Breakfast Eating Habits †UK †April 2014 Report by Researchmoz Essay

Operators could look to marketing to reposition breakfast as a way to connect people or to offer a bit of me-time before tackling the day, reminding consumers that, for example, a bowl of porridge or a crumpet with butter is worth savouring. Full Report With TOC @ http://www. researchmoz. us/breakfast-eating-habits-uk-april-2014-report. html Table of Content Introduction Definition Abbreviations Executive Summary. The market Figure 1: UK retail value sales of selected breakfast foods, 2008-18 Market factors Rise in consumer expenditure and confidence Sugar is an ongoing concern Demographic changes are set to impact the breakfast market Companies, brands and innovation Hot cereals see biggest growth in NPD Figure 2: Share of new product launches in typical breakfast food markets, by sub-category, 2011-13 The consumer Almost all adults eat breakfast at home, more than half doing so every day Figure 3: Frequency of eating breakfast, by location, February 2014 Breakfast cereals are most popular at home, hot rolls/sandwiches when out of home Figure 4: Types of breakfast foods eaten at home and out of home, February 2014 Ease of preparation is most important when eating breakfast at home Figure 5: Factors influencing choice of breakfast products at home and out of home, February 2014 Three in 10 tend to eat breakfast with others, while the same number enjoy taking their time Figure 6: Attitudes towards breakfast, February 2014 What we think All Latest Market Research Report @ http://www. researchmoz. us/latest-report. html For More Information Kindly Contact: Email: sales@researchmoz. us WebSite:http://www. researchmoz. us/ Blog: http://industryresearchnews. blogspot. com.

