Saturday, December 28, 2019

Federal Efforts to Control Monopoly

Monopolies were among the first business entities the U.S. government attempted to regulate in the public interest. Consolidation of smaller companies into bigger ones enabled some very large corporations to escape market discipline by fixing prices or undercutting competitors. Reformers argued that these practices ultimately saddled consumers with higher prices or restricted choices. The Sherman Antitrust Act, passed in 1890, declared that no person or business could monopolize trade or could combine or conspire with someone else to restrict trade. In the early 1900s, the government used the act to break up John D. Rockefellers Standard Oil Company and several other large firms that it said had abused their economic power. In 1914, Congress passed two more laws designed to bolster the Sherman Antitrust Act: the Clayton Antitrust Act and the Federal Trade Commission Act. The Clayton Antitrust Act defined more clearly what constituted illegal restraint of trade. The act outlawed price discrimination that gave certain buyers an advantage over others; forbade agreements in which manufacturers sell only to dealers who agree not to sell a rival manufacturers products; and prohibited some types of mergers and other acts that could decrease competition. The Federal Trade Commission Act established a government commission aimed at preventing unfair and anti-competitive business practices. Critics believed that even these new anti-monopoly tools were not fully effective. In 1912, the United States Steel Corporation, which controlled more than half of all the steel production in the United States, was accused of being a monopoly. Legal action against the corporation dragged on until 1920 when, in a landmark decision, the Supreme Court ruled that U.S. Steel was not a monopoly because it did not engage in unreasonable restraint of trade. The court drew a careful distinction between bigness and monopoly and suggested that corporate bigness is not necessarily bad.​​ Experts Note: Â  Generally speaking, the federal government in the United States has a number of options at its disposal in order to regulate monopolies. (Remember, regulation of monopolies is economically justified since monopoly is a form of market failure that creates inefficiency- i.e. deadweight loss- for society.) In some cases, monopolies are regulated by breaking up the companies and, by doing so, restoring competition. In other cases, monopolies are identified as natural monopolies- i.e. companies where one big firm can produce at lower cost than a number of smaller firms- in which case they are subjected to price restrictions rather than being broken up. Legislation of either type is far more difficult than it sounds for a number of reasons, including the fact that whether a market is considered a monopoly depends crucially on how broadly or narrowly a market is defined.​

