Bad Effects Of Transhumanism Essay

Humans (and transhumans) are marked by a persistent desire to understand and control their environment and experience. Before the development of the scientific method, deductive and inductive logic, game theory, sophisticated epistemic principles and so on, humans resorted to superficial causal explanations based on observation for common phenomena, and theistic explanation for unusual events. Deities were invoked to explain unusual or destructive phenomena, and to try to provide a comforting model of the uncertainties and uncontrollable events in life. Storms, floods, tornadoes, earthquakes, epidemics and madness could not be tolerated without some belief about their cause. In the absence of scientific explanation a religious or theistic explanation was almost inevitable. Along with pre-scientific attempts at understanding came a crude attempt at a technology. A tension is evident here: On the one hand religions have frequently declared events to be determined by a divine plan and s o have held attempts at changing things to be futile (this is common in Eastern religions, as well as other religions involving predestination). On the other hand, religions have offered certain limited and carefully circumscribed means of changing and controlling events, such as through prayer, ritual, and magic. The overall result has been entropic and anti-progressive since religious technology is ineffective (with the occasional exception of psychosomatic effects). The role of religion in providing explanations, however poor, of human life and its environment has given way over time to the superior resources of empirical science. Science has been able to explain an enormous variety of phenomena, both commonplace and unusual. Protestations by theists that science has not and cannot explain the origin of life, the origin of the universe, or the nature of consciousness are increasingly ridiculous as we continue to learn and discover. An objection to this view of the origin and strength of religion is that it is unclear why religion is persisting and even growing as scientific triumphs abound. This objection makes two mistakes however. First, as I am showing, there are other sustaining causes of religion that do not entirely or closely depend on the development of science. Second, the apparent strength and resurgence of religion is, I believe, an illusion  generated from a limited perspective. Certainly religion is not declining rapidly, and is continually taking new forms (such as New Age mysticism), but seen over a span of decades and centuries the trend is clear enough. Late twentieth century religion is very much less powerful than religion in the Middle Ages. In the past religion dominated all aspects of life and the idea of a separation of Church and state would have been considered incomprehensible and wicked. DEALING WITH DEATH AND UNCERTAINTY: One of the great tasks before us, as transhumanists, is the reengineering of our consciousness to do away with the powerful desire for certainty of a dogmatic kind. Most humans feel that they cannot bear to be wrong. They fear an unknown future. They readily give up intellectual and emotion independence in favor of faith in another person, whether human or supernatural myth. Humans are also driven to the comforts of religious dogma by the terrible fact of death. Some transhumanists expect religion to automatically decline as technological progress accelerates. Unfortunately, the faster technology and society changes, the greater the uncertainty in people’s lives, so the greater the appeal of religion in all its forms. (Hence the takeover by National Socialism and communism at times of great upheaval.) Scientific and technological progress alone will not abolish religious thinking. Transhumanist philosophies, especially immortalist philosophies such as Extropianism, will be vital to intellectual and emotional progress.

The concept of a polis

The polis was what they called the small, independent Greek city-states during the Classical period. It was a unique institution in that governance was not ruled by a monarchy as was usual with traditional states of the time, but a group of men who were either elected or chosen from among the nobility and later on, from among all free citizens. Membership was determined by birth although citizenship by naturalization was oftentimes admitted. Slaves, foreigners and women who live within the polis were not involved in government and not allowed to own land. In fact, slave labor was encouraged because they formed the backbone of the agricultural economy. The polis was usually bounded by walls and citadels and within was an agora or marketplace, the center of the city trade, and numerous temples. Most citizens live within but some members resided in the countryside. The modern-day equivalent of the polis would be any city in Western Europe or America. Like the classical polis, modern cities are political states, the citizens register with city hall or pays residential taxes, and there would be foreigners or residents coming from other places who would be subjected to the laws and regulations of the city. Its leaders are also elected or appointed. Unlike the polis, however, affiliation with a modern city is only political and not religious. Also, the hierarchies in modern cities are not ascribed by birth but by one's economic status. Most importantly, women and residents coming from other cities already have political rights and could even join in the government. There are open borders now instead of walled fortification between cities. Slavery has been banished and the basis of the economy has become as complex as the social structure of the city. Finally, although the city government can make its own ordinances and budget, the city itself is not dependent in that it is governed and part of a larger unit, the national government.

