Employees Behavior

In: Business and Management

Submitted By wenmilky
Words 399
Pages 2
How of the ways to market your product / service
The marketing budget deserves careful consideration, because it not only serves to create market impressions, it is expected to generate revenues. However, it is important to understand that each market segment may react differently to the way a promotional message is presented. An exciting, aggressive or even humorous message may be perceived as offensive or insensitive even though it may be grammatically and politically correct.
For our smart classes we will use four type of promotion to market our product. First type is advertising such as internet and broadcast. We will spread the news about our new product of smart glasses by doing advertisement. Second is sales promotion. To promote more new target market we will reduce our price of smart classes in some occasion. Third is public relation. In the public relation we will do a web page and special event to promote and spread the news among customer about our new product.sd
How of the estimated price for your product / service
While every small business owner wants to charge as much as consumers are willing to pay, you must find the right price you and customers can agree upon.
The ideal price for the product of Smart Glasses or service is one that is acceptable to both buyer and seller. From the buyer's standpoint, the right price is a function of product purchase value and other competitive choices in the marketplace. On the other hand, the basic concern for almost all small businesses is to price products to maximize both sales and profits, while providing enough margins to take care of applicable marketing and overhead expenses. The main idea of the estimated price the Smart Glasses is known about analyzes the size and composition of the target market. Besides, do the research price elasticity for the Smart Glasses, evaluate the product's uniqueness of the…...

Similar Documents

Morale of the Employees

...“Does the Morale of the Employees Affect their Performance?” GM 591: Leadership and Organizational Behavior Professor Patricia Anderson June 16, 2012 Introduction: The organization that will be the topic of discussion in my final project paper is Devcon Security. Devcon Security was founded in 2004 by a Management Team having more than 100 years of security experience. We are one of the fastest growing security companies in the country by building a strong, satisfied, and safe customer base while earning a rock-solid reputation. With the most modern technology available, we provide specialized security based on the specific needs of each individual customer. While other security companies try to increase profits by reducing costs, at Devcon we are increasing our business and maintaining customer loyalty through state-of-the-art equipment, the worlds highest rated monitoring centers, and superior customer service. At Devcon Security, our philosophy is simple; provide each and every customer with a superior quality, easy-to-use security system solution that is backed by an exceptional level of customer services and support. Beginning with the first day you contact us, through your security system installation and beyond - we will be here to assist you in any way we can. Help is a quick phone call away. From residential home security systems and small business security solutions to large, comprehensive commercial alarms and video surveillance systems, our......

Words: 2674 - Pages: 11

Employees

...term paper IN ENGLISH 2 Employees 1 Running Head: EMPLOYEES All About Employees Caballero, Jobeah D. Mindanao State University Ma’am Julita E. Arsenal English 2 Employees 2 All about Employees In order for an organization or company to succeed, meet its goals and be dynamic, there are many factors that have to be considered. It is not just about making the employees satisfied and happy with their jobs, not just about having that competitive edge against other companies, not just knowing what to do or how to do things in order to be called ‘successful.’ A company that is bound to be successful would consider employees as one of its priorities. A company must take care of its employees the same way employees contribute to the organization they are working for. Quest Diagnostics is a company that was known all over the world. It offers clinical laboratory services and is the leading provider of diagnostic testing, information and services (questdiagnostics.com, 2000-2007). Quest Diagnostic is a big company, employing more than 38,500 (AARP.org, 1995-2007). Usually, such big companies face a lot of problems when it comes to dealing with their employees. Due to the diverse population in the company and the diversity of work, it is hard to maintain a working environment that suits everyone. The following passages delve into the factors that organizations or companies like Quest Diagnostics must consider. Compensation and Benefits What should be......

Words: 2210 - Pages: 9

Ethical Dilemmas and Behavior Simulations Help Employees to Make More Ethical Decisions

...Ethical dilemmas and behavior simulations help employees to make more ethical decisions. The first step in achieving this goal is to set up a code of ethics for your organization and give each employee a copy. The code of ethics should review what is expected of each employee and provide examples and what to do in each situation. “A formal code of ethics can help you and your employees make decisions more quickly by conforming to a set of rules to which everyone agrees.” The second step is to have an ethical training program in your organization. The training should go over what is expected of the employee, what to do when an ethical situation arises, and how to make ethical decisions. Employees should be asked to see each situation in different perspectives. The employer and the customer are two examples of this. I worked for a large aerospace company which strived on providing good ethical thinking through ethical training for all the employees on a regular basis. We were required to complete the many modules covering all areas of ethical concerns such as sexual harassment, dealings with customers, and your workplace. Instead of taking a class we were required to complete each module through web-based training. I believe that the ethical training program was very successful in helping employees understand what is right and wrong within the business scope and that the continued “refreshers” strengthened the choices employees would ultimately have to make in...

