Unilever Company free essay sample

This report is an analysis of the internal and external factors of Unilever. This analysis will give an overview of the industry intensity and the profitability by using The Porter’s Five Forces approach. Overview Unilever was created in 1930 through the merger of Margarine Unie, a Dutch margarine company and British based Lever Brothers, a soap and detergent company. Over the next decades, Unilever continued acquiring companies and brands, gradually moving into more food and household products categories in more and more countries. Strengths: Unilever possesses a competitive advantage as one of the largest consumer products company. It has some of the most well known and traditional brands such as Ben Jerry, Lipton, I Can’t Believe it’s Not Butter and Knorr. Because of its size and dominance in the market, Unilever has developed strong distribution links with retailers over the years Therefore they have very strong supplier and buyer power. We will write a custom essay sample on Unilever Company or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Unilever’s co-chairmen, Niall FitzGerald and Antony Burgmans had formed a five year strategy plan in early 2000, the Path to Growth strategy. Retrenchment was one of the first key elements of Unilever’s Path to Growth strategy. The strategy involved cutting the size of the company’s portfolio from 1,600 brands down to 400 core brands. Also require closing or selling 100 factories and laying off 25,000 employees so as to combine production at fewer plants to operate more efficiently by reducing their production cost. Down sizing the company, Unilever was able to generate annual savings of â‚ ¬3. 9 billion with this advantage, they are capable to market the demand of consumers’ needs and have enough capitals to focus in R D and advertising on the company’s leading brands. The second strength is divesting underperforming brands and businesses. Narrowing down some of the products would not only allow them to allocate their resources efficiently but would also enable them to concentrate on best sellers and increased quality possible and economies of scale. The last strength is acquisition. Acquiring reputable companies and companies with a strong market position would not only allow them to strengthen their brand image and broaden their consumerism but also provide them a better sense of community. Exhibit 1 shows the operating profit margins by product area is increasing at a steady rate. The food products have increase 6. 1%, personal care products have increase 8. % and the home care and cleaning products have increased 3. 3% from 1992-2002. Exhibit 2 shows the operating profit margins by geographic area is also increasing at a steady rate. It shows that Europe had grown 6. 4%, North America at 8. 1%, Africa Middle East at . 5%, Asia Pacific at 4. 8% and Latin America at 3. 9% from 1992-2002. This indicates that the com pany is still growing steadily. Weakness: Unilever’s primary weakness is having too many unrelated products therefore there is some business risks involved because products are so scatter in the diverse industry as a result there is no synergy. In addition, less focus would be given to the best selling products when their main focus is to increase their operating profit margin. The second weakness is the down performance in the Prestige Product group and Health Wellness. Exhibit 3 shows a tremendous decline in growth in sales in the Health and Wellness group such as Slim Fast, etc†¦ and also the Fragrance group. (Calvin Klein, Escape, Eternity, etc†¦) This clearly indicates that these two groups are at a maturing stage because the rate of growth is apparently declining at a rapid rate; buyers are more sophisticated, increased competitive intensity and profitability also declining. Evidently the Paths to Growth strategy have failed referring to exhibit 4, it shows Unilevers Sales revenue Operating Profit in 1992-2002 is declining. The third weakness is advertisement. Most companies advertise heavily to create the perception of product differentiation and to announce new product innovation. Unilever doesn’t have enough advertisement than the other companies and relatively little product innovation. Lastly, management is slow to market emerging country where there was the greatest potential to grow sales of food and household products. Threats: The most significant threat to Unilever is its competitors such as Nestle, Procter Gamble and Krafts Food. Exhibit 5 shows, Nestle’s sales has been increasing rapidly in contrast to Unilever. Unilever is also showing a sign of declining; as a result it put Unilever at a riskier position. With high threats of newer entrant and high threats of substitution, private labels such as store discount brand can be easily substitutes for Unilever’s products. With the constant changes in the economy market and changes in buyers’ preference can be a threat as well, since Unilever is already operating in a difficult environment. As buyers are more sophisticated in quality, taste, innovativeness and price are the main factor to differentiate their products form its competitors. The second threat is because Unilever has started to show a decline in sales and management’s inability to reach their goal might change the perceptions of investors, lenders and vendors. Thus, stock prices may decrease; as a result a decline in the shareholders’ wealth may occur. Opportunities: There are only a few brands that had global standing or qualified as â€Å"power† brands. Therefore, Unilever still has room for geographic expansion. Second, lower their product prices to attract consumers. Not only it will increase sales growth but also broaden the brand image. Third is advertising to increase consumer confidence. Lastly, abandon products in their maturing stage to cut cost and concentrate on best selling products. Conclusions: Unilever was showing sign of success during the first two years with the Paths to Growth strategy. However, they were not able to achieve their goal and evidently failed. The reason to that is mainly because of the management. The management main concern was to increase their sales growth but neglecting the internal factors such as marketing, advertising and also R D. By constantly focusing on their sales growth, it hasn’t been able to allocate their resources efficiently by promoting slow selling items and develop new products. In addition, the management has also ignored the external factors such as new geographic markets, change drivers and competitive environment. Therefore, it leads to the decreased in sales because of their slow reaction in buyers’ preference and the constant changes in the consumer products market. Furthermore, Unilever offer a wide range of products from food to fragrance because the products are so unrelated therefore, there is no synergy. Alternative: †¢Size and present in the market. †¢Management: marketing/ads. †¢New image. †¢Better products. †¢Low cost provider. †¢Geographic expansion. †¢Modified status quo. Recommendation: First thing I would recommend Unilever is to reorganize their task of the management. Know their purpose and strategies that will lead them to achieve their goal. I would suggest strategic vision. Learn the reason why their sales have been declining by considering both the internal and external factors. Unilever may try to conglomerate diversifying their products to reduce risks and attracting greater sales opportunity but they need to focus on where the synergy is and also when to abandon slow selling products. By eliminating underperformance product would help cutting down the operating expenses it would allow the company to have more capital on hand to restructure or focus on products lines with greater profit. Lastly, since Unilever possesses competitive advantage, I would recommend them to increased quality possible and economies of scale.