Belonging Essay Essay

Concept, perceptions and ideas to belong or not to belong differ from person to person. This is due to experiences that shape ones personality that come through personal, cultural, social and historical context. The idea of belonging allows one to have some sort of connection and communal with people, places, groups, communities and the wider world. In contrast not belonging causes one to suffer from alienation, exclusion and marginalisation. As a result these factors can cause an individual to be at different states of depression depending on one’s personality and situation. However in society, belonging has become and essential to life. Many texts have explored the notion of belonging and not belonging; the play Rainbows End by Jane Harrison and the short film Between the Flags Produced by Jayce White explore the concept of belonging and not belonging to place and people through several forms. Rainbows End by Jane Harrison is a play that explores the concept of belonging and not belonging thorough Harrison’s choice of cultural and historical context at the time. The play is set in the 1950’s during the time Queen Elizabeth II was visiting Australia and whilst many racist policies where practiced such as the Assimilation, Paternalistic and the White Australia policy which all discriminated and alienated the Aboriginal people from the wider community. Throughout the play, it is manifest the Aboriginal people belong and do not belong to certain placed and people. This is shown through a conversation that Nan Dear his with Dolly about her birthplace, â€Å"Well, of course I’m not gunna die. Not here anyway. Gotta go back to my old place to do that. Nan Dear Act One Scene One. This quote conveys Nan Dear’s idea of belonging to place, she assertively expresses to dolly that this is not her place and she will eventually return to where she fits most, through this may not be physically but rather spiritually, which is also part of the aboriginal culture and traditions. The understanding to belong, not belong and the longing to belong alters from one individual to another, this is extensively due to one’s overall background experiences which have ultimately shaped ones thoughts and ideas on the various notions of belonging. This is very evident throughout the play, Rainbows End as different perceptions of belonging are conveyed through conversations and incidents that occurs from characters of different social and historical background. An example of such is the conversation that Errol and Dolly have about the differences in their families. Errol attempts to convince Dolly that he is willing to give her a better life, if she agrees to marry him but away from her family. Dolly does not agree with Errol Fisher’s views on a better life and continues to question his thoughts through the repetition of his words. DOLLY: You want me to leave here for ever? ERROL: I’m offering you a better life. DOLLY: A better life? ERROL: In the city there’s department stores so big that you can spend all day in them. Why in the city there’s even little restaurants you can eat spaghetti, just like Italy. DOLLY: Spaghetti? This conversation portrayed Errol and Dolly’s different perceptions of belonging. The use of the repetition is ironic as Dolly has her family and place does not understand the meaning of â€Å"better life†. The connection that dolly has with her family and place has created her to feel comfortable there regardless of all the discriminatory acts of the time. Errol and Dollydiffering opinions come through their social and cultural context which causes them to continuously clash between each other. â€Å"Your world. And you’re just assuming that your world is better. But actually, when I think about it- when I think about nasty Nancy – she has everything that opens and shuts. I’m not sure it isbetter. I wouldn’t trade placer with her for anything. And as far as you’re offering †¦ no thank you. This is my place. I’m staying right here with my Mum and Nan† despite Dolly not being a young adult who has subjected to racial incidents, that could be prevented in the future if she accepts to marryErrol The short film Between the Flags is a Tropfest film that references and represents the incident that had occurred in the year of 2005, Cronulla riots, concerning two racial groups; the Australian and the Lebanese, which caused violence and division amongst the two races. If mixing of the two diverse racial groups had occurred at the time it often resulted in a brawl and further conflict; however the filmBetween the Flags argues this conviction through a humorous way. Several forms such as: humour, irony, popular culture and themes such as the beach and â€Å"typical Australian bloke† support the idea that two or more people can intertwine together regardless of any dispute one being removed from the external society. The use of irony is used throughout the complete film, it creates humour in-between the two characters which generates harmony amongst them, this is apparent in the film. An example of this is when the Lebanese character (character are not given names instead each represents an ethnicity which is shown through their choice of costume) approaches the Australian bloke: â€Å"What’s goin on† – Lebanese boy â€Å"G’day mate† – Australian bloke â€Å"Here for the riots† – Lebanese boy â€Å"Yeah, looks like we’re the first ones here† – Australian bloke â€Å"Maybe we should wait for a more people† – Lebanese boy  The conversation between them continues the irony of the situation is the conversation that occurs, and also the use of such words such as â€Å"mate†, as both of them are at the beach to riot against each other; instead they involve themselves together in a communal conversation. Throughout give-and-take of words between the two characters they both felt a sense belonging and ease towards each other even through the beach was supposed to be a place of non-belonging and dispute. This was majorly due to them being part of the popular culture and sharing the same interest. Their reactions were shown through the use of close up camera shots, as they enable the viewer to understand the characters emotions and have a sense of empathy towards them. The short film Between the Flags uses the beach as the setting to the film, as this is also references to the Cronulla riots as they had occurred at the beach. The attitudes that the characters have towards the beach affirm that it is a place of regular social call, also part of each ones character regardless of their ethnic background. Two characters connection with the beach enables the viewers to have an immediate understanding that it is a place of belonging to one another. This is manifest in the film through the connection that the characters grow due to playing a game of cricket, nevertheless in the film the beginning of the game the Lebanese character says â€Å"umm I don’t usually do this but†¦Ã¢â‚¬  this had displayed to the audience that he is not too liking of cricket but he starts to play as it is most appropriate to do so. This was shown through a continuous full camera shot to show the characters interaction with each ther and to also display the setting of the film. Throughout exploring and analysing texts it has become most evident that people views of belonging is constructed through their perception on the place. This concept was explored in the two texts Rainbows End by Jane Harrison and the short film Between the Flags produced by Jayce White as both texts had explored belonging, not belonging or the longing to belong to a place through the perceptions and the social, historical, cultural and personal context of an individual determined their sense of belonging and not belonging.

Global consumer culture is a beguiling illusion and a gangerous Essay

Global consumer culture is a beguiling illusion and a gangerous fiction for the marketing manager - Essay Example The Association of Qualitative Research has defined consumer culture as: â€Å"Consumer culture suggests that consumption - the act of buying goods or services - is a cultural activity, one imbued with meaning and driven not just by practical or economic factors. Mapping and exploring the business implications of these cultural meanings is one of the principal functions of qualitative market research.† By reviewing the above definition we can conclude that cultural values directly influence the consumption patterns of buyers. Therefore, in order to create a global consumer culture it is essential to carry out an in-depth investigation and research of the local traditions, customs, language, heritage, norms, values and ethics of target foreign market in order to maximize the opportunities of success and minimize the risks of failure. In this way, the process of globalization will meet the standards of localization. GLOBAL CONSUMER CULTURE: Since late 20th century the world has become a global village. Due to faster means of communication, rapid advancement in technology, easy means of transportation and increased international business transactions; the barriers between cultural and regional boundaries are almost eliminated. Over the years the religious and cultural tolerance among various societies has increased dramatically and people no longer resist living in metropolitan cities where people from different countries, cultures, societies and political backgrounds live together. ... Due to faster means of communication, rapid advancement in technology, easy means of transportation and increased international business transactions; the barriers between cultural and regional boundaries are almost eliminated. Over the years the religious and cultural tolerance among various societies has increased dramatically and people no longer resist living in metropolitan cities where people from different countries, ethnicity, cultures, religions, societies and political backgrounds live together to form one large society which has colors of many sub-cultures. However, on one hand the idea of global village has played an important role to remove the differences among various segments of society and to provide equal opportunities to everyone irrespective of cast, color, creed, sex or background. But on the other hand, the concept of universal culture is very dangerous as it completely ignores the concept of â€Å"nationalism† and the religious and cultural values the sh apes up the national identity of the people in different countries. Therefore, marketers need to weigh the pros and cons of entering the foreign market and the barriers to their success. D. ADVANTAGES OF GLOBAL CONSUMER CULTURE: According to Scott Gay, (2006) â€Å"a global consumer is the product of cultural convergence spearheaded by industrialized nations† because the customer choices are becoming alike due to the phenomenon of global village. Globalization offers many advantages to the manufacturers who have potential to market their products on international scale and give their brands a global presence. However, every product can’t have global impact. For instance; a farmer in Asia can produce wide range of products by full capacity

Case Analysis Study Example | Topics and Well Written Essays - 1000 words - 3

Analysis - Case Study Example The Daubert vs. Marrel Dow Pharmaceutical Inc. ruling resolved the debate on admitting evidence in the court. As a result, the Daubert ruling is one of the most consequential decisions about the role of forensic evidence in the judicial process. The Daubert case involved a toxic tort case. The court heard that two boys, Jason Daubert and Erick Schuller were born with serious defects because of the negative effects of a drug made by Benedictin. The plaintiff believed that they had been affected because the mother had taken the anti-nausea drug Benedictin while she was pregnant. The two boys decided to sue the organization. The decision placed them among numerous people who were suing for damages. The case got into the public domain because of disputes over the introduction of expert testimony (Gostin & Milbank Memorial Fund, 2002). The ruling would not only affect the case but also determine how forensic evidence such as digital evidence would be allowed in the case. The Supreme Court accepted the case due to the realization that it needed to set the standard for the admissibility of forensic evidence. The major issue was whether the adoption of Federal Rules of Evidence should get more prominence than the Frye standard that had played a significant role in the case. The Supreme Court ruled that the F.R.E should receive more weight than the Frye standard (Coleman, Swenson, Holloway, & Aulinskas, 1994). The rule shifted power from the Frye test and gave the judge powers of determining which evidence should apply in the case. The ruling implied that judges could determine the admissibility of scientific evidence as opposed to only determining the credibility of a witness. An evaluation of the ruling demonstrates that four criteria should apply when determining the admissibility of evidence. Firstly, the court should consider if the theory or