Alcoholic Beverage and Energy Drink Essay

The main objective of Hector Beverage Pvt ltd is to capture the market and positioned the brand in the mind of the customer. The main targeted customers are college students,sports person. Since the beverage segment is a diversified segment . The competition is high and there are many more supreme brands and it is difficult for a new brand to capture the market. ACKNOWLEDGEMENT No task whatever big or small can be completed without proper guidance and encouragement. It gives us a great pleasure to our deep sense of gratitude and reverence to every person who created a congenial atmosphere for successful completion of this project. In doing this project, I have been extremely privileged to receive support from a large number of knowledgeable people. I am deeply indebted to Mr Neeraj Kakkar (CEO), Mr James Paul Nattal (CFO), Mr Suhas Misra (COO), Miss Ujwala Mishra (HR EXECUTIVE ) Mr Gaurav Sharma (Area manager) for giving me the opportunity to undergo my project in their esteemed organization and for giving their timely suggestions & valuable guidance. I would like to express our gratitude and profound thanks to Mr Pravat Shrivastsv (Senior coordinator), Miss Shilpa Puri (Faculty), International Management Center, New Delhi for his valuable sustained, guidance, invaluable suggestions and constant encouragement without which it would not have been possible for us to complete this project. TABLE OF CONTENTS Topic| Page no. | Cover page| | Title page| | Certificate| | Acknowledgement| | Preface| | List of figures| | List of Tables| | Executive Summary| 7| Introduction of Report| 9| Company Profile| 11| Literature Review| 18| Objectives| 19| Research Methodology| 20| Findings & AnalysisConclusion| 3435| Recommendations| 36| Limitations| 37| Biblography| 38| Annexture| 39| | | LISTS OF FIGURES: List of Figures| List of Tables| Page No| Figure 1:Pie graph for gender | Table 1| 22| Figure 2:Bar graph for coming across an energy drink| Table 2| 23| Figure3:Bar graph for regular curstomer| Table 3| 24| Figure4: Bar chart for tasting energy drink| Table 4| 25| Figure 5: Bar chart for tasting Tzinga| Table 5| 26| Figure 6: Bar chart for new awareness about Tzinga| Table 6| 27| Figure7: Bar chart for rating Tzinga flaviur| Table 7| 28| Figure8: Bar chart for tzinga providing advantage| Table 8| 29| Figure9: Bar chart of tzinga in any other flavour| Table 9| 30| Figure10:Bar chart for rating Tzinga accordance to price| Table 10| 31| Figure 11:Bar chart for comparision of Tzinga to other drinks| Table11| 32| | | |. | | | EXECUTIVE SUMMARY Hector Beverages brings new experience to the Indian consumer. The company have used some natuaral herbs which is good for human health that emerges from scientific observation/ analysis of nature and creates tasty beverages, associating with leading companies and personalities. Cases in point is the first launch:Tzinga, lemon and mint flavor with natural herbs Gaurana and Zingsing. This product has a delicious taste of lemon mint with natural herbs Isolate with . Natural herbs are used to susstitute the amount of caffeine which is injurious to health . Its unique taste mekes it different than any other energy drink. And it has low amount of calories lowest calories. It is perfect for hard working days. They have these extremely meaningful products which are going to give them a competitive advantage over other products. INTRODUCTION The present world is fast moving world people are very busy and do not have time to take proper meal and consume mostly junk food which are high in calorie content and bad for health. it results in many different problem. Due to high intake of junk foods and low consumption of high nutrient value food people are suffering from more and more alments. in order to stay healthy and fit ,people should take proper nutritional content food. So Hector Beverage have launched new energy drink which has completely new flavor like lemon and mint which is completely drink from other enrgy drink. Hector is mainly targeting college students and office employees. So Hector is conducting many promotional activities to create an awareness So the main objective of Hector Beverage is to Create brand awareness for Tzinga. INTRODUCTION OF PROJECT Beverage industry is one of the fast growing industries in India . it can be divided into two sections i. e. carbonated and non-carbonated. the carbonated drinks that can be further classified into cola, lemon orange, mango and apple segments. Marketing includes all the activities like promotion, distribution, advertising etc. To fulfill all the segments of consumers. Marketing is also to convert social needs into profitable opportunities. So this topic provides all the essentials to theoretical knowledge with practical knowledge and to inculcate the efficiency. It is also requirement for the company to improve their service and product quality for achieving their ultimate goal. Beverages can be classified into 2 types ALCHOHOLIC BEVERAGE An alcoholic beverage is a drink containingethanol, commonly known as alcohol. Alcoholic beverages are divided into three general classes: beers wines, and spirits. Alcohol is a psychoactive drug that has a depressanteffect. A high blood alcohol content is usually considered to be legal drunkenness because it reduces attentionand slows reaction speed. Alcohol can be addictive, and the state of addictionto alcohol is known as alcoholism. The production and consumption of alcohol occurs in most cultures of the world, from hunter-gatherer peoples to nation-states. Alcoholic beverages are often an important part of social events in these cultures. In many cultures, drinkingplays a significant role in social interaction — mainly because of alcohol’s neurological effects. NONALCHOLIC BEVERAGE A non-alcoholic beverage is a beveragethat contains less than 0. 5% alcohol by volume. Non-alcoholic versions of somealcoholic beverages, such as non-alcoholic beer (â€Å"near beer†) and cocktails(â€Å"mocktails†), are widely available where alcoholic beverages are sold.alcoholic wine undergo an alcohol-removal process that may leave a small amount of alcohol. Because of this, some states have legal restrictions on non-alcoholic beer and wine. | ORGANIZATION PROFILE HECTOR BEVERAGES The beverage offerings in the developed world are so much better than those in the developing world. Beverages in the US and Europe are an important delivery mechanism for nutrients (macro, like protein and micro- vitamins and minerals) while in the developing countries they are little more than (as we have noted) sweetened fizzy water. Hector Beverage Pvt Ltd. is here to bridge the gap, to challenge the beverage majors and their attempts to maintain the status quo which they have been doing for all the years they have been in business. The beverage game is bound to change, for the better and Hector intends to be the people doing it Hector is a beverage company with a twist. Now that does not really mean that Hectors products have a dash of lemon (some of them, in the future mayindeed but that’s well besides the point). The twist is that Hectors beverages are meaningful. Hector beverages believes, and believe with a lot of intensity, that beverages have to be more than fizzy, sweetened/ flavored water. Worldwide beverages contribute a lot to the consumer’s health- delivering macro- nutrients (protein) and micro (vitamins and minerals) and there is no reason why that should not be the case in the developing world. Well, no reason apart from the fact that the beverage giants have a vested interest in sustaining the status quo as that keeps cost down. Hector beverages is the new kid on the block that aims to take on the beverage majors by offering real value to the consumer- thats it, so simple- just healthy, tasty drinks, no celebrities, no Santa Claus, no bells, no whistles. Hector associates itself with this story. As it is a very small player, new one also, in an industry which is so dominated by major players like Coke and Pepsi, it still believes that it will survive and win customers. Hector knows of what are the fundamental shortcomings of the existing beverage players- their inertia, and smugness and their commitment to status quo. So, Hector Beverages think that this Hector Vs Achilles will also be a contest of historic proportions, albeit with a significantly different outcome MISSION Hectors mission statement is as follows: 3 our mission is to serve people by Quality, Healthy and tasty protein drink. VISION Hectors vision is to capture Delhi and NCR market by providing quality, healthy and tasty protein drink at a suitable price to keep people healthy and fit. VALUES We thought about this and decided to have this section not because every company seems to have something reasonably rich to say on its values. We realized that this is the beginning of differentiation and our values to us are just some of the fundamental things that excite us. As some poet, forgotten cruelly by literature must have aptly noted: â€Å"with more self-serving nonsense we will not bore further thee but, instead, just spread out for your reading pleasure our values three†. 1. Audacity: For obvious reasons. a new business is anyway tough. The fact that we would be taking on the Beverage Behemoths makes it even more exciting. We love thinking big and are in it because we want to ask the big boys to â€Å"bring it on† 2. Rooting for the underdog: The underdog can’t but try harder. As the bona-fide underdog in the beverage market we have a vested interest in rooting for the underdog. 3. Integrity: All irreverence aside, we are committed to the greater common good and unwaveringly so. COMPANY HIGHLIGHTS The firm has started its operation to fulfill the need of the market segment that still have not been fulfilling properly. Hector Beverages brings healthy, tasty beverages to the Indian consumer. The company strives to bring the best for human health that emerges from scientific observation/ analysis of nature and creates tasty beverages,associatingwithleadingcompaniesandpersonalities. Cases in point are the first two launches: Frissia (TM) Chocolate Protein Drink and Frissia(TM) Vanilla Protein Drink. These products are a delicious blend of Soy Protein Isolate with natural identical chocolate or vanilla flavor for really busy people. Soy’s benefits for health are well recorded but a significant barrier to adoption has been its bitter after taste that we have taken care of in this blend. Its as good as any chocolate/ vanilla stuff that the consumer may consider. And, at the lowest calories/ gram of complete protein its perfect for work-days spent in meetings and working on laptops/ blackberries. Hector also brings about a genuinely new approach to market- dropping political correctness for an honest communication with consumers in all interactions. In short, we have these extremely meaningful products and are going to talk quite straight to our consumers. These are exciting times for Hector- do get in touch if you find all this interesting and want to be a part of Hector, in any capacity. Hector Beverages, a pioneer in the Indian Functional Beverages industry, recently announced the launch of their newest product – Tzinga Energy Drink. Tzinga is made with a powerful blend of ingredients to avoid those energy slumps we know all too well, and keep mind and body performing at their best. * Unlike existing energy drinks, Tzinga tastes great and is availalable for the very reasonable MRP of Rs 20. * Tzinga comes in a case with 12 pieces * Tzinga will be available at 2,000 stores around Delhi NCR starting April 7th, and is scheduled to launch in Bangalore by the end of April. INGREDIANTS * Tzinga consists of lemon and mint. * Also certain natural herbs like GUARANA and GYNSING (which are South American herbs) NUTRITIONAL INFORMATION(per 100ml): Water, sugar , lemon juice concentrate| 0. 75%| Caffeine| 0. 03%| Energy| 44kcal| Carbohydrate| 11g| Protein| 0g| Fat| 0g| 1. TARGET MARKET * Above 18 years * College students * Office employes * Sports person * Fitness freaks person RECOMMENDATIONS * Not applicable for Children below 18 * Also not applicable for pregnant women and lactating women * Not recommended for diabetic patients * Not more than 2 packs should be consumed in a day FOUNDER MEMBERS CEO PROFILE: Mr Neeraj Kakkar- His corporate career started after he completed his MBA from MDI, Gurgaon in 1998. He worked with Union Carbide and later Wipro before joining. Coke in 2001. He had an amazing run with Coke- the kind that becomes a part of Corporate Folklore, with the high point being his time in Bangalore when he seemed to have settled the much-touted Cola battle conclusively. In 2008, he headed to Wharton to do a second MBA and is now in the thick of the action as CEO of Hector Beverages Private Limited, India CFO PROFILE: Mr James Paul Nattal- James, Wharton alumni with Hector. After his Chemical Engineering from Brigham University, he worked with Dow Chemicals for six years and is what many call a packaging geek- so for him the form is the substance, the medium is the content. His packaging expertise ensures that when you buy our products, most of your money is not going to the packaging, as it does in the case of all other beverage companies. He is responsible for having created a number of food and beverage packaging concepts across the United States and Europe and heads the product development function for us. COO PROFILE: Mr Suhas Misra Suhas did his MBA from IIM Calcutta (Class of 2003) and joined Coke from campus. He had the kind of start that, again, Corporate Folklore, would describe as sensational- with astronomical growth rates being registered in rural Rajasthan. In 2005 he moved to Nokia, before, in 2006, starting ChannelPlay- India’s first integrated Sales Process Outsourcing company (www. channelplay. biz) and now is the COO of Hector Beverages Private Limited. Competators- Since the Beverage industry is a big diversified segment. There are many potential strong competators in this segment. Various beverage like milk, tea, coffee, beer, whisky, protein drink, energy drinks, soft