The Hong Kong tourism industry

The Hong Kong tourism industry Part B Abstract It is revealed that high labor turnover is a major global problem in hotel industry. The human resource management in the hotel industry is facing challenge about retaining employees and minimizes the turnover. Therefore, it is worth to investigate about the human resource management in the hotel industry. The purpose of this study is to explore the labor turnover in hotel industry, and its associated the factors affecting the labor turnover and how to manage the labor turnover. The labor turnover in hotel industry is influenced by the work related factors, external factors and external factors. According to some statistics, the cost of labor turnover in hotel industry is very high. Moreover, some retention strategy are propose to overcome the labor turnover are discussed including training, employee motivation and employee recognition. Section 1 :Introduction 1.1 Reason for choice of topic The tourism industry is the leading industry in many countries. Hong Kong tourism industry contributing $162.8 billion or 10.8% of gross domestic product in 2009(http://www.gov.hk/en/residents/, http://www.tourism.gov.hk/textonly/english/statistics/statistics_perform.html ) and Thailand tourism industry generate 6.5% of gross domestic product in 2008 (http://www.thaiwebsites.com/tourism.asp). Accommodation is an essential element of tourism service and it is vital to the quality of the tourist experience, as it constitutes a major part of consumption. This study is to investigate the labor turnover in the hotel organization. It is general known that the hospitality industry has a major challenge about the labor turnover and staff stability rates. These problems are usually occur in the front-line staff as it is related to a lot of unfavorable working conditions in hotel, such as the long working hours, unstable working schedule and lack of promotion opportunities. Therefore, many people are not willing to enter to the hotel industry or some people have work for many years in hotel industry but shift to another industry because of those unfavorable working conditions. Besides, the human resource management in the hotel industry are facing some serious problems about retaining the employees and recruits the right people to fill in the right job. Therefore, it is worthwhile to investigate the factors that cause the front-line employees to quit the job. In addition, to discuss what the human resource management can do to retain the st aff and manage the labor turnover in the hotel organization. Another reason for choosing this topic to study is the authors want to become the human resource manager in a hotel. Therefore, it is vital that the author have a clear understanding of what challenges that the human resource management are facing and to use the specific approach to overcome those problems. 1.2Academic objectives of dissertation This paper aims to achieve the followings objectives: To find out what is the meaning of labor turnover and have an overview of the turnover culture in the hotel industry To discuss the factors that influence labor turnover in hotel industry. To explain the cost of labor turnover in hotel industry. To find out what the human resource management can do to managing the labor turnover. 1.3 Outline of sections In section 1, the author talked about her reason for choice this topic and the major objectives through this project. In section 2, the authors explained the concepts of labor turnover briefly and provide an overview of the turnover culture in the hotel industry. In section 3, the author would explain the factors influence the turnover in the hotel industry and have an understanding of the cost of labor turnover. It could help to show the labor turnover is a serious problem within the industry. Moreover, in section 4, the author wants to make others understand how to manage the labor turnover in the hotel industry. Finally in section 5, would be the summary and conclusion about this project. Section 2:Literature review 2.1 What is labor turnover? According to Price (1977, p.15) the term ‘turnover is defined as the ratio of the number of organization members who have left during the period being considered divided by the average number of people in that organization during the period and also each time a position is vacated, a new employee must be hired and trained. This replacement cycle is known as turnover (Woods, 1995, p. 345). Labor turnover refers to the movement of employees in and out of a business. Labor turnover affects both workers and firms: workers may need to learn new job-specific skills, whilst firms incur the costs of hiring and training new workers (Brown et. al., 2009). The new workers may be more highly motivated and more highly skilled. Hence, turnover may enhance firm performance. However, high labor turnover causes problems for the firm as it is costly, lowers productivity and morale. Labor turnover can be divided into two main types: voluntary, where the employees leave of their own free will, and involuntary, where the employer decides that employment should terminate. Retirement can fall into either category (Boella, 2000). Most often the voluntary turnover arises where some employees leave to escape negative work environment factors and other are pulled away from the organization by more attractive opportunities and Cheng and Brown (1998) stated that people quit their job for many reasons, but most reasons are not related to management. In recent study, the involuntary turnover can applied to those employees have a poor performance or have did some serious mistakes then the organization would encourage them to quit than fire them. 2.2 The turnover culture in the hotel industry Everyone knows that the hotel industry is a highly labor-intensive industry but the high labor turnover is a serious problem within the industry all around the world. Some theorists such as Mobley (1977), Price (1977), Price and Mueller (1986) identified a range of other variables such as pay, communication, social integration, reutilization, role overload, promotional opportunity, training, supervisor and co-worker support, and distributive justice as having a significant impact upon turnover. According to the research Griffith University, the primary reason for managerial and operational turnover was voluntary resignation, followed by an internal transfer. Performance related terminations were very low. The main motivating factors for executives, managerial and supervisory staff to change jobs, within the hotel industry, were better career opportunities and better working hours. Changing jobs outside the industry was primarily motivated by higher salaries, working hours and better career opportunities. The data suggests that higher wages and better working hours are the major drivers for managerial employees to leave. Similarly, operational staff seek better wages, better working hours and improved career opportunities. In the pervious years, a small among of staff in hotel industry will stay for longer than five years but the voluntary turnover is gradually increase compared with the last decades. According to Kennedy and Berger (1994, p. 58) they stated that, in the hospitality industry, ‘the highest turnover occurred during the first 4 weeks (in employment). The cause of turnover is often poor human resource decisions and the unmet expectations of newcomers. 2.3 Factors affecting employee intent to leave in the hotel industry There are many factors affecting employee turnover. According to a widely accepted though, employees usually quit their jobs because of lack of wages. However, many studies show that there are also many complex factors affecting employee turnover other than wage, such as the management of the company, economics, and psychology. In the following section, some factors affecting employee turnover are discussed. 2.3.1 Work Related Factors The work related factors are other factors that will influence the labor turnover in the hotel industry. The following section will mainly focus on the job satisfaction, pay, working environment, work performance, promotion opportunities and the organization commitment how to influence the labor turnover. 2.3.1.1 Job Satisfaction Job satisfaction is containing the satisfaction with pay, satisfaction with the work itself, satisfaction with the supervision, satisfaction with the promotion opportunities (Khatri et. al., 2003). According to Davis (1981), job satisfaction can be defined as pleasantness or unpleasantness of employees while working. In addition, Oshagbemi (2000) has defined job satisfaction as ‘‘individuals positive emotional reaction to particular job. The term job satisfaction is considered an attribute that exists as the equity of a variety of desired and non-desired job-related experiences. It is also defines as the degree of fit between the features of a job and employees expectations. In addition, there are researchers who view that job satisfaction is a result of both employees expectations and aspirations and their existing status (Clark Oswald, 1996). When the employees with a lack of job satisfaction they will be quitting the job, and the basic reason is that they expect to ha ve a more satisfying job. On the other hand, if the employees have a high job satisfaction, the organization will be fewer labor turnovers. Price and Mueller (1981) stated that job satisfaction has an indirect influence on turnover through its direct influence on formation of intent to leave. Another study stated that employees with higher degree of trust would have higher levels of job satisfaction in the hospitality industry (Gill, 2008). 