administration; rather, there is a reiteration of instances of mistaken administration. Such is the situation because of the way that the field of the executives and administrative practice is so expansive and nuanced because of the host of various characters that various directors bring to the procedure. Additionally, the way that there are plainly noticeable off base administration rehearses is progressively useful in controlling and coordinating the specialist towards techniques and applications that would limit these inaccurate practices and steer the procedure back towards an increasingly suitable bearing. By methods for getting this, the peruser/analyst or potentially understu dy can and ought to get that albeit a reiteration of best practices are existent inside the domain of the executives, the best strategy for coordinating the best possible application thereof inside the present work environment is to guarantee that the littler subset of negative administration rehearses are kept away from no matter what. These incorporate yet are not restricted to: micromanagement, hands off methodologies, the improvement of non-proficient representative supervisor connections, undesirable force elements, and many, numerous others. As a method of being careful and understanding

How to Organize and Run an Assessment Center

How to Organize and Run an Assessment Center What makes a business successful? Ask this question and the most probable answers would be a sound business proposition and a solid business plan, having enough funding to start and operate the business, and having a viable product or service. Some would even say that investing in relevant technologies is also vital. More often than not, they miss one element: manpower.A business cannot succeed, let alone start operating, without people. And we are not talking about just any random people called in from the streets and hired to become managers, rank-and-file employees, workers, and even customer service representatives. We are talking about the right people who are the right fit to the organization.In order to get the right people to drive the organization, there is a need to invest in the recruitment process. For that, the business needs an assessment center that is run properly and effectively. © Shutterstock.com | racornIn this article, I will explore 1) the assessment center and 2) how to organize and run an assessment center.THE ASSESSMENT CENTERAn assessment center can be easily defined as a physical place where people are tested and interviewed for a job. However, it also refers to the process in which a group of people who are being considered for a position or a job are given a series of tests or interviews. We will focus on the latter definition.According to the Chartered Institute of Personnel and Development, only one out of three companies makes use of assessment centers when recruiting personnel from a pool of applicants. Many businesses, especially startups that are on a tight budget, are not completely in on the idea of investing in an assessment center. After all, they are supposed to cut costs or put a great bulk of their available funding towards product development and other areas that they deem more important than hiring people.What they fail to realize is that all those areas or functions will not be accomplished without the right people performing the tasks required.Benefits of an Assessment CenterYou will get a better understanding of the importance of an assessment center if you are made aware of the benefits of having one.An assessment center will make the results of the selection process objective, fair and transparent.  There are many businesses that follow a standard recruitment process â€" often set by the industry they belong to â€" when selecting applicants. There is definitely nothing wrong with this plan, but a problem arises when there are aspects that cannot be addressed by the standardized process.Using an assessment center will yield more accurate results in the selection process, since it allows the business to employ more selection methods, beyond what is in the standard recruitment process. The range of selection methods is broader, increasing the likelihood of the company pinning the right person for the job.An assessment center will ensure that you will hire the best possible candidate for the job, based on their qualifications, skills, and competencies.  This process enables interviewers or the selection panel to have a more objective view when evaluating the existing performance of the applicant, since all the information they need will be provided. They will also be able to predict the job performance of the applicant in the future, just by looking at the current and past job performances of the applicant.This is a common scenario: more than two people will be applying for a single position. Certainly, the selection process will be easier if there are only a handful of applicants to choose from, but in case of applicants numbering by the dozen, hundreds, or even thousands, the main problem encountered by the selection team is differentiation.Through an assessment center, it will be easier to assess and differentiate between and among the applicants. Screening those with similar qualif ications will be faster, and you do not have to wade through a room full of resumes and application letters.An assessment center is more cost-effective in the long run.  While it is true that the business will have to invest outright on an assessment center, the long-term benefits will outweigh that cost.Say, for example, that the company does not have a proper recruitment process in place. Instead, it decides to play things “by ear”, and this often results in too many recruitment phases, most of which are redundant and unnecessary.Recruitment errors are also likely to occur, and this is also going to cost you more money. The worst recruitment error that you can possibly commit without an assessment center is hiring the wrong people for the job. They are incompetent, and they cannot do the job they were supposed to. Thus, they won’t be able to deliver on their tasks, and productivity will go down. This means you will be paying the salary and benefits of people that are unable to do anything in return for your company.An assessment center can be considered as the first training of new employees or new members of the organization.  