Marketing Seminar Essay

â€Å"Marketing and Selling Technique Seminar†, a successful seminar that was held last Tuesday (July 10, 2012). The seminar brought much information, ideas, tips, as well as inspirational thoughts and experiences on us business management students shared by successful people in the field of marketing. The heartfelt invocation which started the program made the whole crowd in silence, and then it was being followed by our national anthem. The idea to exert a little effort to make the students alive to start the seminar was very much appreciated; the singing portion participated by talented ladies and the â€Å"pick-up lines† that were thrown by CMBT students made the crowd awake. I was happy when our department dean Marilou Pascual and the Vice Presidents of our campus started to share their inspirational messages, it was like we’re so privileged to hear words of wisdom coming from them. After the speech of our dean and of the vice presidents, an energetic dance number was performed by selected third year students, I guess many of us was entertained but somehow, somewhere I heard voices of my fellow students saying â€Å"ang inet naman!†, well I proved them right because I was also experiencing irritation because of the hot weather. Most of us students got excited because Sir. Arjhel Domingo the master of the ceremony just announced that before Mr. Simangan speak, we must first get our food!, so it’s â€Å"Merienda Time!† I’m just a bit disappointed about our drinks, it’s because it was warm! But at least the bread included was just fine. After the break time, Mr. Domingo finally introduced our resource speaker. I thought that Mr. Simangan will be just boring, but I was wrong because I enjoyed listening to him and with the use of the prepared presentation seen through the projector, I was able to understand more what Mr. Richard was saying. The resource speaker shared lots of things related to marketing as well as selling like strategies to win customers, marketing process, marketing mix, e-Marketing, brand generation and the blue and red ocean strategy, he also included some useful tips to boost sales and on how to properly negotiate with the customers and lastly he shared the top successful marketing techniques. When Mr. Simangan ended his lecture, lots of students asked marketing related questions to him with the help of Mr. Perlito Candari. Well, because Mr. Simangan is a marketing specialist or a marketing expert I should say, he answered and enlightened those students’ queries with ease. The next part of the program struck us students because of the testimonials of successful sales leaders who found happiness, fulfillment, and success in direct selling like Mrs. Thelma Guevarra Vergara the Senior Executive Unit Manager of Avon who became successful just because of her love in lipsticks. After the seminar was ended I realized that luck isn’t being gained instead it is being worked, and we should always stick in our mind that God has a plan for every one of us, it just depend on how we handle this plan that he gave. To sum it up, I enjoyed and I’m glad attending the seminar because I gained more knowledge and got the will and confidence to strive for the best.

Qvc Case Analysis Essay

Case QVC Author: NA HG495 – Case Analysis Instructor: NA Abstract This case analysis will be focused on the company QVC (Quality, Value, and Convenience). We will perform an analysis review, which, will provide a comprehensive insight into the company’s historical and current business structures, strategies and efficiencies in their operations. It will include a detailed SWOT Analysis (Strengths, Weaknesses, Opportunities and Threats) (Humphrey) and the primary activities of the Value Chain Analysis (Porter), to provide greater insight into the firms’ competitive advantage. These key concepts will be used to analyze QVC’s business model, define potential challenges and initiate a plan of execution. We will then recommend solutions such as advocating products with higher profit margins, finding evolving technologies and untapped markets and streamlining logistics. These strategies would expand the customer base and create higher ROI (Return of Investment), positioning the company towards timely growth. Introduction: QVC is a multimedia retailer, specializing in televised home shopping, broadcasting in five countries (US, UK, Germany, Japan and, Italy), 24 hours a day, seven days a week, to over 90 million households in the United States and 160 million homes worldwide. They offer a wide range of products with over 1500 major brands and 50,000 products, including beauty, fashion and accessories, jewelry, craft and leisure, home electronics, garden, and do-it-yourself (DIY), and clearance goods. The company has store operations in the US, which includes Delaware and Pennsylvania. QVC also has a lucrative website called iQVC (www. qvc. com) that generates over 1 billion of sales on its Internet operations. Since it was launched in 1986; QVC has rapidly grown to become the largest television shopping network. By 2006, its reach had extended to over 95 percent of all U. S. cable homes, as well as, over 25 million satellite homes. It shipped over 140 million packages during 2006 to customers around the world, resulting in almost $7. 1 billion in sales and over 1 billion operating profit. Sales were made to over 10 million customers, who watched its shows across the US, UK, Germany, Japan and Italy. Problem: Doug Rose, QVC’s vice president of merchandising brand development, claims that the interactivity in all aspects of the firm’s business and operations, including its television shopping channel, will need to become more pronounced. Making it easier for customers to act on what they see. QVC believes that it still has a lot of room to grow, since only about 2% to 3% of its television viewers currently purchase at any given time. Bringing that percentage higher is the main problem that affects the major revenue stream and would require an internal/external analysis (balance scorecard) to bring in new viewers/customers to purchase their products. There are other challenges that can attribute to generating more revenue, such as, selling products with higher margins and offering shopping channels to customers outside North America. They could also add more interactive features that would allow more access.

