eBay Strategic Marketing

Introduction eBay is one of the most successful companies in the online retail industry. The company provides a platform that enables individuals and businesses to sell and purchase efficiently.Advertising We will write a custom case study sample on eBay Strategic Marketing specifically for you for only $16.05 $11/page Learn More The company owes its success to excellent marketing strategies that have enabled it to identify and to satisfy the needs of online buyers and sellers. This paper will provide a detailed analysis of eBay’s case study. It will begin with a SWOT analysis of the company. This will be followed by analysis of the company’s success and fee structure. Based on these analyses, recommendations will be made to enable the company to expand its operations. SWOT Analysis Strengths First, eBay has different pricing options that suit the needs of each buyer and seller. The buyers can choose between negotiating and paying the price s offered by the sellers. The pricing system improves customer satisfaction by enabling buyers to get the best deal, whereas sellers benefit from high profit margins. Second, eBay has a huge customer base. This will enable it to increase its profits in future. Third, the company has put in place measures to ensure trust between buyers and sellers. The resulting improvement in customers’ confidence enables the company to attract and retain new clients. Finally, the company has invested in related businesses such as PayPal and Skype. These businesses generate more revenue for the company and enable customers to use its services easily. Weaknesses First, the company depends on transaction fees as its main source of revenue. This exposes it to the risk of making losses if competition results into a reduction in transaction fees.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Second , eBay has no control over the products on its site. Thus, it cannot use its marketing initiatives to increase sales on its website in order to improve its revenue. Opportunities Rapid economic growth in emerging markets such as China is an opportunity to the company to expand its operations. In addition, technological advancements such as video conferencing, social media, and increased use of smartphones provide growth opportunities to eBay. The company can use these technologies to reach more customers, thereby increasing its market share. Threats eBay faces the following threats in the industry. To begin with, the company is facing increased competition from large and well funded companies such as Google. eBay is likely to lose its customers to its competitors if it cannot improve its competitiveness. In addition, high competition is likely to reduce revenues, which in turn will reduce the company’s profits. Declining economic growth is another major threat that the compan y is facing. A recession in major markets such as the US and Europe will have a negative impact on the company’s earnings. eBay’s Success The factors that explain the success of eBay include the following. First, the company has an effective marketing strategy. eBay collaborates with customers who advise it on the markets to serve and how to improve its services. The collaborative approach to strategy formulation enables eBay to provide services that satisfy customers’ needs. The resulting improvement in customer satisfaction and loyalty enables the company to defend its market share.Advertising We will write a custom case study sample on eBay Strategic Marketing specifically for you for only $16.05 $11/page Learn More Second, eBay has focused on improving its efficiency in order to reduce transaction costs. For instance, the acquisition of Skype enables buyers and sellers to communicate free of charge. Moreover, PayPal provides ins tant and cheap payment solutions that can be used by buyers and sellers in nearly all parts of the world. The reduction in transaction costs is an incentive to buyers and sellers to continue using eBay’s services. Third, eBay has succeeded due to its expansion strategy. The company has focused on acquiring established and trusted online retailers such as Shopping.com and StubHub. Since consumer trust is one of the main determinants of success in the online retail industry, joining a new market through acquisition is often easier than launching a new company that is not known. Acquisitions enable eBay to penetrate the market easily by getting instant access to a large customer base. Furthermore, it helps the company to avoid high competition in overseas markets. Finally, eBay has succeeded because of its focus on investing in technologies that enhance access to its services. For instance, the company has adopted mobile phone applications that enable buyers and sellers to acces s its services through smartphones such as iPhone. Improved interactions among buyers and sellers through smartphones increase the trade volume on eBay’s website.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More eBay’s Fee Structure eBay’s fee structure is not optimal because the insertion fee is higher than the final value fee. This structure discourages the use of the company’s services because sellers pay more to list rather than to sell their products. The high insertion fee is a disincentive to sellers with low sales volume because they might not be able to recover the cost of using eBay’s services. Moreover, the fee structure is expensive to customers who sell products whose values are low. For instance, a product worth $30 will cost $2.8 to sell, whereas selling a product worth $60 will cost $3.42. This means that a customer who is selling the item worth $30 will pay 9.33% of the value of his or her product. On the other hand, the customer who is selling the product worth $60 will pay only 5.7% of the value of his product. Thus, the fee structure is likely to create the impression that eBay’s services are expensive, which in turn will reduce sales. The fee structure should be improved through the following strategies. First, the listing fee should be reduced to encourage more people to sell their products through the company’s website. The company should compensate for the reduction by increasing the final value fee. This will facilitate revenue maximization since the auction price is often higher than the listing price. Second, the fees for selling various products should be different. Products with high turnover should benefit from low fees in order to retain customers. Growth Strategy eBay should consider the following strategies to expand its market share. First, the company should focus on joining emerging markets in Asia, South America, and the Middle East. These markets have a large number of small businesses that are likely to use eBay’s website to sell their products. In addition, high economic growth has led to increased online shopping in emerging markets. Second, eBay should provide online advertising services to sellers. Advertising will increase the number of products that will be sold through the company’s website, thereby increasing its revenue. Advertising services will also be a source of income to the company. Third, eBay should introduce new product categories on its website. This will enable it to serve buyers and sellers who are currently not using its services. Fourth, the company should focus on improving shopping