During the selection process, all applicants will be subjected to a series or battery of exercises. These can already be counted as training for the incoming employees, even if it is still unknown who among them will be selected. Through the exercises, the candidates will have a better insight on their role or their functions when they do get hired by the company.An assessment center increases the probabilities of longer term placements.  A high turnover rate of employees is indicative of many problems within the organization, and it will also decrease efficiency and productivity while increasing the costs of training new people every now and then. If you have a proper recruitment process in place and it has been performed through an effectively run assessment center, you will also save a lot of money in having to perform the se lection process repeatedly.An assessment center will guarantee that your selection is in alignment with your overall business goals and objectives.  With an assessment center, you can pretty much tailor the recruitment process depending on the needs of the company. As opposed to simply relying on a standard recruitment process, an assessment center will take into consideration the diversity of organizations, and integrate that into the process.Having an assessment center will improve the reputation of the company.  Businesses may also use assessment centers to build an employer brand. The public, not just the applicants, is likely to be impressed by a company that has a stringent selection process. Even those that have been rejected are still likely to think highly of a company that puts a lot of effort in its recruitment process.HOW TO ORGANIZE AND RUN AN ASSESSMENT CENTERWhen you set up an assessment center, you should not be haphazard about it. You should design the assessment ce nter in such a way that:It reflects the brand recruitment culture and philosophy of your organization. What does the organization want to establish in choosing its members? What message does it want to convey to the market by hiring this or that type of person?It reflects the human resource or HR strategy employed by the organization. Human resource management is a vital arm of any company, so the HR strategy must be in line with how the assessment process was carried out.It clearly presents the skills that are required for the job. This is best demonstrated by the tasks or activities used in the assessment. There should be a clear connection between the job description and the specifications of the person that will be assigned the job.The selection process is fair. All the candidates or applicants should be given equal and enough opportunity to shine. You can do this by designing the activities and exercises in a manner that gives the ample time and opportunity to show what they ar e capable of.Unfortunately, not all assessment centers are successful. Some complete the process and accomplish people placement, but they fall short of expectations. The employee turned out to be a wrong fit for the job, or it turns out that the design of the assessment center was faulty from the very beginning.An assessment center can only succeed if it is run properly. Let us take a look at some of the steps that you should take to run an assessment center and make it a success.Step 1. Choose credible and qualified members for your panel of assessors.One of the best things you can do is to invite a selection of key personnel from different departments of the business. An advantage of this is their familiarity with the operations of the business. They know what is needed, so they are in a better position to select who will fill that need.Or the business can opt not to engage its existing key personnel and choose people specifically for the assessment center. If that is the case, i t is important that the people to be included in the team be trained in recruitment and assessment, especially when it comes to recognizing competencies and experience.Getting the perfect balance can be quite tricky, which is why it is frequently advised that you combine internal and external assessors. Get people that are already within the company, and hire new blood. This will ensure that you have people that are familiar with the business and its requirements, and that you also have new people who will lend objectivity and transparency to the recruitment process.Step 2. Identify the competencies that will be measured.Competencies are defined as the measurable or quantifiable abilities, behaviors, knowledge and skills that are critical in the success of performing a job. Knowledge pertains to the theoretical understanding of applicants about the job; abilities and skills are their innate capacities to perform the tasks; and behavior refers to a person’s overall conduct or the s um of his or her actions.Competencies are basically what the job entails or requires from applicants. You can say that the entire assessment center will be founded or based on competencies. They are used for workforce planning and staffing, and assessing candidates for a job and making the final selection. Once selection is over, the company has to implement employee training and development, and competencies will also be used. They will remain in use even after that, since they also play an important role in periodically assessing and managing employee performance.To identify competencies, a job analysis is called for. This means that you have to consider the most critical functions of the job or position you are trying to fill, and find out what the person has to possess in order to perform those