The 4 Market Position and an Example of a Product Essay Example

The 4 Market Position and an Example of a Product Essay Example The 4 Market Position and an Example of a Product Paper The 4 Market Position and an Example of a Product Paper Market Leader A market leader is a brand, product, or a firm that has the largest percentage of total sales in terms of revenue (the market share) of a market. A market leader often dominates all his competitors in areas such as: customer loyalty, distribution coverage, image, perceived value, price, profit, and promotional spending. To be the leader in the market, the company needs to be innovative, agile, revolutionary, obsessive and supportive. Market leader objectives are to continue expanding their total market by finding more new consumers to purchase their product, creating new uses for the current product which they are selling, and to encourage more usage among the current consumers. A market leader should always be equipped with a defense strategy that will help defend against any new threats that might threaten their position as a market leader. Also, another objective to achieve is to keep increase their market share of their product. An example of market leaders are: Coco-Cola (soft drinks), McDonald’s (fast food), Caterpillar (large construction equipment), Kodak (photographic film), Wal-Mart (retailing), and Boeing (aircraft). Market Challenger Market challengers are runner-up companies that aggressively attack competitors to get more market share. A market challenger’s strategic objective is to topple down the current market leader and to take over its place. A market challenger will always strive to attack the current market leader, or other firms that matches its own size, or smaller and local regional competitors in hope to be the leader in the product or service which they are offering. In essence the challenger has three strategic alternatives that are available to the company: (a) a direct or head-on attack using either cost/price/value for money as the key strategic variable; (b) an indirect or flanking approach using product differentiation or promotional activities as a way to win consumer’s preference and loyalty; and (c) a by-pass strategy based upon radical innovation through which the challenger seeks to change existing purchasing behavior in favor of a new solution to basic consumer needs. Such examples are like Adidas attempting to beat Nike or Burger King attempting to challenge McDonald’s position as the market leader. Market Follower Market follower are firms that attempt to use strategies to seek stable market shares and to gain profits by following competitors’ product offers, prices, and also marketing programs. Market followers attempt to create a similar to product that is innovative to be sold at a cheaper price comparing to the company who has that similar product. A market follower has many advantages also. A market follower can learn from the market leader’s experience and copy or improve on the leader’s product and programs, normally with much lesser investment compared with the market leader. One such example would be the recent new colors for the Sony’s Vaio Laptops. Once Sony releases their new color design, Dell later would follow in it and would have their personalized laptop colors which could be chosen when purchasing a laptop from Dell. Niche Market A niche market is often portrait as a focused, targetable portion of a market. By definition, then, a business that focuses on a niche market is addressing the need for a product or service that is not being addressed by the mainstream providers. Niche market can be thought as a narrowly defined group of potential customers. For instance, instead of offering cleaning services, a business might establish a niche market by specializing in blind cleaning services. Why should you bother to establish a niche market? Because of the great advantage of being alone there; other small businesses may not be aware of your particular niche market, and large businesses wont want to bother with it. The trick to capitalizing on a niche market is to find or develop a market niche that has customers who are accessible, that is growing fast enough, and that is not owned by one established vendor already. Niche market’s strategies are often targeted towards smaller markets that large companies won’t bother entering. To remain in business, niche marketers would need to create niches, then expand it and finally protecting them or copyright them. The only risk of a niche market is when a larger firm notices the niche market profit and attempt to enter the market with larger resources and capital. Apple iPod The product that I will talk about will be Apple’s iPod. First, I will list down what are the available products, and then I will discuss about their marketing strategy are they using and at now. The reason for choosing iPod, it is because of their current position in the market now and I have knowledge about it since I owned one. Apple’s iPod is one of the top products in the areas of portable media players. It has managed to stay at the top because of their unique software and design that keep consumers wanting it. Their uniqueness is in Apple’s iTunes software in which it is able to transfer music to the iPod devices. As a jukebox application, iTunes is able to store a music library on the users computer and which can either play, burn and rip music from a CD. It’s also to a lot of files like a PDA. Such files such as photos, videos, games, contact information, E-Mail messages, Web bookmarks, and calendars to iPod models that support those features. Apple focused its development on the iPods unique user interface and its user-friendly interface of use, rather than on technical capability. As of September 2007, the iPod had sold more than 110 million units worldwide making it the best-selling digital audio player series in history. Now lets talk about the iPod. Its doing really well. Theyre rather strong. Teehee. Weve sold over 110m to date and youll notice the place where the sales curve is strongest is during the holiday season today were going to refresh or replace EVERY single product in this lineup to get ready for this holiday season. Currently the iPod has a few selections in line. Currently are on sale, are the iPod shuffle, iPod nano, iPod classic and the brand new iPod touch. The iPod shuffle is a digital audio player that is designed and marketed by the company Apple Inc. The purpose for this model is to create a budget model for Apples iPod family. It was announced at the Macworld Conference Expo on January 11, 2005, using the tagline life is random. This model is a new design as instead of storing data on a hard disk, it has been changed to the first iPod to use a flash memory. The current second generation model weighs at only about 15 grams (or 0. 