OVERSEAS MARKET ENTRY ACTIONS Assignment Example | Topics and Well Written Essays - 2500 words

OVERSEAS MARKET ENTRY ACTIONS - Assignment Example Elfin Sports Cars Pty Ltd was founded in the year 1957 and is regarded as one of the foremost market players operating in the automotive industry throughout the globe. The company has been involved in making certain extremely competitive open-wheeler and sports cars that range from Formula Vees to the MR9 Formula 5000 and the 1959 Streamliner (Elfin Sports Cars, 2008). It is quite essential for Elfin to adopt and execute appropriate international business strategies in order to make a dominant entry into the business market of Brazil. It has been earlier discussed that Brazil can be a potential business market for the company i.e. Elfin due to its exceptional possession of natural resources, stabilised political system, greater level of Gross National Product (GNP) and raising income level of the people residing within various regions of the nation (Campante, 2009). With this concern, the report intends to discuss the appropriate international business strategies that Elfin might adopt and apply to the target overseas market i.e. Brazil. Moreover, a detailed discussion regarding the marketing actions in terms of marketing mix strategy focusing on certain specific elements of marketing mix would also be discussed in this report. Most importantly, suitable organisational structure and control system emphasising the association prevailing between home and host organisation, relationship between headquarter (HQ) and subsidiary and centralisation versus decentralisation would be proposed in the report. Elfin may adopt appropriate and effective international business strategies as an action towards making a flourishing entry in the intended overseas market i.e. Brazil. It is worth mentioning that the favourable conditions prevailing within Brazil in terms of political and financial aspect among others would ultimately support the sports manufacturing company to make successful entry in diverse regions of the nation. However, still the company requires following

Jewish Culture Essay Example for Free

Jewish Culture Essay The first Jewish custom, Brit Milah also known as circumcision, takes places at the birth of a boy baby. It is carried out on the eighth day after the baby has been born; it is performed by a Mohel, where the baby’s foreskin of the penis is removed. The second Jewish custom is called The Naming Ceremony, which takes place on the first Sabbath that immediately follows the birth of a baby girl. This event takes place inside of a synagogue. On this day either parents or just the father is called for a blessing and a reading to the torah. The third Jewish custom is the Bat/ Bar Mitzvah, this ceremony marks and commemorates the entry of a young Jew into the Jewish adult community. This ceremony has been in practice for the last 450 years. The person concerned in the Mitzvah is required to read the Haftorah which is the portion of the Torah for the week and then give a scholarly comment or speech. Bat Mitzvah is the name of the ceremony for girls, and Bar Mitzvah is the name of the ceremony for boys. Ideal gift would include; Mezuzah cases, Charity boxes, and or Kiddush cups. The fourth Jewish custom is called a Simcha, which is also known as Marriage, and it is performed under a canopy. The fifth Jewish customs is called The Mikovaot this ceremony is a cleansing bath that is a ritual and is one of the longest standing practices in Jewish customs. This ceremony is performed to endow marriages. Orthodox Jewish women are required to dip themselves in this bathe very month after their menstruation before they resume relations of marriage with their husbands. Language: there are various Jewish languages and dialects that developed in the Jewish communities around the world. Hebrew was the daily speech of the Jewish people for centuries, but by the fifth century the closely related Aramaic joined Hebrew as the