Procrastination Essays - Human Behavior, Motivation, Anxiety

Procrastination $115 Designer Cosmetic Collection From Cosmetique -- Only $1! Procrastination One of the biggest reasons why assignments get a bad mark or are incomplete is because of procrastination. Procrastination has a bad effect on work, and on you. When you procrastinate you don't learn how to discipline yourself, the quality of work suffers, and you get stressed out. The first reason why procrastination is bad is because the quality of work suffers. Sometimes an assignment needs to be proof read first. If you procrastinate you will be more inclined to skip this important step. Another big problem is that you run out of ideas. At one sitting ideas don't come as freely as they do over several days. People who leave assignments to the last minute are more likely to resort to cheating. When an assignment is left to the last minute, you worry more and cheating and cutting curners happens a lot more. Procrastination also affects the quality of work because your assignments looks hurried and just thrown together. Another danger that comes with procrastination is an increase in stress. When an assignment is left to the last minute, it lingers in the back of your mind the whole time. Once the day arrives that you must do it, any other plans must be put on hold. You end up being frustrated and upset with yourself, and the teacher. If several assignments are due at the same time the stress increases even more. Not only do you have to rush to get everything done, you have to worry about whether you'll get it finished in time. Stress also increases when you procrastinate because you start to doubt yourself. When you make up your mind that you won't leave the next assignment until the last minute, and you end up doing it, you get frustrated and upset with yourself. The last and most important reason is because you learn poor work habits. As you further your education you will no longer be able to leave things to the last minute. As assignments get bigger they require more planning and thought; if you haven't learned the skills to plan before, these assignments won't get done properly. When you make excuses to put off assignments, you learn to make excuses for other things as well. You'll start making excuses to cheat on your diet, or quit exercising. This is a bad pattern to get into, you start to realize that you won't get it done early so why bother trying. Once you start to doubt yourself you self-confidence drops and all kinds of other problems start to happen. When you procrastinate a lot of bad things can happen. You don't learn to discipline yourself, your work suffers, and you get stressed out. Prcrastination is dangerous, you fool yourself by thinking up reasons to wait one more week or one more day. The worst thing is, is that procrastination is so easy to stop. You just have to quit being lazy, make up your mind to get it done, and just do it!

The Scarlet Letter Essays (587 words) - English-language Films

The Scarlet Letter Essays (587 words) - English-language Films The Scarlet Letter Samantha Suder Essay AP Eng. 11 Scarlet Letter Essay In the novel The Scarlet Letter Hawthorne displays his view of sin in an assortment of his characters. Through Hester Prynne, he explains her sin of adultery and how she becomes stronger by it. Reverend Dimmesdale deals with his sin of adultery personally because he does not reveal the sin, which allows him to become ill with guilt. The character Pearl is portrayed as a living sin, and therefore, is constantly being judged. The characters allow the audience to comprehend Hawthornes view of sin. If hidden, sin will destroy, but if revealed and repented it is capable of making one stronger. One way Hawthorne develops his view of sin is through Hester Prynne. Hester is charged with adultery. Through the novel, the audience learns that her sin makes her a stronger woman; being the 1600s the punishments were usually severe. She is forced to wear a scarlet A upon her breast to let the community be aware of her wrongdoing. Thus she will be living sermon against sin, until the ignominious letter be engraved upon her tombstone (59). This quote informs the readers that Hester must wear the scarlet letter until she leaves the World. Honestly, Hesters badge of shame(102), makes her a stronger person. The symbol makes her stronger because she puts up with the harassing comments of the town. Hester wears the letter with pride. She is aware that her sin is iniquitous, but by being open about it she is able to become a stronger person. Hester proves that by repenting and repelling sin, it is truly capable of making one stronger. Another character who supports Hawthornes thought of sin is Arthur Dimmesdale. Dimesdales sin of adultery is worst because he is a symbol of god. Therefore, Dimmesdale refuses to be opened with his sin. He explains to Hester, Happy for you Hester that wear the scarlet letter openly upon your bosom! Mine burns in secret (176)! The guilt that Dimmesdale keeps concealed within his soul eventually beats him and he dies. The shame and guilt he held within his heart cause his death. Through Reverend Dimmesdale, Hawthorne develops the idea that when sin is hidden, it often destroys. The last way Hawthorne acts out sin is through Pearl. Pearl is the product of Dimmesdale and Hesters affair. Whenever the community sees Pearl and Hester together, they assume that Pearl is a devil child because she was born out of sin. Pearl was born outcast of the infantile world. An emp of evil, emblem and product of sin (86). This quote displays the peoples belief. Hester doesnt believe Pearl to be evil, nor does she think Pearl will follow in her footsteps. Hester said, I can teach my little Pearl what I have learned from this (101). For example, Hester is teaching Pearl the catechism. Many children her age arent aware of it. This proves that Hester is being a virtuous mother. Hester and the community will have to live with the fact that Pearl is a reminder of the sin. Hawthorne forms his view of sin clearly in The Scarlet Letter. By the character, Hester Prynne, he teaches that sin can be a lesson that will make one stronger. By using the Reverend Dimmesdale, the audience is aware that when sin is hidden, it can destroy. Pearl is used in the novel, as a reminder of the sin. The novel portrays sin in a variety of ways, which Hawthorne illustrates in a successful manner.