experience on its website. Customers should be able to search for products easily and to compare prices in order to get the best deal. In addition, eBay should provide excellent customer services to improve customer loyalty. For instance, it should establish a complaints management system to protect buyers from fraud. The system should enable buyers to reclaim their money if their goods are not delivered. Finally, eBay should focus on vertical integration by acquiring or collaborating with shipping companies to facilitate trade between sellers and bu yers. Undoubtedly, many people do not make online purchases because of the difficulties associated with transportation. Introducing shipping services will improve consumer trust and reduce sellers’ transaction costs. As a result, the company will be able to serve more customers. Conclusion eBay has been successful because of its ability to facilitate effective interactions between buyers and sellers. The company provides different pricing options that satisfy the needs of both buyers and sellers. In addition, it has invested in technologies that facilitate payment and communication between buyers and sellers at a low cost. However, the company should reduce its listing fee to encourage more sellers to use its services. Moreover, the company should expand its market share by providing advertising and shipping services, as well as, joining new markets. These strategies will enable the company to overcome threats such as high competition in its industry. Works Cited Kazmi, Singh . Marketing Management, London: Sage, 2007. Print. Pride, William. Marketing, New York: McGraw-Hill, 2004. Print. Ranchhod, Ashok, and E. Marandi. Strategic Marketing in Practice, New York: McGraw-Hill, 2005. Print. This case study on eBay Strategic Marketing was written and submitted by user Bianca O. to help you with your own studies. 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Poes Place in the World essays

Poes Place in the World essays In human nature there exists a morbid desire to explore the darker realms of life. As sensitive creatures we make every effort to deny our curiosity in the matters that frighten us. Edgar Allan Poe was a master of his craft, gifted with the talent of introducing each reader to his or her own subconscious fears. Poe was the first writer in American literature who introduced horror, death and mystery into poetry. A look into Poes childhood might shed some light on where his fascination with death came from. Edgar Allan Poe was born in 1809 in Boston, Massachusetts to drifting actor parents. His father abandoned his wife and three children, soon after Poe was born, leaving her to support the family as best as she could. The family traveled for a few years, looking for a comfortable place to settle down, until the end of 1811, when Poes mother became ill and passed away. The children were sent off into foster homes and Poe was placed into a residence of a well-off, yet unsupportiv e merchant named John Allan (Johnson 1). John Allan was emotionally detached from Poe, refusing to legally adopt him. All these events that occurred when Poe was very young would trigger feelings that came out in his writing and his lifestyle. Even though Poe was condemned to be a drunk, he delivered America emotional and spiritual literary poetry. Bombed by critics accusing Poe of being an alcoholic, in actuality Poe only drank during times of desperation and emotional need. During his early years as a writer, Poe developed an intolerance for alcohol and apparently never liked it at all. According to Poes classmates at the University of Virginia, Poe would usually be satisfied with one or two drinks. His reputation as a drunk started when he was working on the Messenger in Richmond, Virginia. There, Poe was easily sidetracked as he would meet friends at a local bar and often not come home until the early hou...

Researching Educational Leadership Assignment Example | Topics and Well Written Essays - 2000 words

Researching Educational Leadership - Assignment Example The Falk article draws data from a dozen vocational education programs and training sites throughout Australia. The facilities are known as vocational education and training sites. (VET) the accumulated data is derived from a series of 44 written surveys including interview responses. Five focus groups were also included from the various facilities around Australia, resulting in a total of 64 respondents to the questionnaires. In essence the data paints a picture of a four stage cyclical process, a process of leadership interventions which is characteristic of greater effectiveness. The cyclical process culminates with a leadership style that is enabling for the teacher leader and of the achievements of professional associates. Every individual, including teaching professionals possess their own unique traits, strengths, and personal aptitudes. Among these personal abilities natural leadership qualities can and will emerge in virtually any professional setting. The Falk study identif ies the necessary role of these individual capabilities, and their contribution to the classroom setting. But it also illustrates a higher-level process of leadership that exists within the organization and which is defined by the cyclical process of the leadership intervention cycle. The key issues involved in this particular study hinge upon a question of whether or not the organization will have better overall direction with many individuals that display leadership qualities, or whether a single over all leader/administrator has more of an influence upon the success of the organization. The collective skills of individual teachers according to the study, are not sufficient to explain the overall culture of enabling leadership. A healthy organization, in which leadership principles are nurtured and developed will accrue a form of social capital, this can be instrumental in easing management burdens as well as facilitating diplomacy within the organization. Within a school district , as with other hierarchies often there can be tensions between the demands for efficient leadership as it pertains to risk management, as well as the necessary drive towards innovation, as it pertains to superior efficiency, and the vigorous fulfillment of the organization's mission statement. Thus, an over arching mediator becomes the crucial link in the chain that connects the resources of leadership as they exist on the individual level, amongst teachers themselves. Within the healthy organization this is required to achieve a synergistic effect that provides leadership, and improves the quality of lower – tiered leadership for the institution. This of course, raises questions about the potential of leadership training. Additional professional development to facilitate training of the institution as a whole in some cases can provide more effective leadership for the organization from a top-down perspective, as well as strengthening leadership potential amongst individuals within the organization. The benchmark establishment of professional goals for the school or institution can assist in this process. Q2 Many researchers in this field will cite a community of inquiry model, as core to their theoretical framework (COI). This model comes in many shapes and sizes, with a considerable breadth of information therein.

