Training and development Literature review Example | Topics and Well Written Essays - 2000 words

Preparing and improvement - Literature survey Example Along these lines, this implies it is progressively getting hard to characterize the board at the contemporary working environment because of irregularities in both the old style conceptualization of the executives and the genuine reasonable items of the executives in associations today, because of difficulties of the evolving condition. As per Andre De Waal et.al 2009 p.180, Vietnamese banks are progressively constrained to discover methods of improving execution to expand their seriousness in the profoundly serious Vietnamese financial industry. Rivalry frequently results to shortage of assets and decay of profits on venture particularly where associations have a low market quality contrasted with adversaries, and this absence of seriousness may in the long run outcome to hierarchical disappointment. Andre De Waal et.al presents on the a lot under explored subject of superior association and attributes of elite in the Vietnam banking industry, and a portion of the major HPO factors featured incorporate, however are not constrained to, nature of the executives and workforce quality. Quality administration involves setting up and keeping up trust associations with the human factor of the firm on all levels by esteeming staff steadfastness, approaching them decently with deference, understanding individual needs, notwithstanding promising conviction and trust in others. A HPO additionally builds up its workforce via preparing them to get key abilities and capacities, giving them chances to gain from others, and empowering innovativeness in the achievement of assignments through execution audits. The banks in the Vietnam banking division have gone under expanding strain to actualize preparing programs in light of the inescapable weights in the financial business, to accomplish both seriousness and manageability in the long haul. Ha Thu Vu and Sean Turnell 2010, p.115 states that the financial parts the world over have been dependent upon significant changes in th e course of recent decades through various factors, for example, deregulation, mergers and acquisitions, budgetary freedom, notwithstanding other change and rebuilding programs. They watch this developmental pattern in the Vietnamese financial industry that began with the change of Vietnam’s banking framework from a mono-level to a two-level financial framework; residential Vietnamese banks later experienced quick rebuilding programs, budgetary deregulation, and got incorporated into the worldwide monetary frameworks. Ha Thu Vu and Sean Turnell look at the cost productivity of the Vietnamese financial industry by consolidating the monotonicity and concavity limitations in ascertaining the cost outskirts utilizing the Bayesian methodology. What's more, this group of writing presents that the Vietnamese financial industry has experienced quick change projects to recapitalize the banks, to rearrange the board exercises, to improve staff aptitudes, and upgrade execution. This exp loration further sees that the general advancement of the financial business change has been inconsistent with the productivity of the Vietnamese banks staying negligible. Quang Truong et al 2010, p.75 feature the unavoidable spotlight on creating and dealing with the HR particularly in the light of the quest for upper hand and expanding

HR services Essay Example | Topics and Well Written Essays - 1000 words

HR administrations - Essay Example While there are an extraordinary assortment of clients of human asset administrations (HR administrations) inside an association, this exposition will distinguish three key clients, recognize two key requirements for every client, and clarify how they can be organized One utilization of the human asset office is through the recruiting and terminating of workers. In such matters, all parts of the association depend on the human asset division to guarantee that representatives are screened appropriately and when there are huge disciplinary issues that they be discharged. In certain respects, the human asset office can went up against with clashing needs in this classification; in such matters, it’s fundamental for the division to take care of an earnest need, however in many occasions handle these issues in the request they happened. Another client of HR is upper level administration, through worker record keeping; inside this administration the essential needs are for the utili zation of representative records, while keeping the records private from individuals from the association that are not conscious of them. In such matters, it’s essential for HR administrations to keep rigid record keeping, yet in addition to remain profoundly aware of which authoritative individuals are conscious of the particular recorded substance. Different clients of HR benefits inside an association are section level representatives. These representatives use HR administrations for both preparing projects and remuneration and advantage the board. In certain respects, there might be an irreconcilable situation here, as similar people answerable for preparing the division are liable for deciding pay rewards. In such matters, it’s important to have an outside division, for the most part the board, lead reports that will factor into worker progress reports and at last rewards. 