Words: 476 - Pages: 2

Organizational Change and Employees’ Behaviors

...Organizational Change and Employees’ Behaviors Abstract Organizational change can affect employees’ attitudes and behaviors in the workplace. Being able to recognize the types of changes and how employees are affected will better help a company in the process of a change gain a better workplace environment. Organizational Change and Employees’ Behaviors Organizational change is something that occurs most often in today’s business world. Organizational change can affect employees’ attitudes and behaviors in the workplace. Being able to recognize the types of changes and how employees are affected will better help a company in the process of a change gain a better workplace environment. The following research and studies are all based on employees’ and organizational change. Research that Shin, Taylor, & Seo (2012) based their paper on states that involvement in planned organizational change is a long, emotionally intense, stressful, and fatiguing process for most employees. The findings from the research they have done were that intense negative emotions experienced by most employees during organizational change lead them to become change averse and reluctant to enact supportive behaviors directed at achieving goals set by organizations’ leaders. One argument they had was that one way to boost and sustain employees’ commitment to change is to build up their individual resources prior to the start of a change process. Those individual resources......

Words: 844 - Pages: 4

Managing Employees

...Managing Employees As I am appointed as an assistant manager of a marketing department in a fast growing company which provides marketing support via internet to other companies, my job is to help my supervisor lead the unit to develop long term strategies for the department, maintain excellent relations with client and strive to build future business opportunities. The marketing associates in my department work in very flexible schedule and are often offsite, working with the clients to help develop marketing campaigns to improve the business performance via internet. After being in the job I realized that I need to create another position to make sure all the necessary works gets completed on time. But currently there is no one handling accounts payable to the service providers, many administrative works are falling aside, and beside my duties I have been busy making travel arrangement for the staff. Review/Analysis of the Case Analysis of Findings After getting appointed as an assistant manager of a marketing department in a fast growing company which provides marketing support via internet to other companies I realized that there need to be another position so that work gets completed on time. There is no one handling accounts payable to the service providers, many administrative works are falling aside, and beside my duties I have been busy making travel arrangement for the staff. I have been tied up between administrative jobs and could not focus on the......

Words: 887 - Pages: 4

The Impact of High-Performance Human Resource Practices on Employees' Attitudes and Behaviors

...Resource Practices on Employees' Attitudes and Behaviors Rebecca R. Kehoe and Patrick M. Wright Journal of Management 2013 39: 366 originally published online 8 April 2010 DOI: 10.1177/0149206310365901 The online version of this article can be found at: http://jom.sagepub.com/content/39/2/366 Published by: http://www.sagepublications.com On behalf of: Southern Management Association Additional services and information for Journal of Management can be found at: Email Alerts: http://jom.sagepub.com/cgi/alerts Subscriptions: http://jom.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav >> Version of Record - Jan 23, 2013 OnlineFirst Version of Record - Apr 8, 2010 What is This? Downloaded from jom.sagepub.com at HONG KONG POLYTECHNIC UNIV on January 21, 2014 Journal of Management Vol. 39 No. 2, February 2013 366-391 DOI: 10.1177/0149206310365901 © 2010 Southern Management Association. Reprints and permission: http://www. sagepub.com/journalsPermissions.nav The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors Rebecca R. Kehoe Patrick M. Wright Cornell University Although strategic human resource (HR) management research has established a significant relationship between high-performance HR practices and firm-level financial and market outcomes, few studies have considered the important role of employees’ perceptions of......

Words: 13601 - Pages: 55

Healthy Employees Are Happy Employees

...Case Incident 2: Healthy Employees are Happy Employees Teow is seen to be a visionary enthusiast who holds the vision that by having happy and healthy employees will contribute to the overall growth and productivity of the organization. Teow holds an enthusiastic personality and his ambition and energy to actively carry out his plans for his organization shows he is an extrovert. Also, he chooses to lead by example by participating in all the organized activities which shows he like socializing with his employees which shows his sociability. Teow is clearly an employee-oriented leader with high level of consideration because he puts health and satisfaction of his employees first and considered the employees to be the company’s biggest asset. He has linked the attainment of the company goals via employees thus keeping them at the center of attention. In my opinion, Teow’s personality and leadership style matches perfectly with his efforts to transform CCN into a healthy and productive organization. He wants the employees to be healthy and more satisfied with their work, because he knows that it will contribute directly to creating better and cheerful working conditions. This in return favors productivity. He being an extrovert and sociable person, can convince the employees to participate in the various programs and even works along with them to ensure trust. Since his style of leadership and his personality are well matched, they help Teow to pursue his goal of......

