Wednesday, August 14, 2019
Conference For Marketing Professionals
Introduction: Every year the University of Hertfordshire (UoH) hosts a conference for marketing professionals. The event is held at the de Havilliand campus and attracts approximately 100 attendees annually.  This gathering has not traditionally been monitored to determine attendee satisfaction or to determine the rate of return attendance. To correct this oversight, a program will be developed to determine the rate of satisfaction for forum attendees and for those presenting at the forum. (72 words) Objectives: The primary objective of this study will be to determine the effectiveness of the program as it currently exists. A secondary objective will be to identify areas that require modification and the third objective will be to determine if presenters are satisfied with the quality of attendees and the opportunities to present to them. A further goal of this project will be to evaluate the opportunities for growth of the forum. The study will use quantitative research to gather opinions from attendees. This form of market research is very commonly accepted as a means to determine client satisfaction. (98 words this section/170 total) Research Design This project will be via a questionnaire given to all conference attendees. A separate questionnaire will be developed for the presenters. The primary questionnaire will be comprised of 10 questions to which the respondent will be asked to give a numerical response between one and five. This numerical representation of satisfaction will then be averaged, with extremes taken into consideration, to determine an arithmetic mean. In addition, we will have five questions requesting short answers. These purely subjective answers will be recorded as anecdotal responses and anecdotal evidence regarding satisfaction with the conference. The secondary questionnaire will also consist of fifteen questions divided in the same manner. The subjective questions will be the same for both the questionnaires. The questions for the primary questionnaire will be as follows: Please respond with a number between 1 and 5. 1 is the lowest/worst response and 5 is the highest/best. 1.      Did you enjoy the conference? 2.     Were the seminars useful to you? 3.     Did this conference assist you in furthering your career? 4.     Was the keynote speaker helpful? 5.     Was the meal served adequate? 6.     Was this seminar worth the cost of attendance? 7.     Was this a useful way to spend your day? 8.     Were the presenters helpful? 9.     Did you learn anything new at this conference? 10. Given the chance, would you attend this conference again? The subjective questions for both questionnaires would be: 1.     What improvements would you like to see made to the conference? 2.     What was the best part of the conference? 3.     What was the worst part of the conference? 4.     Were you satisfied with the opportunities provided at the conference? 5.     What should the conference committee know about your visit? The secondary questionnaires would include the following questions: 1.     Did you enjoy the conference? 2.     Were the conference attendees of the quality you expected? 3.     Were the seminars useful to you? 4.     Did you enjoy the keynote speaker? 5.     Was the meal served adequate? 6.     Would you attend the conference again? 7.     Did the quality of materials provided today meet your expectations? 8.     Did you learn anything new at this conference? 9.     Was this a useful way to spend your day? 10. Did you hire staff/find prospects today? (Words 327/ total words 497). Data collection – Methodology This questionnaire will be given to every attendee at the conference prior to the last session of the day. We will offer a door prize to be mailed to the winner at a later date in an effort to encourage more people to respond to the questionnaire. To receive the prize, a respondent would have to list their name and address at the top of the questionnaire. This will also assist us in developing a mailing list for the conference next year. We will have staff move through the crowd as they are leaving, reminding people to turn in their questionnaires via a drop box by the door or by handing them to conference staff. It is anticipated that by offering a random door prize in association with compliance in completing the questionnaire, we should be able to increase the return rate for the questionnaire. (Words 145, total words 642) Sampling plan As previously discussed, the intention will be reach 100 percent penetration with these questionnaires. We will have two different colors for the surveys so that we may quickly differentiate between presenters and attendees responses. We will also consider the possibility of conducting a follow up survey via random sampling based on the attendance list. This survey would be conducted via telephone. The secondary survey would only be conducted if the primary survey has an inadequate response. If the secondary survey is necessary, the sampling member would be random, taking every third name on the attendance roster and rotating through the list until a sample of not less than 10 percent nor more than 20 percent is achieved. (Words 117, total words 759) Data Analysis Once the information is gathered, the first effort will be made to determine if there are consistent groupings of results or an outriders, which are indicative of an extremely dissatisfied (or satisfied) individual. Once this analysis is complete, each individual question will be evaluated to find the mean and determine where that overall satisfaction levels falls on the continuum scale established in our questions. For our purposes here, we will be looking at each of the questions individually and then will also be taking a combined average using all of the questions to determine