2. Recognize at any rate 3 strategies for correspondence proper to representatives at variou s levels ? Among the various strategies for correspondence proper for representatives at various levels, this article will think about three fundamental sorts (‘Workplace Communication’). The primary kind of correspondence is verbal correspondence. Verbal correspondence speaks to the most immediate and maybe viable type of correspondence. The disadvantage of verbal correspondence is that it doesn't leave a record of the discussion that occurred, nor is it generally feasible for upper level administration to verbally address all the worries of section level, or low-level workers. In such matters, another degree of correspondence that is successful is composed correspondence. Composed correspondence capacities to create a reasonable and justifiable message in a setting that considers the people actualizing this correspondence procedure to guarantee there is a record of their correspondence. In such matters, composed correspondence is significant in issues wherein the indi vidual accepting the message is of high significance. It’s likewise successful when the message is unpredictable and it is helpful to have the option to survey the message. The last kind of correspondence that is considered is visual correspondence. For the most part outwardly correspondence is actualized through introductions from upper level to bring down level workers, yet it can likewise be executed in introductions that address upper level hierarchical individuals, as a methods for advising them regarding announcements, or proposing potential changes. Eventually, visual correspondence is best for addressing bigger crowds, or as far as elucidating hard to understand material through graph structures; at last it can exhibit business models or models profoundly successfully that couldn’t in any case be explained through verbal or composed specialized techniques. 3. Depicts the key parts of compelling assistance conveyance including: ? Administration conveyance has ta ken on an assortment of logical implications, clarifying and exact meaning of the different parts of the

Kirkpatrick, Jeane Duane Jordan

Kirkpatrick, Jeane Duane Jordan Kirkpatrick, Jeane Duane Jordan kûrkpa ´trik, kûrpa ´â€" [key], 1926â€"2006, U.S. public official, b. Duncan, Okla. Originally a Democrat, she was professor of political science (1967â€"1980, 1986â€"2002) at Georgetown Univ. when President Reagan chose her (1981â€"85) to be the U.S. permanent representative to the United Nations . There she gained a reputation for independent thought and pointed advocacy of U.S. positions, often criticizing the United Nations itself. Upon leaving the United Nations, she became a Republican and returned to teaching at Georgetown. She also served on several government commissions and was associated with the American Enterprise Institute, a conservative thinktank, from 1978 until her death. Among her books are Political Women (1974) and Dictatorships and Double Standards (1982). The Columbia Electronic Encyclopedia, 6th ed. Copyright © 2012, Columbia University Press. All rights reserved. See more Encyclopedia articles on: U.S. History: Bi ographies

John Lewis Partnership Semi Automated National Distribution Centre - Free Essay Example

Sample details Pages: 5 Words: 1573 Downloads: 1 Date added: 2017/06/26 Category Business Essay Type Analytical essay Did you like this example? JOHN LEWIS PARTNERSHIP: SEMI AUTOMATED NATIONAL DISTRIBUTION CENTRE (SANDC). INTRODCTORY PARAGRAPH: John Lewis is a well reputed and formalized partnership in a particular industry. It has a distinctive structure, being the countryà ¢Ã¢â€š ¬Ã¢â€ž ¢s largest cooperative where all 70000 permanent staff members are partners in top retail business which situated in the UNITED KINGDOM (UK). Don’t waste time! Our writers will create an original "John Lewis Partnership: Semi Automated National Distribution Centre" essay for you Create order Partners are enjoying and getting benefits and profits which equally shared between them, where JOHN LEWIS partners feel comfort that they are partners in well reputed and top 10 retail partnership business in the UK rather than ordinary employee in an ordinary company or in someone else business. JOHN LEWIS partnership business consist in various department stores which called with name of partnership business, couple of JOHN LEWIS at home stores, multiple Waitrose supermarkets and various other business with a huge turnover which consist in billion dollars. A partnership business sell high-quality goods under a slogan of à ¢Ã¢â€š ¬Ã‹Å"never knowinglyà ¢Ã¢â€š ¬Ã¢â€ž ¢ undersold which the company has used for over seventy five years. The stores typically stock more than 350000 product lines, ranging from fashion to furnishings and households goods. From above details we have formalized that JOHN LEWIS partnership business depends on supply chain management now for better unde rstanding about supply chain we need to consider under the following details: The concept of supply Supply refers to the quantity of a good that