A review of sexual harassment in the workplace

A review of sexual harassment in the workplace The aim of this research proposal is to put forward a review of sexual harassment at workplace. Sexual harassment is a form of sex discrimination that violates Human Rights to equality in workplace. It is indeed very unfortunate to know that such an issue is still happening in an unrestrained manner today. In this section, sexual harassment will be first defined. Moreover, emphasis will be laid on the main issue of this research, that is, sexual harassment at work. Finally, we will examine how and why harassment occurs and the possible solutions to combat this issue at the workplace. We are targeting better understanding on how to provide a holistic perspective to sexual harassment. Sexual harassment is a wrongful conduct. It should not be tolerated in the workplace. Sexual harassment refers to unwelcoming sexual behaviour. It includes physical, verbal or non-verbal conduct of sexual nature, unwanted sexual advances, sexist remarks, demands or requests for sexual favours and showing pornography. It is true that every individual has the right to life, liberty and equality. This is guaranteed by the countrys Constitution, which is considered to be the supreme law of that country. In the Mauritian Constitution for example, sections 3-19 highlight the protection of human fundamental rights and freedoms of the individual. Section 16 precisely protects individuals against discrimination. It is extremely important for employers as well as other responsible persons or institutions to observe certain guidelines to ensure the prevention of sexual harassment at work. Indeed, to live with dignity is a human right guaranteed by our Constitution.It is the duty of the employer in work places to prevent or deter the Commission of acts of sexual harassment and to provide the procedure for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required. Studies show that mostly women are victims of sexual harassment and unfortunately very few seek redress and little has received encouraging actions (Chaudhuri P. 2006). For instance, there has been a case in India. In 1985 where a woman, named Shehnaz Sani had been dismissed from her job because of wilful negligence. In fact she had complained of sexual harassment from her employers. She was surely granted legal protection and she was also given her previous job. On the other side, however, her harassers which in this case revealed to be her employers, appealed to the Bombay High Court. Consequently, they were granted a stay as well (Chaudhuri P. 2006 adapted from Staff reporter, Tribune, 7 December, 1998; Namita Devidayal,Times of India, 29 November 1998). Moreover, there is another case where a female employee in a company in Hyderabad. She complained that she was being repeatedly sexually harassed by her supervisor. Her case was being followed by a woman representative from the Head Office of the company (based in the US). Indeed, the harassment was proved but unfortunately, the female employee was seen as a trouble maker. Consequently, she was compelled to resigned and she didi not even benefit from any monetary compensation. In fact, the harasser had great power, authority and influence and hence he was immune to all types of disciplinary committees. He continued to work in the same organisation (Chaudhuri P., 2006 adapted from Kumar, 2003). Moreover, it has been seen that complaints of harassment are very often dismissed as a trivial matter and not officially recorded (Chaudhuri P., 2006 Adapted from Sanhita, 2006). As we can see, these cases prove the fact that among the few cases that women report, there is very less chance of obtaining positive support against sexual harassment. Moreover, the already existing committees have not been able to prove their efficiency- relevant actions are, most of time, not taken against the harasser, especially if he is influential. In this context, it is not wrong to say that laws should be designed against sexual harassment to protect the employee from the boss, from co-workers or even customers at work. In 2001, Mauritius had taken a step to combat sexual harassment. Indeed, on the 21 March, the Mauritian Minister, who was at the head of the Ministry of womens affairs and child development and family welfare had publicly promulgated a legislation to impose limitation against female sexual harassment. The aim was to break the silence on subjects which prevented the woman from enjoying her rights. The women were encouraged to denounce such acts. It is true that sex discrimination laws are very effective and efficient in curbing sexual harassment at the workplace. Sexual harassment can either be Qui Pro Quo or Hostile environment (Hunt C.M et al, 2008). Qui Pro Quo highlights the fact that the harasser explicitly or implicitly make sexual request in exchange for some desired results. However, on the other side, hostile environment explains that sexual harassment occurs when the victim is faced with unwelcome conduct based on his or her sex. Such behaviour can be verbal, non-verbal, visual, or physical. This creates an uncomfortable, intimidating, hostile, or offensive work or learning environment. Prevention is the most effective way to deal with sexual harassment (Sung, 2008). Preventive measures include adopting sexual harassment policies; provide training and establishing complaints processes. All these together help to curb the occurrence of sexual harassment at workplace. A company can also prevent sexual harassment by sponsoring trainings (Sung, 2008 adapted from Bordeaux 2002; Raphan Heeman, 1997). These training may help employees in dealing with sexual harassment and its consequences. Furthermore, the channel for complaints encourages victims to complain and report and consequently, this will discourage harassers from continuing with their unwanted behaviours. Problem statement It is true that no occupation or profession is safe from sexual