Internship report outline free essay sample

Executive Summary (Describe where your internship was carried out shortly (company, department, location, etc. ). Summarize your internship goals, activities, and accomplishments. In addition, describe the key learning from your internship (both personal and professional)). Table of Contents Table of Figures/Tables I. Overview of Internship a. Student name, ID, program specialization, telephone, email. b. Internship dates/Period c. Internship company name, department/division, address, contact numbers, e-mail d. Internship company supervisor’s name and position e. Internship objectives f. Job scope – Job description/duties responsibilities (intro) g. Student’s contribution to the company h. Benefits to the individual/Student i. Student’s career interest(s) j. Problems and difficulties if any faced during the internship period k. Recommendations and suggestions (Analyze your performance during the internship. What are your three primary strengths? Give examples of what you did well. What are three areas that you would like to improve? Give examples of what you would do differently. We will write a custom essay sample on Internship report outline or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Ask your company supervisor for input on this aspect of the report. ) II. Organization Part (on overall issues about the organization, its legal status, organizational structure, character of business activities, list of the main business operations; character of works, performed directly by the student during the internship, explain how the work done during the internship relates to your major or to your career objectives) a. Introduction (Objective, methodology, scope, limitation)Â  b. Overview of the Company c. Management Issues d. Marketing Issues e. Finance/Accounting Issues f. Operations Management and Information System Issues g. Industry and Competitive Analysis (SWOT, market dynamics, competitive dynamics) h. Observations/Findings i. Summary and Conclusions j. Recommendations III. Project Part (on a particular issue – a topic preferably related to student’s major and internship/work) a. Introduction (background, objective, significance of the issue) b. Methodology c. Findings and Analysis d. Summary and Conclusions e. Recommendations References Bibliography (List the books, articles, websites that are referred if any) Appendices (Tables, maps, government reports, conversions if any) Required size of the MBA Internship Report – not less than 25 pages without appendices, 1. 5 space, 12 font, Times New Roman Required size of the BSc Internship Report – not less than 15 pages without appendices, 1. 5 space, 12 font, Times New Roman

Strategic International Human Resource Management for the Chinese Region

Strategic International Human Resource Management for the Chinese Region Introduction Expatriation of our managers to the greater China republic can be taken as an honor, success, and opportunity to increasing our global economy. It portrays how broad our spectrum can be than just exploring China, but also a dozen of different countries in the world.Advertising We will write a custom report sample on Strategic International Human Resource Management for the Chinese Region specifically for you for only $16.05 $11/page Learn More However, our move to China is not a simple task. It requires an efficient, effective, and complex management team that can formulate the best international policy choices that compete with the demands of the international integration.1 Notably, a strategic human resource management system should link and coordinate the standard international human resource to our strategies. It will seek to move our most qualified staff and advertising managers to china to limit catastrophic results caused by lack of quali fied expatriates.2 Therefore, it is critically important to incorporate an international human resource management system since the international assignments require adequate training before deployment. Through expert knowledge, consultation, and academics, this report seeks to identify themes, strategies, directions, and issues for international human resource management for the Chinese region. Generally, the primary objective of the human resource management will be to oversee the importance of the human labour in relation to the current physical resources and finance in order to make the most effective use of human lab our. Differences between human resource management and international human resource management Even though human resource managers have similar tasks compared to the international human resource managers, the international human resource managers have responsibilities that are more complex.