Management Style At Marriott Hotel Commerce Essay

Management Style At Marriott Hotel Commerce Essay Contingency management is the most prevalent of all management concepts for the simple reason that it provides the necessary flexibility to develop strategies which pertain to each individual organisation. Adopting a flexible management style allows an organisation to be more adaptable to changes in both the micro (internal) and macro (external) environments. Leicester Marriott has adopted a form of contingency management which revolves around the human relations approach, whereby past studies have shown that certain variables are instrumental to employee satisfaction. Marriott gives tremendous importance to its associates, as they ultimately are the reason why the brand has been successful for so many years. Associate opinions are highly valued by members of management, so they are often required to attend brainstorming sessions where key issues are discussed. Such involvement should make way for improved productivity and efficiency, as having an input in the decisions taken in ones department is fundamental to happiness at work, which may also have a positive effect on other aspects of associate life. Members of management know that to maximise profitability, employees must be awarded a level of responsibility within the organisation, and most importantly, be respected and treated as integral members of the organisation. The five-star Grand Hotel Excelsior (GHE) in Malta is not owned or run by any hotel chain, but is privately owned by a British family. It started operations approximately four years ago, and has since risen to become one of the best hotels on the island, troubling the likes of Hilton, Westin and Le Meridien which dominate the luxury accommodation Market in Malta. The Excelsior is affiliated with the Iprefer group, which offers subscribed members numerous benefits such as special discounts and offers for Iprefer hotels throughout the world. At the Excelsior, divisions between upper management and their subordinates are generally noticeable, a trait which is reminiscent of bureaucratic management. However, utmost respect and gratitude is shown to employees when tasks are carried out successfully, and the general manager often stresses the fact that the hotels success is owed to its employees. Unlike Marriotts tried and tested approach to management, the Excelsiors directors and managers had to devise a management style which fit the organisations requirements. In doing so, training has been given top priority and is carried out by in-house specialists, as well as by some of Maltas leading consultation companies. Through personal experience, soft management is very much present within the rooms division as managers are aware that adopting hard management will not be beneficial. The employment of hard management may make employees fear their superiors, to the extent that absenteeism may increase, and employees may seek job opportunities elsewhere. However, this does not mean that managers should not, when necessary, show authority. Task 2 Using an organisation where you have worked evaluate the role and function of at least one manager. Compare and contrast the leadership style of your chosen organisation with one of the leaders in the case study. At the Grand Hotel Excelsior, Front office employees are the first to interact with guests, and must therefore project the hotels image of luxury and professionalism by being well groomed, well mannered, professional, and hospitable. The lobbys classic dà ©cor and warm lighting ensure that guests feel welcome and relaxed, particularly after hours of travel. Upon arrival, guests are greeted and assisted by the porter, and are then directed towards the front desk where they are offered a complimentary welcome drink, after which the check-in process begins. The front office manager manages all front of house operations to ensure that guests are offered an Iprefer experience. The roles and functions pertaining to this position are vast and crucial to the establishments success. The primary role of the front office manager is to develop and retain professional relationships with guests and non-guests, with the aim of having them return time and time again. However, he is aware that the only way to provide a seamless guest experience is to ensure that his team is, first and foremost, treated respectfully. Front of house operations pertaining to the front office manager include but are not limited to; reviewing the hotels room availability status and special guest requests, resolving guest complaints, reviewing comment cards, participating in the daily head of department (HOD) meetings, assisting his team members at the front desk when it gets busy, and when necessary, greet VIP guests and ensure that their check-ins go as smoothly as possible. He highly values his teams input and often sets up informal meetings to discuss any issues which they have faced or are facing, and asks for suggestions to mitigate such issues to ensure that the front office operates as efficiently and effectively as possible. Performance management and employee motivation are closely linked to leadership. The front office manager adapts positive leadership to his management style, which is crucial to ensure that employees adopt a positive attitude towards work and are not passive towards their duties. Performance management and motivation also ensure that profit forecasts are reached, services are consistent, and the overall environment is positive. Ultimately, guests expect value for money, and must therefore be offered an experience which meets, or more appropriately, exceeds their expectations. Performance management at Leicester Marriott Associate performance is fundamental to any organisations success. Potential associates at Leicester Marriott must