History of a 10th grade reader Coursework Example | Topics and Well Written Essays - 1000 words

History of a 10th grade reader - Coursework Example The results of these metrics were then used to pick the optimal world history textbook for the tenth grade. The first metric, the Fry readability graph, uses the length of words, measured in syllables, and the length of sentences to form a rough gauge of grade level. To use the Fry method, one takes three one hundred word samples from different section of a work (two from the beginning, one from the end) and counts the number of syllables and sentences (to the nearest tenth) in each segment. Once those measures have been averaged, they are plotted on a readability graph to form an approximate grade level. The second metric used is the SMOG readability, which, like the Fry formula, counts the number of polysyllabic (two plus syllable) words in a given number of sentences. This method uses three passages of 10 sentences in length, two from the begging and one from the end (like the Fry graph). The number of syllables of those words was counted, its square taken, then three was added to the result – this gives approximated the appropriate grade level for the textbook according to the SMOG metric. The final method used to analyze the readability of the text was the Flesch-Kincaid grade-level score, used through a utility in Microsoft office. ... World History: Patterns of Interaction Patterns of Interaction (figure 1) was evaluated using all of the above methods. With an average of 154 syllables/100 words and 7.5 words/100 words, the Fry readability graph gave this work a ninth grade reading level. The SMOG formula produced a grade level of 11 through, while the Flesch-Kincaid grade level formula was 23+30+22=75. The square root of 75 is approximately 8, which added to 3 produces 11. The Flesch-Kincaid gave a grade level of 9. Bader’s text book analysis demonstrates that this text is incredibly average, having few weaknesses but just as few great strengths, and reading through it the reading level may be too simple for tenth grade. World History (Pearson Prentice Hall) Pearson/Prentice Hall’s World History (figure 2) proved to be the most grade appropriate of all three textbooks evaluated in terms of readability. With 156 syllables/100 words, and 5.6 sentences in the same span, this work was spot on the tenth g rade reading level. The Flesch-Kincaid also agreed with a tenth grade reading score, with only the SMOG formula differing, providing a grade 12 reading level, somewhat higher than the other two. With reference to the Bader analysis chart, this textbook proves to have very appealing visual form, and does a good job accommodating visual learners using webs and diagrams. One of its few failings was perhaps not spending enough time making sure all new concepts and visuals were fleshed out properly and could be understood. World History: the Human Experience The final work examined was World History: the Human Experience (figure 3). It consistently scored the highest within all three readability metrics; with an average of 149 syllables and 4.4 sentences/100

Preliminary ruling procedure and family reunification rules in the EU Term Paper - 1

Preliminary ruling procedure and family reunification rules in the EU - Term Paper Example The primary purpose of framing policies, rules and regulations is to protect the citizens and safeguard their interests. Countries that host citizens from other countries desire to limit the number of their families coming to the host countries primarily with an objective of safeguarding the interests of the natives. However, every law leaves scope for exemptions based on peculiar circumstances or situations that warrant the relaxation of the law, depending on the merits of specific individual cases. In the instant case, despite the fact that the relevant laws in Caledonia do not permit family reunification with children, the unique circumstances under which Cathy’s case deserve merit need to be considered. It transpires that laws in New Caledonia, which preempts the appellant from the family reunion with her children, focus on the â€Å"preservation of the specificity of certain regions within the Member States† and it becomes a difficult proposition to exercise European citizenship-rights in sub-nations (Kochenov 308). Therefore, many people have started to feel the necessity for the provision of a â€Å"legal assessment of the regional citizenships found in EU Member States† with reference to the laws of the EU (308). The instant case illustrates how the technical snags in legal systems affect individuals and their families, especially when they are ailing and requiring the presence and support of family members. Thus, in the absence of specific laws in New Caledonia to permit Cathy’s reunion with her children, the case needs to be reviewed from the perspective of the aforesaid two directives. Evidence also suggests that the current legal framework pertaining to regional citizenship tends to â€Å"discriminate on the basis of nationality† as can be perceived in the case of Cathy (309). As a consequence, one region prevents a person from citizenship there, while other regions

How unsustainable the American economy is Essay

How unsustainable the American economy is - Essay Example Unemployment is a major issue in America and the current rate of unemployment is over 9% in the country, when Barack Obama took over as the President of America it was about 7%. This also goes to show that the promises he made were not fulfilled, employment will be generated when the economy recovers but it is showing no signs of recovery and this is certainly bad news for America and all its citizens. This is also bad news for the whole world because the recent events have left European countries in complete disarray. The Euro zone crisis have escalated ever since recession started taking its toll, Greece and Spain stand on the verge of defaulting. â€Å"In my view what is happening in Greece is just the tip of an iceberg.   With private debt in many parts of the world, we socialize these private losses.   Now with large budget deficits in Europe, in Japan, in the United States.   The bond market vigilantes have woken up in Greece, in Portugal, in Spain. At some point they're going to wake up in the U.K., in Japan, in the United States.   We're running a 3.5 budget deficit.   It is obviously over time not sustainable.† (The US Economy is Unsustainable) The FED has certainly failed to do its job; recession was a classic example of the same. There is absolutely zero discipline. Excessive borrowing was encouraged by the FED and the same resulted in damage beyond repair and now also the same thing continues. Deflation still exists; interest rates are still really low. There is no market discipline which directly suggests that the economy is unsustainable. There are far too many fiscal problems in the US, a country like US does not even have the option of defaulting available at its disposal but if the same thing continues we might witness high inflation in the near future which will be really bad for America and all its citizens. Riots may even occur when the unemployment rate in the country goes further up but this is highly unlikely because the unemployed have something called a safety net with the help of which they receive some compensation. Things are looking really bad for the economy of the US and all its citizens, it is not doom and gloom yet but something concrete needs to be done about it and it needs to be done sooner rather than later. â€Å"The recent deep recession and the subsequent slow recovery have created severe budgetary pressures not only for many households and businesses, but for governments as well. Indeed, in the United States, governments at all levels are grappling not only with the near-term effects of economic weakness, but also with the longer-run pressures that will be generated by the need to provide health care and retirement security to an aging population. There is no way around it–meeting these challenges will require policymakers and the public to make some very difficult decisions and to accept some sacrifices.† (FED Chief Ben Bernanke Calls US Economy Unsustainable) Ben Be rnanke the Chief of the Federal Reserve has little faith in the economy of the US and the same speaks volumes about the mismanagement of the Federal Reserve. There are a lot of unidentified liabilities which add to the already mounting debt, liabilities like social