Harrison Brothers Corporation Essay

1. Background Harrison Brothers Corporation is one of the largest traditional department stores in the United States. The goal of the company is to become the leading chain of department stores that sells high quality clothing to middle-class and fashion-concerned customers. Like other companies in the retail industry, Harrison Brothers are experiencing various changes in customers’ buying preferences. In addition to that, the problem of retention of well-trained, highly motivated salesman and managers has become even more challenging in the industry. James Harrison, the CEO of Harrison Brothers, knowing the importance of human resources, did a survey on human resource and other key managers at the store level. 2. Problem Definition The survey indicates there are lots of problems in the HR department and these problems might indirectly or directly slow down Harrison Brothers’ growth in the future. The major human resource management (HRM) problem in Harrison Brothers is that HRM is still struggling in its function of maintaining personnel. For example, since there is heavy turnover on salesman, Brenda McCain, the human resource manager, conducted about 25 to 30 interviews a week, and more during the holiday rush. Further, there is only one trainer in Harrison Brothers, causing McCain to spend a lot of time on training, neglecting bigger picture HRM issues. One of the other problems is that HRM pays little attention to employees’ business skills. This is shown in the survey where HR managers ratedthe importance of both knowledge of business and skills in managing change, as 2.0 out of 5.0, while store managers rated the importance of those skills as 4.5.One of Harrison Brothers five strategic goals is to improve productivity of sales, buyers, and department heads. And corporations must prepare their employees to cope with the complexities and accelerated speed of a future economy. If HRM perceives knowledge of business and managing change, as the least important, Harrison Brothers may have a hard time achieving this strategic goal. There are other problems as well. These include, but are not limited to, supervisors that are reluctant to assess employees’ career planning and professional development, a human resources department which is constrained by cost considerations, and low administrative efficiency. These problemsare currently existing problems. However, in the long term, if HR in Harrison  Brothers remains the same, many more problems will arise. Harrison Brothers may have difficulty in talent retention, it may experience poor employee performance and low productivity, or there may be conflict in the workplace. In all, the current overall HRM practicewill not be able to meet the challenge Harrison Brothersmay encounter in the future, and will not help Harrison Brothers to achieve its long-term goal. 3. Causes of the Problem The main cause of these problems is that there is no HR planning in Harrison Brothers.HR planning is a way to analyze needs for employee and supply of employees, and then make a plan to make sure the organization have the right amount of employees and skills. That’s probably the reason why HR department is struggling and spending most of its time on staffing and training. Another important cause of it is that human resources department didn’t see human resource management from a strategic level.As Jennifer Daft, the store manager said, human resource department seem to be struggling to keep up with the day-to-day activities. HRM should free itself from day-to-day activities and become influential in strategic decision-making process. 4. Alternative Solutions There are several approaches to fix these problems. First of all, large-sized firms like Harrison Brothers should develop HRM from its traditional functions up to more strategic level management. This would allowsomeone such as McCainto be brought induring a strategic decision-making process, giving her the ability to make or strongly influence the decision itself. To do this, she must have the skills needed to function as a strategic business partner, which lead to the solution that follows. Second of all, McCain and her HR teammates may need to be trained to learn more about business knowledge, such as markets, finance and so on. This knowledge can enhance HR’s strategic role in the organization. Training programs need to be designed and implemented to identify, coach and develop professional skills in HR. Also, McCain might want to consider transferring the old HR department’s organization to a new one in order to meet the challenges in the dramatically changing busi ness environment. For example, one of many other forms of HR structure is made up of three main departments: HRBP (human resource business partner), COE (center of excellence/expertise), and  SSC (shared service center). This type of organizational structure allows the HR unit to respond to the market rapidly. Surely there are many other forms, and regardless of which particular one it is, Harrison Brothers needs tofind one type of structure that meets the needs of their own strategy and allows the HR unit a crucial role to play. The fourth solution McCain might try is to measure HRM by using tools such as Balanced Scorecard, Dollar Value or benchmarking. Assessment of HRM could give the HR manager a new and quantifiable way to view the efficiency of HRM.In this case, McCain can benchmark and analyze competitors’ staffing and hiring by calculating HR indices such as cost per hire by job level and source, time to fill and time to start. These data can give her a better idea of whether Harrison Brothers is spending more on hiring than other companies in the retail industry. The last solution, but not least, is to enhance HR administrative efficiency. A centralized HR services department or center should be established. In this way, McCain and her team can free themselves from repeated daily routines. 5. Recommendations I would recommend trainingMcCain and her team to learn more about finance and market, as HR, finance and marketing are all important to understand how to run a business as a whole. Armed with business knowledge, she and her team can bring Harrison Brothers HR unit into a strategic level. Also, transferring HR structure and enhancing administrative efficiency will help McCain and her team to work more efficiently.