spoken language in Judea. By the third century Jews of diaspora were speaking Greek and soon afterwards Hebrew was no longer used as a mother tongue. For centuries Jews worldwide spoke the local or dominant languages of the region migrated to, where they would develop distinctive dialectal forms or branching off as independent languages. Among the most widely spoken Jewish languages to develop in the diaspora are; Yiddish and Ladino. Yiddish is the Judeo- German language developed by Ashkenazi Jews who migrated to central Europe. Ladino is also called Judezmo and Muestra Spanyol is the Judeo- Spanish language developed by Sephardic Jews who lived in the Iberian Peninsula. Religion: the Jewish religion is the monotheistic based on the belief in a single all powerful God. The Jewish doctrine is based on the Ten Commandments as spelt out in the Old Testament. The Hebrew bible had provided the foundations for Christianity. Jesus, Mary and the Apostles were all Jews and the origin of many Christian festivals, psalms and beliefs lay in Judaism. The Jews refused to convert to the new faith of Christianity which is called the New Testament, so they stubbornly maintained their separate religious beliefs and their distinct customs and laws. The Jews also have a Shabbat which takes place on the seventh day of the Jewish week and is the Jewish day for rest. Jew recall the biblical creation account in Genesis in which God creates the Heaven and Earth in six days and rests on the seventh day. Immigration trends: the Jews of Eastern Europe began to emigrate in large numbers from their homelands, beginning in the 1880’s. Between 1881 and 1914 about 2,370,000 Jews fled from poverty and oppression, especially from Trarist Russia notorious for its violent anti- Jewish mobs and pogroms. A great number of these Jews reached the United States and a small minority would establish the first modern Jewish settlements in Palestine. By 1924 the United States had placed strict limits on immigration and the number of Jews admitted was drastically decreased. Other countries soon followed suit and Jews desiring to emigrate or flee from the Nazis found themselves faced with sealed boarders throughout most of the world in the 1930’s. Foods: the Jews have a set of laws about the food they can and cannot eat, these laws are called Kashrut, and a food that is not in accordance with the Jewish law is called Treif. In the Kashrut law, there are prohibitions to consume species (such as pork and most insects), the mixtures of meat and milk, and the commandment to slaughter mammals and birds according to a process known as Shechita. Most of the basic laws of Kashrut are from the Torah’s books of Leviticus and Deuteronomy. The Torah does not state the reason for most of the Kashurt laws, but for every law that the Kashurt has each one is biblically written in the bible. Some of the Jewish favourite foods include the following; Babka which is a chocolate – filled challah (egg) bread. Bagel is another favourite Jewish food that is boiled and baked yeast bread. Bialy which similar to bagel, filled with onions and other ingredients there is also Brisket it is a raised meat from the chest area of a cow. Challah is another favourite food it is braided egg bread, Charoset is an apple and nut dish generally served at Passover. Cholent/ Chamin are a slow- cooked stew meat, potatoes, beans and barley. Another favourite dish is Chopped liver, Chrain and pickled horseradish. Farfel is small pellet- shaped egg pasta, used in dishes like kugel. Goulash is a meat stew matzaball soup, and last but not least the Jews love to drink Chicken soup on Friday and Saturday nights. Community events: the Jews have their Synagogues where they have their Jewish celebrations. The Jewish community also celebrates Passover, when the Jews celebrate Passover they are not allowed to use any electricity, and they light candles. The Hanukah is the festival of lights; they also celebrate the Rosh Hashanah which is the Jewish New Year.