undergo a three day induction before commencing work, to discuss key areas ranging from an explanation of the companys organigram to disability discrimination awareness. The techniques adopted range from lectures to audio-visual presentations in the form of corporate films. Once management is satisfied with their performance, they are cross trained by their department managers. The case study stresses that the pace of development within the company is solely up to the individual, so they must learn how to manage themselves accordingly. This happens to be a key characteristic of the human relations approach. Once a month a meeting is set up between associates and their managers to discuss and deal with any issues before they lead to any declines in customer satisfaction and other inconsistencies. By reducing staff turnover, the quality of the services rendered, the profitability obtained, and the ability of staff to progress within the organisation to higher positions will be a lot more likely. In-house as well as online programmes are offered to employees who wish to improve their skills and performance, whilst managers are trained at other Marriott establishments. This would allow managers to observe how different establishments undergo their daily business, and how although each Marriott hotel aims to provide a quality experience, each establishment has unique features which make them attractive, such as unique dà ©cor, unique entertainment, or unique members of staff, for instance. Performance management at the Grand Hotel Excelsior Online and session based courses are offered free of charge to members of staff on a monthly basis, whereby skills such as cultural appreciation and awareness, and numerous others can be enhanced. Training is constantly offered to members of staff in-house, by hotel employees as well as professional consultation companies. Management believes that it is crucial for employees to receive the best training possible so as to be able to provide a seamless experience to guests and non-guests. Induction training is typically one day long for those opting to work at front office, and this takes place in a meeting room on the premises. Being such a fast paced industry, most training occurs on the job. During the first few weeks of employment, employees at front office must log down their progress in a progress file, and take any necessary notes. Any issues which are encountered should be dealt with immediately to avoid unnecessary errors in the future. After the fundamental factors of cross training have been covered, employees must undergo a test whereby the skills obtained are examined. Motivation at Leicester Marriott Marriott believes that there are other means of motivation for staff other than receiving a salary at the end of the month. Employees should feel as though they are valued for their contributions to the organisations success. Staff is incentivised through numerous schemes such as discounts and exclusive offers when staying at Marriott properties. They may alternatively opt to receive vouchers for high end shops instead of making use of their Marriott stay. Although other motivators often overshadow working conditions, conditions at work may indeed lead to de-motivation. To avoid this, management provides quality canteen services, easy access to uniform, extensive taxi benefits, as well as other basic factors. Other motivators come in the form of team building exercises, where employees can get to know each other better and develop stronger professional relationships, as well as departmental outings, barbeques, dress parties, Oscar parties, employee of the month and special person awards ceremonies, as well as appreciation week. Motivation at the Grand Hotel Excelsior Motivation is a fundamental part of leadership, as all those who form part of a team must be rewarded in some way or another for their efforts. Maslows hierarchy of needs plays an integral part in ones performance at work. It states that for a person to live a fulfilling life there must be the necessary foundations in place. The satisfaction of the basic physiological requirements such as food and shelter are required to be able to work our way towards self-fulfillment. It is understandable that organisations are unable to cater for all the factors listed in Maslows hierarchy because of financial and/or other limitations. At the Grand Hotel excelsior, employees are offered good quality canteen facilities for breakfast, lunch, tea time and dinner. The hotel also provides free accommodation for foreign students working at the hotel as well as for employees who work around the clock to prepare for large events. This is done to avoid employees having any unnecessary road accidents whilst driving home from work. A sense of safety is provided by constant 24 hour CCTV surveillance, as well as security officers, whilst a sense of belonging is evident in the group work that is required to successfully deal with everyday situations. Management at the Excelsior rewards staff for their contributions to the success of the organisation mainly through special rates for themselves and close friends and family, a free weekend break at the end of each year for each employee and a partner, a good bottle of foreign wine for the member of staff with the highest up selling score, bonuses for every up sell which takes place, such us upgrading guests to a Sea View or Sea Front room from an inland view room, as well as certificates which are awarded to the best performing members of staff during the IXL (I Excel) Awards ceremony. Besides these, there are numerous other departmental activities and events which are organised throughout the year. Employees may also benefit from easy uniform access from 6 am till 6:30pm, taxi discounts, and other basic factors which staff need to be happy in their workplace. Task 