Impression Management Techniques

Impression Management Techniques Contents Q1. 7 Impression Management Techniques Conformity Excuses Apologies Acclaiming Flattery Favours Association Q2 Transactional and Transformational Leadership Transformational Transactional Q3 Cross-Cultural Communication The Semantics The connotation of words The tone of the pronunciation The different perception Q4 5 National Dimension Power Distance Individualism Vs Collectivism Masculinity Vs Femininity Uncertainty Avoidance Short-Term Orientation Vs Long-Term Orientation Q5 Equity and Expectancy Theory Equity Theory Expectancy Theory Conclusion References Q1. 7 Impression Management Techniques The management impression means an attempt to control and the atmosphere of the impression from other individuals. This 7 impressions are conformity, excuses, apologise, acclaiming, flattery, favours and association. This technique is always used in daily life or work place and other occasion. Conformity Conformity means acceptance and consider the action that appropriate in front of other people to make other to enjoy the place, environment, and the other people around. For example, the acer company usually gather the employees to corporate with one another to get all the employees to feel accepted and feeling comfort towards the other employees, the work place and the environment around the work place. Excuses Excuses refer to the person explanation about the event that made the person do something unacceptable to get their punishment not to severe. For example, the acer employees late to come to the meeting and made an excuses because of the traffic jam that happened. The other example is that the project is not finish because of some equipment is not delivered from the supplier. Apologies Apologies means to admit the undesirable event with responsibility and followed by to get the pardon from the people related to the world and for the action itself. For example, if the employees do something unnecessary and got scolded from their manager, they always have to say sorry or apologies and listen to the manager advice. Acclaiming Acclaiming means to greet the public with proud because of the excellence of oneself about the work they done perfectly and got praise from the higher rank person. For example, for the employees that have a good idea and get praised from the leader of the project and the employees will motivate to work harder and better quality. Flattery Flattery means of an excessive compliment from the other to make the person likeable and over confidence about themselves. For example, if the project of one group is successful the whole group will get a lot of praises and because of that it will have 2 effect, first, the employees will work harder or the employees will become superior from the other in the office. Favours Favours means to do something nice to someone to get the other acceptance and gain other people approval. For example, the manager ask their employees to report the group have done for the last 2 weeks because of the report the manager going to submit and to be the official report of acer group. Association Association means to cooperate with other people to enhancing and to protecting each other about the information and the image of the people that are inside association itself. For example, the employees have to corporate to get the best idea with the best quality and the opinion about the other ideas. Q2 Transactional and Transformational Leadership According to James, B. MacGregor,(1978), leadership is devided into 2 types. The first type is Transformational, this type is a leadership that care and concern about their employees. This type of leadership is also have the same goal as their employees because of that the leader is putting the training for the employees first to educate and develop the employees. Second is Transactional, this leadership type is a type where the leader is giving their employees the coercive or reward power for what the employees done or we can say that this kind of leadership is a used of higher rank power to the lower rank. For example, praise, promotion or demotion, and etc. Transformational This type of leader is the one that prioritise the employee knowledge and the productivities of the employees. This type leader is also provide the education. This type objective is to get a mutual simulation and convert the employees into leader and made the leader become the moral agents. The outcome of this leadership is a positively appropriate behaviour or negatively behaviour. This leadership have 6 factor, first is the leader always motivate the employee or follower to achieve the goals that beyond individual goals or self-achievement. Second is the leader have a good vision about the changes that happened around them to have an emotional bond with the employee. Third is the creating learning opportunities for their employees and have the employees to solve the problem by themselves. Fourth is the leader have the ideas that make the employees follow and accept and also to inspire and provide the resources the employees needed for their work. Fifth is really proactive and alway s have a new expectations for the employees. And the last one is the leader have to make the employees act exceed the framework by emotional effect or we can say as exchange relations. For example, the manager send one of the potential employees to get an education and become superior in their