News Perspective Essay Example | Topics and Well Written Essays - 1500 words

News Perspective - Essay Example This is the reason why online newscasts can have a better chance of placing the advertisements as and where they are required as compared to a television newscast. The marketing perspective within this online newscast served its purpose because I was able to view the advertisement for a period of 30 seconds before I could reach the exact content of the newscast. It made sense to me that the online newscast placed its advertisement right before the actual content of the newscast. The sources used in the news stories were deemed as both appropriate and credible. The sources deployed have actually brought quite a good amount of credibility and authenticity to the whole process. This is because the newscasts were seen as a form of research which exhibited true value for the advertisers and marketers. They were able to project their stories in a manner which was deemed as most fitting under the changing marketing dynamics. They believed that these newscasts could bring forward credible sources that shall make the audience perceive them as truthful at all times. It is indeed a much positive aspect related with the sources because these are viewed as credible and trustworthy. When one concerns the basis towards the television and the online form of newscasts, the onus always falls upon their source genuineness because it aims to resolve the ambiguities that exist within the relevant fore. Hence it is important to validate the sources present within the online news casts because these keep on changing from time to time. There is good enough evidence that these newscasts might have been tampered so as to attain some hidden agendas, which might be accomplished through these newscasts. The element of biasness was evident within the broadcast since one aspect was being portrayed while the other was found missing. This meant that one perspective was taking the

Politics in the Caribbean and United states Intervention Essay

Politics in the Caribbean and United states Intervention - Essay Example in Caraley, 4). This egocentric approach of the US is what has prompted it time and again to get involved in the domestic matters of other nations. But the immediate reasons have been different for different regions and countries. For example, As far as the Caribbean region is concerned, it is observed that it is the â€Å"dramatic asymmetry in power† between the US and the Caribbean nations as well as the â€Å"geographic proximity† that prompted America to intervene there (Maingot and Lozano, 1). The US has been initially interested in this region so as to control â€Å"the commercial sea lanes† and also this interest was based on its policy of â€Å"dollar diplomacy† that is, â€Å"military intervention to promote and secure economic expansion† (Maingot and Lozano, 2). The importance that the US foreign policy gave to â€Å"stopping communism† was yet another reason why America often intervened in the Caribbean (Manigot and Lozano, 20). Sp ecific examples show that US annexed Puerto Rico as a full-fledged colony, established a puppet military government in the Dominican Republic, tried to overthrow many times the Cuban communist government and militarily occupied Haiti (Langley, 157). And as Caraley has observed, it can be concluded that the American foreign policy as evolved in the period of George W. Bush â€Å"is the establishment of American hegemony, primacy or empire. In the Bush doctrine, there are no universal norms or rules governing all states. On the contrary, order can be maintained only if the dominant power behaves quite differently from others†

Human resource policies

Human resource policies Part A: Formal Human Resource Policies Introduction Human Resource (HR) policies can be defined as â€Å"continuing guidelines on the approach the organization intends to adopt in managing its people† (Armstrong, 2007). They are formal rules adopted by a business that define how to employ, train, assess, and reward the personnel, forming the philosophies of the organization, which lead to the principles which managers are supposed to practise when coping with HR matters. Consequently, HR policies help in the decision-making process concerning staff when HR practices are unfold. Part A of the assignment looks at a HR policies concept that promises to help organizations to manage various situations in working environment. The central statement that this part attempted to discuss and debate is: Literature Review According to Salinas O. in his Article â€Å"Other concepts and tools in Human Resources†Policies of recruitment, implementation, maintenance, development and control of Human Resource are vital for the proper performance of work force in the company. â€Å"In our opinion, the policies set by the company will never be unnecessary, just poorly developed or they have not been designed†. Advantages and Disadvantages of HR Policies The main claim made for HR policies is that when they are well-organized it can eliminate potential misinterpretations between employees and employers defining their rights and obligations within the firm. Ramey Sniffen (1991) claim that â€Å"sound human resource policy is a necessity in the growth of any business or company†. Authors believe that recognition of this necessity usually appears after the increase in time and money wasted on resolving human resource issues. These resources could be well spent on production, marketing, and planning for growth. Effective, consistent, and fair human resource decisions are often made more time consuming by a lack of written, standardized policies and procedures. The advantages of written HR policies may sound obvious, but there are also disadvantages. According to Armstrong (2007), formal policies can be inflexible, constrictive, and platitudinous. Moreover, policies are often expressed in abstract terms that may lead managers to get confused over abstractions. It appeared that even though HR experts tend to believe that written policies are a necessity, employees usually against it as written records may become dangerous and can be used against them in a lawsuit and vice versa, the organisation can become a subject to similar