Changing police culture Essay

The New Zealand police for the last 30 years has faced an unfriendly and an unprofessional police culture that has infringed on both the rights of fellow police offices and those of the society as a whole. This culture of open and fear less sexual misconduct and harassment of women through rape and other forms of sexual assaults. Reports indicate that most of the alleged perpetrators of these violence are high ranking policemen like the police commissioner himself. In the year 2007, the police commissioner gave findings on changing the police culture to give confidence to the public on the utility of the New Zealand police. There rests several critical elements that could hinder successful implementation of the recommendations by Margaret Bazley commission. First and foremost, I think the time lapse when the New Zealand police had started committing these types of insults had created a different culture amongst them. Culture in this respect means a shared organizational values and beliefs as well as norms that guide the action of individuals. Most of it was concentrated within the police force itself with policewomen victims of their colleagues. This is a major critical point towards the implementation of the police culture change. It therefore needs to be taken on board to achieve results for the New Zealand police and their acceptable conduct. In addition to this, the tradition that what they used to do was right according to them it portrayd a major challenge to abandon such behaviors. Their socialization and mental orientation become a stumbling block to a swift adoption of a crime free police force. Changing a culture is a process that needs time and it goes in steps. The other challenge is engraved on leadership and the wide spread misconduct of the police force across all ranks up to the commissioner. This goes ahead to crimes committed in the vicinity of the police commissioner and no action is taken. This confirms that down to the juniors, the situation is incomparable. For there to be positive change, I think there must be a radical move that exempts none of the alleged victims. The biggest problem now arises on who among them arrests the victims. Organizational culture involves status assumption in organizations with the leaders being assumed to be role models. With the findings of the investigate magazine, it reaffirms that only top ranking police officers were the perpetrators of sexual violence against their colleagues. A police cover is the worst the police can ever trade with on matters of public interest. In most organizations, bureaucracy is the order and that this cannot be assumed neither altered. This is even terrible because it exist with the top ranking officers since they are the source if information to the public. The lack of a purely independent investigative body of handling police complaints against their fellow officers. It is very hard for the police force to investigate itself on matters of social injustice. Even the government itself cannot perform because it still has to protect the reputation of its workers. It is only a body with no vested interests that can give results on dealing with complaint of the police force. The formation of a body with powers to investigate past crimes committed by the police force meant that the current and the ongoing were lawful to be put on hold awaiting investigation. The long procedural process of going back to 1980s up to 2007 gives the police a lot of confidence in terrorizing their colleagues due to the lack of immediacy in handling the allegations that arise. This is because culture unites people psychologically and includes a mission to meet. The threats to successful implementation of the recommendation is the diversity of offenses by the New Zealand policemen. Most officers are alleged to have committed several offenses. Dewar for example was convicted of four charges. It calls for the police commissioner to take radical steps in resolving the conflict since he is part of the problem. None of the junior police officers can accept to be prosecuted unless the police commissioner starts. Based on their previous culture it is hard for them to break the already held norms. It even goes further such that those officers convicted of crimes threaten to resign then it becomes hard to eradicate the culture. The formation of the â€Å"independent complain authority† cannot achieve if the police are not willing. Who will report those cases if the police themselves are already held in one culture? The police commissioner, Mr. Howard Broad was forced to respond to his own allegations of misconduct. He was affected positively and negatively as a leader. On the positive approach, he must have felt challenged that as a role model he had failed his juniors. The best was to try to avoid such suspicious allegations and promise to take responsibility of implementing the entire culture change. The trait theory puts it clearly that leadership is founded on personality. As a human being like any other and having been in a situation of an engraved culture over along time makes him fall in some uncalled for mistakes. However, his colleagues look at him like a teacher. He is very willing to a successful implementation of the recommendation though in a challenging environment. The police commissioner need to take his allegations of his misconduct and reaffirm his colleagues that he is ready to lead like a an example. Leadership is situational so he needs to work hard and give results on culture change. The greatest work ahead of the commissioner is to ask for corporation from the rest of the police. The government has the duty to get a competent person to lead the culture change in the police if Mr. Broad’s efforts are declared inconsequential. Mr. Broad as a leader is fully committed to preserving the reputation of the police however he may be thought of having committed a social misconduct. He says that his role as a police commissioner is to cement the reputation for performance and integrity within the police. This shows how much confident he is in dealing with the scenario. On the other hand, the allegations made on the police commissioner affects his ability negatively. Being the head, many of his junior officers may not take the initiative to listen to his advice. Such will divide the police to those who are loyal to the commissioner and those who are the direct opposite of his commands. This is likely to make work hard for Broad in implementing the recommendations. The inability of Mr Broad to take any action on a pornographic movie shown in his house shows how he is covering his friends. This is likely to persist with other high ranking officers not unless his case brings justice to the aggrieved parties. Here Broads ability is depicted as a failure and even leading the culture change may be hard for him based in people’s knowledge of his behavior. Regarding his personality as the lead team in the culture change, Mr Broad has two wars to fight. First, as the police commissioner he has the role of being an example to the whole New Zealand police. They are supposed to view him as a symbol of unity and service to protect the people of New Zealand. On the other hand, he has the duty to protect the reputation of the whole force on the public and give confidence to the public on their commitment to serving them. From the case leading culture change in New Zealand, there are lessons on the issues of managing culture change. Several issues need to be taken into consideration in the process of reforming persistent behaviors. The interest of reforming the police should be based in recognition of collective attitude of the organization as a whole and sideline the attitude of individual officers. The police need to find evidence on misconduct by some police officers and legally deal with officers condoning inappropriate sexual activity. The New Zealand police management lacked inappropriate policies, procedures and practices to deal with unending cases of sexual misconduct. This encompass the unavailability of standards of work amongst the front line staff. This is a shorcoming of many organizations. According to the inquiry done by Bazley, it found that standards varied across police Districts. This inconsistency resulted to the unavailability of procedures to deal with them. To address this, there needs to be drafted code of conduct for sworn police officers. The quality of investigation is vital in handling complaints against police officer’s. The complaints process on the police should be made public top enhance public confidence on the police. Prompt handling of the complaints is vital in radically driving the culture change. However, the force lacks resources to publicize its findings. The government of New Zealand has the duty to invest in the Public Complaints Authority for it to perform its duties. Changing culture of a police force is a process that also involves sustaining public confidence in the police. Police officers need to adhere and demonstrate standards of ethical and moral behavior. The police management system should comprise technocrats in administration who understand culture and organizational leadership. The management has to portray competence in handling police matters and maintaining a culture that supports police standards. This kind of management is supposed to break the strong bonding amongst the police which hinders them investigate their colleagues. The issue of on duty an off duty remain a problem among the New Zealand police. According to leadership theories, a leader remains a leader to at all costs and that he has a duty to those he leads. With such concerns, the male dominated force needs to view the work of the police to be a full, time job with responsibilities to meet. This operates by enhancing public confidence on the police.