Free Essays on Precis

Precis #3 The utterance of untruth is not justified through suppression of doubts on the subject or ignorance of the truth. Taking a statement for what it’s worth, without any further inquiry, is not only doing one’s self harm but also doing harm to anyone who one retells that statement and to society as a whole. In the case of the ship owner, burying his uncertainties about the integrity of his vessel, regardless of its journey’s success, was a wrong. It is also faulty to believe on insufficient evidence or by purposely avoiding investigation. It is asserted that humankind believes blindly because it is afraid of doubt and unmotivated to investigate. One’s beliefs make one strong if one has strong convictions. If these convictions are untrue, however, that strength is stolen and unreal. By this process, it is possible that society could become totally complacent, accepting everything that it is told by whom ever tells it. The process starts at childhood; a mother telling her child what she knows of the world with the child believing everything on the basis of authority. The child has no reason to ask questions of what it is told because it has no reason to first question the validity of its parents. It also has no knowledge of the rules of authority. Some things may be discounted because they cannot be known by a human or by a human of the nature to which one is speaking. If a mother tells her child that its dead dog didn’t feel a thing when it died and that it went up to puppy heaven to be with all its doggie friends, there is immediate cause for the child to discount its mothers story. Children cannot understand this however. As the child grows it becomes aware that it should begin to question things which it has held to be true. It is easier to be skeptical of things one is learning than things one ahs held true for a lifetime. People believe falsehoods from their youth to keep peac ! e of... Free Essays on Precis Free Essays on Precis Precis #3 The utterance of untruth is not justified through suppression of doubts on the subject or ignorance of the truth. Taking a statement for what it’s worth, without any further inquiry, is not only doing one’s self harm but also doing harm to anyone who one retells that statement and to society as a whole. In the case of the ship owner, burying his uncertainties about the integrity of his vessel, regardless of its journey’s success, was a wrong. It is also faulty to believe on insufficient evidence or by purposely avoiding investigation. It is asserted that humankind believes blindly because it is afraid of doubt and unmotivated to investigate. One’s beliefs make one strong if one has strong convictions. If these convictions are untrue, however, that strength is stolen and unreal. By this process, it is possible that society could become totally complacent, accepting everything that it is told by whom ever tells it. The process starts at childhood; a mother telling her child what she knows of the world with the child believing everything on the basis of authority. The child has no reason to ask questions of what it is told because it has no reason to first question the validity of its parents. It also has no knowledge of the rules of authority. Some things may be discounted because they cannot be known by a human or by a human of the nature to which one is speaking. If a mother tells her child that its dead dog didn’t feel a thing when it died and that it went up to puppy heaven to be with all its doggie friends, there is immediate cause for the child to discount its mothers story. Children cannot understand this however. As the child grows it becomes aware that it should begin to question things which it has held to be true. It is easier to be skeptical of things one is learning than things one ahs held true for a lifetime. People believe falsehoods from their youth to keep peac ! e of...