attacks. Organisational Analysis We can notice examples that show us the relationship between cause and effect of the poorly developed policies which further lead to organisational problems and low productivity. This can be reflected in following organisational examples analyzed below, however, some of the organisations mentioned have adopted some HR policies which brought a positive impact on the organisation. CAUSE # 1 →DIFFICULTIES IN PERFOMANCE EVALUATION Employees without self- assessment Effects The companys evaluation is not known by the areas Managers dont discuss the companys evaluation with employees CAUSE # 2 →COMMUNICATION PROBLEMS The company lacks of communication flow Effects Lack training for development of communicative skills Lack of spaces and technology in order to improve the communications transmission CAUSE # 3 →INSUFFICIENT TRAINING Lack of studies according to necessities of training Effects Resistance by employees to have training Few options to training CAUSE # 4 →LOW COMMITMENT TO DO TASKS Low motivation Effects Absolute ignorance of results achieved by the employees Low participation by the employees making decisions CAUSE # 5 →INADEQUATE SYSTEM OF SELECTION Poor pre-contract investigation Effects Deficiencies in the scheme of recruitment Gap in the call phase CAUSE # 6 →POOR STIMULATION SYSTEM Effects Insufficient Stimulation in items such as : salary, promotion, training and bonus Organisational Examples Wright et al. (2003) argues that companies start treating people as a human capital of competitive advantage which can be taken through the HR policies that best leverage of HR practices and its performance. Hilton Internationals UK hotels perceive this idea as being fundamenktally concerned with deployment of a service culture throughout the organization by paying special attention to line manager involvement in human resource practice (Maxwell Watson, 2006). HR policy also designed to address gender issues with emphasis on equal opportunities and efficiency concerns. Not taking these issues seriously usually lead to sexual discriminations particular among woman workforce sector. A study conducted by Standing (2000) describes the lack of reference to gender issues mostly in developing countries. It is exemplified that in Zimbabwe womens formal sector employment is mainly in the service sector and women stand at the lower end of the hierarchy and salary grades. It is also noted that in Uganda, only 3.7% women are employed in professional, technical, clerical and managerial occupations. LG Electronics India had come up with new and improved HR Policy by introducing the Joyful Working 5 (JW5) programme. To accelerate and strengthen the Culture at LGEIL as the survey was conducted within the company, which mainly focused on the monotony employees are facing at work and the boredom they are undergoing. Such policy created the platform for both the employees and employers in better understanding and pleasant work environment which not only helped the company creating the compelling future, but also build the culture of striving for number one position in the industry. (LG, 2009) NHS Direct were planning to redundant some of their employees in the next few months. With the formal company policies in place, the UNISON union committee had fought back with the statement that NHS Direct has breached policy for reasons which include failing to consult with UNISONs collective committee that there were plans to issue advance notice of redundancies. As a result, NHS Directs director of human resources said, If the proposal is accepted, we would, wherever possible, offer staff alternative employment at nearby NHS Direct sites and redundancies would only take effect as a last resort. (TheComet24, 2009) This is a case about Blue Cross Company; according to Larson (2007) Susan Baldwin working for Blue Cross Company claimed she was subjected to various profanities and sexual innuendo from her boss. Blue Cross immediately interviewed Scott Head, the alleged harasser, and three other employees, but no one substantiated Baldwins claims. Rather than terminating or disciplining the supervisor, Blue Cross gave him a warning and offered to hire an industrial psychologist to counsel both him and Baldwin. She refused. When Baldwin refused Blue Crosss subsequent offer to transfer her to another location, she was terminated. Her lawsuit followed quickly. The court found that Blue Cross was not liable for discrimination for terminating Baldwin because, Firing an employee because she will not cooperate with the employers reasonable efforts to resolve her complaints is not discrimination based on sex, even if the complaints are about sexual harassment. The court also found that Blue Cross was not liable for the alleged acts of its supervisor because it exercised reasonable care to promptly correct harassing behaviour as soon as it was reported, and Baldwin unreasonably failed to take advantage of the remedial actions Blue Cross offered. (Larson, 2007) A case about Sharon Coleman a former legal secretary in July 2008, won a legal battle in the European Court of Justice against her employers Attridge Law (now called EBR Attridge LLP), whom she accused of discriminating against her at the workplace and of having forced her into accepting voluntary redundancy. As Coleman had a 4-year-old son who was disabled, born with a medical condition that led to his having difficulties in breathing and hearing. According to Coleman, she was treated differently at work from other employees, who had normal children. By the law of Flexibility in the Workplace Discrimination by Association, Coleman sued the company and won her legal battle.