field to become the example and the leader to educate the other employees to be able to do the educated employees method. Transactional This type of leader is where the leader know how worth the effort is and aware which reward the manager will give to the employees. The reward that manager can give to the employees are reward power or coercive power or in other word is punishment. This transactional have 5 factor. First, the leader knows and aware of the link between the effort and the reward, it’s obvious because this type used coercive power and reward power. Second is response to every present issues. Third is the leader control the follower trough reward and punishment. Fourth is the leader give the reward for the goals that setting by the leader to achieve and get the result manager desired, and the last one is leader is depends on the power they have over the employees to make the employees get the successful completion of the bargain. For example, the manager give a punishment to one of the employee because he did not give the report in the due date of the submission and because of that particular empl oyees get reduced in his input or his salary or he can be demoted or terminated, usually the consequences is put inside the contract that employees sign before joining the company. Q3 Cross-Cultural Communication The cross-cultural communication is one of a lot of difficulty for some culture to communicate with each other. This cross-cultural communication have 4 specific categories. The four specific categories are caused by semantics, the connotation of the words, the tone different of language is different from other and the different of perception from one individuals with another. The Semantics The barriers is caused by the differentiation of the body language around every country and it’s not limited to only body language but also all form of communication. This make for some people to confused with the people from other culture to make an association and to understand each other. For example, the acer is from United States of America, and they hired a lot of their employees is from other country and they usually misunderstand with some culture that Americans have, because of that some of the employees feel uncomfortable to talk and associate with other people. The connotation of words The barriers is caused by the same word with other language but have different meaning from one language to another and some of the word is untranslatable to another language. This also include verbal and inverbal communication. For example, some of the word in English and Taiwanese is untranslatable to each other and some of the word is hard to describe to each other. The tone of the pronunciation The barriers is caused by the different of the way how to say things in every culture in the world such as the volume of tone at home, office, informal conversation, or formal conversation is different in some culture. For example, the tone of English speaker is usually lower that other language and the tone of Chinese usually not consistence in some pitch of the volume and if the tone it’s not in the right pitch the meaning usually change. The different perception The barriers is caused by the differentiation of the people perspective from one culture with others. This trigger a lot of opinion of one single matter with one culture and the other culture is also made the people in one culture discriminate other culture. For example, the perspective of Indonesian and westernise is different, such as, drinking alcohol in public for westernise is common and it’s not disturb the norm in their culture but if we bring that attitude to Indonesia, you violated a lot of norm of religion and some of the laws. Q4 5 National Dimension According to Hatch, Mary Jo (1997), National Dimension means the unified understanding of organisational culture comes from the idea that are manifested the entire of one cultural system. This dimension is divided into 5 categories; power distance, individualism vs collectivism, masculinity vs femininity, uncertainty avoidance and the short-term orientation vs long-term orientation. This national dimension is different for one culture and other culture. Power Distance Everybody in this world is unique and implies that every single individual in this world is unequal because of some reason and accept the unequal rights that occur in the area. And one of the reason is the power one individual have over other individuals. This power distance is also have some factor for example power, wealth and prestige of one individual have in one country or area. Power distance is the name of this first of 5 national dimension. For example, the power distance for Taiwan is high, because of that the employees cannot have an informal event to ask their boss to and they have to talk formal and give their leader a lot of respect, but it’s different from united states that have low power distance. Because of that the Americans boss usually mix with their employees to have a party or even talk in informal form of language. Individualism Vs Collectivism This second point is one individualism is prefer to work together or alone. Some culture in this world usually do better in group and some if they work alone. This also influence the productivity of the factory or the office one individuals of one culture. For example Taiwan that have low individualism point, they usually prefer to work within a group to