Educational Coaches Essay

Educational or instructional coaches – also called â€Å"master teachers† – in elementary and secondary education are facilitators who train other teachers to improve instructional practices and generate higher levels of student achievement (Buly et al, 2004). Specifically, they are trained to serve as support for schools and districts experiencing â€Å"market failure;† i. e. , that have large numbers of students unable to meet state and federal achievement standards (Buly et al, 2004). This document is written as an outline to provide qualitative and quantitative evidence (in economic and real terms) that justifies educational managers (elementary, middle and high school principals, superintendents and school board members) utilizing educational/instructional coaches to achieve the following goals: (1) improving aggregate output through schools’ and districts’ overall level of student achievement on state- and/or federally-mandated testing, and (2) improving micro-level behavior through resource allocation, individual classroom management, implementation of learning strategies and instruction of subject matter. The following is a summary of the main points of this document: †¢ Discussion of what educational/instructional coaches are and their estimated microeconomic impact on students’ and teachers’ performances †¢ Discussion of district and schools’ economic costs and factors including fiscal policy, funding sources, overall output and the impact of budgetary decisions such as hiring educational/instructional coaches †¢ An econometric case study: regression analysis of schools in Duval County Public Schools in Jacksonville, Florida that utilize educational/instructional coaches Definition The field of education, unlike some markets, is not perfectly competitive. Individual buyers (students) and sellers (teachers) do have the ability to significantly influence the cost and quality of education. Consequently, educators continuously strive to make the educational marketplace more efficient and productive; i. e. , they search for methods and tools that improve the process of and environment for learning and address the diverse and changing needs of teachers and students. Unfortunately, the field of education is constrained by limits, and the equitable and efficient distribution of income (state and federal funding) and other resources (teachers) remains an issue that managers (educational administrators such as superintendents, school board members and principals) must address annually. In 1989, an educational organization called the National Center on Education and the Economy (NCEE) developed America’s Choice, a school design model based on high quality instructional materials, technical support and professional development for teachers (NCEE, 2009). Educational/instructional coaches are a central component of America’s Choice (NCEE, 2009). The goal of this paper is to determine whether or not educational managers are making the most fiscally responsible decision when hiring educational/instructional coaches to meet district- and school-based needs. While educational/instructional coaches are an often-used solution in some school districts, managers have other alternatives available to provide support to teachers and students in the classroom. These options utilize different methods of resource allocation. One alternative to â€Å"classroom coaching† is making capital improvements. An example of a capital improvement is upgrading a district’s and/or school’s technological infrastructure. This would involve purchasing computers and/or networks with more memory and larger capacities for data storage and manipulation, increasing the value and useful life of a district’s or school’s technological infrastructure. This could also involve purchasing software such as web-based educational tools for both students and teachers to use. Another option is additional training for teachers through in-service workshops (training provided during the school day) or additional education courses (college and/or university level). A third alternative is realignment of the student-teacher ratio based on aggregate demand; i. e. , the total demand (number of students) for goods (teachers/classes) and services (instruction) in the educational market (classroom). A fourth alternative is awarding financial bonuses to teachers with high or greatly improved student achievement rates. Educational/Instructional Coaches: Their Economic Costs and Factors When evaluating the benefits of using educational/instructional coaches, educational managers must ask themselves, â€Å"What are the accounting and opportunity costs of this decision? † In other words, managers need to determine expenses like salary, benefits, health insurance for the educational/instructional coaches; they also must construct the benefits of other educational options. According to payscale. com, a global, online compensation database, the average salary for K-12 public school teachers in the United States is $42,000 annually for a nine-month school year (Payscale, Inc. , 2009). Educational coaches are often at the top tier for teachers’ salaries and make on average $52,000 each year (Payscale, Inc. , 2009). Thus, the opportunity cost of hiring an educational coach at a school is, on average, $52,000 annually. An educational manager have an additional $52,000 (plus the cost of insurance and benefits) within his/her budget to invest in computer hardware, software, training for existing teachers, or actually hiring a new teacher (thereby reducing the teacher/student ratio). If a school principal hired more than one educational coach – many schools have one for every major academic discipline – the costs would be even greater. Across a school district, the aggregate costs would be much larger. For example, Duval County Public Schools is a school district in Jacksonville, Florida, has 160 schools, and uses America’s Choice, employing educational coaches at all 160 schools (Duval County Public Schools, 2009). At the very least, Duval County Public Schools’ accounting cost for hiring 160 educational coaches would be (on average) approximately 8. 32 million dollars annually, not including benefits and insurance. While educational managers must consider costs, they must also contend with economic factors. There are a wide range of economic factors that affect educational managers’ ability to hire educational coaches. Some of the most important are federal and state government policies, school district management, taxation, and student achievement levels. Before educational managers can make hiring decisions, school districts must meet state and federal approval through accreditation (Duval County Public Schools, 2009). Accreditation is the process by which â€Å"an official body gives authority to something when recognized standards are met† (Lindberg, Ed. , 2004, p. 8). The governing body for public schools in the southern part of the United States is the Southern Association for Colleges and Schools (SACS). In October 2008, SACS awarded Duval County Public Schools full accreditation, which indicates the district complied with meeting state and federal standards for student achievement (Duval County Public Schools, 2009). Schools must be accredited to hire new staff. Thus, the accreditation process was necessary before educational managers could hire educational coaches. Another factor affecting the hiring process is district management. Before principals can finalize hiring any new educators, including educational coaches, the new hires must be approved by the school board (Duval County Public Schools, 2009). The school board is â€Å"a local authority responsible for the provision and maintenance of schools† (Lindberg, Ed. , 2004, p. 1220). In Duval County Public Schools, for example, the school board must vote on whether or not they approve principals hiring educational coaches. Another factor affecting the hiring of educational coaches is funding. Funding for school districts is a fiscal policy issue and comes from a combination of local, state and federal sources (Howell & Miller, 1997). Local funding is generally financed by property taxes (Howell & Miller, 1997). State financing is generally through sales taxation (Howell & Miller, 1997). Both local and state taxation are affected by state policy decisions and voting decisions of the population (Howell & Miller, 1997). For example, a governor may issue a proposition to reduce property taxes across a state. If the population votes to accept the tax reduction, the funds available to make hiring decisions are reduced. While federal monies are financed through national income tax, these come to schools and schools districts via an assortment of federally mandated programs, often for at-risk student populations (U. S. Department of Education, 2007). For example, No Child Left Behind (NCLB) is the most recent federal education legislation. Enacted in 2001, NCLB is an initiative of former U. S. President George W. Bush and it authorizes the distribution of educational grants for low-income students, textbooks, professional development for educators and more (U. S. Department of Education, 2007). Often a school’s student population determines how much and if that school can receive federal funding (U. S. Department of Education, 2007) Thus, government policy decisions at the local, state and federal levels affect educational managers’ decisions to hire educational coaches. A final factor that determines whether or not educational managers hire educational coaches is actual student achievement. If a school has a significant number of students not meeting state and federal achievement standards, educational managers seek solutions through options like educational coaches. For example, in Duval County Public Schools, William M. Raines High School has a student population characterized by low-incomes and low test scores (Duval County Public Schools, 2009). The school district also contains Stanton High School, rated

Film Journal Essay

1. How does Hitchcock introduce us to the two principle characters? Where do the scenes take place and how is the camera placed? In the case of Alicia Huberman (Ingrid Bergman), her father’s prison sentence leaves her skeptical of others, yet longing for a new companion in her life. She has a reliance on alcohol to wash her troubles away. R. Devlin’s (Cary Grant) a stranger from the party, a very mystery man. The Party takes place at Miami, FL. The camera pans right across Cary Grant’s back and comes to rest behind his right shoulder. The camera is placed behind and to the right of Cary Grant who is sitting and facing away from the camera. In the immediate foreground masking out a small portion of the bottom left corner of the frame is the silhouette of Cary Grant’s right shoulder and part of his head. This establishes that it is a tacitly objective shot from the point of view of Cary Grant. As we move to the right though the frame in the foreground Ingrid Bergman is sitting facing towards Cary Grant and the camera at eye level. It is a medium shot from her navel up and she sits nearly in the center of the frame in front of Cary Grant. Their relation relative to each other is conclusive of a possible a romance and long lasting connection. In the background dividing the frame in half behind Ingrid Bergman is a couple dancing. Finally, in the foreground on the right side of the frame sits a man who is profiled and masks out about a third of the bottom half of the frame. The significance of the guests framed is they act as a sort of mask leading our eyes to Ingrid Bergman’s glances and expressions toward Cary Grant in the foreground of the frame. , the shot establishes Cary Grant’s role as a man of mystery and foreshadows an element of romance between Ingrid Bergman and Cary Grant. 2. How does Hitchcock get us to identify with and care about the two lead actors Carey Grant and Ingrid Bergman? One scene that illustrates the tensions in Alicia and Devlin’s relationship is when Alicia enters Dr. Barbosa’s office to ask the investigators for advice on marrying Sebastian. When Alicia enters the room is a long take. As the men stand up to greet her, their shadows eclipse most of the frame except for Alicia’s face. Moreover, the men’s bodies are cut off by the edges of the frame as they accommodate Alicia, while she stays in the middle  of the frame in bright light. These three elements emphasize that Alicia is the center of attention. Hitchcock is glorifying Alicia for Devlin to tease him because he cannot discuss his feelings for her. Even though all of the other men surround her, when Alicia says the word, â€Å"marry,† there is a cut to a shot of Devlin still standing by the window. The low key lighting allows the venetian blinds to create streaks of light over Devlin’s body. In this situation, these lines represent the entrapment of his emotions. During the interaction, the shots on Alicia and Devlin become tighter because they are expecting each other to be conflicted with her marriage to Sebastian. Neither, however, will admit their concerns, and they are both surprised. At the end of the scene, the camera pans with Devlin as he exits, giving the effect that he walks a large distance in a short period of time and emphasizes his discomfort. The shot then lingers on Alicia’s expression of disappointment while keeping the door in the corner of the frame. In addition, When the men are alerted to Ms. Huberman’s arrival, there is a close-up of the back of Devlin’s shoulders and head. Cary Grant quickly shifts his weight back and forth which conveys the nervousness that Devlin is feeling because he loves Alicia. However, for the sake of the mission, he must admit it. He also begins to turn around, but has to collect himself once more before joining the conversation to defend Alicia. The ensuing exchange of banter further divides Devlin from the others as they are portrayed in a wide three-shot, versus the close-up on Devlin’s upper body. This framing choice makes it clear that the sides of this argument are three against one, and that Beardsley and Prescott have lost some trust in Devlin, because they can tell that Devlin has feelings for Alicia. 3. How would you describe the mood or tone of the film in visual terms? Alfred Hitchcock incorporates multiple instances of point of view editing and cross-cutting to explore man’s intimate feeling of helplessness. He accomplishes this task by creating tense situations in which the viewer is more informed than the characters. However, the viewer’s omniscient range of narration is stifled by several occurrences of perceptual subjectivity, creating a momentary feeling of helplessness within the viewer. The first takes place after Alicia (Ingrid Bergman) has consumed a large amount of alcohol and has decided to drive a car with Devlin (Cary Grant).  At first, the camera is stationary and the car is seen rapidly approaching and swerving from a distance. The next shot is from the hood of the car and has both Alicia and Devlin within the frame. It is clear that Alicia is not fit to drive, but the stationary camera does not evoke an immediate response of fear. Hitchcock understands that the scene could be more terrifying and has Alicia bluntly ask Devlin if he is â€Å"scared†. Furthermore, Hitchcock is having Alicia ask the viewer if he is scared and follows up the direct line with a point of view shot from Alicia. It is only during this shot from the view of a drunken driver, along with masking the camera with uncontrolled hair that the viewer feels truly out of control and terrified. Although this shot seems like it doesn’t significantly contribute to the plot of the film, it is the first time that the viewer if allowed to peer through the eyes of a main character and demonstrates Hitchcock’s understanding of perceptual subjectivity. Hitchcock also adds suspense to the film by using cross-cutting to leave the viewer eagerly helpless within the limitations of time. The major scene that uses cross-cutting to compress time and space is during the large party that Sebastian hosts at his house. Before Devlin and Alicia break into the wine cellar, a sense of urgency is immediately generated as Alicia explains to Devlin that they must complete their task before Sebastian’s server has to replenish the wine supply. This line of dialogue creates pressure and sets up the opportunity to use crosscutting to indicate urgency. Hitchcock uses cross-cutting, or â€Å"alternate shots of two or more lines of action occurring in different places simultaneously’’ between Devlin and Alicia’s pursuit and the dwindling wine supply in order to make the viewer constantly aware of the overall situation. This is significant because only the viewer is allowed to see how much time Devlin and Alicia have before they get caught. By alternating between these two shots, Hitchcock also minimalizes the space between the two events. The viewer assumes that once the wine is gone, then Devlin and Alicia will be caught. The viewer is not show the space between the wine cellar and the table upstairs, but rather the immediate surroundings of the separate characters. Hitchcock uses this technique to directly infuse suspense into the viewer’s perception of a situation. 4. Describe a few of the most visually stunning shots? Hitchcock also uses point of view editing to define the relationships between characters. In the scene when Alicia wakes up after the midnight drive, there is a series of oblique shots of Devlin walking into the room. It is clear that this is the perceptual subjectivity of Alicia because one of the shots rotates to mimic her rotation in the bed. Oblique shots are typically used to show mental instability, which in this case, is caused by Alicia’s alcohol consumption. In these shots, Devlin is seen standing over the camera, which shows that he is protecting Alicia. Even though the two had met the previous night, this gesture allows Alicia to trust Devlin, and their relationship intensifies. Another stunning shot scene is when Sebastian searches his wine cellar. Since he was engaging in illicit activity, Sebastian could not trust Devlin after he sees Devlin kissing Alicia. He is suspicious that Devlin had stolen the key to steal a wine bottle. Though the cellar appears to be untouched, Sebastian is compelled to look back once more. A cut to a high angle shot of liquid in the sink is enough evidence to tell Sebastian that a bottle had been broken. For Sebastian, this shot reveals that Devlin is an American agent, and that Alicia is involved in his plot. At this moment, Sebastian learns that he cannot trust his wife, or Devlin. The hostility comes to a climax during the last scene when Devlin removes Alicia from Sebastian’s custody. Sebastian’s objection to this is enough let his associates know that he has jeopardized their cover. Alicia is poisoned is another example of perceptual subjectivity. She does not realize that Sebastian discovered her true loyalties, so she does not anticipate that Sebastian would harm her. After drinking the coffee, there are quick zooms on Alex Sebastian and Madame Sebastian (Leopoldine Konstantin). These show Alicia’s realization of their intentions and that they can no longer be trusted. In addition, there are several shots when the frame gets warped and the other actors become silhouettes. These images are accompanied by a chaotic score, which has an equally nauseating effect on the viewer as it does for Alicia. These point of view shots are the culmination of Alicia and Sebastian’s betrayal of one another which are very  interesting. 5. What are some of the things about the film that impressed you the most? In this move, each of the main character has difficulty in finding mutual trust with one another. Since each character has their own motive, they are only willing to open themselves up enough to achieve their goals. None of them admit to their true feelings until Devlin rescues Alicia, which finally implies that their trust and love are reciprocated. The range of narration, which is mostly omniscient, helps bring out the progression of each character. Alfred Hitchcock really did a good job uses mise en scene to convey the level of trust in each character’s relationships.