the overall satisfaction with the event. In addition, we will be compiling a list of the anecdotal responses to the questionnaire. These responses will be listed, completely unedited, as feedback for the committee which puts the conference together. Obscene or threatening comments will be deleted as irrelevant. The questionnaires from the presenters will be analyzed separately, using the same analysis method. (Words 155, total words 914) Timetable and Budget The initial budget for this project should be less than $250. We anticipate spending $100 to acquire two gift cards to be awarded to two randomly selected persons who return their questionnaires. The additional expenses will be used to develop and print the questionnaires and for computer analysis of the results. Providing that we receive adequate response numbers from the questionnaires at the conference, it is anticipated that the research report can be delivered within two weeks after the end of the conference with the primary work being conducted the day of the conference. If the questionnaires do not receive adequate response to provide the market report that we desire, the time table will be extended by two weeks and the budget will be doubled, as the project will suddenly have telephone expenses in addition to the previously outlined expenses. (Words 140, total words 1054) Personnel Involved The personnel involved in this project will be the researcher and all members of the conference staff, who will be asked to remind attendees of the need for the return of questionnaires. Conference personnel will be asked to hand out the questionnaires as part of the attendees registration packet and to collect the questionnaires in the final moments of the conference. In addition, we will ask presenters to remind attendees throughout the conference that they need to turn in their questionnaires. (Words 81, total words 1135) Questionnaire Please complete the following questionnaire and return to conference staff or place in the drop box near the exit. Two prize winners will be drawn at random from those who return the questionnaire.  The subjective questions for both questionnaires would be: 1.     What improvements would you like to see made to the conference? 2.     What was the best part of the conference? 3.     What was the worst part of the conference? 4.     Were you satisfied with the opportunities provided at the conference? 5.     What should the conference committee know about your visit?   (Words 235, total words 1370)
Portfolio Assignment Example | Topics and Well Written Essays - 3000 words
Portfolio - Assignment Example From traditional times, management helped in developing different process of control that would enhance in formulating as well as implementing management strategies. The principle purpose of maintaining managerial function is to develop a better understanding of the different approaches of management to formulate a strategic plan to manage business operations in a coordinated manner. In the diversified environment like the present day business scenario, dynamic planning is most efficient (Evans & Lindsay, 2012). In this context, management of organizations is observed to be effectively managing different management strategies, so that they are able to develop their organizational base and enhance the efficiency of the same. Different theorists have elaborated on the different approaches of management to develop organizational abilities to perform is a sustainable manner. These approaches of management are observed to be having a huge impact on the performances of a business. Effectiv e management of strategies helps in enhancing the productivity of an organization in order to improve the sustainability as well as profitability of an organization (Gibbins-Klein, 2001). In this regard, the assignment elaborates on the different approaches of the management that would enhance the ability of the students to perform better. The implication of the different strategies has been observed to be a part of management that influences personal development and leadership abilities of the managers. Rodrigues (2001) stated that the use of principles of management has deviated largely from its initial position owing to the changing needs in the developmental procedure of an organization. It has been noted that the principles of management have been changing according to the changing needs of the market environment. It has been identified that even though the theoretical approaches of
Tuesday, August 13, 2019
Organizational Cultural Audit and Gap Analysis Essay - 1
Organizational Cultural Audit and Gap Analysis - Essay Example On the other hand, internal and external factors within the Corporation have had a significant role to play in the development and economic prosperity of McDonald Corporation. Some of the macro-environment factors that affect the performance of McDonald include legal policy frameworks enacted by the relevant authority. In this respect, the success of the organization will be influenced by these legal policies and regulations enacted to regulate and control the operations of an organization. Legal policies are aimed at monitoring the operation of the organization and ensuring that the organization complies with the taxation policy other than other business regulatory frameworks. Internally, the operations of McDonald is influenced by its ability to have full control over the internal affairs such as managing the cultural diversity, ethical considerations, resource management, and serving the interests of the stakeholders. Stakeholders are the engine of the corporation therefore, there needs and demands must be met by the organization in order for the organization to succeed. Although these demands are very diverse, all the leading stakeholders have a role to play in the corporation, an indication