Jfk Cuban Missile Crisis Essay

The speech made people aware that action was being taken to prevent any unexpected attacks and that every aspect of the crisis was being looked into. The speech itself upset many Americans and put them into a state of fear, but it also reassured them that Kennedy was aware and ready to take control to protect his country. Kennedy’s impact on the United States was not as remembered for what he did, but more for what he could have done. This particular speech helps illustrate the greater aspects of American history and shows why we are still a united nation. The Kennedy family had a passion for success. The public attention and fame that the family possessed came from â€Å"personal wealth and politics. † (Gale, 1994. Biography In Context) John Kennedy’s father, Joseph P. Kennedy, was ambassador of the United States and the United Kingdom. His wife, Rose Fitzgerald Kennedy, was an American philanthropist. The couple had nine children together, John F. Kennedy being the second oldest son. He was born on May 29, 1917. His father put a great deal of his faith into his first born, Joseph P. Kennedy Jr. , his goal being to make him president of the United States. With the family’s competitive nature, this caused a lot of rivalry between the two brothers. This issue followed them into their adult lives where â€Å"Jack,† as John was called, and his older brother both went to Choate and Harvard. Kennedy had not had a set plan for pursuing a career, but he was â€Å"certain of eventual American involvement in the expanding war. † (Gale, 1994. Biography In Context) He was assigned to Naval Intelligence in Washington when the Japanese attacked Pearl Harbor. He was reassigned to sea duty on PT boats. On August 2, 1943, after a Japanese destroyer crashed into Kennedy’s PT-109, he was declared a â€Å"hero† by The New York Times for rescuing the surviving crew members. This story was circulated in each of Kennedy’s campaigns helping him move up as a politician. A year later his older brother, Joseph was killed while on a dangerous volunteer mission in Europe. He died instantly do to the explosion of an aircraft carrying dynamite. Kennedy’s political career really started up around this time because of his feelings of an â€Å"unnamed responsibility† to his parents, brothers, and sisters. In 1946, his father felt it was necessary to have John Kennedy take his brothers place and run for the same seat in Congress John’s grandfather â€Å"Honey Fitz† held nearly five decades earlier. (Gale, 1994. Biography In Context) Kennedy went into politics with no plan or philosophy. Even without direction in his campaign he still did win. People looked at him indifferently due to the fact that he wasn’t very involved in the debates. His health started depleting and it was obvious to the public that he was suffering from illness. He was diagnosed with Addison’s disease in 1947. It is a disease that occurs when the adrenal glands do not produce enough hormones. He was then given only a few years to live, but when he started his cortisone treatments in 1950, his health improved along with his spirits. In the 1960 Presidential election, Kennedy defeated Richard Nixon by 12,000 votes. Kennedy began his presidency with grace and huge expectations for the nation. His inaugural speech focused on what America’s role was with the rest of the world and his obligations as â€Å"Leader of the Free World. † The Cuban Missile Crisis came about when Premier Nikita Khrushchev announced that Soviets plan to support â€Å"wars of national liberation† against noncommunist regimes around the globe. Kennedy sharpened the American military’s watch on communist rebellion against the government. In April, 1961 he authorized a CIA plan to invade Cuba. The invasion failed horribly at the Bay of Pigs and the U. S. was on the edge of war when President Kennedy confronted Khrushchev about the presence of missile sites in Cuba. After two weeks they had reached a compromise: Soviets would withdraw their missiles in Cuba and the U. S. would withdraw its missiles in Turkey. The Cuban Missile Crisis speech was given on October 22, 1962 at the White House. It addressed our nation’s allies and enemies along with all American citizens. Kennedy used logos, pathos, and ethos in his address. He used logos by stating â€Å"unmistakable evidence that a series of offensive missile sites are in preparation. He let everybody know that the evidence was proven true and that no lies are coming from the address.

