When consumers make a purchase, they progress through a series of behaviors. The consumer decision making process describes those behaviors and the activities that take place at each stage. In order to increase sales, marketers are looking at the five stages and trying to find ways to influence the consumers as they progress through the CDM process. The internet is the most recent tool that marketers are using to influence consumers. Discuss the impact of the internet on the five stages of the CDM process. What happens differently, or how does the internet use these processes to sell more efficiently?Select a company or product and include a specific example of how the CDM applies.
Keiser University Impact of Internet on CDM Process Article Discussion
ACCT 284 Iowa State University Investment Interest in Walgreens MEMO
ACCT 284 Iowa State University Investment Interest in Walgreens MEMO.
I’m working on a accounting project and need support to help me learn.
n no more than two typed pages summarize the financial positions of the two companies you analyzed on the basis of profitability, solvency, and liquidity. Indicate whether you believe the focus company to be a good investment based on your ratio analysis and other research you have done on the company, its competitors, and the industry. Please use size 12, Times New Roman font, 1-inch margins, and double space your memo. Minimum 1.5 pages required. You must cite outside research to receive full credit. Outside research can include any citations from financial press, investment sites, other news sources, etc. Be sure you don’t solely rely on information directly from the focus company. Citations of web addresses are acceptable. A separate, third page may be included as your works cited page. We do not require a specific citation method (MLA, APA, etc).
ACCT 284 Iowa State University Investment Interest in Walgreens MEMO
Impact of career advancement on employee turnover in an organization
essay writer free Impact of career advancement on employee turnover in an organization. Introduction In the present competitive business world, the employees have become equally important to the organizations, if not more, as the customers that bring profits to the organizations. The need for skillful employees has become very crucial for organizations to operate successfully. The skilled and hardworking employees are like assets to the company, which the company wants to retain for a longer period of time. The skilled workers give their level best to achieve the company’s strategic goals with their hard work and dedication. The companies do not want their employees to leave the company and work anywhere else. The reason is that a well-trained and skillful employee is hard to find and replace in terms of cost and time. Yet employees tend to switch from company to company in order to fulfill their own needs, requirements or demands. The issue of employee turnover is a major concern for organizations as it adds to their cost and they have to start from the scratch. Companies do seek solutions for high employee turnover and want to look at factors that influence the employee decision to quit. Likewise, employees look for organizations that best fit their requirements and are aligned with their career. The factors that influence the decision of employees to retain or leave an organization are worth studying. Impact of Career Advancement on employee turnover in an Organization Career advancement is a major concern and objective of any employee. Growth opportunities provided by an organization is of primary importance to employees so that they can excel in their fields. The expected benefits of moving up in the hierarchy forces the person to put his/her best efforts so as to reach the top. This benefits the company also as their goals are accomplished. Hence providing career advancement opportunities and employee turnover have a close relationship. Objectives of the study To determine the factors behind career advancement. To determine the factors related to employee turnover. Impact of Career Advancement on employee turnover in an Organization Literature Review The article “Competing through Globalization” explains that it’s not just the organization that has to control employee turnover through different ways but it’s the responsibility of other factors also that can play a significant role in providing a clear image of career to the employees. The author says that the Government, Education system and society in general can help in providing a direction to a person in terms of his career which can eventually help him choose the right field, organization for himself. This type of initial guidance can in a way reduce employee turnover for any organization. Retention Matters (ISR) indicate that individual development and career advancement are the major factors for an employee to leave the organization. The research argues that retention programs mostly fail because managers do not actually understand the key drivers that initiate the intention to leave an organization Saporta, Ishak, Farjoun, Moshe Aug 2003 state that promotion plays a role in controlling employee turnover depending upon the type of occupation. Promotions during career reduce the likelihood of switching from one organization to another. Similarly Carson, Paula Phillips, Carson, Kerry D., Griffith, Rodger W., Steel, Robert 1994 state that a negative relationship exists between promotion and