A. G. Lafley Innovating PG’s Innovations - 3273 Words

A. G. Lafley: Innovating PG’s Innovations Table of Contents Synopsis 4 Which Industry does PG compete? 4 What are the Tangible and Intangible Resources? 4 Tangible Resources 4 Intangible Resources 4 Major Issues 5 PG’s Strategic Health in 2005 5 Mission 5 External Environment Analysis 5 Porter’s Five Forces 5 Internal Characteristics 6 SWOT Analysis 8 Key Success Factors 9 Critical Development Factors 10 What factors are critical for success? 10 Strategic Objectives 11 Corporate Level Strategy 12 Business Level Strategy 12 Function Level Strategy 12 General Difference in Strategic Direction 13 References 14 Synopsis PG, one of the world’s largest†¦show more content†¦This was apparent with the case of Colgate Palmolive introducing a new toothpaste that fights not only cavities but bad breath, yellowing teeth, sensitive gums and also gingivitis. Rivalry among competitors This market is a well established market and PG would have competition from existing companies and businesses since they include similar resources and advertising techniques. The competing companies and firms produce similar products and as such new ideas and innovation is necessary for the survival of PG. Internal Characteristics Success in terms of an internal analysis of PG resources, capabilities, core competencies and their relationship to strategy PG is now one of the ten most valuable companies in the United States. During Mr. Lafley’s watch since the year 2000, sales have grown to more than $80B in 2008, from less than $40B when he took over, and earnings have tripled, topping $10B in 2007. The company has 24 brands generating more than $1B each, more than twice the number in 2000. And that number is likely to increase with close to 20 more brands with sales greater than $500M and growing. PG’s stock, which was trading at about $28 per share when Mr. Lafley took over, now exceeds $70. There were several core problems that were interrelated around the strategy, organization, and structure of the company. Strategically, they were trying to do too many things. It wasn’t clear what the core businesses were,Show MoreRelatedThe Procter Gamble Business Strategy1587 Words   |  7 Pagesbeing the best in branding, innovation and scale. This is what sets this company apart from many of its competitors. The Proctor and Gamble are the global leader in all of their core businesses within the company which consists of laundry, baby care, hair care and feminine protection. This report is designed to understand the company’s business model and strategies, and analysis how the PG has formulated its business-level strategies to pursue its business model. PG’s Product Differentiation TheRead MoreBlue Ocean Strategy1148 Words   |  5 PagesMany times, they commit a product innovation on continual basis as a means to position Gillette as a leading company in the razor and blades market. Unfortunately, their main competitor, Schick-Wilkinson Sword, also responds the competition by innovating products in terms of number of blades in a single razor. As Gillette makes more profits from the blade sales rather than initial razor purchase, the company needs marketing innovation rather than product innovation. Concerning this issue, this paperRead MoreExample4792 Words   |  20 Pagesgrown to be a leader of its industry. It has over 800 brands worldwide, 25 of which generate more than 1 billion dollars in sales, including Tide, Downy, Always, Oral B, Crest, Gillette, Febreze, Swiffer, and Duracell. However, in the last 10 years, Pamp;G has experienced a loss of sales. Through an analysis of the company and its history, its visions and goals, a SWOT analysis, and the Porter’s Five Forces Model, the problems Procter amp; Gamble face will be identified, discussed, and possible solutionsRead MorePG Strategic Analysis4489 Words   |  18 Pages4 Stakeholders 5 Internal Analysis 5 External Analysis 7 Competitive Forces 8 Macro Environment 8 Strategic Options 10 Strategy 1: Market Penetration 10 Strategy 2: Product Innovation and New Product Development 10 Strategy 3: Status Quo 11 Executive Summary Procter amp; Gamble (Pamp;G) is a world-leading producer of consumer goods. Today, it consists of over 20 million dollar brands (like Gillette) and operates in 42 countries (Wikipedia, 2012). The company has achievedRead MorePG Corparate10304 Words   |  42 PagesStatement (Actual) 4 Mission Statement (Proposed) 4 Vision Statement (Proposed) 5 Slogan (Proposed) 5 The CPM Matrix of Pamp;G Company 6 External Factor Evaluation (EFE) Matrix for Procter and Gamble (Pamp;G) 9 The I/E matrix for Procter and Gamble (Pamp;G) 14 Internal Factor Evaluation (IFE) Matrix for Procter and Gamble (Pamp;G) 16 A SWOT Matrix of Pamp;G Company 21 Strengths 23 Weaknesses 23 Opportunities 24 Threats 24 The FOUR strategies 25 The SPACE Matrix 26 CalculationRead MoreInnovation in Cosmetic Industry8686 Words   |  35 PagesABSTRACT : Innovation is one of the most important issues in business research today. It has been studied in many independent research traditions. Our understanding and study of innovation can benefit