Understand the essential elements of a valid contract in a business Essay

Understand the essential elements of a valid contract in a business context - Essay Example Some terms are fundamental whilst others are incidental. Fundamental terms are core components of a contract which form the very essence of a contract. In L Schuler AG v Wickman Machine Tool Sales Ltd1 it was held that conditions are the fundamental terms of a contract. They determine the very essence of the contract. The breach of a condition leads to the repudiation of the contract by the aggrieved party. In other words when the conditions are breached, the party that is unsatisfied is free to walk out of the contract because the contract was non-existent in the first place. Aside the core terms of a contract, there are other incidental promises that are meant to make the contract meaningful. In Chanter V Hopkins2 the judge held that â€Å"... a warranty is an express or implied statement of something which the party indicates shall be part of the contract and though part of the contract, yet collateral to the express object of it.† Albert Thomas proposal seeks to provide parking services for cars of individuals that are traveling via the nearby airport and will like to leave their cars. This is a service that creates some kind of contract between Albert Thomas and the customers that will use the parking lot. Thus the contract must have conditions and warranties. Condition: The condition will involve the provision of a space within which customers can park their cars. This parking space is meant to provide safe parking for the cars that will be brought by customers. Although these terms and conditions are important, there is the need to come up with certain important clauses to set the parameters within which Thomas can provide the services without incurring excessive liabilities. Also, these clauses will reduce ambiguity between Mr. Thomas and his customers. They include Penalty Clause, Exclusion Clauses and Exemption Clauses. The Penalty Clauses will identify certain penalties

Observation paper Essay Example | Topics and Well Written Essays - 750 words

Observation paper - Essay Example Olive Garden has an organizational culture that emphasizes family values and continuous employee growth. Martin (2002) defined organizational culture as composed of different manifestations, including stories, rituals, practices, language, and physical arrangements (as cited in Keyton, 2011, p.20). As an employee of Olive Garden, the student has firsthand experience of what it is. In terms of stories, employees talk about their family at work and their work with their families because that is what Olive Garden wants to achieve- a sense of family bonding within the company. The organization’s rituals are composed of daily operations, including keeping the place clean and homey and the guests delighted and satisfied with the service, ambiance, and food. Olive Garden wants to make guests feel that they are just dining at home, so the atmosphere is quite casual, although it has employees that serve food and take care of customers. As for the company’s formal practices, empl oyees are well-trained to provide excellent customer service. All of them are hired because of their smile and ability to be patient and friendly toward customers. Olive Garden restaurants usually have good locations and tend to be jam-packed. Servers are trained to remain patient and accommodating even during these times. Informal practices include managers who check on the quality of service of employees and customers’ satisfaction levels and servers who go the extra mile to please clients. The jargon of the company is a mix of Italian and American words that employees use with one another. These words emphasize working together, especially during peak time. The physical arrangement of the restaurants is arranged to accommodate small and large groups, including families. The layout is spacious, and so it is normal to see young kids running around. Olive Garden is not perfect though, and it has some management problems. First, because of the â€Å"family† culture, som e managers tend to have favorites. These favorites are given more flexible (or the most sought after) schedules and busy stations where tips are most likely to be received. Second, the pay is good but not competitive and opportunities for promotion are limited. Some of those who have been loyal to Olive Garden have left because they want career advancement, but not all are given the opportunity to move up. Several think that Olive Garden is not as â€Å"family-like† as it wants to be. Some employees are not supporting each other too, so a few servers end up doing more work than others. To resolve these problems, four recommendations are offered. First, the management must lead through ensuring that the vision is alive in the company through providing fair treatment to all employees. The vision of the company emphasizes the improvement of the quality of lives of internal and external customers and this cannot be achieved when favoritism is present. Zacarro and Banks asserted t hat leaders must be able to use the organizational mission and vision for setting collection action (Gill, 2011, p.104). To influence

Strategic Management Essay Example | Topics and Well Written Essays - 2000 words - 2

Strategic Management - Essay Example Conclusion 11 References 13 1. Introduction The evaluation of an industry’s performance is commonly developed using a series of criteria. The conditions in the industry’s environment, in all its aspects, have a key role in understanding the industry’s perspectives for a long terms growth. The use of theoretical frameworks and models can also help to check the status of an industry, either in the short or the long term. Current paper focuses on the evaluation of global automotive industry in regard to a particular aspect: the industry’s supply and demand chain. The sector matrix framework has been used for exploring the issue under examination. Two well known theoretical frameworks, the Value Chain Analysis model of Porter and the Product-Commodity Chain of Gereffi have been used for developing an effective sector matrix framework, as aligned with the needs and the challenges of the particular industry. It is proved that the current performance of automotiv e industry in terms of supply/demand could be improved by controlling rapid expansion so that time is available for responding effectively to the needs of each market. 2. The ‘sector matrix’ framework – description and characteristics The sector matrix framework used for the evaluation of the automotive industry would be based on the following fact: economies worldwide are not equally developed. More specifically, there are economies that have been able to promote technological advances and commerce, achieving an important growth (Cohen 2012). Reference should be also made to countries with quite low economic and commercial performance; these countries have not managed to follow global technological advances (Cohen 2012). The evaluation of the performance of the automotive industry globally would be based on the perception that economic growth around the world is not equally; therefore, the findings of the sector matrix analysis would be related primarily to deve loped and emerging economies that have the potential to support the development of automotive industry. Another issue that should be taken into consideration when developing the sector matrix related to the automotive industry is the following one: the specific matrix is based on different market and organizational elements; these elements are also included in other theoretical frameworks, such as the Porter’s Value Chain analysis (Graph 1) and the Gereffi’s Product/ Commodity chain. The use of these frameworks when developing the sector matrix analysis of the automotive industry would increase the credibility of findings. The elements of these two frameworks are briefly discussed below. Graph 1 – Porter’s Value Chain analysis framework (source: Bachelor of International Management) The Value Chain Analysis of Porter is presented in Graph 1, above. According to this framework, ‘each company can be represented by a Value Chain’ (Overbeck 2009, p.26). This Value-Chain is consisted by a series of activities that can be characterized either as primary or support activities (Overbeck 2009). The activities that are of critical importance for the supply chain of an organization are the primary ones (Overbeck 2009); still, the support activities are necessary for the effective development of primary activities (Overbeck 2009), meaning that primary activities may face problems and delays in case that they are not combined by the support activities, as included in the Porter’s framework. Among the activities included in the

Trends in Common Law Jurisdictions Essay Example | Topics and Well Written Essays - 2000 words - 1

Trends in Common Law Jurisdictions - Essay Example First, it must specify the requirements pertinent to the service subject matter of the contract. This often includes the date, time and length of the performance. (Each song must be in the length of 1-3 minutes). It is also important to clarify how many batches of songs is Finbar expected turn over before he gets paid. This can be expressed in terms of weeks or months. (Finbar should turn over three songs to TV8 in the first week of May. Finbar will get paid every two weeks for the ten weeks that the song will be used by TV8.) This will ensure that both TV8 and Finbar will know what is expected of Finbar to avoid disputes during the duration of the contract. The second thing a performance contract must contain is the manner of compensation for Finbar. This can be a guarantee ("TV8 will pay Finbar 60 Euros every week), incentive (TV8 will pay Finbar 5% of the total contract price if ratings of the children’s TV show rise by at least 2%). In this case, Finbar had no contract with TV8. There was no written agreement between him and Jenny McSwindle. McSwindle’s letter to Finbar could not be considered a contract. The letter was, at the very least, an offer to Finbar. Finbar did not expressly, and in writing, signify his assent or consent to the terms proposed by McSwindle in her letter. While it could be said that Finbar’s act of sending TV8 some material was an implied assent to the contract, the same act had actually no consequence. Jenny McSwindle had sent Finbar a letter withdrawing her â€Å"offer† on April 30 but Finbar apparently, unaware of this withdrawal, sent the material on May 01. From the foregoing, it could be said that there was â€Å"no meeting of the minds† between Finbar and Jenny McSwindle. McSwindle’s â€Å"offer† was not simultaneous with Finbar’s â€Å"acceptance.† Events which had transpired could be described only as a â€Å"negotiationsâ €  between the parties. Negotiations may or not end in a contract. In this case, it clearly did not end a contract.     Ã‚  

