...Trap-Ease America: The Big Cheese Of Mousetraps In: Business and Management Trap-Ease America: The Big Cheese Of Mousetraps Case Analysis Case: Trap-Ease America: The Big Cheese of Mousetraps Product: Variety, quality, design, features, brand, packing, services, warranties, returns. Price: List price, discounts, allowances, payment period, credit terms. Promotion: Sales promotion, advertising, sales force, public relations, and direct marketing. Place: Channels, coverage, assortments, locations, inventory, transport. Strategic Marketing Choose de value: STP: Segmentation, Targeting, and Positioning. The marketing staff must segment the market, select the appropriate market target, and develop the offering’s value positioning. Tactical Marketing Provide the value: Product development, service development, pricing, sourcing making, distributing. Communicate the value: Sales force, sales promotion, and advertising. Strategy Formulation: Overall cost leadership, differentiation, and focus. 1) Diagnose Advantages: Consumers can use safely and easily with no risk, and it poised no injury or poising. Target Market: Women Distribution: Direct through national grocery, hardware, and drug chains (Safeway, Kmart…). Pricing: $0.99 – Suggested Retail Price $2.49 (2 unit) – Cost $0.392 – Retail net revenue $0.75. Price Positioning: 5 to 10 times more expensive Sales expenses: $60,000 ($50K for travel, and sales calls...
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...University and Weatherhead Center for International Affairs James Robinson Abstract: In this paper we argue that the main determinant of differences in prosperity across countries are differences in economic institutions. To solve the problem of development will entail reforming these institutions. Unfortunately, this is difficult because economic institutions are collective choices that are the outcome of a political process. The economic institutions of a society depend on the nature of political institutions and the distribution of political power in society. As yet, we only have a highly preliminary understanding of the factors that lead a society into a political equilibrium which supports good economic institutions. However, it is clear that it is the political nature of an institutional equilibrium that makes it very difficult to reform economic institutions. We illustrate this with a series of pitfalls of institutional reforms. Our analysis reveals challenges for those who would wish to solve the problem of development and poverty. That such challenges exist is hardly surprising and we believe that the main reason for such challenges is the forces we have outlined in this paper. Better development policy will only come when we recognize this and understand these forces better. Nevertheless, some countries do undergo political transitions, reform their institutions, and move onto more successful paths of economic development. We also can learn a lot from these success...
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...Name of the Book: Asian Juggernaut Subtitle: The rise of China, India and Japan Author: Brahma Chellaney Publication: HapperCollins Publishers India Year of publication: 2006 Library ID: 915 CHE NIM LIBRARY The book Asian Juggernaut, The rise of China, India and Japan is a piece of work by Brahma Chellaney, who has been a Member of the Policy Advisory Group headed by the External Affairs Minister of India and is now a Professor of Strategic Studies at the New Delhi-based Centre for Policy Research. The author has very well tried to state and relate various perspectives that have helped China, India and Japan in emerging as the most powerful nations of Asia. The book since was published in 2006 miss some of the most significant economic incidents that have happened in the last four years but nevertheless it very well justifies the conditions and relationships that were prevailing in and before 2006 among nations in Asia as well as the rest of the world. Author has discretely tried to classify and cover different concepts in five different chapters as The Asian Renaissance; Why Asia is Dissimilar to Europe, Asian Geopolitics of Energy, Equations in the Strategic Triangle and Averting Strategic Conflict in Asia. The author starts the book describing the revival of the three nations and Asia altogether in the last quarter of the twentieth century. The centre of gravity of the world affairs is slowly moving towards Asia. Asia has the world’s fastest growing, fragmented and...
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... POWER STRATEGIES FOR MIDDLE MANAGERS David P. Boyd & Timm L. Kainen Introduction Power is a difficult concept for many individuals in western democratic societies and free market economies. Its undertone of privilege and inequality can run counter to the core value of equal opportunity that defines those societies. Yet successful management of the social and economic order, as well as of the organizations within it, requires the use of power. Electoral processes bestow political power while educational and social processes develop access to corporate power. Though not without their failures, these processes confer a measure of political stability and economic equilibrium. However, in a globally diverse economy where organizations become more numerous, entrepreneurial and horizontal, the training time and developmental possibilities for middle managers prove less predictable. As markets and technologies churn ever faster, they often create conditions that thrust mid-level technical experts and project heads into positions where they must manage. Suddenly these denizens must wield power without the authority of office. This paper models some ways for these newly minted power brokers to avoid failure and achieve success. Power...