Friday, December 20, 2019

Converse We Love You, Chucks! Marketing Case - 1711 Words

| Converse: | We Love You, Chucks! | Molly Langan 3/25/2009 | Situation Analysis Converse was founded in 1908 and by 1917 the All Star shoes were introduced on the market as an American made product. In 1923 the shoes were renamed the Chuck Taylor, after the semiprofessional basketball player. By 1970, eighty percent of basketball players wore Converse shoes out on the court. In 1983 their revenue was $209 million. Converse faced a lot of competition, and in 1989 they only held five percent of the market share. In 2001 their revenue had dropped to $185 million. Nike bought Converse out in 2003 for $305 million and put more than four million dollars into advertising. Today, Converse has over 1,000 different types of Chucks, a men’s†¦show more content†¦Also, Converse also has the risk of cannibalizing Nike’s products. Nike and Converse have similar merchandise and if Converse puts out a hot product, it can back lash causing a similar Nike product not to sell. They also have to be conscious of current competition. Companies that target the sa me market as Converse are Adidas, Reebok, New Balance, Puma, Sketchers, and Vans. Problem / Opportunity Even though Converse is making a small profit for Nike, the problem is whether Nike should write off the $305 million spent on the company and discontinue production or if they should continue and make changes within Converse to make it more profitable. Identification of Alternatives There are several alternatives and options Nike can do with Converse, they include: 1. Kill the Converse Brand and write off the money. 2. Reduce Variations among similar products. 3. Cut the clothes line. 4. Target one type of market: fashion or sport. 5. Position products in more stores Criteria All of the alternatives listed above will help the company increase their sales, but based on the criteria the company is using to evaluate them will reflect which option will be the smartest move. Below is a list of criteria that was used to evaluate each of the five alternatives. 1. Sales 2. Profitability 3. Penetration of competitors 4. Market Share 5. Financial Risks The criteria was chosen inShow MoreRelatedEssay about Converse Case Study1803 Words   |  8 PagesConverse: Shaping the Customer Experience They dominated the basketball courts – both amateur and professional – for more than forty years. The first U.S. Olympic basketball team wore them, and Dr. J made them famous in the NBA. Punk rocker Joey Ramone made them standard issue for cult musicians; indeed, Kurt Cobain even donned a pair when he committed suicide. Today, a broad range of consumers, from the nerdiest of high school students to A-list celebrities, claim them as their own. What areRead MoreHistory of Converse3778 Words   |  16 PagesRaffles College of Design and Commerce Strategic Brand Management Born in Basketball, raised by Rock and Roll Converse – A case study Nailton Oliveira 114MDA3530 April, 2012 INTRODUCTION Branding is, in fact, in the spot these days. They are everywhere. Brands decide where economy or fashion goes. Brands gives names to new actions, make the world even more global and are synonym of power. Knowing how to create a reputation of the company with accurate strategies and acknowledgingRead MoreProduct Placement10682 Words   |  43 PagesProduct placement, or embedded marketing, is a form of advertisement, where branded goods or services are placed in a context usually devoid of ads, such as movies, the story line of television shows, or news programs. The product placement is often not disclosed at the time that the good or service is featured. Product placement became common in the 1980s. In April 2006, Broadcasting Cable reported, Two thirds of advertisers employ branded entertainment—product placement—with the vast majorityRead MoreProduct Placement10670 Words   |  43 PagesProduct placement, or embedded marketing, is a form of advertisement, where branded goods or services are placed in a context usually devoid of ads, such as movies, the story line of television shows, or news programs. The product placement is often not disclosed at the time that the good or service is featured. Product placement became common in the 1980s. In April 2006, Broadcasting Cable reported, Two thirds of advertisers employ branded entertainment—product placement—with the vast majorityRead MorePrinciples of Marketing: Nike Inc9497 Words   |  38 Pagesabout combining the love for sports with a mutinous and headstrong nature to think out of the box by means of innovation and inspiration (Katz 1994) * Nike’s mission statement is all about combining the love for sports with a mutinous and headstrong nature to think out of the box by means of innovation and inspiration (Katz 1994) Principles of Marketing Principles of Marketing TABLE OF CONTENTS TABLE OF CONTENTS INTRODUCTION 3 The Story So Far 3 MARKETING ORIENTATION 3 TypesRead MoreNike Marketing Plan Essay7652 Words   |  31 PagesNike Marketing Plan By: Marketing Management Ââ€" MM522 March 2004 Outline I. Executive Summary II. Table of Contents III. Company History IV. Marcoenvironment a. Demographic b. Economic c. Social d. Political e. Technological f. Ecological V. Competitive Advantage a. Industry Environment b. Operating Environment VI. Four Ps of Marketing a. Product b. Place c. Promotion d. Price VII. Core Competencies a. Strengths b. Weaknesses c. Opportunities d. Threats VIII. BusinessRead Morenike vs adidas Essay14192 Words   |  57 PagesVS 1 A COMPARITIVE ANALYSIS OF MARKETING STRATERGIES FOLLOWED BY NIKE AND ADIDAS TEAM MEMBERS ANUPAMA VENU CLAES JOTORP DEEPAK TUSHIR GUSTAV TENERZ SAIRAM KRISHNAN SANJAY SHARMA SUNANDA SURESH 09014 09126 09032 09128 09088 09090 09112 2 INDEX 1. INTRODUCTION 1.1. BRIEF ANALYSIS OF INDUSTRY 1.2. BRIEF DEFINITON OF INDUSTRY 1.2.1.TRENDS IN THE INDUSTRY 1.2.2.MARKET ANALYSIS 1.2.3.MAJOR PLAYERS AND MARKET SHARES 1.3. MAJOR FORCES SHAPING THE INDUSTRY 1.3Read MoreCrossing the Chasm76808 Words   |  308 Pages CROSSING THE CHASM. Copyright  © 1991 by Geoffrey A. Moore. All rights reserved under International and Pan-American Copyright Conventions. By payment of the required fees, you have been granted the non-exclusive, non-transferable right to access and read the text of this e-book on-screen. No part of this text may be reproduced, transmitted, downloaded, decompiled, reverse engineered, or stored in or introduced into any information storage and retrieval system, in any form or by any means,Read MoreKfc and Global Fast Food Industry11778 Words   |  48 Pagesorganized into three divisions: soft drinks, snack foods, and restaurants. Restaurant Business and Acquisition of KFC PepsiCo believed that the restaurant business complemented its consumer product orientation. The marketing of fast food followed many of the same patterns as the marketing of soft drinks and snack foods. Pepsi-Cola soft drinks and fast-food products could be marketed together in the same television and radio segments, thereby providing higher returns for each advertising dollar. RestaurantRead MoreProject Managment Case Studies214937 Words   |  860 PagesPROJECT MANAGEMENT CASE STUDIES, SECOND EDITION - PROJECT MANAGEMENT CASE STUDIES, SECOND EDITION HAROLD KERZNER, Ph.D. Division of Business Administration Baldwin-Wallace College Berea, Ohio John Wiley Sons, Inc. This book is printed on acid-free paper. @ Copyright O 2006 by John Wiley Sons, Inc. All rights reserved. Published by John Wiley Sons, Inc., Hoboken, New Jersey Published simultaneously in Canada No part of this publication may be reproduced, stored in