2.3.1.1.1 Pay According to the past study, the average annual wages of hotel are very low compare with the other industries such as the IT technology and education industry. A low starting salary is found in the frontline department in the hotel industry such as the housekeeping, Food and Beverage and front office. It was shown that dissatisfaction with pay is among the significant factors responsible for turnover (Pavesic and Brymer, 1990; Pizam and Ellis, 1999). Pay is received by the staff and money is equivalent to staffs effort to provide service. The salary, compensation and fringe benefit received by the staff are also the pay. Therefore, if the pay is increase, it can reduce the labor turnover. The relationship between pay and job satisfaction has received considerable attention (Churchill, FordWalker, 1974; Lawler, 1995). The pay was the most important job attribute contributing to job satisfaction in the Hong Kong hotel industry. Therefore, higher pay is significantly related to greater job satisfaction. The staff will be more satisfied with their job when the actual pay is more than the expected pay. The other situation that causes the staff to be more likely to leave their organization is that when they perceive that they are receiving lower salary but they know the other people elsewhere are offered better pay. Therefore, offering higher wages than competing organization will enable the organization to retain some talented worker. 2.3.1.1.2 The work itself The work itself is a critical dimension in employee job satisfaction (Luthans, 1992; Lawler, 1995; Qu, Ryan Chu, 2001; Groot Van Den Brink, 1999) and Glisson and Durick (1988) considered the worker and the nature of the work itself as two important factors affecting job satisfaction. The internal satisfactory factors are related to the work itself, such as: feeling of achievement, feeling of independence, self-esteem, feeling of control and other similar feelings obtained from work. And the external satisfactory factors such as: receiving praise from the boss, good relationships with colleagues, good working environment, high salary, good welfare and utilities. There is a relationship between job satisfaction and stress. Barsky, Thoresen, Warren and Kaplan(2004) argued that high level of work stress will be decrease the job satisfaction and finally leaving the organization because workers feel their job duties are difficult to fulfill. Price (1977) divided job stress into four types: lack of resources to perform, the amount of workload, the clarity of the role obligations and the role conflict. Those job stresses will also make the employees intent to quit the organization. 2.3.1.1.3 The supervision Supervision, being one of the dimensions of job satisfaction (Rust et al., 1996), is defined from the employee-centeredness perspective, it is manifested in ways such as checking to see how well the subordinate is doing, providing advice and assistance to the individual, and communicating with the worker on a personal as well as an official level (Luthans, 1992, pp. 121-122). Some information show that, satisfaction with supervisor will influence job satisfaction positively and finally decrease the labor turnover. If the supervisor provide more concern and social support to the employees, they will be more satisfy and the turnover will be decrease. 2.3.1.1.4 The promotion opportunities Price (2001) stated that promotion opportunities are the potential degree of movement to a higher level status within an organization. The promotion opportunities are also the important category to define the employees are satisfy or dissatisfy, because promotion opportunities are usually associated with increase the salary. However, the result show that hotel sector are lack of promotion opportunities rather than not having enough fair promotion policy (Iverson and Derry. 1997). Due to the hotel industry are lack of promotion opportunities, it will reduce the chance to retain the talented employees in the organization. When employees suffering from unfair treatment, they will change their job attitude immediately and may quit in long run (Vigoda, 2000). 2.3.1.2 The Organization Commitment According to Pennstate (2006), organizational commitment is the relative strength of an employees attachment or involvement with the organization where he or she is employed. Organizational commitment is important because committed employees are less likely to leave for another job and are more likely to perform at higher levels. There are three dimensions of organizational commitment, which are affective commitment, continuance commitment and normative commitment. Turnover literature has consistently found a strong relationship between turnover and organizational commitment, indicating that employees with low commitment are likely to withdraw from the organization. Alternatively, a positive relationship has been found between organizational commitment and career progress or internal promotions indicating that promoted employees are more likely to exhibit higher organizational commitment. 2.3.1.3 Work Performance Employees work performance is another factor affecting labor turnover. According to a study conducted by Jewell and Siegal (2003), it was found that the employees having high performance were not willing to leave their jobs. At this point of view, if the employees having low performance leave their jobs for any reasons, labor turnover is not an important matter for the company. On the other hand, if the employees have a high job performance. Low wages, exclusion from prizes, unsuitable jobs are also among the reasons causing low performance and high employee turnover. 2.3.1.4 Personal Reason Some employees also leave their jobs because of personal reasons. A principal reason that employees leave their jobs is lack of incentives (Pizam and Ellis, 1999). Employees may simply want recognition or an opportunity in advance. For example, The Ritz Carlton Company has reduced employee turnover by focusing on quality recruitment, providing better training and orientation, establishing realistic career opportunities and creating long-term incentive and reward systems. 2.3.2 Demographic Factor Most voluntary turnover models include demographic variables such as age, gender, race, tenure, marital status, number of dependents, and educational experience. However, this paper only focuses on the level of education, gender, marital status and age. 2.3.2.1 Level of Education One of the major challenges of the hospitality industry is the retention of highly educated employees. We define highly educated staff as employees who have followed a higher education program at a bachelors or masters level successfully ( Deery and Shaw, 1999). Carbery et al. (2003) noted that those more highly educated managers or non-managers are more likely to intent to make a turnover decision. One research study by (Blomme et. al., 2010), it shows that among alumni of the Hotel School The Hague who are working worldwide has shown that within 6 years after graduation about 70% of all graduates from the hotel school The Hague leave the organization in which they are working. The more highly educated staff will be less easily satisfied with their jobs than those staff with lower education level because the highly educated staff have higher expectations in job status and salary and they may not be willing to join or stay in the hotel industry. In addition, the external labor market s will provide many opportunities for those highly educated people to satisfy their high expectation on financial benefit. (Wong, Siu Tseng, 1999) 2.3.2.2 Gender Some study noted that, the female and male have their particular behavior that would influence the labor turnover. According to a study conducted by(Doherty and Manfredi,2001:62), it was found that women workers leave their jobs more than men workers, because the roles of women have to taking care of children, having baby in a society and doing house work. In addition, Hersch and Stratton (1997) stated that women, especially married women, spend more time engaged in household activities and are substantially more prepared to quit their job for a family-related reason than men . Some women workers also do not want to return to their jobs after having baby. On the other hand, the study conducted by Tang and Talpade (1999), it stated that males tended to have higher satisfaction with pay than females, whereas females tended to have higher satisfaction with co-workers than males. Its means that women tend to rate social needs as more important than men such as working with people and being helpful to other. Men tend to consider pay more important than do women. Women often begin their careers with much lower expectations than men do and they are willing to take career risks and change employers to do so. Finally, women workers usually work at the entry level jobs in hotel and accordingly get less pay than their men co-workers. According to a study conducted by Iverson (2000) in the USA, it was found that women managers in hotel got very less wages than men managers whether in the beginning or top of their careers. In a similar study, it was found that men workers got more wages than women workers got (Burgess, 2000). It was also found that in order to balance the wage differences among men and women workers, basic and routine job were given to women workers than men workers. 