The Strategy Adopted By the Capsim Company Free Essay Example, 750 words

According to the research findings, it can, therefore, be said that both the profitability and activity ratios of the Capsim Company show how successful the company has been in terms of the timing and outcomes of its strategic and operational decisions. The timing and outcomes of Capsim Company strategic and operational decisions have been positively influenced by competitive factors such as competitor limited production capacity and competitor dominated segment. The company competitors lack the production muscles to compete in the production of low technology products for low technology customers. Most of its competitors are not willing to invest in the production of low technology products for fear of risks that are associated with such a strategy. However, even though the company deals with low technology products, it has been able to produce those products that offer value to its stakeholders by virtue of the reliability of the product, which has resulted in the increased compan y profitability. Most of the Capsim Company competitors have dominated in the high technology segment leaving the company with few competitors in the low technology market. This has given the company a competitive advantage in the market, which then explains its outcomes in terms of profitability. We will write a custom essay sample on The Strategy Adopted By the Capsim Company or any topic specifically for you Only $17.96 $11.86/page

Jesters Pies Free Essays

The report examines an in depth analysis of the Jesters Pies and its brand equity in the market. The report also looks at the brand associations of the product through which it is being recalled by the consumer. Interviews will be taken by consumers of Jesters Pies in order to get an understanding of the brand association. We will write a custom essay sample on Jesters Pies or any similar topic only for you Order Now This will show what consumers feel, think and do with the brand. The report will also look at the elements that make the brand up and make it was it is which includes the logo, URL , name and slogan. This is an important part of a company because if these elements aren’t used in a correct way then there is a higher chance the brand won’t be as successful. Having an effective name, logo and slogan can have a huge effect, just look at Nike and their ‘tick’ symbol. The third part of the report will focus on the Jesters marketing programme. This includes an analysis on the product, pricing, communication and distribution of the brand. This is more about how the company operates in actual business rather than what the consumers think about the brand of the company. Finally to wrap the Jesters report up recommendations will be made to the CEO of the company. These will be based on the consumer knowledge and marketing evaluation. These recommendations will be made so the company can use them in the future to help improve their business and overall brand. Company Profile Jesters are a franchising company in New Zealand who are specialist in making and selling pies. Their menu ranges from the traditional Beef Pie to the not so traditional Spud Delux. Their company motto sums them up pretty well; â€Å"serious about pies†. Jesters are New Zealand wholly owned and managed Pie Company. However the first original concept of it was started in Perth in 1997 when the idea of making the finest, healthiest pies in the market, was first created. Jesters pride their Jaffle Pie range to be of good quality, fresh, taste and health. Jesters are located in four cities nation wide which includes Auckland, Christchurch, Wellington and Dunedin. With the first being opened in 2002 at Lynn Mall shopping centre. The business is spreading fast with 34 stores being opened in Western Australia and many more planned. The reason for success Jesters feel is because of the niche $1 billion fast food industry, which they feel, is growing fast. Also because of the uniqueness of the brand and products for sale are new and interesting for the consumer. With over 15 varieties of pies Jesters feels there is something for everyone. The company also caters for your family or a party along with the sit in restaurant layout. The company promises to the customer†¦Ã¢â‚¬ you’ll never stop at one!† (Jesters, about Jesters, 2007) Analysis of Marketing Mix Product Jesters Pies is a unique company in the New Zealand market. Even though the product they are selling is just a pie, which can be brought from any bakery, it is the first to sell them in a fast food style restaurant. Jesters Pies offers 15 varieties of pies which appeal to a wide variety of customers. This is important because you want to cater to as many people as possible so you get more customers. Jesters also diverse their product from other pies by confidently saying that theirs are the healthiest and finest in the market. Another attribute of the pies is that the filling is low fat, lean meats and fresh vegetables, which you probably couldn’t say about your local bakery pie. The final attribute of the product is no artificial colourings, preservatives and MSG are used. This is a good look for the product as it has become so important for consumers in recent times to eat healthy, fresh food (Jesters Pies, 2007). Price Pricing is very important for a brand as it can create associations in the mind of the consumer. It can also be used to build brand equity. So a company needs to price its products correctly in order to get the most out of the consumer. Jesters’ pies are ranged from $3.50 to $4.10. With the $3.50 pies being the classic beef, mince and bacon and egg and the more expensive pies are the fancier ones with more ingredients such as the Popeye which contains spinach mushroom and feta. The pricing strategy they have I feel is good as the consumer gets what they are paying for. The pies are more expensive than the bakery, but are of much better quality and better ingredients are used. Distribution Channel Distribution can have a huge effect on the equity and success of a brand. Distribution is so important because it is the process of getting the product to the consumer. Jesters use a direct channel method to distribution where they sell their product straight to the consumer through their stores. This is probably the most effective way for a brand like Jesters .Jesters Pies stores can be found around New Zealand and in some parts of Australia. They are located in four cities in New Zealand. However all the stores in the Auckland area are found a long way out from central Auckland, with only one store being located in the CBD. However they do have stores located throughout the country so their distribution is pretty good. Promotion/Marketing Communication Promotion and marketing is very important for almost every brand in any industry. Without it you would not be able to get your product into the market and gain awareness from your potential consumers. Jesters have not done a huge amount of advertising that we could recall or find. From what we did find was mostly advertising for magazine and billboards. This could be one reason for the fact that their brand awareness amongst consumers is not very strong. Television is the strongest form of media and is the best for developing a brand image and creating awareness. However even without this the brand seems to be getting more popular which could be put down to things such as word of mouth. With a bit more promotion and