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More International human resource managers will have an obligation of coordinating what is happening in their home and the host country. Additionally, they will have to cater for the needs of the different national subsidiaries, the parent country nationals, and the third country nationals.3 Local human resource managers only administer programs to a single group of national employees who are bound by similar taxation and compensation policies. However, international human resource managers are faced with challenges of administering and designing policies for a diverse group of employees. Additionally, international human resource managers have a greater involvement with their workers personal lives as compared to the local human resource managers.4 Recommendations in Management of Expatriates Preferably, management of expatriates is a critical aspect in our company. Therefore, the company has to agree on the m ost efficient integrated international human resource strategy. The strategies that will be developed are required to support the international relations. Notably, our findings have approved the ethnocentric approach to be a suitable practice for our company. The reason is that this approach will allow us to control the expatriates right here in Australia so as to regulate the cost and the company resources. Additionally, in order for our organization to run strategically, the firm will have to link the operational requirements with the new foreign assignment. The approach will allow our managers to identify the strategic decisions and the manner in which the advertising assignment will be managed. The success of the company depends on how the global managers manage their staff. Research has shown that most of the expatriates leave their companies after repatriation, which means that there is much loss of talents and experience.Advertising We will write a custom report sampl e on Strategic International Human Resource Management for the Chinese Region specifically for you for only $16.05 $11/page Learn More Therefore, loss of ex-repatriates mean another incur of cost by the firm since it will be required to train new managers for the future tasks5. Another important point to note is that these experienced managers are a loss to the competitors giving them a chance to outweigh the company. Lastly the company’s long term goals are lost. From this observation, it may be recommended that a good working relationship ought to be maintained between the company and the managers in terms of remuneration packages, appraisals and training programs.6 Preferably, training programs will help the expatriates to become prepared for the task. Through international human resource strategies, we can create new insights as to how regional economies and cultural diversity as well as political differences affect the international human resource in Ch ina. It will allow the managers to learn the current emerging issues of human resource management in china; the future directions and the innovations in the human resource management for the China republic.7 This will clearly create self-awareness, interpersonal skill, emotional stability, and flexibility to our advertising managers as they leave for their respective assignments.8 For instance, in the movement to China, the international human resource management will need to concentrate on language, culture, local living details, accommodations, expatriate administration, and local business briefing so as to adequately train our managers.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Recruitment and selection Selection of managers and recruitment that allows their deployment into international assignments will be the most challenging practice that our company is going to undertake. These assignments can only become efficient and effective only if we identifying the best and efficient expatriates for the China adverting operations. Through our international human resource management, we can develop competitive global managers who can effectively adapt to the constraints of the host country.9 Selection criteria In order to minimize poor returns and failure by our expatriates, it is important to have a selection program, which can help us choose the best team to deploy.10 Therefore, our international human resource management team for the selection criteria proposed the following considerations: Technical ability This will be the most vital factor to consider for our managers. Therefore our selection team needs to evaluate personal records of the selected managers so as to review the candidates potential and only come up with the most competent and skilled managers. Family requirements It is very important to look at the family requirements. The family ties will greatly influence the success of this assignment. It is very important to consider the expatriates’ willingness to serve overseas due to family ties or the willingness of the expatriates’ spouses to accept living overseas. Cross culture suitability Noting that out assignment will greatly relate to cultural interactions, it means that the expatriates have to be very conversant with the Chinese culture. Therefore, our managers will require positive attitude to foreigners and desirable attributes such as emotional stability, diplomacy, ease of adapting to languages and maturity so as to face the hardships and pressures when living in China.11 Considerably, what would seem as a normal practice and a custom for our country may turn out to be a taboo or an illegal practice in another country. Recruitment The next critical step after selection will be recruitment of our expatriates. This will ensure effective performance and no failure of our expatriate while abroad. Training them on cultural expectations will aid the managers to easily adapt to their new environments and exercise their cross cultural managerial skills. Additionally, having cultural seminars could help the affected parties to discuss their various experiences in different cultures.12 Performance and strategic management Frequent up-to-date feedbacks on the managers will be required during the assignment in order to measure