(ICMR, 2008a) Eli Lilly Company (Lilly) worlds leading Pharmaceuticals Company, which claims to have a very good diversity program running at the company and was also widely regarded as a very good employer, faced a federal lawsuit regarding the companys human rights policies and practices. On April 20, 2006, a class action lawsuit was filed with the US District Court, Southern District of Indiana, by four black employees who had worked at Lilly. The lawsuit charged the company with being hostile and biased against them because of their race. Lilly was accused of discriminating against the black employees on the basis of race and denying them fair wages, promotions, performance evaluations and discipline. In terms of renovation, reinvention, transformation or redesign, General Electric, has done emphasis in having a good working relationship and keep the best atmosphere for their employees. According to Immelt J, people are the most important value in General Electric. Therefore, the ability to recruit the best people in the world is a competitive advantage without comparison. A strategic point into the management of RH is the communication chain, at the same time; the leaders must be able to represent employers and employees. Clear HR policies are essential so employees could understand their company and gain a sense of belonging. Harley Davison which has a human resources system based on formal training and learning management. The result of this is that their employees share a positive attitude that is associated with the development and competitiveness of this Company. Harley Davison institutionalises its commitment to learning and created the University of Harley with the aim if developing leaders, translating values into action with an emotional performance in which the value attached to learning applies and, the evaluation of individual performance shapes a new organization in which the learning is shared and it is the ingredient that binds employees. For the Swede Ingvar Kamprad founder of IKEA company, who started his idea in 1943, thinking in the basic necessities of the common people and nowadays his company has branch on 36 countries of Europe, Asia, North America and Oceania with more than 200 stores, the protection and careful of his employees, is and will be one of the most important policy, doing of them, a company with high social responsibility. Currently IKEA has more than 105.000 employees, for this reason their greatest concern for them is give to their employees a good balance between work and personal life, therefore, they have kept flexibility in their task and activities, suitable schedules, plans of professional development, support in different studies as college or universities and medical coverage; consequently of their policies in RH and programs for employees, IKEA has received several awards. WALMART, company which is into top 5 of the greatest companies in the world. It success is based mainly in â€Å"customers and employees†, In fact the policies created around the employees was essential in his goals, Sam Walson founder, offered their employees, benefits and gaining, in order to, they were part of the excellent results. In other words, Sam Walson wanted his employees were members, encouraging from cashiers to managers to think how owners, idea very successful, likewise, for him, was fundamental to have employees with new ideas, clear thoughts and positive mind without bad habits from their previous jobs. Nestlà © was a result of the merger in 1905 of the Anglo-Swiss Condensed Milk, founded in 1866, with (Farine Lactea) Nestlà © SA., Founded in 1867 by Henri Nestlà ©, who invented a product that continues to save the lives of children and newborn infant formula for babies whose mothers cannot breastfeed. its success is the sum of a long and distinguished history, part of its success is based on the thought that their partners should achieve a good balance between their careers and their privacy. Not only because it reinforces the loyalty, satisfaction and it improves productivity, also it has a positive impact on the reputation of the Company and to attract and motivate employees. According to the list of Best Workplaces 2007, Microsoft has been designated as the company with better working environment, the study include: credibility, respect, fairness, pride and camaraderie. According to it, the Microsoft executives are fulfilling their promises in creating career and training opportunities and properly assigning functions (promotions to worthy people), the company involves employees in decision-making takes into account their suggestions, recognizes his work and allows flexibility. Employee networks are a key element of American Express success in supporting diversity in the workplace. Currently, American Express has 10 networks open to all employees organized around topics of interest to African-American, Asian, Christian, Gay Lesbian, Hispanic, Jewish, and Native American employees, as well as for People over 40, People with Disabilities and Women. These networks provide support to American Express business objectives, including enhancing marketing efforts in targeted communities, supporting employee recruitment and retention initiatives, and participating in outreach and volunteer programs. These networks have also been instrumental in helping to introduce new policies and benefits to employees. For example, GLOBE, the companys gay and lesbian network, was instrumental in having domestic partner benefits introduced back in 1997. And WIN, the womens network, worked with management to introduce a customized companywide alternative work arrangements policy as well as a free backup childcare centers in several locations throughout the United States. A mishandling on the resources human policies, can lead to failure. Such as is the case of ENRON one of the seven biggest companies in United States, the problem was focused in a poor policy of recruitment and selection, due to, they chosen people with high qualification, but they were not suitable for the position, besides people hired by just friendship, taking wrong decisions in critical situations. Is the case of Cindy Olson who was HR Vice-President of ENRON. She did not have enough knowledge about United States laws regarding to employee benefits, giving wrong advices of investment over stock-options. The previous point represents a serious violation to the financial legislation in the United State of America. Conclusions Looking at the evidence provided, it seems that production and maintenance of formal HR policies record are applied in ways that assures that personnel management policies are in use. Companies typically have to make revisions to established HR policies on a regular basis otherwise there is a danger of those policies