Cath Kidston Limited company- Critically review that role of Essay

Cath Kidston Limited company- Critically review that role of enterprise in the social and economic development of a region. Include a comparison of different cultural contexts - Essay Example ording to the performance review estimates; the growth value that they have added in the United Kingdom economy is around 49.8 percent (Wang & Altinay 2012, 8). SMEs also contribute a great deal to larger companies, by providing vital resources and completing business functions that bigger enterprises are unable to complete. Such companies are better able to attract and train new talent to develop innovative products that are better targeted towards the needs of their local communities. However, these enterprises face a number of challenges as they are often overlooked by the policy makers. Information regarding them is often scarce; support and policy targeted to their needs are also a great challenge (Bravo-Biosca & Westlake 2009, Par 1). Many businesses start up as one’s person idea and the creator in most cases is often an entrepreneur who spots a gap in the market or an opportunity that they can engage in business. The entrepreneur will, therefore, seize the opportunity and start a business to fill the gap and will grow to a large enterprise with proper support and management (Barnes & Haskel 2002, par 1). With the a few exceptions, most of the world’s largest companies all started as small business enterprises and through the supportive economy, access to the right people and capital turn to become global corporations. In regards to this, this paper discuss the Cath Kidston limited company that started as a small sized enterprise and over the years the company has grown to be recognized as a global brand. The paper will analyze the company’s products, its targeted social class, growth and productivity, societal impact as well as its role in the social and economic development of the region. Cath Kidston Limited is a business of home furnishing retail shops that are located in England under the designer Cath Kidson, who opened her first shop in 1994 in London. The enterprise was opened as a small enterprise that initially used to sell hand embroidered

Managing Organizational Change - Project proposal Essay

Managing Organizational Change - Project proposal - Essay Example While going through literatures, I found impressing that ‘resistance is a resource, an opportunity and a power’ (Palmer, Dunford and Akin, 2009 and Ford and Ford, 2009) as resistance can help managers gain more ideas and feedback about the proposed changes. The course project paper will consider this as a personal model for specific change management and describe its theoretical perspectives and practical evidences based on relevant literatures. Exploratory research will be used in the paper to describe the change management concept of ‘resistance to change’ and to explore strategic initiatives to manage resistance, based on reviewing various relevant literatures in the field, taken from books and journals accessed from sources like EBSCO, Emerald etc. Apart from the course text book, journals will be used to review the literature that explores organizational resistance to change. Out of journal sources, the scholarly articles, Decoding Resistance to Change: Strong leaders can hear and learn from their critics by Ford and Ford (2009) and Navigating Organizational Change: Change Leaders, Employee Resistance and Work-based Identities by Dijk, R. V and Dick, R. V (2009) will be of greater use in the research paper as these sources have detailed much about managing resistance and approaching it as power and

