The Advantage Essay Sample: Characteristics That Can Determine Acceptance

The Advantage Essay Sample: Characteristics That Can Determine AcceptanceSometimes, the way a writer writes an essay will reflect on the difficulty of the college admissions officer that they are writing for. For example, an essay sample that is written from a personal perspective will be difficult to relate to many students.Personal essays are a great advantage, but they can be difficult to write for some students. They require more self-discipline than other types of essays and require a lot of practice and education. It is important to ensure that you have an outline of your material before you begin writing it.There are many different types of essays, so you will want to consider the advantages and disadvantages essay samples will have when it comes to college admissions. Some students like to submit their writing as a short story or some other form of literary work. However, writing an essay that can be categorized as 'literary' is a bit more difficult than others. Many times wr iters can get caught up in the sentences and ideas.Some writers prefer to choose an English writing sample because it is easier to relate to. A personal or family event or even a personal topic can make an advantage essay samples very good, if you know how to write the sections of the essay correctly. If you don't have a point to make with your essay, you could be better off by choosing to write about an aspect of your life rather than about yourself in general.When writing the advantage essay samples, consider using some of the problems your parents have faced and overcome. This is a great way to show that you have grown as a person. If you have experienced a tough situation, then you will want to tell a story about that situation so that your college admissions officer can see that you are someone who has grown up in the time since you were in college.You can make this type of writing more personal by using the stories of your family and friends. Keep in mind that you will be writ ing a lot of text so it is important to make sure that the essay has the proper grammar and it flows well. If you do not like to read and re-read the essays that you write, you may want to hire someone to proofread them.You will also want to consider the advantages and disadvantages that come with writing for the internet. Writing on the internet can be difficult, especially if you do not understand the Internet. It is easy to miss spelling or grammar mistakes that can be easily caught if you have some knowledge of the Internet.It is important to write each advantage essay samples from a personal perspective. Make sure that you are taking the time to communicate the information that you have gathered with the fact that you are choosing to write for college admissions. You should make the reader want to follow your essay.

Fosters Group Company

Introduction Pure Blonde came into the market in 2004. It was first produced by Fosters Group and it has become the first low-carbohydrate beer which was really successful in Australia. Many companies attempted to produce such kind of bear in the previous years.Advertising We will write a custom case study sample on Fosters Group Company specifically for you for only $16.05 $11/page Learn More For example, Bond Brewery had Swan Gold in the 1980s, but it did not do well in sales and Cooper’s launched Coopers diet beer in the 1960s, but decided to remove it from the market in 1990s due to a declining market share. After a whirlwind product development process which took 90 days and with a promotional focus on customer discovery instead of aggressive push, Pure Blonde single handedly re-launched the ‘Low-carb beer’ market in Australia. Foster Group Company is known for manufacturing beer and soft drinks. It was founded in 1888 by two bro thers, William and Ralph Foster who owned a refrigerating plant. Two decades later, the Brewing Company decided to form a liaison with other four companies to form Carlton and United Breweries. Today, this group stands as a sub-branch under the Foster Group umbrella. The Foster Group has become popular in Australia and is famous for brands such as Victoria Bitter, Carlton Drought, Crown Larger and Cascade. Pure Blonde was the first low-carbohydrate beer to be successful in the Australian market in spite of the failure of other companies to market their brands successfully. In 2004-2005, the dominant players in the beer market were Foster group and Lion Nathan. The popularization of the Aitkins diet and the rising health awareness led to the Australian consumers preferring low carbohydrate products in the 1990’s and early 2000’s. Why did Pure Blonde succeed in this market when so many had failed before? Deeper investigation of the customer base can reveal signposts to i ts success. Situational/SWOT analysis Pure Blonde’s success was based purely on the consumers’ preference of the premium beer sector. Premium beer is one segment that was under constant scrutiny. The Premium Peter beer segment seemed to grow at a much faster rate due to favorable economic times, raised standards of living and education, and the delay to have children.