functions.Once you have identified the competencies, you will have to narrow them down. Limit the competencies to those that are relevant or those that you want to measure. Be realistic a bout this: as much as you want to measure all the competencies you have identified earlier, that would be impractical, not to mention tedious and time-consuming. By limiting the competencies, you can concentrate on the aspects that really matter.There really is no fixed number of competencies that you should stick to. The number and level of competencies will ultimately depend on the nature of the job and the complexity of the duties and responsibilities that come with it.Step 3. Design tests, exercises and activities.The tests, exercises and activities must match the competencies that you want to measure. It won’t make much sense if the exams and other tests you will subject the applicants to have nothing whatsoever to do in assessing whether they have the competencies that the job requires or not.For example, you are going to fill up a managerial position in the Sales Team, and two of the competencies you have identified are team building and sales planning. Therefore, the tests should be designed to reveal whether the applicant has these two competencies or not. A written examination or requiring a sales presentation will nicely showcase the applicant’s knowledge on sales and distribution. Observing the applicant’s interaction with a group through simulated exercises will be a good exercise to assess his ability to foster teamwork and lead a cohesive sales unit.They should be designed to determine present job skills. This increases the predictive value of the assessment center. By using the information acquired on the current (and past, if any) job skills, it will be easier to predict future job performance of the applicants.You want to give all candidates a chance to shine. To do this, you should employ a variety of activities. Some of the activities you can use include:Psychometric tests. These types of tests are useful in predicting future performance. These measure the aptitude of applicants, and involve tests on numerical reasoning, verbal reason ing, as well as diagrammatic reasoning. Not only do psychometric tests measure the mental capabilities of an individual, they also give assessors a look at his behavioral style.Another psychometric test that is slowly gaining popularity is the SJT, or the Situational Judgment Test. It is aimed at assessing how the individual will approach potential situations that are encountered in the workplace.Reference checks. This should actually be a must in all recruitment processes. You have to check on the accuracy and veracity of the information indicated on the resume of the applicant, particularly the work experience section.Practical examinations or tests. This is similar to the SJT, but is more specific. Provide a scenario that is specific to the position or the job. This is where the assessment center can be even more flexible in designing its tests or exercises, tweaking things to suit the needs of the position and the company.In the illustration given above, applicants for a Sales M anager position will be made to choose a random item or object from their bags.     They will then be required to make an on-the-spot sales pitch; the objective: sell that item to a member of the selection panel, or one of     the other applicants.Another simulation you can apply is a leader-less group discussion. This will display how they do during group discussions, how they interact with others, and how creative and decisive they are with sharing ideas. You will be able to assess if they have managerial or leadership skills.Give them a scenario, or provide them with fictional documents. Both should have a problem that needs to be resolved. They will then give an oral presentation on how to solve that problem. This type of test will demonstrate the applicant’s oral communication skills (which is important in being a manager and being in the Sales Team) and to assess the level of their confidence and professionalism.This involves the candidate and the selection panel meeting face to face. All recruitment processes have an interview phase, and this is where the assessors can ask pretty much anything they want to the applicant.There are instances when exercises are designed to provoke the competitive spirit of applicants. Remember that you want to let your candidates shine, but it should not be to the extent that they will negatively affect the performance of the other candidates. As much as possible, try to avoid group exercises, especially if they pit candidates against one another.Step 4. Establish a timetable, and follow it.This is especially important if you will have to deal with multiple applicants. Plan out a schedule for the assessment center so that you and the applicants will not waste time, money and other resources.Once you have a timetable, make sure that you stick to it. Cancelling and rescheduling can be very stressful, not to mention wasteful. Therefore, you should put more careful thought when you draw up a schedule for the assessment c enter.Step 5. Provide feedback.It is a given that you will be giving feedback to those that have been selected. But you should also make it a point to provide feedback even to the unsuccessful candidates. Not only is it a common courtesy, it will also add credibility and transparency to your assessment center, and to your company as a whole. As mentioned earlier, your employer brand will get a boost and you will improve your reputation of having a fair and objective recruitment process. It will also aid the unsuccessful applicants in their other attempts of being recruited in other companies.Clearly, deciding on which person should perform a specific job is not something that should be done randomly, especially if you are determined to make your business succeed. Hire the best people and they will help pave the way towards the achievement of your business goals.