Words: 472 - Pages: 2

Employees

...work by increasing the hours of the employees. Creating more hours to the employees is going to engage more customer service interactions and generate more business to the company. Full time employees value their job because they can make enough money to support their families part time employees sometimes they don’t value their job because they can easily find another job. If you increase the hours to the part time employees you encourage them to do a better job because they know you value them. I know that the company base their schedule based on projected sales from the previous years but if the company is not well staff they can lose potential business because they are not helping customers. I understand that corporate mandate the hours but what happens when we have a spike of business. Are we going to left unattended customers roam around the store without being help because we don’t have any hours to give to the employees? For example, if I go grocery shopping and I’m looking for specific item and I can’t find it I’ll not be able to purchase that item. If there is not employee available to help me find it, the store is going to lose business. By putting more employees helping customers you can generate more profit. I know that the company is trying to balance labor and profit to a point but overworking employees and not giving the enough time to complete their task is not the right way to do things. Soon or later the employees are going to get tired and......

Words: 395 - Pages: 2

It and Employees

...Parsons (1988) reported that empirical research on job changes due to computerization is surprisingly sparse. Thus, research to date seems mixed in its understanding of the effects of information technology on work and workers. Most researchers agree that the research is not convincing in that it lacks clear conceptualization and rigorous experimental research designs, and consequently, has left many basic questions unanswered (Attewell & Rule, 1984; Beard, 1991). Therefore, the question remains: what is the impact of information technology on workers and the jobs they perform? The purpose of this study is to trace over time how the implementation of an IT system to replace a manual one affected the nature of the jobs and the attitudes of employees in a warehouse operation. Information Technology Information technology refers to computer mediated work where a task is accomplished through the medium of the information system rather than through direct physical contact with the task (Zuboff, 1985). Two basic opposing views exist with regard to the impact of information technology on individuals. First, some argue that the computerized workplace is inhumane and Page 3 Impact of Technology on Workers WP 97-11 workers' jobs are robbed of enriching elements (Attewell & Rule, 1984). These deskilled jobs produce dissatisfaction, alienation, and reduced motivation to perform. On the other hand, some argue that the computer liberates people (Mesthene, 1970). From this perspective,......

Words: 9308 - Pages: 38

Motivating Employees

...Motivating Employees Durrell L. Burkes MGT/312 November 24, 2014 When it comes to motivation, there are many things that set people apart as far as what motivates them. For some, it’s the feeling they take in after they have accomplished a daunting task. For others, it’s simply what rewards or accolades they will receive after they have accomplished their feat. Whatever the motivation, top companies are finding that having the right mindset and figuring out what keeps employees motivated to perform at their highest abilities is proving to keep them successful as well. A company that has picked up on finding ways to keep their employees motivated to perform efficiently is the SAS Institute. Their growing numbers accompanied with a low turnover rate shows the company is doing something right in getting and retaining the best people. Since its inception in 1976, the SAS Institute has grown into the largest privately owned software company with over two billion dollars in total revenue. While many software companies experience high turnover rates in the 20% range, SAS has been able to keep their turnover rates at less than five percent. The way they have done this is how they are able to keep their employees motivated to perform at a high level while still enjoying their work. SAS allows for much autonomy on the job, encouraging employees to enjoy what they do. They do much development of new products in house, which encourages the employees to be creative and open-minded...

Words: 1498 - Pages: 6

Appraising Employees

...Appraising Employees Reaction- I am a little surprised by this case study. I would think that if a manager did not do an appraisal that the employee would of said something . I know that if I did not get an appraisal for a year I would say something. I work in a school district and if someone does not get an appraisal everyone knows. Human Resource sends dozens of emails about the evaluation being due, and Payroll calls the managers. A employees pay depends on the appraisal and everyone from the top manager to the employee watch to make sure it is done. Learning- The one item that I learned form this case was that there was no consequences if a supervisor fails to do his job and fulfill the review requirements.. Working in law enforcement I have never seen this happened, and in fact they are very tough on the requirements. I have seen a supervisor get written up for not doing his reviews. My department use to do a paper and pen system, and the director was on top of it. If the employee or supervisor did not full out the review they were called and disciplined for it. The review process was even in the Human Resource job description. Result- What I have taken away from this case study is the employee needs to follow up just as much as the employer. Even though one year your supervisor might of done the review one year, he may not of done it the following year. You need to be responsible and follow up an ensure the review is done. In the end its your......