3 Evaluate the leadership skills required to ensure effective management of the staff of the two organisations. The main aim of a manager is to maximise the output of an organisation and simultaneously maximise profitability. To do so however, it is more often than not required to have positive leadership skills when working in the services industry. Employees often seek the guidance or assistance of their superiors, and their ability to perform well may be hindered by the inability of their superiors to lead by setting the right example. Effective leadership is therefore fundamental for the management of the staff of the two organisations. Performance management For both organisations to remain competitive and successful, they must ensure that employees are given the best possible training. Although it is difficult to provide perfect services in an industry full of variables, perfection must be aimed for nonetheless. A measure of performance must be established to be able to analyse areas which have been improved as well as those which await improvement. To be able to improve performance; Current performance must be analysed and compared to a set target. Plans must be devised to be able to improve current performance and bring it in line with targets. The devised plan must be implemented, The implemented plan must be assessed, and The methods of measurement must be re-assessed and re-formulated if it is required to do so. Motivation Maslows hierarchy of needs happens to be one of the most straightforward theories in psychological and motivational studies, which states that every human being has the basic requirements of food, drink and shelter, and it is only when these are satisfied that we are able to work towards self-fulfillment. Employees are motivated through the provision of certain elements from this hierarchy. Employees should be incentivised to adopt a more positive attitude towards their duties, as well as to improve their performance. They need to know that they are of value to the organisation, as working in the hospitality industry requires a lot of time, energy and patience. It also happens to be one of the lowest paying industries, yet the input that is required for operations to run smoothly is phenomenal. Employees would expect to be motivated in other ways other than just receiving a salary at the end of the month, as this is a very short-lived motivator. They need to feel valued and respected by their superiors and by others, something that the new front office manager at the Grand Hotel Excelsior is highly capable of. He offers that reassurance that he is there for everyone, and that everyone should approach him when they have any difficulties. Most importantly, he knows that to develop as a team and overcome obstacles, he has to build a strong, reliable and trustworthy team. Ethical leadership Ethics is a branch of psychology which allows us to distinguish between, and understand the concepts of right and wrong. Leading by setting the right example is crucial for employees to feel secure at work. Unethical leadership can cause harm to employees on a psychological level, and this may spread to other aspects of their lives. Ethics is a complex subject and employees unfortunately face numerous difficult situations at the work place, where they may disagree with the actions of their superiors, but are often afraid to confront them because it may ultimately cost them their job. Action-centred leadership Taking immediate action on issues which must be addressed is important to ensure that professional relationships with employees are strengthened and not lost. Managing others requires a lot of patience and experience, and it is through positive leadership that much of it is possible. John Adairs action-centred leadership model deals with three crucial responsibilities that managers should possess. Depending on the difficulty of the task, the managers input may not be required until after the task is carried out. On the other hand, the manager may have to manage a team, group, or individuals if the task at hand requires detailed planning and foresight. Below are the three processes of Johns Adairs concept: achieving the task managing the team or group managing individuals Successful leadership also relies on effective communication, counseling, stress management and unwritten psychological contracts. Communication and counselling Communication is important for the smooth running of any organisation. It allows for the clarification of messages up and down as well as across an organigram. Communication may take virtually any form, ranging from verbal to virtual discussions. Improved communication will allow for fewer hiccups in the services being rendered, meaning that guests will undoubtedly have a better experience. Managers often have to counsel team members with issues or difficulties that they are facing. These may range from discussing past performance to discussing difficulties that they are having in relation to their work or personal lives. Stress management Stress is very often work related, and this may result in relationship problems at home and at work, as well as health problems, if it is not appropriately administrated. The effects of stress differ from person to person, and some people may be more capable of dealing with stressful situations than others. Excessive stress may reap havoc on a team, and may limit its ability to perform in line with targets. This is the reason why motivating employees is crucial to ensure that they develop a positive outlook on their duties at work, which would significantly decrease the perception that work and stress are correlated. Psychological contract The psychological contract is an unwritten contract that is the basis of a professional relationship that exists between employees and their employers. An employer