their performance. Notably, this will help to decrease the risk of incurring losses from the failures of expatriates.13 For instance, feedback will help them to regulate costs such as payments of poor performing or failed employees. However, how will the international human resource strategy become implemented? The following are some of the recommendations that our team forwarded for an effective strategy implementation: The firm should ensure that the international human resource data base is computerized through ways such as creating a website so as to create an easy access to the human resource data The international human resource should be formulated in conjunction with the line managers so as to create a transnational mindset within the firm. Before implementation of any policies, it is important to investigate the degree into which the political, economic, cultural, and legal factors affect the integrated human resource policies. Remunerations Management of expatriates is a complex task since it comes from different backgrounds, and varies in skills and expediencies. Therefore, it is important that our human resource system comes up with a strategy that fairly distributes salary among our employees so as to avoid conflicts. This proposes that our international human resource managers ought to adapt must clearly define the terms and condit ions for the different remuneration packages. The managers must therefore be aware of their proposed salaries and the reason for having the stated packages before their deployments are set in order to avoid conflicts.14 For instance, the Chinese remuneration policies have been found to be inappropriate and inefficient according to the living standards. This depicts that our standard payment policy would have to be affected so as to match with the local practice. Conclusion International human resource management is a very critical system of managing human labour for global business, and differs from local human resource since it has wider and complex aspects that it should cater for. Managers in international human resource assignments need to evaluate issues including laws, culture, payment expectations, and integrated procedures in order to ensure that they have the best working relations with their staff. Bibliography Armstrong, M 2007, Strategic Human Resource Management: A Guid e to Action, Kogan Page Publishers, London. Aswathappa, K Dash, M 2006, International Hrm and the process of global staffing, Tata McGraw-Hill Education, Mumbai. Beck,T 2011, Differences and Similarities Between International and Domestic Human Resource Management, GRIN Verlag, London. Bhattacharyya, D 2010, Cross-Cultural Management: Text And Cases, PHI Learning, London. Brewster, C Harris, H 2012, International HRM, Routledge, London. Briscoe, D, Schuler R TariqueI 2012, International Human Resource Management, CRC Press, New York. Dowling, P, Festing ,M Engle, A 2008, International Human Resource Management: Managing People in a Multinational, Cengage Learning EMEA, London. Jackson, T 2002 , International HRM: A Cross-Cultural Approach, SAGE, California. Perkins, S Shortland, S 2006, Strategic International Human Resource Management: Choices And Consequences In Multinational People Management ,Kogan Page Publishers, London. Schuler, R Jackson, S 2008, Strategic Human Resourc e Management, Wiley India Pvt. Limited, Mumbai. Scullion, H Collings, D 2006, Global Staffing Volume 7 of Routledge Global Human Resource Management Series Global HRM Series, Rout ledge, London. Sengupta, N Bhattacharya, M 2007, International HRM, Excel Books India, Mumbai. Stahl, G, Bjà ¶rkman, I Morris, S 2012, Handbook of Research in International Human Resource Management, Edward Elgar Publishing, New York. Zacker, C, Faller, F, Holderbach, K, Plodeck, C Sterzer, F. 2004. IHRM –The Process of Foreign Assignments, GRIN Verlag, London. Footnotes 1 M Armstrong 2007, Strategic Human Resource Management: A Guide to Action, Kogan Page Publishers, London. 2 C Zacker, F, Faller, K Holderbach, C Plodeck F Sterzer 2004. IHRM –The Process of Foreign Assignments, GRIN Verlag, London. 3 T Beck 2011, Differences and Similarities between International and Domestic Human Resource Management, GRIN Verlag, London. 4 N Sengupta M Bhattacharya 2007, International HRM, Excel Book s India, Mumbai 5 K Aswathappa M Dash 2006, International Hrm and the process of global staffing, Tata McGraw-Hill Education, Mumbai. 6 P Dowling, M Festing A Engle 2008, International Human Resource Management: Managing People in a Multinational, Cengage Learning EMEA, London. 7 D Bhattacharyya 2010, Cross-Cultural Management: Text And Cases, PHI Learning, London. 8 C Brewster H Harris 2012, International HRM, Routledge, London. 9 G Stahl, I Bjà ¶rkman S Morris 2012, Handbook of Research in International Human Resource Management, Edward Elgar Publishing, New York. 10 D Briscoe, R Schuler TariqueI 2012, International Human Resource Management, CRC Press, New York. 11 T Jackson, 2002 International HRM: A Cross-Cultural Approach, SAGE, California. 12 S Perkins S Shortland 2006, Strategic International Human Resource Management: Choices And Consequences In Multinational People Management, Kogan Page Publishers, London. 13 R Schuler S Jackson 2008, Strategic Human Resource Mana gement, Wiley India Pvt. Limited,Mumbai. 14 G Stahl, I Bjà ¶rkman S Morris 2012, Handbook of Research in International Human Resource Management, Edward Elgar Publishing, New York.