Explain how neuroscience research with humans and animals has advanced Essay

Explain how neuroscience research with humans and animals has advanced our understanding of the role of the amygdala in fear processing - Essay Example stifications for the fear/panic response is an evolutionary self-preservation mechanism with the obvious intent of preserving the organisms safety in situations of predation or other forms of physical danger. (Holt, 2008) the essentials of the mechanism that initiates the fear/panic response appears to be rooted in a signaling process directed towards the amygdala. This region upon receiving the signal appears to demonstrate a priority stimulus, by which the relative importance of a particular external phenomena is impressed into a neural cellular pattern that can trigger emotion – based responses. This would include the fight or flight mechanism, common to virtually all chordates, including humans. (Blanchard, 2008) as well as other emotional states that are responsible for the regulation of the appropriate endocrine functions that would permit the appropriate response, such as increased output in the adrenal glands for instance. Researchers have found over the years that while a particular unpleasant stimulus can trigger the fear response in the amygdala of humans and other mammals, there is also the possibility of a fear stimulus based simply on the threat of an event; through the mechanism of fear conditioning. The fear response has been studied in regards to the contributions of the human amygdala; which demonstrates involvement at all stages of fear/panic conditioning or phobia acquisition. (Delgado et al. 2006) Classical studies have warned human subjects that a particular color presentation will presage a mild electric shock to the wrist, and the reactions garnered from the subjects prove that in humans physiological conditioning to fear can be easily achieved, in a process called instruction acquisition. (Hugdahl & Ohman, 1977) Activity in the left amygdala could be measured using functional magnetic resonance imaging even though during the course of the study, none of the subjects actually received the mild electric shock to the wrist that they were

A part of case report Essay Example | Topics and Well Written Essays - 1000 words

A part of case report - Essay Example It proceeded to establish a close relationship with the different game developers with it as the dominant partner. Nintendo controlled the operating system; issued licenses to game developers and producers of games software, and; controlled the manufacture and distribution of game cartridges and imposed royalty. The result was that it raked in most of the potential profit of the whole system although consumer value originally lay in the software (Grant 1104-1105). With the recent release of Nintendo’s latest video game console, the Wii, it was able to maintain its contending position in the industry through the use of reverse positioning strategy, taking advantage, in effect of the rush to outdo competitors through the use of newest state-of-the-art micro-components. This strategy took into consideration the disruptive forces brought about by new technology that changed the video game console industry value driver of profitability: as newer, cutting-edge game console microchips were invented, older ones became passà © and their prices rapidly dropped. Nintendo took an opposing approach by using instead older chips to minimize production costs. The result allows the company to sell at a much lower price per unit than its main competitors and higher profitability return for each of the Wii sold. On the other hand, its competitors Sony (for PS3) and Microsoft (for Xbox 360) which tried to outdo each other by using state-of-the-art chips both lost money (Afuah 215). The success of the Wii launch is underpinned by the bargaining power of buyers that is naturally inclined to lower-priced products which also offer competitive quality. With the launch of the Microsoft Xbox 360 in late 2005, the Nintendo Wii in late 2006 and the Sony PS3 in early 2007, it is evident that a perceptible change in the competitive dynamics of the industry is taking shape. In the past, the winner-take-all characteristic of the video game industry had been shown with the domination of

Performance management framework of Limo Services in Austin, TX Assignment

Performance management framework of Limo Services in Austin, TX Company - Assignment Example ocedures for employee assessment and analysis during recruitment, orientation, training and education of employees, comprehensive methods of measuring performances of employees and effective process of communication performance feedback to employees to ensure that everyone has knowledge about achievements and remaining areas of improvements in the business strategy. The organization performance philosophy of Limo Services in Austin, TX Company is to provide highest level, clean, polite, courteous, safe, fun, memorable and punctual limousine services to the clients from any locations they desire (Limos of Austin, 2012) Measuring employees’ skills is one way of understanding the potential of the one to support efforts to achieve mission and objective of an organization. One method that Limo Services in Austin, TX Company uses to measure employee skills is surveying of clients about their experiences with customer service. The survey includes asking clients to rate the quality of customer service offered by employees of the organization. Another method used to measure employee skills is the enactment of random quality control procedure. With this method, employees do not know the exact time for evaluation and checks. The method proves good for its makes serious employees work to optimize performance in different corners of the organization. The company also considers appraisal of employees in all aspects of organizational structure to determine individual, team and group achievements in accomplishing particular responsibilities. Skill gaps are not very embarrassing aspects of organization structure especially when considering the rapidly changing business environments. Technology and expectations in the business environment are rapidly changing, and sometimes it become challenging to adapt to the changes immediately. In that line, Limo Services in Austin, TX Company has structured its performance management framework to ensure proper and regular training of the