to become outdated as the company grows and as the regulatory and business environments in which it operates evolve. On the other side, Policies can be made today and changed tomorrow who can stop the management from doing that? Most research on human resource (HR) policies in the workplace suggests that formal policies can contribute to variation in discrimination by altering employers behaviours. We consider an alternative manner by which HR policies influence formal discrimination complaints. HR policies, especially those targeting employees, can raise employees rights awareness and encourage them to seek remedies for discrimination at work. PART B: BOYCOTTS, LOCKOUTS AND STRIKES Chapter 1. Introduction Industrial actions typically take place when a disagreement between the trade union and the management team of a business is not resolved through negotiation. The main forms of industrial action are: Strikes (workers refuse to work for the employer) and Lockouts (a work stoppage where the employer stops workers from working). These sorts of actions should be avoided because they are expensive for businesses and countries; actions must be taken by HR management and trade unions in order to solve the disputes at work, they have mechanisms such as: Mediation (A mediator, an impartial expert talks to both parties and gets a solution both can accept); Conciliation (Though similar to mediation but used to resolve legal dispute instead of general problems inside the company); Arbitration (An impartial person known as an arbitrator, decides between two claims).The last resource affirms by NI Direct, UK to solve a work problem is going to an Industrial Tribunal or a court Literature Review Not until the 1960s, Leopold, Harris, Watson (2005) claimed, â€Å"There was little in the way of legal intervention in the relationship between employer and employee. A growing concern about the impact of the countrys high level of industrial stoppages on the UKs economic performance led to the setting up of the Donovan Commission to investigate the countrys industrial relations problems. While the Commissions report (Donovan, 1968) supported the continuance of the voluntary system of bargaining it recommended reform based on ‘properly conducted, collective bargaining with a greater formalization of the process at company level which was to include the professionalization of personnel specialists. Certain individuals/organisations operate with a view of management and work organisations which academics often characterize as processual an approach which they contrast with a systems one (Watson, 2002). They see management as a process in which managers are ‘all the time negotiating and renegotiating compromises and achieving work agreements, rather than a ‘matter of resigning systems which sort everything out. They operate within a pluralist perspective: This always taking into account the fact that there is a plurality of interests, goals, wants and priorities among the variety of people involved in any given organisation. Other organisations see management and employment relations from Unitary Perspective: This assumes the predominance of common interests and shared priorities across the organisation†. Pages 412-414 Boycott Burnett (1891) defined boycott as â€Å"a means of moral offence used by individuals against each other, or by sections of a community against other sections or individuals differing from them on some matter of action or opinion. The industrial boycott almost invariably but not always or necessarily, is a phase of strike or lock-out, but it sometimes exists apart from either. It is generally used against an employer who refuses to concede the demands of his workpeople or of trade union, but it sometimes applied by one organisation of workmen against another. It may accompany or supplement and follow, an unsuccessful strike, or it may be wielded against an employer having no dispute with his employee, simply because they do not belong to a trade union†. Pages 163-173 Lock-Out According to DEWR, Australian Government, â€Å"Lockout is a weapon of an employer to thwart or enforce such change by preventing employees from working. Another measure is work to rule, when production is virtually brought to a halt by the strict following of union rules. This will depend on whether the lockout is â€Å"protected† (ie. lawful) or â€Å"unprotected† (ie. unlawful). Lockouts are protected if: They occur during a properly notified bargaining period There is a genuine attempt to reach agreement before the industrial action is taken; Employer gives at least three working days written notice to each party with whom they are negotiating (unless the lockout is a response to protected industrial action by employees). Guests (1995) fourfold classification of options for managing the employment relationship HRM PRIORITY High HRM PRIORITY Low IR PRIORITY High New Realism High emphasis on HRM ER Traditional Collectivism Priority to IR without HRM IR PRIORITY Low Individualised HRM High priority to HRM No IR The Black Hole No HRM No IR Guest identifies that there are a number of policy options that need to be considered when developing an employment relations strategy. He describes four options: The new realism a high emphasis on human resource management and industrial relations. The aim is to integrate human resource management and industrial relations. This is the policy of such organisation as Nissan and Toshiba. New collaborative arrangements in the shape of single-table bargaining are usually the result of employer initiatives, but both employers and unions are often satisfied with them. They have facilitated greater flexibility, more multiskilling, the removal of demarcations and improvements in quality. They can also extend consultation processes and accelerate moves towards single status. Traditional collectivism priority to industrial relations without human resource management. This involves retaining the traditional pluralist industrial relations arrangements within an eventually unchanged industrial relations system. Management may take the view in these circumstances that it is easier to continue to operate within a union, since it provides a useful, well-established channel for communication