55 ounces). It was introduced in September 2006 along with the revamped fifth generation iPod classic and second generation iPod nano. Later in 2007, as a preparation for the Christmas holidays of 2007, Apple launched a new color which is red. Now currently, the iPod shuffle has nine colors which are: All nine colors of the second-generation iPod shuffle. The bottom rows are the original colors; the top rows are the refreshed colors. Silver units have been available throughout the life of the second-generation shuffle. The iPod nano is one the four portable media player that is designed and marketed by the company Apple Inc. The iPod nano is designed to be as a midrange model in for Apples iPod family. The first generation of this version was introduced in 2005. It also uses flash memory, just like the iPod shuffle. However, this comes with a miniaturized version of the display screen and has click wheel found on the iPod classic. The model has been updated twice since its introduction. This above version is the 3rd generation iPod nano. This nano was announced in a 4 GB version coming only in silver, and an 8 GB version coming in silver, turquoise, mint green, black and Product Red. Recently, Apple has launched the new pink color. The battery now lasts for approx. 24 hours on audio playback and approx. hours on video playback. Steve Job, Co-founder, CEO of Apple Inc. , showing off the new iPod Nano Its incredibly tiny, this is the new nano, and it’s incredibly thin. Its REALLY nice. Huge applause. Let me show you some bigger pictures of it comes in beautiful colors. So whats the video like? New nano: larger 2-inch screen, its going to look the same as it did on the iPod vi deo, its the same QVGA resolution. Weve achieved this with a screen with the highest pixel density weve ever shipped. The iPod classic is a portable media player that is marketed by the company Apple Inc. This model is the flagship model for Apples iPod family. To this date, there have been six generations of the iPod classic. There was also a spin-off called the iPod photo which was later then re-integrated into the main classic line. All the generations of the iPod classic uses a 1. 8-inch hard drive for storage. The word classic retronym was introduced with the introduction of the sixth-generation iPod classic on September 5, 2007. Prior to this, the iPod classics were simply just referred to as iPods. Steve Jobs, Co-founder, CEO of Apple Inc. showing off the new iPod Classic. A little video for everyone, thats what we set out to do with the new nano. We hope you love it as much as we do That brings us to the iPod. The iPod its got a its got a funny name. Its got a funny name. Its time to give it a name: were calling it the iPod Classic because its the original iPod. Ha! Side-by-side view of 6th and 5th generation iPods, respectively, showing interface differences The iPod touch i s both a portable media player and a Wi-Fi mobile platform designed and marketed by the company Apple Inc. The product was officially launched on September 5, 2007 through an event called The Beat Goes On. The iPod touch adds the graphical user interfaces Cover Flow and Multi-Touch to the iPod line and is now available at 8, 16 or 32 GB of flash memory. It also includes Apples Safari web browser and it is the first iPod enabling wireless access to the iTunes Store. Beginning of June 2008, the iPod touch will also have now access to the App Store. The App Store is an upcoming application for the iPhone and iPod touch that is created by Apple Inc. This allows users to browse and purchase applications that were developed for the iPhone SDK The iPod touch has the same multi-0touch interface the iPhone has. Adding new to it is a physical home button off the touch screen. The home screen has a list of buttons for the available applications. All iPod touch models have included with this standard applications: Music, Videos, and Photos (which is collectively duplicating the standard functions of the iPod Classic), iTunes (which providing access to the iTunes Music Store), Safari, YouTube, Calendar, Contacts, Clock, Calculator, and Settings. Later models have been added with Mail (allows to access POP/IMAP/SMTP e-mail), Maps, Stocks, Notes, and Weather, which could also be added to the earlier models with the purchase of a software upgrade. Direct links to web sites can be added to the home screen by the user. Steve Jobs, Co-founder, CEO of Apple Inc. , demonstrating the iPod Touch Let me go ahead and show you the new iPod touch. Again, slide to unlock. Here we are lets go into music. The icons look really strange and sparse on that huge screen. Its freaking us out! Apple’s iPod sales have been increasing over the steady flow of years. Since October 2004, the iPod has been dominating United States digital music player sales. Apple has manage to gain over 90% of the market for hard drive-based players and over 70% of the market for all types of players. During the year, from January 2004 to January 2005, the high rate of sales of Apple iPod caused the U. S. market share to increase from 31% to 65% and in July 2005, this market share was measured at 74%. In January of 2007 the iPod market share finally reached 72. 