from an integrative review of these research traditions. In so doing, various topics of consideration have been identified and studied. Consumer response to innovation, Organizations and innovation, which are increasingly important as product development becomes more complex and tools more effectiveRead MoreInnovators Dna84615 Words   |  339 Pages1996–2006. is a professor of leadership at INSEAD. He consults to organizations around the world on innovation, globalization, and transformation and has published extensively in leading academic and business journals. is the Robert and Jane Cizik Professor of Business Administration at Harvard Business School and the architect of and the world’s foremost authority on disruptive innovation. â€Å"Businesses worldwide have been guided and in uenced by e Innovator’s Dilemma and e Innovator’sRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesOrganizational Behavior This page intentionally left blank Organizational Behavior EDITION 15 Stephen P. 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Textual Analysis - 1180 Words

Towards a better and cleaner textile industry [Textual Analysis] Written Assignment 4 This assignment is through an analysis of appeal forms, speech acts, move structures, text functions, text types and relevant rhetorical strategies going to determine the genre and purpose of the text ‘Towards a better and cleaner textile industry’, which was posted on Novozymes website on March 30, 2011. Appeal Forms The text consists of a number of logical arguments that promote the use of enzymes in the textile industry, which means the dominating appeal form is logos. This is supported by the use of numbers (l. 1-3), scientific terms as polycarboxylates, enzymes and molecule and the reference to the special trial method; LCA (l. 18-23). This†¦show more content†¦17-38) and at last the peroration (l. 40-45). This is supported by the common known subject i.e. that Novozymes produces enzymes and the use of both logos and ethos appeal. In addition, the move structure more specifically follows the news-report move structure as it uses the inverted pyramid, where the most important information is in the beginning. The moves are: Event (l. 1-3), then interpretation (l.4-8) followed by background (l. 10-15), details of the event (l. 17-23), background (25-42) and at last comments from people involved (l. 42-43). As the text comes from Novozymes, it would though be characterized as a press rel ease which often bears resemblance to the news-report move structure. Though as mentioned in the paragraph about appeal forms, the use of ethos indicates that the text is not only made for an informative purpose. Text Functions At first sight, the function of the text is the informative text function, as it seeks to express something about the referent. This is supported by the dominant use of logos appeal, representative speech acts and the move structure being press release. Though, as the commissive speech act and indirect directive speech acts are also present, there is evidence that the text also has an indirect directive text function as it tries to affect the receiver to use enzymes. In combination with the use of ethos, this indicates that the text has a character of argumentation. Text Types As stated aboveShow MoreRelatedTextual Rhetorical Analysis949 Words   |  4 Pagesï » ¿Textual Rhetorical Analysis John Fire Lame Deer was a Sioux Indian tribal leader, medicine man, rodeo clown, and storyteller amongst other things. A selection from his autobiography Seeker Of Visions: The Life Of A Sioux Medicine Man titled â€Å"Talking to the Owls and Butterflies† is a short piece regarding nature and man’s relationship with it. The piece was intended to make an impression on white people in order to help salvage what is remaining in the environment. 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Altamirano ENG 101 Jon LaGuardia 7 September 2016 Textual Analysis You awake with a breeze twirling with the fragments of hair left on your scalp; a dance known only to friends of the oncoming light. You open your eyes only to see the endless ocean in the sky. You do not see your family, nor your friends. You demand your legs and arms to function, they do not. You beg them to work the one time you need them to, and in defiance to the groan of your bones, you stand. You begin to wonderRead MoreKnocked Up Textual Analysis1885 Words   |  8 PagesAurora O’Bryan Prof. Kaufman 11/6/2007 Textual Analysis Knocked Up Intended for the enjoyment of the present-day youth generation, the 2007 comedy film Knocked Up deals with more than just comedic issues. Technically introduced as a romantic comedy, this film serves more to its comedic orientation. With awkward romance and stoner mannerisms, the laughs are plentiful for the intentional audience of Knocked Up. 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The Human Resource Practices-Free-Samples-Myassignmenthelp.com