and for the handling of grievance, discipline and safety issues. Individualised human resource management high priority to human resource management with no industrial relations. According to Guest, this approach is not very common, except in North American owned firms. It is, he believes, essentially piecemeal and opportunist. The black hole no industrial relations. This option is becoming more prevalent in organisations in which human resource management is not a policy priority for management and where they do not see that there is a compelling reason to operate within a traditional industrial relations system. When such organisations are facing a decision on whether or not to recognise a union, they are increasingly deciding not to do so. THEORETICAL RECOMMENDATIONS FOR MANAGING UNION RELATIONS In general terms, various organisations/management employ different ways in resolving or managing conflicts with employees or trade unions. Leopold, Harris and Watson (2005) outlined the TraditionalStrategic Human Resourcing theory in managing Union Relations. Traditional Strategic Human Resourcing Options in Management-Union Relations One of the major ways in which employing organisations can manage conflicts and handle many of the potential differences that can arise between employer and employee has been through institutionalised arrangements of collective bargaining and Consultation with the Trade Unions. A key human resourcing strategic decision for the managers of any organisation is whether or not they are going to recognize, pr continue to recognize trade union(s) as a legitimate vehicle for the expression of employee interests Unions win the vast majority of pre-strike ballots, but in most cases, strikes do not occur because further negotiations to reach a final settlement occur (Labour Research Department, 1993). Thus Blyton and Turnbull (1998:301) conclude that strikes may be viewed as a sign of union weakness, not of strength, because a strong union is able to achieve a negotiated settlement through the threat of strike action backed by membership support in a ballot rather than actually conducting a strike. Union Recognition Although employers may be faced with demands for union recognition, the process of reaching agreement with the union (s) is likely to lead to a classification and codification of a number of key issues. Negotiations over recognition are also likely to confront a key issue. In the 1990s, there was a move towards the establishment of single-table bargaining where all the recognized unions in an organisation negotiated common pay and conditions agreements together rather than a series of separate agreements (Gall, 1994) The final area of decision-making in a recognition agreement is over which issues are to be part of the substantive agreements, that is, which areas of decision-making are to be subject to joint decision-making. These are likely to include basic pay and conditions of employment such as hours of work and pensions. Finally, a recognition agreement would also contain provisions for the resolution of disputes though conciliation or arbitration. Clauses would probably exclude the use of strikes or lockouts until these procedures had been exhausted, thus providing one of the key benefits to management of formal recognition The avoidance of informal or wild cat strikes while disputes are considered through the formal procedures. Substitution Strategic option Beaumont (1987) distinguishes between union substitution and union avoidance as approaches to staying or becoming non-union. In considering union substitution approaches, it might be useful to consider what unions have to offer employees and relate this to the chain of thought that employees might go through in deciding to join or not. The implication is that if management can intervene to influence any of these decisions then the outcome maybe that employees do not perceive any need to join a union as they do not believe that it would be able to improve the terms and conditions of employment or the nature of the employment relationship. Employers could seek to provide alternative channels ‘employee voice through such devices as open-door policies, employee-based works councils and individual-based employee participation mechanisms so that again employees do not feel that union channels of representation would significantly improve their situation at work. Many alternative providers of membership services exist through other membership and commercial organisations so that this is not likely to be the prime route into union membership for non-members (Whitston and Waddington, 1994; Waddington 2003). The essence of Beaumonts argument is therefore that employers can seek to introduce policies and practices that substitute for those which might follow from union membership and recognition. The Human Resource Management Approach to Employment Relations The human resource management approach to employment relations involves coordinating (or bundling) strategies to promote the psychological contract, improve involvement and communication. Armstrong (1999) suggests the following model for employment relations: a drive for commitment winning the hearts and minds of employees to get them to identify with the organisation, to exert themselves more on its behalf and to remain with the organisation, thus ensuring a return on their training and development; an emphasis on mutuality getting the message across that we are all in this together and that the interests of management and employees coincide (i.e. a unitarist approach); the organisation of complementary forms of communication, such as team briefing, alongside traditional collective bargaining i.e. approaching employees directly as individuals or in groups rather than through their representatives; a shift from collective bargaining to individual contracts; the use of employee involvement techniques such as quality circles or improvement groups; continuous pressure on quality total quality management; increased flexibility in working arrangements, including multi-skilling, to provide for the more effective use of human resources, sometimes accompanied by an agreement to provide secure employment for the core workers harmonisation of terms