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This resulted in the decline of Victoria Bitter. Unfortunately the Premium beer market was quickly becoming crowded and it became increasingly difficult to differentiate between the different brands. This was a major threat to Fosters’ profits. Fosters immediately identified this problem in the Australian market and came up with a low-carb beer that differentiated its products from the others in the market. This gave it a strength or higher hand over the other products in the market. A good way of exploring opportunities for Fosters was conducting a market research. It was found that the premium beer was linked to the Maslow’s Hierarchy of needs. Maslow hierarchy of needs dictates that an individual needs to look good and sophisticated. Those who drank Premium Peter needed to communicate that they fit into this profile. Therefore the main drive here was ego. Consumers of Premium Peter needed to show that they were masculine in spite of this gentle side. However, they also didn’t want to be referred to as metrosexual because to them this translated that they were homosexual. Fosters Group concluded that Premium Peters image didn’t quite match to what being considered as male and masculine according to the Maslow hierarchy of needs. A weakness that they found in their marketing strategy was how to position Pure Blonde to the consumers’ best. Pure Blonde couldn’t be categorized as being feminine or m asculine. More research was required in order to understand where the average consumer placed Pure Blonde and they also had to avoid cannibalizing their lead selling beverage, Crown, market share. Consumers of Premium Peter needed to consume the beer knowing that it was masculine and still had low-carb content. This clearly had set it apart from Pure Blonde. Fosters managed to make Pure Blonde its premium full strength beer that was low in carbs. The packaging was of high quality, not to mention the European style bottle and the gold stylish label. Fosters decided to launch the product in 6X350 ml bottle that was sold in clubs and pubs in bottle, giving the consumer an opportunity to discuss the product.Advertising We will write a custom case study sample on Fosters Group Company specifically for you for only $16.05 $11/page Learn More This allowed those who consumed Premium Peter to discover Pure Blonde and tell their friends about it. This reinforced the masculine perception of the beer. Fosters had regained differentiation of its beers and this saw Pure Blonde being a success in the beer market. They managed to regained differentiation and, within a year, Pure Blonde had achieved a great success with an estimated 3.3per cent by value of the entire Australian beer market and was reported to be twice the size of its nearest low carbohydrate competitor. Situational problem The main problem in this case study is the decline in the demand for Pure Blonde and Premium Peter. Currently, the Fosters and Lion Nathan are facing erosion in their market share. This can be due to the fact that Australians have more disposable income and the â€Å"premiumisation† of the beer market has led to the consumers demanding higher quality products. The two companies have experienced a drop in sales for the past ten years with demand shifting from ready to drink spirits to foreign beer products. In addition, a blend in product innovation and pa ckaging, specifically the four bottle packs, could be another cause. The government could have also played a key role in the decline of local beer consumption when it announced in 2010 the introduction of an alcoholic volumetric measuring system to implement changes in the taxation of alcoholic beverages. This resulted in a 5% rise in beer prices. The market share is set to face continual erosion in the future because of intensifying competition from other competitors that flood the market with their products. Entrants such as Coopers are set to re-enter the market with low-carb beer brands and Coca-Cola Amatil which recently acquired the Blue Tongue Beer brand. Traditional retailers also present another problem to the beer market as they decide to promote their own brand low-carb beer instead of Pure Blonde, thus making them direct competitors. For instance, Coles has taken up advertising of its own Maxx Blonde beers over Pure Blonde by directly comparing the two products.Advertisi ng Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Currently, there are more competitors in the market who have flooded it with their own low-carb beers making it difficult for the average consumer to differentiate between the various brands. As a result, there has been a decreased loyalty between brands. Pure Blonde has suffered greatly because of this competition and has not been able to combat Fosters’ current decline in Victoria Bitter sales. Major assumptions that may help explain the current Pure Blonde’s challenges include a shift in competition and changes in tax laws. A closer look at Premium Peter shows that there has been a continuous growth in its sales. This is evident through a careful analysis of the premium beer segment, which has seen strong growth with total premium beer sales growing by 11.3 per cent in 2009. This might have taken quite a long time to explain the continued decline in Victoria Bitter’s brand which had lost over 3% of its market share since 2005. Identification and alternatives used by Fosters The premium beer segment has seen significant growth in spite of the declining low-carb beer sales. As the Premium Peter segment