Essay about Christian Influence in Italian Culture

Christian Influence in Italian Culture Things are not always what they appear to be. When one talks about the influence of religion in a culture, the person must carefully define what they mean by religion. Many times when things are done in the name of Christianity, there are other factors that shape those events. The Crusades could be considered an object of Christian influence, but most would agree that the bloodshed that took place does not complement the message of that religion. Regardless, despite the gray area that exists when one talks about the influence of a religion, an influence still exists. The evidence of Christianitys influence on a society can be seen almost anywhere. This influence can be seen in obvious†¦show more content†¦His influence surpassed that of the political and spiritual leaders of his day. He holds a more prominent place in history than the pope of his time does.? He inspires people living centuries after his death. George Holmes writes, ?There are few cases in European history of individuals whose lives have been so generally accepted as an inspiration by the people of a whole country?.[1]? The fact that people still talk so much about Francis is a testimony to how remarkable the friar was.? He lived a radical life.? The Assisian abandoned all that he owned to live a life of unwavering poverty.? He lived a life of humility; quickly confessing his own sins and rejecting leadership in the order that he had founded.[2]? He loved and gave to everyone, even the most destitute of society.? He often worked with victims of leprosy while rebuilding churches.[3]? People were drawn to Francis because of these remarkable aspects of his character.? Francis was such an incredible figure that his example sparked a movement that would soon go international.? One can discuss how remarkable the life of Francis of Assisi was, however that does not relate to how his works shaped life in Italy.? Earlier orders of the Catholic Church were mainly sealed off from society while members spent their time in monasteries.? Francis believed that the Order of theShow MoreRelatedEssay about Italian and Northern European Renaissance758 Words   |  4 PagesItalian and Northern European Renaissance The Italian and Northern Europe Renaissances were both an important mark in history by changing the ideals of life, thought, culture, and art of the people’s of this time. In this paper I will explain the motive for change in these cultures, including the similarities and differences of the two cultures. The Italian and Northern European Renaissance was the marking point for leaving behind the old ways and moving into the more classicalRead MoreThe Rebirth Of Ancient Cultures1462 Words   |  6 Pages25 November 2015 The Rebirth of Ancient Cultures in Renaissance Florence Florence, Italy is known as the â€Å"cradle of the Renaissance† (la culla del Rinascimento). 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Namely, old English ,middle wnglish and modern English. if people look back to the history of English, it’s certain to say that many elements have helped to shape the language, but one element that so crucial that we should pay special attention to is the influence of Christianity. II.on EnglishRead MoreAntisemitism in the Middle Ages1616 Words   |  7 Pagesfigure of Shylock, a man who represents the treatment of the Jewish people in his time period. Before beginning to understand Shylock, it is vital to understand the historical and dramatic influences under which Shakespeare wrote. These feelings of superiority eventually bring to the Jewish people a loss of culture and respect. To understand the portrayal of Jewish characters in literature such as The Merchant of Venice, it is important to understand the Jewish people of the era and what kind of treatmentRead MoreCulture, Culture And Culture Essay1321 Words   |  6 PagesCulture Many times we hear concepts like ’Oriental culture’, ‘Italian culture’ or ‘Gothic Culture’. So we can understand and verify that it is an important concept related to the idea of the society where we live in. Culture, in Sociology, is a concept developed during XVIII and XIX centuries that has had various definitions. One exhaustive definition is in Browne (2015, p. 31): â€Å"Culture refers to the language, beliefs, values and norms, customs, dress, diet, roles, knowledge and skills, and all

Cell Phone Industry Analysis - 3513 Words

| | | CELL PHONE INDUSTRY ANALYSIS by Rohan Ramchandani Zaheer Sayyed Introduction 1 Dominant Economic Indicator 1 1. Market Size: 1 2. Scope of Competitive Rivalry: 1 3. Stage in Life Cycle: 2 4. Numbers of Companies in the Industry: 2 5. Customers: 3 6. Technology/Innovation: 4 7. Product Characteristics: 6 Camera cell phones: 6 Downloadable Application: 8 Video (Streaming): 8 Internet Access via PC Card: 8 ï‚ · Motorola RAZR: 8 ï‚ · LG the V: 8 8. Scale Economies: 9 ï‚ · Internal 9 ï‚ · External 9 9. Learning amp; Experience Effects: 10 10. Capital Requirements: 10 Introduction The following report details cell phone industry analysis, which deals with cell phone manufacturers†¦show more content†¦4. Numbers of Companies in the Industry: There are over 50 companies with only six top companies in the cell phone industry that controls 80 percent of the market. Even though there are emerging new companies into the market, they are relatively small. The six top companies are rank as follow as the largest to the smallest cell phone company: 1. Verizon Wireless 2. Cingular Wireless 3. ATamp;T Wireless 4. Sprint Wireless 5. Nextel Wireless 6. T-Mobile Wireless Verizon is the number one largest company having 38.9 million U.S. customers. Some companies have suffered low profitability for merging with another company, which resulted in only