Apple iPhone Essay Example for Free

Apple iPhone Essay Japan to Apple iPhone No Thanks and Would Mickey Mouse Eat Shark Fin Soup these two case studies shows what happens when consumer behavior and marketing mix in globalization goes very wrong. These two studies reveal how marketer think they are giving a wonderful product and service in the case of Apples the iPhone and Disney the Sharks Fin Soup. Understanding the consumer’s behavior and the customs and values of the culture impacted these two campaigns. Apologies good media press and changes in the strategy to get the approval of the consumers. Both case studies points out the impact of technology and how it at first affected the campaigns for bad with negative that changed the reputation of both companys. Apples dilemma was very embarrassing for the company with negative reports and predictions of how the iPhone was going to sell in Japan. The propaganda was already put out to the media about the Japanese saying No Thanks to Apple concerning the iPhone 3. Apple thought that Japan would be ecstatic with the new product but supposedly the opposite occurred with reports of weak showing of the iPhone3. Of course with Apple being the cutting edge in technology and innovation in the western world Japan did not feel the same way about Apples iPhone3. First Japan was a hard market to try to get into the for Apple and their competition Nokia, and Motorola, whose attempts to grab Japanese customers were futile. So this was going to be a difficult campaign for Apple. At the time Japan was hostile toward western brand including Nokia and Motorola which I thought were Japanese brands. What’s wrong with the iPhone, from a Japanese perspective? The high monthly data plans that go with it, its lack of features, the low-quality camera, the unfashionable design and the fact that it’s not Japanese. Besides cultural opposition, Japanese citizens possess high standards when it comes to cell phones. The country is famous for being ahead of its time when it comes to technology. Japanese consumer rather would use their own brand even if the feature is not used frequently. For example, Japanese handset users are extremely into video and photos .The iPhone had neither a video camera nor multimedia text messaging. A highlight feature enjoy on their handset is a TV tuner. Many consumers also used their cell phone as their only computer device and also as a TV. The monthly rates was considered to expense and many consumers did not want to pay the monthy bill. Apple had to make  decision because the consumer’s behavior was very different in Japan. The Japanese in the time of No Thanks were more communal than individualistic which a new trend with the younger generation is. They were not considered conspicuous consumption they way it is in western countries. The Japanese way of consumer behaving was inherited from Edo Period of history (each class had it own code) Brand shopping revealed two things about the Japanese consumer social status and quality of product. Japanese consumers are known for being demanding with products. The Japanese consumer shopped mostly in department stores but now this is changing with malls. The Japanese consumer is a cautious spender and that is why the monthly charge for service was problem for Apple. They are also very environmental aware and health conscious. Apple did not understand that Japan demographic of aging is very large with life expectancy being vey long. So Japan has a big 60 plus consumers demographic that live by the old tradition, values and customs. These consumer behaviors were very different from the western marketer Apple did not take these in to consideration when the iPhone came out. The marketer had to start at zero level and make huge marketing decision for the Japanese market. Quality of the iPhone its features had to be reintroducing to the consumers to the cell phone market in Japan. Many iphones were given away so as to help the consumer get comfortable with the iphone a great strategy. The monthly pricing had to be adjusted but they really had to do with the value of the Yen. The Bloomberg report today notes that the iPhone has captured 72 percent of the Japanese market. High price, lack of a video camera and support for multimedia messaging, all three of those shortcomings have been addressed. â€Å"Softbank w ho Apple used to sell iPhones gives away the phone for free, and Apple has added a video camera and support for multimedia messaging. The Bloomberg report further suggests that those moves were just what the iPhone needed to gain a foothold in Japan, which we also acknowledged in a report published August 2009.