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...required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM©). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2008 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior written permission of the SHRM Foundation, 1800 Duke Street, Alexandria, VA 22314. The SHRM Foundation is the 501(c)3 nonprofit affiliate of the Society for Human Resource Management (SHRM). The SHRM Foundation maximizes the impact of the HR profession on organizational decision-making and performance by promoting innovation,...
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...HRM 600 Advanced Organizational Behavior and Leadership Role of Rewards in retaining skilled Employees Presented To: Dr. Akl Keyrouz Presented By: - Amale R. Abboud [ID: 19030] - Chimène M. Abou Nahoul [ID: 19542] Contents Abstract: 2 Introduction: 2 Overview of Literature 2 Results Discussion: 2 A- Employee Reward and Recognition Systems 2 1- REWARD VS. RECOGNITION 2 2- DESIGNING A REWARD PROGRAM 2 3- TYPES OF REWARD PROGRAMS 2 a- Variable Pay: 2 b- Bonuses 2 c- Profit Sharing 2 d- Stock Options 2 B- Reward Systems and Organizational Change 2 1- Reward as a Lead 2 2- Reward as a Lag 2 3- Rewards as a Motivator of Change 2 C- Conclusion 2 References: 2 Abstract: Reward is one of various human resource (HR) tools that organizations use to manage their employees. For an organization to collect its money’s worth, stimulate, and preserve skillful employees, it needs to confirm that its compensation system is not an island by itself. Not only is it important for an organization to tie reward to its general goals and strategies, it is vital that its compensation system supports with its HR strategy. Too many organizations plan and control their pay systems by default; or worse, fall back on “the squeaky wheel gets the grease” practices. More than any other area in HR, disregarding pay and performance systems can be devastating. It is a very costly and laborious procedure to employ new employees...
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...Evol. Inst. Econ. Rev. 4(1): 143–170 (2007) ARTICLE Econo-physics: A Perspective of Matching Two Sciences Yuri YEGOROV Institute for Advanced Studies, Stumpergasse 56, A-1060, Vienna, Austria, and University of Vienna, Department of Industry and Energy, Brünner Strasse, 72, A-1210, Vienna, Austria. E-mail: yegorov@ihs.ac.at Abstract The present article marks some potentially fruitful dimensions of economic research based on principles of economic theory but using more analogies with physics. Molecular structure of society with its different states, principles generating spontaneous order different from “invisible hand”, social analogies of the concepts of temperature and pressure in physics are investigated. Some analogies between phase transitions in physics and transition between different social regimes can reveal the areas of stability of liberal regimes as well as possibility of spontaneous emergence of different social orders. A possibility to expand neoclassical economics to capture Marxism and nationalism in a formal mathematical framework is also discussed. Keywords: economic structures, origin of order, econo-physics, socio-physics. 1. Introduction This article is methodological. It focuses on economic and social questions that are rarely touched by economic theorists despite their obvious importance for our understanding of economic processes in the world. No fully formalized model will be proposed here. Instead, the focus will be on interaction between...
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...Chapter 1 Managing Effective Organizations 1. To be formally defined as an "organization" the entity must consist of at least two people and be profit oriented. FALSE 2. The formal study of organizational behavior is believed to have begun between 1903 and 1917. FALSE 3. The effectiveness of any organization is influenced greatly by human behavior. TRUE 4. (Anthropology has contributed to the study and application of OB. TRUE 5. "Structure" is the formal pattern of how jobs but not people are grouped. FALSE 6.) "Culture" is the pattern of basic assumptions used by individuals and groups to deal with the organization and its environment. TRUE 7. The "organizational environment" includes the market and technology but generally excludes governmental activities due to the "commerce clause." FALSE 8. Group performance is the foundation of organizational performance. FALSE 9. Groups form within organizations exclusively to address formal organizational needs. FALSE 10. The essence of power is control over others. TRUE 11. Managers derive power from both organizational and individual sources. TRUE 12. Leadership and quality concepts have been found to be inseparable. TRUE 13. Job design refers to the process by which managers specify the contents, methods, and relationships of jobs to satisfy both organizational and individual requirements. TRUE 14. Job design looks at contents, methods and relationships...