EC 313 Essay Example | Topics and Well Written Essays - 1750 words

EC 313 - Essay Example Firstly, the ASF (Aggregate Supply of Funding) will remain constant with respect to any interest rate changes therefore we will depict it as a vertical line as shown in the above graph. Suppose that due to certain shocks in the economy, the APE line shifts to the right. The increase in APE will require funding to support it but the ASF will remain unresponsive to the change. As consumers move to gain funding, the lenders will drive up the interest rates. Increase in interest rates will crowd out the demand and the output and price levels will remain unchanged. What if the amount of gold in an economy increased or decreased. Based on the quantity of gold the ASF line would shift to either left or right. If ASF had a rightward shift than it implies that there will be an excess of funding in the economy. Thus the lenders will be willing to provide their money at lower level of interest rates. This lower level of interest rates will induce the consumers to spend more therefore increasing ADF. Now ADF will cross ASF at a decreased interest rate level and both will exceed the GDP level. Increase in a funded demand will cause the firms to increase their prices. This increase in Price Level brings a fall in ASF which will also decrease APE. Prices will continue to move in upward direction until & unless interest rate, APE & ASF return to their original level. Prior to the Great Depression of 1929, the classical macroeconomics functioned as it was required. There were no economic slumps and employment and GDP’s were stable throughout the period. The assumption of classical macroeconomists regarding the invisible hand was proved to be almost true. There was no need for government policies or intervention to control the economy and macroeconomics was taking care of itself. Suddenly, the Great Depression of 1929 made its way in the economy and plunged economies in state of chaos. Some faltering economies almost experienced a decline of 30% in their GDP and as much

Business Strategy - Jobcentre Plus Essay Example | Topics and Well Written Essays - 2000 words

Business Strategy - Jobcentre Plus - Essay Example Jobcentre's culture will be driven by the clear objective set by Ministers of "work for those who can, support for those who cannot." This clear work-focus will be apparent in everything Jobcentre do for Jobcentre's customers. Jobcentre plus will emphasize to them the link between benefits and work, with their associated rights and responsibilities. This will include a determination to reduce fraud and irregularity by ensuring that only those entitled to benefits receive them. But Jobcentre plus will also be about a much higher quality of customer service. Jobcentre plus will build on the existing successes of the Benefits Agency and the Employment Service by introducing more personal advisers with greater flexibility; more contact to keep people in touch with the labour market; more focus on meeting employers' needs and more emphasis on benefit integrity and accuracy. Jobcentre's service will treat each customer as an individual rather than as one of a group narrowly defined by benefit entitlement. Jobcentre's aim will be to tailor what Jobcentre can offer to what each individual needs. For instance, Jobcentre plus will take care to treat disabled people according to their individual circumstances. As a further example, parents who want to return to the workplace will be offered guidance to identify and relate the skills they have acquired as parents to those required by employers. For employers Jobcentre plus will provide a much more outcome-focused and professional service based on improved communications, dedicated vacancy service managers and local account managers, building on the foundations already laid in the New Deal and more widely. Jobcentre plus will deliver Jobcentre's services through the full range of channels offered by modern technology, including the internet, touch screen terminals and customer service centres. Jobcentre aim to offer employers in the Pathfinders a more effective service which responds to their requirements. Jobcentre plus will do this by working with them to understand their needs and the demands of the different industry sectors in which they operate. This means co-operating with employers, the local Learning and Skills Councils and other local training and education partners to customise training to meet industry and local employer needs. Jobcentre also aim to be better at matching the people without jobs to the jobs without people. This will involve us working with individuals to prepare them for the needs of employers and also working with employers to ensure they can make use of

Genomics Essay Example | Topics and Well Written Essays - 250 words

Genomics - Essay Example Because of the role that genomics has been proven to play in disease, modern nurses commonly are responsible for eliciting at least three generations from patients (Consensus, 2008). Nurses play a critical role in assessment of this information for use in preventative care, prognostics, selection of treatment, and treatment evaluation, necessitating firm understanding of genomic principles. Nurses are an essential educational resource for patients unaware of genomic technologies. Nurses also serve as advocates for clients that may benefit from genomic services and for the rights of those clients to make autonomous, informed genomic and genetic based decisions. As part of the nursing assessment, genomics allows a nurse to establish risk factors based on family history of disease. Perhaps more importantly, however, the nursing assessment should include patient attitude and knowledge of genetic and genomic technologies that may be beneficial. This assessment will also allow other health care professionals to interact more effectively with the patients by understanding their biopsychosocial views and is critical in allowing patients to make informed decisions based on these new technologies.

Histories of Photography Essay Example | Topics and Well Written Essays - 750 words

Histories of Photography - Essay Example Therefore, using cameras, ethnographers during this period were able to capture all the aspects of a community’s culture, which were observable and manifest (Torresan Web). Therefore, the camera, and overall photography was considered a neutral way of the ethnographers’ collection of objective data. During most part of the 19th Century, photography was characterized by various challenges, as far as ethnography is concerned. For instance, low technological advancements in photography had rendered cameras to be heavy and expensive, and the film was considered a volatile tool. These and other factors resulted in some ethnographers arguing against use of photography in ethnography. However, in the 20th century, with increased technological advancements in photography, most of the technological problems experienced previously were resolved. This therefore, led to an increased usage level of photography in ethnography. For instance, ethnographers used photography as a tool fo r documentation. This would include recording videos of rituals, of which their details would be lost, if an ethnographer took notes only (Torresan Web). Through this, ethnographers are able to gain greater understanding of case studies. In the ethnographic studies in the 19th and 20th centuries, ethnographers held the ideological assumption that culture is manifested through symbols that are visible, and which are embedded in gestures, artifacts, rituals, ceremonies, and natural and constructed environments. The people in a community are considered as the actors in culture, which presents itself as a script. With this therefore, ethnographers believed that photography was an essential way of revealing the intangibles of social life, which include facial expressions, pauses in speech, body gestures, and tonal variations (Torresan Web). It was impossible to capture these using written ethnography; thus making photography to be core to ethnography. Part 2 From its time of invention, t here had been a great debate on whether to or not to consider photography as an art form. Different artists had varied views and arguments on whether photography was an art form or not. One of the most important early advocates of photography as an art form include Le Gray. This was a trained artist, who was highly influential in early photography. In 1852, Le Gray wrote, â€Å"The future of photography does not lie in the cheapness but in the quality of a picture. If a photograph is beautiful, complete, and durable, it acquires an intrinsic value before which its price disappears entirely. For my part, it is my wish that photography, rather than falling into the domain of industry or of commerce, might remain in that of art. That is its only true place, and I shall always seek to make it progress in that direction† (Drogoul Web). This therefore, shows Le Gray’s justification of photography as an art form. On the other hand, Henry Peach Robinson was one of the most pro minent photographers of the 19th century. Like Le Gray, Robinson felt that photography deserved to be respected as an art form. He therefore, was involved in different association of artists, which promoted photography as an art form. In addition, Robinson wrote various texts, in which he promoted photography as a form of art (Harry Ransom Center Web). Oscar Gustav Rejlander was another important artist, whom many

