The Impact Of Marketing On The Marketing Sector Upon...

In my current degree I have found the Marketing module most interesting, it explores the role of marketing in current economic trend and how it could be a crucial factor in regard of consumer spending. Developing plans and strategies for marketing has been more challenging than ever, I find the social media marketing particularly interesting as people spend many hours on social media platform; the mechanics involved can provide a in depth explanation as to the consumer culture and spending trend. In a free economy resources are allocated by the interaction of demand and supply, marketing activities provide the framework and mechanisms for this interaction activity; it also serves an essential function in an economic system. (Frederick,†¦show more content†¦Hence if I were to investigate this topic further I would focus my research in this aspect and my principal research question will be â€Å"How social media and digital marketing reformed the culture of traditional market ing?† There are limited paper who has investigate to the same or similar purpose, for instance the work of Vinerean in 2013 has explored the effects of social media marketing instead of how the norm of social media marketing reforms the culture of the marketing industry. (Vinerean, 2013) As to a more similar research paper, Bashar in 2012 has provided a more identical approach, but again, it focuses on the aspect of using marketing as the tool and medium for stimulating sales, and whether social media is an effective way to promote a product and services, which differs from the research question I mentioned above. (Bashar, 2012) Moreover, many researches and investigations in this field are done decades ago, for example the work by Frederick in 1992, Harrison-Walker in 2002 and Henderson in 1984; which may suggest the data used may already be out of trend and not valid to apply on todays’ market structure. Also social media was not as popular back then; therefore these papers have very limited exploration between marketing and social media platforms such as Facebook, Twitter and Instagram. (Moore, 2007) A key to a valid and reliable research includes various sources and forms of data. As to research more in depth

The Impact Of Slavery On Africa Socially, Economically,...

2. Slavery impacted Africa socially, economically, and politically for over 300 years. Slavery had a major social impact on Africa, due to the fact that the vast numbers involved in the trans-Atlantic slave trade led to a color association. Africa already had an existing slave trade system in place. Women were incredibly degraded and devalued for the reason that numerous of were captured and sold into slavery. Polygamy became the norm because many African societies lacked African males because they were being exported. Labor had become a commodity, physical hard work became a product that can be sold and bought. Communalistic values collapsed for the purpose of no pan-African unity and African’s leaders also lacked knowledge about the slave trade. In western societies Africa was viewed as unprogressive and needed a stronger sense of democracy. Slavery began the rise of modern racism because mindset of western Europeans about the color black. Africans were kidnapped from their native cultures and isolated to become easily controlled. The slave trade also impacted Africa economically. Agriculture was extremely affected, for the reason that there were fewer workers, and villages and land were abandoned. Tsetse flies also impacted African societies because it carries a harmful and lethal disease called trypanosomiasis, it has been catastrophic on African development. Traditional crafts was influenced negatively because African societies were being depopulated for profits, due toShow MoreRelatedTrans Altlantic Slave Trade2171 Words   |  9 PagesAfrican slaves over a period of three and a half centuries across the Atlantic Ocean to America and Europe. An estimated twelve million men, women, and children were taken from their African homelands to be used as slaves. 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Unitarist Rather Than A Pluralist Attitude †MyAssignmenthelp.com