Why and how according to the Buddha should unenlightened beings try to Essay

Why and how according to the Buddha should unenlightened beings try to combat greed, hatred and delusion - Essay Example The fourth noble truth is the result of learning and practicing, which is the stage in which one becomes enlightened. The greed, hatred and delusion fall under the second noble truth. They are aspects of the causation of suffering. This paper purposes to discuss how and why the unenlightened should strive to deal with these three poisons of humanity, as perceived in Buddhism. Greed, hatred and delusion in Buddhism have commonly been referred to as the three poisons or the three fires. Other scholars of Buddhism have referred to them as the three unwholesome roots. Webster (2005 p 98) likens the three of them with evil desire. The reason for their being referred to as such is because of their nature to cause human beings to have a desire to happiness through the wrong motive. A close look at these metaphorical references to these three aspects reveals that they can be very dangerous if not dealt with from a deterministic perspective. They can induce afflictive emotions and thoughts. Buddhism teaches that the three are a byproduct of ignorance. By referring to them as a byproduct of ignorance, the teachings of Buddha point to the fact that there is a means of combating them. This way will be by applying the teachings of Buddha and practicing them so that the person who harbored them can become intelligent, or realize the fourth noble truth. Going by the fa ct that these three aspects are a result of ignorance, it is reasonable that the person experiencing them follows the recommendations of Buddha’s teachings so that they can become knowledgeable. This is to mean that the essence of combating greed, hatred and delusion is to become intelligent. This will be advantageous to the persuerer because they will become intelligent, and will have cured the disease of suffering. The Buddhist hypothesis behind greed, hatred and