2.3.2.3 Marital Status According to Pizam and Ellis (1999), it stated that marital status could influence labor turnover. Those married employees are most concerned with the balance between their work and family life. Hom and Griffeth (1995),stated that married employees will not want to have a voluntary turnover. Because they have many concerns about the financial needs for their family. If they cannot afford the long and unstable working hours, they will tend to give up the job. However, this issue mostly occurs on women. Therefore, they will have more time for family life and take care of their child. On the other side, the unmarried employees will consider factors related to their jobs such as promotion opportunities and organization commitment more than those married employees (Wong, Siu Tsang, 1999). Therefore, they are less satisfied with their job than married employees. 2.3.2.4 Age In recent study, Hartman and Yrle (1996) points out that the Generation Y employee mostly creates the labor turnover in hospitality industry. In addition, the study conducted by Iverson and Deery (1997), it stated that younger employees have a higher propensity to leave than older employees. The problem was arisen in this decade; as the employees born in the baby boomer are retire gradually. The baby boomer is anyone born between 1946 and 1964. They have been through periods of war; therefore have less opportunity in education institutions. They tend to demand more stability in their workplace, and they are very loyalty to their employees. On the other hand, the Generation Y employee who was born between the years 1979 and 1994, they can adapt the changes easily and seek a higher standard of life therefore, they consider more about their interest in the work. Furthermore, they usually change their job, as they want to gain more experience and make their life more diversity. 2.3.3External Factors The external factors are the factors that we cannot control and very difficult to predict. Some of these factors include political shifts, legislation, new or modified regulations, global economic conditions, technology changes and major mining disasters. In some study, the hotel industry is quite easily influenced by the global economic conditions. The economic situation could predict most of the labor turnover within the industry. Therefore, the unemployment rate affects the employees perception on job satisfaction. If the economic is down turn, the employees who perceive a high level of job dissatisfaction, they may still stay in organization because they dont want to lose their current job and also the job market is a lack of opportunities for them to get a better job. On the other hand, if the economic condition have improve, the employees will leave the organization immediately to find a better job. Therefore, it may create the high level of labor turnover when the economic have improved. In the later part of the literature will focus on how to manage the labor turnover in order to minimize the labor turnover within the hotel industry. 2.4 The cost of labor turnover In the previous section, some of the critical factors that affect the labor turnover are discussed. The following section will focus on the cost of labor turnover and its impact. Labor turnover is a significant cost to hotel and it may be the most significant factor affecting hotel profitability, service quality and skills training. (Davidson et. al., 2009). The cause of labor turnover is multidimensional, such as low morale, low productivity, low standard of performance and absenteeism. According to the statistics from TTF Australia(2006), the annual cost of replacing managerial employees was $109,909 per hotel and the annual cost of replacing operational employees was $9,591 per employee. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). Another study stated that the Marriott Corporation alone estimated that each 1% increase in its employee turnover rate, costs the company between $5 and $15 million in lost revenues (Schlesinger and Heskett, 1991).Therefore, the cost of labor turnover is very high. Labour turnover is not only a significant tangible dollar cost but also an intangible or ‘hidden cost associated with loss of skills, inefficiency and replacement costs (Lashley Chaplain, 1999). The direct impact of labor turnover will cause financial suffering such as administrative cost and Lashley (1999) refers to lost investment in training and lost staff expertise as particular examples of turnover costs and opportunity costs. For the indirect impacts caused by high labor turnover are lack of manpower, poor quality of service and low morale of employees and also if turnover increases, service quality may decline as it takes time and resources to ‘back fill departing employees, especially at busy hotels (Lynn, 2002). Labour is a significant cost and the leakage of human capital through unnecessary turnover is an element of critical importance to bottom line performance. A number of HRM practices have been suggested as potential solutions for turnover, such as investment in training, offering organisational support, adopting innovative recruitment and selection processes, offering better career opportunities (Cheng Brown, 1998; Forrier Sels, 2003; Hinkin Tracey, 2000; Walsh Taylor, 2007; Walters Raybould, 2007) and adopting measures to increase job satisfaction and commitment. 2.5 How to manage the labor turnover in the hotel industry? High staff turnover is the common problem in hotel industry, it is also a major factor affecting workplace efficiency, productivity, and hotel cost structure. Labor turnover represents a challenge for contemporary HRM strategies and practices. Therefore, in this section, it will turn to focus on how to manage the labor turnover from the human resources perspective. In the previous section, the cost of labor turnover in the hotel is discussed. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). The turnover cost are very high, thus the awareness of the importance of employees staying with an organization is evident. Hinkin and Tracey (2000) advocate that hospitality executives who understand the value of human capital and adopt organizational policies and management practices in pursuit of employee retention will outperform the competition. Effectively designed and well implemented employee retention programs that increase employee tenure more than pay for themselves through reduced turnover costs and increased productivity (Hinkin and Tracey, 2000). According to 2500 supervisors, managers and executives within this sector, the top five most important aspects a company can provide to retain their people are as follows: communication, Leadership, Career path, development and understanding aspirations and helping the individual towards achieving them.(Baum ,2006) This shows that, the employee are highly concern for this five elements to determine their job satisfaction. Therefore, when HRM design for a retention scheme, they can consider those five elements before their decision. 2.5.1Training In organizations where employees receive the proper training needed to assume greater responsibilities, turnover rates are generally lower. Several studies show that training activities are correlated with productivity and retention (Delery and Doty, 1996; Huselid, 1995; Kallenberg and Moody, 1994; MacDuffie, 1995; Shaw et al., 1998; Terpstra and Rozell, 1993; US Department of Labor, 1993, Walsh and Taylor, 2007; Youndt et al., 1996). Staff is a unique asset in the company. Therefore, many hotel have invest a huge number of money per year for staff development. Because they realize that provide training to their employees would enhance the organization produtivity and improve their job performance. For the long-term purpose, training can solve the problem of high labor turnover in a hotel. Moreover, the hotel industry are now have a general shortage of the middle management staff. Therefore, the training should be around to develop and train new management personnel. For example, in 2004 Shangri-La Hotel Resorts Shangri-La Academy was born, this is a full-time facility that handles internal training for progression up the ranks. In addition, the Intercontinental Hotel Group also launched an in-house training center in order to groom their high potential employees to take on managerial positions within their company. Those measures of the Shangri-La Hotel and the Intercontinental Hotel Group is to do the retention of their employees and confront the trend of shortage of experienced staff and try to minimize the labor turnover. 2.5.2 Motivate the employee Staff motivation is as vital to success as any skill or personal attribute and its also plays a key role in staff retention. Motivation is the process by which a persons efforts are energized, directed, and sustained toward attaining a goal.(Stephen Coulter, 2006:482) . Staff motivation is a key element in retaining staff and help them increase the job satisfaction thus the labor turnover rate may be decrease. It is essential for the management of hotels to develop efficient HRM polices and practices that enable them to motivate competent employees who can contribute to the achievement of

Analysis Aqualisa Quartz Essay