existing suppliers or would be suppliers would want to produce for the market at a given price. As with demand, supply relates to a period of time-for example, we might refer to an annual rate of a supply or to a monthly rate. The quantity of a good supplied to a market varies up or down for two reasons. (a) Existing suppliers may increase or reduce their output quantities. (b) Companies may stop production altogether and leave the market, or new companies may enter the market and start to produce the good. If the quantity that JOHN LEWIS competitors want to produce at a given price exceeds the quantity that households(consumers) would demand, there will be an excess of supply, with companies competing to win what sales demand there is. Over-supply and competition would then be expected to result in price-competitive ness and a fall in prices. Factors influencing the supply quantity The quantity supplied of a good depends, as you might expect, on prices and costs. More specifically, it depends on the following factors. Costs of making the good Prices of other goods Expectations of price changes Changes in technology Other factors. However, although JOHN LEWIS maintain its competitive advantage through SWOT analysis. (a method of environmental analysis looks at an organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s internal strengths and weaknesses as well as external opportunities and threats, known as SWOT analysis). SWOT analysis can be used in one of two ways. (a) The organization can develop resource-based strategies which enables the companies to extend the use of its strengths. This is common in retailing, for example, as supply chain business extend their own brands from food to other areas. (b) The business can develop positioning-based strategies. In other words identifying what opportunities are available and what the company has to do exploit them. In discussing competition , JOHN LEWIS can take competitive advantage by using Porter(competitive strategy) distinguishes between factors which characterize the nature of competition. In one industry compared with another(eg in the chemicals industry compared with the clothing retail industry, some factors make one industry as a whole potentially more profitable than another( ie yielding a bigger return on investment). Factors within a particular industry lead to the competitive strategies that individual firms might select. Five competitive forces influence the state of competition in an industry, which collectively determine the profit(ie long-run return on capital) potential of the industry as a whole. The threat of new entrants to the industry. The threat of substitute product or services. The bargaining power of customers. The bargaining power of suppliers. The rivalry amongst current competitors in the industry. JOHN LEWIS can sustain in a particular industry due to they decided necessitated growth from launching further warehousing and it was decided that the best way to complementing the existing distribution infrastructure was to introduce a SEMI-AUTOMATED NATIONAL DISTRIBUTION CENTRE (SANDC) to handle small sized items , employing the latest technology so as to improve efficiency and accuracy. The SANDC is designed to enable item-level picking and thus reduce the need for back store facilities. Furthermore, the SANDC assemble goods in the planogram(i.e. layout sequence) of each individual store so that items can easily be placed on the store shelves. The business case is thus based on substantial store economies as well as warehouse operational economies. The warehouse is designed to be environmentally friendly with such feature as; solar panels storm water collection 15% roof lights Automated lightening control system. In addition, JOHN LEWIS could measure their partnership business performance through different specific ratios such as profitability ratios, liquidity ratios and working capital management ratios. In short JOHN LEWIS partnership business manufacture the house hold goods, basically those business who given services rather than manufacture something likely intangible products these businesses suitable for measure by SWOT analysis instead of measured through different specific ratios which are discussed above but here scenario is different JOHN LEWIS partnership business is a manufacturing business so that they could both the phases either SWOT analysis or different specific ratios for measuring a partnership business performance. Now, we try to understand the ordering and receiving system of the JOHN LEWIS partnership business which discuss below: JOHN LEWIS partnership has well reputed goods receiving system where mostly goods are received packed in cartons on pallets because a partnership business manufacture sensitive house hold goods, these are moved by reach truck onto a lift which raises every pallet to the appropriate handling height so that the goods can be extracted checked and placed into plastic tote bins. The tot bins are then normally transported by conveyor directly to the à ¢Ã¢â€š ¬Ã‹Å"miniloadà ¢Ã¢â€š ¬Ã¢â€ž ¢ automated storage and retrieval system or order storage and retrieval storage areas although some of the goods are received in tote bins in the correct quantities and pre advised electronically by