drinks etc are all competitors for each other Tzinga with its unique flavor can create a niche in the market. Tzinga is the only energy drink which have used natural herbs. but the real competator of Tzinga is Red Bull . Redbull have been dominating the energy drink market since 6 yrs. To name a few potential competitors, the leading beverage manufacturing companies in India are Coca-cola, Pepsi-co, UB group, Hindustan Unilever Limited, Tata tea, Dabur foods, , Nestle India, Sula wines, CCD, LITERATURE REVIEW A traditional definition of a brand was: â€Å"the name, associated with one or more items in the product line, that is used to identify the source of character of the item(s)† (Kotler 2000, p.396). The American Marketing Association (AMA) definition of a brand is â€Å"a name, term, sign, symbol, or design, or a combination of them, intended to identify the goods and services of one seller or group of sellers and to differentiate them from those of competitors† (p. 404). Within this view, as Keller (2003a) says, â€Å"technically speaking, then, whenever a marketer creates a new name, logo, or symbol for a new product, he or she has created a brand† (p. 3). He recognizes, however, that brands today are much more than that. As can be seen, according to these definitions brands had a simple and clear functions identifiers. Before the shift in focus towards brands and the brand building process, brands were just another step in the whole process of marketing to sell products. â€Å"For a long time, the brand has been treated in an off- hand fashion as a part of the product† (Urde 1999, p. 119). Kotler (2000) mentions branding as â€Å"a major issue in product strategy† (p. 404). As the brand was only part of the product, the communication strategy worked towards exposing the brand and creating brand image. Aaker and Joachimsthaler (2000) mention that within the traditional branding model the goal was to build brand image ; a tactical element that drives short-term results. Kapferer (1997) mentioned that â€Å"the brand is a sign -therefore external- whose function is to disclose the hidden qualities of the product which are inaccessible to contact† (p. 28). The brand served to identify a product and to distinguish it from the competition. â€Å"The challenge today is to create a strong and distinctive image† (Kohli and Thakor 1997, p. 208). Concerning the brand management process as related to the function of a brand as an identifier, Aaker and Joachmisthaler (2000) discuss the traditional branding model where a brand management team was responsible for creating and coordinating the brand’s management program. In this situation, the brand manager was not high in the company’s hierarchy; his focus was the short-term financial results of single brands and single products in single markets. The basic objective was the coordination with the manufacturing and sales departments in order to solve any problem concerning sales and market share. With this strategy the responsibility of the brand was solely the concern of the marketing department (Davis 2002). In general, most companies thought that focusing on the latest and greatest advertising campaign meant focusing on the brand (Davis and Dunn 2002). The model itself was tactical and reactive rather than strategic and visionary (Aaker and Joachimsthaler 2000). The brand was always referred to as a series of tactics and never like strategy (Davis and Dunn 2002). OBJECTIVES * Maintaining positive, strong growth each year not withstanding seasonal sales pattern. * Achieve a comprehensive output in market penetration. * Increase customer satisfaction simultaneously. * A double to triple digit growth for the first five years. * Maintain a significant research and development budget to enhance future. * Product developments. * To take in fresh minds as interns and permanent recruits to lead the organization to a greater development path. RESEARCH METHODOLOGY Descriptive strategy is used since we have to collect the primary imformation from Tzinga customer. A descriptive research intends to present facts concerning the nature and status of a situation, as it exists at the time of the study. Sample Design a). Sample Unit A business organization whether it is a mall, college canteen, shops is considered as one entity and would be considered as a 1 sample unit. b)Sample Size- A survey was conducted where sampling and sales were taking place. A sample size of 100 is taken. c)Sampling Technique- Sampling technique here used is non-probability simple random sampling. We considered it as area sampling since the research is focus onto a particular area. We will be using the NON – COMPARATIVE scaling technique and will be using the LIKERT scale in which 5options will be given ranging from strongly disagree to strongly agree. d)Sampling Area –. The area which was taken was South Delhi where I focused on shops and college. Data Collection a)Sources – Primary data collection method is used as data was collected directly from responded through questionnaire. questionaire were both open and closed . And ranking method is used to measure the degree of agreement and disagreement. b)Tools- Various statistical tools like pie-chart, is used to represent the data and interpret them DATA ANALYSIS Q1. . Gender a) Male b) Female | | Frequency| Percent| Valid| Male| 48| 60. 0| | Female| 32| 40. 0| | Total| 80| 100. 0| FIGURE 1 Analysis-This shows that male samples are more than female sample. Q2. Did you taste any energy drink before? (a) Yes (b) No Table 2Gender * Did you tatse Tzinga before? Crosstabulation| Count| | | Did you tatse Tzinga before? | Total| | | YES| NO| | Gender| Male| 23| 25| 48| | Female| 14| 18| 32| Total| 37| 43| 80| Figure 2 Analysis-This was a comparative study done between male and female. Out of total 48 samples of male 23 have tasted tzinga and 25 have not tasted it. also in the case of female out of 32 ,14 have tasted Tzinga and 18 have not tasted Tzinga. Q3. Where did you come across an energy drink? (a)Television (b)Newspaper (c)Magazine (d)Promotion event | Table 3|. | | Where did you come across an energy drink| Total| | | Television| Newspaper| Magazine| Promotional Event| | Gender| Male| 24| 3| 3| 18| 48| | Female| 19| 2| 0| 11| 32| Total| 43| 5| 3| 29| 80| Figure 3 Analysis-Again in the case of 48 respondent ,24 male responded have come to notice about energy drink through television,3 through newspaper,3magazine,18 through promotional event Q4. Which energy drink did you taste ? (a)Red bull (b)XXX (c) Clould 9 (d)Barn Table 4Gender * Which energy drink do you taste Crosstabulation| Count| | | Which energy drink do you taste| Total| | | Red Bull| XXX| Cloud 9| Barn| |. Gender| Male| 24| 10| 8| 6| 48| | Female| 11| 9| 9| 3| 32| Total| 35| 19| 17| 9| 80| Figure 4 ANALYSIS Out of 48 males 24 have take Redbull,10xxx,8 clould9barn. And in the case of female side 11 have taken Red bull,9xxx9 clould 9 nad 3 barn. Q5. Are you a regular consumer of energy drink? (a)yes (b)no Table 5 Gender * Are you a regular consumer of energy drink? Crosstabulation| Count| | | Are you a regular consumer of energy drink? | Total| | | YES| NO| | Gender| Male| 16| 32| 48| | Female| 11| 21| 32| Total| 27| 53| 80| Figure 5 ANALYSIS Out of 48 males,16 are regular consumer of energy drink and 32 are not regular consumer. And in the case of female out of 32 ,11 are regular consumer and 21 are not regular consumer. Q6. Have you tasted tzinga, the new launch ever? (a)yes (b)no Table 6 Gender * Have you tasted Tzinga the new launch ever Crosstabulation| Count| | | Have you tasted Tzinga the new launch ever| Total| | | YES| NO| | Gender| Male| 17| 31| 48| | Female| 12| 20| 32| Total| 29| 51| 80| Figure 6 ANALYSIS Out of 48 responded 17 have tasted tzinga before and 31 have not heard about Tzinga. And out of 32 females 12 have tasted Tzinga before and 20 have not. Q7. When did you first hear about tzinga? (a)promotion (b)friend (c)salesman Table 7 Gender * When did you first hear about Tzinga Crosstabulation| Count| | | When did you first hear about Tzinga| Total| | | Promotion| Friend| Salesman| | Gender| Male| 30| 13| 5| 48| | Female| 18| 13| 1| 32| Total| 48| 26| 6| 80| Figure 7 ANALYSIS Out of 48 male responded,30 have heard about Tzinga thrugh promotion activities,13 through friend and 5 through salesmamAnd in the case of 32 female responded 18 have heard about Tzinga though promotion 13 through friend. Q8. How much would you rate the flavour of Tzinga? (a). Excellent (b). Good (c). Average (d). Poor (e). Very poor. Table 8Gender * How much do you rate the flavour of Tzinga Crosstabulation| | | | How much do you rate the flavour of Tzinga| Total| | | Excellent| Good| Average| | Gender| Male| 3| 32| 13| 48| | Female| 3| 23| 6| 32| Total| 6| 55| 19| 80| Figure 8 ANALYSIS Out of 48 male responded,3 of them think that the flavor of Tzinga is excellent ,and 32 of them rate Tzinga as good ,and 13 of them average. In the case of female responded 6 of them think that it is excellenet ,23 are good and 6 average. 9. Would you say the design of the product Tzinga provides it an advantage when it comes to catching the eye of the customer? If Yes –How well? (a) Excellent (b) Good (c) Average | | Table 9| | | | would you say the design of the product catch the eye of the customer| Total| | | Excellent| Good| Average| | Gender| Male| 2| 30| 16| 48| | Female| 2| 24| 6| 32| Total| 4| 54| 22| 80| Figure 9 ANALYSIS Out of 48 male responded 2 think that the design is excellent,30 think that it is good 16 think that it is average in the case of emale respondent 2 think that it is excellent,24 think that it is good and 6 think that it is average. Q10. How much would you rate the value aspect accordance to its price? (a) Excellent (b) Good (c) Average (d) Poor (e) Very poor Table 10 Gender * Value of the aspect according to price Crosstabulation| Count| | | Value of the aspect according to price| Total| | | Excellent| Good| Average| | Gender| Male| 4| 39| 5| 48| | Female| 4| 21| 7| 32| Total| 8| 60| 12| 80| Figure 10 ANALYSIS Out of 48 male responded think that it ha excellent quality accordance to its price,39 think that it is good according to its priceand 5 that it is average according to its price. IN the case of females 4 think that it is excellent ,21 think that it is good and 7 think that it is average. Q11. How would you rate tzinga in comparision to other energy drinks? (a). Excellent (b). Good (c). Acverage. (d). Poor (e). Very poor Table 11 Gender * Rate Tzinga with respect to other energy drinks Crosstabulation| Count| | | Rate Tzinga with respect to other energy drinks| Total| | | Excellent| Good| Average| | Gender| Male| 2| 26| 20| 48| | Female| 2| 9| 21| 32| Total| 4| 35| 41| 80| Figure 11 ANALYSIS According to the samples 2 people think that Tzinga is excellent ,26 think that it is good and 20 are average. And in the female segment 2 think that it is excellent ,9 think that it is good and 21 think that it is average. FINDINGS From the following project we can draw inference that Tzinga is new to the marketand is being liked by the people . People prefer this drink due to its unique flavor and intensity. Thought people are not that much aware of the product male are more exposed towards the product and have showed positive response towards it. CONCLUSION * The Tzinga is more liked by the youngsters of age group (21-25). * Tzinga is liked by the customers basically its design , price and taste. * The promotional activity is not liked by the customers. So they are not attracted too much towards this new brand. * The opinion does not vary as per the Genders of the customers. * The variation of taste and price will affect the preference of Tzinga. * The opinion of Tzinga is same for all age groups of people basically about the promotional activities. RECOMMENDATION * Television advertisement and promotional activities must be put up. * The distribution channel should be made strong. * Different diversified flavor must be introduced in the market. * Tzinga should be introduced in other parts of Indian Market. LIMITATIONS 1. The should be different flavours ,the lemon taste are not liked by many people. 2. Due to strong brand positioning by Red bull,it will take time for Tzinga to get established. 3. The availability of Tzinga is limited,it is not available in every store . 4. As zinger is a new brand,it suffers from identity crises BIBLIOGRAPHY: 1. Malhotra, Naresh K. Marketing research and applied orientation, (2010), Prentice Hall, New Delhi, Vol. 5, pp. 613-623, pp. 468. 2. Kotler, Philip and Armstrong, Gary, Principles of marketing, Pearson Publication. REFERENCES: * http://en. wikipedia. org/wiki/Promotion_(marketing) * http://hectorbeverages. com/about_us * http://hectorbeverages. com/hectors_values * http://hectorbeverages. com/home * http://hectorbeverages. com/homers_hector * http://www. adams-graphic-design-advertising-agency. com/point-of-purchase. html * http://www.aistriss. jp/old/lca/ci/activity/project/sc/report/030319_document/S2-1-Mont. pdf * http://www. eurelectric. org/Download/Download. aspx? DocumentID=2965 ANNEXTURE QUESTIONAIRE Name- Phone number- 1. Gender a)Male b)Female 2. Did you taste any energy drink before? (a)yes (b)no 3. Where did you come across an energy drink? (a)Television (b)Newspaper (c)Magazine (d)Promotion event 4. Which energy drink did you taste ? (a)Red bull (b)XXX (c) Clould 9 (d)Barn 5. Are you a regular consumer of energy drink? (a)yes (b)no 6. Have you tasted tzinga, the new launch ever? (a)yes (b)no 7. When did you first hear about tzinga? (a)promotion (b)friend (c)salesman 8. How much would you rate the flavour of Tzinga? (a) Excellent (b) Good (c) Average (d) Poor (e) Very poor 9. Would you say the design of the product Tzinga provides it an advantage when it comes to catching the eye of the customer? If Yes –How well? (a) Excellent (b) Good (c) Average (d) Poor (e) Very poor 10. How much would you rate the value aspect accordance to its price? (a) Excellent (b) Good (c) Average (d) Poor (e) Very poor 11. How would you rate tzinga in comparison to other energy drinks? (a) Excellent (b) Good (c) Average (d) Poor (e) Very poor.