Thursday, December 12, 2019

Human Resource Management Practice Free-Samples for Students

Question: What is Human Resource Development (HRD)? How can Human Resource Managers ensure that Employee Development is beneficial to the Organisation? Answer: Human Resource Development Human resource in an organisation setting can be defined as the people or workforce of the organisation who help to achieve organisational goals. Two most common terms used with reference to the human resource are human resource management and human resource development. HRM is a fresh approach to personnel management and aims at commitment, flexibility and quality (Paauwe, 2009). Human resource management can be defined as how a manager can effectively utilise capabilities, knowledge, effort and committed behaviours that the people contribute to an organisation, that is authoritatively coordinated, as part of any employment contract, which enables the organisation to achieve its objectives (Armstrong and Taylor, 2014).Human resource development is a process of developing the skills of employees by supporting behavioural change and creating learning opportunities to achieve high performance (Richman, 2015).The further discussion would cover the difference between human resource plann ing and human resource development. It will also include the importance and ways to ensure HRD is beneficial to the organisation. Human resource development is a subset of human resource management. As the definition clarifies Human resource management is for applying policies and principals to manage people effectively whereas human resource development is not involved in managing, it is the development of people. Human resource development can be thought of a small segment of human resource development. The functions of human resource development can be categorised into 3 basic categories training and development, organisational development and career development. Organisation often faces the challenge when employees lack capabilities and intellectual abilities. This challenge can be overcome through the function of training and development. Training and is defined as series of activities that are designed to enhance the skills, abilities and knowledge of the employee to perform a particular task. Development can be defined as preparing a person for future responsibilities. Training and development not only f etches productivity it is important for developing personnel. Various methods can be used to provide training development like on the job, coaching, orientation, apprenticeship, demonstration, vestibule, understudy, job rotation and self-development (Olaniyan and Ojo, 2008). The next important function of the human resource manager is organisational development. Human resource development plays a vital role in organisational development by performing 4 functions which include maintenance of organisational standards, improves professionalism in the organisation, enhances the productivity and assures longevity of the organisation. Organisational standards are maintained by regular recruitments, enhanced diversity and better HR services. Professionalism can be developed by developing and delivering professional development programmes. Productivity can be increased by setting up realistic goals and HR manager should intimate and communicate about those goals to the employees. Organisat ional longevity will be the impact of human resource development and intellectual capital development (Kolachi and Akan, 2014). The third major role that is performed by human resource development is career development. Career development is composed of two terms career and development. Career means individual perspective of behaviours and attitudes that are associated with work related activities over the life span of a person. Development is the term related to growth. Career planning can be defined as the continuous process of empowering employees that are planning and directing actions until they achieve a personal level of lifes goals. HRD helps in career development through career planning and career management (Hite and McDonald, 2008). It is evident that human resource development performs various functions and therefore very essential for an organisation. In organisations, there is a set framework for implementing human resource development. This framework can also be regarded as the process of human resource development. It consists of 4 steps assessing HRD needs, designing effective HRD programmes, implementing the plan and evaluating the plan (Werner and DeSimone, 2011). The need analysis phase consists of analysing an individual, job environment and task requirements. Needs may arise due to present deficiency or any new challenge that is to be met. Need analysis can be done by deciding the priorities, deciding the objectives of specific training HRD and establishing the evaluation criteria. The next comes the designing phase. This phase is concerned with designing the training and development activities that can bring the desired intervention. This involves determining the objectives of the programme, develop ing a suitable lesson plan to achieve those objectives, assembling required material for the programme, selecting the person