four of the six companies that controls 80 percent of the market. The following companies merged resulting in only four companies; Sprint merged with Nextel, and Cingular bought ATamp;T. Below are financial highlights showing how well the four cell phone service companies that are occupying the market are faring. Financial Highlights | Sprint | Verizon | Cingular | T-Mobile | Revenue (2005) | 34680.00 M | 27662.00 M | 19436.00 M | 9366.00 M | Revenue Growth (1 yr) | 26.40% | 23.00% | 25.50% | 12.10% | Employees (2005) | 79,900 | 49,800 | 70,300 | 22,616 | Employee growth (1 yr) | 33.40% | 13.40% | 78.40% | 5.10% | 5. Customers: Cell phones are attractive targets that are small, expensive, and useful. Today there are approximately 162Show MoreRelatedAnalysis of the Cell Phone Industry1253 Words   |  6 PagesFIVE FORCES ANALYSIS OF THE CELL PHONE INDUSTRY The cell phone industry is a competitive market and will increase continuously. The profitability of individual companies is driven mainly by their ability to develop new products, providing better service and making their products affordable for consumers. Profitability of companies is achieved also by taking advantage of product marketing, access to capital, and by inquiring the expertise to improve the cell phones. The profitability of theRead MoreCell Phone Industry Analysis3525 Words   |  15 Pages| | | CELL PHONE INDUSTRY ANALYSIS by Rohan Ramchandani Zaheer Sayyed Introduction 1 Dominant Economic Indicator 1 1. Market Size: 1 2. Scope of Competitive Rivalry: 1 3. Stage in Life Cycle: 2 4. Numbers of Companies in the Industry: 2 5. Customers: 3 6. Technology/Innovation: 4 7. Product Characteristics: 6 Camera cell phones: 6 Downloadable Application: 8 Video (Streaming): 8 Internet Access via PC Card: 8 ï‚ · Motorola RAZR: 8 ï‚ · LG the V: 8 8. Scale Economies: 9 Read MorePorter s Competitive Strategy Analysis990 Words   |  4 PagesPorter’s Competitive Strategies Porter’s Competitive Stategies can be derived from his Five Forces Analysis. Porter five forces analysis is a framework that analyzes the level of competition within an industry. It is very useful in the development of a business’s strategy. The five forces is used to determine the competitive intensity of an industry, and therefore, identify the attractiveness of an Industry (Wheelen). You are able to see the components of the Five Forces below: Porter’s CompetitiveRead MoreMobile Phone and New Entrants807 Words   |  4 Pages2.2 Industry Analysis (i) Threat of new entrants Based on case analysis, we indicate that the threat of new entrants for TomTom is considered as medium or moderate. Although new entrants coming into same industry with TomTom was brings a smaller impact of their sales and revenue growth, but TomTom still able to sustain it. For example, the rapidly growth in the industry of smart phones and cell phones, it is causes many new entrants coming it and affected a little of sales and revenue growth ofRead MoreAnalyzing Customer Satisfaction of Samsung Mobile Phones1118 Words   |  4 Pagesusage of cell phones. (ii) Market share of Samsung cell phone is more than any other cell phones. (iii) No one has previously conducted this research in Cuddalore. So I selected this topic. 1.3 Statement of the Problem As against the millennium of rapid growth in cell phone industry and a changing socio-economic scenario and increasing cell phone connection lead to high demands for handsets. Though the cell phone industry is fast flourishing, there are problems in the cell phone industry in IndiaRead MoreCell Phone Safety : The Most Cherished Work Of Mine1520 Words   |  7 Pagesprobably the most cherished work of mine. I had heard the potential hazards of cell phones, and after spending an extended amount of time doing the research, the findings negating cell phone safety was irrefutable. I think that since cell phones are such a highly debated topic, it was an awesome subject to tackle, and I hope this paper can help people think twice about cell phone safety. 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Each environment bases on different factors, therefore the analysis of external environment will help the company seeks for new opportunity in many areas as well as discovering challenges that might have direct impact to the organization in the future. The remote environment consists of the study of the economicRead MoreInternational Marketing Management And Human Resource Management1473 Words   |  6 Pagesadvent of the cell phone has allowed many countries plagued by poor landline service to bypass these problems. Some studies indicate that increasing the cell phone penetration rate (the percentage of the population with cell phone service) by ten percentage points boosts per capita GDP by fifty-nine percent. A Call for Progress describes the need and importance of telecommunication in today s world. It helps many people in exploring different opportunities. Unfortunately, this industry is in theRead MoreDifferentiating Between Market Structures in Kudler1564 Words   |  7 PagesConditions Competitive Analysis Jerona Green, Darlene Wilson, Bronda Perkins, Christopher Pollard ECO/365 April 8, 2013 Samuel Imarhiagbe Current Market Conditions Competitive Analysis In today’s society the cell phone market is a huge competitive industry for cell phone companies. There have been studies that show that half the world has cell phone accounts. One attribute that defines the cell phone market is the idea of consumers is giving up their land line phones. This has caused a

AMD Case Final Free Essays