would expect to be respected by his team, and an employee may in turn expect good working conditions and respect from the employer. Even though the psychological contract is unwritten, it is the least that is expected by employees and employers at work, and this forms the foundation upon which professional relationships are built and strengthened. Task 4 Examine a team in which you have worked and write an account of the nature and behaviour of the group A team is a group of people that works together to reach a common target or objective. This objective can only be achieved with the combined efforts of each team member as the human input required is often too much for one person to handle, particularly when deadlines are involved. Working at the front desk requires constant team work. The effectiveness of a team depends on how well each team member understands their roles, and how well they know each others characters and working methods. It is a fact that no one works in the exact same way as we all have different personalities; thinking patterns and methods of achieving the same objectives, and it is through such differences that we are able to provide a refreshing experience, one which is unique and special, yet professional. Although the team work required at front office is often not for specific projects, such as for instance coming up with a new up-selling strategy, we unconsciously consider every shift to be a project. The teams common objective is to ensure that all guests are satisfied with what they have purchased and that what we are providing them with meets, or exceeds their expectations. The people I work with at the front desk are undoubtedly important to me, and the way I work. They certainly ease the stress of having to deal with every guest on your own, but more importantly, you know that there is someone who is in the same position as you are, dealing with similar issues and problems. When I see that my colleagues are having difficulty dealing with a specific issue, I do not hesitate to assist them, and vice versa. The typical shift is eight hours long, so it is in everyones best interests to get to know each other well by communicating openly and sharing ideas and thoughts, with the aim of developing trustworthy and positive professional relationships. Bruce Tuckman (1965) developed four critical stages for team development. These stages describe how teams are developed, and how issues are dealt with to reach a common objective. The first stage is forming, which deals with the actual getting together of group members. Once my skills developed through training at the Grand Hotel Excelsior, the responsibilities given to me increased, and I was therefore more capable of working as part of a team. The second stage is storming, whereby the team analyses its objectives, and clearly defines the responsibilities of each team member. When problems arise at work, we discuss all of the possible ways in which we can solve them. We then select the most effective and efficient solutions which are in line with hotel policy. The third stage is norming, whereby team members work conjunctively to reach their targets, mainly through the creation of guidelines and rules. As team members work together, they will develop stronger relationships and will therefore develop trust. Through work I was not only able to develop professional relationships with my colleagues, but I was also able to develop strong friendships. It is through such friendships that we are able to work successfully with one another. The final step is performing, whereby team members understand each other and their work, and their utmost concern is getting the job done. Working in a hotel is immensely fast-paced and there is little time to be wasted. The main objective of a front of house agent is ultimately to get the job done efficiently and professionally, in order to assist our next guests. Task 5 Discuss how the traits and characteristics of the individuals within this team influence their behaviour at work Individuals who form part of the front office team have cheerful personalities, and their cheerfulness is visible in the way they work to ensure that guests are greeted and treated welcomingly. Guests enjoy meeting members of staff who are approachable, and they often stop by the front desk for a quick chat. As a team, we know each others basic traits and characteristics well. The true personalities of team members break free during break time, or after work, as working in a five star hotel requires one to behave in a certain manner. As a team, we know each others basic traits and characteristics well. The true personalities of team members break free during break time, or after work, as working in a five star hotel requires one to behave in a certain manner. Personal characteristics typically include visual aspects such as gender, race and age, social and cultural characteristics such as religion and sexual orientation, and psychological characteristics such as motivation and attitudes. It is through such personal characteristics that we develop particular beliefs or preferences, such as religious or political preferences, for instance. Delicate subjects may be openly discussed between team members because of the friendships that have develop over time. However, such delicate subjects are never discussed with guests as they may project a negative image of the individual, as well as the organisation. The most prominent traits of individuals are said to be the big five personality traits, which include conscientiousness, agreeableness, neuroticism, openness and extroversion. My team mates undoubtedly possess a mixture of these five traits, and numerous others. It is impossible for people to have the exact same character as others, as ones character is ultimately a product of their life experiences. Perception