turnover. World Bank in the article Education and Development emphasizes the importance of education for workers and employees. The research shows that with every year of schooling there is an increase of an average 10% in salary worldwide. This increases productivity and is beneficial for both employee and employer. This highlights the fact that education increases the competency of the employee which can as a result help him grow in the organization and make a career for himself. Weatherly, Elizabeth W (Sunday, July 1 2001) looks at the socialization aspect of the organization for a new comer. The level of interaction and the general environment of the organization give an indication to the new comer which can affect his own attitude and behavior in his work (Jones, 1986). This shows that the social activities within an organization do play a role in behavior and career of the employees. It may determine their attitude towards the job and the overall organization. Good friendly atmosphere, healthy relationship with the boss (supervisor) may result in career advancement and growth. Career advancement is affected by behavior with supervisors Katz (1978) and Van Maanen (1975) identified that the supervisor’s role is clearly important to the employee. Supervisor design the structure of job, the tasks involved, can help remove conflict and confusion in the work itself. They provide informal feed back to the employees on their performance. Plus they also control rewards and benefits which the employees may receive. All these aspects of supervisor-employee relationship are very important for employees for adjusting and growing in the organization. This allows employees to understand their job in a better way, help improve the quality of work through feedback and also can be a source of motivation. Compensation can be considered a way to recognize and appreciate the contribution of employees. John (2007) stated in his article that employee turnover is affected by compensation. The findings are that if firms offer benefits, the probability of employees to stay with a company for that year increases by 26.2% and for an additional year by 13.9%. William A. Schiemann (1987) suggested that compensation and reward policy can have a direct impact on employee turnover, motivation of the employee, performance and the behavior. Vandenberghe and Tremblay (2008) studied employee turnover with respect to pay satisfaction and organizational commitment. The study showed evidence that compensation satisfaction is an important factor in retaining employees because it helps strengthen the link between employee and the organization. This shows that employees do consider benefits/rewards crucial for staying with an organization. Thus compensation plays a role in reducing employee turnover. Performance appraisal is another variable that is considered important in retaining employees. Research carried out by BannisterImpact of career advancement on employee turnover in an organization
Marriott Corporation’s Human Resource Management Research Paper
Introduction The success of any business is a function of the quality of its management. There are different roles and functions of management. Generally, there are four functions of management they are; Planning- this is ensuring that activities are well thought and coordinated. Strategic decisions of various functions of an organization are considered when planning; it involves reflective thinking that considers an organization’s goals and deriving methods to attain them. This is the initial function of management; Organizing- this is structuring of function in an organization to ensure that goals in the organization have been attained effectively. Functions must be planned in a way that there are high returns in production. The function also involves ensuring that experienced human resource is deployed in various sections; Leading- to get things done, a manager must provide good leadership in the organization. He must understand various functions at his level and lead by example. People are more likely influenced through set examples by managers instead of given directions. A good manager should ensure that he offers good leadership to the business and; Controlling -this is overseeing functions in the organization and ensuring that they are well conducted. It involves the monitoring of activities in an organization. One managerial role/function, which cuts across the above functions of management, is human resource management. To have effective management managers should lead by example (leading function), they must plan the level of expertise, and the number of employees in an organization. Human resources fetched should be organized and controlled for efficiency in the company. Marriot International Corporation is a company in the hospitality industry whose management has undertaken its functions keenly. This paper using the case study of Marriott Corporation discusses the functions of management in precise human resource management. Marriott International Corporation Marriott International was established in 1927 by Willard Marriot and his bride, Alice. The two started by putting a beer stand in Washington D.C. The beer stand could only accommodate nine people at the start of its operations. It was named “Hot Shoppe” where they prepared hot food substances like tacos, tamales, and chilli. These food items were mainly served to clients during winter months. In 1929, Marriott