The Perception Of Blindness Versus Ability - 1052 Words

The perception of blindness versus ability to see truths in King Lear Throughout history, noble kings and powerful leaders have fallen from power due to their blindness towards people they trusted. Novels, such as William Shakespeare’s King Lear convey a similar message. Although blindness is conceived as the lack of sight by many, metaphorically speaking, blindness is the inability to see and interpret the truth due to one’s deceptiveness and lies. In King Lear, Lear’s blindness towards Goneril and Regan, and his arrogance, results in his downfall. Similarly, Gloucester’s blind-eye towards Edmund results in his downfall and ironically, his loss of eye-sight. Shakespeare conveys, through the life and dialogue of Lear and Gloucester,†¦show more content†¦Lear says to Kent about Cordelia, â€Å"I loved her most and thought to set my rest / On her kind nursery. / Hence, and avoid my sight! / So be my grave my peace as here I give / Her fatherâ€⠄¢s heart from her† (I.i.124-126). Cordelia s reply towards Lear is honest, but less persuasive compared to Regan s or General’s and Lear curses Cordelia and tells her that he wishes to never see her again. Lear blinded does not see what Regan and Goneril are planning and more importantly what his blindness will lead him in too. Though Lear is blind, he realizes later what he has done after his downfall. When Regan and Goneril betray Lear, Lear goes mad and loses his sanity as he realizes his mistake. The fool tells Lear, â€Å"Fathers that wear rags / Do make their children blind. / But fathers that bear bags / Shall see their children kind† (II.iv.40-43). The fool tells Lear that Lear gave too much worldly things to Regan and Goneril, such as land, and the daughters got too greedy and now took everything from Lear and left him with nothing, but if Lear gave more of his true love and care to his daughters, they would have cared about him and would not be this greedy. Lear trusted his daughters to make the right choices, but Regan and Goneril used that trust against Lear as Lear says, â€Å"I remember thine eyes well enough. Dost thou squiny at / me? No, do thy worst, blind Cupid. I ll not love† (IV.vi.152-155). Lear

Aviation Oversight Essays - 888 Words

Without the federal government’s direct oversight of development in aviation, much of the technology and advancements we utilize today would not be available. Previous to the Deregulation Act of 1978, the Federal Aviation Administration (FAA) monitored and controlled nearly every aspect of the industry. It wasn’t until after the act was released, did the aviation industry begin seeing its true potential in transportation. By the early 1900’s, with the aviation industry just beginning, many enthusiasts experimented with the new concept of flight and quickly began improving the basic concepts of aviation. What was initially intended for hobbyists quickly became a staple for the U.S. Government in support of World War I and later the Post†¦show more content†¦Many felt the CAB was too involved in operations, by micromanaging commercial fares, routes and schedules (Siddiqi, n.a.). In 1978, Congress signed the long awaited Airline Deregulation Act. The act’s primary purpose was to remove the government’s ability to make direct decisions on airline management, however, the FAA still reserves the authority of approving or disapproving decisions that influence aviation certification and safety. Presumably the most measurable benefit of the deregulation is the airlines independence to internally manage daily operations and increase the competition of passenger travel. With the CAB no longer in direct control of setting fares or schedules, airlines are finally able to make cost effective decisions based on individual business models. Since the deregulation, airline companies experience better efficiency, have reduced customer costs and increased profits. While some airlines continue direct destinations, most other airlines have transitioned to the hub-and-spoke system. 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When discussing aviation investigation policies, ICAO Annex 13 of the Chicago Convention states ‘The sole objective of the investigation of an accident or incident shall be the prevention of accidents and incidents. It is not the purpose of this activity

Nuremberg Trial free essay sample

The Struggle for Justice: Nuremberg Trial. After Germany was defeated in World War II. Millions innocent people had lost their lives. The trials were held at the Palace of Justice in Nuremberg, Germany. There were many Nazi leaders who were under suspicion and the from all of those the top Nazi leaders were called to go on trial and justify there reasons to committing war crimes and war against humanity for the execution of the Jews, and simply for killing many people innocent people.Hermann Goering, Albert Spear, Wilhelm Keitel and Hans Frank are just a few of the Nazi defendants in the trial. They defended themselves even though there was a lot of proof proving that they were guilty. In this essay we are going to see all the defenses used by these four Nazi defendants. Hermann Goering was the reichmarschell and air force chief, he was the president of Reichstag, and director of the four year plan In the Nuremberg Trial he believed strongly that he was not guilty and did not regret what he did, but this was not