marketing the brand could become very popular as it is a unique fast food outlet. Brand equity for Jester Pies Brand equity is an intangible asset that depends on associations made by the consumer. There are various perspectives from which to view brand equity. Brand equity just does not include the value of the brand, but it also includes the value of proprietary technologies, patents, trademarks and other intangibles like manufacturing know how (article 1). So in case of jesters pies, jesters jaffle pies are not oven baked like traditional pie, but they are cooked in a unique jaffle pie makers using ultra-thin light puff pastry and finest quality natural ingredients. Therefore the the difference in technical know how adds to the brand equity of the product. (article2.) Another way to measure the brand equity is the financial aspect of the brand. In this case one way to measure brand equity is to determine the price premium that the brand commands over a generic product. In case of jester’s pies, the pies are priced at $ 3.40 which is normally higher than most of the pies in the market place. As jesters pies have positioned itself as a quality product and people are also willing to pay more for a quality product, it commands high brand equity. Brand equity also represents the added value endowed to a particular product or a service as result of past investments in the marketing of the brand. (Article 1). In case of jesters pies it commands very good brand equity due to its advertising and promotion. Jesters pies has used three mediums of advertising that is print radio and TV. Brand equity also helps the brand to grow globally.( article 1) As jesters pies is a successful brand in Australia, it can use its good brand equity to expand further in new Zealand and other countries as well. Brand Associations These are the things that consumer relates or associate when they think about the brand. It can be how the brand makes them feel, what they think of the brand, what comes to their mind when they think of the brand or even what they do with the brand. The interviews were limited as we only interviewed four people, however the information we got back was good as all consumers had pretty similar answers. This shows that the consumers are all getting similar associations with the Jesters Pies brand. From the answers to the interviews we came up with the following brand associations. †¢ People are aware of the jesters pies because of its logo and the colours used in it. †¢ Most of the people when asked about jesters pies, they have a positive response like, ‘good quality for the price’. So they provide incredible value for money by giving fresh, quality natural ingredients. They also provide fresh vegetables, lean meats and guarantee every pie meets health standards. †¢ People are also attracted towards jesters pies are because of the variety of the pies and value meals the company provides. †¢ People associate jester’s pie as specialised pie outlet. †¢ Most people think jesters as a healthy meal which is free of artificial flavourings, colourings and MSG. †¢ People don’t associate jester’s pie with its other products like sausage rolls, wedges, or coffee. But they feel that some changes can be made by introducing chips to the menu. Recommendations This report has analysed the Jesters Company. It has looked not only the marketing programme side but also the side of the consumer. From what we have found from looking at these components the following recommendations can be made- †¢ Firstly from what was gathered in the interviews not a lot of the consumers had seen much Jesters advertising and if they had it wasn’t very effective. Jesters should start advertising through the most effective medium, TV, this will increase brand awareness. †¢ Another recommendation follows on from the previous one. Jesters need to develop more awareness amongst its target customers. From people we have spoken to a lot of them were unaware of Jesters pies and the brand itself. In order to be successful brand awareness needs to be built up amongst the potential customers. †¢ Another issue gathered from the interviews was that the people who consumed Jesters said they were limited because of the lack of restaurants in handy locations. Perhaps to get more out there in the market they could locate some stores in key areas like around universities and more locations in the CBD How to cite Jesters Pies, Essay examples

Plastic Bags In Australia Haoran Samples †MyAssignmenthelp.com

Question: Discuss about the Plastic Bags In Australia Haoran. Answer: Problem statement The plastic bags pose many threats to the ecosystem which jeopardize human life and also give a bad impression of the environment, the excerpt is to identify the impact the polythene bags has on marine life which is major problem another problem is landfilling space, whereby the plastic bags because of their non-biodegradability makes it difficult in decomposing the materials. The expert also intends to solve the problem of greenhouse effect since when coal, oil, and gas are used they emit life-threatening greenhouse accelerators, on the other hand, the plastic pockets result in filling the land which is also a significant generator pf greenhouse accelerators. Lastly, plastic bags contribute much in cleaning up the filthiness, so governments incur many costs as they channel a lot of resources into the cleaning up programFehily (2009). Change is irresistible when a new dawn came every mechanism used to fight the ban was useless and the baby was set for birth. Different classes of people hovered with their interest glaring however change was due and ban had to be effected. Following more closely to the ban the council issued directives to the staff with their steadfast dictate on the process execution. Important to note is that the ban didi not allow space for adoption but it was actualized as soon as it was proposed. Objectives Help give the public, information that is up to date about issues on the anti-plastic. Another objective is that it helps recycle, reduce and reuse so as to achieve a zero waste policy. Helps educate the public about the effects of the plastic bags on the environment, how the plastic bags destroy the natural resources, the high cost incurred in the future so as to clean up the litter. It is overly broad referring to utilities. It should be incorporated as the elimination of impacts in relation to use of plastic carry out bags as environmental pollution, biological resources, terrestrial environment, water quality, marine, and aesthetics. In addition, the objective is varied since it supports past environmental impacts of the use of bags. It is considered as an objective with no negative documented environmental impact in relation to use of plastic bags, thus a not valid objective. The other objective aims at promoting a shift regarding the use of reusable carry out bags used by retai l customers. In an ordained proposal, the consumer has three choices; a reuse able bag, recyclable paper bag or no bag at all. Finally, decreasing litter and environment pollutants to prevent water systems, aesthetics, and terrestrial environment. This entails the summary of other objectivesJalil (2013). Credibility of the campaign To make the campaign more credible we have to consider several emerges, the campaign required a clearly delimitated goal which makes the campaign more achievable, the campaign demanded the understanding of the audience who are ones to make