that their specifications must be met however conflicting these needs may be. Stakeholders and the Business Organization In this global era of the 21st century, business organizations sector has undergone a transformation in order to breakthrough because of the stiff nature of competition brought about by globalization and economic liberalization. Globalization and free trade has opened up boundaries for international trade and exchange of good and services. Besides, the concept of free trade and globalization is important for growth and development of industries through mobility of essential factors of production including labor and capital (Spitzer, 2012). Through the global economic liberalization, the quality of good and services produces in the economy has signific antly improved in order to increase the competitiveness of these products. However, the success of an organization heavily depend on how the resources at the disposal of the organization and managed. Not only the management that are at the helm of the success but all the stakeholders to the organization. The stakeholders of an organization that have a role to play in the organization include managers, customers and consumers, owners, and the community (Carroll, & Buchholtz, 2010). Therefore, the varied difference in the demands and expectation of these groups must be fulfilled by the organization. This is because all the stakeholders of the organization have a role to play for the success of the organization. Besides, all the stakeholders of a firm must draw benefits from the organization for pledging their loyalty and service. For instance, shareholders and firm owners benefits from their investment into the organization through wealth maximization, while customers are paid for loy alty through quality and affordable products. Therefore, the success of the business organization depends on the ability of the organization to satisfactorily meet the needs and expectation of the key stakeholders. Corporate Social Responsibility The future of an organization goes beyond the capacity of the organization to meet the demands of its stakeholders with direct involvement
Monday, August 12, 2019
Industrial Relations (Employee Relations) Essay
Industrial Relations (Employee Relations) - Essay Example However, it might mean different things to different people with some referring to the concept of trade unions that represent the rights of employees and protect the workers from violation by employers. Some view employee voice as necessary primarily for the purpose of motivation and promote the adherence of employees to the goals of the organisation (Spencer, 1986). Employee voice may include the following: Exchange of ideas between the management and employees and the management through collective representation and individual basis. The involvement of the employees in the decision-making process of the organisation. Employees should also be allowed to have said on issues, not only should they be allowed to comment but should know that what they say has a chance of being implemented. Contribution to managerial decision-making is crucial for employees as they express their ideas for the better of the organisation. Traditional forms of employee representation include trade unions. Trade unions emerged in the 19th century they are a form of indirect representation. In most cases, only one trade union was present in an industry. Trade unions had to protect employees and inform them about their rights and obligations. They also consult with the employer in relation to measures affecting a group of employees. Direct representation is particularly im portant as the employees are in the managerial team. Direct representation may be in the form of work councils and human resource management team. Work councils represent all employees in the company and are constituted by statute. Work councils have right for participation in the business operational issues (Dundon, and Gollan, 2007). Twenty years ago, 50 percent of workers in Australia were members of a union. Today union membership is just below 25 percent. Australian has seen the lowest number of members in trade unions so far. In 1920-1990 trade unions
Sunday, August 11, 2019
History of United States Presidents considered Internationalists Essay
History of United States Presidents considered Internationalists - Essay Example History of United States Presidents considered Internationalists Financial depressions always lead to economic deteriorations associated with collapse of several sectors of developments. Any leader who uses his government position to revert such financial depressions is termed an internationalist. There are a number of people termed internationalists in the world. However, some of the good examples of internationalists include Theodore Roosevelt, Woodrow Wilson and Franklin Roosevelt who were all the United States of America’s Presidents. It is important to note that although Presidents Theodore Roosevelt, Woodrow Wilson and Franklin Roosevelt were all internationalists with the goal of increasing the US role in the world, they sought to achieve this in different ways. This paper is going to support this generalization by examining the different ways in which each of the presidents worked to increase the United States influence and powers abroad. Theodore Roosevelt was one of the most cherished internationalists. Theodore was an American president from the period of 1901 to 1909 and had several achievements during his tenure. Roosevelt was a visionary leader, a pragmatic leader as well as a true democrat who understood the plights of humanity in various measures. This president was a reformer but not a revolutionist (Oakes et al, 631, paragraph 1-5). He strongly believed in values of democracy, efficiency as well as social justice to all people worldwide.