what everyone else seemed to think. When Goering was asked about the concentration camps in the trial and who decided upon them, he said The idea was mine, It was a question of removing danger only one cause was available protective custody. How can the party rule unless it established order and how could it maintain order with it’s deadly enemies particularly the communist running free I think that the concentration camps were used for torturing people that were innocent and I strongly believe that there were more options then just putting people in concentration camps, this was probably the easiest way to torture hundreds of people at once rather than doing anything else.Many people who were innocent and also many Jews who had not committed anything were taken in just for the reason that they might commit crime in the future, and simply for the hatred the had for the Jewish people, to me that is not a valid reason at all.During the trial there was also a movie shown that was created by motion pictures by alli ed military photographers and it showed the areas where the concentration camps were located and how people were treated, and the outcome of the camps, it clearly showed people suffering and being tortured only because they were supposedly a threat and might commit a crime. If someone is said to be suspicious it still does not mean that they are thrown to concentration camps, or they are tortured, proof must be shown and then a decision should be made towards that individual.Sadly no one was heard and no one had the rights to explain themselves innocent. Many people were sent to concentration camps, it did not only happen to people who were suspicious but it mainly happened to millions of innocent people and Jewish people who were simply hated because they were Jews, and to me that is racism and disrespect, and it is disgusting to see that people can take such measures, and torture human beings like they have no rights and like they are just a pieces of toys. Most of all it is also sickening to see that many of these Nazi leaders especially Goering did not regret what they did. Keitel Wilhelm was the chief of staff of German high command, and Hans Frank was the governor-general of Nazi-occupied Poland, called the Jew Butcher of Cracow When Hans was asked how he felt about what he had done, and was asked to explain how he did those things, which was shoot and kill people who were innocent, and genocides in the camps. He said that I don’t know, It’s as though I’m two people.The Hans Frank you see here and the Hans Frank the Nazi leader I wonder how the other Frank could do these things,This frank looks at the other Frank and says your a terrible man, The other Frank said that I just wanted to keep my job I respect that Frank realized that what he did was wrong and that he was still not brainwashed by the views that they were forced upon By Hitler and that were influenced by him. Many of the Nazi leaders still believe that what they did was right, and regret nothing and show ignorance through out the trial.I do believe that a person can feel bad for the actions or crimes they have committed, which Frank showed, but unfortunately it was too late. I think that that he is brave to admit his sorrow, and that he feels terrible. On the other hand it is sad to realize that this trial was what made him realize what he did was wrong and even though he did it to keep his job which is understandable because he probably had a family to provide for and to survive on his own. Showing sorrow cannot bring back and change anything, and what was done has happened.I wish that Hans Frank would have stopped his job which was being a Nazi leader, personally I would not want the money I have earned knowing it was because I had killed innocent lives. The next defendant was Kietel Wilhelm, when Kietel and many other war criminals were lined up, that was the moment when Kietel says that Only following orders, nothing more, you must understand I think that since many of these Nazi leaders were used to following orders, and that is what they had been doing for a very long time, for that reason I do not blame them for having this type of mind set.I think that what Keitel said was somewhat justifiable and the reason for that is t hat Hitler was the higher power and he ordered many of the Nazi leaders and if they did not accept his order and do as they were told, they were most likely killed. The fear of being killed is what kept these Nazi’s to do as they were told. With that being said, I believe that what Kietel said was something that any Nazi soldier would say or perhaps any soldier in general. Albert Spear was the Reichminister of armaments and munitions, From all of the the other Nazi leaders he was different. He felt guilty for what he had done just like Hans Frank but when he was in trial he told the truth, and showed that he was truly sorry for his actions. One of the things that he said was This war has caused catastrophe I do agree with what Spear said, and it is nice to know that he agrees with this, rather than all the other Nazi leaders who were still brainwashed and though that the war and the crimes done in them were completely fine.He also said that No one is blameless for the responsibility of the crimes except the victims After hearing what all the other ignorant Nazi leaders had to say, It was very pleasing to here this from Spear as it shows a sign