Squatters Essay Example | Topics and Well Written Essays - 750 words

Squatters - Essay Example squats, work is done in the process of cleaning the rooms, dusting the building, cooking for others and generally, doing something for the benefit of both parties. A job involves an undertaking that one does for creating some income. A job accompanied by a financial ratification that always presented as payment or a salary. For example, some people in the squats had a job of collecting the fifty-cent entrance fee for music. The money they received used for general upkeep while at the squats (PenÃŒÆ'alver and Katyal 37). An ideology behind some people’s decision to participate in a squat bases on one’s goal in life. Some people prefer having the life that they have less work pressure. Work where one has a feeling of self-satisfaction. Squat life has an environment where an individual is free from stress and where one can do something for others and in return feel appreciated. Such setting gives a person the opportunity to contribute positively to the community of the squat people by helping others. Therefore, such characteristics, as identified with squat life, may attract some people to live or participate in a squat. The idea of work feature into life in a squat by the sense that most work here regarded as community service. As from the talk, people spend the whole day doing what they want to do. Work and life in a squat are liberating. Work in squats rather taken as social undertakings that involve the effort to make things better for others. People in such an environment mind a lot about others, as there is a sense of collective responsibility. People come together from different background and end creates a family that they identify with in such squats. They, therefore, seek means of survival collectively as one (PenÃŒÆ'alver and Katyal 40). The squatting experience is fascinating in the sense that people seem to be what they are less expected. First, the life in squats is full of communism. The squatters treat each other as brothers. They listen to music

Inroduction to Business law Coursework Example | Topics and Well Written Essays - 3000 words

Inroduction to Business law - Coursework Example Though there are fundamental differences between tort and contract laws, it is argued that they are similar to one another and negligent misstatement and negligent misrepresentation are clear evidence for that. This part of the paper evaluates Doctrine of precedent in relation to Lord Radcliffe’s statement in his work ‘Not in Feather Beds’(1968) and discusses negligent misstatement under the law of tort and negligent misrepresentation under the law of contract to support the argument that they clearly indicate that both tort and contract laws are similar to one another. Judicial Law-Making and independent sources Lord Radcliffe (1968, p. 216) stated that ‘Judges should be cautious (in terms of making law or following precedent) not because the principles adopted by the Parliament are more satisfactory or more enlightened, but because it is unacceptable constitutionally that there should be two independent sources of law-making at work at the same timeâ€℠¢. ... Judges are to be more cautious to discover and declare the law that they want to express in front of the legislator, but not to make it. Whether judges should make new laws or they should simply declare what the law is has been a major topic of academic debate. In today’s legal systems, it is generally recognized that judges do make new laws when resolving certain disputes even though they often disagree about the extent of their law-making power (Mothersole and Ridley, 1999, p. 41). The doctrine of precedent, which states that courts must use decisions concluded in earlier legal-cases, has provoked serious debates about the precise role and rights of judiciary in developing common law. Are Judges just decision-makers who simply discover the law and declare it in the courts or they actually make new law with their power to do so. Some researchers have seriously claimed that judges have no more power than finding and applying existing legal principles. From Lord Radcliffeâ€⠄¢s statement, it seems that he agreed that a Judge can either depend on decisions made in earlier legal-cases or make law, but he needs to be cautious because it is constitutionally unacceptable that there should be two independent sources at the same time. The two complimentary sources of law-making are Judicial and Legislature processes. Though there are disputed regarding whether a Judge creates law or perfectly follow decisions made in earlier cases, it is generally agreed that a Judge has the power of law-making. Both Judge and Legislature have to understand the respective functions and limitations related to judiciary and legislature. Zander (2004, p. 332) stressed that Judges do not reverse principles that are already well established, but they usually modify, extend or restrict them