harassment (Kim and Kleiner, 1999). Sexual harassment continues to be a prevalent issue in workplaces. The frequency shows the seriousness of the problem and also the urgent need to eliminate it. Studies have shown that women are more prone to sexual harassment (Mathis et al., 1981). There might be several explanations in relation to this statement. Long ago, women were seen as second class citizens. They were victims of gender disparities and female subordination at all levels. They were seen as poor, burdened and loaded with difficulties in the male dominated societies. They were uneducated; hence they were not eligible for white collar jobs. They were able to occupy positions like market women or tea sellers ( Abdel Hamid et al, 2009). Furthermore they were unaware of their rights to equality. Consequently, they were sexually harassed in ways like dirty language and jokes imposed on them while doing work. They had to face sexual harassment mostly every day from noisy customers. The lack of education compels the women to bear these harassments without being able to do anything. They did not know about their rights and the relevant laws. Another factor which triggers sexual harassment is the values and customs which arise from cultural beliefs. Some cultures support the fact that men occupy superior position than women. The latter, hence, find it normal and accept that men hold condescending entitlements. This highlights gender disparity which in turn, encourages sexual harassment of women. In such situations, female victims choose to remain silent because they know that they will never get justice. However, even today, despite the fact that there has been emancipation of women, where the latter have become educated, self expressive and aware of laws, there is still sexual exploitation of women. . However we cannot turn a blind eye also to the fact that although less frequent, men can also be victims of sexual harassment. Several studies have revealed that women are also sexually harassing men. Furthermore, nowadays we also find the same sex harassing each other, men harassing men and women harassing women respectively. The majority of cases on sexual harassment which have been reported and brought before the Courts in different countries still show that sexual harassment happens when a person who is in a very powerful position uses his particular position to harass others who are in a vulnerable position. In other words, this would imply that someone who is at the top of the ladder uses his power to continuously trouble another person who is at the bottom of the hierarchical la dder of the organisation. Various international organizations, trade unions, womens associations and other pressure groups have revealed that sexual harassment is becoming an alarming situation, especially in the field of employment (Crucet et al, 2010). On the whole sexual harassment affects an individuals employment, interferes and disturbs the performance. Consequently, an intimidated, offensive and hostile environment come into play. There is a negative impact on productivity as there will be more absenteeism and loss of valuable staff as a result of dissatisfaction at work, low self esteem, frustration and loss of trust. Studies show that apart from causing economic harm, sexual harassment can also have a negative effect on the human psychology. Victims may suffer from various complications like insomnia, depression and loss of interest in the family (Kim and Kleiner, 1999). Whether public or private sector, sexual harassment can be very humiliating and this may lead to health and safety problem. (Chaudhuri P., 2006) Aims and objectives The research proposal seeks to investigate the actual situation of sexual harassment at workplace. There are myths relating that sexual harassment occurs mostly to older people because of their economic vulnerability (Kim and Kleiner, 1999). It is also true that sexual harassment is not necessarily limited to sexual desire and physical attractiveness because sexual harassment is used to bully and intimidate the victims. Hence, we can see that no one is safe from this issue. Consequently, the aim of the research is to make people, whether young or old, experienced or inexperienced, new or old to have a better understanding of this issue so that they will be able to combat it effectively if ever they are found in a difficult situation. We are also aiming to show the reasons, how and why sexual harassment occurs. We are also investigating in the possible consequences and solutions available to combat this issue. It is true that sexual harassment will not halt by simply ignoring it. On the contrary, this ignorance will encourage harassers to continue and even excel in their wrongdoing. We will even try to highlight the fact that when sexual harassment occurs, it is the duty of the employer to protect and support the victims. Studies and journals show that more women are prone to sexual harassment than men. Our study is also aiming to know whether this finding is correct or not. Moreover, through this study we are trying to know about the companys policy against sexual harassment and to know whether laws are strict enough to curb sexual harassment. Organisations should reinforce laws for the prohibition of sexual harassment. The latter should be regarded as an offence in workplaces and raise awareness of appropriate disciplinary measures that will be taken against the offender. Indeed, many public and private organisations have not even set up complaints committees. Impartiality in these committees is highly recommended to halt sexual harassment. For example, a third party representative from anti sexual harassment organisations can sit in the committee. Furthermore, the purpose of our study is to highlight the fact that companies need to have disciplinary measures which will help in reducing sexual harassment and avoid future incidents of this nature in the work place. Discipline should act as a catalyst in the