the supplier using an ADVANCE SHIPPING NOTIFICATION (ASN). Initial look of demand pattern that is full tote bins required directly from supplier to the partnership business, material received by authorized store keeper in specific store department, count the all inventory items then generate GRN(GOODS RECEIVED NOTE) then sign it by the store keeper and a single copy of generated GRN dispatch to ordering and purchase department instead of if they opt an alternative option that is goods picked from suppliers picking station that could be unsuitable and odd one because if they received material from picking store of the supplier so that number of issues could arise one is that supplier store clerk may have lack of time to draw the intentions of every customer and customer may face defective material problems. JOHN LEWIS should continue their operations via the website and call centre to customers, by this could happen customers easily received their respective ordered goods from retail stores for collection and direct deliveries although they have to be considered relating to future demand because demand growth continuously increasing by the home shopping and store channels. In addition they have also to be consider technical and inventory availability issues relating to customer demand , it could happen that customers may face trafficking in JOHN LEWIS partnership website at time of placing the order addition cu stomer may face difficulties in placing the order through telephone calls although, they have to be determinant for implementation of future planning matters that is detail and allowed sufficient time for testing the equipment and information technology, resolving equipment and software issues and ramping up to full operation. For continuous improvement, first JOHN LEWIS have to be determinant for implementing the future plan although they could have more efficient in terms of timely deliver the goods either placed the order by customers via online and telephone calls or purchased the goods from store channels of the partnership business by doing this they may also improve their service levels for existing customers and new ones. Furthermore they may sustain in a particular market industry as we obtained the understandings from the earlier paragraph. CONCLUSION: JOHN LEWIS partnership is going track for future success, it depends on SANDC (SEMI AUTOMATED NATIONAL DISTRIBUTI ON CENTRE) which fall in UK top 10 retail businesses and has a distinctive ownership structure where every employee serving their duties as an independent partner in a business. Furthermore it has business increasingly day by day and their intentions to implementation the planning regarding future relating matters by happened this JOHN LEWIS partnership business have own the professional experts and qualified management which they are going to right track along with the business although they have no issue regarding going concern , still business is profitable and have good anticipated results even though they still hold the enough capital and there is not seeing to withdraw the investment and finance by investors in future. RECOMMENDATIONS: JOHN LEWIS keep satisfy the customers in placing the orders and mainly dispatch the goods, it has to be efficient to retain in a particular industry and for upgrading the rank in UK retail businesses, again we intend to focus of determinat ion the future plans of the business to repel any ambiguity which could be harmful for the business in the future.

Health Policy Health Care Policy - 1241 Words

Health care Policy Health policy refers to the decisions, plans, and actions that are undertaken with the purpose of achieving specific healthcare goals within a certain society (Lindsay, 2005). According to the world health organization, an explicit health policy is capable of achieving several things. It states a vision for the future, which helps to establish targets for medium and short term. A brief history of universal healthcare efforts in the US In the 1800, the German and British systems were developed by governments in power as a defense to counter expansion of the socialist and labor parties. These governments used insurance against the cost of sickness in order to turn benevolence to power. The government of United States took no actions to subsidize voluntary funds. The federal government left matters to the states and voluntary and private programs (Lindsay, 2005). In the progressive era, President Roosevelt Theodore supported health insurance because he believed a strong nation needs well people. In 1906, the American association of labor legislation led the campaign for health insurance. Rhode Island congressional representative introduced new proposal in 1958 in order to cover hospital costs for old people on social security. Community Health Nurse Community health nurses have adapt to providing care to the public including churches, health clinics, shelters, the homeless and schools. Community health nurses provide comprehensive care to patients withinShow MoreRelatedHealth Care Policy Is An Anomaly Among Industrialized Nations Essay1580 Words   |  7 Pagesapproach to health care policy is an anomaly among industrialized nations. 