Business cycles, indicators, measures, economic evolution,outlooks Essay

Business cycles, indicators, measures, economic evolution,outlooks - Essay Example This decision came at a period when David A. Hoyt aged 58 to a step to retirement after a long-term working relation with wells Fargo as the head of wholesale banking. In a written statement the Company’s CEO, John Stumpf this reshuffles are aimed at pointing out the unique variety of high profile leaders in the organization and the value addition brought about by assigning them to head new posts. Sloan is expected to carry on his duties as the chief financial officer until the monthly report of the banks’ earnings are released. In his new assigned role Mr. Sloan will report directly to the CEO and be actively engaged in the company’s board committees. Sloan previously served as head of wholesale banking, commercial real estate and specialized financial services unit. The wholesale banking has proved to be a success bringing in 37percent of the banks net income. The economic principle applied in the event the Organization appoints a new Chief Financial officer is the principle that people respond to incentives.Whereby the reshuffles that are under taken in the organization are aimed towards motivating other heads to feel equal to new positions. The principle of increment in the profits indicates that such business ventures are of great assistance to others is also in application whereby through wells Fargo assistance to other wide range middle market commercial lending and international banking institutions. This has resulted in at profit margin of 37% to wells Fargo net income in the fourth quarter (Marshall, 315). The economic principle of people acting so as to achieve their set goals is also in application in the wells Fargo event. Where through chairing the wells FargoFinancial office for a period of four years and being able to achieve the profit margin for the company the decision of retirement is a rational act since various people choose

The Tragedy of Macbeth Essay Example | Topics and Well Written Essays - 500 words

The Tragedy of Macbeth - Essay Example Macbeth’s guilt and his words demonstrate that he knows it is an evil act he and his wife have plotted and are talking about in this scene, but having been approached in Act 1, Scene 3 by the Weird Sisters, the three witches, who, before disappearing, give Macbeth their prophesies as to his ascension to the King’s throne, Macbeth seems to reconcile himself to the fact that he must murder the King and fulfill the prophesies. The seed of what is to come has been planted in Macbeth’s mind, and that it is prophesized by the three withes, in Macbeth’s mind, makes it somewhat of a done deed. It is at this point that Scene 1, Act 1 becomes vitally important, because it is in that scene that the withes meet and talk about their ideas, and upon departing the third witch declares, â€Å"Fair is foul, and foul is fair,† which sets the stage for the notion that for every action there is a reaction. Though the result of â€Å"fair is foul,† as it certainly is in the mind of Lady Macbeth in Act 1, Scene 7, there is, too, the end result of what is â€Å"foul is fair,† which is what Macbeth seems to be concerned about in Act 1, Scene 7, when he says, â€Å"False face must hide what the false heart knows.† This, as Macbeth resolves himself to what he is about to do to his kind and friend, Duncan, knowing that it is evil, and his face must not betray what his mind knows lest his evil be detected. There is a balance in the universe that comes from the concept of the idea that for every action there is a reaction, or a balance. Act 1, Scene 7 prepares us for that which will be the reaction to the couple’s murder, in that Macbeth’s troubled conscious will manifest itself in a way that brings physical and mental distress to Macbeth. His wife, who denies her conscious in this scene, will suffer equally great physical and mental distresses. Avarice, the basis for the pair’s evil, will meet with the balancing

Strategic Management Accounting Essay Example | Topics and Well Written Essays - 1750 words

Strategic Management Accounting - Essay Example Historically the role of management accounting conferred to operational level budgeting, target setting and control with little or no influence towards strategy development. With the passage of time, this trend has been changed because of Strategic Management Accounting as nowadays this trend and focus has been driven towards strategy formulation and development (Kader et al, 2006). This strategy formulation and development makes management accountants to participate in formulating strategies within the organisation and this practise has been highly encouraged because these management accountants have a better operational level knowledge hence it helps in better goal congruence as well as proper implementation at the lower level of an organisation (Puolamaki, 2006). The most popular techniques that are used within Strategic Management Accounting are the Balanced Scorecard approach and the Activity Based Costing system. The Balanced Scorecard approach focuses on both the financial as well as non financial factors that may affect an organisation, besides these factors, it also looks upon the factors that have an external influence on to the organisation as well. The Activity Based Costing system on the other hand focuses on the financial aspects of an organisation in depth and this further helps in target setting, budgeting and variance analysis (Kaplan, 2006). There are many different techniques that are used within the strategic management accounting system. Each and every technique has its own unique approach, role and relevance. The applications of all these different techniques vary in accordance with the different situations that arise within the organisation. The more often