string(118) " style specifications to MAD visual experience will require in person demonstrations done by retail sales associates\." Finally, MAD needs to switch the consumer’s fixation from specifications such as GHz and KGB, to visual experience. Although Llano is already delayed, it will be ready by mid-201 1 . The next selling cycle, right after mid-2011 , is the Back – to – School season. We will write a custom essay sample on AMD Case Final or any similar topic only for you Order Now This means that waiting until mid-2011 is not necessarily a bad thing. Intel already rushed out a CHIP+SPIN processor called Sandbagging in order to be the first to market, and in doing so produced a mediocre product. According to analysts, â€Å"Intel GAP technology is a generation behind its CPU technology and cannot Offer a outing-edge graphics experience. Unlike Intel, Mad’s strength is in dedicated Spies, due to the acquisition of AT I. Therefore, MAD can release a more complete CHIP+SPLIT processor, aka APP, in time for the Back-to-School season. Usually incentives are negotiated prior to each selling cycle: Back-to- School, Holiday season, and Spring. MAD can offer incentives to retail stores such as Best Buy, H. H. Gregg and Office Depot prior to the Back-to-School season. The incentives would benefit the retailers because they would be paid an extra 5-10 dollars per PC sold, that contains one of Mad’s chips. MAD would also benefit from giving retail incentives by getting more exposure on prominent displays, promotional merchandise available at the retail stores, PC’s with MAD chips featured in ad circulars, and MAD would have access to sales associates for training purposes in return for the incentive. MAD specifically should have a combination of merchandising and training because studies show that when merchandising and training are combined, the VISION brand is better communicated and recommended to customers via retail sales associates. For example, when comparing VISION awareness, Merchandising Alone scored 88%, whereas Merchandising + Training scored 97%. For VISION recommendation, Merchandising Alone scored 46%, whereas Merchandising + Training scored 69%. The Fusion product line consists of one high end product called Llano that was suitable for high-performance desktops and laptops, one mid-tier product called Acetate suitable for low-end notebooks, and one low-end product called Ontario mainly used for notebooks. Acetate and Ontario were also referred to as Bravos. The reason why we choose to launch Llano first, and not Bravos, is because the VISION rand needs to be associated with quality processors and reasonable prices in comparison to Intel. We assume that if MAD launches Bravos first, the VISION brand will run the risk of being miscommunication as a low-end, weak processor and thus MIS-positioned in consumers’ minds, due to a negative first impression. In the past, MAD lacked the ability to court high-end markets, and VISION’s Llano is an attempt to break into high-end markets which will give MAD an opportunity for larger profit margins and market share gains in PC’s. Odessa said, â€Å"Internal projections forecasted that Llano, which would cover all mainstream and high-end products, would account for 70% of Fusion APP sales and that Acetate and Ontario would account for 30%†. Looking back at Mad’s history with Intel, the companies seem to always have a response to one another, or a way to get back at each other. Whether it is by launching a better product, price-cutting, acquisitions, or rushing products to the market, they usually respond within a year or two. For instance, when Intel’s Titanium failed because it could not service 32-bit software, MAD developed the Petrol, which could service both 64-bit and 32-bit software hush creating success for MAD. Part of its success was due to the fact that users did not have to buy new software packages for the processor, unlike Titanium which required new software and proved to be costly. We would rather have the Llano be like a repeat of the Petrol in comparison to Intel’s Sandbagging. This means that even though Intel went to market first with a CPU+SPIN processor, MAD can release a better APP about six months later, which is a relatively quick retaliation to Intel when compared to their history. In order to not make the same mistake that Titanium did, we recommend MAD ark with content and software makers before launching Llano. Another important characteristic about Llano is that it needs to be able to function with both 64-bit and 32-bit programs. The plan is to release Llano with only a few major necessary software applications and programs optimized for 64- bit, so that the Llano APP can be fully experienced by users. As mentioned in the case, â€Å"the lead time for optimizing applications was typically a yea’. Releasing Llano with only a few optimized programs allows Llano to roll out in mid-2011. Also, the idea is that developers can create optimized software ever time, much like how Google Chromate was released with a few notable APS and has gained more over time. Some programs we would optimize are: Direct 1 1, Directorates, Photo and video editing APS, Adobe Acrobat. A large number of optimized programs and applications will come after Llano’s debut. MAD should be concerned with improving relationships with Memos by not forcing the Memos to exclusively use MAD processors and logos, unlike Intel, which according to management â€Å"used its dominant position to dictate terms to Memos or threaten not to work with them if they did not use Intel chips exclusively†. By not imposing on Memos, MAD opens itself to being used by companies such as Apple, which prefers not to put other brands on its devices. MAD should continue following its new branding strategy VISION, which focuses on how the computer is used and not on how fast the computer can calculate excel spreadsheets. If we make the experience matter most, the VISION campaign has done its job. † Currently the conversation between salespeople and consumers revolves