Every company dreams that one day they can bring something unique and very competitive, and use it to dominate the market. But things might not be as easy as they thought. In Aqualisa case, Harry Rawlinson, managing director of Aqualisa, gives us an example that even with new significant shower product Quartz, which seems to be perfect in every aspect, they cannot make a relative progress in U.K. shower market. Quartz is designed to solve all the troubles that exist in U.K. showers. It provides efficient and reliable water pressure and temperature, needs less space in bathroom, has a stylish looking and is easy to use and install. Although Quartz leaps all other showers, the initial sales results turned to be gloomy, as Rawlinson said â€Å"For some reason, it simply wasn’t selling†. To reveal these â€Å"reasons†, we will first look at the general shower market status, and then we will analysis two main factors that cause Quart fail in initial Sales: Quart itself and Plumber. Finally, we will examine Aqualisa’s marketing strategy and find out what is the right thing to do. Shower market in U.K. The U.K. shower market has 3 distribution channels, 3 buyer segments, and 2 Special roles: Plumber and Developer. To give a brief summary, we will use some charts to demonstrate characteristics of these elements, and use it for latter discussions. As we can see, Quartz has 61% in Rate of return (manufacturer) and 47% in Rate of return (retailer), which is not the highest among other products. And we notice that Aquavalve Value, which is in value segment, and Aquaforce 1. 0/1. 5 Bar, which is in Standard segment, have higher Rate of return, but these product sold well in lower segments. Thus Quartz cannot be blamed for overprice, at least it was no more expensive than Aqualisa’s other product. Besides, if we consider the installation cost that saved by Quartz (2 days to half day, with 40-80/hour), Quartz is even cheaper. So either the price was not the reason, or the price was misunderstood. Consumer could be blinded by Quartz’s high retail price and ignore its relatively high produce cost. Besides, Aqualisa â€Å"was generally recognized as having top quality showers, a premium brand, and great service†, that reputation could make consumers form the idea that Quartz is just another premium product which is not cost-effective. This misjudgment of Quartz’s value is the true reason that Quartz was not accepted in lower market. Thus lower Quartz’s price would have less result if the misconception remains unchanged. To solve this problem, Aqualisa need more effort to spread the idea that Quartz is economical and practical. Quartz’s former advertisement plan shows most of its progressiveness, like the picture in Exhibit-9, they list all the priorities, make it even more like a premium product. They need to give some economy features such as the cost of installation, the durability of Quartz’s parts, Quartz’s life time budget etc, and compare Quartz’s features with traditional showers, to remind consumers that Quartz values for their money. Plumber, Friend or Foe? Plumber is an important role in shower market. Exhibit-4 shows that about 73% shower selection are influenced by Plumbers. Yet Plumbers are â€Å"wary of innovation, particularly any innovation involving electronics†, AKA Quartz. The negative impact of Plumber’s attitude is obvious, and even Aqualisa calling â€Å"face-to-face introduce and explain the new product† to their â€Å"very loyal† plumbers, nothing changed in short term. Rawlinson was so desperate to plumbers that he thought about abandon plumbers and target consumers directly. Considering the plumbers’ high clout in current market share, and Aqualisa already have high market share (70%) in Do-It-Yourself Sheds which target consumer directly, give up plumbers would be ineffective and useless. Rather than evade the issue, let’s face it straight: Why Plumbers oppose Quartz and how to change it. The main reason that plumbers reject innovation derived from risk aversion. Because â€Å"unfamiliar products could present unknown performance problems†, which will make plumbers pay money and time to adjust. Former failure case like â€Å"push-button† controls in 1980s had Strengthened plumbers’ stubborn. But Quartz has no substantive contradiction with plumbers, on the contrary, it’s easy to install and operate that could give plumbers substantial benefits. As a matter of fact, Plumbers who â€Å"puts one in†, becomes â€Å"convert†. Thus Plumbers’ prejudice will disappear by time. By saying â€Å"Adoption is a long, slow process† Pestell, Aqualisa national sales manager, did not realize that they do have some ways to speed up the process. In fact, it seems that Aqualisa did not consider plumbers as a distinct important part in their sales. They barely treat plumbers like consumers or retailers, told plumbers how excellent or advanced Quartz is. But what they should do is telling how good Quartz will do to the plumbers themselves. They could show plumbers the contradistinctions in installing Quartz and traditional showers, and emphasize that Quartz will make their daily two days work to half day, reduce both their work intensity and work time. With this advantage, plumbers can do more jobs and be better off in more income. Aqualisa can also give more samples to plumbers or pay non-loyal plumbers to install Quartz to clear former haze of electronics. With focused promotion plan, Aqualisa will make plumbers realize Quartz is favorable, and turn them into steady alliance. Strategy, Breakthrough or Mark time? Aqualisa’s former strategy is Steady and comprehensive. They joined every segments of market and provided their products in all distribution channels. Their current core product is Aquavalve 609, and they had been in the upper level in the market share (â€Å"number two in mixing valves and number three in the overall UK shower market†), only surpass by Triton and Mira (Exhibit-2). When Quartz joins the family, it did not have a clear position among other siblings. Actually, Aqualisa showed no clear expectations in Quartz’s performance. They just spread it to whole market and hope it can dominate. This pointless strategy makes them unconscious to the market response thus they make no effective action when sales encountered difficulties. Even if their final target is the whole market, they could build milestones and interim objectives like enter the high-end market then extend to lower market or simplify the product to catch the lower market with low price then release advance model to premium user. Either way, the company should have a more specific positioning and targeting plan to meet the company’s expectation. Despite the former marketing strategy, Aqualisa now need to decide their next move. Rawlinson showed his trepidation that Aqualisa, which is profitable with its current products, may not be willing to take the risk of promoting Quartz. The risk comes from two sides: first, the development of Quartz has already spent 5. 8 million and three years times, further promotion could cost 3-4 million more. It’s hard to stay profitable with this huge investment. Second, the Quartz has competition effect with company’s Cash Cow product: Aquavalve, which also put company’s stable market share and benefit in uncertainty. The risk of launching new products is inevitable, but is it possible that Aqualisa can sit back, relax and enjoy its current benefit? As we learn from Exhibit-2 (U. K. Market Share Data 2000), Aqualisa, had 18. 1% market share in total units sold, while Triton and Mira were 30. 3% and 21. 7%. In the Electric Showers category, which Aqualisa sold most, the market share was 16. 9% while Triton had 43. 5%. And in Mixer showers category, where core product Aquavalve 609 rest, the market share was 20. 8% while Mira had 36. 4%. With these figure, we cannot say Aqualisa is in a safe place. They did not have domination in any part of the market, and there were significant gap between Aqualisa and market leader. With more than one competitor, Aqualisa could easily be replaced and fall into masses. At this situation, even promoting new product could cost a fortune, Aqualisa still need a breakthrough and Quartz is just what the company need. On the other hand, the existing market structure gives Quartz sufficient space to outspread. If Quartz is good enough to assault Aquavalve 609’s sale, it could also shake the leader position of Triton and Mira’s products. If Quartz is, as Rawlinson said, â€Å"first significant product innovation in the U. K. shower market since forever†, it will beat down others company’s products and increase Aqualisa’s market share, and not only in U. K. market, it can move forward to European markets or global markets, then the current promotion cost would be unremarkable. But if Aqualisa give up Quartz, the opportunity cost would be too big to accept. Rawlinson’s worry will become true: â€Å"In five years’ time, someone else will have got the world market for this technology†. Then the Aqualisa’s experiences would be competitors’ field test and its former investment would contribute to other’s benefit. Conclusion People usually consider that finding the goose is the hard part, but in fact, make the goose laid golden eggs is also not easy. Aqualisa holds its goose named Quartz, and shows us such an example. This case also told us it’s not only about what we have, it’s more about how to connect everything together, including product (Quartz), customer, collaborator (plumber), market, make right decisions and build relationships.