The Expectancy Theory Of Motivation And Company X Management Essay

The Expectancy Theory Of Motivation And Company X Management Essay Company X produces a line of audio products for the industry professional and prides themselves on the efforts to provide the highest quality available. Furthermore, the company touted high production standards while attaining their goals. Implementation of a newly-designed production process to enable employees to achieve their production goals occurred and their efforts have not been successful. Observations have included a lack of effort to master the process, deficiency in reaching those goals by those who have mastered it, and a lack of concern regarding goal achievement from individuals who are regularly top producers. Through interviews and informal conversations that were conducted, employee concerns were expressed and the result has been a breakdown in the relationships and components in the expectancy theory of motivation. The attitude of Company Xs production staff and the lack of motivation to complete goals is a direct result of a breakdown in the relationships within th e expectancy theory of motivation. Building the Expectancy Theory of Motivation Definition Victor Vrooms expectancy theory of motivation relates that employees within an organization will be motivated when they hold certain beliefs to be true. The strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and the attractiveness of the outcome to the individual (Robbins Judge, 2007). The theory is comprised of three relationships, or variables, that behave much like a chain. When all three are successfully satisfied, then motivation is fully achieved. When one of the relationships is broken or out of sync, then it is not. The result is a combined lack of efficiency, minimum effort, and no goal attainment. Component 1: Expectancy Expectancy is built upon the belief that effort exerted will beget recognition of favorable performance. Several factors can interfere with this piece of the motivation equation. These variables include the belief that a worker has the skills and ability to perform their tasks successfully, how difficult the goals are to achieve and where they fall in relation to the workers expectations, and whether there is any control over their performance. For example, if a departments members share the belief that no matter how hard they work, the likelihood of getting a good performance appraisal is low, then motivation will be low due to a low level of expectancy (Robbins Judge, 2007). Component 2: Instrumentality Instrumentality is defined as the belief that if a person meets or exceeds expectations, then they receive a greater reward than those who do not. Instrumentality will be low if the rewards follow all levels of performance with no distinction between what is acceptable and unacceptable. It is influenced greatly by the trust employees have in their leaders and the likelihood that the promises of reward for good performance is believable. Another factor that determines the level of instrumentality present is demonstrated when the workers do not trust the leaders, yet have the ability to control the rewards system through another means. This control raises instrumentality. Policies also affect instrumentality; the formal documentation of pay and other rewards and benefits contributes to raising levels of instrumentality. Component 3: Valence The third component within the expectancy theory of motivation is valence. Valence is the level of value that an individual places on the rewards as a function of their needs, goals, and values. The employees preferences will determine the level of valence present for motivation. If the worker desires a certain reward but receives another, the level of valence will be lower. Higher levels of valence are present when the understanding of the individual employees goals are understood by their leader and are then considered along with the relationship between their efforts and performance. Good effort equates to good performance when a strong relationship is present (Robbins Judge, 2007). Correcting the Motivation Problem Company X is experiencing dysfunction within the expectancy theory of motivation and thusly, motivation is low. The workers are not motivated to expend the extra effort to meet the high standards and production goals as a result. Expectancy is low, as are the levels of instrumentality and valence. Correcting these problems is achieved by addressing concerns to raise the levels of these three variables. Raising Expectancy Levels Expectancy levels at Company X are suffering. The employees do not put any extra effort into mastering the new production process and those who have done so are not putting forth the effort to achieve goals as the company has directed. Some of the employees stated that they cant be successful because they do not believe they have the skills to do so. Suggestions to correct these problems would include providing extra training time to enable the employees to gain the hand dexterity they believe they are lacking. This would boost their confidence in the new process and give them the tools to achieve the new goals while fostering the belief that the goals are realistic to meet. Boosting their skills and ability to complete the tasks successfully leads to higher performance and also returns control of their perceived performance levels back to the employees. Raising Instrumentality Levels Instrumentality levels are faltering at Company X as well. In Supervisor Bs informal conversations with Supervisor As employees, it is noted that there is no difference in salary increases for workers who meet departmental goals and those who do not. Workers feel as if they are resigned to the rewards system currently in place and they dont see a difference in salary increases or bonuses based on merit. Recognition is therefore non-existent, and the reward for all employees regardless of performance sends the wrong message. Workers do not have to meet goals to receive rewards and they are not motivated to work to attain the higher standards. In fact, salary is only affected if performance is very slow. Because the employees do not feel the recognition for a job well done co-exists with more stringent guidelines for when a poor job is done, they do not put forth the extra effort. This relationship in the expectancy theory is broken. An improved system of handling performance appraisals needs to be implemented. Ideally, it would better recognize those individuals who are putting in extra efforts to ensure that goals are being met while providing feedback for low-performers on areas for improvement. Employee incentives like raises and bonuses would be contingent on meeting or exceeding certain criteria. In restructuring, use performance appraisals, or individual performance in tandem with departmental and production goals to better challenge and reward the workers. A low performance appraisal and poor or mediocre performance would not be rewarded at the same levels as those with high-scored performance appraisals and above average production. By creating a tiered bonus system, the bonuses would be larger and create a desire to attain that level of reward. Once this occurs and is formally documented within the company policies, instrumentality levels rise and are corrected because confidence and trust in their lead ers would be restored. Raising Valence Further discussions with Supervisor As employees uncovered a break in the third piece of the expectancy theory of motivation, valence. The rewards offered by the company do not meet the personal goals of the workers. The bonus offered to employees is too small after taxes and the workers perception is that it is not worth their effort; after taxes come out of their bonus, overtime pay surpasses the amount a bonus would provide. This information explains yet another key breakdown in the expectancy theory of motivation. The system is in need of restructuring so that the bonus meets the personal goals of the production workers. The Whats in it for me? question needs a suitable answer that does this. If an employee is interested in a promotion, bonus, raise, or otherwise, its important that their feedback is taken into consideration in offering a reward that has personal value for the workers. Boosting the valence level is satisfied and once the variables of value, needs, goals, and preferences are met, motivation will increase. Conclusion The problem is three-tiered but in working within the three relationships and by breaking down each piece, the leaders at Company X can boost motivation by raising the three levels of expectancy, instrumentality, and valence. By following a checklist of issues to address, arising from the theory itself, and by bestowing rewards in an appropriate fashion, the leader is enabled to adopt [an] influence strategy that enhances levels of personal motivation (Zerbe et al, 2001). Because an employees expectancy her or his judgment about the attractiveness and probability of a prospective reward strongly influences that persons willingness to take on a new task, the result will be more effort expended by the workers to meet goals they perceive as attainable (Newstrom, 2007).