Saturday, August 10, 2019
Root Metaphors in Understanding Organisational Behavior Essay
Root Metaphors in Understanding Organisational Behavior - Essay Example Metaphors give a clearer understanding of the paradoxical and complex characteristics of organizational behavior. Some of the metaphors that have been used over time in reference to organizational behavior include organism, culture, machine and political systems. This paper will analyze some of the root metaphors that have been used to describe organizations. Organizations as Cultures Culture refers to a way of a people hence organizational culture denotes a pattern of basic assumptions adopted within a group. These assumptions act like the norm and any new member has to learn them (Phegan, 1996: pp. 25). These norms govern the interaction of people within an organization and the working relationship with those outside the organization. They define conduct for various situations (Parker, 2000, p.56). In analyzing organizations as cultures, the Hofstede’s cultural dimensions theory proposes that organizations adopt a culture as determined by the region they are located in (Hofs tede, 1991, p. 43). Organizational culture varies from one nation to another. An awareness of multiculturism is important for any organization. For instance, if an organization based in Britain chooses to extend its operations to the Arab nations, then it has to take into consideration the aspect of religion that is an important part of the lives of the Arabians. Hence, the organization will adjust its culture to accommodate its Arabian employees. According to Hofstede (1980, p. 67), national and regional cultural groupings affect organizational behavior. Different analysts have described organizational culture in various ways. Deal and Kennedy have four cultures (Deal and Kennedy, 1982, p.34). The ‘work-hard, play hard’ culture is one where the members of an organization put a lot of time into their work to be among the best. Such organizations are result oriented. Organizations like restaurants have adopted such a culture. The ‘tough guy macho’ culture is a high risk and reward oriented culture. In addition to this, such organizations focus on the present rather than long term goals. An example of this would be the police force. Process culture works for low risk and slow feedback oriented organizations. These organizations, observe a lot of bureaucracy. Banks and insurance companies fall into this category. Lastly, ‘bet-the-company’ culture is common with organizations that are involved in high risk business that gives slow feedback (Hartnell et al. 2011, p. 12). A lot of planning and work is put into the realization of goals. Oil companies and aircraft manufactures are some of the organizations with such a culture. An organization’s culture determines its output as pointed out by Denison et al. (2004, p. 98-109). A strong culture is one where the staff aligns themselves to the norms and lives up to the expectations. In such cultures, work progresses smoothly and the organization easily realizes its goals and ob jectives. Furthermore, a strong culture organization benefits in that the employees have high motivation (O’ Reilley et al., 2006: p. 487). Moreover, organizational culture increases team cohesiveness. Different departments and divisions within the company closely work together. This fosters harmony. This in turn promotes consistency. The staff finds their niche and can easily coordinate their activities. Once they adopt the norms, they know what is expected of them and work effortlessly in keeping up with the norms. Hence, it also shapes
Friday, August 9, 2019
Teenage pregnancy in ireland Thesis Example | Topics and Well Written Essays - 4000 words
Teenage pregnancy in ireland - Thesis Example The teenage pregnancy is a contentious issue in Ireland, and the problem is especially pronounced in County Louth which is one of smallest counties in Ireland with the highest rate of teenage pregnancies (Crisis Pregnancy Agency, 2007). Many society members view most cases of teenage pregnancy as a burden and a barrier to the achievement of the necessary education status and employment standards. However, there is also a growing acceptance of non-standard family models. This research will aim to explore the attitudes of the society toward teenage pregnancy. The literature review will comprehensively discuss the problem of teenage pregnancy, teenage birth rates in Ireland, risk factors and health risks of teenage pregnancies to provide the theoretical aspects of the research on teenage pregnancy as well as the society attitudes toward young mothers. According to Keller (2002), the rate of teenage pregnancies in both County Louth and Dublin is the same i.e. 6.8pc. However, the statisti cs from the 2002 research could be currently different due to the fact that the difference in the sizes of the two cities leads to a difference in the social norms. Being larger than County Lough, the teenage birth rates could be higher in Dublin because the sexual activities will be more rampant, the catholic culture will have less impact, and the multicultural impact is high. The 2010 statistics from the Central Statistics Office (CSO) indicates that teenage pregnancy in Ireland has been reduced in significant levels and it led to birth of 2, 043 babies for the mothers under the age of 20 (CSO, 2010). This was a decline from the 2006 statistics, when 2352 cases represented 0.4% of the total births among women that year (Crisis Pregnancy Agency, 2007). Majority of the teenage births are noted among girl between eighteen to nineteen years old. For example,
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