used techniques and their particular significance and role is mentioned below. Cost Volume Profit (CVP) Analysis CVP analysis is affiliated with cost accounting. The main attribute of this technique is to compute break even in the break even analysis which would further help in calculat ing the targeted income sales. The basic assumptions that are involved in calculating the CVP analysis are the same as that of break even analysis. Although this technique is used by numerous companies, it has some limitations that are highly criticised. One of the major criticisms of using these techniques is that it uses different assumptions where it is deemed that the unit variable costs within any company’s production department are constant with the unit revenues. A proper CVP analysis would be required to assess the benefits gained from any particular deal, all the fixed cost and the variable costs would be summed up to assess the benefits that could be availed in more than one given scenario {(as illustrated in the Tani Kimura Company example (Choosing Plant Location)}(Horngren et al, Chapter 3, 2012). Job Costing and Process Costing Job and process costing are two methods that lie within the scope of cost accounting. Job costing involves the computation of costs in a construction or batch form. All the relevant costs that are incurred within a particular job are recorded within their respective ledgers and hence they are finally added up together to give the total

Corporate Marketing Philosophies: Pros and Cons

Corporate Marketing Philosophies: Pros and Cons 1.1 Introduction This essay will critically discuss the philosophies and pros cons of corporate marketing making references to the work of Balmer and Geyser. The essay will also examine the historiography or the phases through which the corporate marketing has passed through over the few decades. Before understanding the concept of corporate marketing, we should first try and understand the reasons for the evolution of the term corporate marketing. According to Balmer 1998, corporate image is interpreted in numerous ways by different writers. The concept has negative association and the literature work in the field has shown that the image association can be perceived differently by groups of stakeholder. The concept of corporate image management has been challenged by many writers and many literary works suggest that the stakeholders are not always important for the organization. The other concept corporate branding is useful but many companies have failed to develop a corporate brand. Therefore the term is ruled out. Visual graphics has been given more emphasis in corporate identity making it a debatable topic. Thus these concepts can be considered as the building blocks of corporate marketing which can be the umbrella title for this era. 1.2 Understanding Corporate Marketing The term corporate denotes that the area of concern is strategy. Its importance is that the CEO and the board of directors are familiar with the strategies within the organization. The basic principle of the term marketing has been the diverse perspectives. The term marketing has been related with corporate earlier also and few related concepts have already been accepted widely for example IMC, green marketing etc. So what is the difference between Marketing and Corporate marketing? The profitable exchange relationship will remain one of the main features of corporate marketing but the emphasis will be on multiple exchange relationship and the corporation will be less concerned with the ownership; they will see themselves as a part of a network. (Balmer and Greyser, Epilogue, Revealing the corporation, pg348 to 350). So to put it in a nutshell, Corporate Marketing is a group of corporation which has a single corporate ethos, aim and values (philosophy) that binds the company and its image, branding, reputation, identity, communication, customers and stakeholders. 1.3 Pros and cons of corporate marketing The works in the field of corporate marketing can provide meaningful insight to thinking on the larger corporate-level area. The area of concern is strategic therefore it importance is such that the CEO and directors are familiar with the scope and significance on a regular basis. Communication, image, reputation, and branding are key concepts within the marketing domain, although marketing scholars and practitioners frequently incorporate others, such as identity but these concepts are conceived in context of the product or brand rather than the corporation but corporate marketing will help to view all the above concepts as one. The term corporate marketing is not a new term. Kotler and Levy (1969) had recommended that the marketing concept should be broadened so as to cover any organisation and that it should be able to be applied to all areas of business and not just product-dominated organizations. The corporate marketing is a very wide term so it is not possible for a head of a department to handle it. It requires a senior board position such as Deputy chief executive. The person should be highly qualified with the knowledge in the fields like planning, organizational behavior and communications etc. The area is also too wide to be covered in a single degree course and the area will require inputs from non- management courses such as philosophy. Finally, the consultancies are still not familiar with new insights in corporate identity. They occupied in producing systems of visual identifications for organizations. (Balmer and Greyser, Epilogue, Revealing the corporation, pg348 to 350) (Balmer, Journal of Marketing Management, pp. 963-996(34)) 1.4 Historiography of corporate marketing According to Balmer and Greyser the corporate marketing have passed through several eras before reaching the present though the focus has always been the customers as correctly said by Frank Taussig, a former President of the American Economic Association stated back in 1912 that, We must accept the consumer as the final judge (The Economist, 2006). 