of shame and that he feels ashamed of his actions. When Spear was asked if he came up with a plan to assassinate Hitler he said Yes I did try to assassinate Hitler When he said this it brought lots of hatred t owards hims from the Nazi leaders as they gave him dirty looks and were shocked that one of their own man could think of taking such actions.I for one believe that even though Spear was a Nazi, later on he realized that Hitler was evil , he also said Hitler was a nightmare for our own making I think that Spear genuinely hated Hitler, and it was not only during the trial he realized but as he was a Nazi leader his hate for him was the reason he wanted to kill Hitler, but unfortunately that did not happen. In my opinion Spear was the only Nazi leader who knew what he was talking about and he seemed to understand that what was done, was absolutely not right, and the only one to realize that was Spear and you can also that regarding say Hans Frank. I think that the courts took what he did too seriously, which is good but at the same time, he told the truth and showed that he really did feel bad for the actions of not only him but of all the others. He was imprisoned for 20 years on charges three and four. I understand that he was also a part of the Nazi group, and he killed many innocent victims, his views from back then have definitely changed, and I believe he is a better person from before. But you must face the consequences for what you have done, and it would only be fair.In conclusion, some of the defenses were justifiable, but what Goering used to justify himself was completely ridiculous and was not justifiable what so ever. Many people had lost family and relatives, and all these people wanted justice and if it were up to me, I would have given some of these Nazi leaders the same torture they did to many of the innocent people, but it was not up to me. In the end justice was given and many of these Nazi’s were h anged to death or imprisoned.

The Walt Disney Company

Introduction Organization’s Background and People Involved The Walt Disney Company is a leading international entertainment center and media enterprise having subsidiaries all over the world. The operation and management of enterprise experience is carried out by the organization’s division Disney Parks and Resorts that is responsible for entertaining people and guiding those into the world of media culture (The Walt Disney Company, n. d. a).Advertising We will write a custom case study sample on The Walt Disney Company specifically for you for only $16.05 $11/page Learn More Due to the fact that employees play the leading role in creating a favorable environment in entertainment center, this target audience should be carefully considered by human resources managers to enhance employees’ level of engagement. Organization’s Purposes, Mission, Values, and Culture The company’s purpose consists in introducing the people di mension in business sphere to meet Disney’s values and culture. Specifically, the human resource management department focuses on reinforcing the responsibility and commitment to people through such services as learning and development, talent acquisition, communication techniques, and employee services (The Walt Disney Company, n. d. b). Specific attention should be paid to increased leadership for handling selection and recruitment processes effectively and contributing to ongoing retention and development. Problem Analysis Problem Identification Judging from the above-presented information the company places a specific emphasis on leadership and supervision strategies for directing and motivating employees’ work. The employees, in their turn, can take advantage of availability of direct support and, because all their actions are carefully controlled, subordinates might lack independence in making decisions, which can become critical under certain situations. As a re sult, leaders and managers prevail over employees’ steps of coping with their responsibilities and obligations. Though employees have right to share their preferences and goals with supervisor, they still lack skills for cooperating in teams for solving the problems independently.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Specifically, the system of communication between the supervisor and employees, as well as between employees and guests, is well settled and, therefore, vertical management deprives employees of possibility to make decisions without informing their managers. Lack of responsibilities imposed on cast members creates a number of problems in terms of effective team management and employee engagement. Discrepancies between Theory and Practice within the Organization Effective human resource management should embrace a combination of theoretical frameworks appl ied to practice. It should also be constructed with regard to services and opportunities the employees can get while accomplishing their duties (Johns Saks, 2005). Judging from the case under analysis, it should be stressed that there is certain inconsistency between the introduced employee engagement strategies and the ones that are still left unnoticed. In particular, managers successfully meet the requirements of perceived organization support and positive reinforcement approaches, but fail to introduce techniques connected to motivated teamwork, job enrichment, and establishment of self-management working