UNIT 14 P5 M3 D2 - 1574 Words

P5, M3 D2: Different care strategies can be used to support a person that has MS and type 1 diabetes An MS diagnosis can mean changes to your working life. Many people continue to work for years after being diagnosed, while others find that MS symptoms make their job difficult. Susan Kennedy is awarded ESA benefit to help cope with bills and other necessities due to help illness and not being able to physically provide. But there are many people who continue to work, or alter their working patterns or job to suit their needs. The MS Society can give grants towards items you may need as a result of your MS, if there is no health or social services funding available. They can also advise you of other sources of funding. The MS Society’s†¦show more content†¦And at the center of the care. Medication that has been given to the individual has to also be reviews as it may have reached its time limit this means that they might become immune to it like some antibiotics people can become immune to so that this drug will not be affective. Checks have to be done to make sure that the medication is still effective and is working correctly and the patient isn’t suffering any side effects. If there are side effects occurring or the individual has become immune to their medication there will be investigations in to which alternative medication can be given to them that won’t react the same. Scans and x-rays may need to be repeated by the people that have put together the care strategy this is done so that if anything has changed that the individual Is getting care for or physic then this can be assessed again if they need this level of care and it can be changed, or on the other han d if the case has gotten worse and they symptoms are worsening then this also can be looked at and things can be done so that the individual is receiving the right care. Advice on lifestyle changes, many people lead different lifestyle to one another, advice may be verbal given at consultations or written in the form of instruction leaflets, information leaflets or simply how to take medication correctly, such as before food, after food and the dosage. Information leaflets are easily available in supermarkets, surgeries, pharmacies and healthShow MoreRelatedEssay on Work: Goal and Social Care949 Words   |  4 PagesUnit 6: Personal and Professional Development in Health and Social CareUnit 44: Vocational Experience for Health and Social CareBTEC NATIONAL HEALTH AND SOCIAL CAREExtended Diploma Student Name: Abigail bowes Group: BStudent Number: 20138903 | Unit 6 (P2, P5) half 1. Provide an up-to-date CV at the start of the course. 2. Provide an updated CV at the end of the first year. You will required to completed the following * Completed Units * Work Experience * New Skills and QualificationsRead MoreWLP Assignment Brief sept 14 Essay2090 Words   |  9 Pagesï » ¿ ASSIGNMENT BRIEF Qualification Unit number, code and title Pearson BTEC Level 5 HND Diploma Business Unit 14, M/601/0908/, Working With and Leading People. 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I hereby confirm that this assignment is my own work. I have identified and acknowledged all sources used in this assignment and have referenced according to the Harvard Referencing system. I have readRead MoreMarketing Principles3151 Words   |  13 PagesREGENT COLLEGE BTEC Higher National Certificate in Business Assignment Brief Unit Number: Unit Title: 4 Marketing Principles BTEC Higher National Diploma in Business Unit 4: Marketing Principles Assignment Cover Sheet Assignment No: ............................................. I hereby confirm that this assignment is my own work. I have identified and acknowledged all sources used in this assignment and have referenced according to the Harvard Referencing system. I have read and understoodRead MoreMarket Research in Apollo Hospitals Dhaka In Order To Decide On Adding a Burn Unit to the Hospital3188 Words   |  13 Pages.................................................................7 Solution of task P5.......................................................................................8 Solution of task M1.....................................................................................10 Solution of task M2.....................................................................................11 Solution of task M3.....................................................................................12

Animal Testing Should Be Banned - 1613 Words

Many people have a pet in which they would never want to get hurt. Each year in the United States, over seventy million animals are hurt and killed due to scientific research. Many brands have taken the pledge to become cruelty free, but there are still multiple brands that are continuing to use animals to test their products. Animal testing should be banned because it is cruel, often ineffective, can not detect for many diseases that humans are exposed to, and can be unsafe due to the differences between animals and humans. Animal testing has been seen as cruel and inhumane for hundreds of years, especially recently with new technology for testing. In the United States, it is legal for animals to be burned, shocked, starved, poisoned,†¦show more content†¦There are many other ways to research how products will react on humans, without the harm of animals. Over the years, ninety percent of the medications approved for human use after animal testing later proved ineffective o r harmful to humans in clinical trials (â€Å"Stop Animal Testing†). Animal testing is not only ineffective, inaccurate, and faulty, but it can also take years to research and is very time consuming. â€Å"The traditional testing of chemicals using animals can take up to five years per substance and cost millions of dollars, while non-animal alternatives can test hundreds of chemicals in a week for a fraction of the cost† (â€Å"In Testing†). There are many other accurate and effective ways of testing products, without the use of animals. Animal testing can not detect for many diseases that humans are prone to due to differences in the human body and the animal body. Humans and animals both have very different physical and mental properties. It is impossible to replicate a human disease perfectly in any animal. In 2006, the DRI announced that after thirty years of testing, researchers discovered that the human pancreatic islet cell is dramatically different from that in a rodent. This means that although researchers are still testing on rodents, they should not be used to test for diabetes. Many drugs have failed on humans after being tested on rodents, so why do we continue toShow MoreRelatedShould Animal Testing Be Banned?844 Words   |  3 PagesShould animal testing be banned? Nowadays, a lot of animals has been tested on a range of experiments over the world. You could be supporting animal teasing cruelty without knowing it. Have you ever check if there’s animal testing on the cosmetics before you buy it? Today, a lot of cosmetics has been testing on helpless animals and there are about 1.4 million animals die each year from animal testing ( CatalanoJ, 1994). Most of the experiments that are completed in the laboratories are very cruelRead MoreAnimal Testing Should Be Banned880 Words   |  4 Pagesdepending on animals testing. Therefore, if people talk about laboratories, they should remember animal experiments. Those animals have the right to live, according to people who dislike the idea of doing testing on animals; the other opinion, supports the idea of animal testing as the important part of the source of what has reached medicine of the results and solutions for diseases prevalent in every time and place. Each year huge numbers of animals a re sacrificed for the science all these animals, whetherRead MoreAnimal Testing Should Be Banned776 Words   |  4 PagesAnimal Testing Should be Banned  ¨Over 100 million animals are burned, crippled, poisioned and abused in US labs every year ¨ ( ¨11 Facts About Animal Testing ¨). Imagine if that was someones animal getting tortured in labs just to test things such as beauty products and perfume. Animal testing was first suggested when,  ¨Charles Darwin evolutionary theory in the mid 1850s also served to suggest that animals could serve as effective models to facilitate biological understanding in humans ¨ (Murnaghan)Read MoreAnimal Testing Should Not Be Banned940 Words   |  4 Pages1). Over 100 million animals are burned, crippled, poisoned, and abused in US labs every year. 2). 