grew in numbers, it can be argued that this segment has evolved or even fractured. Further analysis of the softer segmentation criteria, for example, attitudes and beliefs, understanding of self and self-concept, can help in defining these fractured segments. In order to maintain sales in the market, the key players have developed a strategy of maintaining their consumers by catering to their constantly evolving needs and preferences. Fosters Group and Lions Nathan have sought to capitalize on the premium beer trend through investing in exclusive licenses to sell imported beers. This is seen by Fosters to obtain the sole license to sell Corona Extra in Australia. To compensate this, Pure Blonde has expanded its distribution and has begun selling through liquor retailers and service venues including bars, clubs, cafes, and restaurants. They took another step and made the beer available on tap at clubs and pubs. Pure Blonde sits comfortably in the center of the relatively concentrated premium beer price range, with Maxx Blonde and Platinum Blonde occupying the bottom price ranks and products such as Peroni Leggera sitting at the top. The product has been effectively promoted and appeared to have held on to its ‘Jack-of-all-trades’ positioning with a focus on the ‘purity’ of the brand. This positioning is clearly seen through advertisements featuring a 30-something man nurturing a dove back to health along with the tag line ‘from a place much more pure than yours’. Other current promotional materials available carry the message: ‘for men or women, anyone who is weight conscious’. Recommended course of action This case study suggests that the customers of Foster Group have a distinct set of values such as taste of beer, physical fitness and health in general, and self-im age. The managers of Fosters Group should rely on the psychographic elements of segmentation in order to move away from the ‘one- size-fits-all† positioning. This is why they need to offer several groups of products. In the first case, they should emphasize the taste qualities of their beverages and brand image. In the second case, they should stress the fact that their products contain very low amounts of carbonate, and that such beverages will be more beneficial for the health of customers. In such a way, the company will make a distinct value proposition to various groups of customers. Discussion Questions How shifting the market would gain Pure Blonde Competitive advantage The average Australians are health conscious and this in turn makes them prefer low-carb diets. Promoting Pure Blonde as a low-carb beer attracts consumers who are health conscious, unlike premium beer consumers. The Pure Blonde product can capitalized on this understanding by effectively aligning its brand personality to the personalities of the segments, with positive results. However, women are more conscious of their weight and appearances as compared to their male counterparts who are more concerned about maintaining appearances and fitting in with the boys. Therefore, if the beer is attributed to being more feminine than masculine, then the product may lose its male consumers. On the other hand, it is traditionally viewed that many women aren’t great beer drinkers as compared to men therefore the product might only decline in sales if it is attributed to being feminine. However, the current woman is more educated and independent, and current trends show that many women embrace lighter beers and other low-carb beers such as Pure Blonde. Although it would be a difficult task to re-invent Pure Blonde to fit both, the male and female consumers that will definitely be advantageous to the product in the market. The main limitation of this strategy is that many customer s felt attached to former brands of Foster Group. I t may be difficult for low-carbonate beers to win their loyalty. This issue is particularly important for the segment called Premium Peter or male customers who valued premium beer products. They may switch to other premium beers instead of purchasing Pure Blond. This is the risk that the company should not overloo Customer profile for Pure Blonde Female 18-35 years of age White collar job Single, looking for a partner either short or long term leading to marriage Prefers to look beautiful and healthy Is social and likes fitting in with friends Earns a good salary and has little financial and emotional commitment Likes to be seen as a bit of a ‘lovable larrikin’ but also likes to be taken seriously in a work environment Works very hard so as to be successful and plays hard. Is currently on a diet and identifies that the Atkins diet Low-carbohydrate diet ‘is a good thing’ Would forego a beer to save the ca lories- watching her weight Would choose a beer with a sweet taste Socializes with friends usually at clubs, pubs etc. Alcohol consumption is out and about. The two key aspects that the female consumer is interested in according to the above profile is the taste of the beer and the amount of calories it contains. Recommendations for the Fosters Group On the basis of this customer profile and perceptual map, one can recommend the marketing strategies that Forsters Group. The company should make a distinct offering to female customers. While advertising such a product, they need to focus on the idea that Pure Blond products will not lead to the increase of weight, but