team. Recommendations Providing Meaningful Feedback on Performance Excess accent on effective leadership and supervisions provides no perspectives concerning the opportunity for employees to increase their performance. In this situation, meaningful feedback can help the employees quickly adapt to specific behavior for achieving the established goals (Phillips and Gully, 2011, p. 395). The introduction of the feedback system can help employees become more team-focused for achieving the goals in a more effective way. More importantly, such an approach will increase employees’ incentives and motivations. For instance, the organization should create objectives the accomplishment of which is possible only under team working conditions. At this point, employees can be encouraged to introduce their creative ideas directed at the improvement of the entertainment atmosphere, but the creative projects should be carried out in teams.Advertising We will write a custom case study sample on The Walt Disney Company specifically for you for only $16.05 $11/page Learn More Such a technique can introduce a challenge for employees at first stages; on the other hand, cast members will have to encounter such aspects as responsibilities distribution, decision-making, and problem solving. In addition, feedback on performance can be presente d in the form of rewards contributing to more effective adjustment to a new teamwork environment. Establishing Positive Relations and Healthy Competition between Co-Workers Leadership and supervision practices imply well-coordinated communication between managers and employees. However, a healthy environment will be established with the introduction of favorable relations among co-workers. According to Dutton and Ragins (2007), â€Å"†¦positive connections contributed to the shared emotions component of sense of community, because it was in moments of connecting that temporary employees shared positive and negative emotions† (p. 257). Indeed, active interaction and successful communication provide a favorable ground sharing and gaining wider experience in communicating and negotiating with guests and managements. What is more important is that the established solutions impel employees to discover the points of similarities. Due to the fact that job is a potential source for self-expression, the establishment of a healthy competitive environment is also indispensible to meeting those goals (Dutton and Ragins, 2007). In fact, the idea of competition consists in creating opportunities for all employees to win, instead of one individual dominating at the expense of another employee (Dutton and Ragins, 2007). The proposed approach can help the company understand whether the level of employee recognition is sufficient for increasing performance and motivation. Coping with Emotional Displays in Various Countries Greater group cohesiveness can be achieved through better recognition of cultural diversity within the organization. In this respect, company’s success largely depends on the techniques it will introduce for managing diverse emotional displays as presented in various cultures.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More People coming from different countries also expect specific reactions to their emotions due to peculiar values, personal needs, and social factors of subordinates. Cultural display principles are conceived in childhood to help people cope with their emotions and adapt those to different facial expressions. In order to react properly to these displays, employers should take into considerations psychological analysis of different cultures presented in the working environment (Phillips Gully, 2011, p. 149). Due to the fact that the Walt Disney Company is a multinational organization, it should count the phenomenon of cultural diversity and analyze a variety of psychological portraits. Better recognition of emotional displays will significantly foster employees’ organized work in team. However, information about psychological techniques should also be proliferated among the employees through specific training courses. At this point, the educational program should be directed at enhancing employees’ understanding of other cultures through representation of different behavioral and psychological patterns. Validation Appreciation of Theories With Regard To Feedback on Performance Slight shift from leadership management to self-management in teams will help employees enhance their awareness that their work is highly appreciated. Theoretically, performance feedback will be more effective if it is conveyed in a positive manner, provided immediately after performance observation, and is specific to the behavioral patterns that are being established for feedback. While presenting performance appraisal, it is important to introduce both objective and subjective means for measuring employee productivity and success. In this particular case, providing feedback on collective performance is much more appropriate because it enhances collaboration among the coworkers and fosters the accomplishment of the established goals. The necessity to introduce rewards is als o justified by theory of self-managed work teams. Such a system provides several benefits. First, because reward presupposed reduced supervision, greater responsibilities and independence in decision-making will be imposed. Second, the introduction of self-management