decisions concerning plastic bag ban. The campaign also for credibility calls for s more strong content reflecting the ant plastic use campaign, the message is required to concisely state what the purpose and overall aim of the campaign. A strategy is key in making the campaign credible because the campaigner will have the leverage of influencing decision makers to campaign with interest of reducing paper bag use. The campaign needs to make the ban of plastic bag a requirement, this is to be done through education of the public and also avail statistics and facts basing on how the plastic bags pollute the environment which is an expense to the taxpayers when money is used to persuade individuals to instead campaign. A strategy to implement the anti-plastic bag use will be: Enforcing measures for recycling and recovering of life end products Restriction of plastic bags supply Having must requirements in position concerning deposition of plastic bags Enforcing restrictions to some products to enhance recycling An integrated strategy map of this schemes is stipulated below. A strategy to implement the anti-plastic bag use will be: Enforcing measures for recycling and recovering of life end products Restriction of plastic bags supply Having must requirements in position concerning deposition of plastic bags Enforcing restrictions to some products to enhance recycling An integrated strategy map of this schemes is stipulated below. Campaign outcome The campaign objectives did not meet all the objectives at it was required there was still some significant plastic bag use. No substantial parity in effectiveness among the means of communication this was because of low intensity of campaign communications Oman(2010). Conclusion In summary, plastic bag ban is very important to the environment as reduces the green gas effect, marine life is protected from dirt emitted to it by plastic bags and lastly, a plastic-free environment is more appealing and gives a good look. A strategy to implement the anti-plastic bag use will be: Enforcing measures for recycling and recovering of life end products Restriction of plastic bags supply Having must requirements in position concerning deposition of plastic bags Enforcing restrictions to some products to enhance recycling An integrated strategy map of these schemes is stipulated below. Campaign outcome The campaign objectives did not meet all the objectives at it was required there was still some significant plastic bag use. No substantial parity in effectiveness among the means of communication this was because of low intensity of campaign communications. Conclusion In summary, plastic bag ban is very important to the environment as reduces the green gas effect, marine life is protected from dirt emitted to it by plastic bags and lastly, a plastic-free environment is more appealing and gives a good look. Campaign outcome The campaign objectives did not meet all the objectives at it was required there was still some significant plastic bag use. No substantial parity in effectiveness among the means of communication this was because of low intensity of campaign communications. Conclusion In summary, plastic bag ban is very important to the environment as reduces the green gas effect, marine life is protected from dirt emitted to it by plastic bags and lastly, a plastic-free environment is more appealing and gives a good look. Environment policy Environment policy will assist in the governance of anti-plastic use through the establishment of environmental laws and supporting initiatives. This is rules and norms based on environment pollution some of the environmental policies will include; a dedication to the environmental policy, this policy requires assessment of efforts to abbreviate pollution and bring off their innate resources. Establishment of performance reviews program, this will aid in establishing communicated decision concerning the environment. Having a monitoring and appraisal program. The environmental policy also needs to address how the public will be educated for sustainable development of the environment. Again the environment policy contains issued based on ecosystem impact assessment, industrial accidents, and water resources and lastly, it requires public participation for effective implementation Sutton(2012). A strategy to implement the anti-plastic bag use will be: Enforcing measures for recycling and recovering of life end products Restriction of plastic bags supply Having must requirements in position concerning deposition of plastic bags Enforcing restrictions to some products to enhance recycling An integrated strategy map of these schemes is stipulated below. Campaign outcome The campaign objectives did not meet all the objectives at it was required there was still some significant plastic bag use. No substantial parity in effectiveness among the means of communication this was because of low intensity of campaign communications. Conclusion In summary, plastic bag ban is very important to the environment as reduces the green gas effect, marine life is protected from dirt emitted to it by plastic bags and lastly, a plastic-free environment is more appealing and gives a good lookStakeholdermap (2017). References Fehily, T., Company (2009) Consultancy study on plastic bags. Report prepared for the Department of Environment and Local Government, Dublin. Haoran, H., 2010. The effects of an environmental policy on consumers: lessons from the Chinese plastic bag regulation. Institutionen fr nationalekonomi med statistic, Handelshgskolan vid Gteborgs Universitet. Homan, 2010. The effects of an environmental policy on consumers: lessons from the Chinese plastic bag regulation. Institutionen fr nationalekonomi med statistic, Handelshgskolan vid Gteborgs Universitet. Jalil, M.A., Mian, M.N. and Rahman, M.K., 2013. Using plastic bags and its damaging impact on environment and agriculture: An alternative proposal. International Journal of Learning and Development, 3(4), pp.1-14. Santos, S.C., Sousa, C.V.E., Sampaio, D.D.O. and Fagundes, A.F.A., 2013. The impact of using compostable carrier bags on consumer behavior in the city of Belo Horizonte, Brazil. Ambiente Sociedade, 16(4), pp.1-18. Stakeholdermap.com. (2017). Articles on Stakeholder Management. Sutton, J. and Turner, B., 2012. Plastic Bags: Hazards and Mitigation.vvv

Costs and Motives in Apprenticeship Training