Organizational Culture Case Study: BrainGame

Organizational Culture Case Study: BrainGame Introduction The importance of individual and organisational culture are vital components for business to succeed. BrianGame has the organisational culture of making global volunteers as their workers to develop games. However, the debate among BrainGames top management now considers changing the culture of volunteers to full-time employees, which raise issues on the relationship between volunteers and BrainGame. This essay will examine the challenges that BrainGame face and provide recommendations based on the challenges for BrainGame. Trust and Group Conflict One challenge for BrainGame is trust. Some top management want to replace volunteers with full-time developers. This is because volunteers are not productive and hard to manage, more than a thousand crappy ideas proposed, according to Rutger Ekberg, the head of product development (Sutton et al, 2014). Figure 1: (Dietz and Hartog, 2006) People like Rutger from BrainGame belongs to deterrence-based, they dont trust  volunteers and have no positive expectation over volunteers. They believe if no full-time experienced developers used, then what if game fails and the potential of losing investors. This is also a group problem. The companys top management are task conflicts because of the disagreement among top management about the content and outcomes of volunteers performance (Wit et al, 2012). Task conflict may hurt more proximal group outcomes, such as trust from volunteers and volunteers satisfaction. This latter effect is especially likely when volunteers interpret the companys diverging viewpoints as a negative assessment of their own abilities and competencies (Wit et al, 2012). If volunteers are not trusted, then the company will not run effectively, and influence companys operation like productivity, communication, and raise problem of demotivating volunteers, reduce their commitment to the company. According to Mayer and Gavin (1999) employees performance will suffer if they believe their leader cant be trusted. Some top management such as Lena, the CEO, are knowledge-based to volunteers. They believe volunteers saves money and provide free marketing for the company as well as free product development, but they need to convenience people who distrust volunteers so BrainGame can work toward the same target (Dietz and Hartog, 2006). Motivation Another challenge is motivation. BrainGame needs to motivate volunteers so they can be more efficient. Volunteers who work for BrainGame are unpaid, they work because they want to create positive, nonviolent, commercially viable product that reward empathy and caring rather than aggression and revenge (Sutton et al, 2014). Figure 2: (Herzberg F, 1987) Self-determination theory explain the motivation for peoples growth and human development (Deci and Ryan, 2004). The theory explains the intrinsic and extrinsic motivational factors are self-determined by ones own will (Deci et al, 1991). From figure 2, it shows achievement, recognition and work itself and responsibility are the top four motivation factors, which are all intrinsic motivation. These motivation factors are correlated with BrainGames volunteers because they want be respected by others, recognize for their work and actually make a difference. The problem between BrainGame and volunteers is some people in BrainGame dont recognize their work, they distrust them. Which could lead to more ineffective production and creativity because volunteers are discovered they are not recognized for what they do and what they contribute, therefore will not fully commit to the job or even leave. If BrainGame wants to keep volunteers, then they need to help volunteers achieve what they wan t so they can commit to the job. Organizational Culture Organizational culture is another challenge for BrainGame. The company have the culture of volunteers instead of full time developers. Klaus called this culture a movement (Sutton et al, 2014). However, the culture has been in question of volunteers should be replaced by full-time developers. Figure 3: (Hartnell et al, 2011) BrainGames culture is most likely to be the adhocracy culture type, because this type of culture is externally oriented with flexible organizational structure (Hartnell et al, 2011). BrainGame has a very flexible organizational structure with over thousands of volunteers as developers around the world (Sutton et al, 2014). The fundamental assumption in adhocracy cultures is that change fosters the creation or garnering of new resources (Hartnell et al, 2011). This organizational type encourages people to be innovative. However, BrainGames current culture doesnt work efficiently. Volunteers produced many ideas but most ideas are not viable to use and time consuming. Moreover, BrainGame initial ideas of using volunteers are because of cost saving. Since BrainGame are making profit now, the company needs to rethink its organizational culture, to continue with volunteers or move on to full time developers. The company needs to also consider the risk of losing volunteers and the possibili ty of turn thousands of brand evangelists to brand haters since volunteers provides free marketing and advertising (Sutton et al 2014). Leadership BrainGames top management have the characteristics of transactional leadership with laissez-faire and management by action (passive) style. They hesitate when make decisions and only make interventions if standards are not met (Judge and Piccolo, 2004). According to research, laissez-faire and management by action (passive) are negatively correlated with leadership criteria (Judge and Piccolo, 2004). Based on the case, BrainGames top management have constant debate on should they keep volunteers or replace them with full time developers. However, no one could come up with a defiant solution. BrainGames top management especially Lena needs to change their leadership styles, to be more inspired to other people, have vision and active. Question 2 Goal-Setting Theory As challenges addressed above, it is important to make appropriate recommendations to help BrainGame solve its problems. One recommendation is using the goal setting theory to solve motivation problem. Figure 4: (Lunenburg, 2011) Figure 4 shows the process of goal-setting theory. The two cognitive determinants of behavior are values and intentions (goals) (Lunenburg F.C, 2011). As for BrainGame, the goal for volunteers is try to achieve self-actualization, to create positive, commercially viable product and have the desire to do things consistent with them. Goals leads to attention and action which gain motivation and lead to higher effort with persistence. Goals help people to find the right strategies for themselves so that they can perform at the level they can to achieve that goal. Finally, goal achievement can lead to sense of accomplishment and further motivation, or frustration and