Elderly Drivers Informational Essay

Informational Essay Currently there is an extremely important issue that the public should understand more about due to its enormous impact on many citizens. This issue pertains to the safety concern surrounding the elderly while operating a motor vehicle past the age of 70 years old. This debate whether old people should be allowed to drive is often brought up by younger drivers, the reality is that all able bodied people who are physically and mentally healthy should be able to drive but as we grow older it is inevitable that our health will decrease.There are many different arguments on this subject and seems to be a widely spoken debate amongst road users regarding each of their opinions on the possible changes to be made addressing this concern. We can examine the argument by first generally summarizing each side of the argument and their position with supporting evidence of each sides common claims. One of the most common claims made by advocates for the elderly drivers are as following even though the initial licensing procedures vary greatly in the United States.However, those who tend to favor the allowance of elderly citizens to drive on their own, likely believe it is an insult to senior citizens ability to drive and do not support the newly suggested regulations in order for any citizen over the age of 70 to be considered for their license renewal. Most states generally allow license renewal if there are no suspensions on the driver’s license and may require appearing in person. Aside from the general requirements previously stated there are two aspects of the license renewal process that seem to vary substantially among states.Which are the length of time between renewals as well as some additional requirements that may possibly be imposed on older motor vehicle operators. Such legal requirements currently exist in 28 states as well as the District of Columbia who, specifically states that an applicant shall not be required to retake the wri tten exam or road test based solely on advanced age. This regulation is imperative in exemplifying current licensing laws in the other states and their positions held regarding this matter. Some of the more southern states even allow certain privileges or rewards for elderly drivers.For instance, in both Oklahoma and Tennessee, the license renewal fees are reduced for drivers that are 60 years of age or older. Tennessee in particular also permits current drivers past the age of 65 and over to retain a driver’s license which will be indefinitely valid without an expiration date. The laws created by these states contribute to the increase in older drivers and supports their rights. The ability to drive represents a freedom and independence from relying on anyone else, and allows us to feel self-sufficient and capable.It is the belief of many that older drivers should be allowed to drive without any verification of his/her competency and that the elderly should be able to operat e a vehicle independently at their own discretion on the road and renew their driver’s license, without first screening for safety requirements. A survey conducted on www. surveycentral. org, showed a 76. 5% majority of those surveyed in a research study voted that older people should be able to drive if they can pass a driving test.The parties who wish to not enforce further driving laws pertaining to elderly people also believe that a loss of mobility to an elderly person tends to diminish their sense of independence and self-confidence leaving them feeling stranded or alone and ultimately leads to a decrease in the overall quality of life. The author Liisa Hakamies-Blomqvist in her essay â€Å"Older Road Users† supports this position with statistical evidence and research when she reports the following statement: â€Å"Older drivers do not have a higher accident risk than others.They do however have a higher risk of being injured or killed in accidents because of w ith their age there is increasing physical frailty†( Hakamies-Blomqvist, 1997). The license renewal of the elder drivers may pose a problem among older citizens who will soon be approaching this age of evaluation, that are not likely to be cohesive with this proposal for various reasons. The fact that they are soon approaching this period in their life as they are getting older, and certain rights are undoubtedly being taken away from them with mandatory evaluations/examinations can be seen as a human rights issues.However, the main concern held in this matter lies in the safety and well-being of all vehicles including passengers and drivers. According to a recent study by Carnegie Mellon University in Pittsburgh and the AAA Foundation for Traffic Safety, based on data from 1999-2004 displays statistics to support the claim that laws should be enforced and can be seen in the following surprising fatality rates for drivers: â€Å"Which begin to climb after age 65, and from age s 75 to 84, the rate of about three deaths per 100 million miles driven is equal to the death rate of teenage drivers.Even worse for drivers 85 and older, the fatality rate skyrockets to nearly four times higher than that for teens† (AAA Foundation for Traffic Safety, 2004). Various statistics show similar results when comparing fatalities and crash rates involving elderly drivers and is a concern for many people. This concern is exemplified by the following statement by Barbara Harsha, executive director of the Governors Highway Safety Association. It's a huge problem, and we really don't have any solutions to it yet,† â€Å"We need to keep moving on it and try to find solutions as quickly as possible†(Harsha, 2004). This is a continuing problem and will only increase in severity as the boom of newly aged senior citizens grows rapidly, and will inevitably be driving on the road with us. This seems like an issue we should be addressing as citizens, however we have n’t been able to come up with any compromise or solution to resolve this problem as of yet.As far as seeing a visible improvement in statistics from any changes made in this effort seem that the only measure scientifically proven to lower the rate of fatal motor vehicle accidents involving elderly drivers is to require the seniors to appear at motor vehicle departments in person to renew their licenses. Research demonstrates that senior citizens who drive are involved in more fatal car accidents than any other driving age group. However, while senior drivers do pose a risk, losing the right to drive may also possibly lead to isolation or depression.Even though many states have implemented various restrictions on senior drivers in an attempt to fix the problem, there have been no successful results overall regarding this issue and so far all attempts seem to be inadequate to fully address the issue and resolve this situation. Therefore, the current challenge that seems to be f acing the community regarding transportation safety is how to provide the elderly with the easy mobility that they are used to having, while at the same time focusing on safety as a main priority.