†(Tewney ,2008) Would Mickey Mouse Eat Sharks Fin Soup? Became fiasco for Disney with reports that Disney wool start serving Shark Fin Soup to their customers in Disney Hong Kong. In a feature dated May 18, the Hong Kong Standard reports that shark fin soup, along with roast suckling pig and sliced abalone, will be included in wedding banquets Disney is promoting at the two hotels at the Hong Kong Disneyland resort. Shark’s fin soup is a traditional Chinese  delicacy popular at weddings and other important social events. Eating shark’s fin soup carries cultural significance and is seen as luxurious and a display of affluence and generosity. However the process by which sharks are caught and killed to provide the ingredients has long been criticized for the way in which fins are harvested . A 2004 survey by the International Union for the Conservation of Nature (IUCN) found that out of 262 shark species around the world, 56 were endangered. The Hong Kong Standard publishes a follow up to the story on May 23 and reports that Disney’s plans to serve shark’s fin soup have outraged local environmentalists. Under the environmentally umbrella Disney has integrated conservation efforts into its daily operations. The company says its employees around the world proactively support environmental initiatives through all aspects of its business and states that it is â€Å"committed to balancing environmental stewardship with our corporate goals throughout the world.† Disney lesson was tradition and customs no longer overruled environmental issues because affluent consumer wants a certain food or clothes. The voice of green and environmental safety out powered and was louder than the money of the wealth who wanted the Shark Fin Soup. With the new rising environmentalist animal cruelty advocate this was not going to be easy for the affluent consumer to win. Disney was going to have to make a decision not to serve the soup at all and it did. Globalization, can intentionally or otherwise remove social and cultural differences, which can often have a bearing on consumer behavior and in turn, lead to brands developing a more consistent global identity, one which doesn’t have to worry about the backlash of possible misinterpretation in other parts of the world. This isn’t to say that marketers believe cultural issues are no longer important. In fact, quite the opposite is true. The more information a brand holds about the world and its contrasting consumers the more chance it has of understanding and manipulating them. The interlocking of economic spheres is another aspect, which has affected consumer behavior for very different reasons all together. The European Union and the combine currency of Euro connecting different countries with the same currencies make for a huge consumer behavior being established. This was also the problem with Apples because Japan does not have the same cultural values as the western hemisphere which was a learning campaign for Apples globalization. The arrival of the Internet and advances in technology have succeeded in breaking down social and cultural barriers, but have not succeeded in stopping the masses from being continually guided by those who are learning more and more about them and the way they behave. In conclusion these two global business dilemma help to open the way for a precise understanding of different culture that helps with evolving of globalization to include all cultures and to give the best culturally socially, environment decision while giving the best service and product. Reference Key Characteristic of The Japanese Consumer (2014) Retrieved from: http://www.slideshare.net/rpretet/key-characteristics-of-japanese-consumers CRS ASIA (2014) Retrieved from :http://www.csr-asia.com/weekly_news_detail.php?id=5318 Consumer Behavior (2014) Retrieved from:http://publicresearchsystems.blogspot.com/2009/01/report-on-global-factors-affecting.html Why Japans Hate Apple (2014) Retrieved from http://www.wired.com/2009/02/why-the-iphone/ . â€Å"Softbank who Apple used to sell iPhones gives away the phone for free, and Apple has added a video camera and support for multimedia messaging. The Bloomberg report further suggests that those moves were just what the iPhone needed to gain a foothold in Japan, which we also acknowledged in a report published August 2009.† Why Japans Hate Apple (2014) Retrieved from http://www.wired.com/2009/02/why-the-iphone/ Would Mickey Mouse Eat Shark’s Fin Soup Retrieved from:http://www.nytimes.com/2005/06/17/business/worldbusiness/17 shark.html?pagewanted=all_r=0

Career, Career Interests, and the Value of a College Education :: essays research papers