Words: 980 - Pages: 4

Organizational Behavior - Describe One of the Systems That Siemens Has Created Which Provides Development Opportunities for Employees at Work

...Need Answer Sheet of this Question paper, contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Organizational Behavior   Q1. Do you believe people are really getting smarter? Why or why not? Q2. Which of the factors explaining the Flynn Effect do you buy? Q3. Are there any societal advantages of disadvantages to the Flynn Effect? Q4. What performance problems is the captain trying to correct? Q5. Use the MARS model of individual behavior and performance to diagnose the possible causes of the unacceptable behavior. Q6. Has the captain considered all possible solutions to the problem? If not, what else might be done? Q7. Identify the stressors in John Breckenridge’s life. Which ones could he have prevented? Q8. What were the results of the stress? Would you consider these to be typical to stress situations and lifestyle choices John made, or was John Breckenridge unlucky? Q9. Assume you are a career coach retained by John Breckenridge to guide him through his next decisions. How would you recommend that John modify his lifestyle and behavior to reduce stress? Should he change jobs? Do you believe he is capable of reducing his stress alone? If not, where should he seek help? Q10. What type of team was formed here? Was it necessary, in your opinion? Q11. Use the team effectiveness model in Chapter 9 and related information in this chapter to identify the strengths and weaknesses of this......

Words: 737 - Pages: 3

Organizational Behavior - Explain How Encouraging Engineers at Rwe Npower to Think Outside the Box Has Led to Increased Motivation for These Employees.

...Need Answer Sheet of this Question paper, contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Organizational Behavior   Q1. Do you believe people are really getting smarter? Why or why not? Q2. Which of the factors explaining the Flynn Effect do you buy? Q3. Are there any societal advantages of disadvantages to the Flynn Effect? Q4. What performance problems is the captain trying to correct? Q5. Use the MARS model of individual behavior and performance to diagnose the possible causes of the unacceptable behavior. Q6. Has the captain considered all possible solutions to the problem? If not, what else might be done? Q7. Identify the stressors in John Breckenridge’s life. Which ones could he have prevented? Q8. What were the results of the stress? Would you consider these to be typical to stress situations and lifestyle choices John made, or was John Breckenridge unlucky? Q9. Assume you are a career coach retained by John Breckenridge to guide him through his next decisions. How would you recommend that John modify his lifestyle and behavior to reduce stress? Should he change jobs? Do you believe he is capable of reducing his stress alone? If not, where should he seek help? Q10. What type of team was formed here? Was it necessary, in your opinion? Q11. Use the team effectiveness model in Chapter 9 and related information in this chapter to identify the strengths and weaknesses of this......

Words: 737 - Pages: 3

Organizational Behavior - How Does Siemens Seek to Provide Good Career Opportunities for Employees

...Need Answer Sheet of this Question paper, contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Organizational Behavior   Q1. Do you believe people are really getting smarter? Why or why not? Q2. Which of the factors explaining the Flynn Effect do you buy? Q3. Are there any societal advantages of disadvantages to the Flynn Effect? Q4. What performance problems is the captain trying to correct? Q5. Use the MARS model of individual behavior and performance to diagnose the possible causes of the unacceptable behavior. Q6. Has the captain considered all possible solutions to the problem? If not, what else might be done? Q7. Identify the stressors in John Breckenridge’s life. Which ones could he have prevented? Q8. What were the results of the stress? Would you consider these to be typical to stress situations and lifestyle choices John made, or was John Breckenridge unlucky? Q9. Assume you are a career coach retained by John Breckenridge to guide him through his next decisions. How would you recommend that John modify his lifestyle and behavior to reduce stress? Should he change jobs? Do you believe he is capable of reducing his stress alone? If not, where should he seek help? Q10. What type of team was formed here? Was it necessary, in your opinion? Q11. Use the team effectiveness model in Chapter 9 and related information in this chapter to identify the strengths and weaknesses of this......

Words: 737 - Pages: 3

Organizational Behavior - How Important Is the Appraisal System in Helping to Create Shared Understandings the Objectives of the Organization and Personal Objectives of Individual Employees

...Need Answer Sheet of this Question paper, contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND – 09901366442 – 09902787224 Organizational Behavior   Q1. Do you believe people are really getting smarter? Why or why not? Q2. Which of the factors explaining the Flynn Effect do you buy? Q3. Are there any societal advantages of disadvantages to the Flynn Effect? Q4. What performance problems is the captain trying to correct? Q5. Use the MARS model of individual behavior and performance to diagnose the possible causes of the unacceptable behavior. Q6. Has the captain considered all possible solutions to the problem? If not, what else might be done? Q7. Identify the stressors in John Breckenridge’s life. Which ones could he have prevented? Q8. What were the results of the stress? Would you consider these to be typical to stress situations and lifestyle choices John made, or was John Breckenridge unlucky? Q9. Assume you are a career coach retained by John Breckenridge to guide him through his next decisions. How would you recommend that John modify his lifestyle and behavior to reduce stress? Should he change jobs? Do you believe he is capable of reducing his stress alone? If not, where should he seek help? Q10. What type of team was formed here? Was it necessary, in your opinion? Q11. Use the team effectiveness model in Chapter 9 and related information in this chapter to identify the strengths and weaknesses of this......

Words: 737 - Pages: 3