can teach employees to act independent and solve difficult problems. Self-determination and introduction of effective decision-making can deprive managers of the necessity to constantly monitor the work of the staff. Finally, the given approach contributes greatly to increasing employees’ competence, which, in fact, can increase a competitive advantage in general. The organization under analysis can further develop new concepts and strategies based on the newly developed patterns of appraisal. Theories Contributing To Enhancing Positive Relations between Co-Workers to Increase Employee Engagement While evaluating the effectiveness of the ideas of enhancing positive relations, it is purposeful to refer to the theo ry of group cohesiveness and operant learning supporting the necessity to introduce positive and negative reinforcement, as well as create a healthy competitive environment. To enlarge on this issue, competition and reward systems define the extent to which a working team is ready to face challenges. It also outlines the major psychological and ethical problems existing among employees within the identified organization. The approach will especially effective for the managing international issues and conflicts because failure to cooperate in team can lead to dismissal. In this respect, the negative reinforcement should also take place to tackle the problem employee engagement. Due to the fact that operant learning theory implies reinforcement of behavior through punishment and reward, employee engagement can be significantly increased through the introduction of interdependent relations between subordinates. The approach is also congruent with the company’s philosophy because it strives to meet employees’ interests and choices, but in a very narrow-focused way. Consequently, the main task of the managers is to foster independent decision-making through reinforcement of group liabilities. In case one member of the group is not able to contribute to the welfare of the department, the rest of the group should be responsible for the failure. Introducing Theoretical Frameworks for Managing Cultural Diversity It should be recognized that the problem of cultural diversity has now acquired a growing popularity. The issue concerns both customer management and employee engagement because these two dimensions are united by the purpose of enhancing human element. In this respect, the entertainment services provided by the Walt Disney Company will be significantly advanced with the introduction of techniques managing emotional displays. The practical approach can be effectively carried out by referring to the theories of observational learning and behavior mo deling training. The former is concerned with process of imitating various behavioral modes. The practice is aimed at examining others’ behavior, analyzing the consequences of experience, evaluating the outcomes of choosing a specific behavior and imitating the mode to introduce favorable consequences. The former focuses on the introduction of educational program directed at describing a set of behaviors that should be consider and providing patterns demonstrating how to use those models effectively. The training is also connected with the presentation of social reinforcement and feedback to the trainees, as well as with taking measures to ensure the behavioral transformation with regard to organizational goals. In whole, both theories should contribute to better understanding of emotional displays and creating a more favorable environment for employee engagement. Reference List Dutton, J. E., Ragins, B. R. (2007). Exploring Positive Relationships at Work: Building a Theoret ical and Research Foundation. NY: Routledge. Johns, G., Saks, A. M. (2005). Organizational Behavior: Understanding and Managing Life at Work. NJ: Pearson Prentice Hall. Phillips, J. and Gully, S. M. (2011). Organizational Behavior: Tools for Success. NY: Cengage Learning. The Walt Disney Company (n. d. a). Business Standards and Ethics. Retrieved from https://www.thewaltdisneycompany.com/ The Walt Disney Company (n. d. b). Company Overview. Retrieved from https://www.thewaltdisneycompany.com/ This case study on The Walt Disney Company was written and submitted by user Alyssa Thornton to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Whirlpool Corporation Essay Example

Whirlpool Corporation Essay Whirlpool Corporation is the premier constructor and marketer of appliances in the world. Principal goods encompass laundry appliances, refrigerators, preparing nourishment appliances, dishwashers, and mixers and other little house appliances. Whirlpool markets and circulates appliances under diverse emblem titles for example Whirlpool, Maytag, KitchenAid, and Jenn-Air to retailers, vendors, and builders. Whirlpool Corporation furthermore deals goods to other manufacturers, vendors and retailers for resale under their emblem titles in North America (Goldsmith Carter, 2010).1.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Discuss what factors emerged at Whirlpool that impacted its talent needs.The growth, size, scale of the business was the foremost factor that emerged the need for new skill sets and capabilities for successful competition (Kapferer, 1997). Since the business was set to grow enormously, the consumer demands were augmenting and to meet these dema nds it was necessary that innovative and technology savvy people were hired to work. However, since the competition level was unmatched, Whirlpool had difficulties finding such talent due to increasing desire by competing companies (Goldsmith Carter, 2010).2.