finish one project, in contradiction for United States of America, they have high points for individualism because of that the people in America prefer to work alone for their work. Masculinity Vs Femininity According to Hatch, Mary Jo, (1997), this point is where in one culture of the competitive competitor to be able to accept the gender issues and the gender roles in society. This gender issues mean the speciality of the man race to be superior to woman. For example, Taiwan have low masculinity points, woman it is not limited to only become house wife but can become a high rank manager in one company but for America that have high masculinity points, the women in America is prefer to stay at home and become a house wife and take care of the children. Uncertainty Avoidance This point is where one culture is accept and to gamble the outcome without the plan that detailed and specific and risk it to get the objective of oneself or the group. If the uncertainty avoidance level is high than the people do not want to risk it and the people have to follow every step carefully and vice versa. For example, America have low points for uncertainty avoidance so Americans confidence to take the risk and brave to risk all to gain something, in contrast the Taiwan people that have high uncertainty avoidance, so the people always have to follow the regulation and have to follow every step their leader gave them one at a time. Short-Term Orientation Vs Long-Term Orientation This point means the relationship of oneself to other with some maintaining relationship. It also maintaining the good thing from the past to get the brighter light in the future of the work condition. For example, for Taiwan that have a high points in long-term orientation like to get their reward for their work in the future and to maintain some link with their former colleagues, in contrast, Americans that have low long-term orientation points, they like to get their reward as soon as their work done, they do not care about the future and they usually did not contact their former colleagues. Q5 Equity and Expectancy Theory This question we are going to discuss about the equity theory and expectancy theory. The expectancy theories is based on the employees behaviour and to get the maximum outcome and likely to get reward for the return. The equity theory is based on the equality of the employees and how the employees treated in the office environment to meet the goals and motivated them more. Equity Theory First we are going to talk about the equity theory. According to Stone, Raymond J (2005) that this theory states, all the employees of the company need to be treated equally and fairly and they have to receive the suitable outcome for them and their input according to the effort they make to make the company running. It also make the employees to be motivated and the outcome have to be equal with the efforts they had spent. This theory have 4 main factors that have to be fulfil. First, the one that have the equity or inequity is perceived. Second, comparison with others, means that the person have to know the effort they have to do and know the input is for them. Third, the effort the person used to fulfil the job to be achieved because the person bring their characteristic and this can decide how is the work going to fulfil. For example, the important job is given by the manager of acer to the most sufficient worker and give the easy task to the normal employees. Expectancy Theory According to Ivancevich, John M. (2008), the expectancy theory means to give an equal reward because of their successful effort and result but also it motivate them to work harder than before. This theory is also have 4 important factors. First is first-level and second-level outcomes. The outcomes of first-level is that the employees will going to work harder and it increases the company productivity, reduced the absenteeism, turnover and increase the quality of the product itself. Second-level outcomes is where the first-level is fulfilled, what is the reward or the outcome for the employees going to get, such as, promotion or termination, reduced salary or more salary, or else. Second, instrumentality, means the perception of one individual have about the performance or the first-level are related to second-level or the outcome. Valence is the third, is the outcomes that have been predict by the individuals. And last factor is expectancy, means that the employees belief that the p robability of the outcome of one particular behaviour is parallel. For example, the manager give more payment to the group that have the most brilliant ideas to give and give the prototype for the presentation in the due date. Conclusion The conclusion of this assignment it is that first, the management impression is an attempt to control and the atmosphere of the impression from other individuals. Second, the leadership its can choosing to rule with behaviour or reward and coercive system to motivate the employees. Third that with some of the communication in this world between one cultures to another, always have a barrier that make the communication to become misunderstand. Fourth, the norm of one cultures have is sometime different from others. And last that to maximise the outcome of the productivity the company can motivate their employees by a reward and coercive power or by become the advisor to give an advice to reach the peak of the company productivity References Ivancevich, John, M., Konopaske, R., Michael, Matterson T. 2008.  