Whole Foods Market Inc 2005 Case Study Example | Topics and Well Written Essays - 750 words

Whole Foods Market Inc 2005 - Case Study Example Considering that customers insist on green products or products that pose no threat to the environment, they are more aware of eating food that has no side effects to their bodies. Most foods have been blamed for causing different ailments and for their low nutritional value, which has resulted in increased awareness among consumers on the need to stay healthy by watching what they eat. Whole Foods Markets Inc. is a company that takes care of these worries from consumers. The company offers natural healthy foods that are valuable in a market crowded with canned inorganic foods. Whole Foods in its provision of natural foods makes a wide range of natural food available to its consumers. The company is currently the only firm operating in a waterfront seafood facility after acquiring Pigeon Cove (Hitt, Ireland & Hoskisson 334). The company enjoys a monopoly in production of fresh seafood, which is a delicacy for many fish lovers. The other sustainable competency that makes Whole Foods c ompetitive in the market is its operating conditions. The company ranks among the 100 best companies to work in globally, a ranking that attracts highly skilled expertise to the business across the globe. Today’s employee is sophisticated and is highly motivated by working in a versatile environment that recognizes and adapts to their needs and not the traditional fixed working environments. These strengths are sustainable in that today more people are concerned about their eating lifestyles. This is a boost to companies such as Whole Foods Market, which pioneered offering fresh and healthy foods for those requiring special diets and the general population in the business. The company has a strong market niche that guarantees increased growth and a huge customer base into the future. Q2 Since Whole Foods pioneered the sale of natural and fresh perishable goods in the market, there have been tremendous changes in the industry. One of the significant changes have been sensitizi ng people and creating awareness on the need for people to use natural foods and not processed foods. Over the time, most people used processed foods, which has been blamed for increased diabetic cases among other complications. Whole Foods in pioneering to deal with natural fresh foods enlightened many consumers on the need to use natural foods for the betterment of their health, which explains the drastic growth of the natural food industry today. Another development has been an increase in the number of companies offering such foods. Due to the high numbers of consumers seeking to consume natural food, more entrepreneurs and food-based companies started offering natural foods to their clients as the market for natural foods broadened. For instance, Wal-Mart began selling freshly prepared foods to its customers in encouraging a one stop shopping experience among its clients. The need arose from an increasingly busy life, where some couples worked for long hours, lacking enough tim e to prepare meals at home. The increased demand for natural food led Whole Foods to open numerous stores in major metropolitan areas, where the company sold its products at relatively lower prices than their competitors. Essentially, as the need for fresh and organic products increased, there was a shortage of such products in the market as more stores searched for suppliers of different produce to satisfy the customers’ changing tastes and preferences. Moreover, companies such as Whole Foods sensitized producers on the need to observe organic farming, making organic farming a treasured practice across their market areas. Whole Foods had a strict code of practice to be followed by all its suppliers. This included the need for a supplier to outline the entire production process in animals and other

Research proposal Dissertation Example | Topics and Well Written Essays - 1500 words - 1

Research proposal - Dissertation Example A growing and more substantial body of research and studies provide evidence of conflict between intrinsic motivation (a person’s own motivation for undertaking a task) and extrinsic motivation (external and conditionally imposed motivation for undertaking a task) (Benabou & Tirole, 2003; Holmstrom & Milgrom, 1991; Kreps 1997). In response to the diverse range of motivational studies a number of motivational theories have emerged that endeavor to account for the various findings. Such theories include those that focus either on incentives, expectancies or goals, and those that seek explanation of how employees respond to different types of incentives provided. The objective of this study is to take an investigative approach to research the various motivational theories and how they are being implemented within the workplace. A study will then be undertaken in order to determineundertaking a study that will focus on employee perceptions of the motivational incentive systems ope rating within their company, and how they impact on their performance and effort. ... research literature in relation to motivational systems and theories used within the workplace, and has the potential to provide suggestions for future incentive systems that take both intrinsic and extrinsic motivational factors into account and foster best opportunities and maximum efficiency and effectiveness of personnel. Literature review Motivational theorists consider that for each and every thing we do (behavior and actions) there is a fundamental reason or cause. They also believe that appreciation of the causes will enable prediction and thus allow for influence on those behaviors or actions (Franken, 2002). Motivational research today focuses mainly on the determination of what spurs motivation - what stimulus is required to increase motivation - and takes both intrinsic and extrinsic motivation into consideration. Intrinsic motivation according to Oudeyer & Kaplon (2007) is best understood when contrasted with extrinsic motivation, which relates to any activity that is un dertaken because of some of kind of reward or discrete outcome. Intrinsic motivation by contrastive definition refers to activities that are undertaken solely for pleasure with no price or value imposed on it (Ryan & Deci, 2000). An important distinction however, is that intrinsic and extrinsic do not mean the same as internal and external and are not synonyms. Internal motivations receive internal rewards, whereas external motivation receives external rewards; intrinsic motivation and extrinsic motivation however is not determined by where the reward comes from but on the type of reward that is given (Oudeyer & Kaplon, 2007). The theory of incentives has traditionally assumed that concrete and/or intangible rewards such as money, power or investments (Hoy & Miskel, 1991) that are given

Fashion Marketing innovation idea Essay Example | Topics and Well Written Essays - 750 words

Fashion Marketing innovation idea - Essay Example The essay "Fashion Marketing innovation idea" presents the idea of using Pop-Up Stores to Boost Sales for Online Fashion Shop. Tackling the above stated problems in the online business may require a bit of innovativeness. Pop-up stores, also known as flash retail, stand as an ideal means to extend the online brand to consumers who are offline and consequently build the confidence of consumers to interact with the e-shop frequently. Consumers embrace and flock to the myriad manifestations of pop-up stands and it is thus an innovative and legitimate means of making a connection with consumer and extending online brands. The most recent iterations of pop-up spaces unearth high-end signage, decorative displays, cutting-edge mobile commerce capacities, and significant interactive experience that can benefit any online business to have meaningful connection with customers. This report elucidates how these innovations – pop-up stores – can help in increasing sales for online f ashion shops that are grappling with diffusing their new brands to the market. Further, pop-up stores are discussed in detail as a marketing mix to show how online fashion businesses can make the most out of something that is seemingly temporary. This report’s main aim is to depict how pop-up stores can make the most out of pop-up shops and off line spaces to revamp their brands and boost sales.The report will also show the short term and long term benefit of having an extra outlet for fashion product in terms of sales.

Cognitive Theory Essay Example | Topics and Well Written Essays - 750 words - 1

Cognitive Theory - Essay Example To start with, the cognitive approach focuses on one's thoughts, beliefs, and certain feelings. This approach tends to understand how one's beliefs, thoughts, and feelings would influence once behaviors. Psychologists explain that if a clear research is carried out on specific individuals and the behaviors they have, there is a relationship with his or her past behaviors or beliefs. Second is the behavioral therapy. According to the cognitive theory, the behaviors of an individual are likely to be learned and acquired either from the surrounding that is nature or through inborn traits that are matter. Cognitive theory clearly tries to understand the two perspectives, and this is done mainly through practical research. Through cognitive theory psychologists, the main idea is to understand the cause of some behaviors in some people and mainly is influenced by the nature of the issue one is facing, in many cases the following are critical situations where this can be applicable is; On a person suffering from depression or anxiety. A serious research is carried out on the main issue affecting him and methods of controlling or putting the situation under control may be put in place. In case, one has an eating disorder that may lead to obesity. This is not a normal thing, at times this may be viewed as an issue affecting the individual mentally and, therefore, leading to the disorder. An individual suffering from the post-stressful event, mainly this is from a shock or an issue that one went through, and the thoughts still run fresh in mind.

The Amazon Smartphone Launches Tech's Costliest War Essay

The Amazon Smartphone Launches Tech's Costliest War - Essay Example Allen and was published on July 03, 2012 in Forbes. The above mentioned article is about a leadership based issue. The article refers to another article published in Vanity Fair and written by Kurt Eichenwald regarding Microsoft’s inability to keep a sustained pace of growth since 2000. It alludes to the fact that inept and destructive management techniques adapted by Microsoft are the core reason behind the company facing downfall in various areas it has attempted to enter, such as music, books and social networking among others. After witnessing the considerable fall of Microsoft, Kurt Eichenwald, the author himself interviewed employees of Microsoft to recognize the core reason behind such a scenario in the company. From the feedback, he has identified the problem of Microsoft. The primary problem is the functioning process where the employees had to vote forcefully in order to measure the certain mass of employees’ performance as top, good, average, and poor perform ers. Furthermore, the team of Microsoft that introduced a new idea of screen touch e-reader model was told by the Microsoft officials not to come up again with this kind of ideas but rather to work on the software development dimension which will bring more profit for the company. This has been a bane for the company in terms of behavior and practice of Microsoft officials, which discourage employees to introduce new innovative ideas further in future (Allen). After reviewing the article, it is assumed that Microsoft has been incorporating poor management practices as well as unfavorable organizational structure, for which the functionality and the performance of...The above mentioned article is about a leadership based issue. The article refers to another article published in Vanity Fair and written by Kurt Eichenwald regarding Microsoft’s inability to keep a sustained pace of growth since 2000. It alludes to the fact that inept and destructive management techniques adapted by Microsoft are the core reason behind the company facing downfall in various areas it has attempted to enter, such as music, books and social networking among others. After witnessing the considerable fall of Microsoft, Kurt Eichenwald, the author himself interviewed employees of Microsoft to recognize the core reason behind such a scenario in the company. From the feedback, he has identified the problem of Microsoft. The primary problem is the functioning process where the employees had to vote forcefully in order to measure the certain mass of employees’ performance as top, good, average, and poor performers. Furthermore, the team of Microsoft that introduced a new idea of screen touch e-reader model was told by the Microsoft officials not to come up again with this kind of ideas but rather to work on the software development dimension which will bring more profit for the company. This has been a bane for the company in terms of behavior and practice of Microsoft official s, which discourage employees to introduce new innovative ideas further in future. The organizational structure can be defined as the schedule made by the top management for running the operational processes smoothly and systematically in order to achieve the fundamental objectives.