prevention and gradual elimination of sexual harassment. It should be clear to workers that this type of unethical behaviour will not be tolerated at work. There should be different rules to deal with different situations. For example, where minor cases of sexual harassment are concerned, the harasser can be reprimanded and warned. However, in extreme cases, severe disciplinary actions like termination, demotion, reduction of wages, suspension, transfer or reassignment should be taken without any hesitation (The U.S Equal Employment Opportunity Commission, 1999). Methods Everyone uses information to make decisions about the future. If the information is accurate, there is a high probability of making a good decision. However, if the information is inaccurate, our ability to make a correct decision is diminished. It is true that better information leads to better decision. Information can be either primary or secondary. Primary data refers to information collected for the specific purpose at hand. On the other hand, secondary data refers to information that already exists to be used for another purpose. In the course of our research, we have made use of both primary and secondary data. Secondary data has been in the form of books, journals and articles from the internet. Our measuring instrument to assess primary data is a written questionnaire. There are different ways to get primary information. Some of them are: personal questionnaires, talking with people, telephone surveys, E-mail and internet surveys, experiments, focus groups, observation among others. Research approach- Questionnaire For the purpose of our research we have opted for personal questionnaires. Indeed the questionnaire is the most efficient way for getting comprehensive information for the study. This method involves interviewing other persons for personal or detailed information. Typically respondents will be required to voluntarily participate by answering questions on the written questionnaire which is simply a list of topics that the research wants to discuss on a certain specific issue. Here, the working people will be asked to determine the factors that influence sexual harassment at the workplace, its nature, how and why it occurs and the possible solutions to this problem. It is true that internet surveys are the fastest method to carry out surveys. However they might be biased because the results might not be representative of the whole population. Moreover, talking with people is also another way of collecting information but it is more appropriate for business purposes where customers and clients interact with each other for business transactions. Telephone surveys are a bit like questionnaires but the only difference is that it occurs orally. However, we did not consider this option as we know, the working population are very busy with their work loads and they will not bother to give importance to surveys carried out on the telephone. A written questionnaire has a greater impact than the telephone surveys and people will be able to express themselves better. At the end of the questionnaire, there was another part which was included to gather demographic information of each respondent. It is good to note that their confidentiality and anonymity will be assured. However, if they will refuse to participate, they will be free to do so. Research Approach- Interview Apart from gathering quantitative data from the questionnaire, we are also looking forward to collecting qualitative data by interviewing some Human Resource Professionals within both the public and private sectors to know about the actual state of sexual harassment in the workplace. Interview has been chosen as a research method because it is very reliable as we as researchers will be physically in front of the respondents and we will be able to guide them about how to better fill in the questionnaires. However, the disadvantage of this approach is that it might be quite time consuming. Sampling In order to draw conclusions about large groups of individuals, researchers normally study a small sample of the total population. A sample is a limited number of units that closely represents the characteristics of a total population. The purpose of the study is to select representatives of that population. Samples may be chosen by two different methods: Probability- including simple random, stratified, cluster and systematic sampling. Non probability- including convenience, judgmental, quota and snowball. For the purpose of our study, we have opted for probability sampling. we find that stratified sampling best suits the needs of our research. We will first of all, divide the working population into 2 stratum, that is, private and public sectors. From a total of 22 public ministries and 10 public companies, we will then use simple random sampling to choose 6 ministries and 6 public companies. We are expecting responses from 60 employers and employees, 30 being from the public and 30 from the private. Our survey is targeting workers at all levels and all departments (management, administration, operational, IT). Such a sample is very convenient to satisfy the mission of the research. Moreover, we will also use convenience sampling for the sake of conducting our interviews. We will select a total of 12 people to interview, 6 being from the public sector and 6 from the private. Benefits of the research Indeed, this research is going to be beneficial for a large segment of people. First of all, it will be highly relevant to the working population, both from the public and private sectors. As we have seen earlier, we are targeting employees from both public and private companies. They will be given a broader view of what sexual harassment actually is, how and why it occurs and also how to combat it effectively. Furthermore, it is also going to be very relevant to future working populations, that is, to university students who will soon be graduating and eventually having their first steps in employment. Indeed, being new and inexperienced, these fresh graduates normally take some time to adapt to the working environment. Additionally, if they have problems relating to sexual harassment, the first option that they will consider is to resign from their jobs. But this is surely not the best solution. Instead, if they should be taught to better understand the issue and how to curb it within the working environment. Budget Analysis List of expenditures Equivalent Cost (Rs) Stationery- Paper, paper clips, pens, cover page 100.00 Travel expenses 180.00 Questionnaires (61) 244.00 Black printing 20.00 Coloured printing for cover page 20.00 Binding 35.00 Electricity and Internet costs 155.00