I am currently employed as a software integration technologist with Motorola. The division I work in develops software used to identify persons, usually for law enforcement purposes, through fingerprint, palm print, facial, and demographic matching technologies. My job is to integrate these technologies into a single, fast, and easy to use system. Specifically, I code the workflow engine that allows the separate technologies to function as a single system. Instead of moving from company to company, changing jobs every few years like many of my past and present co-workers have done; I have been working at the same company for the last 18 years. I started at the bottom, in a data entry position while attending college classes in the evening. I worked my up the corporate ladder, meeting the challenges offered to me by my superiors, discovering my talents, developing my skills and performing to the best of my abilities. The reward was career advancement and increased compensation. Experience has taught me that there are many behaviors that will help you to succeed in a career. These behaviors include self-confidence, productivity, respect, the ability to work with others, a focus on quality, and a commitment to ethics.  Ã‚  Ã‚  Ã‚  Ã‚   Self-confidence in your own abilities will allow you to face challenges with a positive attitude and enthusiasm. You will be able to demonstrate a boldness and decisiveness that radiates professional integrity and communicate with impact. You must be â€Å"willing to say what you think is in the best interest of the organization – even if it’s not popular.† (Troiano, 1998) Plan and organize with the goal of being productive. Motivate yourself to achieve â€Å"necessary tasks and take on more challenges.† (Will your future, 2000) Be responsible for your own education. Learn quickly and work efficiently.   Ã‚  Ã‚  Ã‚  Ã‚  Build and sustain relationships with your coworkers and customers. Show respect and be courteous. Demonstrate an ability to work with others. Look to your peers for assistance and do not be reluctant to give assistance on work related problems.   Ã‚  Ã‚  Ã‚  Ã‚  Focus on quality, client service, and customer perceptions. The customer will be delighted with a quality product or service delivered punctually and professionally. Your superiors will note this satisfaction and use it when making future decisions that involve you.   Ã‚  Ã‚  Ã‚  Ã‚  According to the Columbia Encyclopedia, ethics is â€Å"the body of obligations and duties that a particular society requires of its members.† Society, in this case, refers to the corporate body. An employee has a responsibility to their employer to abide by the company’s code of ethics at all times. Career, Career Interests, and the Value of a College Education :: essays research papers I am currently employed as a software integration technologist with Motorola. The division I work in develops software used to identify persons, usually for law enforcement purposes, through fingerprint, palm print, facial, and demographic matching technologies. My job is to integrate these technologies into a single, fast, and easy to use system. Specifically, I code the workflow engine that allows the separate technologies to function as a single system. Instead of moving from company to company, changing jobs every few years like many of my past and present co-workers have done; I have been working at the same company for the last 18 years. I started at the bottom, in a data entry position while attending college classes in the evening. I worked my up the corporate ladder, meeting the challenges offered to me by my superiors, discovering my talents, developing my skills and performing to the best of my abilities. The reward was career advancement and increased compensation. Experience has taught me that there are many behaviors that will help you to succeed in a career. These behaviors include self-confidence, productivity, respect, the ability to work with others, a focus on quality, and a commitment to ethics.  Ã‚  Ã‚  Ã‚  Ã‚   Self-confidence in your own abilities will allow you to face challenges with a positive attitude and enthusiasm. You will be able to demonstrate a boldness and decisiveness that radiates professional integrity and communicate with impact. You must be â€Å"willing to say what you think is in the best interest of the organization – even if it’s not popular.† (Troiano, 1998) Plan and organize with the goal of being productive. Motivate yourself to achieve â€Å"necessary tasks and take on more challenges.† (Will your future, 2000) Be responsible for your own education. Learn quickly and work efficiently.   Ã‚  Ã‚  Ã‚  Ã‚  Build and sustain relationships with your coworkers and customers. Show respect and be courteous. Demonstrate an ability to work with others. Look to your peers for assistance and do not be reluctant to give assistance on work related problems.   Ã‚  Ã‚  Ã‚  Ã‚  Focus on quality, client service, and customer perceptions. The customer will be delighted with a quality product or service delivered punctually and professionally. Your superiors will note this satisfaction and use it when making future decisions that involve you.   Ã‚  Ã‚  Ã‚  Ã‚  According to the Columbia Encyclopedia, ethics is â€Å"the body of obligations and duties that a particular society requires of its members.† Society, in this case, refers to the corporate body. An employee has a responsibility to their employer to abide by the company’s code of ethics at all times.