92% of experimental drugs that are safe and effective in animals fail in human clinical trials. (DoSomething â€Å"11 Facts About Animal Testing†). There are currently no laws combating the testing of cosmetics on animals, but the practice is harmful and must be ended. As evidenced by the statistics above, millions of animals are tortured and murdered in the United States every year for virtually no reasonRead MoreShould Animal Testing Be Banned?1665 Words   |  7 PagesTesting Cosmetics on Animals Companies around the world use animals to test cosmetics. Animals, such as rabbits, guinea pigs, hamsters, rats, and mice, are used to test the effects of chemicals on the eyes and skin. While animal testing is not mandatory, many companies use it. About Cosmetics Animal Testing by the Humane Society International talks about the different options companies have that do not require the cruel use and eventual death of animals. The article also talks about the overallRead MoreAnimal Testing Should Not Be Banned1572 Words   |  7 PagesAnimal Testing Every year, over two hundred million innocent animals are injured or killed in scientific experiments across the world. Of those animals, between seventeen and twenty million are used in the United States alone. It is said that an animal dies in a laboratory every three seconds (Animal Testing 101). Those in favor of animal experimentation say they are taking animals’ lives to save humans. It is not necessary to subject animals to torturous conditions or painful experiments in theRead MoreAnimal Testing Should Not Be Banned1581 Words   |  7 PagesAnimal testing is being used by different organizations all over the world to prevent specific diseases, especially cancer. Americans see animal testing having a harmful effect but it is one of the main reasons why society has most cures for some illnesses. This topic is important because people need to know what goes on during animal testing and why it is very beneficial. Animal testing needs to be used to find all cures. Some ani mals such as chimps/ monkeys have 90% of the same DNA humans haveRead MoreAnimal Testing Should Not Be Banned1721 Words   |  7 Pages † Today, more animals are being used in experiments than ever before: around 100 million in the United States alone† (3). Animal testing is now an international issue, and it is becoming a major story. Currently, animals are often used in medical testing, make-up testing, and other consumer product testing. Animals used in such product testing are often abused and suffer from serious side-effects. Animal testing can be painful for the animals, testing results are usually not even useable forRead MoreAnimal Testing Should Be Banned1364 Words   |  6 Pagesbenefit. Using animals for these experimentations usually does not come to mind. Animals are often abused, suffer, and even die during laboratory testing for the benefits of people to make sure medications, household products, newest procedures, and cosmetics are safe and effective for human use. Humans have benefited from animal testing for years while these animals suffer consequences with no positive outcomes for themselves. Even if a product or procedure is deemed successful, these animals are frequentlyRead MoreAnimal Testing Should Be Banned Essay1632 Words   |  7 Pages Animal Testing Should Be Banned Throughout the decades, animals have been used in medical research to test the safety of cosmetics including makeup, hair products, soaps, perfume, and countless of other products. Animals have also been used to test antibiotics and other medicines to eliminate any potential risks that they could cause to humans. The number of animals worldwide that are used in laboratory experiments yearly exceeds 115 million animals. Unfortunately, only a small percentage of

Internship at Accounting Firm X A Personal Reflection

During my time at Accounting Firm X I learned many lessons that apply not only to accounting and the principles and practices associated with that subject, but also to life as a professional in a real world work setting. The purpose of this essay is to highlight my experiences at Accounting Firm X to shed light upon key learning experiences that can contribute to a holistic educational experience. In this essay I will first describe my goals and expectations. Next, I will go in to detail about my daily routine and how these exercises contributed toward the overall experience. I will then explore the overall lessons learned from my time spent at the firm. Typically, internships are professional experiences that students participate in to gain professional skills and experiences. In this particular experience at Accounting Firm X I did in fact gain substantial professional skill while participating in new and challenging experiences. Internships allow in- class material to come to life in a practical manner. My internship did do this but not in a way that I had planned. My goals for this experience were simple. My first and most important goal was to learn. More specifically I wanted to get a more general view about my chosen profession. I wanted to be exposed to the standard practices that an accountant would be subjected to. Calculating real examples of taxes, completing tax returns for customers and becoming familiar with real world problems in accounting were allShow MoreRelatedSkills Needed to Be an Effective Manager8864 Words   |  36 Pagesindustry. _____ 5.4 More on hands on activities related in Hospitality Management implemented by the school. _____ 5.5 apply appropriate knowledge and skills in a wide range of industry related situations. _____ 5.6 Requiring students to have internship in an industry setting as the final component of their degree. _____ 5.7 Develop the ability to apply the knowledge and skills they acquire from the subject to a wide range of contexts, and gain pre-employment experience in selected sectors ofRead MoreThe Analysis of Recruitment and Training System to Improve Employee Productivity at Pt Sentrainti Medan18297 Words   |  74 PagesFIGURES ...............................................................................................................ix LIST OF TABLES ..................................................................................................................x LIST OF APPENDIX.............................................................................................................xi CHAPTER I: INTRODUCTION ...............................................................................1 1.1 BackgroundRead MoreAirheads Business Analysis Essay34215 Words   |  137 Pages 101 Timeline Summary of Implementation for all the Recommendations 102 References 104 Appendices 114 Executive Summary Airheads USA, LLC is an indoor trampoline arena owned by Steve Johnston and Richard Heruska. This firm falls within the family entertainment center (FEC) industry and opened its first location in 2010. Currently, the business has three open locations: Tampa, St. Petersburg, and Orlando. It offers services specifically for trampoline usage but alsoRead MorePepsico17216 Words   |  69 Pagesadding up to total sales for that year of $50. Today, products of The Coca-Cola Company are consumed at the rate of more than one billion drinks per day in over 200 countries. In 1993, Coca-Cola was losing market share to the cheaper private label firms, but reacted quickly with a new marketing program, new technologies and packaging in 1994. The intense competition results in downward pressures on the price. Dr Pepper, the oldest major soft drink in America, continues its 125th Anniversary celebrationRead MorePepsico17225 Words   |  69 Pagesadding up to total sales for that year of $50. Today, products of The Coca-Cola Company are consumed at the rate of more than one billion drinks per day in over 200 countries. In 1993, Coca-Cola was losing market share to the cheaper private label firms, but reacted quickly with a new marketing program, new technologies and packaging in 1994. The intense competition results in downward pressures on the price. Dr Pepper, the oldest major soft drink in America, continues its 125th Anniversary celebrationRead MoreOverview of Hrm93778 Words   |  376 Pageslive. Organizations on the other hand depend on people, and without people, they would disappear. Factors Contributing to the Growing Importance of HRM a. Accommodation to workers needs Workers are demanding that organizations accommodate their personal needs by instituting such programs as flexible work schedules, parental leave, child-care and elder-care assistance, and job sharing. The human resource department plays a central role in establishing and implementing policies designed to reduceRead MoreA Study on Enhanced Employee Performance Through Soft Skills20707 Words   |  83 Pagespersons EQ (Emo tional Intelligence Quotient), the cluster of personality traits, social graces, communication, language, personal habits, friendliness, and optimism that characterize relationships with other people. Hard skills (part of a persons IQ), are the traits which are the occupational requirements of a job and many other activities whereas soft skills are personal attributes that enhance an individuals interactions, job performance and career prospects. Distinction Between Hard SkillsRead MoreStrategic Human Resource Management View.Pdf Uploaded Successfully133347 Words   |  534 Pages.................................... 