Female Stereotypes and Stereotyping in The Big Sleep Essay -- sleep

Female Stereotypes and Stereotyping in The Big Sleep      Ã‚   "Small and delicately put together . . ." (5). "Tall and rangy, strong looking . . ." (17). Chandler's descriptions of Carmen and Vivian, respectively, highlight his use or misuse of the typical female stereotypes in, The Big Sleep. From the initial physical description that Chandler gives, the reader can quickly see that the women are complete opposites. Carmen lacks color and does not appear to be healthy while Vivian is "worth a stare" (17). Carmen has sharp predatory teeth while Vivian has, "hot black eyes" (17). Chandler characterizes Carmen as the petite, helpless female who needs protection. Vivian, on the other hand, is a physically impressive, powerful woman. The importance of the physical appearance of the women dwindles as the book progresses. It becomes clear that Chandler wrote a misogynistic novel as the mental abilities of the women become the focal point. Both women are cunning. Carmen, on the other hand, is "baby-like," (5). As Chandler reveals more about Carmen, we find that Carmen is a child trapped in a woman's body. When Marlowe finds Carmen naked in his bed, he addresses her like a child. In an effort to get her dressed, he asks, "Now will you dress like a nice little girl" (155). She reacts like a naughty child and refuses to get dressed until he threatens to throw her out on the street. Marlowe's contempt for Carmen is grounded in the fact that she is a woman who is able to manipulate him. Carmen knows what she wants and she does not know how to handle rejection. Vivian is characterized as a smart, sly, but not necessarily noble woman. In the end, it appears that Marlowe respects, but does not care for her. She is a... ...y simple words to describe Vivian, such as beautiful, long, and slim. The metaphor that he uses to describe her legs is amazing. He said that her legs and ankles had, "enough melodic line for a tone poem" (17). After all of the simple words, this metaphor is extremely effective. Chandler used enough descriptive words that even a person who had never seen a tone poem would understand a metaphor. Playing with descriptions of characters is the way that Chandler fits them into stereotypical roles as women who should be feared. Carmen is crazy and Vivian is a seductress who has the same mental abilities as Marlowe. His descriptions of the characters are detailed and they tell the reader just enough to allow her to fit the character into an inappropriate stereotypical group. Work Cited Chandler, Raymond. The Big Sleep. New York: Vintage Books, 1996.

Female Stereotypes and Stereotyping in The Big Sleep Essay -- sleep

Female Stereotypes and Stereotyping in The Big Sleep      Ã‚   "Small and delicately put together . . ." (5). "Tall and rangy, strong looking . . ." (17). Chandler's descriptions of Carmen and Vivian, respectively, highlight his use or misuse of the typical female stereotypes in, The Big Sleep. From the initial physical description that Chandler gives, the reader can quickly see that the women are complete opposites. Carmen lacks color and does not appear to be healthy while Vivian is "worth a stare" (17). Carmen has sharp predatory teeth while Vivian has, "hot black eyes" (17). Chandler characterizes Carmen as the petite, helpless female who needs protection. Vivian, on the other hand, is a physically impressive, powerful woman. The importance of the physical appearance of the women dwindles as the book progresses. It becomes clear that Chandler wrote a misogynistic novel as the mental abilities of the women become the focal point. Both women are cunning. Carmen, on the other hand, is "baby-like," (5). As Chandler reveals more about Carmen, we find that Carmen is a child trapped in a woman's body. When Marlowe finds Carmen naked in his bed, he addresses her like a child. In an effort to get her dressed, he asks, "Now will you dress like a nice little girl" (155). She reacts like a naughty child and refuses to get dressed until he threatens to throw her out on the street. Marlowe's contempt for Carmen is grounded in the fact that she is a woman who is able to manipulate him. Carmen knows what she wants and she does not know how to handle rejection. Vivian is characterized as a smart, sly, but not necessarily noble woman. In the end, it appears that Marlowe respects, but does not care for her. She is a... ...y simple words to describe Vivian, such as beautiful, long, and slim. The metaphor that he uses to describe her legs is amazing. He said that her legs and ankles had, "enough melodic line for a tone poem" (17). After all of the simple words, this metaphor is extremely effective. Chandler used enough descriptive words that even a person who had never seen a tone poem would understand a metaphor. Playing with descriptions of characters is the way that Chandler fits them into stereotypical roles as women who should be feared. Carmen is crazy and Vivian is a seductress who has the same mental abilities as Marlowe. His descriptions of the characters are detailed and they tell the reader just enough to allow her to fit the character into an inappropriate stereotypical group. Work Cited Chandler, Raymond. The Big Sleep. New York: Vintage Books, 1996.