around hardware specifications, but MAD wants the conversation to be about what the computer can do. MAD should define its CPU and JPG in simple terms that re straightforward, unlike Intel which is very tech nical. Communicating the change from Intel style specifications to MAD visual experience will require in person demonstrations done by retail sales associates. You read "AMD Case Final" in category "Papers" Retail sales associates will carry out blind tests for consumers by showing shoppers two computers side by side, one with an Intel Sandbagging processor and the other with an MAD Fusion processor. Customers will then choose which computers they feel have the better graphics and visuals, from the demonstrations of the Intel vs.. MAD blind test. Another way to communicate to consumers that MAD APP processors are better, not only for use of Excel but also for visuals, is to show them an experience comparison with the competitor; in this case it is Intel. The VISION Experience Comparison would be signage that translates industry standard specification lingo; it would show that Intel’s processor is equal to choppy, fixated gamely, whereas Amid APP is equal to vivid, clean, smooth game play. The VISION Experience Comparisons would be displayed on the retailer’s shelf, where the specifications are typically shown for each computer. The VISION Experience Comparisons would only be splayed for computers that contain MAD Pap’s. Strategy #1 Add Apes for new form factors such as smoothness and tablets to the Fusion product line. Create relationships and incentive Memos to use the smartened and tablet APES. Rationale #1 The Fusion line currently consists of three different processors: Llano, Acetate, and Ontario. Each processor in the Fusion line is geared toward a certain type of PC. For example, Llano is for powerful desktops and laptops, whereas Acetate is for low-end notebooks. Ontario is for notebooks. The Fusion line up competes with Intel’s ‘Core’ product line nicely. One area of concern is new form factors, such as tablets and smoothness. Currently, Intel is selling the Atom for tablets and smoothness. MAD should include an APP that can service these tablets and smoothness, as well. Looking at the competitive landscape, one can see that tablets and smoothness are under great demand from consumers. Apple’s phone has had major success since 2007 and pads, which were recently released in April 201 0, have shown strong sales. MAD has the ability and should position itself in the tablet and smartened markets as a graphically strong PAPAL maker. It is in Mad’s best interest to become an industry standard for smoothness and tablets. MAD can do this by creating good relationships with manufacturers through flexible deals. For example, MAD will not require Apple to show MAD labels or logos on its products. Also, MAD will strive to have better prices than Intel. In addition, since some of the smartened Memos are also the same companies that create PC’s, MAD can offer bundles. For example, if the same MEMO uses MAD processors in both desktops and smoothness, MAD could Offer a larger discount on advertising or products. Strategy #2 Keep Mad’s VISION marketing strategy, but include a marketing campaign using various media to better portray the VISION marketing strategy. In addition, improve retail and Memos relationship with MAD, to further increase sales. Rationale #2 Mad’s new branding strategy for the introduction of the integrated CHIP/ SPIN, VISION, focuses on consumers’ experience, visuals, and graphics instead of concentrating on the specifications, speed, and numbers a computer may have. The MAD PC purchasing study showed, â€Å"consumers want a simple, straight forward way to compare and choose computers†, which indicates hat most consumers are more concerned with â€Å"what the computer does, over what is inside Of it†. An example Off circular ad featuring VISION is provided in the case; however, it only shows specifications on the MAD processor found inside the Notebooks, completely omitting the message of the VISION strategy. The idea is to provide customers with the most important specifications and also integrate the message, ‘the experience matters most†. For the Fusion processor, customers would want to experience HAD quality video online gaming, enhanced video and photo viewing, high performance photo editing, and AD gaming. This would be a more social, recreational use for a computer or notebook. The new Vision marketing strategy would include a marketing campaign that involves an initiative to change the consumer message throughout various types of media. The campaign will communicate to consumers that MAD APP processors are better, not only for use of Excel, but also for visuals. The ads in the campaign will show consumers a direct comparison with the competitor, in this case Intel. The campaign will be called the VISION Experience Comparison. The VISION Experience Comparison itself would include ads hat show translations of industry standard specification lingo. For example, the ads will demonstrate that Intel’s processor is equal to choppy, fixated gamely, whereas Mad’s APP is equal to vivid, clean, smooth game play. The campaign will be in use two months before each Computer selling cycle. For instance, VISION Experience Comparison commercials will be displayed most heavily two months before the Back-to-School cycle, in order to generate demand. Marketing strategy is important, but relationships with retailers and Memos are also crucial in order for MAD to deliver its new APP processor to ND-users. Intel has the lead on MAD when it comes to MEMO relationships; Intel goes as far as using threats as one of its partnership strategies by making Memos deal exclusively with them. MAD needs to use a non- threatening strategic partnership; make