Introduction Developing an effective and efficient labor force is essential in organizations’ pursuit to achieve long-term excellence. Acemoglu and Pischke are of the opinion that human capital is the engine of achieving the desired growth (112). Human resource managers should ensure that their workforce has the right skills in order to improve the organizations’ performance.Advertising We will write a custom term paper sample on Costs and Motives in Apprenticeship Training specifically for you for only $16.05 $11/page Learn More The effectiveness of an organization’s human capital will play a vital role in enhancing its competitive advantage and efficiency. Organizations characterized by quality-oriented employees will outdo quantity-oriented workforce. One of the ways through which an organization can transform its labor force into being quality-oriented is by investing in apprenticeship training. Investing in apprenticeship is an effective way through which an organization can enhance employee development by instilling the desired skills and competence. This aspect increases the employees’ level of effectiveness and efficiency (Ryan The economics of training 56). Additionally, the skills acquired must be utilized effectively in order to achieve the desired growth. Acemoglu and Pischke contend that the long-term success of an organization is subject to the degree to which employees are committed in developing specific skills (112). Some of the specific skills cannot be acquired through general-purpose education. Currently, organizations are operating in a vibrant environment arising from the high rate of economic, social, political, and technological changes. Vemic asserts that the increase in the level of uncertainty, turbulence and complexity arising from the environment demands organizations to invest in knowledge (209). Subsequently, organizational managers have an obligation to invest in continuou s learning, which is effectively achieved through workplace training. In an effort to achieve the desired level of efficiency, policy makers including governments are increasingly appreciating the significance of apprenticeship. For example, during his first term in office, Clinton made skills development through training a key policy issue. The objective was to improve the efficiency and effectiveness of the less skilled employees.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Acemoglu and Pischke are of the opinion that the â€Å"increase in the returns to a college degree and other skills experienced in the OECD countries over the past 20 years has added the sense of urgency to concerns regarding skills† (112). Considering the importance of apprenticeship in organizations’ efforts to achieve long-term survival, this paper evaluates the costs and motives of apprentice ship training on the employers’ perspective. In order to understand the significance of apprenticeship, the paper assesses its application in Germany and Switzerland. Cost analysis of apprenticeship training Mohrenweiser and Zwick are of the opinion that an â€Å"increase of the apprenticeship share in trade, commercial, craft, or construction occupations has a positive impact on establishment performance; however, apprenticeship training increases the net cost of operation during the apprenticeship period† (631). Subsequently, employers incur a number of costs by investing in apprenticeship training. Nechvoglod, Karmel, and Saunders cite apprentice wages as one of the major costs incurred by employers in their efforts to invest in apprenticeship (10). The apprentices’ remuneration increases due to the different aspects such as workers’ compensation, payroll tax, superannuation, and wages. Employers have an obligation to make payment to the apprenticesâ⠂¬â„¢ superannuation fund (Wolter and Ryan 550). Acemoglu and Pischke assert that different countries have formulated extensive and complex legislations, which aim at protecting workers (119). During the apprenticeship period, employers have the duty of safeguarding the apprentice in the workplace. Consequently, the employer must ensure health and safety of the apprentices. In the event of an accident or injury, the employer has the responsibility of meeting the apprentices’ hospital bills. In a bid to safeguard against such issues, employers are required to include the apprentices in the workers compensation plan within the organization. Various governments have made it mandatory for organizations to ensure that apprentices receive a fair remuneration during their apprenticeship. The amount of remuneration is dependent on a number of factors. Some of these factors relate to the years of training, nature of apprenticeship, and year of school completion. Entry-level apprentice s receive a relatively lower remuneration as compared to mature age apprentices.Advertising We will write a custom term paper sample on Costs and Motives in Apprenticeship Training specifically for you for only $16.05 $11/page Learn More The differences arise from the view that mature apprentices are more productive as compared to their young counterparts, which contributes to higher organizational performance. For example, the UK government has made it mandatory for employers to pay apprentices during the entire period of their apprenticeship. According to the UK government policy, the payment has to be equal to the set national minimum wage. Apprentices serving for the first year and whose age is above 16 years are entitled to a minimum wage at the rate of  £ 2.68 per hour. After one year, the employers have an obligation to pay the apprentices at the rate applicable to their age. Furthermore, the remuneration is also pegged on the trainees’ educational grade. The remuneration paid has to reflect the training received, which reflects their responsibility. Booth and Snower argue that employers have an obligation to treat the apprentices in a similar manner as employees (19). This aspect means that the apprentices are entitled to other benefits similar to other employees in an organization. Some of these benefits include allowances and any other financial benefits that the employer may be required to pay over and above the set gross wages. In Australia, employers are required to pay apprentices all the benefits as outlined by the workplace agreement and the industry award. In addition to remuneration, employers also incur substantial costs in paying the training personnel (Stevens 37). In an effort to ensure that employees are trained adequately, an organization may decide to outsource the training function. Outsourcing the training function may be expensive for an organization. The outsourced firm may charge high trainin g fees especially in training executives, which hikes the cost of outsourcing the training function. This assertion holds if an organization is required to train its workforce constantly. Furthermore, the organization may decide to source the training function in-house. Despite this aspect, the internal trainer may charge a high fee.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mohrenweiser and Backes-Gellener define training fees as the costs incurred by an organization in paying an internal or external trainer (5). It is imperative for organizations to conduct a cost-benefit analysis to determine whether outsourcing the training function or conducting it in-house (Ryan The institutional requirements 12). Nechvoglod, Karmel, and Saunders further assert that employers incur a number of indirect costs (10). Examples of such costs include administration costs, material wastage and extra maintenance, and apprentice supervision costs. During the apprentice period, the employer has an obligation to ensure that the apprentice receives appropriate qualification. Subsequently, the employer should ensure that the apprentice is supervised effectively during the entire apprenticeship program. Clark asserts that organizations should not assume that the apprentice is conversant with the responsibilities being allocated with time, hence diminishing the intensity of supe rvision (245). This assertion arises from the view that the apprentice will encounter new challenges in the course of undertaking the on-the-job training. In most cases, the supervisory responsibility is allocated to a qualified employee, who is charged with the responsibility of constantly reviewing the apprentice’s practices in order to ensure that he meets the intended quality, thus ensuring that his/her safety at the workplace is guaranteed. Therefore, the amount of time that the supervisor is actively involved in the operation