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Discuss how expanding globally changed the talent requirements at Whirlpool.The greatest talent challenge faced by Whirlpool Corporation is staying ahead of the demand curve. Whirlpool is in the enviable position of doubling revenues over the last six years. It needs to manage both increased execution expectations as well as more and more competition in the global marketplace (Goldsmith Carter, 2010).With skill shortages and an aging workforce, Whirlpool Corporation must have the right technology in place to attract the best talent from Indiana to India.   In order to meet these challenges, technology and innovation must play a very dramatic role in Whirlpo ol’s human capital management initiatives.   Whirlpool drives innovation from all over the world and across all segments of its business. Whirlpool employees worldwide contribute to innovation-re ­lated activities resulting in new ideas, products, and services that deliver real value to consumers in ways never-before seen in the home appliance indus ­try (Goldsmith Carter, 2010).Whirlpool is using innovative processes and technology to build a world-class employment brand and to find top talent that is a good fit for the company. Talent drives the business and the company is finding, hiring and retaining the best. Employees love working at Whirlpool Corporation because it’s innovative, exciting and rewarding (Denison, 2001).3.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Discuss how Whirlpool used its Leadership Model to manage its talent.With the use of expertise and discovery, Whirlpool Corporation is adept to appeal the peak gifts they require to rendezvous the dispute of residing before the demand curve. The company’s achievement can be assessed in how very fast they at ­tract and enlist gifts, an expanded occurrence on school campuses to get that demographic stimulated about an appliance business, and expanded concern in their authority development program. They’ve glimpsed submissions to the vocation website for Leadership Development Programs triple over the past two years.Leadership Model was exclusively created for Whirlpool. This was based on the past and present position of the company and where the company was forecasted to be in future (Kapferer, 1997).The Model proposed a perfect assessment tool for all leaders at Whirlpool. The Leadership Model turned out to be a baseline for bringing out leadership qualities from the employees at Whirlpool. The four competencies namely, Though Leadership, Extraordinary Results, Driver of Change and Attracting, Engaging and Developing Talent were the pr emise of the Model under which people assessed were almost always successful (Goldsmith Carter, 2010).4.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Discuss how Whirlpool used metrics to improve the quality of talent hired.By now, most HR professionals have gotten a handle on   rudimentary HR metrics, for example   how long it takes to   charter persons and how much it charges to convey   them on board. Now, HR managers are discovering the stimulating opportunity of how their workforce, and each partition or group of workers, assists to their organization’s economic goals. They are graduating from HR department metrics to organization wide human capital metrics (Denison, 2001).Whirlpool Corporation’s quality of hire metric employed for talent management was a tool to gauge the efficacy of various sources especially the assessment capabilities and MAP (Master Assessor Program). The results of this quality of talent will be taken to make the final decision regarding the hiring and not hiring of an individual. This hire metric proved to give positive results indicated that MAP process had a considerably good impact on the quality of people hired (Goldsmith Carter, 2010).5.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Discuss future consideration at Whirlpool related to managing and sustaining talent.Whirlpool, with the success of master assessor program, decides to develop a MAP Level II training program. This will help in employees to learn their core competencies and develop new skills in order to perform more productively. This level is more responsive to leadership competencies and top talent indicators.   This will help in acquiring internal and external assessment.Whirlpool has turned out be an intriguing name for people that are employed and also those looking for a job and this pertain to overall authority in business. HR managers in associations work on this responsibility and execu te unbelievably well at organization’s transformation. The future is all set for Whirlpool to develop leadership talents through the MAP Level II assessor (Goldsmith Carter, 2010).ReferencesDenison, D. R. (2001). Managing organizational change in transition economies. Routledge Psychology Press.Goldsmith, M., Carter, L. (2010). Best practices in talent management: How the world’s Leading corporations manage, develop, and retain top talent. San Francisco: Pfeiffer.Kapferer, J.-N. (1997). Strategic Brand Management: Creating and Sustaining Brand Equity Long Term. Kogan Page.

Doing Sales the Old Fashioned Way. Yup it’s Cold Calling.

