BSBCUS501C: Manage Quality Customer Service Assessment 2: Why is it necessary to clearly identify, before designing product and service offerings, customer needs, and what are some of the less obvious service aspects that might inform purchasing decisions? Customers are fully aware that if a company is not able to provide them with a service or offering to meet their needs, one of the competitors will be able to. With this in mind, it is essential for business’ to research and communicate with their customers to gain the relevant feedback required prior to development. Development should reflect research findings and should meet customer and market needs. Internal and external customers provide business with information about how their products are used, new opportunities for their business, trouble-shoot issues with their product, and organise workloads.
This paper will describe how a company conducts a SWOTT analysis. The internal and external analysis of Scents & Things in relation to the organizations forces and trends such as; Economic, Technological, Strategy, Legal/Regulatory, Innovation, Structure, Resources, and Culture. This paper will also classify one primary strength, weakness, opportunity, threat and trend if possible for each of the factors. Following the end of this paper, a SWOTT Analysis Table will sum up the findings of the forces and factors relative to Scents & Things. SWOTT Analysis For Scents & Things to perform a SWOTT Analysis, the company has to answer the following questions about the company’s strengths; the advantages, resources, strengths in the market, and what does the organization do better than the competition.
C. improve the performance of people. D. improve the quality of overall work life. 4) Which of the following statements about the management of organizational culture is NOT correct? A. dictate rules from the top of the organization. B. corporate culture can be managed by directly modifying the observable culture, shared values, and common assumptions that deal with issues of external adaptation.
Balanced Scorecard Organizations and upper-management often use a Strengths, Weaknesses, Opportunities, Threats, and Trends (SWOTT) analysis model to concentrate on the company’s competitive advantages, their possibilities, evaluate how to improve susceptibilities, and avoid coercion. Organizations depend on SWOTT analysis to remain successful in their industries. For a business to be successful and sustain their performance, the entity is obligated by their external environment to generate strategic objectives and constantly evaluate its vision and mission. Organizations must reflect on their mission and vision frequently to assess each for validity, consistency, and making sure the objectives are components useful to the desired vision. Businesses require a tool to measure the execution of objectives.
The theories and concepts found in OB are drawn from two disciplines: human resources management and strategic management. True False 3. The integrative model of OB presents five individual mechanisms that directly affect the individual outcomes: motivation; learning and decision making; job performance; leadership styles and behaviors, and ethics. True False 4. Job satisfaction reflects employees' psychological responses to job demands that tax or exceed their capacities.
After evaluating the different modes of feedback, the responsibility of marketing managers is to make the appropriate decision to best position the organization to meet the constantly changing needs and wants of consumers. Marketing managers use different tools like sales, costs and performance analyses to make the appropriate decisions and changes to everything from the Marketing Mix to compensation of sales reps to the organizations marketing budget to best meet the needs and wants of its target market. Additionally, control consists of adapting prior plans and decisions to meet the goals and objectives of the organization for the future. This is even implied to anticipate the future goals of the organization and the products and/or services it will offer in the future to maintain or improve its competitive advantage over the competition. 7.
The Token Economy Amy Neri, BSHS 461 June 7, 2013 The Token Economy This essay will focus on a case study about the Token Economy. Team C will provide an analysis based on the case notes, included in the essay will be what leadership model could one apply to the scenario, key elements of the supervisory process demonstrated, common challenges the supervisor and supervisee face, and factors that influenced job design, hiring, training, and performance appraisals. Leadership Model The model that can most apply to this scenario is the Contingency Theory. Not only does it apply to the problem in the situation directly but it also relates to the way the workers and supervisor reacted to the way they worked an interacted during the conflict. Contingency Theory has various styles of leadership and no two workers are motivated the same way (Lewis, Packard, & Lewis, 2007, p. 278).
2 Syllabus: MNGT 295 – Human Resource Management – Dr. Paul L. Gerhardt, Ph.D. 3 11. Identify determinants in union-management relations, and describe a method of reducing labor relations problems. 12. Analyze an actual performance appraisal system and make recommendations for
Functions of Management By Cassandra Hicks University of Phoenix MGT 330 Management, Theory, Practice, Application Dana Parsons September 21, 2009 In the business world, management not only adapts to changing conditions but apply the fundamental management principles. These fundamentals include the four traditional functions of management; planning, organizing, leading, and controlling. Planning is specifying the goals to be achieved and deciding in advance the appropriate actions needed to achieve those goals. Plans set the stage for action and for Organizing is assembling and coordinating the human, financial, physical, informational, and other resources needed to achieve goals (Bateman, Snell, 2007). Organizing is another big part of the organization because we must have different seminars to attract people and inform
Industrial and Organizational Psychology PSY 435 January 27, 2014 Francis Uzonwanne, PHD Industrial and Organizational Psychology The field of industrial and organizational (I/O) psychology is instrumental with implementing organizational goals to enhance the effectiveness of social and organizational functioning. This is accomplished through the use of research and statistics, which optimizes the performance, health, and welfare of businesses and its employees. The Evolution of Industrial and Organizational Psychology The evolution of I/O psychology has early roots in the late 1800s and early 1900s, but it was not invented until the twentieth century (Spector, 2012). Hugo Munsterberg and Walter Dill Scott both university professors