of the firm is affected, which reduces his productivity. Nechvoglod, Karmel, and Saunders further argue that the cost incurred is relatively high if the apprentice does not complete the apprenticeship (10). This assertion emanates from the view that the employer does not enjoy the apprentice’s productivity later during his or her time in the organization. Substantial administration costs are involved in planning apprenticeship. For example, human resource managers spend a lot of time scheduling work and planning off-the-job training. The apprentices have the right to attend off-the-job training. In addition to the above costs, the employer also incurs a substantial costs originating from material wastage and extra maintenance. An organization may be required to purchase additional equipment and materials in order to undertake the training process successfully. An analysis of how the costs of apprenticeship are shared between employers, apprentices and the government Most governments are cognizant of the role of organizations in enhancing organizational performance. Subsequently, governments are increasingly supporting organizations in their operations. Dustmann and Schonberg contend that industrialized countries are appreciating vocational training as an important aspect in strengthening their growth and competitiveness (36). One of the avenues through which this goal is being achieved is by supporting organizationâ₠¬â„¢s apprenticeship programs. For example, Sweden, the US, Australia, Canada, Germany, and the UK are some of the economies that have advocated organizations to invest in apprenticeship. In an effort to support such initiatives, governments are contributing a substantial amount in supporting the apprenticeship schemes. Nechvoglod, Karmel, and Saunders cite incentive payments as one of the ways through which governments are supporting apprenticeship schemes (24). One of the requirements that organizations are required to invest in includes off-job training such as in-class training. In a bid to support organizations, governments are increasingly paying the tuition fee for organizations that have incorporated a comprehensive apprenticeship-training program. Nechvoglod, Karmel, and Saunders assert, â€Å"The tuition fees charged to students make up a very small part of the overall apprenticeship cost† (24). However, governments support organization in order to sustain such appr enticeship programs in organizations. Dustmann and Schonberg argue that the appreciation of apprenticeship in some industrialized countries such as Austria, France, the US, and Italy have led to significant increment in support of apprenticeship programs through school-based and full-time apprenticeship colleges (36). Similarly, countries such as Switzerland and Germany have adopted firm-based apprenticeship programs. These schemes are designed to train employees through a combination of on-the-job training and school-based training. The programs last for 2 to 3 years (Dustmann Schonberg 36). In Canada, the provincial and federal governments are involved in funding the apprenticeship program. For example, during its â€Å"2011/2012 fiscal year, the Canadian federal government provided direct support to apprenticeship program amounting to approximately $185 billion† (Dustmann Schonberg 38). Furthermore, the government supported organizations that have adopted apprenticeship schemes through a $ 172 million fund, which was specifically set aside for the apprentices’ insurance. In Ontario, Canada, the provincial government provides employers, who have adopted the concept of apprenticeship, with a tax credit amounting to 35% to 45% of the total cost of recruiting an apprentice (Lerman 4). Other governments support apprenticeship by incorporating a subsidy on the training firms. For example, the UK government has developed a fund through the National Apprenticeship Service. The fund covers the total costs incurred by organizations through off-the-job training. However, the fund only supports apprentices aged between 16 and 18 years. Furthermore, the UK government supports organizations that have adopted an apprenticeship-training program for individuals aged between 16 and 17 years through the Apprenticeship Grants for Employees, which was established in 2010. Employers who incorporate apprentices within the 16 to 17 years range receive  £2,500 gra nt. In Australia, training firms receive $ 1,250 support, which is increased to $ 4,000 upon completion of the training. This aspect highlights the extent to which governments are committed in supporting organizations to invest in developing their workforce through apprenticeship. Therefore, it is imperative for organizational managers in such economies to consider investing in employee development by investing in apprenticeship programs. Governments’ support for apprenticeship training is also applicable in Germany and Switzerland. However, Dustmann and Schonberg assert that public funding in Switzerland and Germany is only applicable to part-time vocational education (36). This aspect means that Swiss and German companies receive minimal direct public funding as opposed to British firms, which receive substantial direct public funding. Comparison of apprenticeship training; Switzerland and Germany; cost and benefit analysis Soskice assert that a number of studies have been conducted in an effort to assess costs and benefits of apprenticeship training practices in Switzerland and Germany (25). These studies provide significant insight on the apprenticeship systems implemented in the two countries (Soskice 25). Available empirical research shows that apprenticeship training in Switzerland is subject to the net cost of the training program (Hanushek and Welch 618). Similarly, another study conducted in Germany shows that the costs and benefits associated with training have a significant influence on apprentice training in Germany. Dionisius et al. assert that Germany and Switzerland â€Å"have adopted dual vocational education and training [VET] system† (1). Therefore, the apprenticeship system is comprised of school-based education [training through special vocational institutions] and through on-the-job training. Subsequently, the two countries are effective in enhancing apprenticeship training (Wolfgang and Soskice1). However, the costs and ben efits associated with the apprenticeship training behavior amongst the two countries vary significantly. Apprenticeship training in Switzerland is usually beneficial to an organization during the training period. German firms incur significant net costs in the course of training apprentices. The difference between the two countries emanate from the prevailing â€Å"structural differences such as industry structure, wage levels, and firm characteristics† (Dionisius et al. 1). Moreover, the differences between the two companies arise from the prevailing labor market regulations. The study conducted by Dionisius et al. shows a significant difference with regard to cost-benefit ratio from the employers’ perspective between the two countries (5). According to the study, â€Å"the average annual cost of apprentice training in Germany amounts to â‚ ¬15,537 and that of Switzerland is estimated to be â‚ ¬18,131† (Dionisius et al. 5). During the three years of the a pprenticeship training, the total costs amounts to â‚ ¬7,785, thus making a substantial impact on the organizations’ wage bill. Despite this aspect, an organization can gain significant benefits