International was officially incorporated as Hot Shoppes, Inc. It experienced fast growth. In 1953, the company was listed as a public company (Marriott International, Inc. Official website). It laid its competitive advantage in world markets on product diversification. The company opened Twin Bridges Marriott located in Arlington, Virginia; this was the first hotel opened by the company. With its fast-growing pace, Twin Bridges Marriott went international in 1966; this happened after the company took over the running of an airline catering kitchen in Venezuela. It later changed the name to Marriott Corporation in 1967. The company later engaged in series of takeovers which enabled it to grow into a billion dollar corporation. In the year 1998, Marriott International was listed in the stock market as an independent public company after which it started to focus its attention on business and leisure lodging. Get your 100% original paper on any topic done in as little as 3 hours Learn More To ensure success in such a new venture, the company sold its superior living facilities in 2002. Marriott International continues to diversify its operations. Nonetheless, leadership of Marriott International started with the two founders, Marriot and Alice. Today, the company’s top management entails six executives operating at a senior level; it also has thirty-six corporate officers. Vision and Mission of Marriott International Company The vision of the Marriott International Company is to be the leader in the global lodging industry; it aspires to be the world leader in providing excellent services in the hospitality industry. To achieve this vision, the company strives to provide the best services in the world within the hotel and lodging industry. The mission statement of the company affirms the company’s commitment to being the best and provider of excellent lodging and food services. It achieves this by treating its workers in the best way ever so that they can offer extra-ordinary services to the company’s customers. Human resources management at Marriott International A company requires both physical and human resources for its operations. The human resource is the greatest asset that an organization can have; without it no business transaction can take place. It ensures that the business is run in the right way, and thus determines the current as well as the future state of the business. Great leaders or managers are the ones that can combine available strengths and weaknesses for the good of the organization. How well the human resource is sourced, developed, and retained in the organization is the work of management. Selection and recruitment The recruitment and selection of appropriate staff are the foundation of any quality-conscious firm. In the past, professionals were recruited based on technical criteria such as qualification, experience, and membership of the appropriate association. Although these criteria are still important, technical skills are only a part of the overall service delivery, which also includes functional criteria such as marketing and business skill and the ability to foster client relationship. Marriott International is a customer-centered firm; it takes into account all these criteria and considers recruitment as the first stage of retaining loyal, well-motivated, and happy employees. Technological changes call for competent and skilled employees; thus, organizations should plan for recruitment and selection to ensure that their employees match the current technology. During the interview, the panel should ensure that they learn the strengths and weaknesses of the candidate. This will assist them in making the final decision. We will write a custom Research Paper on Marriott Corporation’s Human Resource Management specifically for you! Get your first paper with 15% OFF Learn More Training and Development Marriott International understands that a professional employee, like any other member of staff, has a limited set of skills which require continual upgrading in the phase of changing market demands and technology. Only by updating these skills using well-developed programs can professional firms ensure that they equip their staffs with the skills needed to respond to future business expectation. Marriott International management ensures that employees are well motivated; highly motivated employees are more productive. The employee must be appraised appropriately to enable the human resources department to establish the areas that need to be improved. Those who have attained the expectations of the management should be rewarded accordingly. For example, to remain competitive and maintain efficiency in today’s hospitality industry, Marriott International focuses on the kind of employees that they deploy. They should vet new entrants. Marriott International human resource manager ensures that he should understand sales person capabilities and how to utilize them for the benefit of the company. After entry the story does not end there, training follows. To have an effective sales team, they must be enthusiastic and hold a positive attitude at all time. This will only be attained if the sales manager develops measures to assist his team to be enthusiastic and positive minded. In the words of Ralph Waldo Emerson “nothing great was ever accomplished without enthusiasm”. As much as possible staffs that can influence or persuade effectively should be deployed. Since