Female Stereotypes and Stereotyping in The Big Sleep Essay -- sleep

Female Stereotypes and Stereotyping in The Big Sleep      Ã‚   "Small and delicately put together . . ." (5). "Tall and rangy, strong looking . . ." (17). Chandler's descriptions of Carmen and Vivian, respectively, highlight his use or misuse of the typical female stereotypes in, The Big Sleep. From the initial physical description that Chandler gives, the reader can quickly see that the women are complete opposites. Carmen lacks color and does not appear to be healthy while Vivian is "worth a stare" (17). Carmen has sharp predatory teeth while Vivian has, "hot black eyes" (17). Chandler characterizes Carmen as the petite, helpless female who needs protection. Vivian, on the other hand, is a physically impressive, powerful woman. The importance of the physical appearance of the women dwindles as the book progresses. It becomes clear that Chandler wrote a misogynistic novel as the mental abilities of the women become the focal point. Both women are cunning. Carmen, on the other hand, is "baby-like," (5). As Chandler reveals more about Carmen, we find that Carmen is a child trapped in a woman's body. When Marlowe finds Carmen naked in his bed, he addresses her like a child. In an effort to get her dressed, he asks, "Now will you dress like a nice little girl" (155). She reacts like a naughty child and refuses to get dressed until he threatens to throw her out on the street. Marlowe's contempt for Carmen is grounded in the fact that she is a woman who is able to manipulate him. Carmen knows what she wants and she does not know how to handle rejection. Vivian is characterized as a smart, sly, but not necessarily noble woman. In the end, it appears that Marlowe respects, but does not care for her. She is a... ...y simple words to describe Vivian, such as beautiful, long, and slim. The metaphor that he uses to describe her legs is amazing. He said that her legs and ankles had, "enough melodic line for a tone poem" (17). After all of the simple words, this metaphor is extremely effective. Chandler used enough descriptive words that even a person who had never seen a tone poem would understand a metaphor. Playing with descriptions of characters is the way that Chandler fits them into stereotypical roles as women who should be feared. Carmen is crazy and Vivian is a seductress who has the same mental abilities as Marlowe. His descriptions of the characters are detailed and they tell the reader just enough to allow her to fit the character into an inappropriate stereotypical group. Work Cited Chandler, Raymond. The Big Sleep. New York: Vintage Books, 1996.