Question: Businesses in Singapore are often portrayed as adopting a unitarist rather than a pluralist attitude to employment relations. Is this justified or are times changing? Illustrate your arguments with contemporary examples? Answer: Introduction Unitarist approach is identified the every organization as an integrated where all employees are working for common purpose. Common purpose is made with the cooperation of the all staff members where management as well as other members of the staff have the same goal to attain the target which emphasizes the mutual cooperation. Moreover, unitarist is considered as the paternalistic approach where it focuses on the loyalty of the employees. Subsequently, trade unions are considered as irrelevant since the loyalty between employees and organizations are deemed equally restricted. It has been analyzed that within the corporate environment, there are invisible connections between workforces, objectives of the organization and the employee relations. Unitarist rather than a pluralist attitude to employment relations in Singapores Business According to Singapore Workforce, (2015), millions and billions are being spent by many organizations to improve and foster the infrastructure of the organization. There are number of theories and frameworks which are applied by many organizations as per their requirement. These theories are unitarist, pluralist and radicalism. Similarly, the essay will elaborate that why businesses in Singapore are depicted unitarist in comparison of pluralist attitude to employment relations (Thunnissen, Boselie Fruytier, 2013). As per the HRM theory, the attitude of pluralist in the setting of the organization shows the situation where various kinds of individuals symbolize different groups with different interest. It would not be possible that the entire group have the same interest and power to attain the target. Pluralist theory indicates the allocation of the power in several hands. portray On the contrary, the unitarist theory indicates that the organization has the common goal for which it delegates the responsibility to the team and the group to attain it which shows that each and every member are on the same pitch (Leat, 2009). There is a different point of view regarding unitary approach. In the point of view of employee, the unitary approach means that the practices of working should be flexible. The employees of the organization get support from the high authority if they feel that they are facing some issues within the organization (Leat, 2009). In the point of view of employer, the unitary approach means that the policies of the organization should be maintained in proper manner so that the employees get inspired and motivated. Under this approach, line managers of the organization take their responsibilities to manage the team in an adequate manner. On the other hand pluralist approach recognizes that conflicts is intrinsic in the organization and can be accommodated by numerous arrangements of institutional. The implication of pluralist approach is that union recognition must be motivated. There are so many organizations in Singapore that have adopted the unitarist approach because the major strength of the approach is that it unambiguously wants to incorporate with the interest of employee as well as employer, so that the commitment and loyalty of the employee can be amplified. Every coin has two aspects which show the strength and the weakness. The strength of unitarist approach is emphasized the role of the managers in achieving the win-win situations not only for organization but also for the employees. Managers are required to go beyond their managerial styles for maintaining the employment relations. It has been evaluated that the influencing leaders are able to control the demand for trade unions. In the circumstance of unitarist approach, the employee and the employer accomplish the task within their own interest for attaining the common goal. Management of the organization is considered as the only authority which takes independent decisions of their business without being hampered by workers, unions and government. The economy of Singapore is fabricated of industrial relation system and production system. Both systems are dependent of one another as the role of industrial relation system is important in the contribution of the production system (Le ggett, 2005). It has been evaluated that the industrialization has been interlinked with the industrial conflict. Business Jargons, (n.d.), mentioned that the kind of strikes of specific country is connected with the industrial relations system of the country. Singapore is the country where the involvement of the government is important to develop the economy of the Singapore. The government has put lots of efforts to attract more and more foreign talent Singapore would not be able to punch above its weight if it remains dependent on home population. It has been recognized that there are major four phases where institutionalisation is concerned about the conflict. The first phase against behaviour towards negotiation of trade unions and focus is on individuals. It can be unplanned. Business restructuring comes under second phase in which the businesses reconstruct themselves to being opposed of trade unions. Third phase is related to the effective mediating stage whereas the viewpoints of trade un ions are overruled diplomatically in the phase of fourth. At the stage of last phase, tactics are developed by unions to advance into institutions. They also involved in the conflict resolutions and labour contract.It has been evaluated that the conflict can be determined by dividing the political power. The trade union of Singapore has a unique relationship with the government. Unitarist approach helps business to move ahead by taking one common goal while pluralist approach have concerned about the people and it thinks that everyone has different responsibilities and skills (Aron, 2011). Different expectations of the employee may lead the business in to conflict zone. The unitary industrial relations practioner might make the effective idea for pluralist idea but it is vital to maintain the segments of unitary and behave in proper manner. There are some economic factors which show that the changing models of conflicts are because of variable range of wages of different workers. As per Wood Horwitz, (2015), there are major four factors labour concentration, size of the organization, income and the dominance of women which considered the differences in conflicts. There is numerous way of handling the successful employment relations that has adopted the unitarist approach. Initially the management can focus on giving the financial incentives so that the interest of employee can be integrated. Various kind of profit sharing can be stressed by management that are made ensure that chance should be given to the every employee of the organization to have a financial stake in the business (Williams Adam-Smith, 2010). Behind the adoption of unitarist approach is that it assist employee to get participated in the decision of the business and it include the various approaches of empowering and participatory for managing the workplace so that the employees of the organization feel that they have huge latitude to control their work processes and consequences. The worker contribution can be amplified due to worker empowerment and participation (Greenwood Van Buren, 2017). The management of the organization under unitarist approach concentrates on the proper use of high performance or progressing in domains of training, selection, rewards, job designs and communications so that organization can increase the productivity of the employee and develop the upper levels of employee commitment and satisfaction. Trade unions are considered as the employees of legitimate representatives. Collective bargaining is the major reason of conflict. There is a huge responsibility for conflict in comparison of harmony. Singapores business has adopted the unitarist approach because the aim of their business is to work together with employees. The ratio of conflicts is lesser due to mutual understanding about the common goal of the organization between employees. The contribution of employer in the working style of employees is less (Bingham, 2016). Conclusion In the limelight of above discussion, it can be concluded that the management can deal with different kind of theories or frame when dealing with employee relations. The essay has focused on major two perspectives such as unitarist and pluralist. Unitarist theory has depicted by Singapores business and it assumes that there is one source that is leadership and the conflict of the organization can be avoided by aligning individual and organizational interest. Trade unions are being neglected by unitarist approach. On the other hand pluralist approach believes that conflicts within the organization can be managed. The businesses of Singapore are preferred for unitarist approach instead of pluralist approach because time is changing. Organization has become more advanced and it makes ready its employee to attain the common goal and for this it has initiated to provide the training to the employee so that they can attain the common goal. References Aron, (2011). Difference Between Unitarism and Pluralism. Retrieved on 12th March, 2018, from: https://www.differencebetween.com/difference-between-unitarism-and-vs-pluralism/. Bingham, C. (2016).Employment Relations: Fairness and Trust in the Workplace. Sage. Business Jargons, (n.d.). Approaches to Industrial Relations. Retrieved on 12th March, 2018, from: https://businessjargons.com/approaches-to-industrial-relations.html. Greenwood, M., Van Buren, H. J. (2017). Ideology in HRM scholarship: Interrogating the ideological performativity of New Unitarism.Journal of Business Ethics,142(4), 663-678. Leat, M. (2009).Exploring employee relations. London, UK, Routledge. Leggett, C. (2005). The fourth transformation of Singapores industrial relations.Reworking, 347. Singapore Workforce, (2015). Statistics and Publications. Retrieved on 12th March, 2018, from: https://www.mom.gov.sg/newsroom/press-releases/2015/1130-singapore-workforce-2015. Thunnissen, M., Boselie, P., Fruytier, B. (2013). Talent management and the relevance of context: Towards a pluralistic approach.Human Resource Management Review,23(4), 326-336. Williams, S., Adam-Smith, D. (2010).Contemporary employment relations: A critical introduction. Oxford University Press. Wood, G., Horwitz, F. (2015). Theories and institutional approaches to HRM and employment relations in selected emerging markets.Handbook of human resource management in emerging markets, 19-41.