1950-1970- Corporate Imaging There was more stress on the concept of corporate image in the period of 1950 to1970. Corporate image is the consumer perception of the corporate entity behind a brand. In a few cases, the corporate entity is known and the image has a positive influence on brand sales, such as Apple. In other cases, the corporate image acquires negative connotations such as BP did following the oil spill in Gulf of Mexico. According to Balmer (1998), there are three paradigms to corporate imaging. These are Psychological Paradigm- Use of symbolic relation eg logos (Bromley, 1993; Grunig, 1993). Graphic Design Paradigm- Use of visual graphics for companies philosophies, values etc to make it fashionable. (Balmer 1995). Marketing and Public Relation Paradigm- An understanding of the experiences, beliefs, feelings about and knowledge of an organisation, as held by an individual, group, or groups (Bernstein, 1984, cited in Balmer 1998) (Balmer, Journal of Marketing Management, pp. 963-996(34) 1970-1980: -Era of Corporate Identity and Corporate Personality Corporate Personality can be defined as the view and opinion of the personnel within the organisation. By this time it was imperative for the companies to understand that the most their own staff were an important part of the organisation. The companies understood that it was necessary to train their staff and make sure that they were in line with the companys philosophy, mission and values. The concept of corporate identity is still debatable. According to Balmer (1998), there are groups which consider the Latin meaning of the word identity i.e. same and connect it to logos, images and visual branding. Whereas there are other groups which use the word identity when referring to the distinct attributes of an organisation, i.e. what it is. Balmer 1995, cited in balmer 1998. There are few instances when the corporate identity, image and reputation are not in synchronization with each other this usually happens due to bad corporate communication. Therefore the companies need to have a good corporate image in the eyes of the stakeholders and a favorable corporate reputation. According to Balmer and Greyser (revealing the corporation Pg 42), Identity can be regarded as Triquadri Orbis. Visual identification Staff identification Distinct attributes of the organisation (who are we, what are we). Mid-1980s-mid-1990s This era was the dawn of corporate communication and corporate reputation. Corporate reputation A corporate reputation is a set of attributes ascribed to a firm inferred from a firms past actions. (Weigelt and Camerer (1988 pI), cited in Balmer 1998) Fombrun and Van Riel (1997) have identified six distinct academic literatures in relation to Corporate Reputation. This is shown in Figure 2. Discipline Categorization of Reputation Economics Reputation viewed as traits or signals. Perception held of the organisation by an organisations external stakeholders. Marketing Viewed from the customer or end-users perspective and concentrates on the manner in which reputations are formed. Organisational Behaviour Viewed as the sense-making experiences of employees or the perception of the organisation held by an organisations internal stakeholders. Accountancy Reputation seen as an intangible asset and one that can or should be given financial worth. Sociology Viewed as an aggregate assessment of a firms performance relative to expectation and norms in an institutional context Strategy Reputation viewed as assets and mobility barriers. Figure 2. Categorization of Corporate Reputation According to Various Literatures Source: Balmer 1998, cited in Fombrun and Van Riel (1997). Figure 3 Defining corporate reputation (Manto Gotsi, Alan M. Wilson, (2001) Corporate reputation: seeking a definition, Corporate Communications: An International Journal, Vol. 6 Iss: 1, pp.24 30) Thus corporate reputation is the perception that is build up over the period of time considering the past action of the company. Since Fombrun research, lot of studies has been done on corporate reputation which is been greatly helpful in expanding the knowledge on this concept. Corporate communication In the mid 1990s companies realized that the corporate communication strategies are not only useful from customers point of view, but it is also very important from shareholders perspective. According to Balmer (2009), the Dutch scholar Van Riel (1995) argues that there are three stands of communication; management communication (employee focus), marketing communication (customer focus) and organizational communication (stakeholder focus). The work of Stephen Greyser, Harvard Business School Professor, has been the greatly acknowledged in the field of corporate communication. He even started a course in corporate communication in Harvard Business School. Mid 1990s till Present Corporate Branding and the dawn of corporate marketing Corporate Brand is the covenant or a promise between an organization and the stakeholders or the customers. It conveys what the company can deliver in terms of product, or customer experience. It can be aspirational, for example, apple promises innovation and quality to the customers. To get a better picture let us try to understand corporate brand covenant. It is a promise or a pledge made by business organisations to stakeholders. These promises, no matter how minute they may be, are binding upon business organisations and they are seen as the parameter upon which corporate brand performance is measured. The notion of promise can be stated in four stages: God/firm Level God has a personality so does a firm. A firm presents themselves like a god who knows everything within their business area. Message Level- Gods presents its