Zagu Co. Background

CONTENT : Topic Page Analyze Russia at the time of the case, 1992, 1-2 (Using the PEST and Geography framework) Analyze Pepsi as a company using only the information in the case 3-4 Recommendations for Pepsi to become successful in Russia4-5 Answer the specific questions asked by Bill Shaddy in the last paragraph of the case 5-6 Pepsi challenge – Russia 1992 Pepsi is a soft drink produced and manufactured by PepsiCo. It is sold in many retail stores, places, restaurants, schools, cinemas and from vending machines. However, the article of â€Å"The Pepsi Challenge-Russia 1992† discusses on the challenge of hiring people as well as develop staffing compensation and training for the new Russia organization after finding the ineffective business. It is very important that an organization as Pepsi considers Russia environment before beginning re-organization. In fact, environmental analysis should be continuous and treat all aspects of planning. One of marketing tools that often uses to analyze environmental economic is PEST including political factors, economic factors, social factors, and technological factors. Political factor; According to beginning of year 1992 in Russia, the politics at that time is concerned to be communist before changing to democracy in May 1992. The regulation of business is based on government. Government policy influence laws that regulate all businesses and every international business agreement involve government to participate in every activity. The one of examples is that Pepsi hires employees through one of the government employment bureaus unless Pepsi forms a joint stock company, which is the window that allows foreigners to hire Russians directly. The politics in Russia seems to be unstable such as the sensitive between Russia and Ukraine resulting to Pepsi cannot hire people from Ukraine to be the part of PepsiCo in Russia. The country also lacks a legal framework for property rights. The movement of privatization is slow and controversy between different republic. The business contract has to renegotiate under turmoil situation. It can be conclude that the government influence in economics and social aspect. Economic factor; This is the one of significant factors which influences on PepsiCo. Business needs to consider the state of economy in short and long terms, and economic factors are the important tool for international marketing. In Russia, the economics seems to be capitalism, and a free market, but in fact people still stick to the communist system, so that the free looks unreal. There is less competition on market due to government regulation and control system. The economic environment has the unappreciated sign. The workers are inefficient, the organization presents overstaffing and nepotism, and the system also identifies as nepotism. The people are employed as presenting high employment rate, but they work with low efficiency and effectiveness. All of these result to low productivity and high inflation rate that is also mention on first paragraph; economic output declines around 20 percent on an annual basic, and the monthly inflation rate is double digits. The country lacks of a financial system and knowledgeable business. The writer compares the economic system of Russia with another country; In Russia does not have a well developed business system like India. If comparing GNP with Ukraine and Kazakhstan, Russia is quite lower than others. The number of GNP presents only US$ 5,400 per 149 million people. A globally traded currency should serve as a reliable and stable, but it does not act in Russia. â€Å"Some companies have paid in hard currency which fuels expectations of locals. Other companies have paid only rubles†(Honorio, P. 10) In the same business Coke dominates Russia market more than Pepsi; Pepsi has around six percent of the market in total soft drink sales. Therefore, this is the one talent issue for Pepsi to make more market share. Social factor; The social style and culture affect on international business. One problem why Pepsi cannot rapidly grow in Russia is language and cultural barriers. The culture is traditional. There are not many people who have English knowledge. Moreover, confidential issue should be careful because everyone alks and share information to each other in their society. The other interesting point is that Russians are not get use to western style resulting to difficulty of working in western company. Russian system is flexible and no specific rule in some topics; for example businesses cannot get reference checks for their employments. Because of social factors, Russians are less interest in foreign business even tho ugh there are many western companies in Russia, so that it creates the difficult work for HR department when they want to hire efficient labor. Technology factor; Technology is competitive advantage for international business. In Russia, there are fewer technologies to allow customers to easily access to products. All technologies base on the local resources. However, Pepsi use the technology to be the media of their advertising, such as television, and newspaper. Pepsi also adds the technology such as vending machine in their selling instead of using middle man or personal selling. Even though Pepsi want to use the high effective technology, it is useless because the distribution is state-owned and controlled. Analyze Pepsi as a company. In term of marketing process, there are many interesting key points which contribute its performance. 1. Research: Pepsi tries to build the Russian organization. Bill Shaddy is the company representative to do the research and analyze situation including culture, politics, resource and technology, social environment, demography, business, and human behavior. Even though there is another competition as coke that dominates the soft drink market in Russia, Pepsi wants to expand its market, and it is talent for Pepsi. 2. Target customer: all genders and ages are the target customers. The middle class is the main target of company that we can see example in India. There are several criteria to analyze its performance which are: * Defendable: it is competitive in its market because it preserves a great quality because Pepsi technicians trained the partners on quality control, and good service in store and out store. Moreover, it has loyal customers in America that can prove by marketing share. There is only one big company as Coca cola that produces the same product. Accessible: Pepsi is dispensed out of sidewalk fountain machines, and distribution to many retailers. * Expandable: there is an opportunity for selling its products, since there is high demand. Pepsi has a lot of franchises, and also creates the new taste for their products; for example, a lemon-flavored soft drink in the Soviet market. * Serviceable: generally, Pepsi relies on shelf space and positioning, as well as convenience packaging and provides the good service for all customers, but in Russian stores do not compete on service. Profitable: it is profitable because Pepsi has a lot of customers and the cost cut in building like the situation in Russia that Shaddy tries to find the cheapest office. Moreover, Pepsi hires many locals, so it can cut excessive payment. 