during the apprenticeship program. Dionisius et al. assert that the â€Å"value of productive contribution of apprentices is high in Switzerland, where the average benefit amounts to â‚ ¬ 19,044, and thus the average benefit accrued by training a single apprentice in Germany amounts to â‚ ¬ 8,008† (5). Apprenticeship training in Germany leads to higher net costs of approximately â‚ ¬ 7,528 per year as compared to a net benefit of â‚ ¬913 per apprentice in Switzerland. Consequently, the change between Germany and Switzerland with regard to a 3-year apprenticeship-training program amounts to â‚ ¬25,323. The net costs of apprenticeship training amongst German firms are relatively higher as compared to Swiss firms. The high net cost of apprenticeship arises from t he costs of the training personnel and the apprentices’ wages (Ryan Apprenticeship 102). The cost of â€Å"training an apprentice at the managerial level is 46% higher while that of a full-time trainer is 24% higher in Switzerland as compared to Germany† (Dionisius et al. 7). Similarly, wages of training specific skill such as technicians, artisanship, and administrative skills are 53%, 71%, and 60% higher in Switzerland as compared to Germany. Additionally, training an apprentice who does not have any vocational qualification is 59% higher in Switzerland as compared to Germany (Dionisius et al. 5). Despite the above comparison, the wage costs incurred in training apprentices are higher in Germany as compared to Switzerland (Hanushek and Welch 618). Wage costs are higher during the first year, but they decrease significantly through the second and the third year. The chart below illustrates the change in wage costs for apprenticeship training during the 1st to the 3rd year. Year Change 1 â‚ ¬ 1,344 2 â‚ ¬ 456 3 -â‚ ¬ 981 Table 1: Graph 1 Source: (Dionisius et al. 6) The differences are as a result of the duration that an apprentice spends at the vocational school, which varies significantly between Switzerland and Germany. The difference is estimated to be â€Å"15 days, 10 days, and 8 days during the 1st, 2nd, and 3rd years in Germany† (Dionisius et al. 6). This aspect explains why apprentices in Germany spend a relatively long durations in undertaking external and internal courses and in undertaking internship programs in diverse establishments (Hanushek and Welch 619).On the other hand, Swiss apprentices spend most of their time at the workplace, which increases the performance and productivity of the training firm. Dionisius et al. assert that Swiss apprentices spend an additional 23 days during the 1st year, 18 days during the 2nd year, and 13 days during the 3rd year in of their apprenticeship training in the wo rkplace (6). In addition to the above differences, the variation in the costs and benefits between Germany and Switzerland arises from the nature of training within a particular firm. Firms have the discretion in allocating tasks to apprentices during their training program. This aspect leads to the development of specific skills, and thus they can be allocated productive activities, which are usually undertaken by skilled employees or other tasks undertaken by unskilled employees (Wolfgang and Soskice12). Previous studies show point to a significant difference on the allocation of duties between Swiss and German firms. The amount of time that apprentices in German firms are engaged in non-productive tasks is higher as compared to Swiss firms (Hanushek and Welch 618). The table below illustrates the extent to which duration within which apprentices are engaged in unproductive tasks in German firms exceed Swiss firms during the 3-year apprenticeship-training program. Year Points 1 +36% 2 +28% 3 +18% Table 2 Graph 2 Source: (Dionisius et al. 7) It is estimated that Swiss â€Å"apprentices spend over 468 days of their entire apprenticeship period at the workplace† (Dionisius et al. 7). Eighty three percent (83%) of this period is undertaken by productive activities. On the other hand, German apprentices use â€Å"approximately 415 days at the firm offering the apprenticeship training of which 57% of this time is consumed by productive activities† (Dionisius et al. 7). The net cost of â€Å"apprenticeship training between German and Swiss firms is estimated to be â‚ ¬ 25,000 during a 3-year training program† (Dionisius et al.17) and this difference arises from a number of factors, which include the countries’ vocational education training systems, relative wages, and allocation of tasks amongst apprentices. The above comparison shows that German and Swiss firms can be in a position to influence the costs and benefits ass ociated with apprenticeship training. Hanushek and Welch accentuate that most firms in Germany are willing to cover the net costs incurred in apprenticeship training (617). This assertion arises from the view that the German government has instituted effective employment protection legislations, which is not the case in Switzerland. Consequently, â€Å"Swiss firms are forced to train apprentices in a cost-efficient manner† (Hanushek and Welch 618). However, the wage difference for apprentices between â€Å"skilled and unskilled apprentices is an additional motivation for Swiss firms to adopt production-oriented strategy rather than investment-oriented strategy in developing their apprenticeship-training program† (Hanushek and Welch 618). Incentives and disincentives of apprenticeship training to employers An organization can accrue a number of benefits through apprenticeship training. Acemoglu and Pischke argue that apprenticeship enables an organization to enhance fir m-specific skills amongst its workforce (124). This move enhances the quality of output amongst the employees. Acquisition of firm-specific skills influences the efficiency and effectiveness with which an employee utilizes the general skills. Furthermore, adopting such skills fosters the effectiveness with which employees execute their duties effectively, which minimizes instances of injury and other safety hazards. Moreover, investing in apprenticeship training enhances the quality of work amongst employees. Subsequently, one can argue that apprenticeship increases the productivity of employees. For example, possessing knowledge on the application of certain software is beneficial to an organization if the employee uses the software to execute tasks specific to his division, which makes the general and specific skills to complement each other (Acemoglu and Pischke 124). Therefore, one can argue that investing in apprenticeship training increases the probability of an organization d eveloping a pool of experienced human capital. This aspect culminates in significant improvement in an organization’s competitiveness, performance, and growth. Investing in human capital development through apprenticeship training presents employers with an opportunity to access government support. However, an organization must invest in in-class training. In addition, organizations may access future government support. One of the benefits that the organization may access relates to tax credit. For example, the government may waive a certain percent of the corporate tax during the period of apprenticeship. Such government support may improve the organizations’ long-term performance. By investing in apprenticeship, the employer is in a position to develop a strong human capital base. One of the ways through which this end is realizable is by incorporating the concept of diversity. The