who has the capability to deliver the programme, the next step involves choosing the setting that is most suitable for delivering the programme. After all the aspects have been decided, there is the need for implementation. This is the main action phase. Implementation is not an easy task it involves various challenges such as executing every detail as per the plan, creating an environment that supports the plan and resolving issues that arise while implementing. After designing phase comes the evaluation phase, this is concerned with determining the effectiveness of the programme. This is the phase where decisions are taken regarding continue or stop using particular programme, budgeting and resources related decisions and finding any alternative HR approach if required (Vinaya, Mahatab, Sujoy). It is the key role of every human resource development manager to time to time evaluate the human resource development programme to ensure that the implemented programme is beneficial for the organisation or not. Human resource development plan can bring various benefits to the employee if evaluated effectively. For instance Google, the company takes various steps to develop its employees. Every employee at Google is offered with a specific course related to their job this helps them to learn better, Google tries to maximise productivity by ensuring employee satisfaction and paying attention to the concerns of employees, 20% of working time is given to employees to spend on their own projects and it is continuously engaged in taking small steps to build up great talent (Toscano, 2015). The example shows human resource development can make the Google market leader. It is proof that employee development is beneficial to the organisation. The managers can check if the HRD programme is e ffective by checking few key points. These key points include the questions that if the organisation is developing right people, the right stuff, in the right way, at the right time and with the right materials. Managers need to measure the actual results against the expected results. The mangers need to find out the reasons and make corrections according to the reasons identified. Time to time evaluations enables the manager to check the efficiency of the overall development programme. There are various benefits of employee development for the organisation. It enables and organisation to keep pace with the changes in the industry. It enables employees handling the latest technology; therefore organisation can make use of latest technology. It also enables the management to know about the weakness of employees and the skill gaps. It develops the individuals for more responsible positions in the organisation (Gill, 2014). It can be concluded that human resource development is an important and inseparable part of the organisation. Every organisation needs to develop the potential of its human resource to achieve better results. Major functions of human resource development include training and development, career development and organisational development. It is helpful both individual and organisation. The human resource development programme can be implemented in 4 steps in an organisation. The first step is determining the HRD needs, the second is designing the suitable HRD plan, third is implementing the designed HRD plan and the fourth step is implementing the plan. If HRD plan is successfully implemented it can prove fruitful for the organisation. Managers can ensure that programme is beneficial to the organisation by effective evaluation of the programme. Overall employee development provides numerous benefits and is a vital task. It develops the workforce for more challenging roles and helps to achieve the organisational goals. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Gill, A., 2014. The Top 10 Benefits Of Ongoing Staff Training And Development, viewed on 25 August 2017 from https://www.saxonsgroup.com.au/blog/human-resources/top-10-benefits-of-ongoing-staff-training-development/ Hite, L.M. and McDonald, K.S., 2008. A new era for career development and HRD.Advances in Developing Human Resources,10(1), pp.3-7. Kolachi, N. and Akan, O., 2014. HRD Role in Organizational Development (A Case of Corporate Thinking at ETISALAT, UAE).International Business Research,7(8), p.160. Olaniyan, D.A. and Ojo, L.B., 2008. Staff training and development: a vital tool for organisational effectiveness.European Journal of Scientific Research,24(3), pp.326-331. Paauwe, J., 2009. HRM and performance: Achievements, methodological issues and prospects.Journal of Management studies,46(1), pp.129-142. Richman, N., 2015. Human resource management and human resource development: Evolution and contributions.Creighton Journal of Interdisciplinary Leadership,1(2), pp.120-129. Toscano, N., 2015. How Google Develops Talent, viewed on 25 August 2017 from https://www.skilledup.com/insights/google-develops-talent Vinaya, H.M., Mahatab, K. M., and Sujoy, S. 2013. Framework for implementing human resource development programmes in higher educational institutions. International Journal of Engineering and Management Sciences, 4 (1), pp. 36-39. Werner, J.M. and DeSimone, R.L., 2011.Human resource development. Cengage Learning.