Strategic HRM Plan Essay Example for Free

Strategic HRM Plan Essay â€Å"Starbucks is the premier roaster and retailer of specialty coffee in the world and has become a truly global brand† (Starbucks Coffee Company, 2011, p. 3). The strategic Human Recourses Management (HRM) plan will cover cultural HR issues, emerging HR issues, and a chart showing a five-year plan. Cultural training, cafà © culture, and culture of service are the three cultural HR issues that will be covered. Cultural training will cover the need for training with diversity for different markets. Cafà © culture is about the â€Å"values and respect diversity and inclusion† of Starbucks. This area is an issue in other countries while in the United States is doing well. The issue of culture of service deals with providing service to customers, but also to employees by way means of benefits. The emerging HR issues that will be covered are employee tuition assistance, evening sales to include alcohol, and customer complaints. Recently Starbucks has provided a new tuition assistance program; this program will be reviewed because of the age of the program it falls under emerging HR issues. The issue with Starbucks going to evening sales to include alcohol requires special licensing and age requirements for employees selling. The final emerging issue is with customer complaints; HR should find a way to review and take action against complaints. The chart will provide a description of the values, mission, and vision of the company and what they mean for the next five years. The table will also tie into how the emerging issues should be handled in the five years. Addressing the cultural and emerging issues will help Starbucks advance as a company and produce outstanding employees that will exceed the expectations of the company. â€Å"Standards will help ensure that our values continue to be reflected in each Starbucks store and business activity. A commitment to integrity, acting honestly and ethically, and complying with the letter and intent of the law are critical to our continued success† (Starbucks Coffee Company, 2011, p. 3). Strategic HRM Plan Cultural Issues Starbucks continues to grow and expand globally. As the company is doing so, it also sees some cultural human resource (HR) issues arise. These cultural HR issues include cultural training, cafà © culture, and culture of service. It is natural for a company to see and experience such issues when expanding into different regions. The human resources department will examine how these issues and cultural considerations affect the division and the strategic plans. As Starbucks grows and expands into new regions, the company is learning that to be successful in other culture they must provide cultural training. This cultural training is part of the company’s strategic plans. As part of the training and development program there is a cultural training for the store front employees, management, upper management, HR, and global communities. This training teaches the employees on how to interact with different cultures. It also teaches the employees of appropriate ways to interact wit h each other so that there is no discrimination. â€Å"To help make our goals become reality, we have integrated diversity and inclusion into the core of our leadership competencies. The goals of the Diversity and Inclusion team include building a diverse workforce, increasing cultural competencies, shaping a culture of inclusion and developing a diverse network of suppliers† (Starbucks, 2014). This consideration affects the company and their strategic plans because it is a continual topic of conversation as the company grows, expands, and new laws come into practice. This conversation then needs to into training and development programs for employees, as well as adding new policy changes and procedures. Starbuck’s employee cultural training also leads into their cafà © cultural training. The Cafà © culture in the United States is spot on. However, the cafà © culture in other countries is not doing so well and has led to the downturn in business. â€Å"I never go into Starbucks; it’s impersonal, the coffee is mediocre, and it’s expensive,’ Ms. Bayod, a 35-year-old masseuse, said as a waiter greeted her by name and quickly bro ught her usual espresso. ‘For us, it’s like another planet.’ Nearly a decade after venturing into Europe, Starbucks is still laboring to lure people like her. Despite engineering a strong turnaround in the United States and growing steadily in Asia, where Starbucks is still a novelty, the  company has struggled here on the Continent that gave birth to cafe and coffeehouse culture† (Alderman, 2012). Due to this issue Starbucks is now embarking on spending over a million dollars to make-over the European locations to be more up-scale and to win over the European coffee drinkers. The organization has also adjusted the blends and beverages to suit the European palate. This has forced Starbucks to realign strategically the European market to meet customer’s wants and needs. Starbucks has continued to realign the culture of its brand image in this region and continues to add new ideas, training, and beverages for the employees in this region. To maintain its high level of customer service Starbucks has started a culture of service initiative for its employees. The organization is committed to providing â€Å"legendary service† to their customers. To do so the company has gone the route of the employee-centered approach. The employee-centered approach includes providing health benefits, tuition benefits, and stock options to even their part-time employees. The guiding principle behind this move is to motivate their employees. The company feels that by motivating their employees they are creating happy, loyal, motivated employees who in turn will be the driving force to their â€Å"legendary service.† Emerging issues Emerging issues provide areas for improvement for Starbucks. Tuition assistance, selling alcohol, and customer complaints are three current emerging issues Starbucks faces. These issues will be discussed based on the issue and how it can be improved. There are around 54 percent of all companies who offer some form of educational reimbursement to their employees (Kurtgleben, 2014). Starbucks announced they would offer partial tuition of about $6,500 for their employees for the first two years of full-time online students at Arizona State University (ASU) Online. Starbucks College Achievement Plan (SCAP) will replace an older plan that was not as generous but was more flexible (Pyke, 2014). The new plan states that any Starbucks employee that works 20 hours a week or more will be able to have their tuition reimbursed beyond what federal financial aid and ASU covers for juniors and seniors (Pyke, 2014). Some critics of the SCAP say that it may not be a real improvement for the 20,000 wo rkers that the school plans to enroll. The old system required that the students take courses that were beneficial towards their jobs at Starbucks. The new system lets the  employees take any of the degrees, of which there are 40, and it does not have to relate to their jobs at Starbucks. The old system only paid $500-$1,000 per calendar year and that depended on the employees’ tenure. The employees could enroll in any accredited college, not just ACU under the old system. The employees could also attend in-person classes which some critics say are important for low-income workers to succeed in their education, (Pyke, 2014). According to Pyke, Starbuck’s plan compares unfavorably with other tuition assistance plans American companies offer. Sara Goldrich-Rab, professor of educational policy studies and sociology at the University of Wisconsin-Madison, found Starbucks new system ‘incredibly problematic’ because they limit its tuition assistance to one university online (Pyke, 2014). The emerging issues for Human Resource on this tuition system would be, is it good that Starbucks only lets the employees enroll in only online degrees with only ACU? Will the new system work well with the low-income employees only being able to take the online degrees instead of in-person classes? Starbucks should go through with their plans of having other universities available for their employees to enroll in and offer in-person classes as well as online classes. Starbucks has expanded its sells to Starbucks evening. Starbucks has been testing the sale of alcohol in their stores after four PM, with a menu that includes light snacks. The benefits to Starbucks are an increase in sales when coffee sales are slow, (Dooley, 2014). However, with these sales come the issues of licensing requirements that are different in every state, possible customer resistance because it is not a family-friendly product, new staff training requirements, and the last, product contagion. There are some people that think that products can transfer their characteristics to each other if they are placed side by side, (Dooley, 2014). So in their way of thinking if Starbucks sells alcohol and it sits next to a non-alcohol product it will be tainted with alcohol. To help keep the contagion issue down Starbucks can separate the alcohol from the non-alcohol products and put the alcohol products into their own coolers, in different parts of the room. There is a page on the Consumer Affairs website where people can go to complain about companies and so forth. There are numerous complaints about Starbucks employees. According to Consumer Affairs Starbucks does not monitor their website so that the issues can be resolved. Human Resources should monitor  these complaints and try to resolve them in some way. In the future if nothing is done someone will bring suit and it might be costly for Starbucks. Human Resource Management should make sure that these employees treat customer s the way they should be treated by retraining and if the bad treatment continues disciplinary actions should be taken. Five year plan chart Starbucks has become well-known ever since the company’s establishment in 1971. Because of Starbucks’ many years of success, the company has now grown throughout the world. For the next five years, Starbucks will develop a strategic plan from the completion of the HRM analysis. Reward programs, training, and job design are the HRM involvements that will assist Starbucks to overcome the issues found from the analysis in order to meet the strategic objectives. The first year of the strategic plan will include the placement of processes along with forming two committees. One committee will take care of the three cultural HR issues the other committee will handle the three emerging HR issues. Years two through five will include continuous monitoring and fact finding through internal and external surveying. Each committee will observe these surveys to where adjustment can be made in a timely matter. The recommendation will be that each committee will meet weekly in the first year of the plan, which could later change to monthly and then quarterly. During this time, any modifications within the process will take place based on the information gathering. The chart below offers the five-year strategic plan, which the company believes needs to be taken in consideration in order to obtain internal and external growth, employee fulfillment, and in meeting up to customer expectations. Starbucks Coffee 2014 – 2019 Strategic Plan Values â€Å"Starbucks reputation for the finest coffee in the world, legendary customer service and the highest integrity is the direct result of our collective efforts† (Starbucks Coffee Company, 2011, p. 3). Mission â€Å"To inspire and nurture the human spirit – one person, one cup and one neighborhood at a time† (Starbucks Coffee Company, 2011, p. 3). Vision Continue in being â€Å"the premier roaster and retailer of specialty coffee† (Starbucks Coffee Company, 2011, p. 4). Cultural/ Emerging Issues Internal/ External Analysis Review Findings Strategic Formulation Strategy Implementation Review and Adjust Cultural Training Cafà © Culture Culture of Service Education Reimbursement Sale of Alcohol Employee Complains Two separate committees will divide into teams. A SWOT analysis will be conducted based on customers, competitors, and industry analysis. The external analysis will examine Starbucks opportunities and threats. The internal will look at the strengths and weaknesses. The two committees, department heads, and stakeholders are involved within a group. Reviewing cultural and emerging issues. Reviewing and adjusting the internal and external findings from the SWOT analysis to then create a strategic formulation. The two teams will define strategies from the findings from the SWOT. Starbucks can create a plan for all issues at all levels within the company creating an outline of what should be done. A description of the steps or processes per issue will provide in accomplishing each objective. Over-all communication and monitoring are important in achieving goals. A timeline will offer when the action plan is to be accomplished. Necessary changes will be made swiftly for the company, employees, and customers. The team will ensure that continuous monitoring within the agreed strategic objectives and aim to start on a monthly basis. Ensuring consistency with Starbucks values, mission, and vision. References Alderman, Liz, 2012, In Europe Starbucks Adjusts Cafà © Culture, Retrieved from: http://www.nytimes.com/2012/03/31/business/starbucks-tailors-its-experience-to-fit-to-european-tastes.html?pagewanted=all_r=0 Consumer Affairs. Retrieved from: www.consumeraffairs.com/food/starbucks.html Dooley, Roger, 2014. Will Starbucks Alcohol ‘Infect’ Other Products. Retrieved from: www.forbes.com/sites/rogerdooley/2014/04/09/starbucks-alcohol/ http://www.cerdian.com/resources/blogs/human-resources-legislation-blog/starbucks-cap-reinventing-education-assistance.html Pyke, Alan, 2014. Thinkprogress. Critics warn Starbucks Employees To Read Fine Print of New