Organisational Behaviour and Management. 8th Ed. McGraw-Hill/Irwin. James, B. MacGregor. 1978. Leadership. New York. Harper and Raw. Mary, Lahey N, 1987. Academy Of Management Review. 1st Ed. Georgia, Athena: Ausburn University Stone, Raymond J, 2005. Human Resource Management. 5th Ed. Australia: John Wiley and Sons Australia. Hatch, Mary J, 1997. Organisational Theory. 1st Ed. New York: Oxford University. http://www.turknett com/wp-content/uploads/2013/07/TransactionalandTransformationalLeadership.pdf. Access at 1 December 2014 https://leadershipchamps.wordpress.com/2008/08/04/transactional-leadership-vs-transformational-leadership/. Access at 31 November 2014 http://smallbusiness.chron.com/transformational-leadership-vs-transactional-leadership-definition-13834.html . Access at 30 November 2014 http://strandtheory.org/images/From_transactional_to_transformational_-_Bass.pdf. Access at 1st December 2014

Biopure Corporation

DATE:March 16, 2013 TO:Carl Rausch President and CEO of Biopure Corporation FROM:Hoang, Ann and Mishra, Ravi RE:Whether and When to Launch Oxyglobin Biopure needs to determine the best course of action to launch two new products, Oxyglobin a blood substitute for the veterinary market and Hemopure a blood substitute for the human market. Oxyglobin has been approved for commercial use and is ready for launch while Hemopure is expected to be FDA approved within two years. Biopure needs to decide whether and when to launch Oxyglobin.If decided to launch, the ability to price Oxyglobin appropriately is critical to minimize the impact of prospective launch for Hemopure. We believe Oxyglobin should be launched immediately because of realized potentials and benefits. The potentials are: to create a brand image for blood substitutes, to create a competitive advantage by first launch, to have the benefit of â€Å"go to market† with production, sales and distribution, and to create reven ues to launch Hemopure. The potential revenues earned from Oxyglobin could be used toward building another facility for manufacturing of Hemopure.The possible obstacles Biopure might encounter with Oxyglobin are: veterinarians may not recommend and/or perform blood transfusions, the ability to produce Oxyglobin when Hemopure is launched, and Biopure has little or no experience with launching of high R&D profile products. Oxyglobin can be launched successfully because it is FDA approved and will be first in the market as animal blood substitute. As indicated on the survey, veterinarians may not recommend the use of it because it is an expensive product; however, pet owners showed interest and preferred to be informed of alternative treatments for their pets.Therefore, Oxyglobin should be launched with a starting price of $200 per unit. Biopure should use in-house sales force to distribute Oxyglobin to save approximately 30% of the fees charged by the third party distributors. By laun ching Oxyglobin, Biopure will create revenues to continue with research and development for Hemopure. When Hemopure is launched, the marketing and distribution issues encountered during Oxyglobin launch can be avoided. Based on the SWOT analysis shown (Table 1: SWOT Analysis for Oxyglobin), we believe Biopure should start selling Oxyglobin immediately.To address Ted Jacobs’ argument regarding the size of the veterinary market and the price sensitivity, which may impact Hemopure’s price when launched; we believe that because of the physical characteristics of these two products (Oxyglobin is targeting veterinary market and Hemopure targeting human market), pricing would not be a major concern for the following reasons. Launching of Oxyglobin will create a competitive advantage because Oxyglobin is unique, first of its kind, first to market, and with no competition. Oxyglobin will achieve prominence as a breakthrough discovery product of the century.It would take the com petitors between 2 to 5 years for a new product to get approved and ready for market. Oxyglobin will proliferation Biopure’s reputation, credibility and have a greater impact on an IPO when the company decides to go public. Oxyglobin will generate revenues to boost Biopure development efforts ahead of its competitors in obtaining FDA approval for launching of Hemopure. Biopure will have a better knowledge and understanding of market strategies based on lessons learned from launching of Oxyglobin.In two years, Biopure would also have established a robust distribution network in time for launching of Hemopure. Launching of Oxyglobin will also minimize Biopure overall potential risks; if Oxyglobin fails, then the lessons learned would help to alter strategic decisions for launching of Hemopure (see Table 2: SWOT Analysis for Hemopure). Based on our analysis, we recommend that launching of Oxyglobin at this point instead of waiting for two years or more to launch Oxyglobin with H emopure represents the best solution to the primary concern facing Biopure at this time.If launched together, Biopure may be able to sell at a high price, and make more profit with per unit cost for both products. The overall profit would be minimal because there would not be as many units of each product to sell since Biopure has to share the same facility to manufacture Oxyglobin and Hemopure. Biopure would also lose out on the potential revenues it will generate to increase production capacity for Hemopure. There would be zero profit for two years which will not bode well with the stockholders. Exhibits STRENGTHS |WEAKNESS | | | | |FDA approval for commercial use as blood substitutes for the |Undesirable side effect such as discoloration of urine and | |veterinary market |gastrointestinal problems | |Competitive advantage, first company to receive approval for blood |Single manufacturing facility for Oxyglobin and Hemopure. |substitute of any type |Small veterinary market for Ox yglobin | |No competition for Oxyglobin |Price sensitivity within the veterinary market | |Possible brand image for â€Å"blood substitute† |No established network of distributors | |Sufficient source material e. . blood of cattle to support the full |Annual capacity of 300,000 units | |production capacity | | |Raw materials cost is $1. 