Doing Sales the Old Fashioned Way. Yup it’s Cold Calling. The Dreaded Cold Call Does the very phrase â€Å"cold calling† send shivers down your spine? A September 2014 Forbes article, 10 Sales Techniques To Never Cold Call Again, notes that â€Å"cold calling is a dreaded and daunting task that strikes fear down the backs of even the most fearless of marketers.† I’m not a stranger to cold calling. As a fairly new college graduate, I worked at the Volunteer Legal Services in Oakland, CA, where part of my job was to call attorneys and ask them to accept pro bono cases. Most of them said no. But since then, I’ve had very little need to cold call- and frankly have avoided it, believing that it was simply inefficient. When Mark, one of my first unofficial business coaches, yelled at me because I wasn’t making enough cold calls to drum up business, I blatantly ignored him. Nothing Else is Working! When the print version of my book, How to Write a KILLER LinkedIn Profile, became available in November 2015, I had a dream that the book would be snapped up by every college bookstore in the country. But I soon faced the harsh reality that this was not happening- not even slightly. Without a publisher and its attendant publicity machine, I had a challenge: How would I let college bookstores know about the availability of my book? One thing was for sure: My dream would not be realized if I didn’t do something. I reached out to my resources for help. A friend who has connections to college career services failed to return my emails and phone calls. â€Å"Contact the National Association of College Bookstores (NACS),† said my business coach. So I contacted NACS and discovered, after 3 months of waiting, that â€Å"We don’t have a good means of single title promotion.† I tried going to the marketing department at the distributor of my book (Ingram), who came back with, â€Å"It would be up to you as the ‘publisher’ to promote and market your book and direct people to our distribution partners to place an order.† Gee thanks. Biting the Bullet- Picking Up the Phone Finally, it got through my thick skull that there was no easy way to do this. So I started cold calling. First, I walked into the University of Wisconsin Bookstore in my home town of Madison. They ordered two copies. Encouraged, I called the Yale Bookstore (my alma mater). They ordered two copies too! Not only that, but the Barnes Noble in Madison was happy to order a couple of copies for their shelves! I called some more college bookstores. Some of them said no. Others, to my great joy, said yes! Here’s where my book will be carried as of this writing: Yale University NYU University of Wisconsin-Madison (downtown and Hilldale) University of Chicago Evergreen State College Alabama University Iowa State University University of Utah Barnes Noble, East Towne Mall, Madison, WI Here I was looking for a broad solution that would not require the work of making individual phone calls to individual bookstores. I was so stuck in thinking there must be a better way that I missed out on the opportunity to do it the old fashioned way. Once I started calling, I started getting results. Of course I can’t possibly call every book store in the country and ask them to carry my book. But I can call a lot of them, and if people buy the book, at some point I trust the balance will tip. Coach Mark, if you’re reading this, guess what?! I’m making cold calls. And it’s working. If you like How to Write a KILLER LinkedIn Profile and want to see the print book in your local Barnes Noble or other bookstore, please let them know about it and let me know if I can add to the above list! And if there’s a situation in your life where you’re waiting for a magical solution, maybe that solution is simply picking up the phone, and dialing.

Toy Industry Case Study Example | Topics and Well Written Essays - 2000 words

Toy Industry - Case Study Example Therefore, the timing TRU chose to try to enter Japanese market was an advantage. The first reason is because they realized the changing political direction in Japanese retail sector and could achieve a first mover advantage if and when the laws are changed. Another advantage TRU recognized was the changing shopping demands in Japanese culture. The change in the culture stems from a higher disposable income, more education and free time. This results in more Japanese traveling over seas and exposure to global or international products, stores and culture. The new trend moved towards price consciousness and low prices with preference to specialty retailers with large selections. This is an advantage because TRU strategy is based upon price, selection and keeping stores in stock (case). Thus the changing Japanese shopping culture and political climate favored TRU's expansion into the market. When trying to enter the Japanese market TRU faced major obstacles in the forms f government regulations and business customs. As mentioned earlier the "big store laws" prohibited large foreign (even domestic) companies from operating in Japan without consent from local store owners in the area. TRU overcame these obstacles by using strategic contacts that helped put pressure on MITI (Ministry f International Trade and Industry) to revise the current laws. From the help f US lobbyist and government, mainly US trade representatives, Den Fujita, president f McDonalds Japan, and the for-mentioned opposition from the political climate, discussions were held addressing the issues in the Structural Impediments Initiatives in 1989. Through TRU strategic contacts' pressure, negotiations were reached that allowed favorability for TRU's market entry (case). Other contacts TRU utilized to enter the Japanese market are Nintendo and McDonalds. Nintendo, a large toy manufacturer, and TRU have an established long term business relationship that served as an advantage when Japanese suppliers refused to sell directly to TRU. Because Nintendo publicly announced they will directly supply TRU, other manufacturers began to follow Nintendo. McDonalds Japan was also a critical factor in TRU's market entry. Briefly, the partnership between the companies allowed valuable transfers f re-sources including market research, network connections and the knowledge f business practices in Japan. The formation f MTB Rengo group which comprises f TRU, McDonalds and Blockbuster also helps to maximize consumer traffic by building mini-malls with large parking lots that have in essence, one stop shopping convenience (Alexander 2004). "More families visit McDonalds in Japan than any other business and we look forward to working with them to effectively leverage this incredible traffic (www.toysrus.com)." McDonalds's will be further examined in the following section. Established, Experienced, and Adaptable Having already established their international presence, TRU has valuable experience in the foreign market and are able to adapt to its demands. This