The Life and Legacy of Johann Sebastian Bach

The Life and Legacy of Johann Sebastian Bach The Life and Legacy of Johann Sebastian Bach Many important figures have impacted and shaped the comprehensive history of western classical music. Even today, most laymen know of the names of the great classical composers like prodigy Wolfgang Amadeus Mozart, and can even identify some of the most iconic melodies such as the opening subject to Ludwig Van Beethoven’s 5th Symphony. Surprisingly, these men of great talent all stem from the foundation set by one German composer: Johann Sebastian Bach. Now, the name J.S. Bach evokes the Baroque period of music and its influence can be seen throughout the works of later periods and other composers. With such a substantial impact, J.S. Bach in actuality had a very modest and local career and after Bach’s death, his music was almost completely forgotten. It was through his legacy among musicians and protà ©gà ©s which sparked a rekindling of Bach’s music and he now receives immense admiration and veneration for his technically challenging keyboard works, his pote nt liturgical works, and his vast amount of sheer repertoire. Johann Sebastian Bach was born on March 31st, 1685, into a highly musical family. His father, Johann Ambrosius Bach, was the director of the town musicians and was skilled in the violin and harpsichord. J.S. Bach was the youngest of eight children all of whom were trained in harpsichord, violin, and basic music theory. Bach also had many uncles who were all professional musicians working as local organists, court chamber musicians, and composers. Thus, J.S. Bach was immersed in music from a young age and also was trained in music theory, composition, the harpsichord, clavichord, organ, and violin. In particular, his older brother Johann Christoph Bach, an organist at the St. Michael’s Church in Ohrdruf and pupil of Johann Pachelbel, became a prominent musical figure in J. S. Bach’s life and further engendered his passion for music. At the age of 14, Bach attended the prestigious St. Michael’s School in Luneburg, Germany where he was exposed to a wide variety of c ultural sounds such as the music of Northern and Southern Germany, Italy, and France. In 1703, J. S. Bach was appointed the position of court musician at the chapel of Duke Johann Ernst III in the city of Weimar but was unhappy with his work as he was often unsatisfied with the church choirs and the amount of composing he was responsible for. Thus, Bach and his family was required to travel and move in order to seek better job opportunities. However, unlike most musicians, who would travel all across Europe performing and making a living, Bach lived relatively local moving from town to town all within the confines of Germany. Bach often had ideological differences with his employer and he would compose some of his greatest works all in different cities and churches as well require to teach students. For instance, in 1723, Bach was appointed the Cantor of the St. Thomas Church in Leipzig where he served and composed till his death 27 years later. Bach was required to teach the students of the St. Thomas Church singing and keyboard. It was at this time that Bach wrote his Inventions and Sinfonias for keyboard, a collection of exercises that most pianists play even to this day in order to improve their technique, articulation, dexterity, precision, and speed. It was also as Thomaskantor that he wrote his Mass in B minor, considered to be one of the greatest choral works of all time. Johann Sebastian Bach died on July 28th, 1750 and although he was celebrated as an organist and harpsichordist, very few people beyond the city of Weimar knew of Bach’s compositions. It was only the great composers and keyboardist to keep Bach’s music alive in conservatories and libraries. Thus, the even the greatest of composers such as Wolfgang Amadeus Mozart, Frederic Chopin, and Felix Mendelssohn, all revered Bach’s work as excellent keyboard music. This is because Bach’s music was one of the most highly technical for the era, another being the music of Bach’s contemporary, George Frederic Handel. During the Baroque period, keyboard instruments were often for accompaniment to harmonize and contrast with the string instruments of the orchestra. However, substantial advances for keyboard in result of Bach’s compositions led to more solo prominence in music as well as facilitated the invention of the pianoforte, now one of the most learned m usic instruments. Moreover, Bach has left not only a large amount of music manuscripts but also his legacy as a keyboardist, and composer of liturgical and secular music. Through his travels and his encounters with different cultures and colleagues within the Baroque Era, Bach was able to capitalize on both the aesthetic culture of the time and the variety of styles across countries. Also, as Bach had shifted positions and employers many times, he was required to create new music contextually depending on purpose and location. As Bach was a religiously devoted man, he wrote a numerous amount of chorales, pastoral songs, and congregational hymns for the choir and organ or harpsichord. As Bach began teaching and instructing, Bach began to write more works for keyboard that included a variety of preludes and fugues, toccatas, fantasies, and theme and variation works. Baroque music in general is classified by its heavily ornate technicality and grandiose sounds all within a systematically controlled framework. Thus, Bach’s music is highly articulate and technical a reason why the great pianists Felix Mendelssohn and Franz Liszt both practiced with Bach works and built upon his keyboard foundation. Bach also further developed German music through his skill in counterpoint, harmonic, and motivic organization, and the adaptation of rhythms, forms and textures. However, after Bach’s death, much of his music was deemed archaic and old-fashioned as new composers such as Franz Haydn, Wolfgang Amadeus Mozart, and Ludwig van Beethoven brought forth the new era of Classical music. Soon, most of the general public did not know of J. S. Bach’s name in the beginning of the 19th century. Many pivotal figures reincarnated Bach’s name through the years. First, Johann Nikolaus Forkel’s wrote the composer’s biography in 180 2. The pianist and composer, Felix Mendelssohn further popularized Bach’s name by arranging and performing the St. Matthew Passion. The performance proved to be successful as Bach’s name and reputation as a composer soon revived. By the 1850s, the Bach-Gesellschaft, or the Bach Society, was founded in order to further preserve Bach’s works and promote his repertoire. New works by Bach are still being found to this day. Bach’s enormous library of music is simply a testament to his diligence and creativity. With such music, Bach was able to pave a way for future musicians and composers. Through his advancement in keyboard work, Bach provided the technique for great pianists. With his teachings and instructions, many of his protà ©gà ©s moved on to become great Classical era composers. Even presently, Bach’s works are performed by the finest of performers and has become truly a household name for both musicians and laymen alike. Works Consulted â€Å"Bach, Johann Sebastian (1685-1750). â€Å"Encyclopedia of world biography. Detroit: Gale, 1998 Grout, D. J. (1980) A history of western music. New York, NY: W. W. Norton Kerman, J. and G. Tomlinson (2012). Listen (7th edition). Boston, MA: Bedford/St. Martin’s Kennedy, M. (2006) The Oxford dictionary of music. New York, NY: Oxford University Press Kevorkian, T. â€Å"Bach Family.† Europe, 1450 to 1789: Encyclopedia of the early modern world. Ed. Jonathan Dewald. New York: Charles Scribner’s Sons, 2004 The New Grove Dictionary of Music and Musicians. Ed. Stanley Sadie. London: Macmillan Publishers, 1980. Randel, D. M. (2003) The Harvard Dictionary of Music. Cambridge, MA: Harvard University Press.