Religion as a Psychology Research Paper Example | Topics and Well Written Essays - 1000 words

Religion as a Psychology - Research Paper Example Bible clearly describes the changing human behaviour through the stages of life. Therefore, it is well said by psychiatrist Jerome Frank, â€Å"psychotherapy is not primarily an applied science. In some ways, it more resembles a religion† (Bergin, 1980). Qur’an and Bible are the instructional books explaining the way of living in this world. Whenever someone leaves the instructions, the psychological force compelling the individual to get back on the track captures him. This practice of coming back to instructions is done through meditation, which controls the human psychology. Religions provide psychological guidance about behaviour, human rights and moral values. A reward of deeds in the shape of heavens and hell psychologically minimizes the human indulgence in sinful life (Fontana, 2003). Religion obligations act like a therapy in changing the human behaviour. Psychological changes that Islam and Christianity bring in human life are discussed in under mentioned para graphs: Psychotherapist Thomas in his book â€Å"The myth of psychotherapy† says that religion is the basic ingredient of psychotherapy. He also says that psychotherapy revolves around religion and rhetoric (Bergin, 1980). Human relations with each other are known as psychotherapy matters but in real, these are the matters of Christianity. This shows that Christianity and psychology are interrelated. Cure of souls was the common practice in early church that remained part of church activities until 20th century. Bible was used to identify the troubles in human mind followed by spiritual treatment of troubled mind. Prayers are the main source of fixing all sorts of problems. Care of soul therapy used in church, very effectively treated all the nonorganic mental, emotional and personal problems of living. This beauty of religion really helped to do away with all the psychological pressure and helped people to live a normal life. (Fontana, 2003) Cure of souls was replaced with t he modern word psychotherapy due to advancement in the field of medical sciences. Again, Christianity has played role in real psychological treatment of â€Å"sinful† minds. Psychological practitioners replaced the word â€Å"sinful† with word â€Å"sick† and replaced spiritual ministers in treating the people through religion than medical. Aim of religious treatment is to establish link between man and God. Confession and repentance is the right treatment for a soul in Christianity. Bible is the holy book that guides individuals in living an abundant life. Bible helps human being to exercise greater psychological control by having faith in God despite all the problems. Moreover, time comes when one is driven by internal force to tackle all the situations in the life that is the time when individual has received the life of God in his own body (Bergin, 1980). Islam means, â€Å"surrender to the will of Allah†, the all powerful who decides fate of human be ings. People with good deeds will go to paradise and with bad deeds will be punished in hell. Prophet Muhammad (PBUH) is the last prophet of Allah and his followers are called Muslims. Islam is also one of the religions that treat human mind and soul through spiritual powers. Islam gives a clear path of leading a successful life. Qur’an is the holy book of Muslims having solutions for all the mental, health, psychological and health problems. Islamic scholars have done great research on the teachings of the holy book and have believed the fairness of all the guidelines. Islam lays great emphasis r on life following the death. Where good deeds will be rewarded paradise and bad deeds will see hell. This

The Origins Of The Cold War Assignment Example | Topics and Well Written Essays - 1750 words

The Origins Of The Cold War - Assignment Example The orthodox approach blames the Soviet Union for its expansion into Eastern Europe, thus triggering tensions with the US. The USSR believed to be the initiator of the Cold War due to "the intransigence of Leninist ideology, the sinister dynamics of a totalitarian society, and the madness of Stalin". On this situation, the US found itself involuntarily involved in this game. The Korean War, American McCarthyism with its communist hunt and the fact that China chose the path of communism also contributed to the orthodox understanding of the Cold War. McCauley writes: â€Å"however, internal Soviet events had a decisive impact on relations†. Supporters of the orthodox view claim that Stalin tried to solve internal problems of the country by acting aggressively on the international arena. However, this claim that is not entirely accurate. Indeed Stalin’s aggressive domestic policy terrorized the nation: people were massively sent to prisons and Gulag; spies were seen at eve ry corner, ideas of conspiracy rocketed. Constant fear of getting arrested did not contribute to the stability. In this regard, the US represented an "external enemy," which needed to be eradicated. At that point, Stalin was losing grip over the nation and tried to get it back by implementing those extreme measures. Image of â€Å"external enemy† was maintained by political elites. Can this negative perception of the US be explained in terms of Marxism-Leninism with its ideas of class struggle and a world revolution? Or there was a different explanation and the orthodox approach simply omitted it? Do Stalin’s actions represent and internal reaction to â€Å"American imperialism,† as revisionists would claim? Soviet Union was very fragile and devastated after the long exhausting war. The country barely had any resources for expansion into Eastern Europe; it did not have enough power to fight the new war at this point. In this regard I would agree with McCauley st ating that ruined Soviet economy

Professional Development Article Essay Example | Topics and Well Written Essays - 1250 words

Professional Development Article - Essay Example udit, this externally-driven auditing system looks at total enterprise value related to the sales volumes of high-profiting pharmaceutical companies and measures their process and product innovations based on how the auditing committee believes each firm should be molding their corporate strategies. Contained in the article are many pharmaceutical companies and their profitability achieved for 2007-2008, their innovation focus, accounting, and how each firm has positioned itself for growth or loss in the face of how each firm chooses to market its products or its research and development efforts. The fundamental purpose of the Pharma Industry Audit is to ask the question, â€Å"Do you create shareholder value (with your strategies and tactics) or do you destroy it?† (Trombetta, 55). The Pharma Industry audit is much more unique than other well-known, independent auditing firms as it deals with much more than simple accounting issues and financial numbers. The critical issue in this article is that many companies are not addressing the macroeconomic factors that cause potential problems for producing shareholder value, therefore they are using improper business strategy and require the need of external auditing to help them see the larger picture in terms of strategic philosophy. Some of these companies, essentially, fail to view how their markets perceive their performance and dismiss these macroeconomic factors in favor of their own business strategy, which can strip shareholders of return on investment. Critical Factor #1 – The current global recession tends to cloud long-term business strategy when pharmaceutical companies either hold onto their existing business strategies or fail to generate better strategic concepts to improve shareholder value. These are the macroeconomic factors that strongly influence whether pharmaceutical companies are maximizing their market presence either through failure to diversify their holdings or improve their research and

Iraq and the Middle East Essay Example for Free

Iraq and the Middle East Essay worship of a god or gods or any such system or belief and worship. Religion may also refer to an activity, which some one is extremely ecstatic about and regularly. Social is an occasion when one member of a group or organization meet informality to enjoy him or herself. Economic is a system of trade and industry by which the wealth of a country is made and used. Dynamics are forces or processes that produce change inside a group or system. Cellular government not having any connection with religion. Islamic government will be one holding strong Islamic values. In the modern Iraq, a secular government will be most appropriate because the nation at the moment has immigrants form all parts of the world. Non Iraq vitas aimed at improving Iraqis economic performance and all people in the country are relevant therefore having an Islamic government will isolate some of the population and this may hinder their productivity toward nation building and it will be to the disadvantage to the public relations of Iraq. Iraq needs to lease with other nations, which may not have so much of Muslims. Different ethnicities have different culture and values and should be respected. A secular government will ensure that all the population’s interests are met and laws passed will not be based. Non-Islamism may feel rejected, isolated and affected in an Islamism government and may not be sue nationalists. For a citizen to be proud of his country / nation, his interests should be considered by the government in power and an Islamism government will not favour this. At nation – state is one that is sovereign, self-principled, political or even geographical entries. A secular government will therefore promote culture and balancing of ethnicity in the modern Iraq, which has no Islamists. Ethnic and religious groups are seeking to promote nationalism, which is the self-pride of somebody’s county. In the modern Iraq there are christens at the moment. Improving Iraq public relations with the international community calls for respect of all ethnic and religious groups. Some times back, non-Muslims could be executed, jailed for life or even deported. This created a bail relationship with the United States of America and it prompted the United Nations to work with ethnic and relations groups in Iraq to promote nationalism. People with different ethnic beliefs and values are being respected. Nation states come in with nationalism but it may be to the disrespect of humanity, the freedom to speak and the freedom to worship Nation state is particular form of a county, which aims at providing a power of a country to control its own government and gain its legitimacy form that purpose. Citizens of a nation state have a common language values or even culture and it is not the case for many states in history Nation states have determination and can govern it or organize its own activities. Nationalism is therefore enhanced in nation-states. Nationalism is the desire for and attempt to achieve political independence for your county or nation. It also impulse an effect comes for your own country. Iraq needs relationship partnership with other anions for its economic success in both growing and development. Therefore ethnic and religious groups are not interested in a nationalist in order to promote respect for all citizens’ beliefs, culture and language. In conclusion, having a common language, values or event culture is old fashioned. It may promote and enhance the muscling religion and self-determination of the nation. On the other side this may cause misunderstandings with world European like the United States of American. References Cia: Iraq / the Middle East instate. 2005 see www. mideasti. org/country/iraq Retrieved on 10/26/2007 ZehariO. MiddleEastandJewishStudies. Columbia. 1997 See http://mitworld. mit. edu/video/272/Retrieved on 10/26/2007