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It is an interactive process with multiple points of access providingRead MoreHealth Care Policy10795 Words   |  44 Pagesmillion people, will be without health care insurance because coverage will be too expensive (CQ Health beat News, 2005). The United States spends more money on health care than other industrialized nations but is the only one that doesn’t ensure health care coverage for all citizens. Every year, approximately 18,000 unnecessary deaths occur because of health insurance lacking in the United States, (Institute of Medicine [IOM], 2002). Proponents of universal health care coverage say this problem isRead MoreRole Of Policy On Health Care Essa y1094 Words   |  5 Pages Role of Policy in Health Care Student Name Institution Affiliation â€Æ' Role of Policy in Health Care Ek, R., Goolsby, L., Wengrovius, E. (2011).The national policy outlook for 2011. Policy Practice, 69(1), 16. 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These three countries all had a very different take on how to provide healthcare to the public but they also all managed to do so with a low government GDP. The United Kingdom is a capitalist democracy with a health care system that tries to support it’s views of an economic, political and social economy. There

The Importance of Training to Quality Free Essays

string(137) " must encourage employees to initiate process improvements and new ways of responding to customers’ needs – but in a controlled way\." Introduction Many theorists have suggested that it is crucial to adequately train stuff in order to improve the overall quality of the service or product offered. Today employers are increasingly depending on the skills of all their employees for improvements in efficiency, quality and customer service (Motwani, Frahm, Kathawala, 1994a). This review will focus on the findings of the main theorists in the quality management field and their views on the importance of employee training. We will write a custom essay sample on The Importance of Training to Quality or any similar topic only for you Order Now It will outline the factors which influence employee training and suggest how quality training should be implemented. The review will also provide some insight into alternative methods of quality employee training. The Importance of Training to Quality Motwani, Frahm, Kathawala (1994b) state that training is the critical variable in the success or failure of a company’s quality improvement programme. They go on to say that training enables a company’s workforce to acquire the skills needed to improve and maintain the quality production process. As the challenge of improving product and service quality becomes more important for all organizations so does the challenge to the training and development profession (Motwani, et al. 1994a). Motwani, et al. , (1994a) agree with other authors such as Cocheu (1992) and Ishikawa (1976), that quality begins and ends with training. According to Kaeter and Cothran (1992), training influences the process that help to improve quality. Ishikawa (1976) who has been a leader in stressing employee participation and the man who advocated the use of cause and effect diagrams (also known as ishikawa diagrams) to diagnose quality problems, has stressed that it is crucial to train managers and employees to improve quality. Deming (1982) notes that all employees should be trained continually as the needs of the customers are constantly changing over time. It is not enough to hire good people for the business organisation. They constantly have to acquire new skills for new materials and new methods of production. Deming (1982) considers training to be a long-term investment in people and the future of the company. Continuous training helps employees to improve their quality performance and the quality of the work processes they are responsible for (Deming 1982). When identifying key practices of quality management, most authors agree that training is an important factor. Saraph, Benson Schroeder (1989) list training as one of the eight critical factors of quality management. Lakhal, Pasin, Limam (2006) go on to state that employee training and employee participation are two of the eight critical factors of quality management. Eight key employee practices to improve quality have also been suggested by Smith (2001) and they are: recruiting, selection, retention, teamwork, training and development, appraisal, rewarding quality and employee involvement. Just knowing that training is important is not enough; training must also be effective (Cocheu, 1992). Cocheu (1992) proposes that to improve quality, organizations can use a six-step strategy, which includes: 1. Preparation, 2. Planning, 3. Awareness, 4. Deployment, 5. Implementation, and 6. Continuous improvement. This strategy should be supported by a six-phase training approach: 1. Understanding and commitment, 2. Quality management systems, 3. Improvement teams, 4. Customer service, 5. Process improvement, and 6. Advanced quantitative methods. Each phase of the quality training curriculum should build on the preceding hase of the training to give people at every level of the organization the knowledge and skills they will need. This includes both the employees and the management. (Cocheu, 