Cadbury Is A Brand With A Long History Marketing Essay

Cadbury Is A Brand With A Long History Marketing Essay Cadbury is a brand with a long history in New Zealand and a passionate commitment to making everyone feel happy. Cadbury  is a  confectionery  company owned by  Kraft Foods. Its main  headquarter is in London, United Kingdom, and the company operates in more than 50 countries worldwide. John Cadbury shaped the business in 1824 on the name of Cadbury. The business started as a shop in a fashionable place in Birmingham. It sold things such as tea and coffee, mustard and a new sideline cocoa and drinking chocolate, which John Cadbury prepared him using a mortar and pestle.   In 1847 a large factory was rented in Bridge  Street Birmingham. In the mean time John Cadbury was joined by his  brother Benjamin and the name of the business became Cadbury Brothers  of Birmingham.  (Wikipedia, 2010) In 1866 when the brothers  introduced the process of pressing the cocoa butter out of the cocoa  beans. The benefits for the Cadbury brothers was that they could use  the butter to make different types of eating chocolate the first of which was the Cadburys dairy milk.   A description of Cadburys and their aims and objectives Cadbury is an international company that makes market and sells unique brands chocolate. Cadbury have done this successfully for over 200 years. The reason they are so successful is because they have a clear understanding of the needs of their consumers, customers and other stakeholders.   Dunedin is a major centre for Cadbury Schweppes in the region, with the site playing host to Cadbury World and being a major production and distribution centre. (Coursework, 2003) Product and services   Dunedin is a major centre for Cadbury Schweppes in New Zealand and major production of Cadbury chocolates are done here. It is also called a major distribution centre of Chocolate. Some of the major products brands produced by Cadbury includes : Bars  Dairy Milk,  Crunchie,  Caramel,  Wispa,  Boost,  Picnic,  Flake,  Curly Wurly,  Chomp, and  Fudge; chocolate  Buttons; the boxed chocolate brand  Milk Tray and the twist-wrapped chocolates  Heroes. As well as Cadburys chocolate, the company also owns  Maynards  and Halls, and is associated with several types of confectionery including former Trebor and Bassetts brands or products such as Liquorices Allsorts,  Jelly Babies,  Flumps,  Mints,  Dolly Mix,  Black Jack  chews,  Trident gum, and Soft mints.( Indiamart, 2012) Market of interests Cadbury Confectionery Ltd is the most dominant player in chocolate confectionery in New Zealand. The company rebounded from negative media attention in 2009 to reclaim a lost percentage point in value share during 2010, to account for 52%, making it by far the largest player in chocolate confectionery. (Euro monitor, 2011) Chocolate is now one of the best sweet for everyone`s. It includes cocoa in it because of which it seems dark and sweet. The first is the growing share that high-cocoa dark chocolate makes up of the estimated $350 million to $400m of chocolate each year. (Wikipedia, 2012)It changes the tastes of chocolates to darker, richer chocolate the 72% cocoa content Dark Ghana slabs are now Whittakers biggest seller, while 70% cocoa Old Gold is Cadburys fastest-growing line mirrors our increasingly sophisticated taste for everything from coffee and tea, to olive oil and wine. (Whitakers, 2012) Scarborough Fair, which is owned by a consortium of small, private investors in New Zealand and sources its cocoa from Peru, is aiming to foot it in the same large-format bar that has been so successful for Cadbury and Whittaker. Though its bars are slightly lighter (180g compared to 250g), they take up the same footprint on the shelf and the price per gram is only 2.3c, compared to the 1.9c for the dominant players in the supermarket slab market, in which Cadbury has a roughly 70% share, followed by Whittakers which claims roughly a 20% share. (Wikinvest, 2012) Cadbury plc (NYSE:CBY) is  confectionery  company that makes 7.3% of the worlds  chocolate  (by dollar volume), 27% of the worlds gum, and 7.4% of its candy. Australia and New Zealand are CBYs largest markets in the region.  CBY leads the Australian confectionery market with a number one share in chocolate at 53%.  (Wikinvest, 2012)Cadburys main chocolate brand in Australia is Cadbury Dairy Milk and in New Zealand, brands include Cadbury Dairy Milk and Moro. CBY has a number one position in New Zealands confectionery market with a 47% share. Image:CBY_Revenue_and_Net_Profit.jpg (Source: Wikinvest, 2010) Participates in the Global Competitive Marketplace global-confectionery-market-share.ashx.jpeg Trends Cadbury plc, the producer of the Dairy Milk brand has reported a 6 per cent increase in profits last year. The increase in the sales was due to the increase in the marketing investment in the Dairy Milk products. The marketing budget was increased from $87m last year to $120m, which is up 10.8% in respect to sales. Marketing indeed has helped the confectionary company gross a good deal of profit in this global economic storm. (Cadbury, 2012) Cadburys most known brands, Dairy Milk, Halls and Trident helped boost growth by 11 percent. Dairy Milk with its finger licking chocolates obviously was a good performer in the Cadbury headquarters, London. Cadbury chocolates especially Dairy milk makes use of less cocoa in its production thats why its taste is not bitter and colour is not so as dark like other chocolates. So mostly the kids and the adults too opt for this chocolate as their sweet dish only because of its quality and taste. Cadbury is indeed a good example of how marketing strategies can help turn an unfavorable situation in to a favorable one. (Cadbury, 2012) Other Issue Adverse weather conditions have brought about global shortages for raw materials such as sugar and dairy products. Furthermore, political tensions in the Ivory Coast (where most of the worlds cocoa comes from) have pushed up the prices for cocoa. Consequently global commodity prices have surged which had a negative impact on chocolate confectionery manufacturers. Unlike other manufacturers, chocolate confectionery manufacturers have found it difficult to pass on price increases to consumers, given the predominant supermarket strategy to employ promotional pricing. (Euromonitor, 2011).Consequently, individual manufacturers are faced with the decision to either internalize cost increases to secure consumer demand and continue selling products on promotion or pass such costs onto consumers with the potential consequence of losing consumer demand to competitors. The strategy employed by manufacturers depended largely on whether they produced premium chocolate products or not. Premium cho colate product manufacturers found it easier to pass on cost increases, due to the higher price points of their products. Conversely, other manufacturers preferred to internalize their cost increases as much as possible. (Euromonitor, 2011) External Environment impacts Technology The special taste and texture of Cadbury chocolate is based on long traditions of expertise in chocolate recipe and processing methods unique to Cadbury. In this competitive era and due to advancement in science, technologies are improving and getting more reliable for the people and new technology enables the process to be highly tuned to consumers evolving tastes and preferences. Chocolate production is a highly sophisticated, computer controlled process, with much of the new specialist technology and machinery being produced to Cadburys own design and specification. The Dunedin facility employs over 700 personnel and produces in excess of 5,000t of chocolate crumb every year as well as finished products. (Cadbury, 2012). The factory is the largest chocolate manufacturing plant in New Zealand. It supplies finished products for the domestic markets in New Zealand and Australia and, in addition, exports chocolate crumb to Cadbury finishing plants in Australia, Pakistan and China. Dunedin in New Zealand was chosen by Cadbury because of its excellent infrastructure and a plentiful supply of rich milk for chocolate production. Chocolate crumb is a commodity that is in demand globally as the consumption of chocolate per capita worldwide increases to record levels. (Tourism.net, 2012) Political Cadbury food labeling laws are very precise about what can and cannot be called chocolate. Chocolate is any product made from cocoa nibs, cocoa mass, cocoa, fat-reduced cocoa or any combination of two or more of these ingredients, with or without extracted cocoa butter and sucrose. Dark Chocolate must not contain less than 35% total dry cocoa solids, of which at least 14% must be dry non-fat cocoa solids. Milk chocolate must either be 20:20, with a minimum of 20% dry cocoa solids (of which 2.5% non-fat cocoa solids) and a minimum of 20% milk solids (minimum 5% milk fat). Dairy Milk is this type of milk chocolate. (Skillsspace, 2012) 14:25, with a minimum of 25% dry cocoa solids (of which 2.5% non-fat cocoa solids) and a minimum of 14% milk solids (minimum 3.5% milk fat). This type of milk chocolate can be called European or coating chocolate. (Skillsspace, 2012) The Food Standards Agency is responsible for checking that the law is upheld on the safety of materials that come into contact with food (e.g. food processing machinery and packaging) and food labeling. Labels must contain certain information, e.g. the product`s name, the companys name, a list of ingredients, special storage instructions). Companies have to make sure they know what the law is and that they conform to it. Two important laws are: Food Safety Act, 1990 Sale and Supply of Goods Act, 1994 Covers four main areas: Goods must: 1. Labeling 1. Be of a satisfactory quality 2. Additives 2. Fit the description given 3. Composition (or content) 3. Be fit for their purpose as made known to the seller 4. Public health and hygiene. (Source: Skillsspace, 2012) Economics Cadbury Dairy Milk chocolate is the leader chocolate in overall New Zealand. It will now include Fair trade Certified products in its range. Cadbury Dairy Milk chocolate products becoming Fair trade Certified will increase Fair trade chocolate sales 20 fold, and double last years total sales of Fair trade Certified products in New Zealand and Australia. The scale of Cadbury Dairy Milk chocolate going Fair trade is massive with more than 5.7 million Fair trade Certified Cadbury Dairy Milk chocolate blocks in New Zealand and estimated 350 million Fair trade Certified Cadbury Dairy Milk chocolate blocks globally in 2010. (Cadbury, 2012). The move is the result of nearly two years of work with Cadburys Fair trade partners globally. It follows more than 100 years of pioneering ethical chocolate production, including the ground-breaking Cadbury Cocoa Partnership where Cadbury is providing NZ$120 million over 10 years to improve the lives of cocoa farmers. (ChocolateCarnival, 2009) Cadbury has invested NZ$69 million to turn Dunedin into a specialist factory and secure manufacturing and jobs in New Zealand. à ¢Ã¢â€š ¬Ã‚ ¢ In the wake of rising operating and ingredient costs, Cadbury is reducing manufacturing costs so its products remain affordable at the checkout. à ¢Ã¢â€š ¬Ã‚ ¢ The Dunedin upgrade into a world class specialist manufacturing facility is almost complete and it will make iconic products such as Cadbury Jaffas, Pascall Pineapple Lumps, Cadbury Chocolate Fish, Cadbury Pinky, and boxed chocolates for Australia and New Zealand as well as chocolate crumb, the base ingredient in Cadbury Dairy Milk chocolate.(Cadburyworld, 2012) Cadbury Confectionery today confirmed that the restructuring of its New Zealand and Australian manufacturing operations into specialized Centers of Manufacturing Excellence is in its final stage. The project, originally announced back in September 2007 (with a further communication in August 2008) has already seen investment of $NZ69 million to improve the productivity, and secure the long-term future, of its New Zealand manufacturing operations. (Cadbury, 2012) Social culture The culture of Cadburys started out being paternalistic as the company was devoted to making its employees feel welcome and valued within the company. Cadburys relied on its staff very heavily as without a vast employee base the company would not be the big corporation it is today. Cadburys built their famous Bourneville site along with accommodation for gaining the attractions of an employee so the workforce would be close to their place of business. Along with this the factory was built in the middle of a garden so when employees had finished work or were on a break they had somewhere to relax as well as socialize with other colleges on a Sunday as the factory was closed. Today Cadburys have become a company who has a culture, which is interested in keeping its stakeholders happy. Along with this and the advancement in technology Cadburys have now lost its broad employee range and replaced it with machines and now only employ enough staff to keep the machines going. By being stakeholder driven the company has now become controlled by shareholders who are mainly interested in the company making a profit. (123helpme, 2011) Demography Demography is the main thing if someone is selling the products. Cadbury, from his very beginning, has a same focus on his demography factors. Cadbury focuses on all the people whether its a child, youngsters, teenagers or oldies. The story starts with Once upon a time in 1948à ¢Ã¢â€š ¬Ã‚ ¦ when Cadbury entered the Indian market. It originated from a town in the United Kingdom, Bourneville in 1905. (Cadbury, 2012) As the Cadburys official web site suggests, its journey in India has been an eventful one. In the early 1990s, it tried to cater to the sweet tooth of the children. Those days they steered the market and took control over the companys major market share. However, the strategy changed by letting out the secret that Everyone has a child inside and thus everyone craves for the taste of chocolate. Cadbury strategies went through a considerable change. It now catered from children to adults. There is some differentiation targeting as a variety of Cadbury products are available to cater for the individual needs of different groups of customers. But nowadays the people are suffering with diabetes. So the diabetic segment people started use of less chocolate or sugar free thing. Diabetes: Diabetes occurs when there is too much glucose (sugar) in the blood. Over time, this can cause damage to many parts of the body. Diabetes is common about 170,000 people in New Zealand have diabetes and rising rapidly as more of us are getting fatter. Based on the most likely future scenario, the diabetes epidemic is forecast to grow rapidly over the 15 years from 1996 to 2011. (Healthnavigator, 2012) Forecast increase in number of (diagnosed) diabetics, 1996 to 2011 (Source: Healthnavigator, 2012) Economy In December 2006 Cadbury Schweppes, the well-known confectionery manufacturer, announced the expansion of its operation in New Zealand on the South Island in the city of Dunedin. The expansion project required a total investment of NZ$69m (à ¢Ã¢â‚¬Å¡Ã‚ ¬39m). (Cadburyworld, 2012). In August 2008, an additional investment was announced taking the total amount of investment in the project