7% according to Bloomberg Online. With such sales, it is obvious that Apple’s iPod has become a market leader in portable music players in the United States. If Apple iPod wants to remain as market leader, they would have to continue maintaining their pleasing customers with quick response to any troubleshooting problems, making sure that their products have no problem in a product and even after launch, making sure that the products are quickly dealt with. Apple’s iPods are considered a product innovative. This is because so far no one has managed to fully copy the iPods functions. What makes it such a special product? It is because of their software system. Apple’s software is one of the hardest software to be able to modify. Also Apple has created their own jukebox application where users are able to sync songs, photos and videos unto their iPods. This application is the only way an iPod can receive it songs. Thus by doing that, Apple has managed to not only create own portable media players but also a specialized digital media player application for their iPods only. As Apple is not the first of creator of portable media devices, they have rose up to be the first in the United States because of a visionary leader; Steven Jobs. Apple iPods are called consumer products. Consumer products are products or services that are brought by final consumers for personal consumption. Marketers usually classify these products and services further basing on how consumers go about in buying them. What makes iPods so widely acceptable? It is because of their design and style of the product. This is called Product Style and Design where the style can be eye-catching to a consumer and the design is more of a skin deep concept where this is the very heart of the product. Apple has also decided to co-branding with Nike. Co-branding is the practice of using the established brand names of two different companies on the same product. Co-branding has many advantages. When the two products combine, they create a broader consumer appeal and also greater brand equity. In conclusion of this, Apple has managed to become the market leader in portable media players through various ways. Ways such as being a product innovative, having a visionary leader like Steven Jobs and co-branding with brands such as Nike.

10 Career Lessons You Should Learn in Your 20s

10 Career Lessons You Should Learn in Your 20s Every hiring manager is looking for something different- a unique combination of experience and skills. But there are also a few universal skills and values you should always work to keep sharp. Everyone, no matter what place on the job hierarchy, should check in once in a while to  dig deep and  ask yourself  if you’re working at the top of your personal game.Here are 10 of the top lessons working in the current landscape should teach you. Learn them now, and use them to keep your skills sharp and updated.1. Networking MattersYou may hate social media- and hate small talk even more- but social networks are proven to be a crucial factor in professional success. Put some time and effort into broadening yours. Stand by the proverbial water cooler, even if you hate it. And cultivate as wide and diverse a network as you can.2. Keep LearningThe second you decide you’re done learning, or know enough, is probably the second you become obsolete in your industry and in tod ay’s economy. Don’t be left behind. Be the old dog that learns new tricks, acquires new skills, reads up on all the current trends. Even if it weren’t important for success, your life will still be richer for it.3. Failure is ProductiveDon’t give up next time you fail. Think of each failure as an opportunity, or a beginning. What can you learn or improve for next time. What can you try differently? Build up the dusting-yourself-off muscle.4. Teamwork is DreamworkMost potential bosses are going to want you to demonstrate that you can be a team player. Make sure to build the ability to manage others, to delegate, and to build positive working relationships with your colleagues that help you all do your best work and achieve your loftiest goals.5. Organization  is KeyYou won’t get very far if your desk is buried under a pile of messy papers and your time management skills are nonexistent. Start working on prioritizing, systematizing, and setting you rself up to get things done in a timely and tidy fashion. Demonstrate that you can meet deadlines without sacrificing the quality of your work.6. Practice Awareness/AcumenThis is something you can beef up anytime, and might just prove invaluable. Learn what makes a company or industry tick, what works and doesn’t. What are the newest trends, the deepest seated problems? If you can show that you really get what a company is trying to do and achieve, then you’re halfway to getting hired.7. Cultivate IntegrityDon’t be petty or dishonest. Be fair and responsible in all of your dealings and activities. This is seen as a sign of maturity, self-confidence, and trustworthiness and that’s worth a lot in the hiring process.8. Problem SolveYou’ll need this skill throughout your life, not just on the job. But do find a way to demonstrate to hirers that you can attack a problem, find a solution, and get it done. Prove that you can go the extra distance, every t ime.9. Be AwareDiversity is a hugely important issue in the workplace. You should be as sensitive as possible and as aware as possible of other people and other cultures- and be prepared to demonstrate this in your job search. No excuses for ignorance or intolerance.10. Be Open to Trying New ThingsMake sure you have a willingness to try things different ways, to work alone or on a team, to work remotely, work in an office, to work on multiple things at once. Adaptability is a valuable skill that will serve you both on the job and in your life.