GE’s Two-Decade Transformation: Jack Welch’s Leadership Essay

Jack Welch received his Master of Science and Ph.D. degree from the University of Illinois in 1960. After completing his years of education, Welch was hired by General Electric Corporation (GE) as a chemical engineer for the Plastics department. Promotions followed rapidly and at the age of 45, in April 1981, he became CEO of GE, one of the world’s leading diversified industrial companies. Even though, the U.S. economy was in a recession during that time and unemployment rates were very high, Welch found the way to challenge everyone around him and to made changes that helped him create one of the †Most Admired Companies in the United States† 1.How would you describe Jack Welch’s leadership style? Was his effect on organizational culture positive or negative? Defend your argument. When Jack Welch became CEO of GE, he made a decision to radically restructure the company, realign goals and motivations, and push managers and employees to â€Å"stretch† to new previously unknown limits. He set high standards for each of the business units to become number 1 or 2 in the industry, and if the results weren’t satisfying, he disengaged from that sector or sold it completely. Between 1981 and 1990, GE sold more than 200 businesses that freed up over $11 billion of capacity. Jack believed in complete dedication and always putting 110% into everything he was doing. His management style and motivation included three main areas: empowering/motivation, goal setting and clear communication. Welch was very motivated and full of internal driving passion that made him work for reasons that went beyond money or status. He was always â€Å"thirsty† for better results and continuously raised performance bar for GE. He was a strong believer in incentives and rewards, in addition he also implemented a model where stock options became the primary component of management compensation. Employees who were scored highly on their performance reviews received large bonuses, what further motivated them to even higher performance. Welch continuously worked on creating environment in which people could do their best. He believed that good people were GE’s highest asset and created main foundation for company’s success. In order to improve communication and organizational culture, Welch reduced the hierarchical levels from nine to four and made sure that all business units would report directly to him. Welch focused on creating the boundaryless company, with a friendly, open and anti-parochial  environment. It was important to him to create atmosphere where employees could freely share new ideas and find best solutions to any obstacles that company had to deal with. He was completely aware that employees at GE come from different backgrounds and with different experience, therefore his goal was to take away from the benefits of this diversity and aimed to reshape them and guide them toward the right direction with the use of GE philosophies. He promoted people who were thinking outside the box and were able to challenge the status quo. Through these channels of open communication Welch was able to motivate his employees, as they felt direct connection with the company. Welch spent most of his time on training and developing talent within top managers of GE. Around 70% of his time was dedicated to people issues, various problems and developing others. He used Crotonville training center as a place for communication throughout the GE organization. It was a place where managers learned and experienced many of the GE problems, as well as ways to better cope with various business difficulties and challenges. Through the implementation of the 360 ° reviews he was able to openly communicate with his employees and let everyone know exactly where they stand in the organization. It was a major motivational force that contributed to increased performance and employee’s dedication. Jack Welch wanted to create a work environment where people at all levels would be held accountable for their own work and asked people to use their dreams while setting business targets. His goal was to make everyone â€Å"stretch† and constantly work on becoming a better performer. In order to reward those employees who were able to reach their dream goals, he compensated them with stock options and substantial bonuses. Welch was fully aware of psychological contract that exists between employees and organizations. Throughout his career as a CEO, he knew that GE offers the best jobs for people who are willing to compete and perform at their highest standards. The company offered opportunities for personal and professional growth and simultaneously rewarded top performing individuals. By flattening the organizational hierarchy, removing the bureaucracy, setting clear goals and open communication Welch succeeded in transforming GE and creating healthy organizational culture. His motivational strategy and clear understanding of psychological contract helped him create best managers and company that became a global leader. 