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...ASIA E UNIVERSITY EXECUTIVE BACHELORS IN MANAGEMENT (HRM) ASSIGNMENT INDUSTRIAL RELATIONS Q2. What is the role of the Ministry of Human Resources in the industrial relations system? Who are the parties involved in the industrial relations system? The scope of Ministry of Human Resources in the industrial relations system encompass employee and workers state of safety, health and welfare and human resource matters such as training, employment, labour rights and industrial relations. It includes the PERKESO (Pertubuhan Keselamatan Sosial), PSMB (Pembangunan Sumber Manusia Berhad), JTM (Jabatan Tenaga Malaysia), JKKP (Jabatan Keselamatan dan Kesihatan Pekerja). The role of the Human Resources Ministry is to encourage harmonious relationships between employers and employees in the interest of the nation’s productivity. The objective of Human Resource Ministry in the industrial relations is: • To protect the welfare of the employees-safety, and rights • To promote good employer-employee relationship through a stable and peaceful Industrial Relations system • To equip the unemployed with basic industrial skills and to improve the skill level of the workforce • To assist in maximizing country’s manpower resources through manpower planning • Department of Labour, Peninsular Malaysia, Sabah and Sarawak-enforces Employment Act 1955, Workmen’s Compensation Act 1952, Wages Council Act 1947, Young Persons Act 1966, Employment Restriction Act 1968...
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...BUS520 Week 11 Final Exam 1 and 2 BUS520 Week 11 Final Exam 1 and 2 BUS520Week 11 Final Exam 1 and 2 Download Answer Here http://workbank247.com/q/bus520-final-exam-1-and-2/6911 Question 1 According to the Ohio State leadership studies, a leader high in __________ is sensitive to people’s feelings and tries to make things pleasant for the followers. • Question 2 __________ make(s) a leader’s influence either unnecessary or redundant in that they replace a leader’s influence. • Question 3 According to the path-goal leadership theory, a manager is showing a participative leadership style when he/she __________. • Question 4 According to __________ approaches, individual behavior is constructed in context, as people act and interact in situations. • Question 5 Meindl referred to the phenomenon whereby people attribute almost magical qualities to leadership as _____________. • Question 6 The __________ that are driving organizations of all types and sizes can be found in organization-environment relationships, the organizational life cycle, and the political nature of organizations. • Question 7 The decision to construct a new overseas plant can be considered to be a(n) __________. • Question 8 Which of the following, refers to altruistic love? • Question 9 __________ is intentional and occurs as a result of specific efforts by a change agent. • Question 10 Another name for incremental change is __________. • Question...
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...Chapter I INTRODUCTION Background of the Study Although pain is a universal experience, its exact nature remains a mystery. It is known that pain is highly subjective and individual and that it is one of the body’s defense mechanisms that indicate a problem. Unrelieved pain presents both physiologic and psychologic dangers to health and recovery. McCaffery 1999, defines pain as “whatever the experiencing person says it is, existing whenever he (or she) says it does.” Basic to this definition is the care provider’s willingness to believe that the client is experiencing pain and that the client is the real authority on that pain. Health care professionals recently have focused on the positive effects of humor and laughter on health and disease. Humor involves the ability to discover, express, or appreciate the comical or absurdly incongruous, to be amused by one’s own imperfections or the whimsical aspects of life, and to see the funny side of an otherwise serious situation. Humor in nursing is defined as helping the client “to perceive, appreciate, and express what is funny, amusing, or ludicrous in order to establish relationships, relieve tension, release anger, facilitate learning, or cope with a painful feeling” (McCloskey 2000). Many health care settings are now interested in providing humor as a caring skill and have recognized that “laughter is the best medicine.” “Humor rooms” are being created for clients and staff that are supplied with...