covenant to man in the form of a message which is irreversible. The firm also conveys its personality or identity to the stakeholders through corporate communication which is in a way a promise to the stakeholder to remain in the business. The man/stakeholder level and reputation levels- The gods covenant is interpreted by man which then develops the reputation of God. Similarly the corporate personality conveyed by the firm is interpreted by the people concerned with the organisation which then develops positive or negative reputation. Source: Olutayo Otubanjo, Temi Abimbola, Olusanmi Amujo, (2010) Conceptualising the notion of corporate brand covenant, Journal of Product Brand Management, pp.410 422 Figure 4: comparison of biblical and marketing notion of covenant Source: Olutayo Otubanjo, Temi Abimbola, Olusanmi Amujo, (2010) Conceptualising the notion of corporate brand covenant, Journal of Product Brand Management, Vol. 19 Iss: 6, pp.410 422 According to Balmer (1998), several distinct concepts have evolved since 1950: perception of the company by external environment, visual identification and symbolic relationship between the company and the people, corporate personality and identity, how it is perceived by the stakeholders and corporate branding. Corporate branding is closely linked to marketing and the various aspects of the business therefore this theory could lead to the advent of corporate marketing. 1.5 Conclusion Till date the concept corporate identity and corporate marketing has been vague but it is very clear that though there has been emphasis on different concepts in different phases, the organization needs to understand that the key to good image and reputation is through corporate identity. It is possible that corporate identity will evolve into a broader term called corporate marketing which will encompass the various management concepts used till date. Corporate marketing will be an organization wide philosophy which would keep in mind that the stakeholders are as important as the customers. It is like a super term wherein the key management concepts like corporate -identity, branding, communication and reputation are combined together to form a single organizational philosophy. Corporate Marketing I future will be applied to the areas where there is a relationship between the organization and the various stakeholders PART (B) 2.1 Introduction In the second part of the essay I will be critically analysing Balmers Marketing Mix and Balmers 6C making reference to his work. It is very clear that marketing is undergoing through paradigms shifts which are evident from ascendancy of the management concepts. The focus on various stakeholders is as important as the customers, therefore Balmer extended the original 4 Ps to 11Ps. The new marketing mix shifts the focus from the product to organisation as a single entity. Balmer then later simplified the 11Ps to 6Cs which can be used by seniors executives to follow the mission of the organisation. 2.2 Balmers Marketing Mix (1998) The original Marketing Mix was given by Borden which was simplified by Mcarthy to 4Ps, which is easier to remember and recall. In 1998, Balmer extended the marketing mix to 10 elements to articulate the new Marketing Mix. He later added an eleventh P so as to take account of corporate brand. Product What the organisation sells or does Perception The reputation held of the organisation Philosophy and Ethos What the organisation stands for, the way it undertakes its work and activities. Price The valuation its brands (corporate, services and product). What it charges for its products and services. 11 Ps of marketing mix People In addition to customers: the organisations internal and external constituencies and communities Place Selling and distribution of products and services.(Franchising, outsourcing, licensing). Promise The expectations associated with the corporate brand and the promise underpinning the corporate brand Performance Quality of products and services. Standards vis a vis issues of governance, ethics and social responsibility Promotion Co-ordinated corporate communications (Corporate advertising, corporate PR, visual identification etc.) Positioning The organisations position relative to its competitors Personality The critical role of personnel vis a vis corporate marketing activities. Figure 1: The 11 Ps of Corporate Marketing Mix Explanation (Balmer 1998) Source:- Balmer and Greyser, Epilogue, revealing the corporation, pg 348-355 2.3 Merits and Demerits of Corporate Marketing Mix The focus of 4Ps been in terms of products and services rather than corporation. Balmers 11Ps can be orchestrated to underpin the new gestalt of organisations. The 11Ps are not only profit orientated but also focuses on the survival of the business. One of the major component of corporate marketing is coordinated organisational activities therefore the corporate marketing mix helps to understand the present needs and wants of the stakeholders The corporate marketing mix also tries to balance the current shareholders demands and the societal needs with those of the future. Since the Marketing mix are extended to 11Ps, the communications mix will need to be extended in order to encompass the many stakeholder groups which are of importance to organisations, as well as taking into account the numerous channels of communication. Corporate Marketing Mix given by Balmer has the similar problem as Bordons marketing Mix; it had the difficulty of remembering and recalling. Therefore Balmer simplified the mix to Balmers 6C. (Comprehending Corporate Marketing and the Corporate Marketing Mix J.M.T. Balmer Working Paper No 06/08 March 2006 and Revealing the corporation), (Balmer and Greyser, revealing the corporation, pg 349-355). 