Organisational Behaivior Assignment Example | Topics and Well Written Essays - 3500 words

Organisational Behaivior - Assignment Example However, all this changed after 2002, as Luxborough Chiltern increased in size and acquired more employees and projects. The lack of documentation suggests that no formal change management process was implemented and changes made were reactionary and not enacted with the participation of those undertaking tasks. The effects of the absence of a change management programme led to the gradual attrition of skilled labour for a variety of reasons. Certain policies were discontinued without prior consultation or regard to the employees it may affect. Actions such as these, had the effect of invalidating the organisational motto of "Transparency and Fairness for All" as the emphasis was placed on a certain category of employees. This pattern was followed in the reward system with bonuses which excluded a significant portion of the workforce. No consultation were held with regards to salary review, and as a result highly skilled employees have left the organisation as they believe their contribution and qualifications are not adequately recognised and rewarded. Immense pressure was being placed on meeting targets, and this pressure made it difficult for employees to be flexible and meet other commitments for fear of disappointing their respective teams. The list is endless; however the main underlying theme with the problems facing Luxborough Chiltern is that of a lack of communication between the managerial levels and the operational levels. Too many assumptions and judgements are being made which are having an adverse impact on the quantity and quality of the work produced. This lack of communication has been responsible for the resistance to change in this organisation, which has manifested as poor retention rates. If this is not addressed with urgency, Luxborough Chiltern will face a decline as it loses its value - which is its workforce. The recommendations for this situation have to start at the basic level, which is the 8 step change management model, which will form the basis for other additional programmes to rectify this situation. The onus is on the management of Luxborough Chiltern to acknowledge their contribution to this problem, and to recognise that the solutions lie in listening to and involving their workforce. Introduction Following Luxborough Chiltern's (LC) successful amalgamation of several organisations, the organisation has become one of the largest planning consultancies in the country. LC has grown from being a medium sized employer to being one that employs several hundred people. However, it as been an observation that this growth is having a negative effect on LCs retention rate, which is a cause for concern. If our retention rate continues on this downward spiral, this organisation could face serious threats to its reputation, as it would have lost its most valuable resource and the knowledge and expertise entwined within its employees. The problem with the retention rate has really been highlighted by the situation facing the Scarlett team which is now the smallest team in the organisation, and it is also the team that is experiencing a high rate of resignations. The manager for the Scarlett team is new to the organisation and has different

Development of database security Essay Example | Topics and Well Written Essays - 1000 words

Development of database security - Essay Example The database security is concerned with the unauthorized access or misuse of the authorized user which leads to the leakage of personal or potential information. A database is said to be a reliable data storage source if it does not compromise on confidentiality (data security), integrity (the correctness of data) and availability. The integrity of data is dependent on the data gathering and storing process, moreover, if the database could be accessed by unauthorized users can influence the correctness of data. Therefore, it can be stated that the database security is one of the critical factors to be achieved in developing a dependable database. There are many techniques could be utilized for developing a secured database (Kayarkar, n.d) includes the access control (implementing data access rights to the users), database monitoring (to review the actions performed on the database), authentication (identifying the accurate user) and encryption (data encoding). Moreover, the data can be made secure by the application security and database integrity controls. The Elmasri and Navathe in 2004 a methodology have been introduced for developing a database design. The database designing methodology has following three (3) main phases include the Conceptual database design, Logical database design, and Physical database design. As the objective of this document s to present a review of the database security concerns for avoiding illegal access, therefore, the document limits the discussion to the logical database design phase.

What Are The Factors Affecting The Employee Motivation Business Essay

What Are The Factors Affecting The Employee Motivation Business Essay This chapter gives general information and theories about motivation. The need to increase productivity and efficiency in the work place of any organization has led to increasing academic interest in the area of motivation over the years. The business environment is becoming more and more competitive all the time and managers feel pressured to find new ways to motivate their employees in order to keep them committed to the company and give their full performance. Writers have been keenly interested in knowing what factors are responsible for stimulating the ability to work. Many different theories and methods of employee motivation that range from monetary incentives to increased involvement and empowerment have come out over the years and some of these theories are introduced in this thesis. Background of the study Motivation relates to a range of psychological processes that guide an individual toward a goal and cause that person to keep pursuing that goal. Motivation often is described in terms of direction (the choice of one activity over another), intensity (how hard an employee tries) and persistence (how long an employee continues with a behavior, even in the face of obstacles or adverse circumstances). Motivated employees work harder, produce higher quality and greater quantities of work, are more likely to engage in organizational citizenship behaviors, and are less likely to leave the organization in search of more fulfilling