lower motivation if failed to accomplish the goal. (Lunenburg F.C, 2011). The goal setting theory under the right conditions will help BrainGame set goals for volunteers to achieve efficiency and productivity. The first step for goal setting theory is people needs to accept goal first, so that they can be motivated to achieve their goal target (Locke and Latham, 2002). Then they need to commit to their goals, two factors help people to commit their goals are self-efficacy and importance (Locke and Latham, 2002). Importance are factors that makes people stick to their goal, including what they expected for their result (Locke and Latham, 2002). According to Erez et al (1985) shows by having involvement in setting its own goals will make them accept their goals at a higher rate because they feel under control of their goal setting. By involved in goal setting, they will have a better understanding of the task and what will they expect as a result. Self-efficacy is how much people believe they can achieve their goal (Locke and Latham, 2002). Self-efficacy can be improved by provide training for volunteers such as online training, this will help increase their skills which leads to better productivity and efficiency. Through effective and regular communication between the company and volunteers to encourage volunteers, this will help gain their confidences (Locke and Latham, 2002). Through training and regular communication, individuals will have a better understanding of their own goal importance and more self-confidence towards their goal, therefore improve goal commitment (Locke and Latham, 2006). A goal needs to be specific and measurable, goals which are unclear are confusing and normally have little effect on motivation. Making goal clear allows people to focus on at the right directions and act related to goal (Lock and Latham, 2002). Volunteers with specific goal target will have better understanding of the task, results in efficiency. Goal is proven to be a motivational factor for people to follow if difficulty is considered, it gives the incentive for people to challenge. If goal target is too difficult, it will demotivate people and reduce their commitment. Goal difficulty not just affect individuals behavior, it will also affect at organizational level. In the late 1960s, Fords goal to gain market share against international competitors, goal was set at tight deadlines and many levels of management signed off on unperformed safety check to the newly development car- the Ford Pinto, results in 53 consumer deaths, the challenging goal was met but companys unethical behavior has damaged its reputation (Ordà ³Ãƒ ±ez et al, 2009). Setting goals that are too high or difficult not only reduce motivation and commitment but also can create dishonesty, cutting corners and corruption (Bennett, 2009). BrainGame needs to be clear of their goal settings, specific and measurable, not setting high goals that demotivating volu nteers, since they are not contract bound by the company, demotivating them will only damage the company. Feedback is essential for volunteers to retain their goal commitment and effectiveness. It is important to give volunteers with constant feedbacks on their work so they can aware of all the progress and mistakes they made during their work, or it will become difficult to monitor the level of effort that needs in order to achieve the goal target more sufficiently (Sorrentino, 2006). Additionally, feedback gives the advantage that allows individual to spot their personal disadvantages towards their goals, and allows promptly adjustment to be done (Smith and Hitt, 2005). By having feedbacks, volunteers will know their work has been checked and evaluated and people are recognizing their work. Provide positive feedbacks to volunteers means BrainGame recognize their work. Whereas negative feedbacks will also motivate them and increase their effort to work if they have high self-efficacy. In contrast, volunteers with low self-efficacy will respond with less effort and demotivated to negativ e feedbacks (Bandura and Cervone, 1986). However, goal setting theory have limitation. Concentrating only to goal can cause people to miss other factors in your environment (Simons and Chabris, 1999). When attention is focused on goal, people become inattention to other factors, which could sometimes cause people to miss the bigger picture. Transformational Leadership BrainGame needs to transform from transactional leadership to transformational leadership style in order to run the company more efficiently. Transformational leaders are more effective because they are more creative, and they encourage and help the people who followed them to be creative (Shin and Zhou, 2003). Companies with transformational leaders are more decentralized, managers are more likely to take risks, compensation plans are aim for long-term results (Ling et al, 2008). According to a study of information technology workers in China found giving more power to people will create positive personal control among workers, thus increased their creativity at work (Zhang and Bartol, 2010). Companies with transformational leaders also have better agreement with managers about goals and strategies, this leads to better and efficient group and organizational operations and performance (Colbert et al 2008). Research from 203 team members and 60 leaders in a business unit found high p erformance is related to individual transformational leadership, and high group performance is also related to team focused transformational leadership (Hetland 2007; Lowe 1996). To have transformational leaders is important for BrainGame because there has been debates on volunteers, with people having different opinions but no one have profound and extraordinary effect to influence other people, the level of distrust to volunteers has raised in top management. As a leader, it is important to trust and guide your people with right directions. Transformational leaders obtain higher levels of trust, which in result reduce their followers anxiety and fear (liu et al, 2010). Followers who trust their leader are confident they will be protected for their interest and rights (Hosmer, 1995). BrainGames leaders needs act as transformational leaders and to trust their volunteers because volunteers are there main developer of game. The business is attracting investment and best ideas were gen erated from volunteers. Volunteers want to achieve recognition and trust is the best way to recognize their work. Transformational leaders encourage creativity and support peoples idea, by encouraging their ideas and guide them towards right direction (Schaubroeck et al, 2011). This will help volunteers improve their skills, and improve their productivity and commitment. Training is an effective way to become a better transformational leader. Training include teach skills on trust building and mentoring, learn how to analysis and evaluate a