deals with Memos by not forcing them to place Mad’s VISION logo on its devices. For example, â€Å"Apple hasn’t allowed Intel to place a logo on its computers and the company has the most market share for notebooks over $1000†. This means that MAD has the opportunity to make a business deal with a top tier computer brand like Apple. This is cause MAD will not threaten to not cooperate with Apple, in case Apple does not wish to display MAD logos on its devices. MAD should partner with leading Memos such as Hewlett-Packard and Dell Inc. , which have the lead in sales over Leno and Acre as seen on Exhibit 4 of the case. By introducing incentives, MAD could make itself more appealing to Memos. As mentioned in the case, â€Å"MAD can offer Memos 75% refund on full price of all print ads if Memos use the VISION brand†. Instead of reimbursing HP 3-5% of the purchase price of the chip, MAD could raise the percentage to 10%, making the deal appear more appealing to Memos. How to cite AMD Case Final, Papers

Social Movements Essays - Social Movement, Social Movements

Social Movements Elspeth Wilson A Partial View of Political Process Social movements require a fairly complex and multi-dimensional paradigm in order to adequately explain the multiplicity of factors that contribute to their development and sustenance. Like both McAdam and Costain, I believe that the political process model is a much more appropriate theory for social movements than either the classical model (with its emphasis on psychology) or the resource mobilization model (with its ultra-capitalistic approach to all socio-political interactions). Indeed, unlike the classical and resource mobilization theories, the political process model incorporates a number of different factors, making it significantly more realistic and versatile. Both McAdam and Costain analyze a set of empirical evidence in order to judge the credibility of the political process model as a comprehensive paradigm for social movements. While I except the political process model as the most accurate theoretical description of social movements, I do not agree with Costains refo rmulation of political process. Indeed, I believe that Costain succumbs to a subtle regression into elitist theory. In Social Movements as Interest Groups, Costain begins by stating that traditional measures of interest group influence frequently fail to capture the impact social movements have on legislation (p. 285). From this opening, we can assume that she intends to reveal the actual impact of social movements on legislation through a non-traditional method of measurement. In this context, Costain searches for a theory that captures the influential dynamics of social movement success. Her answer is the political process theory, which suggests that the presence of leadership and resources (particularly those provided by external groups) is less important in determining movement success than the structure of political opportunity faced by the movement (p. 288). But what exactly constitutes this structure of political opportunity? Costain argues that movements only emerge when the federal government becomes more favorable and supportive towards the members and goals of the movement. Thus, according to Costain, the mild support of the government was instrumental in the psychological preparation of the movements members; a favorable government encouraged women to realize that there was a possible political solution to their discontent. In this way, at the base of every successful social movement, Costain establishes a prerequisite of an increasingly favorable government (that spurs the psychological state necessary for a large-scale social movement). Thus, the government indirectly influences the formation of the social movement, and the social movement then pressures its (oftentimes reluctant) supporter to pass legislative or protective action. In Costains model, the government is the key figure in both the formation and the success of the social movement. While the government clearly plays an important role in almost every stage of the formation and proliferation of a social movement, I do not think that it is nearly so crucial to the birth of social movements. Indeed, I find Costains emphasis on government a sort of regression to the earlier elitist theories concerning the resources necessary for the success of a social movement. The national government is essentially an elitist institution. Federalism (combined with the basic prerequisites of contemporary successful politicians) makes a certain degree of elitism a necessary reality of American representative democracy. Thus, Costains paramount emphasis of governmental influence on the formation of social movement is not entirely consistent with political process theory. Furthermore, I believe that there is sufficient evidence that governmental support does not always precede the formation of successful social movements. While both the civil rights movement and the womens movement might both seem to superficially conform to the governmental support clause of Costains political process paradigm, this is certainly not the case with all movements. For example, a movement that is particularly hostile towards the government (or seeks to negatively influence the actions of the government) would probably find the government to be fairly unreceptive to their views. This type of negativity would remove the step of governmental support from the equation because it would be exceedingly illogical for the government to support a group that was fundamentally against it. Thus, when analyzing a movement that takes a stand against the direct actions of the federal government, we would clearly not expect the emergence of the movement to be preceded by governmental support for its cause. The anti-war