2.From a motivational perspective, was Welch an effective or ineffective leader? How so? Explain and support your argument. Jack Welch is a truly legendary leader who has made General Electric into one of the world’s most successful companies and as Fortune described him â€Å"Manager of the Century†. Throughout his career at GE, Welch has continuously concentrated on motivating his employees and â€Å"stretching† their abilities. He believed that leaders should articulate a vision and then energize others to execute it. As we all know, socially skilled people are also expert persuaders who find the right way to motivate others. Their passion for work seems â€Å"contagious† and has a positive impact on other employees. Welch was striving to attract only the best talent and people who would bring the most value to the organization. He succeeded in getting huge numbers of very capable people all pulling them in the same very profitable direction. He knew that good people will steer the company toward success and therefore he was a strong believer in incentives. He made sure that psychological contract between employees and organization was being constantly negotiated and that great performance needed to be rewarded. He expended the number of options recipients from 300 to 30,000 and made sure to distribute generous bonuses to individuals who demonstrated outstanding performance. Another characteristic that helped boost motivation and performance within employees was â€Å"integrated diversity†, this open and friendly environment helped inspire a much broader thinking, new ideas were being generated and it also improved collaboration between departments. Welch encouraged his teams by always looking at change as a never-ending opportunity. He constantly urged his people to reinvigorate their business model before someone else did. This strategy helped him gain new market share and strengthen GE’s leadership position. It further invigorated creative thinking and made the company more competitive. His next objective was to create the culture where everyone felt engaged and important. By eliminating one of the sector levels he was able to gain more direct contact with managers reporting to him. We must remember that motivation starts with employee engagement, and engagement begins with effective communication skills. Welch dedicating most of his time to communicating with his staff, developing special management training programs that would help managers reach their goals and educate  them to become great leaders. As he knew that General Electric was an A-plus company, he only wanted to attract A players. To find the right equilibrium he knew that it was necessary to take good care of his best personnel. He did it through promoting them, offering great salaries and stock options and investing in their further development. According to one of the articles written by Victor H. Vroom â€Å"Work and motivation†, the concept of Force concentrates on efforts an individual will take when pursuing a particular course of action. Vroom also argued that a person’s behavior is the result of a field of forces, each of which has direction and magnitude. Highest level of force will be reached by actions with high level of both valence and expectation. According to Vroom’s equation of force (Force=Valence x Expectancy), valence and expectation cannot be zero, as it will result in no force to adopt given course of action, since anything multiplied by zero is zero. When choosing alternatives, people tend to select ones that correspond to the strongest positive force or least negative force. As we can observe in the leadership style of Mr. Welch, he was fully aware of this relationship and knew it was necessary to take good care of his top management. Welch didn’t concentrate on micro management, by giving his employees clear visions and setting new goals he was able to make his workers determine the necessary level of support required to achieve those goals. He constantly set high expectations and asked for more, this triggered creative thinking, increased performance and set new standards for the followers. He didn’t waste time on trying to train and develop Cs to Bs. Through the use of performance appraisal system and â€Å"vitality curve† the company was able to eliminate poor performers and only keep the best talent. Welch was able to inspire his staff and his employees were certainly glad he was captaining their side. Whether they liked him or not, they respected him, followed his leadership style and admired him.

The Distinction Between Natural Law And Legal Positivism...

In this assignment I shall critically deliberate, scrutinize and define the distinction between natural law and legal positivism. I will make distinctions regarding advantages and disadvantages of the definitions of the theories of natural law and legal positivism. By focussing on slavery as an example I will be looking at various theorists and their theories thereby attempting to make sense and find clarity in this regard. Furthermore to understand the aspects of natural law and legal positivism, one has to understand the theories of Cicero, Thomas Aquinas among others in regards to natural law and H.L.A. Hart, Jeremy Bentham, and John Austin for positivism. In addition one has to acknowledge the views and theories of modern theorists in contrast to the more traditional standpoints. The definition of natural law according to Merriam-Webster (merriam-webster.com 2015) is that ‘a body of law or a specific principle held to be derived from nature and binding upon human society in the absence of or in addition to positive law.’ William Einwechter (1999) labels four claims to outline the impact of natural law and also how it applies to society. First is that, ‘there are unchanging principles of law that exist in ‘nature’ that define for man what is right, just and good and which ought to govern his actions’. Second is that ‘principles of law are accessible to all men and are discovered by the right or reason.’ The third aspect is that ‘principles of law apply to all men at allShow MoreRelatedThe Second World War1598 Words   |  7 Pagesthat they weren’t guilty of a crime as they were obeying the law of Nazi Germany . Consequently, the trial revived the broader question of whether laws which are inhere ntly immoral can be considered valid law. 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