1992) The Importance of Management to Training Most authors agree that quality management is crucial for the successful training of the employees. Without the wholehearted commitment of top man agement, spending time on quality training is pointless. Employees look to management to see if a company is really serious about quality training. If the management does not commit itself to change than the workers will not do so either (Motwani, et al. 1994b). Successful implementation of any change programme requires proper education and training of those who would be involved in the implementation process (Ernest Osseo-Asare Jr Longbottom, 2002). Management needs to be sincere and to devote adequate time and resources to the on-site training effort so that employees believe it is important. Whether on-site or off-site training is employed, the skills learned by employees need to be applied immediately. If this is done, employees will receive the quality message (Motwani, et al. , 1994b). Anjard (1995) argues that it is no longer a luxury or a question as to whether Total Quality Management (TQM) philosophy should be adopted. He states that â€Å"unless we adopt the concepts of continuous improvement, we are guaranteeing organizational obsolescence†. TQM is a visionary movement which represents a final recognition of a management philosophy that encourages employees to share responsibility for delivering quality services and products. Commitment from the top as well as a willingness to transform an organization from the bottom up is essential for effective implementation. More importantly Anjard (1995), goes on to say that effective TQM managers lead, coach and mentor amongst other things and that managers must train everyone and provide them with the knowledge, skills and tools needed for continuous quality improvement. Mathews, et al. (2001) add that the training that underpins quality management determines the likely effectiveness of the quality initiatives undertaken. Quality is achieved where employee satisfaction results from high-quality management, which places great importance on employee motivation and morale (Crome, 1998). Clear objectives in line with vision should be shared with staff through proactive leadership, highlighting areas that work well, creating champions of good practice and being supportive and motivational (Curry Lyon, 2008). Donaldson (2004) states that achieving true quality takes much more than just learning the basic skills and technical concepts, you also have to get the human element right. This means providing education and training opportunities for all involved, plus support and empowerment from above. The author adds that emphasis should be placed on employee empowerment and training to improve quality of service. Bharadwaj Karkera (2001) add that it is not realistic to think that mangers can achieve control by simply hiring good people, aligning incentives and hoping for the best. Today’s managers must encourage employees to initiate process improvements and new ways of responding to customers’ needs – but in a controlled way. You read "The Importance of Training to Quality" in category "Papers" Also, the employees must be told specifically what is expected of them. Specific training makes employees more confident and reduces staff turnover rates. This in turn increases quality (Pollitt, 2006). Smith (2001) agrees and states that employee involvement is positively linked with improved quality. As a result of this employee empowerment, some trainers responsible for self-guidance of the development process, become concerned that the philosophy implies their role within the organization will eventually become redundant. Quality control managers have subsequently discovered that the move to TQM has not reduced the importance of their job role. In fact, quite the reverse is usually the case because the quality manager’s new responsibilities as quality facilitator and mentor across all aspects of the organization’s activities is inevitably more rewarding and demanding than their old role of â€Å"organizational gamekeeper† (Chaston, 1994). Many companies have established written quality requirements for the products that they produce but few have developed internal requirements that must be met as process flows from one operation to another. Still fewer have developed requirements for the process itself – what must be done in what order to produce a conforming output (Oversmith, 1990). The author stresses the importance of using recognition systems that encourage participation and the involvement of employees in the quality process. Oversmith (1990) adds that companies achieve quality by making every single employee a â€Å"quality manager†. Each employee has to know what part they are playing in the quality improvement process. It begins when the employee is orientated into the company. The employee learns the requirements expected of all employees as well as the specific requirements for the job to be performed. This initial training should be followed up within the first few weeks of employment by formal quality education to stress the importance of the individual’s role in the quality improvement process as well as specific actions an employee is expected to take to avoid or eliminate