and conditions for all employees; and emphasis on teamwork. Organisational Examples Article written by Cary (2007) explains that Sears Holdings Corporation Canada and U.S October 1,2007 locked out 70 appliance repair technicians in Metro Vancouver, Canada. Sears said ‘the technicians could return to work under imposed terms that do not include any scheduled wage increases for four years. Sears scheduled work weeks without two consecutive days off, eliminated certain overtime premiums, and remove a pre-existing paid holiday. Sears also said ‘technicians returning to work would not pay union dues, almost four months the lockout continues. The lockout technicians are asking North American workers to boycott sears stores in order to get sears back to bargaining. Joe (2009) reports that, there is a chronic shortage of primary and secondary school places in Lewisham. The council of Lewisham proposes to demolish the school, currently for ages 3-

Cuba :: essays research papers

The weeks that have elapsed since that fatal event of February 15th have been making history in a manner highly creditable to the American government and to our citizenship. Captain Sigsbee, the commander of the Maine, had promptly telegraphed his desire that judgment should be suspended until investigation had been made. The investigation was started at once, and 75 million Americans have accordingly suspended judgment in the face of a great provocation. For it must be remembered that to suppose the destruction of the Maine an ordinary accident and not due to any external agency or hostile intent was, under all the circumstances, to set completely at defiance the law of probabilities. It is not true that battleships are in the habit of blowing themselves up. When all the environing facts were taken into consideration, it was just about as probable that the Maine had been blown up by some accident where no hostile motive was involved, as that the reported assassination of President Barrios of Guatemala, a few days previously, had really been a suicide. . . . It has been known perfectly well that Spanish hatred might at any time manifest itself by attempts upon the life of the American representative at Havana, Consul General Fitzhugh Lee. This danger was felt especially at the time of the Havana riots in January, and it seems to have had something to do with the sending of the Maine to Havana Harbor. The Spaniards themselves, however, looked upon the sending of the Maine as a further aggravation of the long series of their just grievances against the United States. They regarded the presence of the Maine at Havana as a menace to Spanish sovereignty in the island and as an encouragement to the insurgents. A powerful American fleet lay at Key West and the Dry Tortugas, with steam up ready to follow the Maine to the harbor of Havana at a few hours' notice. All this was intensely hateful to the Spaniards, and particularly to the Army officers at Havana who had sympathized with General Weyler's policy and who justly regarded General Weyler's recall to Spain as due to the demand of President McKinley. The American pretense that the Maine was making a visit of courtesy seemed to these Spaniards a further example of Anglo-Saxon hypocrisy. That this intense bitterness against the presence of the Maine was felt among the military and official class in Havana was perfectly well known to Captain Sigsbee, his staff, and all his crew; and they were not unaware of the rumors and threats that means would be found to destroy the American ship. It was, furthermore, very generally supposed that the Spanish Cuba :: essays research papers The weeks that have elapsed since that fatal event of February 15th have been making history in a manner highly creditable to the American government and to our citizenship. Captain Sigsbee, the commander of the Maine, had promptly telegraphed his desire that judgment should be suspended until investigation had been made. The investigation was started at once, and 75 million Americans have accordingly suspended judgment in the face of a great provocation. For it must be remembered that to suppose the destruction of the Maine an ordinary accident and not due to any external agency or hostile intent was, under all the circumstances, to set completely at defiance the law of probabilities. It is not true that battleships are in the habit of blowing themselves up. When all the environing facts were taken into consideration, it was just about as probable that the Maine had been blown up by some accident where no hostile motive was involved, as that the reported assassination of President Barrios of Guatemala, a few days previously, had really been a suicide. . . . It has been known perfectly well that Spanish hatred might at any time manifest itself by attempts upon the life of the American representative at Havana, Consul General Fitzhugh Lee. This danger was felt especially at the time of the Havana riots in January, and it seems to have had something to do with the sending of the Maine to Havana Harbor. The Spaniards themselves, however, looked upon the sending of the Maine as a further aggravation of the long series of their just grievances against the United States. They regarded the presence of the Maine at Havana as a menace to Spanish sovereignty in the island and as an encouragement to the insurgents. A powerful American fleet lay at Key West and the Dry Tortugas, with steam up ready to follow the Maine to the harbor of Havana at a few hours' notice. All this was intensely hateful to the Spaniards, and particularly to the Army officers at Havana who had sympathized with General Weyler's policy and who justly regarded General Weyler's recall to Spain as due to the demand of President McKinley. The American pretense that the Maine was making a visit of courtesy seemed to these Spaniards a further example of Anglo-Saxon hypocrisy. That this intense bitterness against the presence of the Maine was felt among the military and official class in Havana was perfectly well known to Captain Sigsbee, his staff, and all his crew; and they were not unaware of the rumors and threats that means would be found to destroy the American ship. It was, furthermore, very generally supposed that the Spanish