Flexible Workers Essay Example for Free

Flexible Workers Essay The term flexible working means Flexible working is a phrase that describes any working pattern adapted to suit workers needs. Flexibility is the The ability of an organisation to adapt the size, composition, responsiveness and cost of the people inputs required to achieve organisational objectives (Pilbeam and Corbridge, 2010). There are different forms of flexibility which are numerical flexibility, functional flexibility, financial flexibility, locational flexibility and temporal flexibility. Numerical flexibility is where employers can change the size of their workforce as their labour requirements change. Functional flexibility is the ability of an organization to move employees to other duties or responsibilities within the company. Locational flexibility is that employees can work from home instead of coming to the office. Types of temporal flexibility are Part time working, home working, job Sharing, term time working, annual Hours Zero hours, 9 day fortnight/compressed hours. The table below shows that â€Å"Between 2006 and 2011 there was a general increase across all modes of flexible working (Table 2). Teleworking (TN0910050S) saw the greatest rise, being offered by 14% of employers in 2006 and 59% in 2011. This echoes trends in flexible working observed in the UK as well as the rest of Europe (EU1101011D). The popularity of teleworking has been boosted by improvements in information communication technologies (ICT) and its attractiveness to the smallest companies (69% offer this form of flexible working)†. (ewco 2011) Source: CBI/Harvey Nash (2011) â€Å"The Third Work-Life Balance Employer Survey found that the vast majority (92 per cent) of employers would consider a request to change a working pattern from any employee despite legislation only requiring employers to do so from some employees. Amongst those employers where a request had been made in the previous 12 months, just nine per cent said they had turned down any requests. The survey reported that employers continue to hold predominantly positive attitudes towards work-life balance and to perceive its benefits for employees and workplaces alike, although it is clear that most employers feel that the implementation of flexible working practices is not always easy, and should not be expected by employees where it would cause disruption to the business (Family Friendly Working Hours Taskforce 2008). The Atkinson’s Flexible Firm Model is a technique used by the managers of a company to organize the work place with the help of different forms of flexibility to efficiently make full use of its work force. The model is based on the principle of dividing the work force into core and peripheral groups. The core group consists of workers that are vital to the company, the work force is functionally flexible and are very difficult to replace because of some special skills, knowledge about a product or market and experience in the field. The peripheral group consists of workers who are numerically flexible. This because of the worker in this group can be replaced easily, the supply in labour market is high, they were only needed for a specific task or they might be only needed in the peak time of a business. For a worker it is better to be of the core than the periphery as they would have job security, improved conditions of work and a better pay rate as they cannot be replaced easily. The model also shows how important can the external workers be for the business. For example sub contracted workers like the cleaning staff of an airline are not core part of the company but they are important in running of the business (oxford human resource management). According to BT Case study,† BT demonstrates the power of flexible working as it has adapted the way it manages people and the way they work to stay competitive and responsive. The company has what is believed to be one of the largest flexible working projects in Europe – the BT Work style project. Flexible working is available to almost everyone in BT, and BT now has over 70,000 flexible workers ,from senior managers to contact centre staff. At BT, flexible working is business as usual. Already seven out of 10 people work flexibly and nearly 10% are home based. It has saved the company millions in terms of increased productivity and cut costs. It has also motivated our people and released more potential. † Sir Christopher Bland, Chairman, BT Group (BT group). Flexible working both meets the needs of employees and improves companies’ capacity to serve customers – to optimise communications, reduce response times, improve service and support, and contribute to the overall customer experience – and, in doing so, it secures competitive advantage. See figure 1 below This clearly shows that BT has used flexible working and gained a lot from it, BT used compressed hours to lengthen engineers days which led to high level of job completion customer satisfaction and engineers enjoyed half day off a week which creates motivation among the employees. : British gas has been using flexible working for a long time and it has been their key element in business strategy. British gas offers its employees different types of flexible working which has enabled the company to offer 24 hour service for its customers. British gas flexible working provisions include allowing university students to study, letting people work longer or shorter hours, part-time and full-time roles, flexible hours to allow for childcare, and remote working and they also support home working for some employees. Benefits of offering flexible working for British Gas are that they want to attract and retain the best talent, regardless of background and responsibilities and they want a diverse workforce that reflects community and customer base. Offering flexible working increases employee’s loyalty the brand and provides a better environment to work. British Gas has been chosen as one of the Top 50 Great Places to Work for the 3rd year running rising four places to number 26 in the list (British Gas 2012). Marks and spencer revised their working in February 2010 to give greater emphasis to the requirement for line managers to give all formal flexible working requests due consideration, and agree those requests that are beneficial to both company and the employee. Marks and spencer currently supports these types of flexible working, part-time working, job-sharing, term-time working and home working on a part-time basis depending on the job, flexible retirement options and career leave of up to nine unpaid months to study. Marks and spencer are committed to employee engagement and believe that flexible working contributes to their levels of engagement. Other benefits include attraction of the best talent, retention of our existing talent, and productivity across the business, motivation to give great service increased morale. All these factors lead to better quality service being offered to its customers. (Marks and Spencer plc 2013). Accenture offers the following flexible working provisions flexible hours’ reconfiguration of existing hours over contractual number of days, part-time working, and job-sharing, home-enabled working leave of absence policy: allowing employees to take unpaid leave to pursue activities outside of the working environment. The company also makes full use of multiple flexible working arrangements simultaneously, and any type of flexible working is available to each level f employees. (CIPD 2012) Accenture has seven business reasons to create a more flexible, supportive work environment which are to attract and retain a broad range of talented people, to raise morale and increase job satisfaction, to increase productivity and improve business results to enhance commitment and engagement and to cut health care costs and last to attract investors. More than 80% of Accenture e mployees say that achieving work–life balance is important. Fifty-two per cent of Accenture UK employees also said they are already working flexibly at Accenture and these 52% show increased levels of engagement (2013 Accenture). Companies offer flexibility to its workers as they are benefited from it but there are some draw backs as well like some employers that offer flexible working are doing it on case by case basis rather than making it general work practice, an employee that needs flexible working can come to the employer but it is up to the employer to agree or disagree. When the employer approves or disapproves the employees request it creates internal conflict among employees. If an employee finds it unfair that some employees can work flexibly and some cannot, they feel that some workers are preferred more over them which creates conflict and it leads to de-motivated workers causing the standard of work done by them to be less efficient. Although companies with flextime often use core hours to encourage teamwork, employees that work inconsistent schedules cannot spend as much time in collaboration with co-workers as employees that work the same hours. Employees may only have a few hours a day for this collaboration. In some workplaces, work team communication takes place in an ongoing and spontaneous fashion that is hard to limit to just a few hours. Flextime can slow down the pace of work team production because of this restricted collaboration (Kokemuller 2013). The costs involved in administering flexible are also high which restricts small businesses to adapt it. Employees will not be in work at certain times and therefore it may not be suitable for organisations where continuous cover is necessary. Another disadvantage is that if the offices are open for a longer period, it may lead to increased costs for lighting and heating. Following are the barriers that businesses have to face to create a flexible working condition for its employees Operational pressures, customer/service requirements, line managers’ ability to effectively manage flexible workers, line management attitudes, accommodating employee requests for flexibility and financial constraints. Operational pressures: one of the drawbacks is operational pressure which causes stress (CIPD, 2012).? Communication problems: communication problems can hinder productivity with flexible working because relevant information doesn’t get to the employee (CIPD, 2012). Customer and service requirement: when there is high service requirement where staff need to deal with customers it makes flexibility almost impossible (CIPD, 2006). Flexible working is an important aspect in business as there are many benefits. Flexible working is now being practiced by large companies and it has increased significantly. We have seen that how companies like British Gas, Marks and Spencer and Accenture have used flexible working to define its business. Companies have benefited by getting efficient staff, increased productivity and higher levels of motivation of its workers. There are some barriers and one of the main reasons is operational pressure. Thus today use of flexible working is very important for a company’s success. However there are some drawbacks as well like companies have to face increased costs which restrict small businesses to adapt to flexible working. oth employee and employer are benefited from it, advantages of flexible working to employees are Opportunity to achieve a work life balance, increased satisfaction and higher motivation levels. Whereas the benefits to employers are higher productivity, along with improved customer service, reduced absenteeism, lower staff turnover, improved recruitment and retention of a diverse workforce, raised motivation/engagement and enhanc ed employer branding as employer of choice. Thus we can see that the benefits of working flexibly can benefit the company and it is also good for its workers.