quality nonconformance (Oversmith, 1990). Formal training in group problem solving and the proper use of teams to eliminate quality problems further prepares an employee to participate in improvement process. Smith (2001) also agrees that team based learning is important and suggests that incentives should be used to promote quality. Incentives for Quality and Alternative Methods of Training In order for the employees to use their training and improve the quality of the products/services, the management must provide them with incentives. If valued incentives exist for desired behavior, training that enables such behavior is likely to succeed as well: Many people receive a fixed amount of pay for the hours they work. They will not make more money immediately if they do a better job and they will not receive less, unless they are fired, for doing a poorer job. So, for these people, pay is an incentive for being present and for doing a minimally acceptable job – and not much more than that. Fortunately for employers, other incentives exist: approval and compliments, respect and trust, access to valued resources – tools, people, a window with a sunny view, awards, increased power and authority, more interesting or desirable assignments (Allen, 2003). Allen (2003) suggests that employers consider providing meaningful and memorable experiences through interactive multimedia to help employees see how the impact of their work determines the success of the group and ultimately affects quality. Burns (2005) suggests use of e-learning to train employees to improve quality. The key being interactivity. E-learning provides the potential to bring quality to life. When people are having fun, they won’t realize how much they are learning. If the average employee doesn’t enjoy learning he or she won’t absorb much about quality. Computers allow simulations to be built as an aid to learning and this is very relevant in lean Six Sigma training where factors such as throughput, work in progress, touch time and cycle time interact could be difficult to demonstrate. This would not just be effective but it will also be more enjoyable and people learn better when they are enjoying the learning experience (Pollitt, 2007). Pattison (2001) agrees that activities and interactivity make learning and training more enjoyable. Burns (2005) adds that humor is another means of providing motivation to learn about quality. Conclusion Upon review of literature on the importance of training to product and service quality it is evident that staff training is a vital part of any quality process. Quality products and services depend on a quality workforce. In order to sustain competitive advantage companies need to develop and implement quality training measures. A strong support from management is needed to constantly motivate and facilitate the employees training. Investing in employees training directly correlates with how the quality of the company’s products and services is viewed. If training continues to improve, if it continues to reinforce quality messages, then employees will believe quality truly is the foundation of their company’s long term culture. References Allen, M. (2003). Training rewards good performance. Quality, 42, 28-29. Anjard, R. P. (1995). Keys to successful TQM training and implementation. Training for Quality, 3(1), 14–22. Bharadwaj, G. , Karkera, R. (2001). Employee training in quality in the new millennium. Quality Congress. ASQ’s †¦ Annual Quality Congress Proceedings, 517-528. Burns, T. (2005). E-Learning: The Future of Quality Training. Quality Progress, 38(2), 50-56. Chaston, I. (1994). Managing for Total Training Quality. Training for Quality, 2(3), 11-14. Cocheu, T. (1992). Training with Quality. Training Development, 46(5), 10. Crome, M. (1998). Call centres: battery farming or free range? Industrial and Commercial Training, 30(4), 137. Curry, A. , Lyon, W. (2008). Call centre service quality for the public: a Scottish framework for the future. Managing Service Quality, 18(2), 194-208. Deming, W. E. (1982). Quality, Productivity and Competitive Position. Cambridge: MIT Press. Donaldson, D. P. (2004). Getting the People Part Right. Quality Progress, 37(7), 6. Ernest Osseo-Asare Jr, Longbottom, D. (2002). The need for education and training in the use of EGQM model for quality management in UK higher education insitutions. Quality Assuarance in Education 10(1), 26-36. Ishikawa, K. (1976). Guide to quality control. Tokyo: Asian Productivity Organisation. Kaeter, M. , Cothran, T. (1992). Pioneering Quality Training. Training(April 1992), 13-18. Lakhal, L. , Pasin, F. , Limam, M. (2006). Quality management practices and their impact on performance. International Journal of Quality Reliability Management, 23(6), 625-646. Mathews, B. P. , Ueno, A. , Periera, Z. L. , Silva, G. , Kekale, T. , Repka, M. (2001). Quality training: findings from a European survey. The TQM Magazine, 13(1), 61-68. Motwani, J. G. , Frahm, M. L. , Kathawala, Y. (1994a). Achieving a Competitive Advantage through Quality Training. Training for Quality, 2(1), 35-40. Motwani, J. G. , Frahm, M. L. , Kathawala, Y. (1994b). Quality Training The Key to Quality Improvement Training for Quality 2(2), 7-12. Oversmith, G. E. (1990). Developing Employee Ownership of the Quality Improvement Process. 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Carmex case study free essay sample