Leadership Development Past Present And Future Management Essay

Leadership Development Past Present And Future Management Essay This article reviews notable trends in the leadership development field. In the past two decades, such trends included the proliferation of new leadership development methods and a growing recognition of the importance of a leaders emotional resonance with others. A growing recognition that leadership development involves more than just developing individual leaders has now led to a greater focus on the context in which leadership is developed, thoughtful consideration about how to best use leadership competencies, and work/life balance issues. Future trends include exciting potential advances in globalization, technology, return on investment (ROI), and new ways of thinking about the nature of leadership and leadership development. The Past Looking back at the state of leadership and leadership development over the past 20 years, we were surprised to discover more than a decade passed before HRP first contained an article with the word leadership in its title. At the risk of making too much out of mere titles, we note with interest the contrast between that early period and the fact that leadership development is now one of HRPs five key knowledge areas. The last two decades have witnessed something of an explosion of interest in leadership development in organizations. Some of the most noteworthy issues and trends in the field of leadership development in the past 20 years fall under these two general headings: The proliferation of leadership development methods; The importance of a leaders emotional resonance with and impact on others. Proliferation of Leadership Development Methods One clear trend over the past 2years has been the increasing use and recognition of the potency of a variety of developmental experiences. Classroom-type leadership training-for long the primary formal development mode-is now complemented (or even supplanted) by activities as diverse as high ropes courses or reflective journaling. Classroom training should not be the only part of a leadership development initiative, and may be the least critical. While training may even be a necessary element of leadership development, developmental experiences are likely to have the greatest impact when they can be linked to or embedded in a persons ongoing work and when they are an integrated set of experiences. Activities like coaching, mentoring, action learning, and 360-degree feedback are increasingly key elements of leadership development initiatives. Developmental relationships primarily take two forms: coaching and mentoring. Coaching involve practical, goal-focused forms of one on- one learning and, ideally, behavioural change (Hall, et al., 1999). It can be a short term intervention intended to develop specific leadership skills or a more extensive process involving a series of meetings over time. The most effective coaching allows for collaboration to assess and understand the developmental task to challenge current constraints while exploring new possibilities, and to ensure accountability and support for reaching goals and sustaining development (Ting Hart, 2004). Mentoring is typically defined as a committed, long-term relationship in which a senior person supports the personal and professional development of a junior person. It may be a formal program or a much more informal process. Recognizing the value of mentoring, organizations are increasingly looking at ways to formalize these types of relationships as part of thei r leadership development efforts. Action learning is a set of organization development practices in which important real-time organizational problems are tackled. Three kinds of objectives are sought: delivering measurable organizational results, communicating learnings specific to a particular context, and developing more general leadership skills and capabilities (Palus Horth, 2003). Effective action learning may range from tacit, unfacilitated learning at work to focused and high-impact learning projects to transformations of people and organizations (Marsick, 2002). Challenging job assignments are a potent form of leadership development and provide many of the developmental opportunities in organizations today. The level of organizational involvement in making job assignments part of their leadership development process runs the gamut from simply providing people with information about developmental opportunities in their current job to a systematic program of job rotation. Using job assignments for developmental purposes provides benefits that go beyond getting the job done and may even result in competitive advantages for the organization (Ohlott,2004). One developmental method has been so pervasive that it deserves somewhat greater attention here: the use of 360-degree feedback to assess leader competencies. Chappelow (2004) recently noted that perhaps the most remarkable trend in the field of leader development over the past 20 years has been the popularity and growth of 360- degree feedback. Others called it one of the most notable management innovations of the past decade (Atwater Waldman, 1998; London Beatty, 1993). To help those organizations disappointed with 360-degree feedback results, here is some of what we have learned over the years about how to implement them effectively (Chappelow, 2004): An assessment activity is not necessarily developmental. Three-hundred-sixty-degree feedback should not be a stand-alone event. In addition to assessment there need to be development planning and follow-up activities. Boss support is critical for the process itself, as well as for buy-in for the recipients specific developmental goals stemming from the feedback. The 360-degree feedback process works best if it starts with executives at the top of an organization and cascades downward throughout the organization. Shoddy administration of a 360-degree feedback process can be fatal. The timing of the process accounts for other organizational realities that could dilute or confound its impact. Another kind of leadership development method gaining popularity during the past 20 years has involved teams (Ginnett, 1990). The prevalence and importance of teams in organizations today, and the unique challenges of leading teams, make it easy to forget that teams were not always so pervasive a part of our organizational lives. One way to convey the magnitude of that shift is to share an anecdote involving one of our colleagues. During his doctoral work in organizational behaviour at Yale about 20 years ago, our colleague Robert Ginnett would tell others about his special interest in the leadership of teams. Routinely, he says, they would assume he must be an athletic coach; who else, theyd say, would be interested in teams? Importance of a Leader s Emotional Resonance with and Impact on Others Twenty years ago, our understanding of leadership in organizations was dominated by the classic two-factor approach focusing on task and relationship behaviors. That general approach can be characterized as transactional in nature, as distinguished from a qualitatively different approach often described as transformational. Transactional leadership is characterized by mutually beneficial exchanges between parties to optimize mutual benefit including the accomplishment of necessary organizational tasks. The exchange-model nature of transactional leadership tends to produce predictable and somewhat shortlived outcomes. Transformational leadership touched followers deeper values and sense of higher purpose, and led to higher levels of follower commitment and effort and more enduring change. Transformational leaders provide compelling visions of a better future and inspire trust through seemingly unshakeable self-confidence and conviction. Conger (1999) reviewed 15 years research in the related fields of charismatic and transformational leadership, and observed that scholarly interest in these areas may be traceable to changes in the global competitive business environment at that time such as competitive pressures to reinvent them selves and challenges to employee commitment. Prior to that time, leadership researchers generally had not distinguished between the roles of leading and managing: A person in any position of authority was largely assumed to hold a leadership role. It was a novel idea that leadership and management might represent different kinds of roles and behaviors. Hunt (1999) was even more blunt about the state of scholarly research in the field of leadership in the 1980s. He described it as a gloom-and-doom period characterized by boring work, inconsequential questions, and static answers. Research in the areas of transformational and charismatic leadership both energized scholars and interested organ izational practitioners. One factor presumably underlying the interest in charismatic and transformational leaders is the nature and strength of their emotional impact on others. The nature of the leaders emotional connectedness to others is also apparent in the growing interest over the past decade in topics like the leaders genuineness, authenticity, credibility, and trustworthiness (Goleman, et al., 2002; Collins, 2001). These seem related more to the affective quality of a leaders relationships with others than to specific leader behaviors and competencies. Attention given during the last decade to the concept of emotional intelligence also attests to that shifting interest. For example, Goleman, et al. (2002) present data that a leaders ability to resonate emotionally with others is a better predictor of effective executive leadership than is general intelligence. Recent research at the Center for Creative Leadership (CCL) has uncovered links between specific elements of emotional intelligence and specific behaviors associated with leadership effectiveness (Ruderman, et al.,2001). Effective leadership is clearly about more than just enacting the right behaviors, or merely translating feedback (e.g., from 360-degree feedback) into changed behavior. One way 360- degree feedback can positively impact an individuals effectiveness as a leader is by deepening that persons self-awareness about the impact of his/her behavior on others. Much leadership development feedback naturally affects how people think about themselves, not just their interactions with others. Similarly, it can lead to re-evaluations of many aspects of ones life, not just ones role as a leader. It can affect the whole person. It follows, then, that in some ways leadership development itself involves the development of the whole person. The Center for Creative Leadership began during the heyday of the human potential movement, and its ideals and educational philosophy still reflect a commitment to the value of self-directed change and growth (albeit informed by knowledge about the needs of the organization). Virtually all CCL leadership development programs include numerous activities to increase managerial self-awareness, and most address balance in life, including the relationship between health, fitness, and leadership. From our own participants, representing diverse companies across virtually all industries, the feedback is that balance in life has so far been more of an aspiration for them than a reality. The Present Today, effective leadership is commonly viewed as central to organizational success, and more importance is placed on leadership development than ever before. Developing more and better individual leaders is no longer the sole focus of leadership development, although it remains a critical aspect. Increasingly, leadershipis defined not as what the leader does but rather as a process that engenders and is the result of relationships-relationships that focus on the interactions of both leaders and collaborators instead of focusing on only the competencies of the leaders. Leadership development practices based on this paradigm are more difficult to design and implement than those that have been popular for the last several decades in which the objective was to train leaders to be good managers. In light of this, several themes describe the state of leadership development today: 1. Leadership development increasingly occurring within the context of work; 2. Critical reflection about the role of competencies in leadership development; 3. Revisiting the issue of work/life balance. Leadership Development Within the Context of Work Leadership development initiatives today typically offer performance support and real world application of skills through such methods as training programs, coaching and mentoring, action learning, and developmental assignments. Combining instruction with a real business setting helps people gain crucial skills and allows the organizations to attack relevant, crucial, real-time issues. The goal of leadership development ultimately involves action not knowledge. Therefore, development today means providing people opportunities to learn from their work rather than taking them away from their work to learn. It is critical to integrate those experiences with each other and with other developmental methods. State of the art leadership development now occurs in the context of ongoing work initiatives that are tied to strategic business imperatives (Dotlich Noel, 1998; Moxley OConnnor Wison, 1998). Furthermore, best practice organizations recognize leadership as a key component of jobs at all levels and are committed to creating leaders throughout their organizations. Increasingly, organizations have CEOs who model leadership development through a strong commitment to teach leaders internally. For example, Carly Fiorina at HP is annually teaching at 12 leading business results classes. The targets of leadership training programs are no longer relatively isolated individuals who were anointed by senior management. Instead of the thin horizontal slices, the program design is likely to involve work groups or several vertical slices of the organization (Fulmer, 1997). The proliferation of leadership development methods was previously noted. Not just the variety of development methods matters; greater variety is not necessarily better. It is also critical to integrate various developmental experiences to each other as well as to both developmental and business objectives. That way they can have a greater collective impact than they otherwise could have. But such efforts at integration are far from universal. In reviewing the entire field of leadership development, McCauley and VanVelsor (2003) noted that the approach of many organizations is events-based rather than systemic. One method of making leadership development more systemic is to make sure it involves more than training. An array of developmental experiences must be designed and implemented that are meaningfully integrated with one another. Leadership development efforts and initiatives must be ongoing, not a single program or event. The idea of leadership development strategies that link a variety of developmental practices including work itself (e.g., action learning projects) with other HR systems and business strategy is an emerging and probably necessary evolution of our state-of-practice (Alldredge, et al., 2003). Critical Reflection about the Role of Competencies in Leadership Development Although the field is moving away from viewing leadership and leadership development solely in terms of leader attributes, skills, and traits, leadership competencies remain a core dimension of leadership development activities in most organizations. A recent benchmarking study found that leading-edge companies define leadership by a set of competencies that guide leadership development at all levels (Barrett Beeson, 2002). A majority of organizations have identified leadership competencies, or at least tried to define the characteristics and qualities of successful leaders. How then are leadership competencies most effectively used in leadership development? Leadership competencies need to correspond to the organizations particular strategy and business model (Intagliata, et al., 2000). Leadership development programs implemented in isolation of the business environment rarely bring about profound or long-lasting changes; therefore, organizations must develop leaders and leadership competencies that correspond with and are specific to their distinct business challenges and goals. While common leadership qualities or competencies characterize effective leaders, developing such core leader qualities may not be enough. The leadership competencies of a best-practice organization uniquely fit the organization, its particular strategy, and its business model (APQC, 2000). This perspective has also been applied to the individual level. Not only may organizations differ in their identification of critical leadership competencies, some would argue it is unlikely all leaders within an organization must all possess the same set of competencies to be successful- or make the organization successful. According to this perspective, leaders should not be accountable for demonstrating a particular set of behaviours but rather should be held accountable for desired outcomes. This perspective looks beyond competencies, which have a tendency to focus on what needs fixing, and instead focuses attention on the whole person and on peoples strengths and natural talents, not on a reductionism list of idiosyncratic competencies (Buckingham Vosburgh, 2003). Development is increasingly seen as a process of developing and leveraging strengths and of understanding and minimizing the impact of weaknesses. Work/Life Balance Revisited Health and well-being at work are issues of increasing interest and attention, including their relevance to leadership. In an environment of constant change and unrelenting competition, managing stress and personal renewal to avoid burn-out are becoming a central focus for leadership development. Dealing with multiple and competing demands of a fast-paced career and personal/family relationships and responsibilities is a common challenge, and there is increasing recognition that a persons work and personal life have reciprocal effects on each other. We know that individual leader effectiveness is enhanced when people manage multiple roles at home and at work but we continue to learn more about the organizational benefits and maybe even the benefits to family and community as well. We also know leadership effectiveness is correlated with better health and exercising HUMAN RESOURCE PLANNING (McDowell-Larsen, et al., 2002). We need to better understand which assumptions about organizational life are challenged by the idea of work/life integration as well as which changes organizations need to make to facilitate greater work/life integration. Challenging work/life situations are integrally related to the need for, and development of, resilience. Resilience is the ability to bounce back from adversity or hardship, a characteristic that can be developed at any time during a persons life. It is an active process of self-righting and growth that helps people deal with hardships in a manner that is conducive to development (Moxley Pulley, 2004). One of the fundamental characteristics of resilience is that it allows individuals to take difficult experiences in their lives and use them as opportunities to learn. This, in turn, develops their ability to face hardships successfully in the future. The Future Several trends will have a major role in our future understanding and practice of leadership and leadership development. They represent, in different ways, the critical role changing contexts will play in leadership development. Leadership competencies will still matter; Globalization/internationalization of leadership concepts, constructs, and development methods; The role of technology; Increasing interest in the integrity and character of leaders; Pressure to demonstrate return on investment; New ways of thinking about the nature of leadership and leadership development. Leadership Competencies Will Still Matter Leadership competencies will still matter, but they will change as the competitive environment changes. According to a Conference Board study (Barrett Beeson, 2002), five critical forces will shape leadership competencies (requirements) in the future: 1) global competition, 2) information technology, 3) the need for rapid and flexible organizations, 4) teams, and 5) differing employee needs. Given these, most organizations will not need the Lone Ranger type of leader as much as a leader who can motivate and coordinate a team based approach? This new environment will have greater ambiguity and uncertainty, and many if not all aspects of leadership (e.g., strategy development) will require a more collaborative approach to leadership. The model of effective leadership in the future will be one of encouraging environments that unlock the entire organizations human asset potential. The Conference Board report Developing Business Leaders for 2010 (Barrett Beeson, 2002) identified four essential roles for meeting the business challenges of the future, and the career derailers that will matter most in the future. The four essential roles for meeting future business challenges include master strategist, change manager, relationship/network builder, and talent developer. The most important derailers in the future include hesitancy to take necessary business risks; personal arrogance and insensitivity; controlling leadership style; and reluctance to tackle difficult people issues. Changes in the context in which leadership is practiced will bring certain competencies evenmore to the forefront, including globalization, the increasing use of technology, and public scrutiny of the character and integrity of leaders. Globalization/Internationalization of Leadership Concepts, Constructs, and Development Methods Future leaders will need to be conversant in doing business internationally and conceiving strategies on a global basis. Globalization will intensify the requirement that senior leaders deal effectively with a complex set of constituencies external to the organization. (e.g., responsibility for managing the companys interface with trade, regulatory, political, and media groups on a wide range of issues). Leadership development is rapidly moving to include substantial components involving international markets, world economic trends, and focus on particular regions such as the Asia Pacific rim (Cacioppe, 1998). Leaders are being exposed to how the world is becoming interdependent and the need to be up to date with international trends that are vital to the success of the business. Use of the internet to obtain information and to market products and services worldwide is a topic in many current leadership development programs. The Role of Technology The technology revolution has changed organizational life. It has changed the ways information and knowledge are accessed and disseminated, and the ways in which people can communicate and share with one another. This has profound implications for what effective leadership will look like as well as how to use technology most effectively in leadership development. Leaders will clearly have to be much savvier with regard to technology in general. Facility and comfort with communication technology and the internet will be a necessity. Given the pace of change and the speed of response time that leaders are now required to demonstrate, technological savvy has rapidly become an integral aspect of leadership effectiveness. It has even been noted that the effective use of technology is proving to be a hierarchy buster. It can be an avenue for people to communicate with leaders at all levels and whenever they need to at any time. Leading virtually is already a reality, and requirements to lead geographically dispersed units and teams will only increase. Technology will not be a solution for this challenge, but it will surely be a tool. The pressure on costs, increased reality of virtual teams, and availability of technology leadership development has reduced the need for people to travel to training programs, will make learning opportunities available to geographically dispersed leaders, and will allow individuals access to learning opportunities when it best suits their schedule. Technology can extend learning over time rather than limiting it to time spent in the classroom. Technology will also enhance the emergence and sharing of knowledge among participants via such venues as chat-rooms, thought leader access, e-learning advances, e-mentoring/ shadowing, and business simulations. While technology is useful for some aspects of leadership development, it cannot replace the importance of bringing leaders together to deepen their relationships and their learning experience. Maximizing the effectiveness of leadership development offers the best of both worlds: integrating face-to-face classroom and coaching experiences with technology-based tools and processes, i.e., blended learning solutions (e.g., Alexander Ciaschi, 2002). Increasing Interest in the Integrity and Character of Leaders The 1990s witnessed ethical lapses and arrogance among senior executives of certain companies of disturbing-if-not-unprecedented magnitude. Enron and WorldCom were two notable examples. Such events probably accelerated and deepened growing sentiment among many-including members of organizational governance boards-that interrelationships among leadership, character, and values ought to be made more salient. It is probably not a coincidence that a recent article in CEO Magazine (Martin, 2003) observed that the age of the imperial CEO is waning. In its place, a crop of new CEOs humble, team building, highly communicative are rising (p.25). Similarly, one of the intriguing and unexpected findings in the book Good to Great (Collins, 2001) was of the universally modest and self-effacing nature of CEOs in the good-to-great companies. This contrasts considerably with the often flamboyant and self-promoting style of many popular business leaders in recent years who, despite celebrity status, typically did not have an enduring positive impact on their companies. Bass and Steidlmeier (1999) noted that transformational leadership is only authentic when it is grounded on the leaders moral character, concern for others, and congruence of ethical values with action. A leaders credibility and trustworthiness are critical, and increasing numbers make the case that character-as defined by qualities like ones striving for fairness, respecting others, humility, and concern for the greater good-represents the most critical quality of leadership (e.g., Sankar, 2003). Assuming there is continuing if not increasing interest in the character of leaders, much work is needed in the years ahead to assure greater clarity of concept about these vital-yet-elusive concepts if they are to play a prominent role in leadership development practices in organizations. Pressure to Demonstrate Return on Investment The future trends noted reflect in part a response to the changing context of leadership. Perhaps the strongest pressure facing leadership practitioners in the future may be to demonstrate ROI (Kincaid Gordick, 2003). While leadership development is strategically important, it is usually expensive. Yet while leading-edge companies today such as PepsiCo, IBM, and Johnson and Johnson spend significant time and resources on leadership development, attempts to quantify its benefits precisely have remained elusive and have led some to speculate that investment in developing better leaders may be falling short of the desired impact. In todays economy, leadership development expenses will likely have to meet certain standards of proof of impact or return on investment. Demonstrating and quantifying the impact of leadership development investments is likely to emerge as a priority for organizations committed to building leadership strength. To maximize ROI for leadership development efforts, its payoffs organizations must effectively plan, implement, and evaluate their initiatives. They must create a chain of impact that connects leadership development to relevant organizational outcomes (Martineau Hannum, 2003). Historically, most organizations have not closed the loop through systematic evaluation and thus make assumptions about its efficacy based on anecdotes, reactions, or hunches. New Ways of Thinking about the Nature of Leadership and Leadership Development Emerging new perspectives on the nature of leadership may profoundly affect our thinking about leadership development. Increasingly, leadership and leadership development are seen as inherently collaborative, social, and relational processes (Day, 2001). Similarly, Vicere (2002) has noted the advent of the networked economy where partnerships, strategic and tactical, customer and supplier, personal and organizational, are essential to competitive effectiveness. As a result, leadership will be understood as the collective capacity of all members of an organization to accomplish such critical tasks as setting direction, creating alignment, and gaining commitment. Leadership development based on this paradigm is more difficult to design and implement than those that have been popular for the last several decades in which the focus was to train individual leaders. Taking this next step will require a deeper understanding of the role of organizational systems and culture in leadership development (VanVelsor McCauley, 2004). Conclusion The dual challenges of understanding the nature of leadership development and implementing effective leadership development practices will likely be greater than ever before. At the same time, we find ourselves guardedly optimistic about the fields future. Our optimism is directly tied to some of the trends that make the future both challenging and interesting. For example, leadership development practices will need to become better integrated in the broader context of organizational business challenges and systems. Thus, not only will organizations need to hire and develop leaders, they will also need to be the kind of organizations that nurture and reinforce enactment of the kinds of behaviours desired in those leaders. Similarly, demands to demonstrate ROI can encourage greater rigor and clarity in our understanding of the nature of leadership development and in how we assess its impact. Meeting such challenges will be one important thrust of more comprehensive efforts in the years ahead to demonstrate convincingly the strategic role of people in organizations.