at the same time they have the excellent taste qualities as other premium beverages. Their main message should that the company’s beer is low-carbonate, but they should connect this message to such priorities of female buyers as physical appearance and self-image. Premium Peter The segment called Premium Peter d id not completely disappear; it continued to expand even despite the global financial crisis. Male white-collar employees, who place emphasis on style and sophistication, still continue to consume high quality beers when socializing with their friends. Probably, the lifestyles or attitudes of these people have evolved in a certain way. For instance, they may have changed their attitude toward marriage or health. However, they still play an important role for the producers of premium beers. Moreover, the main values of these people such sophistication and good appearance did not alter significantly. The existence of this segment will affect the strategies of Pure Blonde. They will have to set stress on the quality of their products when designing packages for their beverages or advertising them. This case study on Fosters Group Company was written and submitted by user Tenebrous to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Ihrm Assignment free essay sample

Within these foreign settings, utmost importance is placed on the need to reduce risks and uncertainties: The hiring of expatriates to control and lead these cross-border ventures is widely viewed as the most logical solution to the problems that may be encountered abroad. The dilemma highlighted by the case study, ‘Quality Compliance at the Hawthorn Arms’, involves the appointment of a new quality compliance manager at their recently set up firm in Hungary that needs to be done by Trianon’s director of personnel development. The director needs to take into account the risks and uncertainties involved, the interests of the company itself, and the socio-cultural and technical abilities of the potential employee in making their decision. The recruitment and selection process of Trianon must fit within best practices and must also take into account the strategic needs of the company by creating and describing the job description and the selection methods to be used. We will write a custom essay sample on Ihrm Assignment or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Consider the three candidates in Exhibit A below. If forced to make a decision tomorrow, which candidate should Alistair choose for the job? What major factors should determine his choice? A major process within human resource management is staffing. The importance of selecting the right employee for the job cannot be underestimated, especially when a firm’s future successes in a new environment depend on the right staffing decisions being made. Over the course of globalization, the strategic importance placed on alliances has increased significantly (2). Whether they are mergers and acquisitions, or international joint ventures, the role of human resource management is crucial for both types of alliances to succeed in meeting their strategic goals. As one of their major processes are to select the most qualified applicants, if any mismatches were too occur, the effectiveness of other human resource management functions may diminish, which is why so much importance is placed on hiring the correct people. The case study, ‘Quality Compliance at the Hawthorn Arms’, details three candidates that were short listed for the position of quality compliance manager. These 3 candidates were; Marie Erten-Loiseau, a parent-country national from France, Janos Gabor, a host-country national from Hungary, and Sinead Marrinan-McGuire, a third-country national from Ireland. The proposed role of quality compliance manager is to be based in Hungary, working for the recently set up joint venture between Trianon, an Anglo-French avionics firm and a local firm backed by the Hungarian government, for a period of 3 years. If, as stated in the case study, the decision is to be made tomorrow, several factors and theories must be investigated in order to determine which potential candidate is the most qualified for the position. Firstly, it must be determined why the international transfer of managers occurs. Herzing (3), observed a few main reasons that companies decided upon this particular transfer. First and foremost, the transfer itself fills a position, which concerns itself with the manager’s ability to transfer their technical knowledge to developing countries, where the locals may not be qualified. Secondly, it gives the manager a chance to gain international experience and help develop them for future tasks that may concern the company, or it’s subsidiaries, abroad. Thirdly, the final goal is not individual development but organizational development, transfers that are used to change or maintain the structure of the firm, and decision-making processes of the organization such as a coordination and control strategy. This strategy consists of two elements: socialization of both expatriate and local managers into the corporate culture and the creation of a verbal information network that provides links between subsidiaries and headquarters. The first motive of filling the position is the potential employee’s ability to perform the required tasks at hand, in addition to providing essential managerial