opportunities. Moreover, highly motivated employees strive to produce at the highest possible level and exert greater effort than employees who are not motivated (Schultz Bagraim, Potgieter, Viedge, and Werner ( 2003:53). Employees need a range of motivators in order to remain engaged in their work. In response to this demand, employers are looking at how to sati sfy their employees on both an extrinsic, financial level as well as an intrinsic, psychological level. There are plenty of motivational theories emphasizing what it is that motivates people, two of these theories included in this thesis, were Maslows need hierarchy and Hertzbergs two factor theory. Moreover, Maslow (1970) offered his need hierarchy according to which human beings have their needs arranged in a hierarchy such that they are motivated to seek satisfaction of the lower levels of need first. Once that level of need is satisfied it is no longer a motivator, and the person is motivated by the next level up the hierarchy. Referring to figure 1, the basic needs such as shelter, food and warmth are at the bottom level of Maslows hierarchy, which then progresses through physical well-being, social acceptance, self-esteem, to self-actualization (realizing ones own potential). http://25.media.tumblr.com/tumblr_lwnr5m6L4u1qmjqdio1_500.jpg Figure : Maslows hierarchy of needs The first four levels are: Physiological: hunger, thirst, bodily comforts, shelter; Safety and security: out of danger; Belongingness and Love: affiliate with others, be accepted; Self-esteem: to achieve, be competent, gain approval and recognition. According to Maslow (1970), an individual is ready to act upon the growth needs if and only if the deficiency needs are met. Maslows initial conceptualization included only one growth need self-actualization. Self-actualized people are characterized by: Being problem-focused; Incorporating an ongoing freshness of appreciation of life; A concern about personal growth; and The ability to have peak experiences. Maslow and Lowery (1998) later differentiated the growth need of self-actualization, specifically identifying two of the first growth needs as part of the more general level of self-actualization and one beyond the general level that focused on growth beyond that oriented towards self. These needs are: Cognitive: to know, to understand, and explore; Aesthetic: symmetry, order, and beauty; Self-actualization: to find self-fulfillment and realize ones potential; and Self-transcendence: to connect to something beyond the ego or to help others find self-fulfillment and realize their potential. Maslows basic position is that as one becomes more self-actualized and self-transcendent, one becomes more wise (develops wisdom) and automatically knows what to do in a wide variety of situations. Daniels (2001) suggested that Maslows ultimate conclusion that the highest levels of self-actualization are transcendent in their nature may be one of his most important contributions to the study of human behavior and motivation. A second well-known theory in this category is Hertzbergs two-factor theory. According to Herzberg (1959), work motivation is dependent on hygiene factors (salary, prestige) and motivators (achievement, responsibility). A person is motivated if both kinds of needs are satisfied. Herzberg (1987) declared that real motivation is only reached when a person experiences self-growth, which can only be satisfied through work enrichment. http://mathehu.files.wordpress.com/2010/04/herzberg_2.jpg?w=550h=418 Figure : Herzberg ´s Two Factor Theory Herzbergs two-factor theory of job-satisfaction is not new, as a matter of fact; it dates back to 1959 and is the outgrowth of a research study project on job attitudes conducted by (Herzberg, Mausner Snyderman, 1969). Herzberg (1959) addresses the problem of job satisfaction in terms of those factors which cause satisfaction (motivators) and those which cause dissatisfaction (hygienes). Factors which bring about job satisfaction are commonly called satisfiers or motivators and were found from the study to be related to the nature of the work itself and the rewards that result from the performance of that work. The most significant of these involve characteristics that promote an individuals needs for self-actualization and self-realization in his work. These factors are essentially linked to job content, which means they are intrinsic to the job itself. Herzberg analyzed and classified the job content factors or satisfying experiences as follows: Satisfiers Achievement Recognition Work itself Responsibility Advancement Growth According to Herzberg (1959), these factors stand out as strong determiners of job satisfaction with three of them, a sense of performing interesting and important work (work itself), job responsibility and advancement being the most important relative to a lasting attitude charge. Achievement more so than recognition, was frequently associated with such long-range factors as responsibility and the nature of the work itself. Robbins, (2003) emphasized that employee recognition consists of personal attention, expressing interest, promotion, pay, approval and appreciation for a job well done. Recognition which produces good feelings about the job does not necessarily have to come from superiors; it may come from subordinates, peers, or customers. It is interesting to note that recognition based on achievement provides a more intense satisfaction than does recognition used solely as a human relations tool divorced from any accomplishment, the latter does not serve as a satisfier. Schult z, et al,(2003) stated that some ways to improve motivation include good remuneration, effective training and skills development, a proper recognition and reward system, and employee growth prospects. Compared with the satisfiers or motivators are the factors which cause low job attitude situations or job dissatisfaction. Such factors were found from the analysis of the study results to be associated primarily with an individuals relationship to the context or environment in which he does his work, These factors are extrinsic to the work itself and are referred to as dissatisfies or hygiene (or maintenance). Dissatisfiers Company policy and administration Supervision Working conditions Interpersonal relations (with peers, subordinates and superiors) Status Job security Salary Personal Life Details on the methods used by Herzberg and his colleagues to reduce and analyze their research data will not be discussed in this paper. The satisfiers and dissatisfiers that have been listed are referred to as first level factors. Bassett-Jones