Impact of the Global Financial Crisis on Businesses

Impact of the Global Financial Crisis on Businesses How and why the financial crisis was transmitted to business? To what extent can the new regulatory framework prevent the same errors from occurring twice? Financial crisis, the word most mentioned during the last seven years, people may asking about why it take so long time to recover and how many businesses were been affected. There is no exactly number about how many business went to bankrupt, but at least we know that in comparison with seven years ago, the business methods have been changed in order to be more prepared and to survive in the financial crisis. The new financial laws come out in different countries in order to improve their economic growth, because nobody wants to live again the difficult moment as seven years ago. Remembering how the financial crisis started, and how it affected our live style, beside of to know how to prevent it we have also started to learn about the mistakes that we have made in order to not repeat it again in the future. Backing in this case, because we are the main actor who create the financial crisis, and nowadays we are taking the bad consequences about it. Focusing on the business, in the context of economic globalization that we are living nowadays, the impact of the spread of the financial crisis has apparent in different business affecting directly to their business activities as well as investing activities and financing activities. Faced with the financial crisis, companies in the business activities have to reduce inventory, lower their labor costs, strengthen management of accounts receivable, in the investment activities, they have to reduce investment spending to improve capital efficiency, to seize the investment opportunities in order to improve equity investments, and in financing activities, they have to increase the proportion of loans and take advantage of payable accounts. As the Wall Street investment bank giant Lehman Brothers bankruptcy, the US subprime mortgage crisis in evolved â€Å"rare way† in the global financial crisis, the world economy has had a major impact. In the context of economic globalization, the companies of different countries have not been spared, the impact of the financial crisis to those companies has become more evident. I will explain in bellow how the financial crisis has affected in different activities in the companies. In this case we can focus on the following factors in order to have a clear analysis. The impact on operating income. There were many uncertainties and potential risks of financial crisis, so that people fear the rise in the degree of risk of future employment status and income expectation. When there is poor earnings expectations, people will reduce unnecessary consumption. The consequences will be that people stop consuming because their future prospects of the financial crisis environment was pessimist, and at same time which caused directly the revenue decline in different business. All those factor contributed the economic decline worldwide. The impact on inventory. From a global market perspective, under the influence of subordinated debt, the developed regions hardest hit, the demand of goods in the business is declining. First half of 2008, affected by global inflation, corporate purchase of raw material prices, freight increase (global petrol prices), leading to increased cost of raw materials companies, resulting in the production of goods and manufacturing costs increase accordingly. If not compensated for the price, corporate profits will be compressed. Enterprises are in a transition process of inflation and financial crisis, the orders from the raw materials were often low because the increase of the price which cause directly the production and the pricing. The value will shrink a lot. The more business preparation, may afford to lose more. If the turnover rate of raw materials business is slow, and the expensive products are difficult to compete with low-cost products, it will make companies get in trouble. In addition, different inventory valuation methods will result in product backlog. For example, according to the FIFO method, the business inventories have to be included in the purchase of raw materials, the product cost, cost to be digested by the high price, and during the financial crisis, people do not want to spend a higher price to the consumption, resulting in product sales is not formed out of the backlog. Impact on accounts receivable. Affected by the financial crisis, overseas corporate default rates began to rise, further deterioration of the business of external credit. According to statistics, in May 2008, the local enterprises overseas bad debt rate have grew by about 268 %. Recovery of the purchase price is the full life line, set up a business in the future, according to the sources of funding, which are basically by loan recovery, expand the market, but there is no corresponding mechanism for the recovery of money, and ultimately to bring liquidity shortage, companies eventually will operate difficultly in this process. Increased bad debts or bad debts, taking up excessive liquidity in the enterprises, SMEs, if financing difficulties will inevitably result in cash flow difficulties of enterprises, companies lose the capital, just as humans lose the blood, many enterprises may walk on the edge of life and death, the company today hey, tomorrow may collapse. The impact on operating expenses. Weaken existing market demand, so companies have to rethink new markets, including international markets and domestic markets. In order to expanding domestic demand, so that export-oriented enterprises to offensive domestic market. In order to place in this market, it is necessary to find a way to open it. And the main action is increase the domestic market share, considering that the best way to open the domestic market is to increase ad spending. Since the original domestic market enterprises in the market accounted for a leading position, export-oriented enterprises will offensive fierce competition with domestic enterprises. Intense competition in the market forcing companies to increase the cost of sales and profit margin compression. Of course, open up new international markets also have to pay more of the cost of sales. Impact on labor cost. Because the financial crisis, it is became more expensive to fire the employers, which makes companies stop hire new employers in order to reduce their labor cost. This action has affected directly to the labor market, because there are still a lot of people looking for a job, as the result, people start looking the better job opportunities in other countries and caused as we know the â€Å"brain drain†. Effect of equity investments. Influenced by investor expectations of the future, surrounding the stock market crash, 2008 in the secondary market for some stock investment companies is a disaster of the year. Not to mention the investment income, many have now lost even the principal. For some enterprises, investment entities, due to the poor performance by investment companies, investment companies are allocated to dividends invested enterprises naturally reduced, or even no bonus. Therefore, some companies are considering the sale of subsidiaries, equity investments decrease. But for some small and medium-sized enterprises affected by the financial crisis, the danger lies opportunity. Now new opportunities for enterprise restructuring and supply chain strategic acquisitions. For example, the Big Three US automakers Chrysler go bankrupt if it originally to Chrysler as the leading supply chain will be interrupted immediately, those who do contract work for Chrysler, spare parts supply, logistics transit, channel, terminal services, and the same for those providers secondary product supply, services and raw materials Distance sub-suppliers, distributors who will completely lose the basis of survival. In order to prevent all the impact that we have mentioned before, the following recommendations could be useful for companies which is operating during financial crisis. They may not going to be the perfect solutions, however, they will give us a clear idea about how to face and how to act in the difficult moment. Reduce the inventory. Product demand weakened, difficult to sell their products at once, in which case only a variety of promotional methods to reduce inventory to net realizable funds as quickly as possible. If there were some unmarketable products, we should act decisively, even if production is discontinued or partial pressure, do not let inventories continue to increase. Because the formation of product inventory, not only harder to sell slow-moving products, more important is the product price, likely to cause new losses. Primary Material inventory too, they do not affect the normal production, it should try to do short-term purchase, so raw material inventory to a minimum line to maximize the amount of funds used to shorten the inventory turnover. Product sales to adhere to the cash is king concept, the implementation of cash transactions, or a shorter period to promote the sale of credit receivables. Reduce the labor costs. During the Financial crisis, the companies had a hard time, enterprises are facing the risk of suspension or discontinued, dismissed or forced to dismiss employees. For businesses, they do not want this to occur, not to mention according to the Labor Contract Law in different countries, the enterprises laid off or dismissed employee cost is not small. Therefore, the enterprise benefit drops or downtime, it can adopt flexible working hours, to arrange staff rotation or waiting list. Choose Payment of wages to workers of all or part of their wages or even just send living expenses, both to reduce labor costs, but also to guarantee the basic livelihood of employees, so that employees feel the caring companies and work harder, but also reflects the companys social responsibility. The financial crisis has brought to the enterprise not only dangerous, but also to business opportunities. For some of the less affected by the financial crisis and better management of the enterprise, then the introduction of senior professionals is a great opportunity, because when people lowest cost. There are always hands-on experience of senior personnel shortage, this time just to dig people abroad. In a sense, at a low price to buy the high-level talent, but also a reduction in labor costs of business performance. Use of personnel for the future development of enterprises to provide a guarantee. Strengthen the management of accounts receivable. Faced with the financial crisis, companies should be based on the idea of cash is king,† according to the market situation and make the appropriate changes, to minimize the amount of accounts receivable and credit terms. The larger the amount of accounts receivable, indicating funds purchase units occupy the unit more; the longer the period of credit receivables, indicating that the longer purchase units occupy the unit of time. Therefore, to strengthen the management of accounts receivable. Existing accounts receivable has been formed, it can promote cash discount to attract each other early payments, such as payments within 30 days, give 2-3% cash discount or a higher cash discount, and more than 30 days is not to discount. For possible bad debts or bad debts, should act as soon as possible, such as debt restructuring mode, can recover how much to recover the maximum extent possible to reduce the losses. For the existing products sold Sale, delivery or the month should do the knot and other payment methods. Cannot pay the purchase price or the ability to pay poor business, under exceptional circumstances rather not accept the order. If the goods issue of money being paid, because the product is easy to form a substantial price dispute, but also easy because of the other closed, bankruptcy and other reasons cannot find the debtor and become headless account, to the enterprise caused undue loss. How to speed up a reflux of funds? First, from starting their own businesses, while reducing inventory and strengthen the management of accounts receivable. In addition to increasing the recovery of accounts receivable, the use of the hands of the receivables in the bank financing is also an effective way to revit alize the capital. Financial approach in investing activities. Faced to the financial crisis, different companies have different investment strategies. For deeply affected by the crisis, and low interest, cash-strapped companies to cut costs, reduce investment spending; for some medium-sized enterprises affected by the financial risk has little effect, and effective, well-funded, should seize the investment opportunities, improve equity investment. To reduce the investments spending and improve the capital utilization. Most of our business is driven by investment growth, and sources of funding such investment, in addition to the majority of enterprises have accumulated bank loans or equity financing. Own funds of enterprises invested substantially all operations. In the context of the financial crisis, the excessive dependence on bank loans and equity financing for investment, is not realistic. Because hit by the financial crisis, the bank credit crunch, the stock market plummeted, and remains in the doldrums. For most companies, limited funds can only be used wisely, enterprises should take the initiative to stop the long investment cycle, large-scale investment projects, the limited funds use security production for survival, protection stamina up. A number of new investment projects should see more than move, blind investment companies into deeper causes. All those advises that have mentioned before could be an effective solution to face the financial crisis, however, fix the actual economic system and more control in the sense of the investment and mortgage in order to prevent that the same error happened for twice. In this case, we are not only talking about the banking or investment entities, but the government. From my point of view, the financial crisis happened not only because the bad management of those financial entities, but the government has also the major responsibilities, since they let the companies follow the crisis trend which means, no one of them has thought about the consequences could be. Of course, nowadays the government try their best in the sense of economic recovery, some of the countries saw the result very soon, but others are still suffering the financial crisis consequences, countries as Greece, Italy, Spain and so on, they are the most affected countries in Europe, people may ask about why there’s some countries only take few years to recover the economic and other which still in the recession. And the only answer will be the government decision making, if they made a correct one, it may benefit to whole country, if not, as we have already see with some countries, cut in public funds, as education or health and so on. So in order to make sure that it is not going to happened again, the main recommendation is to start to stablish some specific financial rules for financial entities as well as for countries, make sure everything are under control and once detect again the appeal of other financial crisis, at least they are ready to face it and make sure the economic damage is going to be as low as possible. Even though we are still in the recession process, and there are still a lot of enterprises fighting for survive in this crucial moment, however we should have an optimistic vision about the future, since Xiao Jing Ye Letter account: 2500 REFERENCES Altunbas, Yener. Manganelli Simone and Ibanez Marques David. (2011).Risk during the Financial Crisis. Do Business matter? 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