and technical skills. Janos Gabor would seem a good fit considering his prior education and employment have taken place in Hungary. His experience as a senior engineer proves that he has experience with the particular product as well the ability to maintain a facility. His family’s connections with the national government could prove an important asset in the attempt to negotiate future contracts within Hungary. However, he has limited management experience and is unproven at such a high level. Sinead Marrinan-McGuire has great technical experience even in joint ventures and the appropriate technology, however she seems to have a weak cultural aptitude, considering she has spent the majority of her life in Ireland and the UK, with only short trips to the continent providing her with foreign experience. Her family status is also quite undesirable as her partner is working full time, and they have three very young children to care for. Uprooting them and moving them to Hungary may not be the wisest decision. Marie Erten-Loiseau seems to be the best fit to the position at hand. Her education as an aeronautical engineer in France amp; Germany, shows that she her cultural and language skills would definitely be up to par. Thirteen years service to Triaton, with her extremely successful work on various projects in different countries will also facilitate the knowledge transfer to the joint venture firm’s employees, as knowledge-intensive firms need to share knowledge held by employees if they are to gain the most from their intellectual capital and compete effectively in the marketplace as noted by Swart amp; Kinnie (4). Her considerable technical and managerial skills, in addition to the transfer of knowledge, cover the first two managerial criteria very well. In Trianon’s case, the third motive to be taken into consideration is the organisational control over the joint venture. As the first joint venture outside of Trianon’s home bases of the UK, Germany and France, even more importance must be placed on the selection process. Considering how difficult global staffing has been for firms, not just in terms of financial costs, but strategic value, control must be high at this early level of the venture itself, as without proper guidance the company risks failure in a foreign environment (5). Also as a former eastern bloc country, Hungary may pose political risks not present in Trianon’s current operating base. By sending in a parent country national such as Marie, the introduction and subsequent implementation of policies and practices, will be made much easier. Outline a general recruitment and selection process for the company. Explain how it represents best practice and meets Trianon’s strategic needs. Organizations whose hiring practices engender a good match (or fit) between the characteristics of managers and the requirements of organizational strategy will likely achieve superior performance compared to firms whose selection practices do not emphasize manager-strategy fit (6). Effective international human resources management can make the difference between survival and extinction for many multinational enterprises (7). The first step in any recruitment and selection process is to create the required job description for the role of Quality Compliance Manager to be based in Hungary. A job analysis is mainly used to provide information about what duties need to be completed and what characteristics are needed to perform said duties. This information is to be used by Trianon to develop the job description for the role at hand. Since the duration of the job is for three years and to be based in Hungary, these details must be clearly stated along with the job specification. A very useful function of a position description is the alignment of roles and responsibilities very clearly against specific organizational requirements while still retaining job clarity. A typical position description, in addition to including job identification details, will also include: position purpose, reporting and client relationships, responsibilities or duties, complexity factors in performing the job such as problem solving and decision making, indicators of the job size, and performance goals or key result areas. From a recruitment and selection viewpoint, they should also include experience and knowledge, qualifications and skills required to do the job (8). After the job has been created, the next step is to advertise the job: both internally, within Triaton itself, and externally, in order to help reach a larger pool of qualified potential applicants. This should be achieved by providing both a link through the Triaton website and through external executive search firms. The reasons behind using both are quite simple. The Triaton website would mostly be used by current Triaton employees, providing the internal aspect of the employee search, while the executive search firms are used to find applicants in the external labour market. Once applications have been received, they are to be analysed against the key criteria, the need for an engineering background and skills in project management, and then if the applicant meets the set requirements, they are to be short listed for an interview. Contacting the referees of potential applicants in order to get another perspective on the potential employee can further refine the shortlisting