Analysis of Toyota’s Marketing Strategy Essay Example for Free

Analysis of Toyota’s Marketing Strategy Essay Surendra Bhandari1 [available at: http://papers. ssrn. com/sol3/papers. cfm? abstract_id=1624068 ] Abstract Toyota was established in 1937 in Japan. First time it introduced its product Corona in the US in 1965. By the 70’s, Toyota was the best-selling import brand in the US. During the 80’s, it started manufacturing vehicles in the US. In 2006, it had globally become the second largest car seller and third largest car sellers in the US having more than fifteen percent market share. It is estimated that by 2008 it is going to be the number one car producer and seller both in the US and across the world. This profound success of Toyota is associated with its most proficient market strategy. The case of Toyota notably proves that how important is market strategy in the life of a company to be a market leader. 1. Mission Toyota’s mission statement is as follows: â€Å"To sustain sustainable growth by providing the best customer experience and dealer support. † (Toyota, 2007) Customer satisfaction is the driving force for Toyota, which inspires it to provide the highest quality products and services. â€Å"Kaizen† is a word that Toyota upholds, which means â€Å"continuous improvement† of its technology, products, and services. In short, Kaizen for customer satisfaction is Toyota’s mission. Toyota further explains its mission as follows: 1 Dr. Bhandari can be contacted at: [emailprotected] com â€Å"Around here our values are just like yours. We are hard working. We are active in community. We are creating jobs. We celebrate our diversity. We are building cleaner greener cars. And this is just the beginning. † (Toyota, 2007) 2. Distinctive Competencies Among others, three distinctive competencies of Toyota are remarkable. These distinctive competencies appeal the consumers, build trust with them, and make them satisfied. These competencies are as follows: i. Popular Economy Car: Toyota is best known for ‘popular economy car’. It has successfully branded the concept of ‘popular economy car’, by producing cars matching to the concept. It has garnered its success by selling the concept to the consumer. It has also become profoundly successful in segmenting, targeting, and positioning. As a result, based on the pricing reports generated by over ten million visitors, out of top ten cars, three are Toyotas – Toyota Camry (No. 2), Toyota Corolla (No. 4), and Toyota Avalon (No. 8). (Kelly Blue Book, 2007) It produces eight varieties of cars. Among them, the prices for the four varieties cars range 10,000. 00 US $, three varieties range 15,000. 00 US $, and one variety ranges slightly over 20,000. 00 US $. ii. Cutting-edge Technology: Toyota simply did not stop to the concept of ‘popular economy car’. This concept could have easily turned into product maturity and decline. But Toyota continuously engaged in improving technology – design, looks, comfort, fuel efficiency, environmental friendliness, and other technical improvements. For example, Toyota Corolla was first introduced in Japan in 1966 and in the US in 1968 as a first generation Toyota Corolla. Since then roughly in every three years it is being developed and marketed in a new model. By 2006, tenth generation of Toyota Corolla was already launched with significant technological improvements. Toyota’s hybrid cars can be taken as another example. It started producing hybrid cars in 1995 however till 1999 Japan was 1 the only market for its hybrid cars. Coming to 2005, it became successful to capture a large chunk of US market. Today, it is selling almost seventy five percent of its hybrid cars alone in the US market. iii. Low Operating Cost: Why consumers purchase Toyota? The simple answer is that Toyota’s cars are distinctive with the properties of low operating cost. For example, a survey carried out by Toplin Strategy Group in 2007 has revealed that 73% of Prius owners had bought Toyota Prius because of financial incentive to purchase the vehicle such as lower sticker price or lower operating cost than other choices. (Marketing Green, 2007) Similarly, based on 45% highway driving and 55% city driving with annual 15,000 miles Toyota Prius has been proved to be the most fuel efficient car than any of its competitors such as Honda Civic Hybrid, Ford Escape Hybrid, and Lexus GS 450. (Fuel Economy, 2008). 3. Trends / Conditions Among many other factors, demand for energy efficient and greener cars, demand for low operating cost, and demand for high level of safety and comfort are the most significant factors that are influencing the trends and conditions of automobile marketplace. Today’s automobile sector can be best described as one of the sectors that are trying utmost to respond these important marketplace demands. Based on these demands, there is both good and bad news for the auto industry, including for Toyota. Good news is that there is surprisingly robust vehicle sale in the market. The bad news is that some of the leading automakers are shedding thousands more jobs. Some of the automakers are also projecting downward market trends. These trends are important because, automobiles are responsible for 13. 3 million US jobs, and US $ 675 billion revenue in the US economy. 2 On a year-on-year basis, Toyota sales has surged 10. 5%, General Motors Corp. has showed a year-on-year improvement posting 12. 1% sales gain, and Chrysler has taken a 15% year-on-year sales dive, whereas Ford Motor Co. has stayed mostly flat, down 0. 5%. In terms of global sales, Toyota is in second position following GM. In terms of sales in the US market, Toyota is in third position having 14. 9% of market shares in 2006. Union of concerned scientists in their 2007 report state that Toyota has regained second place overall in the environmental rankings as well and is the only automaker to make consistent improvements on its global warming score since 2001. Toyota has the best global warming performance in six out of ten classes and better than average performance in the rest. If past trends continue, Toyota may overtake Honda’s global warming score within two years. Doing so will require continued investment in hybrids. Globally, 53 millions new cars are sold in 2007. Out of them, 15. 9 millions are sold alone in the US. In 2007, around the world, it is estimated that there will be 806 million cars and light trucks on the road, out of them 244 million will be in operation in the US alone. Currently, these vehicles burn nearly 260 billion gallons of fuel yearly and by 2020, the number of cars and light trucks is estimated to reach above 1 billion. The years of 2004 through 2007 will long be remembered as a pivotal period in the automobile industry as during this period gasoline prices started a sea change among US consumers that is finally creating a significant demand for fuel efficient vehicles. As a result, this has lead to the phenomenal demand for Toyota’s Prius hybrid car. Responding to the demands of consumers Toyota has expanded its investments in Georgetown, Kentucky plant to enable to manufacture 48,000 hybrid cars yearly. Ford launched its first hybrids, and other carmakers, including GM, were greatly encouraged in their own efforts to bring more hybrids to the market. However, response to hybrids from U. S. makers has been lukewarm at best. Consumers 3 generally aren’t as impressed with U. S. hybrid technology as they are with that of Toyota models. In short, while the US based Big Three struggle, Toyota is being more strategic. It has increased its capacity to manufacture over 1. 5 million vehicles yearly in North America. On a global scale, the company plans to sell 10. 4 million vehicles by 2009, up from 8. 8 million in 2006. The big news is that Toyota is most likely surpassing GM in global sales by 2008, making Toyota the world’s largest carmaker. 