3. Position: the Pepsi captures the code of worldwide business and value. Pepsi reserves the leader in soft drink market in U. S. and try to achieve in other regions. 4. Marketing Mix * Price: price is reasonable; the same price as local soft drink brands. In Russia, suppliers in the same product do not compete on price. Product: Good quality soft drink, and convenient package. * Promotion: Pepsi uses various channels to promote its product, such as news paper, television commercial, outdoor, kiosk displays, sponsored promotion, and events. * Place: Providing in everywhere, especially in American market. 5. Execute: to penetrate the existing market by using many promotion, keeping quality, and developing products. From the above points that make Pepsi achieves its success goal, we can conclude that the Pepsi marketing strategies meet the need of its customers. This situation can be called as touch point. Moreover, Pepsi also uses push and pull of marketing strategy. It advertises in public. This can be called as creating a demand strategy. When people hear or receive information about it, they go to get the product. Moreover, word of mouth is another channel of advertising which is useful for Pepsi. Recommendation; As we can see that Pepsi gains market share leadership in U. S. food store sales, but in most European and Asian markets where Coke has higher market share than Pepsi. Therefore, researching in all factors, and developing in those markets should be considered in order to be leadership in soft drink market. In Russia, 1992, there are many problems issued, such as politics, economic system, social factors, technology; all we know as PEST. There are some suitable ways to solve those problems as below, Political factor : The politics still bases on communist even it changed to democracy system. The polictics influences in business. Pepsi should slow down in its investment due to adjusting period of Russian government. Economic factor: Considering in international financial institution due to unstable economics in Russia during this period. Social factor: Education is the key factor to develop the system. Creating the organize culture to all Pepsi’s employees to make them to be proud in organization. Training is required to improve productivity. Using reward or bonus motivates employees to increase efficiency. Technology factor: Using more technologies offer consumer and business more innovative products and services. The company should hire the specialists to develop programs which support marketing plan, and Human Resource Management. Customer Relationship Management (CRM) should apply. The specific questions asked by Bill Shaddy; According to the last paragraph, the writer mentions on the Bill Shaddy question that â€Å"How to go about finding Russians that could become successful â€Å"Pepsi† people. How would he select them? And how should they be compensated, trained and managed? In my point of view, those questions are related to human resource management on recruitment and selection process. Shaddy has to consider all factors about Russia, especially social issue such as culture, education, demographics, and then all components should be included into the recruitment process and selection process in order to get the right person to the right job effectively. The first job is to identify the job opening as a Sales Manager and a Technical Engineering Manager through HR planning based on organizational values and code of conduct. Next step is to delicately determine the job description and job specification. This process should be clear and easy to understand. If lacking of candidate-qualification’s detail, it is difficult to find the right person due to under qualified applicants. Both a Sales Manager and a Technical Engineering Manager position are in management level; thus the minimum experience should be significant important qualify to handle the jobs. The other important part of recruitment is that recruiting sources and methods are chosen. There is no single, best recruiting technique, and the most appropriate for any given position depends on a number of factors. In this case, Russia is considered to be the communism, old fashion, and technology is not widely used, so that Shaddy should invest online recruitment in low proportion of recruitment cost. The method should be considered such as government employment agencies, searching through direct networking from foreign company, and print advertising. The reasons why government employment agencies should be used because Russia government plays high role in every activity of Russians. Another reason is talking with local people might make Russians more comfortable, confidence, and feel more reliable. They will not want to work for western companies because of development aspect; therefore, using government representative to find the effective people should be concerned. The benefit from using foreign company network is that company can be confident the knowledge and language ability of people who are hired. However, some situation might happen when Shaddy find the right people, but they are working for other companies. In this case, Pepsi should consider investing more money to motivate them to come to be the part of organization. There is another way is printing advertising. This way is the lowest investment, but getting high result. Pepsi has many retailer, outdoor events, and kiosks in Russia. Shaddy should use these channels to post a job advertisement. Many Russian might interest in job advertisement, and directly come to Shaddy. After finishing recruitment, a pool of qualified recruits is generated. Then, Shaddy should go to the step of selection. First, the people not meeting the essential selection criteria are eliminated first. The remaining are examined and those of them who most closely match the job specifications are identified and consideration. The job positions however require the experience to handle the job. The situation is that there are few Russians with relevant business experience, thus the intensive training