process. The selection methods that could potentially be used include; personal interviews, cognitive ability tests, and work samples similar to the tasks that the successful applicant will be performing. For personal interviews, a panel of relevant Trianon employees should be created in order to pass final judgement on the applicants. This panel should consist of, the director of personnel development and the general director of joint ventures, mergers and acquisitions and potentially one or two others involved with foreign ventures. This has the advantage of enabling information to be shared and reducing overlaps. The interviewers can discuss their joint impressions of the candidate’s behaviour at the interview and modify or enlarge any superficial judgements (9). The questions themselves should be focused on criteria relevant to the position of quality compliance manager, such as the applicant’s cross-cultural suitability and relevant technical abilities. If the employee meets these requirements, it is up to the panel to determine whether or not they deem them acceptable enough to achieve the strategic goals and targets Trianon has set. Cognitive ability tests are used to differentiate applicants on their mental abilities, rather than physical. Usually, these tests involve activities that examine and determine an applicant’s reasoning and quantitative ability to work effectively in a new environment. The third option, a work sample test, can also be implemented in order to test applicants’ interpersonal relationship skills as well as their technical knowledge and skills on the products that they’ll be working with. Should Human Resources be involved early in major strategic decisions such as joint ventures? Why? Considering that Triaton are planning on setting up from scratch a new firm in a foreign environment, with a large number of employees needing to be hired and trained, the input of human resources in this situation cannot be overlooked. Dowling (10) states that human resource managers only become involved in strategic decisions when there is a critical mass of expatriates to be managed, and that senior management is more likely to recognise human resource issues when international assignments become of significant strategic values, and therefore are more likely to leverage the required resources. Bearing in mind how important the early successes of a new firm are, especially in a new location, the above-mentioned roles of human resource managers in international strategic decisions should not be undervalued. Essentially, the answer to this depends on how important or large the particular strategic decision is. In this case, they definitely should be involved as they can help lay the groundwork for this particular joint venture to succeed. Conclusion In a rapidly evolving business environment, the strategic importance of expanding firms through mergers, acquisitions and joint ventures is coming to the fore. Within this case study, ‘Quality Compliance at the Hawthorn Arms’, the decision-making skills of Triaton’s human resource department were examined, through employee analysis and the planning and implementing of a suitable recruitment and selection process. Throughout these processes it was determined which applicant was most suited for the new role of Quality Compliance Manager in Triaton’s newest joint venture based in Hungary. Marie Erten-Loiseau proved to be the most logical applicant for the job, due to her impressive technical and managerial abilities, as well as her potential for cross-cultural suitability. It was also determined which recruitment and selection policies would be most effective: the advertising of job vacancies, which should subsequently be followed by selection methods, which include personal interviews and work sample and cognitive ability tests. The role of international human resource management in strategic planning should not be discounted, especially considering how helpful it is in achieving a company’s goals. Stefan Manojlovic, s3330309 References (1) Armstrong, M. 2006, A Handbook of Human Resource Management Practice, 10th edn, Kogan Page Limited, Philadelphia. 2) Schuler, R. S. , Budwar, P. S. amp; Florkowski, G. W. 2002, ‘International Human Resource Management: Review and Critique’, The International Journal of Management Review, vol. 4, no. 1 (3) (4) Multinational Enterprises’, The Academy of Management Review, vol. 17, no. 4, pp. 729-757. Swart, J. amp; Kinnie, N. 2003,’ Sharing Knowledge in Knowledge-Intensive firmsâ₠¬â„¢, University (5) Scullion, H. amp; Collings, D. 2006, Global Staffing, Routledge, London. Shen, J. 2006,’ Factors Affecting International Staffing in Chinese Multinationals (MNEs)’ (6) Gupta, A. amp; Govindarajan, V. 986, ‘Resource Sharing among SBUs: Strategic Antecedents and administrative implications’, Academy of Management Journal, vol. 29, (7) Schuler, R. S. , Budwar, P. S. amp; Florkowski, G. W. 2002, ‘International Human Resource Management: Review and Critique’, The International Journal of Management Review, vol. 4 (8) Parrott, L. H. 1998, ‘Recruitment and Selection’, Business Date, vol. 6, issue 3. (9) Armstrong, M. 2006, A Handbook of Human Resource Management Practice, 10th ed, Kogan Page Limited, Philadelphia. (10) Dowling, Festing, Engle, 2008, ‘International Human Resource Management: Managing People in a Multinational Context’, 5th ed