0 per unit | | |OPPORTUNITIES |THREATS | | | | |Establish brand image/position for â€Å"blood substitute† products |Lower the market price for Oxyglobin may result inability to recoup | |Success of Oxyglobin will bring opportunity for Hemopure |development costs | | |Negative impact on the ability to appropriately price Hemopure | | |Competitors to enter the veterinary market with their own product | |Table 1: SWOT Analysis for Oxyglobin | |STRENGTHS |WEAKNESS | | | |Stored at room temperature |Single manufacturing facility for Oxyglobin and Hemopure. | |Disease free |Annual capacity of 150,000 units | |Longer shelf life for up to 2 years |Universal blood substitute | |Immediately 100% efficient at transporting oxygen |Short half-life | |Purity, efficacy and convenience |Potential of higher toxicity | |Raw materials cost is $1. 0 per unit | | |OPPORTUNITIES |THREATS | | | | |Experience in marketing of Oxyglobin |FDA rejects Hemopure | |Advantage for brand image for â€Å"blood substitutes† from Oxyglobin |Competition from Baxter’s HemAssist and Northfield’s PolyHeme | |Increase in demand for blood substitute is expected to increase with | | |the aging population | | |Table 2: SWOT Analysis for Hemopure |

Segmentation Targetting and Positioning of Nike - 2257 Words

INTRODUCTION Nike, Inc .is a major publicly traded sportswear and equipment supplier based in the United States. The company is headquartered in the Portland metropolitan area of Oregon, near Beaverton. It is the worlds leading supplier of athletic shoes and apparel and a major manufacturer of sports equipment with revenue in excess of US$24.1 billion in its fiscal year 2012 (Ending May 2012).Nike and Precision Cast parts are the only Fortune 500 companies headquartered in the state of Oregon. The company was founded in 1962 as Blue Ribbon Sports by Bill Bower man and Philip Knight, and officially became Nike, Inc. in 1978. The company takes its name from Nike, the Greek goddess of victory. Nike markets its products under its own brand as†¦show more content†¦Now NIKE became official kit sponsor for BCCI Indian Cricket Team. By paying Rs.196 Crores (Rs. 1.6 Bn) to BCCI, NIKE wrested the rights to become the kit sponsor up to 2011.The first Just Do It cricket ad also made its appearance d uring the Champions Trophy. TYPES OF OWNERSHIP 1. Licensing 2. Franchising 3. Own Subsidiary SEGMENTATION, TARGETING AND POSITIONING Market Segments:- Market segmentation is the selection of groups of people who will be most receptive to a product. The most frequent methods of segmenting include demographic variables such as age, sex, race, income, occupation, education, and household status. Nikes segmenting market typically targets athletes, both women and male generally from the ages 15 to 35. Nikes targeting market is active people who enjoy high quality sporting goods, especially footwear. To do so Nike focuses on creating premium consumer experiences on product innovation, brand leadership and elevated retail presence. Nike is targeting further geographic expansion and farther marketing penetration in all regions. Though disciplined operating management, the company still continues to target long range mid teen earnings per share growth. The market segments that Nike can mainly differentiate are high, medium and low end customers with varying income levels. Thus, Nike needs to segment on various fronts such as economic, demog raphic, geographicalShow MoreRelatedStarbucks E-Marketing7567 Words   |  31 PagesAnalysis for Starbucks 8 3.2 PEST Analysis for Starbucks 10 3.21 Political 10 3.22 Economic 10 3.23 Social 11 3.24 Technological 11 4.0 E_MARKETING PLAN 14 4.1 E-Marketing Strategic Planning 14 4.11 Segmentation 14 4.12 Targeting 15 4.13 Differentiation 15 4.14 Positioning 16 4.2 Objectives 18 4.3 E-marketing Strategy 18 4.4 E-marketing Tactics 19 5.0 IMPLEMENTATION 22 5.1 Implementation Plan 22 5.2 Evaluation 24 6.0 CONCLUSION 25 7.0 REFERENCES 26 8.0 APPENDIXRead MoreMarketing Management 14th Edition Test Bank Kotler Test Bank173911 Words   |  696 Pagesis known as ________. A) segmentation B) integration C) disintermediation D) cross-selling E) customization Answer: A Page Ref: 10 Objective: 3 Difficulty: Moderate 29) Companies address needs by putting forth a ________, a set of benefits that they offer to customers to satisfy their needs. A) brand B) value proposition C) deal D) marketing plan E) demand Answer: B Page Ref: 10 Objective: 3 Difficulty: Moderate 30) During market segmentation analysis, the marketer identifies

Genetically Modified Food Should Be Banned Essay - 1142 Words

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