program such as oversea training should be provided to them. Second, the test should be used for finding the appropriate Russians by testing ability, emotional intelligence, and specific thinking skill. The world-wide values of organization should be included in the test. For example, challenging assumptions to generate new ideas and approaches by situation testing. Next, the most important part of selection before hiring decision is the selection interview. Given people, who are selected, higher valid in prediction job performance, the focus should be on situational and behavioral questions. Shaddy should consider both their aspects and actions when they respond the questions. If Shaddy pays attention to all steps of recruitment and selection, Pepsi will get the efficient people to do the jobs. However, when getting the right people, how they should be compensated, trained and managed. The simple idea is that providing effective training programs in term of practice and theory, and these programs have to be analyzed and evaluated. The foreign assignment in the countries, in which PepsiCo succeeded, is helpful for new managers. There is the need to manage with a workforce and management colleagues whose cultural factors may be dramatically different from their own, and the considerable stress in foreign land can bring to bear on manager position, but they can learn other things from effective organizations in foreign countries so as to apply to use in Russia. The experience is also helping new managers to solve the problems which might be occurred during working. If Shaddy carefully consider in all above issues, he will hire the proficient Russians to become successful â€Å"Pepsi† people, and significantly contributes to be successful. Zagu Co. Background I. Company Background It took several months of experimentation, product sampling and planning before the first Zagu store was launched in April 0f 1999. Zagu was pioneered by a young enterprising lady with a degree in Food Science from University of British Columbia in Vancouver, Canada. To this date, Zagu has blended more than 40 million pearl shakes. This is a pretty good number for something that they just call a passing fad. Zagu has grown from a tiny kiosk to a current network of over 290 outlets nationwide. Zagu has also gained recognition locally through awards such as the National Consumer Quality Awards and the Parangal ng Bayan People’s Choice Awards, and International recognition through our partner in Sydney, Australia. From Its humble beginning to its present success, Zagu has proven that it is not just a passing fad. 85% of their current stores have been occupying the same leased space for more than three years. Zagu foods can be found in malls, supermarkets and roadside locations. Behind the success of every Zagu store is the professional management team and dedicated employees committed to putting the customer first and achieving excellence in everything. The company bears the vision of providing fun, deliciously appetizing, uniquely enchanting food and beverage products while maintaining their commitment to uncompromised quality at economical rates with a heartening purpose to cater to society’s needs, taste and preferences; rather than simply convincing their customers to try and like whatever products they develop. The company’s mission is to provide the best quality, reasonably priced products in the Food and Beverage Industry and to continuously generate awareness, interest and desire for their products, resulting in frequent purchases. The objective of the company is to promote, protect and maintain their image at all times. Another is to make sure that each employee provides quality products and offer excellent service to all customers. Last is to make sure that all outlets are properly laid out, maintained and profitable. We have chosen Zagu – SM Manila outlet to have our study conducted. We would like to make a study regarding the process of making a shake in one of the famous shake store in the Metro – Zagu. Standard time data are element time standards, from time studies, that have been proven to be accurate and reliable. Analysts classify and file element standards so they can be readily abstracted when needed. The application of standard time data is fundamentally an extension of the same process used to arrive at allowed times through a stopwatch time study. Standard data can have several levels of refinement: motion, element, and task. The more refined the standard data element, the roader the range of usage. Standard Data are compiled from different elements in time studies of a given process over a period of time. Time Study is a technique for establishing an allowed time standard for performing a given task. This technique is based on measuring the work content of the prescribed method.

Credit Card Vs. Credit Cards - 886 Words

In today’s economy cash or a credit card is needed to meet the basic human need. It is a clear fact that we need cash or credit to purchase items such as food, clothing, to pay bills, as well as buy gas for our daily travels. However, when you are out shopping and discover that you have used all the cash in your possession, which is when we realize that the benefit of having a credit card is very beneficial. Although cash and credit cards are similar in that, they both are used to pay for goods and service. Both can be useful for the card user when they are managed wisely. While both cash and credit card share several differences that can affect the individuals who have them such as being stolen, high- interest rate, and personal identity. With cash you are limited to the amount that is in your wallet or purse, unlike with a credit card, you are allowed to pay for your purchase at a later date. Both cash and credit cards are similar in that they both are easy to carry arou nd, and used to pay for goods and service at the time of purchase. When making a purchase using cash, the items are paid for in full. Cash is broadly accepted in every establishment such as department’s stores, food chains, grocery stories, as well as schools and more. Moreover, using your money to pay monthly bills carries significant benefits such as increasing your credit rating. Same as with cash, when buying with a credit card it allows you to pay for all your items in full as well. Equally,Show MoreRelatedAdvantages Of Debit Card Vs Credit Card931 Words   |  4 PagesThe Advantages of Debit Card versus Credit Card The advantages of debit card versus credit cards used by young adults are debit cards will not allow you to mismanage, overspend or go into debt. 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