1800-222-2100 April1, 2010 Executive Team Phoenix Advertising 111 Main Street Charlotte, NC 0001-0001 Dear Executive team: Until recently, the Roanoke branch of Virginia represented Phoenix Advertising vision to exceed and excel in customers satisfaction and the unparalleled leader of value-added support services and integrity in advertising and personal relationship. Unfortunately, as you may be aware of, in the last three months customers’ complaints have jumped drastically because of the quality
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company social events, cocktail hours, and Open House functions for Real Estate events. * Used existing relationship to leverage perks for clients (i.e. discounts, preferential seating, VIP access etc.) * Sourced venues, caterers, pricing proposals, processed payments with vendors. * Arranged liquor ordering, food delivery and set up, was on-site to manage events from set up to break down. * Point of contact for clients and vendors, ensured invoicing and payment were carried out in
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the casual-upscale dining or most commonly known as themed restaurants. With the group’s objective of enticing local and foreign appetites to experience the tastiest cuisines all over the world in a single dining, we were able to create a business proposal that will set a new trend in the casual upscale dining through its modern and classy yet frisky interior and design incorporating the combined concepts of the uprising establishments on the area specifically named Bagong Nayong Pilipino and the Entertainment
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There is some debate among motivational theorists about whether intrinsic and extrinsic incentives successfully can serve as motivational tools or merely serve to direct and change employee behavior (Barocas, 1999). However, there are several motivational strategies that can be effectively employed in the health care environment. For the purpose of this paper, the two main motivational theories that will be discussed are Maslow’s hierarchy
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customers taste with time * Less spending * No employee satisfaction * No. of units sold is the same but the revenue generated is lesser 2. Analyze the dynamics between McMichael and Wallace. Are they looking in the same direction? Why, why not? Anita McMichael and Trevor Wallace both recognize that The Coop needs to grow directionally by investing money in research to address the lack of quality and customer satisfaction issues. But both have a different approach to market research
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The company recently went from a single office in California to 12 offices in various areas of the western United States; Simple Getaways now finds itself struggling with the effects of this growth. Simple Getaways, Inc. submitted a request for proposal to mitigate complications in information-sharing and communication. The company has been encountering the following challenges and anticipates finding solutions to; * Redundancy in documentation in the offices * Multiple documentation with
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Describe the Business I am a small business owner. In fact, the business is a service-disabled veteran-owned business. I qualify as a service-disabled veteran-owned business as the Department of Veteran Affairs has determined that I have a service-connected disability after my six years of service, and I own over 51% of my business (SBA, 2013). My business produces prosthetic limbs for amputees. The prosthetic limbs are made specifically to fit the veteran. The recent Iraq and Afghanistan
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main purpose of such applications is to establish a fair management structure within the organization; to contribute to the motivations of employees as a social being and therefore to increase their productivity and efficacy by enhancing their job satisfaction levels. Business organizations are facing significant challenges on internal and external work environment, so organizations can’t maintain institutional performance without providing incentives to their employees based on their efficient and
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responsible for the development of Faculty/SU objectives based upon organizational objectives set by the VC/ED. 4.3 Managers/departmental heads shall be responsible for their team’s performance objectives & targets. 4.4 Every employee to whom this policy is applicable shall set his/her objectives & targets, get approved by their supervisors and to participate in the periodic review of their
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recognizing individuals for performance not only affects the individual being recognized, but others in the business as well. Need for Rewards and Recognition Recognition should be part of the business's culture because it contributes to both employee satisfaction and retention. Businesses can
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