622 SORTING THROUGH THE EVIDENCE....................... 627 SUMMARY............................................................. 631 NOTES.................................................................. 639 x STRATEGIC HUMAN RESOURCE MANAGEMENT Table of Contents SECTION SIX ..............................................................654 Human Resource Evaluation ...................................655 OVERVIEW OF EVALUATION ......................Read More65 Successful Harvard Business School Application Essays 2nd Edition 147256 Words   |  190 Pagesthe Class of 2009. We thank all the HBSstudents and alumni who kindly shared their personal es... says.We would also like to thank the staff of the Harbus, including Lauren Sullivan, Marianne Bakula, and Christie Cuthbert, for their encouragement and support. Lastly, we would be remiss if we did not express our gratitude for assistance from our agent, Katie Boyle, and our editor at St. Martins, Matthew Martz. x INTRODUCTION You are inspired, hopeful, accomplished, and eager. You seek perRead MoreWal-Mart: Strategic Management11571 Words   |  47 Pagesstores, automotive retailers, convenience/gas, home improvement stores, club stores and toy stores. All of these outlets are in greater competition for Wal-Mart trips.vi â€Å"The Wal-Mart Stores segment is the largest segment of Wal-Marts business, accounting for 67.3% sales during the fiscal year ended January 31, 2005 (fiscal 2005). The segment consists of three different retail formats, all of which operate in the United States. The Companys SAMS CLUB segment consists of membership warehouse clubs

A life of ones own Free Essays

If you wanted to discover how to find your own happiness, start examining yourselves and take a glance on this book entitled A Life of One’s Own by Joanna Field. This is a book that merely touches every reader’s mind and heart. There are 10 remarkable facts about this book. We will write a custom essay sample on A life of ones own or any similar topic only for you Order Now First is that it was written by Marion Milner, she uses the pseudonym Joanna Field in writing this book She was 34 years old then when she wrote the book. It is about a diary of a young woman who is candidly questioning herself and what she is doing with her life. (The International Journal of Psychoanalysis 2001,p.609-611). The basis of this writing is her own personal intimate diary that she kept over many years and was finally published in this book in 1934. (amazon.com)The book cited different events in the author’s life and done in a matter like she was writing in a Diary which is exposed to all people. Emotion is one great key in an individual’s happiness because according to her which was also cited in the book, â€Å"I want to draw and study a few things closely by feeling, not thinking.† A lot of her entries started with â€Å"I want.†(Field 1934). In this book she tries to summarize her discoveries in terms of psychic bisexuality in all of us realizing that: she ‘had not understood at all that a feminine attitude to the universe was really just as legitimate, intellectually and biologically, as a masculine one’ – and just as necessary for both women and men (amazon.com). Marion Milner is an English psychologist who was born in London in 1900 and in her book she cited the wide-focus mode of paying attention.(MacDonald’spp.96-97) Here the term that best describes her point of view is the term focus wherein we should always try to center our best to what we truly aim in our life and strive hard to reach the goal. According to Milner herself, her aim for doing the book is to find out what are the experiences that really made her happy. She tries to pick out those moments in her daily life which had been particularly happy and tries to record them in words. She goes over these records in order to see where happiness occurred. (Tacher/Putnam 1981,preface) Being mindful of our own actions is one key point that should be taken out by the readers. There’s one remarkable thought cited in the book â€Å"I came to the conclusion then that â€Å"continual mindfulness†. . . must mean, not a sergeant major-like drilling of thoughts, but a continual readiness to accept whatever came.† (Field 1934, 8June). If you are going to ask me why there is a need for you to read this book is because of three precious reasons: First, it makes you discover your true self and be mindful of all your actions. Next is for you to find out what can really make you happy, your likes and dislikes.   and lastly if you have questions like what to do and how to live the way you really wanted to be happy, start reading and reflecting on this book. References Field, Joanna. (1934) A Life of One’s Own. 8June Macdonald, Copthorne. Comments about Open Focus,   Toward Wisdom pp. 96-97 Tacher, Jeremy P. (1981) from the author’s 1934 Preface http://www.amazon.co.uk/Life-Ones-Own-Joanna-Field/dp/0860688216/ref=pd_rhf_p_1 http://www.painterskeys.com/clickbacks/discipline.htm How to cite A life of ones own, Essays

Introduction to Management Initialising Business Regulations

Question: Describe about the Introduction to Management for Initialising Business Regulations. Answer: Introduction Business management is all about domineering, scheduling and initialising regulations that abide by the companys business. Managers serve several essentials roles in an organisation and among all the roles perfect management of the organisation is the most important one. For a perfect management of the organisations and companies it is important for all managers to gather knowledge from beforehand about the different key roles for organisational management and various fundamental principles that helps in keeping a perfect management of the company (Allen 2006). The two chosen company for the current report is Brambles and the other is Blackmore. Brambles is well known as a ultimate holding company listed under the Australian security exchange. On the other hand, Blackmore is a leading Australian company committed for delivering natural healthcare products and services that are beneficial for meeting the high quality standard. The company provides natural healthcare products to meet the deserving expectations of their customers by reducing the impact over environment (Anderson et al 2009). A comparison between the vision and mission statement of both the organisations The vision of Blackmore Company is to deliver natural healthcare products and services to their customers in order to provide high quality standards. The company intends to do this activity for meeting the changing expectations of their customers. Blackmore has retained its commitment of carrying out frequent research and innovation just for the purpose of minimising the impact of their activity over the natural environment and at the same time supporting the community (Ballou 2007). Irrespective of this responsibility the companys main task is to provide their consumers with a wide range of services that mainly includes free neuropathic as well as advisory services. In contrary to this, Brambles mission is to get enlisted in the worlds leading provider of innovative business solutions by giving enough support over services. Also, the companys main task is to make use of the various ideas suggested by the companys different outsourcing expertise in order to accumulate exceptional val ues among potential customers of the company. Most importantly the companys mission is to attract superior shareholders value making use of business ideas from different people that proves to be beneficial in increasing the spirit of the firm (Spencer-Oatey, 2009). Further, Brambles dreams to become a completely responsible and valuable partner in supply chain for the purpose of building sustainable business to serve the need of its customers. Also Brambles dream to develop a dynamic supplier base for gaining long term business success by running business in the competitive business field. A comparison between Corporate Social Responsibility of the selected organisation Blackmores corporate social responsibility is linked with the concept of making long term commitment for carrying out different environmental as well as social responsibility tasks which merely includes partnering with different types of stewards in sustainability and giving support to different community initiatives (Tomasini et al 2009). The company staffs are highly committed to provide good level of support to their retail business partners through proper trainings. On the other hand, Brambles also