is an important subject when dealing with traits and characteristics. Individuals may make certain traits visible, such as agreeableness and conscientiousness, but are able to hide other traits which they feel should not be visible, such as neuroticism. It is normal to feel anxious when stressful situations arise, and the level of anxiety which is experienced by an individual depends on what their threshold for anxiety tolerance is. In such a case, a guest may perceive the member of staff to be calm and composed, when he/she is in fact feeling anxious. Task 6 Compare and contrast the structure of Leicester Marriott with an organisation where you have worked/have researched. To be able to deal with all the processes required to operate a hospitality establishment such as a large capacity hotel, company directors and managers must employ specialised teams to ensure that all work is done efficiently and effectively, with the highest precision, and where possible, the lowest cost. As the Leicester Marriott Hotel and the Grand Hotel Excelsior are both relatively large establishments they require formal structures with specific roles and responsibilities. Every manager is responsible for a particular department and team. This in theory should allow for greater efficiency as the work is divided amongst those who are most experienced in their respective fields. The Grand Hotel Excelsiors functional structure is similar to that of Marriott, as they both have a General Manager, department managers, supervisors, and Employees. As the Grand Hotel Excelsior has 427 rooms, and the Leicester Marriott has approximately half as many, the GHE should in theory have more positions and therefore more employees. The span of control that each manager possesses varies depending on department. For instance, the front office manager at the GHE is responsible for the front office team as well as the housekeeping department, which happen to be the largest departments within the hotel. On the other hand, the accounts department is one of the smallest, employing a few specialised individuals. The organigram below gives a detailed breakdown of the different roles at the Grand Hotel Excelsior. An official Marriott PDF document found at www.docstoc.com states that the organisation believes strongly in the benefits associated with departmentalisation and unity of command, whereby only one person reports to one manager. In this case it must be the supervisors who report to their department managers. Below is an example of what the Marriott organigram may look like in its simplest form. As is clearly evident, the main structures of both organisations are fairly similar. One of the major differences however is that the Excelsior has many more facilities and amenities than the Marriott hotel, and would require larger departments to ensure that all operations run smoothly, particularly during peak season. General Manager Department Manager Department Manager Department Manager Associates Associates Associates Supervisor Supervisor Supervisor Microsoft Word (2003) Task 7 Describe the culture of the organisation at the Leicester Marriott Hotel and explain how it impacts on the success of the business The Leicester Marriott promotes a strong brand identity, one which guests have grown to love and trust. A loyal guest would expect the level of service at the Marriott Marquis in Times Square to be of as high a standard as the Leicester Marriott hotel as both establishments have the same high expectations from their staff, and both hotels share the same core values and objectives. Members of staff at Leicester Marriott are all considered to be associates, a term which the organisation believes adds further purpose to their roles. Marriot currently places 82nd on CNNs top 100 list of best companies to work at for the year 2010, a claim which has remained true for many years. However, the recruitment process does not appear to be simple. Only those people who fit the organisations mindset are eligible to join as management believes that it is not easy to teach people how to develop the right attitude which is required to progress within the organisation. This appears to be a characteristic of a relatively closed organisation, and may as a result give it a more prestigious image in the job markets. The organisations culture is successful because it allows associates to develop trust, collaborate, and be creative. The culture is reinforced through numerous activities such as Staff barbeques, department outings, parties and other activities which allow them to get to know each other better, develop relationships, and ultimately, provide better quality services to guests. They are also given the opportunity to share ideas during the weekly departmental discussions, where the weeks most challenging moments are discussed, and feedback is exchanged. The organisations core values are the main driving forces behind its culture, as stated in the corporate information section of the Marriott website. Its culture influences the way it treats associates, loyal clients, and the community, which it strongly supports. Motivation is certainly a major part of the hotels culture as management knows that the only way to make guests happy is to ensure that associates are equally happy. Task 8 Discuss the communication channels of the firm in the case study and explain the importance of effective communications within organisations. Communication skills are crucial within any organisation. The inability to communicate effectively will result in a negative guest experience and will eventually lead to some form of negative publicity. The organisations team building exercises may make way for improved communication between members of staff as well as departments. Guests tend to vent their anger on websites such as Trip Advisor when their holidays