1. a. the Advantages and disadvantages for the Carmex Marketing Team in collecting data to narrow the flavor choices from three to two using an online survey of a cross- section of internet Households are : AdvantagesDisadvantages 1. This is a way of marketing research tool. 2. May Gain a new Likes to the Brand. 3. Increase Carmex brand name known ability. 4. Survey over the internet will be less cost. 5. Encourage the new customers to give it a try as internet households interested in online coupons and products ads and etc,. 1. Has a very broad Segment to target that may end up but not giving the answers they needs. 2. Household may not like to complete a survey that involves writing their names and giving out their personal details. 3. The results will not be accurate enough to build a marketing research â€Å"in a result of inaccurate segmentation†. 4. Takes lot of time â€Å"time consuming†. 1. b. the Advantages for the Carmex Marketing team in collecting data to narrow the Flavor Choices from three to two using an online survey of Carmex Facebook Likers. We will write a custom essay sample on Carmex case study or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page AdvantagesDisadvantages 1. Facebook is not just a social media but it is a marketing research tool. 2. Help to Target Exactly their Marketing Segment. 3. Receive Answers that are accurate that doesn’t have to be filtered later â€Å"on our Consumers or not consumer basis†. 4. Increase the interactivity between Carmex Brand and Its consumers†likers†. 5. Carmex will receive the Answers very quickly â€Å"within 5 minutes Carmex will receive dozen votes and, by the end of the business day Carmex can very easily have over 500 Responses. Accordingly to the Textbook. 6. This will help to increase the likers engagement. 7. This is an opportunity to increase Facebook community or potentially. †Gerst Adds in textbook. 8. Reduces the cost of the marketing research to find the 2 favorable flavors. 1. Consumers can be less likely to respond to a survey that has to enter data or writing statements. They prefer multiple choice styles of surveys. 2. May not receive a very accurate number of responses as not all the number of the likers are the number of the engaged customers that will respond to the survey, unless they do the contest +poll. 3. Survey on Facebook only will not drive new Likers to Carmex Facebook page. Answers of Question # 2: a. The engagement and likes are really measuring: â€Å"Engagement† measures how ACTIVE its Facebook Audience with the brand. â€Å"Likers† are the NEW â€Å" likers† to the brand’s Facebook Page. b. For Carmex the more important is the â€Å"Engagement â€Å" , because at any time Carmex likers can posts a comment on the Carmex wall, likes its status , or replies to one of its posts, the engagement level increases. The easiest way for Carmex to grow the number of â€Å"likes†on its facebook page its through contests and promotions. If it gives away prizes, people will be drawn to its site and its likes will increase . However these people may not actually be fans of the Carmex product so at the end of the promotion they may unlike Carmex or they may remain fans but not engage with the Carmex page at all . the people who were already on the page were there because they like Carmex and are engaged . According to the textbook. That’s why the engagement is more important to Carmex than Likes. Answer of question # 3: a. The Consumer Engagement on a brand page on Facebook is evoked by the â€Å" Engagement Strategy using a poll as consumers get engaged to a page Brand such as Carmex when the brand make polls to know their opinion , As where more Votes means more Engagement . According to figure 2 in textbook. b. The consumers get attracted to like a brand Facebook page by Contests, Promotions and prizes that the brand page give it away to the Likers and this techniques is used to get a new customers to like the page Answer to Question # 4: a. The Advantages of using a fixed – alternative poll question on facebook are : oThis is quick. oAnonymous oAnd will lead to more people to vote b. The open- ended questions is better to be used when a company has a new product to launch and need their consumer opinion as this type of question is used to distinguish purposes and require the marketer â€Å"evaluator† to interpret and analyze date in different ways. Answer to Question # 5: a. If I had a limited budget and two weeks to decide which two flavors to put into Quantitative testing, I would have chosen the â€Å"poll Only â€Å" for 3 reasons: 1. Poll strategy is faster than others 2. Less cost than the contest strategy. 3. Increase the Engagement between the consumers and the brand b. If I had a sizable budget and two months to make the same decision I would have chosen the combined strategy â€Å"use the poll and contest â€Å"as a marketer what i need is to increase engagement to my brand and to increase the Likers as well. So by using this strategy I will reach both by posts the poll question on the Facebook page wall I will drive the engagement and by creating a contest for a limited edition flavor will promote new likes.