Question: Choose two of the following HR Practices and Explain how Cultural differences may have an Impact. Answer: Introduction Currently, International human resource management is a key aspect for consideration for the multi-national companies. Different nations have different cultures, political states and social-economic positions which affect the businesses in many different ways. Thus, application of one of the human resource management practice in one country may produce different results when applied to another nation. Therefore, unlike the domestic human resource management, it is hard to manage human resource at a global level which necessitates the application of strategies that are likely to handle these differences in the nations (Kundu, Divya Pardeep, 2007). The USA is a federal state that is made up of fifty states, five governing territories and also a federal district. USA has over 324 millions of people living I these states which cover about 9.8 million square kilometers. It country ranks the third in the world by total area. It has one of the most powerful economies in the world. On the other hand, India is a south Asian country with federal governance, large enough at position seven in the world by area. Currently, India is one of the word's fastest growing economies. Amazon has ventured into both USA and India and currently active in these countries (Chow, Huang, Liu, 2008). Recruitment is one of the key aspects of the organization that must be handled with care. When done at international level, the agencies involved usually take appropriate strategies for effectiveness. Internationally, recruitment can be done at parent country nation, host country or third country nation (Birasnav Rangnekar, 2009). On the other hand, career development entails all the activities that are involved in developing the skills and experiences that are required to help one handle both the current and the future career roles. People in different nations develop their careers differently due to different cultures (Adnan, Abdullah, Ahmad, 2011). The purpose of this report is to bring out the differences that exist in various aspects of the international human resource due to differences in culture of the countries under consideration. It establishes how Amazon recruitment and selection is done differently by Amazon and India due to the cultural differences that exist between the two countries. Also, the essay targets to establish the differences that exist in the career development as one of the aspects of the international human resource. Therefore, this essay exposes the international human resource management differences that exist in different countries due to differences in cultural contexts. Recruitment and Selection Recruitment refers to the process through which a given company uses to identify, screen, shortlist and hire the potential right people to take up job vacancies in a given organization. It is a very critical step in the every organization and must be done with minimum mistakes to get the best skill and talent for the organization. It entails all the activities that are undertaken to attract, select and get the potential candidates that who have the right qualifications to take up the job positions in the organization (Absar, 2012). Selection entails the activities that are undertaken to identify the most qualified people from those that have been attracted for a given job position in the organization. Selection can be done through interviews, checking in the referees and also testing them. Recruitment and selection have a different perception at the international level. Amazon being of the multinational organizations employs different recruitment and selection strategies (Zhu, Warner Rowley, 2007). The way the organization conducts recruitment and selection in one country is different from the other. This is because the recruitment strategies employed in one country cannot necessarily yield fruits in the other country. This fact is attributed to the fact that different nations have different cultural dimensions (Deloitte, 2011). Comparing the recruitment at USA and India, there are differences and similarities that come out. India is one of the countries with high uncertainty index according to Hofstedes cultural dimension, the state adopted strategies that emphasize on testing and monitoring the processes of recruitment. The process is profoundly influenced by the traditional management. This is different from the USA which has a low uncertainty index. These differences make the force organizations that operation in USA and India to employ different strategies to conduct recruitment and selection. Amazon as a multinational company operates in both countries and has employed different strategies in the two countries for effective management of the human resource of the organization. Also, India is a high power distance country. Thus there is a lot of emphasis on the connections rather than recruitment and selection (Effron and Shanley, 2011). This is different from the USA which is a low power distance country that emphasizes on the advertising, recruiting and selection. Therefore, the cultural differences in cultural dimensions between the USA and India bring about differences in recruitment and selection processes (Gusdorf, 