or business trips do not go as planned as a result of inefficient communication. The deliverance of any product, be it a good or a service, requires proper communication skills, particularly if the organisations in question wish to retain customers. Leicester Marriott knows that communication is crucial, and it therefore gives extreme importance to all communication channels. Verbal communication is the main source of communication during departmental meetings which are held once a month, whilst once a quarter members from all departments are gathered to discuss hotel performance and receive organisation updates and recognition awards. Daily shift meetings are also organised amongst HODs to discuss important events, and interdepartmental meetings are held every week to discuss the weeks challenges. Such communication allows employees to effectively tackle internal issues and, when possible, conjure up immediate solutions. One of the main corridors in the back of the hotel is purely dedicated to communication between associates, where one can find staff notice boards containing written information about internal and external job vacancies, social activities, special hotel offers, health and safety procedures, employee of the month information, and numerous others. Such information must be visible and easily accessible to all associates, as well as regularly updated to keep the interest alive. Associate newsletters are published and distributed to all staff on a weekly basis to ensure that they are updated with the latest hotel issues. During break time, events and other activities, associates are free to chat and catch up on work and non-work related gossip, which is important to ones happiness. Hospitality organisations utilize almost every communication channel. Written methods of communication may take the form of reports which are written up by management for hotel directors, letters which are sent by personnel from the accounting department to banks, emails which are sent by employees at the reservations office to potential guests, and notices which are put up on the staff notice board in the main staff corridor. Spoken methods such as face to face encounters are constantly experie

Assignment Product Life Cycle Essay

Each product will have a life cycle. Using examples, illustrate each stage in the Product Life Cycle outlining the possible challenges and strategies which may be employed to sustain the sales and profitability of the product. What is a Product? A product is anything that can be offered to a market for attention, acquisition, use, or consumption and that might satisfy the customer wants or needs. A product is more than just a tangible goods, it is a service (haircuts, home repairs etc) or idea. However, in marketing product is not just looked at as something that is tangible, but it allow for communicating with the targeted audience on matters such as packaging, branding, highlighting the product tangible benefits, the massaging of the customer’s ego as to why they should have a particular product. Product can be viewed at three levels, such as Core Product – it addresses what the buyer is really buying, the Actual Product – which features characteristic such as quality, brand, design etc., and the Augmented Product – it is the additional consumer services and benefits that are built around the core and actual product, which includes things as the after sale service, installation, warranty etc. A Product can also be divided in two main classification based on the types of consumer that used them. These classifications are Consumer Products – which are bought by final consumers for personal, and Industrial products – which are those purchased for further processing or for use in the production of other goods and services. For example, flour that is used as an ingredient in the making of pastry like bun, bread etc. The Product Life Cycle The Product Life Cycle (PLC) is a useful tool employed by marketers to know and determining at what stage a product is in its life. Most Product Life-Cycle curves are portrayed as bell-shaped (See figure below). The product life cycle has four (4) very clearly defined stages, each with its own characteristics that mean different things for business that are trying to manage the life cycle of their particular products. 1.  Introduction Stage – This stage of the cycle could be the most expensive for a company launching a new product. It is a period of slow sales growth as the product is introduced in the market. Profits are non-existent because of the heavy expenses of product introduction, although it will be increasing as the product moves on to the growth stage. 2. Growth Stage – The growth stage is typically characterized by a period of rapid market acceptance and substantial profit improvement. strong growth in sales and profits, and because the company can start to benefit from economies of scale in production, the profit margins, as well as the overall amount of profit, will increase. This makes it possible for the company to invest more money in the promotional activity to maximize the potential of this growth stage. 3. Maturity Stage – A slowdown in sales growth because the product has achieved acceptance by most potential buyers. Profits stabilize or decline because of increased competition. During this stage the aim of the manufacturer is now to maintain the market share they have built up; by consider any product modifications or improvements to the production process which might give them a competitive advantage. During the maturity stage, the product is established and the aim for the manufacturer is now to maintain the market share they have built up. This is probably the most competitive time for most products and businesses need to invest wisely in any marketing they undertake. They also need to consider any product modifications or improvements to the production process which might give them a competitive advantage. 