making a good sales person involves in-born traits and nurturing, training and development should be done continuously. Retaining As the employees meet Marriott International goals and expectations, it becomes crucial for the organization to realize that the employees also have their targets that they want met. This is the stage that many employees think of looking for another job if the current job is not satisfactory. The human resource department must come up with measures that are aimed at retaining the employees. One of these ways is to make the working environment as comfortable as possible. Remuneration and reward of employees are other ways that can be used. By reward, we mean that the efforts of the employee are recognized. Marriott International retains its employees to tap their talents and experience. They make better quality food stuff to give their customer a better experience (Smith 21). Conclusion Decisions are the driving force in an organization. The quality of the decision that managers make give their organization direction and focus. The growth and competitiveness of an organization are influenced by the quality as well as acceptability of decisions made by managers at all levels. Generally, the functions of management are planning, leading controlling/monitoring, and organizing. Marriott International was established in 1927 by Willard Marriot and his bride, Alice. The two started by putting a beer stand in Washington, D.C. The success of an organization is dependent on how well the human resources are developed and retained. An organization has to ensure that it has, at all times, the right number and quality of personnel necessary to attain its objectives. Not sure if you can write a paper on Marriott Corporation’s Human Resource Management by yourself? We can help you for only $16.05 $11/page Learn More To have a winning team, organizations should put in place elaborate programs for hiring, training, retaining, and redeployment of its staffs. Human resource development can only succeed if it receives support from top management. (Check appendixes for Sample Questionnaire used to collect data from the company’s management) Works Cited Company’s Official website. Marriott International, Inc. 2010. Web. Smith, Williams. Making better business decisions: understanding and improving critical thinking and problem-solving skills. London: Sage, 2001. Appendixes Sample interviewing questionnaire for company (this is not a questionnaire to be given to my sample group but it will be guiding questions) For how long have you been with the company? Which year do you regard as your best? Why? How do you convince your potential customers? Do you follow up your customers after a successful purchase? If yes which is their response? Is your sales strategy changing with time? If yes which are the methods you? Adopting? Do you think other companies approach to marketing has changed? If yes how? Do you think the hotel is giving you enough support in your efforts to your sale? What do you think your company should do to ensure that your work is more effective?
Using Earned Value in a Project Status
Using Earned Value in a Project Status. I’m working on a Accounting question and need guidance to help me study.
Using Earned Value in a Project Status
You have been hired by Company XYZ as the project manager for a retail-space renovation project. The project requires replacing all of the light fixtures in the space, painting the walls and ceiling, and carpeting the floors throughout. Your company has given you a budget of USD $25,000 and the expectation that the project be completed four weeks from its start.
The company requires a status update at the end of each week, until the project is completed. In two to four pages, address the following in your write-up.
1. Explain why you would use Earned Value calculations to provide a meaningful status report in terms of the cost and schedule components of this project.
2. What information would Schedule Variance (SV), Schedule Performance Index (SPI), Cost Variance (CV), and Cost Performance Index (CPI) provide you in determining the status of your project?
3. How would you use BAC, EV, AC, and PV in determining the four measures above?
4. Finish your write-up with a conclusion on the use and benefit of using earned value analysis in reporting project status.
Your well-written paper should be two to four pages in length, not including cover and references pages and appendix. Appendices should be included at the end of the paper after the references page(s).
Format your paper according to the APA.
Cite a minimum of three sources (two of which should be current, academic peer-reviewed scholarly sources) to support your responses, demonstrate thoughtful consideration of the ideas and concepts that are presented in the course, and provide new thoughts and insights relating directly to this topic.
NOTE: Current research in this class means the most recent five-year period. Although research older than five years may be used, it will not count toward the assignment requirement of citations. Additionally, in the lecture material for Module 1, you were reminded of what constitutes academic peer-reviewed scholarly sources and how to find them in the CSU-Global Library.
Refer to the Critical Thinking assignment grading rubric available in the Module 5 folder for more information on assignment expectations and grading.
Using Earned Value in a Project Status