4. Organizational Objectives Toyota has set seven fundamental objectives. Among them, to dedicate in providing clean and safe products and enhance the quality of life everywhere through better production and services is the main objective of Toyota. Similarly, its other objectives are: to honor the law, language and culture of every nation with fair corporate activities; contribute to economic and social development of communities around the world through corporate activities; create and develop advanced technologies and provide outstanding products and services to customers; foster individual’s creativity and teamwork value; pursue growth through innovative management; and work with business partners for mutual benefits. To achieve these objectives and their effective implementation, it has clearly set fourteen principles that are widely considered as Toyota’s Ways. Based on these principles, Toyota takes management decisions on a long-term philosophy, even at the expenses of a short-term financial goal. It believes in a continuous process flow to bring problems to the surface, uses visual control so that no problems are hidden, uses pull system to avoid overproduction, and works like tortoise and not the hare. It standardizes the tasks and processes as the foundation for continuous improvement and empowers employees by which it further enhances its ability to use only reliable and thoroughly tested technology that serves the customers. 4. Similarly, its organizational objectives are further substantiated by its idea of developing exceptional people and teams who follow the philosophy of Toyota, respect the network of partners and suppliers, and learn from the practices. It believes in making decisions slowly by consensus thoroughly considering all options and once the decisions are taken, it implements the decisions rapidly. On top of that, by becoming a learning organization through relentless reflection and continuous improvement of its products and services, Toyota can be exemplified as a case that has achieved its organizational objectives successfully. 5. Strategic Business Unit Toyota offers energy efficient, green, and popular economy cars, SUVs/Vans, hybrids, and light trucks with safety and comfort measures in place. It produces more than two dozen varieties of products. All of its products are globally very popular. Its products are sold in over 200 countries across the globe. On top of that, the US is the biggest market for Toyota. For example, till 2006 it had sold more than 7 million Toyota Corollas alone in the US. In the financial year 2006-07, in consolidated terms, it sold its products of 226. 06 billion US $ (23,948. 00 billion yen) and earned net income of 15. 17 billion US $ (1,644. 0 billion yen). (Toyota, 2006) In 2006, Toyota was engaged in a variety of projects designed to solidify its foundations while continuing to grow. On the product front besides its two dozen already launched products, Lexus has launched its new flagship model, the LS, and the new global Camry went on sale. In manufacturing, several new projects were started around the world. In May 2006, manufacturing of the Camry began in Guangzhou, China, while in the United States, the Kentucky plant, which in October 2006 celebrated 20 years of production, has started manufacturing the first Toyota hybrid vehicle to be made in North America, the Camry Hybrid. In November 2006, the Texas plant began producing the new Tundra truck, a key vehicle in Toyota’s North American lineup. 5 In Japan, Toyota Motor Kyushu, Inc. has begun full-scale operations at its engine factory, and Toyota Motor Tohoku Co. , Ltd. has increased its manufacturing capacity. In human resources development sector, following the establishment of the Asia Pacific Global Production Center in Thailand in August 2005, Toyota has established the North American Production Center in the U. S. in February 2006, and the European Global Production Center in the United Kingdom in March 2006. Established as branches of the Global Production Center in Japan, these were created to spread Toyota’s manufacturing knowledge and skills throughout the world in pace with the rapid growth of Toyota’s overseas manufacturing. In RD side, Toyota has focused its efforts on three key areas: environment, safety, and energy. It has made a special effort in the area of the environment by expanding its lineup of hybrid vehicles, and has worked on RD relating to plug-in hybrid. In addition, as part of Toyota’s efforts to respond to the diversification of energy, in 2007 Toyota has introduced a flex fuel vehicle in the Brazilian market that will run on 100% bio-ethanol fuel. From this point on, based on the philosophy of providing â€Å"the right car, in the right place, at the right time,† and in accordance with the infrastructure and customer needs of each region, Toyota is striving for promoting efforts to develop environmentally friendly technology and vehicles. 6. Boston Consulting Group Matrix Based on the Boston Matrix, the market situation of Toyota is Healthy. To support this statement, three products are chosen here – Camry, Prius, Corolla. These all fall into the category of Star as they are holding high market share and high market growth. All these three products are well established and the growth is exciting. These are creating fantastic opportunities. The only challenge is Toyota needs to maintain its Stars. And, it seems that for at least a couple of years Toyota will maintain its Stars. 6 Toyota Corolla: It is a compact car, very popular throughout the world since it was first introduced in 1966. In 1997 it became the bestselling car in the world; in 2004 it was the number one selling car in the US in its segment with over 30 million sold as of 2007. In the US alone, more than 7 million Toyota Corolla cars have been sold. Over the past 40 years, one Toyota Corolla car has been sold on average every 40 seconds. Today, it is manufactured in 16 countries in the world. It has been almost steadfast in face-lifting each generation after two years, and replacing it with an all-new model every four year. As a result, it has brought in market its 10th generation model in 2006 in Japan and has been introduced to the US market since October 2007. This product strategy of Toyota Corolla has helped it to be continuously in the Star quadruple. Toyota Camry: It is a mid-size car manufactured in the US, Australia, China, and Japan. In some markets, the top range Camry models are seen as executive cars. The Camry has been the bestselling car in the US, its largest consumer market, for nine of the last ten years starting in 1997, with the only exception in 2001. The first generation Camry was introduced in 1983 and in 2007 the sixth generation Camry has been introduced. The sixth-generation Toyota Camry is the first generation in which it has been available as a gasoline/electric hybrid. EPA fuel economy estimates for the 2007 Toyota Camry Hybrid 38 MPG in city and 40 MPG on highway. Toyota Prius: It is a hybrid electric vehicle and one of the first such vehicles to be massproduced and marketed. The Prius first went on sale in Japan in 1997, and worldwide in 2001. By the end of 2003, nearly 160,000 units had been produced for sale in Japan, Europe, and North America. The Prius has won several awards, including the Car of the Year Japan in 1997/98, the North American Car of the Year 2004, and the European Car of the Year 2005. EPA has recently revised environmental standards and the Prius 2007 has been acknowledged as the most fuel efficient car sold in the US. Its market share in the US is growing each year. In 7 2000, Prius market share in the US was very negligible but by 2005 out of its total sale the US alone had consumed about seventy percent. 7. Organizational Strategy for Growth Toyota has already got market over 200 countries across the globe. Only in 2006, it sold 8. 52 million of its products and has planned to be a number one car producing and selling company by 2008. This ambitious strategy of market penetration is associated with its proficient demographic and psychographic segmentation and targeting. It has successfully got high level of positioning in the mind of the consumers with its brand and distinctive competencies as discussed above disseminating through integrated market communication (IMC) techniques. Toyota has diversified its product with a brand of right car in the right place. For example, it has introduced a flex fuel vehicle in the Brazilian market that will run on 100% bio-ethanol fuel. It has introduced hybrid electric car (Prius) mostly for the market in the US, Japan, and EU. On top of that in each two year it improves looking of its product and in each four year transforms model into new one. By upholding this strategy of product development, Toyota has become successful in managing product life cycle, more specifically it introduces product and keeps the product growing without letting them to be matured and decline. Its exceptional organizational strategy for growth is importantly nurtured by its strategy working with around 522 subsidiaries around the world and successfully creating a wider market chain around the globe. Another way of Toyota’s organizational strategy for growth is that it reads the public mind through its research department that monitors the industry and keeps tabs on demographic and economic developments. Its mission: to predict consumer trends and create a lineup of cars and trucks to capitalize on them. Each professional is expected to spend time out in the field talking 8 to car buyers. The Japanese have a name for it: genchi genbutsu go to the scene and confirm the actual happenings. 