Career Preparation free essay sample

This is where we make our first attempt to connect with the students. 2. Coordinate with the student and any local support to help them stay in the program and also finish strong. For example, they may be getting evicted from their housing; this is an opportunity for us to assist with other housing, especially since career transitioning isn’t as strong to happen w/o a stable home life. 3. This is where we introduce Work based learning. Their absences are excused by their instructor in the event their resume is strong enough to support working a few days in the field. It’s not a good idea to attach them too early in employment because they will find a way to quit their training if they have a new found job. (This is only if they haven’t had a job previously. ) 4. This is where we introduce employability, personal responsibility, and information technology. We will write a custom essay sample on Career Preparation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 5. They are given as many career development skills up front in what an employer expects from them so they can transition into a career upon graduation. 6. There is a variety of assessment offered during this time, i. e. interest, values and of course personality. They measure students’ personal characteristics. There is no right or wrong answer – which is why students love to take them because they can be themselves, hopefully. They help the student make the most of informed choices regarding their personal career paths. 7. Interest Inventory – this helps to identify the students’ personal interest, especially those interests related to the world of work. Students identify occupations they may want to pursue from their training. 8. Work Values – What is valued in a job? Is it what you achieve? Is it power? Or is it affiliation? Students get excited when they can identify job/careers/employers they find satisfaction based on the similarities between their values and the characteristics required to be successful. 9. Personality – measures a students’ style in how they will deal with tasks, data, and other people. Personalities can be well suited for jobs and some personalities cannot. For example, if I am outgoing; I will work well with other people. If not, one would prefer to pursue jobs working alone. 10. Holland’s six personality types: Realistic, investigative, Artistic, Social, Enterprising, and Conventional. Environments such as: School and Work are a combination of all six personality types. Students who pursue a job in line with their personality type tend to be very successful. 11. Realistic personality – Likes to work with tools and machines. 12. Investigative – Likes to work in fields that include science and math. 13. Artistic – Likes to work in a creative and free thinking. 14. Social – Likes to work in a teaching, informing, helping others environment. 15. Enterprising – Likes to lead and influence others. Does well in management roles and/or sales. 16. Conventional – Prefers jobs that allow them to be responsible, dependable, and detailed. Prefers occupations that have to do with record keeping, computation, typing, or computers. Career Development usually happens throughout their training: Career Concepts 1. Dealing with change 2. Understanding Workplace environment or an environment that is best for them based on their personality; 3. Meeting new people: what’s appropriate to talk about on the job as a new employee and what’s not? 4. How to prepare for the workforce, how to conduct an effective job search, how to successfully market their skills and talents, and how to identify a plan to meet their basic needs. 5. Career Planning is an event that starts in the enrollment process and continues throughout their training. 6. In the admissions stage a prospective student will discuss their long-term goals and identify the individual skills needed to secure their goals going forward. 7. Depending on the length of each training, the student (s) will discuss with the Career Services team a plan to improve (if needed) their individual personal financial management skills. 8. At about 70% complete with their training the student will again meet with the Career Services to reinforce learning skills such as Labor Market Information, Completing Applications Appropriately, Writing Effective Cover Letters and Resumes, and furthering developing interview skills (mock interviews – while being taped on a camcorder) this is so the student can really see their own need for improvement. 9. Another function (I would like to be a part of) is working with those students who are at risk of leaving or quitting their training. This is an opportunity for us to explain to them how hard it is in the workforce with no additional training. 10. 60-90 days prior to a student’s training is to end they will again meet with the Career Services team to emphasize the following workforce attachment skills: Job success, job retention, workers’ rights and responsibilities. This stage is when a student is expected to use the career transition skills provided to them to secure a job in their field, prior to graduation.