2008). Career Management Career management is defined as a continuous learning process that entails planning and the shaping of the individuals in acquiring the skills that are necessary for the helping an employee to achieve the future goals and expectations of the career market. Career management is a human resource practice that demands the contribution of both the employer and the employees themselves (Benko and Weisberg, 2007). The employee needs to do self-assessment and make efforts to work towards achieving the future market goals and expectations in the field. Different countries have different ways in which people manage their careers depending on the prevailing nations culture (Cheese, 2008). Usually, career management entails three main steps that guide an individual to grow in their lines. Firstly, there must be career planning which is the process of identifying the goals that need to be achieved (Bharathi, 2009). It entails self-assessment practices that helps one know their interests and the development needs and analyzing the strengths and weaknesses in ones life. Secondly, there is career channeling where one identifies the routes in the career to follow depending on the goals. The last step is career development which is a continuous process throughout one's life. The organization plays a critical role in the career management of a given employee because of their support (Benett, 2013). The role of the organization in the career of employees in India and the US has various similarities and differences in the two nations. Usually, the companies consider training and development, mentoring programs, lateral growth and the performance evaluation. India offers minimal training and development to its employees, unlike the US which advocates for pieces of training and believes that it is a way to help employees and increase productivity in the organization (Singh Mohanty, 2011). Also, India has little emphasis on the mentoring programs for its employees as compared to the USA which has promoted these programs to help its employees increase the career management. Regarding the performance evaluation, both countries advocate practice this aspect as a way to establish the level of productivity and effectiveness of the employees in the organizations (Warner, 2008). It is evident that a similar organization running business in the USA and India is forced to differently handle the career management as one of functions of the human resource in business. Amazon is a player in both the US and India. The career management practices that company employs in India is totally different from that it uses in the US. This is mainly because of the two countries have different cultural dimesions. Conclusion In conclusion, the international human resource has various aspects that need to be considered for effectiveness. Multinational companies find challenges in the practices that they should employ in the subsidiaries operating in different nations. This is mainly because similar practices yield different results when applied in the various countries. Recruitment and selection in India and USA depict differences in the way they are done. Also, career management as one of the aspects of human resource is done differently in the two countries, and only a few similarities exist in practice. The explanation for the differences in the international human resource management practices is greatly attributed to the cultural differences that exist among various countries. According to Hofstedes cultural dimensions, states have varied aspects of culture which is the primary cause of the differences in business activity practices that exist. Therefore, the prevailing culture, political state, and social, economic positions have influence not only recruitment and career development but also on the entire organizations human resource practices of the organization in different countries. References Absar M. (2012). Recruitment and the Selection practices in the Manufacturing Firms in Bangladesh. The Indian journal of Industrial Relations, 436-448. Adnan, Z., Abdullah, H. Ahmad, J. (2011). "Direct Influence of the Human Resource Management Practices on the Financial Performance of Malaysian RD Companies," World Review of Business Research, 1(3), 61-77. Benett, A. (2013). The Talent Mandate: Why smart companies put people first. Palgrave Macmillan, New York. Benko, C. and Weisberg, A. (2007). Mass Career Customization: Aligning workplace with today's non?traditional workforce. Harvard Business School Publishing, Boston Bharathi N. (2009). Employees Engagement Practices In the Spinning Mills- An Empirical Study," Prabandhan: Indian Journal of Management, Vol. 2:4 Birasnav, M. Rangnekar, S. (2009). "Structure of human capital enhancing the human resource management practices in India" International Journal of Business and Management; 4(5): 226-238 Cheese, P. (2008). Driving high performance in the talent powered organization. Strategic HR Review, 7(4). Chow, I., Huang, J., Liu, S. (2008). "Strategic HRM in China: Configurations and the Competitive Advantage," Human Resource Management, 47(4), 