2.4 The Six Dimensions of the revised Corporate Marketing Mix The 6Cs CHARACTER Corporate Identity: What we are It is the factors that differentiate or one entity from another. The distinct feature can be tangible and intangible such as corporate ownership and structure, corporate philosophy and corporate history CULTURE Corporate Culture: what we feel we are It is the views of the staff about the organisation.. These beliefs are derived from the values, beliefs, and assumptions about the organisation and its historical roots and heritage. CONSTITUENCIES Corporate Governance: Whom we seek to serve The philosophy of corporate-marketing depends on the needs and wants of the stakeholders such as employees, investors, local community etc) because without their support it will be difficult for the organisation to exist. CONCEPTUALISATION Corporate Image and Corporate Reputation: How are we seen? It is the perceptions of the corporate brand held by customers and other key stakeholder groups. COMMUNICATION Corporate Communications: What we say we are Corporate communications is the controlled message from the organisation to the customers and the stakeholders. COVENANT Corporate Brand: What is promised and expected A corporate brand is like a contract, which can be compared to a covenant holder groups often have a religious-like loyalty to the corporate brand. Failure to acknowledge the contract could lead to bad reputation and identity. 2.5 Merits and Demerits of Balmers 6C. Balmers 6c is the revised version of rather than a mix collected together for a department. The importance components of the six dimensions Balmers 11Ps so it easier to remember and recollect. It is a organisation wide philosophy are cleared by the questions underpinned with each element. It provides the senior executives key elements that inform corporate marketing paradigms. However the dimensions are aligned symmetrically, therefore the relationship of each element should be taken in a broader aspect. The senior executive should not follow the same structure of the elements as it is not attainable. They should view the dimensions in a broader perspective and a dynamic alignment because identities are always in the making. A rigid alignment of the elements could be hazardous. (Corporate marketing: apocalypse, advent and epiphany, J. Balmer, pg 544-572) (Comprehending Corporate Marketing and the Corporate Marketing Mix J. Balmer Working Paper No 06/08 March 2006) 2.6 Comparison of Balmers Marketing Mix and Balmers 6C 6C is basically the shortened version of marketing mix. Balmer revised is so that it will be easier to remember and recall. Philosophy (what company stands), Product (what company does), Price (what it charges for the products), Place (distribution), Performance (quality) and Personality (organisations position relative to its competitors) from Balmers marketing mix is combined together to form Character which is one of the Cs. Personality (what the staffs perception about the company) similar to culture Promotion (advertising, pr etc at corporate level) similar to communication People (internal and external communities) similar to constituencies Perceprtion(perception of the stakeholders) similar to conceptualisation Promise (expectation associated with the brand) similar to covenant. 2.7 Conclusion

H. G. Wells: His Life and Philosophies Essay -- Authors

H. G. Wells had rather extreme views in every respect. He was a prominent Fabian for some time and upheld many socialistic ideas that many still have a problem with. His views on human nature were pessimistic, the future was an eventual disappointment, but his writing is the kind that can capture the attention of many people from all ages and walks of life and draw attention to his ideas—which he did to great effect. What makes these books so fascinating? To answer questions such as these, it is imperative to know about the life of the man behind the books. Herbert George Wells was born on September 21, 1866 into a lower middle class family. He worked hard as both a student and assistant to multiple jobs before moving to London with a scholarship to the Royal Academy of Science. It was here that he was introduced to â€Å"Darwin’s Bulldog†, the eminent biologist T. H. Huxley, a man whose opinions helped shape Wells’ own for the rest of his life. Instead of becoming a biologist as recommended by Huxley, he became instead a teacher, and overworked himself until he fell into very bad health. On the doctor’s orders, he went to the south coast of England to rest until he ran out of money and returned to London. It was around this time that he met Frank Harris, editor of the â€Å"Saturday Review† newspaper, and began his careers as both a novelist and a journalist. Throughout the rest of his life he wrote steadily, averaging a little more than a book per year. In following his writing, one can see four distinct styles emerging throughout it all. At the beginning he went through a science-fiction phase containing books such as The Time Machine, The War of the Worlds, and the Invisible Man. The second phase contained his â€Å"humorous Dickensian novel... ... has accomplished. This was H. G. Wells. Works Cited Belloc, Hilaire. "A Companion to Mr. Wells's "Outline of History"." Twentieth Century Literary Criticism: Volume 6. Detroit, Michigan: Book Tower, 1982. 522. Print. Haynes, Roslynn D. "Wells Scientific Background: Scientist or Visionary?" Twentieth Century Literary Criticism: Volume 6. Detroit, Michigan: Book Tower, 1982. 522. Print. "H. G. Wells." Wikipedia, the Free Encyclopedia. Nd. Web. 17 Febuary, 2012. Verne, Jules. "Jules Verne at Home." Twentieth Century Literary Criticism: Volume 6. Detroit, Michigan: Book Tower, 1982. 522. Print. Wells, H. G. The Time Machine. New York: Scholastic Inc., 1978. Print. —. The War of the Worlds. Aerie Books Ltd., 1993. Print. "Wells, Herbert George." Twentieth Century Authors; A Biographical Dictionary of Modern Literature: First Edition. Np. 1942. Print.