situation and apply those skills into their own styles, and evaluate in a given situation, which leader behaviors is appropriate to use (Brady, 2010). For BrainGames top management, train them gives them more skills to evaluate the current situation, and provide long-term strategy, and better skills to build trust and communication. with volunteers. To conclude, BrainGame currently in debate over should volunteers be replaced by full-time developers. To do so, it could lose trust from volunteers and demotivate them. Organizational culture will have to change, and leadership style needs to change in order to run the company more effectively. Goal-setting theory is a good method to solve some challenges faced by BrainGame. By goal-setting, volunteers will have better understanding of their task and motivate them, which will increase their productivity and efficiency and this is one of the most important factors why BrainGame want to replace volunteers. However, goal difficulty needs to be careful set or it could cause negative impact. By transit from transitional to transformational leadership, leaders of BrainGame will motivate, communicate better with employees. Transformational leadership skills can be improved with training. Nevertheless, BrainGame should retain volunteers, and build a better strategy around them to run more e fficiently. Question 3 It was a group project I worked with other group members. Group leader set goals for each one of us, but goal was not specific enough. After the deadline, one group member completely misunderstood the task, which the whole team project was stagnated. That group member was demotivated, but we decided to stop our tasks and help him to finish his first. One of the problem for us while we are doing the project is lack of communication as a group, we all focused on our part but each part is correlated, lack of communication with unspecific goal leads to this problem. After this, we all decided to communicate and help each other more, we all motivated and the project in the end finished faster than the deadlines. I think I will apply motivation to my career, because through self-determination theory, I will know which factors will influence me most to motivate me and my teammates. Word count: 2456 References:   Ã‚   Bandura, A., and Cervone, D. (1986) Differential Engagement in Self-Reactive Influences in Cognitively-Based Motivation, Organizational Behavior and Human Decision Processes, 38pp.92-113. Bennett, D. (2009) Ready, aim fail. Why setting goals can backfire. The Boston Globe, C1. Brady, D. (2010) The Rising Star of CEO Consulting, TMG, Available: https://miles-group.com/article/rising-star-ceo-consulting accessed date: 16/12/2016 Colbert, A. E., Kristof-Brown, A. E ., Bradley, B.H . and Barrick, M.R. (2008)CEO Transformational Leadership: The Role of Goal Importance Congruence in Top Management Teams,Academy of Management Journal , 51, (1) pp.81-96. Deci, E. L., Vallerand, R. J., Pellitier, L. G. and Ryan, R. M. (1991). Motivation and education: The self-determination perspective. Educational Psychology, 26(3), pp.325 346. Deci, E.L., Ryan, R.M. (2004) Handbook of Self-Determination Research Rochester, NY: The University of Rochester Press. Dietz, G. and Hartog, D. (2006) Measuring Trust Inside Organizations, Personnel review, 35(3) pp.557-588 Erez, M., Earley, P. C. and Hulin, C. L. (1985) The impact of participation on goal acceptance and performance: A two-step model. Academy of Management Journal, 28(1), pp.50-66. Hartnell C. A., Ou A.Y. and Kinicki A. (2011) Organizational Culture and Organizational Effectiveness: A Meta-Analytic Investigation of the Competing Values Frameworks Theoretical Suppositions. Journal of Applied Psychology. 96 (4), pp.677-694. Herzberg, F (1987) One More Time: How Do You Motivate Employees? Harvard Business Review, Reprint 87507, pp.1-16 Hosmer, L.T. (1995) Trust: The Connecting Link Between Organizational Theory and Philosophical Ethics, Academy of Management Review, 20, 393. Hetland, H., Sandal, G. M. and Johnsen, T. B. (2007) Burnout in the Information Technology Sector: Does Leadership Matter? European Journal of Work and Organizational Psychology ,16, (1) pp.58-75 Judge, T.A. and Piccolo, R.F. (2004) Journal of Applied Psychology, 89(5) pp.755-768 Liu, J., Siu, O. and Shi, K. (2010) Transformational Leadership and Employee Well-Being: The Mediating Role of Trust in the Leader and Self-Efficacy, Applied Psychology: An International Review, 59(3) pp.454-479. Ling, Y., Simsek, Z., Lubatkin, M.H. and Veiga, J.F. (2008) Transformational Leaderships Role in Promoting Corporate Entrepreneurship: Examining the CEO-TMT Interface, Academy of Management Journal 51(3) pp.557-576. Locke, E. A. and Latham, G. P. (2002) Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), pp.705-717. Locke, E. A. and Latham, G. P. (2006) New directions in goal-setting theory. Current Directions in Psychological Science, 15(5), pp.265-268. Lowe, K. B., Kroeck, K. G. and Sivasubramaniam, N. (1996). Effectiveness correlates of transformational and transactional leadership: A meta-analytic review of the MLQ literature. The Leadership Quarterly, 7(3), pp.385- 425. Lunenburg F.C. (2011) Goal-Setting Theory of Motivation. International Journal of Management, Business and Administration, 15(1) Mayer, R.C. and Gavin, M. (1999) Trust for management and performance: Who minds the shop while the employees watch the boss? 1999 Annual Meeting of the Academy of Management. Ordà ³Ãƒ ±ez, L., Schweitzer, M., Galinsky, A. and Bazerman, M. (2009). Goals gone wild: The systematic side effects of over-prescribing goal setting. HBS Working Paper, 09-083. Schaubroeck, J., Lam, S.S.K. and Peng, A.C (2011) Cognition- Based and Affect-Based Trust as Mediators of Leader Behavior Influences on Team Performance. Journal of Applied Psychology, 96(4) pp.836-871 Simons, D. J., Chabris, C. F. (1999). Gorillas in our midst: sustained inattentional blindness for dynamic events. Perception, 28(9), pp.1059-1074. Shin, S. J., and Zhou, J., (2003) Transformational Leadership, Conservation, and Creativity: Evidence from Korea, Academy of Management Journal, 46(6), pp.703-714 Smith, K.G. and Hitt, M.A. (2005) Great minds in management: the process of theory development. New York, NY: Oxford University Press. Sorrentino, D.M. (2006) The seek mentoring program: An application of the goal-setting theory. Journal of College Student Retention, 8(2), pp.241-250. Sutton, R. I. and Rao, H. (2014) Can a volunteer-staffed company scale? Harvard Business Review, 92(5), pp.125-129. Wit, F.R.C., Greer, L.L and Jehn, K.A (2012) The Paradox of Intragroup Conflict: A Meta-Analysis Journal of Applied Psychology, 97(2) pp.360-390 Zhang, X. and Bartol, K.M. (2010) Linking Empowering Leadership and Employee Creativity: The Influence of Psychological Empowerment, Intrinsic Motivation, and Creative Process Engagement, Academy of Management Journal, 53(1) pp.107-128.