possess dynamic corporate social responsibility that is necessary to reflect recent developments in their business. The corporate social responsibility underlies the following: Brambles is entitled to conduct business in respect to laws and regulations of the country where the company is currently running its business. The staffs of the company have the responsibility to develop different ideas making use of which they would be able to compete with other business organisations. Various corrupt practices that establish negative reputation over the business is totally unacceptable. All the employees should make sure that they do not get indulged into business activities which would raise high conflicts between their personal interest and the interest of the company (Vogt et al 2005). In accordance to its enlisted corporate social responsibility, Brambles today is very much committed to work with well known suppliers just for the purpose of developing a more efficient and sustainable supply chain logistics. A comparison between the key stakeholders of the selected companies The key stakeholders of the Brambles company are namely the: Suppliers- this company supplier are very much committed to take up the responsibility of being valuable partners for supply chain. They continue intend to develop sustainable business for serving the spontaneous changing demands of their customer along with employees and shareholders of the community. The suppliers are always on the motive to develop a dynamic suppler base of Brambles making use of the companys code of conduct and Zero Harm charter (Weske 2010). Community- the business that Brambles continue is just to determine the different community investment priorities that suites the needs of the people living in the local community. The company often is notice to organise community reach programme for encouraging their employees so that they are ready to provide financial support required to accomplish community projects. Directors- the board of directors have the responsibility to implementing different new policies and legislations to bring in more effectiveness to the functioning of the company (Woodside et al 2009). This legal policies and rules are actually developed by the organisation to design an ethical framework considering which employees should work. Employees- employees are always treated in a fair manner and often rewarded for the achievements. The senior staffs are further committed to give equal working opportunities to all their staffs and develop a safe environment following best health and safety practices. In comparison to the stakeholders of Brambles their lies some differences over the enlisted stakeholders of Blackmore. Their stakeholders are: Employees- the employee of this company are highly committed to deliver different natural healthcare products and services that are of high quality and standard. The employees commit to provide best services to their patients for meeting their deserving expectations (Allen 2006). Community- Blackmore intends to serve the needs of the community by making proper and traditional use of the herbs combining those with the latest technology of nutrition. The employees are further committed to carry out proper research and innovation reducing the chances of negative impact on the environment. Government- In reference to the service provided by the company, government has join hands together with the companys board of directors to develop a Pharmaceutical and co-operation scheme to enlighten to follow best manufacturing practices (Anderson et al 2009). SMART objectives for both the companies Specific- Blackmore is specifically passionate about natural health and always intends to encourage people for making more investment in their well being. The company develop products and services for the purpose of making a completely natural approach to human health. In contrary to this Brambles operate particularly with three different segments in more than 50 countries serving customers making use of multiple supply chain. Measurable- the companys passion for delivering natural healthcare to their customers and the employees continues strive for demonstrating the companies value is a considerable indictor of progress for the organisation (Ballou 2007). The companys focus to specialise in the process of pooling of various unit loaded equipments, crates and containers highlights the way of progress for the company. Achievable- the working teams make use of their wisdom for grasping a broader aspect of the community which they intend to serve. Brambles by developing a network of 850 service centres are able to perfectly make out management outsourcing over the services they deliver to their customers. Realistic- recruiting and retaining committed workforce to the company would be beneficial for sharing the values and nurturing the passion to deliver well being. In reality, Brambles operating business comprise of pallet pooling that are linked with the different service business which are major under the CHEP brand (Spencer-Oatey 2009). Time oriented - after a proper satisfactory level is achieved by the people the effort made by the Blackmores employees and staffs in delivering proper healthcare could be measured. On the other hand, IFCO which is re-known as the supplier of pooled reusable crates in the USA was completed by April 2011 by the company. Believable and added value of both the chosen company Brambles have won several recognised and multiple awards which includes the Gold award for EcoVadis that focus in Sustainability analysis of the suppliers, in 2015 the company owned a Corporate Social Responsibility and supplier Award for Coca- cola enterprise. Finally in the ongoing period of 2016 the company got enlisted to the sustainability index for the third consecutive year (Tomasini et al 2009). On comparison to Bramble, the Blackmore Company is found to receive Green award for maintaining a environmental concerns and the business growth award for excellent maintenance over the quality of health care service they supply. Conclusion A proper knowledge over management of a company is extremely necessary to develop an understanding over the functioning of contemporary business world. Business management proves to be necessary for encouraging the staffs for working more efficiently and bring in financial soundness to the type of business they carry out (Vogt et al 2005). An efficient business management makes the company develop enough confidence for accepting challenges that brings into focus the current capability of the company. Most importantly by following proper principles of management, companies are able to strengthen their position in the market. Reference- Allen, K. R. (2006). Growing and managing a small business: An entrepreneurial perspective. Houghton Mifflin Harcourt (HMH). Anderson, J. C., Narus, J. A., Narayandas, D. (2009). Business market management: Understanding, creating, and delivering value. Ballou, R. H. (2007). Business logistics/supply chain management: planning, organizing, and controlling the supply chain. Pearson Education India. Denning, S. (2005). The leader's guide to storytelling: Mastering the art and discipline of business narrative (Vol. 269). John Wiley Sons. Molina-Azorn, J. F., Claver-Corts, E., Lpez-Gamero, M. D., Tar, J. J. (2009). Green management and financial performance: a literature review. Management Decision, 47(7), 1080-1100. Sage, A. P., Rouse, W. B. (2009). Handbook of systems engineering and management. John Wiley Sons. Spencer-Oatey, H., Franklin, P. (2009). Introduction. In Intercultural Interaction (pp. 1-10). Palgrave Macmillan UK. Steurer, R., Langer, M. E., Konrad, A., Martinuzzi, A. (2005). Corporations, stakeholders and sustainable development I: a theoretical exploration of businesssociety relations. Journal of Business Ethics, 61(3), 263-281. Tomasini, R., Van Wassenhove, L. (2009). Humanitarian logistics. Palgrave Macmillan. Van der Meer, H. (2007). Open innovationthe Dutch treat: challenges in thinking in business models. Creativity and innovation management, 16(2), 192-202. Van Tulder, R., Van Der Zwart, A. (2005). International business-society management: Linking corporate responsibility and globalization. Routledge. Vogt, J. J., De Wit, P. W. C. (2005). Business logistics management: Theory and practice. Oxford University Press, USA. Weske, M. (2010). Business process management: concepts, languages, architectures. Springer Publishing Company, Incorporated. Woodside, A. G. (Ed.). (2009). Business-to-business brand management: theory, research and executive case study exercises (Vol. 15). Emerald group publishing. Wu, T., Blackhurst, J. V. (Eds.). (2009). Managing supply chain risk and vulnerability: tools and methods for supply chain decision makers. Springer Science Business Media.