apprenticeship program incorporates apprentices of different demographic characteristi cs such as age and educational qualification. This aspect improves the effectiveness and efficiency with which the organization develops a pool of experienced workforce. Workforce diversity is one of the most important organizational assets as it enhances the development of a knowledge-based organization through information sharing (Organization for Economic Cooperation and Development 111). Adopting apprenticeship as a way of recruiting employees can improve the effectiveness and efficiency with which an organization achieves competitive advantage with regard to human capital base. Subsequently, the likelihood of achieving business excellence increases, as apprenticeship training provides employees with an opportunity to progress through their career path. Consequently, the likelihood of achieving their desired career goals improves significantly. This aspect leads to a significant improvement in an organization’s corporate image, which further improves its competitiveness i n the labor market. Saks and Haccoun are of the opinion that the image of an organization is fundamental in its quest to develop competitiveness with regard to human capital (209). This assertion arises from the view that potential employees prefer associating and working with such a company. Subsequently, the likelihood of such a firm succeeding in its recruitment drives is high. Soskice asserts that apprenticeship training increases the employee retention rate significantly (37). Despite the attractiveness of apprenticeship training as illustrated above, a number of aspects de-motivate employers from investing in such programs. One of the main disincentives relates to the cost involved in hiring and retaining apprentices. Different economies have stipulated a comprehensive bill of rights, which is applicable to apprentices. Some of the issues articulated in such bills relate to the right to fair and equitable remuneration. For example, apprentices have the right to all the benefit s applicable to other employees. Subsequently, most organizations perceive the cost of apprenticeship training as a major factor in their operations. The other disincentive arises from the view that organizations are not guaranteed of the continued service of the apprentice in the organization. Some apprentices may leave the organization after or before completion of the training program, which is a major cost to the organization. Conclusion The above analysis identifies apprenticeship training as one of the most important elements in organizations’ efforts to develop competitive advantage with regard to human capital. Subsequently, governments are increasingly formulating policies advocating integration of apprenticeship training amongst firms. Furthermore, different governments are supporting apprenticeship programs directly or indirectly either through tax credit or by paying the tuition fee for apprentices. However, the paper shows that firms encounter a number of costs a nd benefits through apprenticeship training. Some of the major costs are associated with the â€Å"apprentices’ wages, costs of paying the training personnel, and wastage of materials† (Booth and Snower 88). These costs vary across countries. For example, the study shows that Swiss firms gain significantly as opposed to German firms. The difference in the costs and benefits arises from the prevailing legislations and industry structure. Despite the costs incurred, an organization can gain a number of benefits from apprenticeship training. Some of these benefits relate to improved corporate image, developing competitive advantage with regard to human capital, and high rate of employee retention. Subsequently, it is imperative for stakeholders and policy makers to create an effective environment for companies to adopt the concept of apprenticeship training in developing their labor force. Works Cited Acemoglu, Daron, and Jorn-Steffene Pischke. â€Å"Beyond Becker: Train ing in imperfect labor markets.† The Economics Journal 109.453 (1999): 112-142.Print. Booth, Alison, and Dennis Snower. Acquiring skills: Market failures, their  symptoms and policy responses, Cambridge: Cambridge University Press, 1996. Print. Clark, Fahr. â€Å"Transferability, mobility and youth training in Germany and Britain; simple theoretical analysis.† Konjunkturpolitik 48.3 (2002): 235-255. Print. Dionisius, Regina, Samuel Muhlemann, Pfeifer Harld, Walden Gunter, and Wolter, Stefan. â€Å"Cost benefit of apprenticeship training; a comparison of Germany and Switzerland.† Applied Economics Quarterly 55.1 (2009):7-36. Print Dustmann, Christian, and Uta Schonberg. â€Å"What makes firm-based vocational training schemes successful? The role of commitment.† American Economic Journal of Applied Economics 4.2 (2012): 36-61. Print. Hanushek, Eric, and Finis Welch. Handbook of the economics of education,  Amsterdam: North-Holland, 2011. Print. Lerman, R obert. Expanding apprenticeship training in Canada; perspective from  international experience, New York: American University, 2014. Print. Mohrenweiser, Jens, and Thomas Zwick. â€Å"Why do firms train apprentices? The net cost puzzle reconsidered.† Labor Economics 16.4 (2009): 631-637. Print. Mohrenweiser, Jens, and Uschi Backes-Gellener. â€Å"Apprenticeship training- what for? Investment in human capital or substitution of cheap labor.† International Journal of Manpower 31.5 (2010) 545-62. Print. Nechvoglod, Lisa, Tom Karmel, and John Saunders. The cost of training  Apprentices, Adelaide, SA: National Centre for Vocational Education Research, 2009. Print. Organization for Economic Cooperation and Development: Learning for jobs. Paris: OECD, 2010. Print. Ryan, Paul. Apprenticeship; between theory and practice, school and work, Zurich: University of Zurich, 2011. Print. —. The economics of training: International Encyclopedia of Business  and Management, London: Routledge, 2001. Print. —. â€Å"The institutional requirements of apprenticeship: evidence from smaller EU countries.† International Journal of Training and Development 4.1 (2000): 11-16. Print. Saks, Alan, and Robert Haccoun. Managing performance through training and  Development, Toronto: Nelson Education, 2010. Print. Soskice, David. Reconciling markets and institutions; the German apprenticeship  System, Chicago: University of Chicago Press, 1994. Print. Stevens, Margaret. â€Å"Transferable training and poaching externalities.† Acquiring  Skills: Market Failures, their Symptoms and Policy Responses. Ed. Alison Booth and Dennis Snower. Cambridge: Cambridge University Press, 1995. 19-40. Print. Vemic, Jelena. â€Å"Employee training and development and the learning organization.†Ã‚  Economics and organization 4.2 (2007): 209-216. Print. Wolfgang, Franz, and David Soskice. â€Å"The German apprenticeship system.†Ã‚  ECONSTOR 4.11 (1994): 1-29. Wolter, Stefan, and Paul Ryan. â€Å"Apprenticeship.† Handbook of the Economics of  Education, Volume 3. Ed. Eric Hanushek, Stephen Machin, and Ludger Woessmann. Amsterdam: Elsevier, 2011. 521-570. Print. 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Chapter 9 Meeting Technology Essays - Free Essays, Term Papers