and Lloyd (2005) suggests that the content theorists led by Herzberg, assumed a more complex interaction between both internal and external factors, and explored the circumstances in which individuals respond to different internal and external stimuli. There has been an enormous increase in research into motivation. Many studies have implicated relation between motivation and other behavioral and organizational variable such as workable levers over work motivation such as comparing job satisfaction, job involvement, and organizational commitment (Moynihan Pandey, 2007). They find that managers have varying degrees of influence over these different aspects of work motivation, with greatest influence over job satisfaction and least influence over job involvement. A number of variables are important for work motivation, including public service motivation, advancement opportunities, role clarity, job routineness, and group culture. Testing an explicit and implicit measure of motivation ( Lawrence Jordan, 2009). Summarizing the result of the study they came to the conclusion that the distinction between two types of motives, is real and determined by different developmental histories, activation by different incentives, and prediction of different types of behavior. Langens, Schmalt and Sokolowski (2005) indicated that, recognizing the motive structure of a person can help us get to know which incentives cause positive emotions and influence the striving for a goal, and, on the other hand, we can predict which situations can cause fear and understand how they can be avoided. Schuler and Prochaska (2001), Zimmermann (2008) stressed that along with the cognitive abilities, general achievement motivation can be viewed as the second career relevant trait, important for both academic and career success. Schuler (2000), Frintrup, (2002) stated that abilities and skills are important prerequisites of successful work performance. But when employees lack job-related motivation, these qualities cannot be fully revealed. Then, high achievement motivation, along with intelligence, becomes relevant and plays an especially important role in situations when no external pressure exists and people have to make independent decisions. As previously mentioned there are many motivational theories, studies and findings about employee motivation, but this thesis will be limited to the use of some of these researches and or motivational theories. Research question and sub questions The research question that shall be answered by the present research is as follows: what motivates employee at their workplace? In order to answer this overarching question, several sub-questions shall be considered, namely: What are the factors affecting the employee motivation? How important are incentives for the employee? To what extend does the economy of Curaà §ao motivates or demotivates the employee? What are the personal factors that can motivate an employee to commit to their jobs? How significant are the companys standard and values to the employee? Also the differences in work motivation in different level of education, age groups and nationalities will be studied. This will be possible through analysis of information gathered from employees working at the three local airlines, using the method of a quantitative research. Local airlines count 3 airlines, namely Insel Air, Dutch Antilles Express and Divi Divi Air N.V. A brief introduction of the local airlines will follow. Insel Air is an IOSA (IATA Operational Safety Audit) certified airline, operating 16 international destinations in 11 countries within the Pan-American region. In South America InselAir operates on destinations Caracas, Valencia, Barquisimeto and Las Piedras in Venezuela, Medellin in Colombia and Suriname. Destinations within the USA include Miami, Charlotte and Puerto Rico. Other destinations in the Caribbean are Aruba, Bonaire, Curacao, Kingston, St. Maarten, St. Domingo and Haiti. Destinations Miami, Charlotte, St. Maarten Curacao and Aruba are used as hubs. Insel-Air s international destinations and hub service give it great strength in creating connectivity within the Pan-American region while focusing on safety, on-time performance and great customer service. Insel-Air offers a Comfort Class next to an Economy Class, free on-board food and beverages, first two checked bags for free and seats with a maximum of 34 inch legroom in Comfort Class. Insel-Air operates approximately 46 flights per day with a crew of 165 employees. Dutch Antilles Express has been providing cargo services since April 2005. With two Fokker 100s DAE operates out of the hub Curacao Hato International Airport to numerous locations across the Caribbean and South America. DAE Cargo has adopted the same principles as its on-time and quality passenger services. Parallel to their expanding flight network, DAE is providing effective and quality services to more and more new locations. With the support of 134 employees, DAE carries passengers and cargo to Aruba, Bonaire, St. Maarten, Sto. Domingo, Caracas, Valencia (Venezuela), Bogotà ¡, Cartagena (Colombia), Paramaribo (Suriname) and Panamà ¡ City. Divi Divi Air N.V., is a small efficient airline giving big services with a team 12 employees. Established in 2001 and based on Curaà §ao, with a ticket office in Curaà §ao as well as Bonaire. Divi Divi Air N.V., locally known as e Divi Divi (The Divi Divi) operates about 7 to 9 flights daily between the islands. They can also cater to your specific needs with charters on demand in the region. Divi Divi operates 3 twin-engine aircraft of which two are nine seat Britten-Norman Islanders. Purpose of the study The following are objectives of this research: To investigate the causes of low employee motivation at the workplace. To identify factors that could improve the level of motivation of employees at the workplace. To suggest strategies that could improve the quality of work-life of their workplace. There are many factors that motivate people intrinsically. The motivational factor of these matters is based on human ´s urge to fulfill certain needs. Not all of them can be applied in work motivation, but the ones that are executable for this purpose are introduced next. The inner motivation factors include; acceptance, the need for approval; curiosity, the need to learn; honor, the need to be loyal to the traditional values of ones clan/ethnic group; idealism, the need for social justice; independence, the need for individuality; order, the need for organized, stable, predictable environments; power, the need for influence of will; saving, the