International Marketing Essay -- essays research papers

Introduction In this assignment, I am going to invent a product, examine all the environmental aspects surrounding it and relate them to the micro and macro environments. I will then carry out a SWOT analysis and an environmental analysis and then draw a number of conclusions and recommendations for my imaginary company. My product I have chosen to invent a product for which there seems to be a market, or at least, there is no similar existing product. It is a conventional swivel clothesline, but with an additional feature. It will have the ability to keep clothes dry when it starts to rain. This is achieved by the water sensors, which are integrated into the design. They then activate an umbrella like cover that shields the clothes from the rain. Marketing Environmental Analysis The marketing environment consists of a Microenvironment and a Macroenvironment. The microenvironment deals with internal factors, which could affect the company's ability to service its market, such as competitors, suppliers, distributors and consumers. The macroenvironment are those factors, which are outside the control of the company. They include social, cultural, political, economic and technological changes. They vary constantly, often with no predictability. Primarily, it is these changes that can cause the most significant threats and opportunities to a business The Micro- Environment Competition The 'No Worries' clothesline is an original product, which people will inevitably copy over time, making competition something to worry about in the next 5 years. Competitors will cause a major threat to business. They can compete with prices making it more attractive to the customer to shop at their outlet. They can make their version of the product more attractive, i.e., more features. From research carried out from previous assignments, I have discovered that consumers want quality value for money and will build a strong loyalty to those who provide it. Customers I understand my company will have to be customer focused, as we are a marketing orientated company. I will need to make a clear decision about the type of customer that I wish to target with my campaign. I will need to carry out some field research into what my market requires or likes and how I can meet those requirements or wants. Mainly though, I can predict that my target market will be middle aged women, poss... ... shop when they are bored or depressed and they buy luxury items. This is why companies so broadly target them. I will advertise where they are most likely to see it, outside supermarkets, shopping centres and mostly places where it will be on sale. I am aiming primarily to raise public awareness of my product  · I believe that I should use penetration pricing to start with. This would entice potential customers to purchase my product, and once they realise it is a durable and reliable piece of manufacturing, they will return, and I will gain customer loyalty.  · I recommend that the Flow method of production should be used. This will be fast and cost effective, ensuring maximum output at minimum cost.  · I shall base my promotion strategies within the UK because of seasonal factors, such as rain.  · I also recommend strongly that my product be redesigned every year to keep up with technology and to keep consumer interest alive. It gives old customers a reason to buy a new clothesline and new ones a reason to start buying our clotheslines.  · I shall look into a patent for my product. If this were considered to be a good idea, it would eliminate a lot of the threats to my originality.