to NZ$69m. Part of the investment was contributed through the Investment New Zealand Strategic Investment Fund. This amount was around NZ$2m and was granted ostensibly for Cadbury to establish an international chocolate crumb research and product development centre at the Dunedin site. (Tourism, 2012) Cadbury contributed a further NZ$17.5m for new buildings, plant and environmental work. The company provided a further NZ$500,000 for the RD centre. (Foodprocessing, 2012). Contractors working for Cadbury Schweppes included Production Logistics NZ for control system integration and software development for the manufacturing control systems. Streak Automation has also worked on the Pack100 Wrapper Automation upgrade that involved the redesign and upgrade of the PLC and servo controls and mechanics for the high-speed wrapping machine, which wraps all of the small-size chocolate at the site. Finally, the manufacturing areas (surfaces, pipes, machinery and ceilings) at Dunedin use a special paint with low volatiles (low odor) to avoid tainting the products. (Foodprocessing-technology, 2011) Competitors: Whittaker In 1890, James Henry Whittaker came to NZ and brought his chocolate knowledge from working for a confectioner in England at 14. Since 1896 he has been making Australasias premium chocolate. Today it is still owned and run by the Whittaker family. All the products are made in the factory in Porirua, Wellington and they source the best ingredients from all around the world. The Whittakers range now includes 65 delicious different treats. (Whittaker, 2012). It is exported to countries such as Singapore, Australia, Vietnam and India. The milk chocolate contains 33% cocoa, compared to their competitor, Cadbury, whose milk chocolate only contains 21% cocoa. The dark chocolate contains 50% to 72% cocoa. The cocoa comes from Ghana and Madagscar so it is some of the best quality chocolate in the world. It is all Halah accredited by FIANZ (excluding Rum and Raisin) and all gluten free (except Kiwifruit Block and Toffee Milks). Milk also isnt an ingredient in the dark chocolate which is great f or the lactose intolerant and for vegans. (Whittaker, 2012) Four P`s Product Packaging Branding Blocks, Slab, Chunks, Sante, Toffee Milk, Bars, Square Dark Ghana Pips Place- Service Stations Super Market Stores Dairys and convenience stores Price- Low price with best quality Promotion- Internet Posters TV advertisements Nestle Henri Nestlà © gave his name to what is now the worlds largest food and beverage business, with over 280,000 employees, 456 factories in 84 countries and sales of more than $140 billion in 2008. In our region, Nestlà © products have been available since the 1880s and in 1885; around 125 years ago, the company was first registered in New Zealand. (Nestle, 2012) Four P`s Product- Bars Blocks Place- Service Stations Super Market Stores Dairys and convenience stores Price- Nestle again decides it price on the basis of competition. The best think about the company nestle is that it is very flexible and it can come down with the price very quickly. Promotion- Advertisements Personal Selling Sales Promotion Publicity and Public Relations Marketing Mixes and Profitability: 1. Whittaker: Whittakers markets a range of 250g Blocks, Slabs, Santà © Bars and Chunks in supermarkets. In the molded Block Chocolate market, Whittakers has made a quantum jump in sales and retail sales for the brand at the end of May 2009 were $17 million with growth of 62.7% pushing sales at the end of May 2010 to $27.6m. This is a market that only grew 12.2% (Aztec Molded Block Market MAT). (Whittaker, 2012) In addition, the company launched two new 250g Block varieties: Dark Peppermint and Milk Madagascar. The Dark Peppermint matches the 72% Dark Ghana with a fresh peppermint fondant, while Milk Madagascar is the first major chocolate block launched in New Zealand using beans from Madagascar. The beans give the chocolate a citrus note with hints of caramel and honey. Both varieties report success and a good reception from consumers. (Stuff, 2012) Whittakers Peanut Slabs, Santà © Bars and Chunks have also shown strong growth in the Enrobed Chocolate market, with sales growing 20.6% over the past 12 months (Aztec Enrobed Market MAT) in a market which grew by 8%. (Whitakers, 2012) 2. Nestle: Henri Nestlà © gave his name to what is now the worlds largest food and beverage business, with over 280,000 employees, 456 factories in 84 countries and sales of more than $140 billion in 2008. In our region, Nestlà © products have been available since the 1880s and in 1885; around 125 years ago, the company was first registered in New Zealand. (Nestle, 2012) Nestlà © Kit Kat is the number one sub brand within the Bar Chunky segment with 14% value share of Bar Chunky in Total Supermarkets, and growing at 27% MAT, well ahead of the Bar segment growth of 11%. (FMCG, 2012). As market leader of this segment Nestlà © continues to invest in Kit Kat communication to shoppers and consumers through a broad spectrum of media including TV, press and online with the Working like a Machine campaign. Also the market leader in white chocolate with good value share (ACNielsen Scan data to 23/05/2010), Nestlà © Milky bar has recently launched No Artificial Colours or Flavours to increase the brands appeal even more. (FMCG, 2012) Graph- From the above research and explanations the marketing positioning of the Cadbury and his competitors are given below in the pie chart. Potential With consumers becoming even more concerned with healthy eating Cadburys would be wise to look into producing a low fat or fat free chocolate range. The advantages of this, as well as the British market, could open a potential US market where people are becoming more aware of healthy eating such as the Atkins diet. (123helpme, 2011) If we talk about Whittaker chocolate, it is one of the chocolate which makes use of large amount cocoa which changes the chocolate into the dark one but large excess of it makes the chocolate bitter as well. There are large numbers of customers who opt for the dark chocolate. But nowadays people goes for a less sugar or sugar free chocolates. So it is must for a Whittaker to get new varieties with less cocoa. But no doubt the main potential of Whittaker is pure coca and cocoa butter with no vegetable fats. Nestle is mainly known for its white chocolate that is milky bar. No other chocolate brand produces such a high growth sale chocolate. (Nestle, 2012) Market Segments: Cadbury the chocolate leader aims to target all individuals who consume chocolate. Thus, it does have any specific segmentation targets. Cadbury chocolates are eaten by people of all ages, sexes, cultures, educational backgrounds, regions and on all occasions. It is not just for a taste but also people taste it on the celebration occasions. However, there is some differentiation targeting as a variety of Cadbury products are available to cater for the individual needs of different groups of customers. For example, a family block (350g) is available for families, Cadbury favourites is available as a gift while Flakes, Crunchie and Cherry Ripe is for individual use. (Chocolatecarnival, 2012) Customers of Cadbury chocolate need a product that satisfies their desire for some quality chocolate. The taste of Cadbury chocolate is the benchmark amongst chocolate lovers. Chocolate is consumed as a snack or after meal desert as well as a gift product for all occasions. Chocolate is gifted during birthdays, special occasions such as Valentines Day and Mothers Day, gifted to guests at a wedding, celebrating victories as well as gifted while visiting relatives and friends. (Chocolatestuff, 2012) But nowadays people are becoming health conscious. With consumers becoming even more concerned with healthy eating Cadbury would be wise to look into producing a low fat or fat free chocolate range. The advantages of this, as well as the Australian market, could open a potential NZ market where people are becoming more aware of healthy eating such as the Atkins diet. But there existed some complaints from the customers that in the Cadbury dairy milk chocolate packet of 200g there was only a 180g so it hit the customer`s mind. (Cadbury, 2012). Then the sale or image of Cadbury got low somehow but then again Cadbury produces new products with different ingredients and again it has attracted the people towards them. And the variation is given below. graph2-300239.jpg This has been a steep learning curve for Cadbury and to their credit; they have really worked to rectify the situation. They reverted to the old recipe in NZ and apologized. However, even their apology to the public didnt go to plan. When Cadbury used large press ads to make apologies for their actions, they neglected the space which caused them all the issues in the first place. As it is found from the New Zealand statistics report that the total number of population is 4,431,043. It includes the entire age sectors group. Out of it 200,000 people have diabetes. So currently the main focus of Cadbury is on the people who are non diabetic 4,231,043. So Cadbury is launching different products to cater the needs of this large mass of people. (stas.gov.nz, 2012) The pie chart shows the sectors of diabetic and non diabetic people and is given below: Internal Environment impacts: Financial analysis Cadbury has invested NZ$69 million to turn Dunedin into a specialist factory and secure manufacturing and jobs in New Zealand. Cadbury Confectionery today confirmed that the restructuring of its New Zealand and Australian manufacturing operations into specialized Centers of Manufacturing Excellence is in its final stage. The project, originally announced back in September 2007 (with a further communication in August 2008) has already seen investment of $NZ69 million to improve the productivity, and secure the long-term future, of its New Zealand manufacturing operations. (Cadbury.co.nz, 2012) Internal organization and structure Cadbury organization is based on a democratic. Management style decisions are made as a result of a consultation process involving various members of the organization (Cadbury). Cadbury Schweppes also have two different structures. The structure that they use for their board of directors has been re-designed to clarify accountability and enable swifter diction-making. (Quote taken from www.cadburyschweppes.com). Looking at the improved organization structure it is clear to see who is in charge of which departments within the business. (123Helpme, 2012) Looking at Cadburys it is clear to see that the company, over time, has delivered the amount of: Workforce it employees and replaced them with more efficient machines. Outsourcing areas of the company like maintenance and market research. Employees are now multi skilled, thus able to work in more than one area of the business. The company has increased its production and profitability or the restructuring. The Cadbury factories all work independently and the company as a hole is decentralized as each factory uses the resources (E.g. milk) of the country they are in. (123Helpme, 2011) Manufacturing/services processes Flow chart of Process Analysis at Cadbury (Source: Slideshare, 2010) Human Resource- Each of Cadburys factories have a HR department, which deal with the factories demand for: 1. New staff with a good skill level or possible past factory experience. 2. Train new/current staff to be able to use new equipment correctly and efficiently. 3. Help current employees with any problems they may have in their work place. (123Helpme, 2011) 5) Management- Cadburys management style is democratic. This is when all members of staff work together as a team. The managers listen to the other employees ideas and suggestions before they go ahead with decisions. If ideas are found to be achievable and successful by the senior group, then it is taken forward. Then as a team they reach a decision. The approach of this style is that they care and listen to everyone in the teams view and what they think not just their own. This style can be used in both large and small groups. (Cadbury, 2012). It would work well in large motivated groups because they can come to a decision a lot quicker, but in a smaller group they can fail with coming up with a decision amongst themselves and will need real guidance and direction. If a decision cannot be made then a vote will take place and the outcome will be the one with the most votes. This management style is good for Cadbury because it motivates workers; with having power and decision-making and through this it allows them to be involved in the business. (Cadbury, 2012) 6) Research and Development The Science Product Development teams significantly influence the development of strategic plans and initiatives, leading cross functional teams to resolve technical and business challenges. They are relentless champions of continuous improvement, identifying new programs and insights to benefit the business, significantly contributing and influencing the direction of strategic initiatives to leverage us to a sustainable competitive advantage. (Itsyourkindofplace, 2011) Marketing Function Cadbury believes that parents and guardians are the most important influence in the development of children. They do not advertise where children under the age of eight years are likely to be the majority of the audience. They also do not believe that its appropriate to sell our confectionery products through vending machines in primary schools and we will not do so. Cadbury will only provide vending machines in secondary schools when were asked to do so by the education or school authority, and when the products meet nutritional guidelines set by the authority. Cadbury organization is proud of its brands. They provide fun and enjoyment as treats or refreshment, and are valued for their functional benefits. They can be enjoyed as part of a balanced diet and lifestyle. They provide choice by offering variety and through innovation and encourage responsible consumption, as this is central to consumers continuing to enjoy our brands. (Cadbury, 2012) Location- Cadbury is a brand with a long history in New Zealand. Cadbury is a confectionery company owned by Kraft Foods and is the industrys second-largest globally after Mars, Incorporated. Headquartered London, United Kingdom, the company operates in more than 50 countries worldwide. It has main branches in Australia, England, New Zealand and South Africa. In New Zealand the main factory is in Dunedin. (Wikipedia, 2012) External Relationship- William was the second son of Richard Cadbury, who has strong Quaker traditions which influenced his whole life. William Cadbury established the Trust soon after his two years as Lord Mayor of Birmingham from 1919 to 1921, wishing to give more help to the causes in which he was interested. One such was the building of the Queen Elizabeth Hospital, a medical centre with the space and facilities to bring together the small specialized hospitals scattered throughout Birmingham, giving them the benefit of up to date buildings, shared administration, shared services and hostels for nurses. Through this charity, he also secured several properties for the National Trust. (Bstrust, 2012) Today trustees are guided by William Cadburys concern for the welfare and wellbeing of the i