687-706. Deloitte (2011). The global talent challenge?getting new people in new jobs in new place Effron, M. and Shanley, J. (2011). What qualities make a world class talent management leader? In: The Talent Management Handbook, L. Berger and D. Berger (eds). McGraw?Hill, New York. Gusdorf M. (2008). Recruitment and Selection: Hiring the Right Person. USA: Society for Human Resource Management. Singh, R., Mohanty, R. (2011). Performance Appraisal Satisfaction and Organizational Commitment: Moderating Role of Employees' Cultural Values," International Journal of Indian Culture and Business Management, 4(3), 272-297. Warner, M. (2008). Reassessing human resource management with the Chinese characteristics. An overview. International Journal of Human Resource Management, 19(5), 771-801. Zhu, Y., Warner, M., Rowley, C. (2007). Human resource management with Asian characteristics: A hybrid people-management system in East Asia. International Journal of Human Resource Management, 18(5), 745-768. Kundu, S., Divya, M. Pardeep K. (2007), Human Resource Management Practices in Shipping Companies, Delhi Business Review, Vol.8, No.1

Overrated Fitness Industry Essay Essay Example

Overrated Fitness Industry Essay Essay Health nine rank gross revenues is among the most useless of services available today. The potency of personal trainers and aerophilic teachers are extremely overrated. A twosome of thousand dollars and 8 months subsequently for a service that cost merely $ 20. 00 per month. in the beginning. has non put the client any closer to his or her ends. Of class. there are no refunds or warrants. There are so many alibis in the fittingness industry as to why the individual did non acquire the consequences they wanted. The individual did non follow a low fat diet. the person’s metamorphosis is slow. the individual has bad genetic sciences. We will write a custom essay sample on Overrated Fitness Industry Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Overrated Fitness Industry Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Overrated Fitness Industry Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Now the fittingness industry speaks of something call metabolic harm. This. and other invented wellness jobs coming up out of nowhere. is more alibis as to why a individual can non accomplish their fittingness ends. The wellness nine industry remains overrated. Peoples think these fittingness professionals are fabulous for go throughing on all this useless information. Health nines and fittingness professionals are overrated because it offers a service that people can non purchase. No 1 can purchase motive. Anyone motivated to force their physical capacity in a gym. run on the route in forepart of their house. They do non let money. or lack there of. to stand in their manner. In the 1970ss and early 1880ss. people did non necessitate interior decorator places ; do non hold bad dorsums from running on pavings. or making crunches and so on. Teaching childs they can non run without a 100 dollar brace of Nikes is stating them they can non be physically fit without money. Oprah Winfrey is a millionaire. She can afford to hold her chef accompany her 24 hours a twenty-four hours. She can afford the best personal trainers the fittingness industry has to offer. Oprah had antic consequences. Oprah. as so many others. gives all the recognition to her personal trainer and cook. Many people recognition Oprah’s weight loss to her ability to afford a personal trainer. She gained the weight back. Her fiscal position stayed the same. or possibly increased. Anyone can help person through an exercising modus operandi. Madonna on the other manus. corsets tantrum. Her weight does non fluctuate. Madonna and the populace over evaluate her personal trainers. She is quoted for stating everyone needs a personal trainer. Madonna’s dedication to pattern yoga for an hr. Pilates for another hr. exercise in the gym for another hr. so do aerophilic activity for another hr has nil bash with her personal trainer. Most personal trainers and fittingness professionals say that is making manner excessively much. Aerobic teachers and personal trainers really rarely come from an athletic background. They are mindlessly go throughing on information they acquired through a class they had to be certified through to acquire employed. The industry is set up for people to acquire no consequences. There is no go oning money coming in when people get what they pay for. Approximately 90 % of the overestimate of fittingness services is psychological. Peoples were in form when low fat diets were popular ; they were in form when low fat diets were neer heard of. Peoples were physically fit with high saccharide diet. The same people who switched to a high protein did non alter physically. Millions of people continue to pay for fittingness professionals to state them it is their mistake. or their genetic sciences why they are fleshy. to decelerate. to old. and have limited flexibleness. These same people truly believe these people who have a certification on the wall are great for stating them about their physical restrictions.