need to collect; social contact, the need for friends (peer relationships); status, the need for social standing/importance; tranquility, the need to be safe; and vengeance, the need to strike back/to win. Reiss (2004) said that these basic desires give people inner work motivation when they seek to fulfill some of these needs. Limitations and delimitations The limitation is being considered in relation to the natural explanation to which the researcher has limited the study and the active choices to limit the study area. This study is limited to existing theories and models, and their influence and limitation on motivation of the employee. The focus will be on independent variables that the airlines and or their employee in one or another way can influence, with exception of the external factors which one cannot control directly but monitor, delimitated in local airlines. Variables that will be used are personal needs, organizational structure and external factors. Of the individual factors, the most important factors will be chosen. For organizational factors it will be limited to study the organizational culture and the incentives, the external factors, the economy will be touched. Approximately 100 employees will be studied in different education levels, age groups and nationalities. Setup of the thesis In chapter 2, a motivation factors model is presented and explained. In this part, the definition of work motivation, factors that influences the work motivation, and different work motivation theories used in the thesis are discussed. Further, different work-related behaviors are introduced and some general information. Chapter 3, the methodology used is explained e.g. the research method, procedures, instruments and representativeness is presented. Chapter 4 and Chapter 5 à ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.. On the last page(s), a reference list of the journals used in this thesis is included.

Differences between family and friends Essay

Throughout our lives we interact in many and varied relationships. These can range from intense emotional and physical interactions, to casual acquaintances. Our ability to bond, congregate and network within these relationships is not restricted to the family or kin from whom we are born; many are the result of friendships formed within our societal settings. We develop friendship relationships within the work place, sporting activities and shared community interests. The commonality of interest can be in residential status, class, race, gender and religious beliefs. The formation of relationships can have a multitude of meanings and importance to the individual, whether formed with family or friends. So how do the importance of relationships between family and friends differ? According to Baker (2001, p.1) â€Å"Our ‘personal’ decisions and lifestyle ‘choices’ are influenced in a myriad, often hidden, ways by what happens in the wider world†. This suggests that as individuals we need the influence of the outside world to assist in our decision-making processes. However, both family and friendship relationships offer a range of external (social) and internal (private) life networks from which the individual or group can access personal and social knowledge, resources and support. The difference in the level, mannerism and depth of needs attended to by both family and friendship relationships must then be discussed to access the importance of each and the role it plays in the life of the individual and society. Friendship Goerg Simmel (in G. Little, 1993, p.31) saw friendship as pure sociability. Simmell â€Å"pictured society as a web of sociability, a subtle balance of delicate exchanges† †¦ â€Å"it was only the name given to the comings and going of human beings, the interchanges that simultaneously link and separate people†. Simmel further describes friends as artists, claiming â€Å"friends must  commit themselves to communicating well, putting all distraction aside†. Simmell’s description of friendship in society, describes the way in which we communicate in our external lives, separate to that of family or kin relations. The communicative commitment we put into these meetings will depend on the level of interaction desired, given our commonality and interest. Therefore, the formation of friendships is based on the attention given to conversation, how well we communicate and the manner in which we construct our communication. All other encounters are purely polite exchanges of greetings between people we meet externally. Friendly interactions can therefore become an extension of our internal family lives. A case study of social networks conducted by Lyn Richards (in Gilding, 1999, p.121-23) of a Melbourne suburb revealed how â€Å"residents constructed a wide variety of relationships with their neighbours†. The social exchange of neighbourhood residents extended to sharing equipment and getting to know each other on a more personal basis, allowing friendship relations to enter the internal domain family life by choice rather than necessity. This offers an interesting perspective to Simmell’s analysis of friendship simply being polite but attentive exchanges of our everyday external lives. It suggests that we not only form friendships externally out of politeness but also  internally to share our family relations. Richards noted however, that the association between friends and family relations are separated by the difference in time spent with family and friends. Edward Shorter (1979, p.231) writes†¦Ã¢â‚¬ in traditional society the kin group counted for relatively little in emotional terms, being primarily a reservoir of material support in emergencies†. The view here is that friendship relations are an extension of family relations, allowing additional resources to be obtained. Friendship is then seen as an important  commodity to completing our hierarchy of needs. Therefore, placing restrictions on the importance and position of family and friendship contributing factors to our family and societal needs, with the extent of these needs measured in material and emotional contexts. Demographically family structures have endured many changes to the way in which family member conduct their lives. Changes to labour market forces, socio-economics and lifestyle choices, have left many with little or no time to conduct friendship relationships within the family unit. The importance of emotional support and mental well-being is then passed onto external avenues such as social services and friendship alliances. Meaning, that whilst our physical needs are being met through income support (wages, benefits), our emotional needs are neglected over time taken to achieve our physical and material needs. Therefore, positioning friendship relations as an important aspect of our familial and societal structure. Talcott Parsons (in van Krieken et al, 2000, p.328) described the functions of the nuclear family as the â€Å"primary socialization of children and the stabilization of the adult personalities of the population of society (1955a, p.16). Parsons analysis of  socialisation and stabilisation functioning describes the family as a secure and sociable entity, capable of providing both social learning and emotional well-being. To support Parsons description Bell and Zajdow (in Jureidini and Poole, 2003, p.275-76) describe the family â€Å"as an entity where people have their emotional needs cared for by a wife or mother has displaced the household whose primary purpose was to produce goods for the material well-being of family members†. The descriptions of families given here, lead to families providing emotional support for its members, similar to that of friendship relationships. How can we determine at this point, which is more important? Family support and learning can be contained within the family, kept private and discussed with members whom share common kin ties. The emotional support of friendship risks private consultation becoming public and has no biological status. Therefore, the family as a social and emotional provider is viewed as more important. The difference and diversity of families and friendship relations as pointed out in Shorter (1979, p.231-41) may provide insight into the importance of family dynamics. Shorter describes a variety of family and kin units, their origins and values placed on human contact. The research shows that despite having sociable human contact, preference is given to remaining close to family and kin, and protecting the family unit from external intrusion. Thus, providing the family with a direct sense of purpose and well-being for the individual, a place of sanctity and security when the outside world is no longer required or available. Our experiences of the world are subjective, we engage in both physical and emotional stimulation to suffice our needs. However, the main source for supply and demand of these needs is found in our value of our family and kin relationships. Family values are found in family traits, traditions and familiarity of its members and Family and Friends 5 its stability in a demographically changing social world. In this sense, friendships may come and go; however, family values will always remain, placing an emphasis on the importance of families. Where do families achieve their stability and security? The structural functionalism of families can assist in maintaining stability and security, through its ability to â€Å"provide individuals with the opportunity for  emotional support, companionship, sexual expression, reproduction and the socialisation of children†Ã¢â‚¬ ¦Ã¢â‚¬ They maintain social order and control through disciplining their children and other members† (Baker, 2001, p.73). The ability of families to maintain social and familial control provides members with a sense of self-control over ones life. A setting to which they can return to safe in the knowledge that emotional, physical and material guidance and support can be sought. Therefore, positioning the family as a place belonging and familiarity. Conclusion There appears to be little doubt that both family and friends play and important role in ones life. To measure to importance we cannot ignore the difference and diversity of both family and friendship relationships. For some the relationship of friends is extremely important, for others it is the relationship of the family. To assess why friendship relationships appear to be more important, it is essential to recognise the demographic changes that have occurred in the past and the rate at which changes occur in the present. Family dynamics now share a variety of different relationship structures such as, defacto, stepfamilies, same sex partners,  adoption and foster parenting. All of which have their own unique set of values, social and cultural traits. The apparent multitude of difference and diversity of both family and friendship arrangements, in an ever-changing world, may embrace the need for external relations outside the family. Friendship relationships can become symbolic of demographic changes, be non-compliant with family traditions and have the flexibility to endure future change. Thus, placing an importance on the need and value of friendship relationships.

Body Language Essay - 704 Words

Body Language and Nonverbal communication Nonverbal communication is defined as the conscious and unconscious reactions, movements, and utterances that people use in addition to the words and symbols associated with language. Nonverbal communication is very important since 50 percent or more of the message were trying to get across is conveyed by verbal communication. The first verbal message to be aware of is facial expressions. The face is what people first focus on so its obviously important to be aware of what message were giving off with our face. Suspicion and anger are often shown by tightness along the jaw. Smiles are proof of agreement and interest, but dont bite your lip because that signals uncertainty. Next to†¦show more content†¦Sitting forward or leaning forward in a chair may show a positive interest to what is being discussed. Also, sitting back in a chair, or on the arm of a chair, or on the edge of a table shows superiority and power. Although, Leaning away suggests disinterest, distrust and even boredom. Posture that is rigid can show inflexibility and defensiveness. Sloppy posture conveys disinterest in the topic being discussed. Proxemics is next to consider and refers to â€Å"the personal distance that individuals prefer to keep between themselves and other individuals and is and important element of nonverbal communication.† This is a very serious and meaningful part of the selling process because the distance you put between yourself and the other person can affect the outcome of the sale. If the salesperson doesnt give enough space between them the customer may feel threatened, intimidated, and that the salesperson may be manipulative. If the salesperson gives too much space the customer may view the salesperson as being apprehensive, aloof, formal or too rigid. The intimate zone which is 0-2 feet around the person is specifically for loved ones such as family members. 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