Chapter 9 Meeting Technology Essays - Free Essays, Term Papers Chapter 9 Meeting Technology The introduction to technology can have impacts on the meetings, convention, and expositions industry. In this information age, technology becomes an indispensable part of our lives and it is very valuable and important to the meetings, convention, and expositions industry. Technology such as overhead projectors, telecommunications and computerized meetings can enhance meeting presentations and it can further affect meetings which is in the planning stages as the meeting planners can discover the invaluable capabilities of the technology advances and building relationship with the attendees with the availability of technology. The types of technology available to the meetings, conventions, and expositions industry includes visual presentation and projection media such as overhead and slide projectors and non-projection media and they can enhance the impression and retention if audience can see and hear the information. Technologies would be electronic writing boards, teleconferencing and closed- circuit television. Also, people will use video recordings in the meetings, conventions, and expositions The major disadvantages of technology is the cost, yet using technology in this industry is the key to success. Using independent audiovisual supplier for company to provide services needed for the meetings, conventions, and expositions by themselves is popular nowadays.The use of LCD panel, videoconferencing and three-dimensional imagery is also a popular technology now. Moreover, technology makes the work of meeting planning more easily and convenient and also saves the time for planning. Also, the promotional videotapes, fax machines and E-mail is very useful for successful planning. For how the technology can help the meeting attendee, the business center which is most likely for business travelers, telecommunication technology and computerized check-in and check-out contributed a lot for making meetings more successful.Thus, the introduction of technologies into the meetings, conventions, and expositions industry can enhance and enrich this industry and hence all areas in this industry can be impacted by the technologies used as it can provide outstanding services and further affect the future development of the meetings, conventions, and expositions industry. Chapter 10: changes affecting the meetings and conventions industryThere are three factors that affect the attendees to join a meeting, convention or exposition or not. The first factor is information and understanding about the payback for their time and money Second, is their expectation of how the meeting will enable them to grow personally or to allow them to indulge themselves and spend on quality activities or to allow them to do serious business. The last factor is the consideration of the area of service. Yet, the main reason for people to meet is to educate themselves and for building network. Since being a city for holding meeting, convention or exposition can generate huge amount of revenue, so big cities as well as the small cities want people to hold meeting in their cities. Also, they will invest in services and products to enhance their images. Spending money to have investment on expanding the current facilities, public transportation and airport access or develop the new one to equip themselves better and make travelers move conveniently. Also, promoting local tourist attractions can make the city more attractive for group business. On the other hand, the advantage of small cities is that they are cheaper than the big city to hold meetings and to do business in. Moreover, education is an indispensable part of the meeting, convention or exposition industry and the role of education continues to become a dominator in this industry into the next millennium. And educating the people to have professional mindsets and professionalism behavior is important to attend success in this industry as well as developing future leaders. The enhancement of technology, training and other skills needed to be a major strategy for the professional and trade association in the future. In order to enhance the competitiveness of the organization, it is important to have an international visions and missions in this globalized industry. Finally, we need to discuss about the logistic of planning an international meeting. We need to have a local host or host organization for handling the details of the event with a good communication and contact the tourism board about it. Also the registration of the event is needed and we should think of the security issues to enable

Diagnosis in Mental Health Essay Example | Topics and Well Written Essays - 3000 words

Diagnosis in Mental Health - Essay Example Thus resulting in the person becoming convinced this way also. Does this 'diagnostic label' reflect a truth about what psychiatric diagnosis actually is Example: An interim medical professional was training. The medical professional sat in a ward within approximate distance from the psychiatrist. The psychiatrist was interviewing a woman who was very depressed, her husband was with her. The husband made a comment such as, "We just want to know what is making her depressed, doctor." The psychiatrist dismissed this, said that they had to understand that she had a "depressive illness", that this was "an illness like any other kind of illness", and that they would be treating this (the 'treatment' consisted of antidepressants .) So that's it! What's causing this depression Is Depression causing this depression (or substitute 'schizophrenia', 'bipolar', etc). The doctor -usually a medical doctor, sometimes a clinical psychologist, is usually expected to judge whether the collection of feelings, experiences and behaviors you described and observed, fit into one of the categories in the psychiatric diagnostic manuals that the pr... bserves about the behaviour, and can elicit from the patient their feelings, experiences and behaviour - which usually happens within a short interview. There are alternatives to diagnostic classification in mental health. Reports suggest mental health professionals will start avoiding diagnosis and concentrating instead on what problems the person was experiencing, needed to deal with, and on the context in which these problems had arisen. There is a debate happening about the usefulness of diagnosis, particularly in clinical psychology, that rather than try to fit people into distinct diagnostic categories, given our states of psychological distress and disturbance as existing on a continuum, on a spectrum, using an approach called 'formulation'. This approach is used by some professionals, which, concentrates on the difficulties the person is experiencing and their particular circumstances and looks to help with these. This report will address diagnosis in mental health, advantages and disadvantages of diagnosis in mental health, self-fulfilling prophesy, problems with diagnosis and the social impact mental illness has on society. Definition The word diagnosis comes directly from the Greek, but with different meaning. To the Greeks a diagnosis is interpreted to mean a "discrimination, a distinguishing, or a discerning between two possibilities." History The history of medical diagnosis began in days of Imhotep in ancient Egypt and Hippocrates in ancient Greece. In Traditional Chinese Medicine, there are four diagnostic methods: inspection, auscultation-olfaction, interrogation, and palpation.[9] A Babylonian medical textbook, the Diagnostic Handbook written by Esagil-kin-apli (fl. 1069-1046 BC), introduced the use of empiricism, logic and

Brand Evaluation of Starbucks Coffee Assignment

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