8. Market Share While looking at the market share of Toyota in the US market since 1980 to 2006, it is realized that its market share is continuously growing. For example, in the 80s Toyota’s market share in the US was about 5% and that has risen to above 15% by 2006. So in a twenty-five years time Toyota has outstandingly tripled its market share in the US. On the other hand, market share of its three major competitors GM, Ford, and Chrysler is gradually declining. In the 80s GM’s market share in the US was above forty-five percent. But by 2006 GM’s market share has shrunk to 24%. Similarly, in the 80s Ford had more than twenty-three percent market share but by 2006 its market share has come down to sixteen percent. By being successful in increasing market share, Toyota has become the world’s most profitable automaker. In 2006, it sold 2. 5 million cars and trucks in the US market alone. Because, Toyota is already bigger than Chrysler in the US and is about to pass Ford by 2008, Toyota’s presence in the US is now so prominent that the 3,322 business leaders surveyed by Fortune have named Toyota as one of America’s most admired companies. On the financial side, Toyota’s net revenue for the fiscal year 2007 is 23. 94 trillion yen, which is an increase of 13. 8 percent compared to the fiscal year of 2006. In 2007, its operating income has increased by 19. 2 percent to 2. 23 trillion yen. Its net income has increased by 19. 8 percent to 1. 64 trillion yen. All of these figures marked record high. It is estimated that the consolidated vehicle sales for the fiscal year 2008 will be 8. 89 million units. The revenue for the fiscal year 2008 is estimated to be 25. 00 trillion yen. While we compare its net income from 2004 to 2006, it is clearly shown that its net income is increasing each year. For example its net 9 income for the year 2004 was 1,162,998 million yen that increased to 1,171,260 million yen in 2005, and in 2006 that further increased to 1,372,180 million yen. 9. Elements of Marketing Strategy Toyota’s segmentation and target market is guided by its philosophy of ‘right car in the right place’. Toyota has employed both demographic and psychographic form of multiple segmentations and targeted its market on that basis. For example, it has segmented all the countries across the globe as its market. But has also identified its focused market such as the US, Canada, EU, Australia, China, India, and Indonesia. On top of that US is its first priority being the biggest market. It is because, US consumes almost 30% of its products. Its products range with different prices from US $ 10,000. 00 to 30,000. 00 plus. The economy class cars are targeted to lower and middle level income people and the luxury cars are targeted to higher middle and higher income group people. With a variety of product attributes it targets different age group and professional groups of people. For example, for sport people it has sport cars. For environmentally sensitive people it has Prius – environmentally green car. Likewise, it has offered 100% bio-ethanol fuel car in Brazil, where is bio-ethanol potential. Likewise, those who are truck lovers or professional who need trucks, it offers them different variety of trucks. In fact, its marketing strategy – segmentation, targeting, and positioning is nurtured by its variety of offers and product attributes. Further, it has designed its market strategy at different levels – global level, regional level, and national level based on the assessment of customer needs and choices. Toyota focuses its products in market with comfort, kindness, and excitement. Toyota claims that its products harmonize ecology and emotions. One of the key factors for designing segmentation and targeting, Toyota’s analysis is always based on the condition of market, economy, purchasing 10 capacity, and consumers’ choices. Based on these factors Toyota is launching its global motorization strategy with leading-edge technology. Likewise, Toyota has upheld a very strong promotional strategy using integrated market communication (IMC) tool. On top of that, Toyota blog (http://blog. toyota. com) is another very successful mechanism of advertising and promotion. On its blog, Toyota closely pays attention to the voices of its customers and provides responses to a large amount of inquiry. 10. Elements of Market Planning Toyota has adopted three important elements in its market planning – green, safety, and low operating cost. Being based on these three important factors, Toyota has become successful to garner the market opportunity. On the whole, there seem more opportunities for Toyota than threats. However, there are some threats that cannot be denied. Opportunities: Toyota’s market share is growing each year. From about 5 percent market share in 1986, it has acquired more than 15 percent market share in the US in 2006. Its competitors’ market share is declining each year, which is the biggest opportunity for Toyota. Toyota and its competitors have similar segmentation and targeting but in creating positioning Toyota has come off much ahead than its competitors because of its products’ attributes. Further, it is also ahead of its competitors in technology front. For example, it is the first automobile producer that introduced hybrid in the market. Today, the market share for its hybrid is growing exponentially. At the same time, hybrid products of its competitors are not successful. Threats: Besides opportunities in the marketplace, Toyota’s most illustrated product – Prius has not got much success in Europe and its market share is declining in Japan itself. Further, its competitors – GM, Ford, and Chrysler have become more strategic and are being focused on 11 from cutting-edge technology to leading-edge technology. Toyota is growing with ambition to pass the GM but still GM is the number one automobile in the US and the globe. 11. Conclusion From the perspective of marketing strategy, Toyota can be taken as a company that has successfully achieved its mission statement, successfully branded its distinctive competencies, and profoundly achieved its organizational objectives. This success is based on its successful market strategy. This is corroborated by the fact that all of its products studied in this paper (Toyota Corolla, Camry, and Prius) do fall into Star quadruple under the Boston Matrix. In quintessence, it can be said that Toyota is an outstanding case for learning how to build and implement market strategy, get penetration in the market, manage product life cycle, uphold market positioning, best use of integrated market communication (IMC), and branding its product in the mindset of the customer. In short, Toyota is a notable example that proves how important is marketing strategy in the life of a company and managers. References CNNMoney, (2007), America’s Best Car Companies, Mrach 7, 2007 available on http://money. cnn.com/magazines/fortune/fortune_archive/2007/03/19/8402324/index. htm visited on Nov. 20, 2007. Fuel Economy, (2008), 2008 Hybrid Vehicles, available on , http://www. fueleconomy. gov/feg/hybrid_sbs. shtml , visited on Nov. 22, 2007. Kelly Blue Book, (2007), The Most Researched Sedans, available on http://www. kbb. com/kbb/ReviewsAndRatings/default. aspx? trid=3gclid=CKrS8rHMgI8CFTa oGgodgyqT2w#ManufacturerId=49ModelId=286 visited on Nov. 27, 2007. Kotler, Phlipe Keller,Kevin Lane (2006), Marketing Management, Prentice Hall, 12th ed. 12 Marketing Green, (2007), Hybrids Shift into the Mass Market, available on http://marketinggreen. wordpress. com/2007/04/29/hybrids-shift-into-the-mass-market/ visited on Nov. 20, 2007. Plunket Research, (2007), Automotive Industry Overview, available on http://www. plunkettresearch. com/Industries/AutomobilesTrucks/AutomobilesandTrucksStatis tics/tabid/90/Default. aspx , visited on Nov. 19, 2007. Spirou, Patricia (2007), Three Step Process in Determining the Market/Position Initiatives in Strategic Planning, available on BB.

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-