Wednesday, December 4, 2019

Communication and Language free essay sample

Some children find it difficult to understand what has been said to them, form words and construct sentences, find the right words to express thoughts and feelings, and understand rules for social interaction and conversation. 2. Explain how speech, language, and communication skills support each of the following areas In children’s development. Learning, emotional, behaviour and social. Learning Children learn by listening, by example and by using there speech and language to ask questions. Hearing words extends there vocabulary, labelling things or people helps them learn to use there language appropriately. The earning process is being supported by speech and language. Emotional If a chid is able to use language to express their needs it will enable them to learn how to control and express their feelings and help there emotional development. Page 1 1. 2 Behaviour Once a child is able to use language there behaviour changes, it allows the child to think about things they are doing and express their needs verbally and be aware of the consequences of there actions. We will write a custom essay sample on Communication and Language or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page If a chid is unable to use speech to communicate and express there wants and needs, it can cause anxiety and frustration and this can have a profound affect on their behaviour. An Example of how the lack of speech can have a negative affect on behaviour: child A is playing with the playdough, child B with limited speech joins the activity, child B snatches the playdough cutters that A is using as b is unable to verbalise that they would like to play with the cutters therefore Creating unwanted behaviour in this case snatching. If B could of communicated with A that they would like to use the cutters the snatching could possibly have been avoided. Example 2 of how lack of speech can have a negative effect on behaviour. It is circle time the children are sitting on the floor child A and child B are sat next to each other. A is fidgety and keeps knocking into B, B has limited speech. B becomes frustrated and hits A as he cannot communicate to A that he is getting upset by being knocked. If B had been able to communicate to A or a member of staff perhaps A would have become aware being knocked was upsetting his friend and stopped or a member of staff could of intervened before the unwanted behaviour in this case hitting had occurred . Social Communication and language skills allow the child to be able to understand social codes and behave appropriately, by having speech and language playing children are able to talk through there games extending play, contributing and sharing experiences this all helps towards forming good relationships. Page 2 1. 3 Describe the potential impact of speech, language and communication difficulties on the overall development of a child both currently and in the long term. Speech, language and communication difficulties can have a profound and lasting effect on childrens lives. For a small percentage of children their disability cannot be prevented, but early intervention is just as vital for those with less severe difficulties to help give the child the best possible support that they will need. The impact of these difficulties will vary according to the severity of the problem, the support the child receives, the childs confidence and the demands of the childs environment. Short term effects can include: Frustration †¢ Anger †¢ Withdrawal †¢ Low levels of confidence †¢ Difficulties in making friends †¢ Difficulties learning and understanding new information †¢ Find it hard to communicate and make themselves understood †¢ Behavioural difficulties Long term affects could be: †¢ Lower self-esteem in adult life †¢ May find that they did not achieve their full potential in education †¢ Find it hard to make and maintain relationships †¢ Become isolated †¢ Do not reach a level of independence †¢ Develop anti-social behaviour