4. Decline Stage – Sales show a downward drift and profits erode. While this decline may be inevitable, the downward drift and profit erosion maybe due to the market becoming saturated (i.e. all the customers who will buy the product have already purchased it) or because the consumers are switching to a different type of product. The idea of the product life cycle has been around for some time, and it is an important principle manufacturers need to understand in order to make a  profit and stay in business. However, the key to successful manufacturing is not just to understand the product life cycle, but to proactively managing products throughout their lifetime, applying the appropriate resources and sales and marketing strategies, depending on what stage products are at in the cycle. Let us now look at the possible challenges and strategies for each stages of the product life-cycle. Marketing Strategies: Introduction Stage The first of the four product life cycle stages is the Introduction Stage, which a new product is first distributed and made available for purchase. Any business that is launching a new product must decide when to enter the market and needs to appreciate that this initial stage could require significant investment, increasing awareness of the product through effective marketing and promoting, and also low pricing strategies maybe employed to attract customers and give the new product the best chance of achieving product’s success. For example, a cell phone manufacturer with new technology may introduce a cell phone with basic features at reduced prices in hopes of gaining lots of new customers. Challenges of the Introduction Stage Small or no market: When a new product is launched, there is typically no market for it, or if a market does exist it is likely to be very small. Naturally this means that sales are going to be low to start off with. There will be occasions where a great new product or fantastic marketing campaign will create such a buzz that sales take off straight away, but these are generally special cases, and it often takes time and effort before most products achieve this kind of momentum. High costs: Very few products are created without some research and development, and once they are created, many manufacturers will need to invest in marketing and promotion in order to achieve the kind of demand that will make their new product a success. Both of these can cost a lot of money, and in the case of some markets these costs could run into many millions of dollars. Losses, Not Profits: With all the costs of getting a new product to market, most companies will see negative profits for part of the Initial Stage of the product life cycle, although the amount and duration of these negative profits does differ from  one market to another. Some manufacturers could start showing a profit quite quickly, while for companies in other sectors it could take years.

Factors That Influences Blood Glucose Control - 2932 Words

Abstract Background: Diabetes is the most dangerous and common life long-health condition which affects mankind irrespective of age. Diabetes is a boon for the health care provider as it is a very demanding and complex disease. It is very essential that this killer disease must be identified early and significant treatment must be entitled to the patient as soon as it is detected. By creating a good awareness of this disease and its manifestations, the increasing number of mortality and morbidity of patients can be reduced around the globe. Aims Objectives: This thesis is aimed at identifying the major factors which influences blood glucose control, the measures needed to control the upsurge of diabetes in the society ,preventive measures , precaution steps and means of keeping diabetes under control. âž ¢ The relevance of diet in glycaemic control and the factors which influences the change in glycaemic level in a diabetic patient. âž ¢ The means of estimating glycaemic levels, relevance of HbA1c and the screening process for diabetes. âž ¢ Can blood glucose control prevent , delay or reverse Diabetes mellitus? âž ¢ Does the degree of blood glucose control affect the development of complications equally in all patients ? Clinicians must be aware while treating DM patients of the main causative factors which can lead to variations in the glycaemic levels and glucose monitoring. 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Leaders of The Civil Rights Movement - 970 Words

Martin Luther King Jr. Michael King was an amazing Civil Rights movement leader. At a young age he knew racism was not only bad against his race, but was against God’s will. He was raised with the church background of The Dexter Avenue Baptist Church of Montgomery. Martin Luther King Jr. believed everyone was equal, he fought for African American rights, and spoke for equality until the end. Martin Luther King Jr. always knew everyone was equal. No matter what race you are, you are just as equal as the person beside you. Ever since Martin Luther King Jr. was a young boy, he had a church background. Martins father was a pastor. As Martin got older and went to college he actually turned against ministry. Later on down the road Martin decided to take a bible class. This class changed Martins thoughts. After King graduated college he became a minister of the Dexter Avenue Baptist church of montgomery, and a social activist. Age 26, was Martin Luther King Jr.’s first leaders hip of civil rights. His first mission was after Rosa Parks got arrested. Martin got a call from a group named Montgomery Improvement Association. The group had chose Martin Luther King Jr. to be their leader. Of course Martin wanted to help, so him and Nixon met at the NAACP to plan the boycott. The