Evolution vs. Creationism Essay -- essays research papers

People are always arguing over which theory is true, evolution or creationism. The theory of evolution has a lot to do with natural selection. Natural selection is when the individual with the best traits survives, and passes on their good traits to their offspring. Those offspring create more individuals with those strong traits, and eventually all of the species will have those strong traits. This means that if this cycle is carried on long enough, it will result in changes in a population, eventually resulting in a new species. Darwin thinks all life forms have descended from a common species in ancient times. Creationism believes that all creatures and life forms were created in their current state. Creationism believes that God created the earth and everything on it, the animals, the mountains, the oceans, the plants, and the people. It says that God created the creatures to â€Å"fulfill their place in existence†. In other words, God created creatures to only do the job needed. He didn’t create creatures for no reason; every creature has a meaning on the earth. Also, God changes animals according to what they need over time. So, if a creature needed to swim to survive better, God just changed that creature so it could swim. Creationism follows exactly what the bible says. I personally support the theory of evolution. â€Å"In the struggle for survival, the fittest win out at the expense of their rivals because they succeed in adapting themselves best to their environment† (Cha...

Limitations of Captive Breeding

Biology 320 Dr. Nissen 08 November 2012 Limitations of Captive Breeding While the use of captive breeding has grown enormously in the more recent years there has been a complete lack of attention paid to the limitations placed on that endangered species by the captive breeding programs. Limitations such as establishing self-sufficient captive populations, poor success in reintroductions, high costs, domestications, preemption of other recover techniques, disease outbreaks and maintaining administrative continuity have all been significant ( Snyder et al. 996). We will review the self-sufficient captive populations, reintroductions, and domestications, these are among the most important limitation factors for the review. Establishing self-sufficient captive populations obtaining consistent reproduction and survivorship under captive conditions has proven quite difficult with many species. There are a variety of reasons as to why there has been failure to breed well in captivity, and i dentifying these factors can be difficult and are still unknown even after many years of experimentation.Because of poor reproduction the self-sustaining captive populations may never be achieved for some of the endangered species (Snyder et al. 1996). In a recent review of 145 reintroduction programs of captive-bred animals, largely vertebrates, only 11% of the cases were successfully reintroduced into the wild populations (Beck et al. 1994). The causes of the reintroduction failure of the captive bred animals vary from a failure to correct the factors originally causing significant behavioral deficiencies in the released animals, to social behavior.The behavioral issues are typically seen in the animals that lack the opportunity to associate with wild individuals in a natural setting during the critical learning periods. Many of the problems affecting captive preservation and reintroduction of endangered species are results of genetic and phenotypic changes that occur in captivity as well (Snyder et al. 996) and this directly affects the domestication of the captive-bred animal. The implications of the progressive genetic and phenotypic changes are more serious than recognized for the species in long-term captive breeding. Because of progressive domestication the general expectation that one can â€Å"preserve† endangered species in captivity without significant change over a long period of time should be abandoned (Snyder et al. 1996).

Baoding balls Essay

Baoding balls are believed to have originated in Baoding, a small town in the Heibei province of China during the reign of the Ming dynasty( Luo, 1991). Baoding balls were originally known as Iron Balls, since the early Baoding balls were made of iron balls. At present, the Iron material that was originally used in making Baoding balls has been replaced with chrome-plated steel. Some modern day Baoding ball designs has been modified to be made of light materials forged into a hollow ball, containing a chime in the hollow space inside. This modification has caused the Baoding ball to be sometimes called rhyme balls. Baoding balls are generally used for exercise. It can also be used for meditation and can also be also be utilized for medical and therapy purposes. There are many possible forms of exercise that may employ the use of Baoding balls. A user may also design his own routine using his Baoding ball, depending on his preference. Baoding balls are good at relieving Arthritis, and may benefit individuals suffering from Carpal Tunnel syndrome (CTS) and other manual diseases. Baoding balls are also good at restoring or improving manual dexterity. At some extent, it can even be used in therapy against hand paralysis. Scientifically, the effects of Baoding balls are yet to be proven, but alternative medicine advocates ascertain that the Baoding balls can really help, health wise, by touching pressure points during their rotation in the palm. By touching pressure points, the Baoding balls can improve blood circulation and at the same time, helps muscles, nerves, and tissues relax. Baoding balls are usually used in pairs. For exercises, the Baoding balls are placed in the palm and are rotated clockwise or counterclockwise through hand motion. Advance exercises using the Baoding balls may employ additional balls, aside from the two Baoding balls employed in the basic exercises. Some Baoding ball users may use up to three Baoding balls at a time. Other users may also set rules to improve their exercises routine, such as not allowing the Baoding balls to touch each other during the exercises. Other variations to hand exercises using Baoding balls may also be made to suit the needs and preference of the users. Although the health effects of Baoding balls still lay as a mystery to the western medical sciences, the Chinese has spent centuries using the Baoding balls, and living up as witnesses to the health benefits that it can give. References Cited Luo, Steve. 1991. The Mysterious Iron Balls of Boading. Qi: The Journal of Traditional Eastern Health & Fitness. Retrieved on May 22, 2010 from http://www. qi-journal. com/culture