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...What the World Bank Means by Poverty Reduction Paul Cammack ABSTRACT Critics of the World Bank have variously attributed its proclaimed commitment to poverty reduction to empty rhetoric, hypocrisy, incompetence, confusion, or overload in the absence of a coherent agenda. This article argues that the commitment is genuine, but that it is not a first order goal: poverty reduction is an intended consequence of its principal objective, the transformation of social and governmental relations and institutions in the developing world in order to generalize and facilitate capitalist accumulation on a global scale, and build capitalist hegemony through the promotion of tightly controlled forms of 'participation' and 'ownership'. This objective has been pursued consistently since the mid -1990s, with Wolfensohn as Director and Stiglitz while Chief Economist playing leading roles. It has been reflected in particular in the HIPC (Heavily Indebted Poor Countries) Initiative, the Comprehensive Development Framework, and PRSPs (Poverty Reduction Strategy Papers) as means of governing low-income countries. Once the character of the project is understood, its limitations and contradictions become apparent, but at the same time many of the criticisms advanced are seen to underestimate its logic and coherence, and proposals for reform arising from them are shown to be naïve. INTRODUCTION In 1996 the IMF and the World Bank introduced the HIPC (Heavily Indebted...
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...Sandall J., 2007). Insufficient family income, poor quality of life, life stress, and discontentment with daily routines as well as ‘bad’ relationships with family members (husband, mother- and father-in-law) are significant correlates of female infertility. Infertile women are more likely to underestimate the importance of sexual intimacy, and have a negative attitude towards sex, (Schmidt, 2010). Female infertility is associated with various social correlates leading to higher remarriage rates and to further complicating the problem of infertility. Thus, a correction of women’s basic attitudes and their relationships to their surrounding social habitat should be an essential component of any program of infertility management. In America, strong social stigma attached to infertility and machismo attitudes create a dynamic where women blame themselves for infertility. In the Far East, Confucian texts recognize three elements that control reproduction, a male component, a female, and an element which comes from both male and female. Infertility however is usually blamed on women and...
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...OB EXAM STUDY NOTES Motivation Motivation – the extent to which persistent effort is directed towards a goal - Effort, persistence, direction Intrinsic motivation – self applied, form the inside, stemming from the direct relationship between the worker and the task Extrinsic motivation – stemming from the work environment external to the task, usually applied by others (managers), not long lasting Content theories of motivation – WHAT motivates (Maslow’s theory, Alderfer’s ERG theory, McClelland’s theory) Process theories – focus on the underlying processes involved in motivating employees – HOW motivation occurs (Expectancy theory, equity theory, goal setting theory) Maslow’s Hierarchy of Needs Physiological Needs – food, water, warmth, rest Safety Needs – security, safety Belongingness and Love Needs – relationships, friends Esteem Needs – prestige and feeling of accomplishment Self Actualization – achieving one’s full potential, including creative activities - Once a need is satisfied, attention is turned to the next highest level (the satisfied need is no longer an effective motivator, except self actualization) Alderfer’s ERG Theory 1. Existance Needs 2. Relatedness Needs 3. Growth Needs - The more lower level needs are gratified, the higher level need satisfaction is desired - The less higher level needs are gratified, the more lower level need satisfaction is desired McClelland’s Theory Need for Achievement - Prefer work where they...
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...Prabesh Timilsina, HBD3173.E1, Exercise5 5.1 Study the Learning from Experience Case on p. 445. What is the significance of the organizational design of the company? The basis for any successful organization is for people to work together and understand how their behaviors support the organization’s strategy. Yet, talented people in even the best managed organizations are sometimes left trying to understand how their own activities contribute to their organization’s success. An organization’s design is crucial in clarifying the roles of the leaders and employees who hold the organization together. Organization design is the process of selecting a structure for the tasks, responsibilities, and authority relationships within an organization. An organization’s design influences communication patterns among individuals and teams and determines which person or department has the political power to get things done. The structure of an organization influences the behavior of employees. Therefore, an organization’s design plays a critical role in the success of an organization. Every organization’s design decision solves one set of problems but creates others. Organization design decisions often involve the diagnosis of multiple factors, including an organization’s culture, power and political behaviors, and job design. Organization design represents the outcomes of a decision-making process that includes environmental factors, strategic choices, and technological factors. Specifically...
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