Montgomery bus boycott ended up lasting 381 days into December 1956. Finally the U.S supreme court ruled that the segregation law was unconstitutional. Montgomery buses were integrated. This was Martin LutherShow MoreRelatedInfluential Leaders Of The Civil Rights Movement1016 Words   |  5 Pagesformal charismatic leaders in the movement, there was not a situation in which a woman could be a charismatic leader. Ella Baker, highly critical of King, the charismatic leadership in the Southern Christian Leadership Conference, and of charismatic leadership in general, believed that group-centered leadership was the answer. She believed that through combined effort and inner strength much could be accomplished by the people. To Baker, charismatic leadership was a single-leader centered model thatRead MoreThe Great Leaders Of The Civil Rights Movement1563 Words   |  7 Pagesthose that were seen as the big leaders. For example, in the American Revolution, the people that usually come to mind are George Washington, Paul Revere, and Thomas Jefferson. What about the people who were injured, scared and killed because of this bloody war? They seem to be forgotten until they are highlighted once again. Another example of a person that was not really highlighted for their actions is Nina Simone. She made an impact on the Civil Right Movement that not many other artist orRead MoreThe Second Concep t Leaders And The Civil Rights Movement987 Words   |  4 Pagesconcept leaders must account is what followers are accustomed to. All three leaders discussed above had an easier transition, because all three countries were familiar with male leaders. This is typical because male leaders are sought to give stability and safety (Thoroughgood). Germany and Cuba would not have accepted anything other than a strong and confident male leader. The situation Jim Jones was in was slightly different due to the numerous male leaders who supported both sides of the Civil RightsRead MoreThe Civil Rights Movement and African American Leaders550 Words   |  2 Pageswere treated very badly and they had supposedly going to have a better way of life after WWII. Keep reading to find out how African Americans struggled for equality in voting and the opportunity for a good quality education. First, African American leaders argued that everyone should be treated equally. They wanted black African American men to be able to vote just like the white American men did. The whites refused to allow the blacks to vote. They threatened and beat the blacks, the â€Å"Jim Crow† lawsRead MoreBooker T. Washington : The First Leader Of The Civil Rights Movement933 Words   |  4 Pages Booker T. Washington was the first leader of the civil rights’ movement. All African Americans looked to him for advice on how to overcome their current situation. However, as time moved on, W.E.B. DuBois became his opponent. A person would think that Washington and DuBois would have worked together for a common goal, but this was not the case. Booker T. Washington and W.E.B. DuBois both strived for equality and justice for the African American race. However, these two had very different ways toRead MoreMartin Luther King And The Civil Rights Movement979 Words   |  4 Pagespoliticians alike, challenge his contributions to the Civil Rights Movement and the legitimacy of his leadership. While King is traditionally presented as a leader of the movement, Ella Baker, an African American Civil Rights activists, questions this convention and claims â€Å"the [Civil Rights] movement made Martin.† Furthermore, often portrayed as the decisive factor of social change, King’s leadership and significance in the Civil Rights Movement is largely overemphasized and his exaggerated historicalRead MoreDr. Martin Luther King Jr. and the Civil Rights Movement Essay1269 Words   |  6 Pages(Famous civil-rights†¦) As Martin Luther King, Jr. said, the â€Å"measure† of a man comes not when things are going well, but when things are times are challenging. In the time of the Civil Rights movement, lots of African American people were measured by how they managed difficult situations. The Civil rights movement had many influential leaders and events. The ove rall importance of the movement was the profound impact it had on American life. The Civil Rights Movement had many important leaders, likeRead MoreLeadership Styles And Activism Of African American Women1026 Words   |  5 PagesWhen asked to identify important leaders of the civil rights movement, the name that most often comes to one’s mind is Martin Luther King Jr. Others may mention James Forman, Ralph Abernathy, Fred Shuttlesworth, James Farmer, Andrew Young, or Bayard Rustin. Notably missing are the names of women leaders. Rarely would Ella Baker, Septima Clark, Gloria Richardson, Daisy Bates, or Fannie Lou Hamer be identified. The absence of the women leaders of the civil rights movement from history is not because thereRead MoreEssay on Martin Luther King: A True Leader944 Words   |  4 PagesLuther Kind: A True Leader Do you think Martin Luther Ki ng deserves his reputation for being a great leader of the Civil Rights movement? What were his strengths and weakness? Overall, what is your verdict? Dr. Martin Luther King’s actions during the Civil Rights movement of the 1950’sRead MoreCivil Rights Movement and Black Nationalism Essay1210 Words   |  5 PagesEnglish 1302.044 March 3, 2000 Militant and Violent Acts of the Civil Rights Movement and Black Nationalism The rights of African-Americans have been violated since they were brought over to America as slaves in the late 1600s to the land of the free. Great political gains for African-Americans were made in the 1960s such as the right to vote without paying. Still, many African Americans were dissatisfied with their economic situation, so they reacted with violence in the form of riots. Other