MGMT670 week 6 Conference Assignment Example | Topics and Well Written Essays - 500 words

MGMT670 week 6 Conference - Assignment Example If you have yet to generate a company icon online, social media sites are the places to do it. There are innumerable principal benefits to carrying out marketing and promotional practices on global products. Foremost, the most significant merit is attached to brand recognition. Marketing and promotion of a global product assists in imprinting the product’s brand in the minds of the potential customers (Zimmerman & Blythe, 2005). Accordingly, the customers tend to seek a pre-identified brand rather than the product brand seeking for its users. In addition, once a brand has expanded its ground and founded its customer base, promotion enables it to keep hold of the potential customers. Another merit linked to promotion is the identification of potential customers rather than forcing a product on unenthusiastic purchasers (Marquardt, 2012). Furthermore, direct marketing enables companies to target specific customers by personalizing the meaning of the advert to have the best possible effect. The downside is that such promotions can be expensive. Companies have to spend on adverts as well as employing sales and marketing professionals (Stonehouse & Purdie, 2004). If a firm fails to conduct a proper market research then it might end up making unnecessary advertisement and marketing expenses. Some companies waste efforts in targeting unwilling customers using unsuitable media. Small businesses owners must, therefore, weigh the merits of conducting such marketing practices against the respective costs incurred. As well as the financial expenses, promotion requires sacrifice of time. The sales experts are expected to research on the most proper marketing approaches design the adverts and deal with customer reactions to the products. An example of how to market global products and services is by use of funny video clips. YouTube and other social network videos could be used to

Human Resource Management and the Internal Environment Essay

Human Resource Management and the Internal Environment - Essay Example HRM of one form or another are a necessary part of any company as it serves many important needs. HRM management in organisations has an increasing impact on individuals, other organisations and the community. It is important, therefore, to understand how HRM function and the pervasive influences which they exercise over the behaviour of people and organisation. Ulrich and Lake in their book "Organizational Capability: Competing from the inside out" (1990) wrote: Specifically, HRM is concerned with achieving objectives in the areas summarized below. HRM is generally identified therefore as an element or support concept. In certain organisations, however, such as employment agencies, personnel is very much part of the productive process and will be a task function. In other organisations, noticeably in service industries, the role of HRM can also be closely associated with a task function. For example, in the hotel and catering industry many members of the workforce are in direct contact with the customer and are seen as being involved in achieving the objectives of the organisation. People are part of the finished product for which the customer is paying. Customer satisfaction is likely to be affected as much by the courtesy, helpfulness and personal qualities of the staff as by the standard of food and beverage, accommodation or other facilities. This places particular importance on the personnel function. So, different organisations need t o employ different concepts of HRM in order to achieve their goals. In general, Human Resource Management is concerned more with: a long-term rather than a short-term perspective; the psychological contract based on commitment rather than compliance; self-control rather than external controls; an Unitarian rather than a pluralist perspective; an organic rather than a bureaucratic structure; integration with line management rather than specialist or professional roles; and maximum utilisation rather than cost-minimisation. HRM uses different concept providing different models of employees' treatment according to the organizational interests. The hard and soft models of HRM were introduced by John Storey in 1989. He supposes that HRM can be regarded as a "set of interrelated policies with an ideological and philosophical underpinning" (Storey 1989, p.31). The four aspects he underlines are: beliefs and assumptions; a strategic thrust; involvement of line managers; a set of techniques to improve the relationship. John Storey (1989) expresses this as follows: In stereotyped form HRM appears capable of making good each of the main shortcomings of personnel management. Its performance and delivery are integrated into line management: the aim shifts from merely securing compliance to the more ambitious one of winning commitment (Storey 1989, p. 33). Hard and soft approaches are concerned with the business-oriented and human-oriented aspects within an organisational