Chinese food in the United States( food as culture) Annotated Bibliography - 1

Chinese food in the United States( food as culture) - Annotated Bibliography Example The jury is a fundamental part of English judicial system, though few cases are decided by jury these days. It ensures that the judicial system works for the public’s benefit and not to benefit unjust leaders. It promotes not only a healthy society but also a healthy criminal justice system, where political leaders cannot silence their opponents by abusing the criminal justice system. Though it plays an important role, the constitutional position of the Britain’s jury is vulnerable as it is not written in the constitution (Michaels & Laura 54). Although juries play a significant role in criminal justice system, they usually deal with minor cases. The criminal cases are usually divided into three categories. â€Å"Summary† offences are the minor ones and are less serious in nature and are tried only in magistrate’s court. â€Å"Indictable only† is the most serious kind of offences while â€Å"triable either way† are the ones found between the serious offences and minor ones. The triable either way as indicated can be tried either in magistrate’s court or crown court (Towl & David 34). Majority of criminal cases are summary because they are commonly committed because they are least in nature and are listened in the magistrate’s court where the jury has no role. The other few remaining cases in crown court, the defendants either plead guilty and there is no need for a jury or a judge informs the jury that the law demands the judge to acquit the defendant. Therefore, cases heard by the jury are very few when compared to the total number of cases brought before court. The removal of the juries in civil cases was slowly and it might gave started in the mid nineteenth century, when judges were given authority to refuse a case be heard in front of a jury but by a sole judge. This led to the use of jury almost obsolete. The Supreme Court gives qualified jury right to the

Zeal Optics case analyze Study Example | Topics and Well Written Essays - 1000 words

Zeal Optics analyze - Case Study Example To realize this, the company has to overcome some particular limitations that may come in the way of realizing this dream. Some of these challenges include how to raise the growth capital, improve marketing in the social media and how to expand its distribution among optical stores and sports retailers. For this reason, they invited some Fortune Small Business experts to help them plan the way forward. The first challenge that the Jacksons have to deal with is that of distribution. How best to expand their distribution network to more optical stores and sports retailers around the country. The company has immensely benefited from the network that it already has with sports and fitness companies. These partnerships have helped achieve the high performance despite the current domination by the top three brands that own about 70% of the market; Oakley, Mar and Smith and Costal del. With the expansion of the distribution centers, it is possible to reach a larger audience across the country (Gilson and Altman). It will also improve the discoverability of the items being sold by retailers. Zeal has also established links with some professional athletes that have served as Zeal spokespeople. Independent sales reps handle other outdoor-gear accounts that Zeal has made use of in the past. However as Scott Jaeger (a senior analyst at Leisure Trends Group) observed, the company has the poten tial to open up to 2,500 retail doors across the country. He also emphasized the fact that is of paramount importance to maintain a close relationship with the sales reps as they to ensure that they are carrying out their duties as required. Scott also proposes that the Jacksons consider focusing on the products that had the best sale values. The view comes from the fact that Zeal Optics had achieved a 86% sales growth in goggles, a product that that, in general, was down by 14%. The

CJUS 350-DB4 Replies Essay Example | Topics and Well Written Essays - 250 words

CJUS 350-DB4 Replies - Essay Example Additionally, you should note the significance of written code in enhancing orderliness and professionalism within the security sector. Overall, the essay is good as it highlights the essence of prioritizing safety and security by all officers irrespective of their ranks. You are quite right in your statement that the nine norms ought to apply to everybody in the sense that the law is meant to protect everyone through collective responsibility. Indeed, the unwritten code of behavior is evident in every officer at least going by the way that the officers take care of each other in terms of security. This is done through personal initiative and therefore, it should not be enforced when it already works even without legal intervention. Concerning ‘The Timing Stinks’ story, it is important to mention that you have rightly stated the officer deserved professional treatment despite his alleged misconduct. Moral obligation dictates that any unbecoming behavior including drunkenness during working hours ought to be approached carefully depending on rank and integrity of the

Analysis of Performance Appraisal System

Analysis of Performance Appraisal System ABSTRACT This article examines the Performance Appraisal System of Opsonin Pharma Ltd. It discusses one previous format of performance appraisal and the current performance appraisal. Author has tried to find out whether performance appraisal system of the company motivates the employees to achieve the company goal. Researcher has conducted the survey in the head office people of the company to get the idea of management people. The study uses primary and secondary data to do the analysis of the research where it has searched academic literature for the theories of performance appraisal, performance management, motivation and human resource management. Result has come out through the survey that current performance appraisal system has shown positive impression but still it needs some improvement such as proper practice and introduction of performance management. Chapter 1. Introduction Survival of the fittest once advocated by famous biologist Charles Darwin in his ‘Origin of Species (1859) transcended the boundary of biological world. Now this principle has become true in areas where competition determines ultimate fate. In the realm of organization, this principle operates in the name of productivity, profitability, efficiency, effectiveness and so on. Organization theorists during classical period emphasized on structural and technological perfection for survival and growth. Such mechanistic ideas of competitiveness started fading since 1930s onwards. The rise of behavioural and industrial humanism made way to ‘human capital to be considered central in the study of competitiveness. The measurement unit of contribution of human capital is termed as ‘Performance. Performance Appraisal (PA) as a technique of measuring competitiveness of organizations or institutions is not a modern phenomena. It has started from Han Dynasty in 206 BC-220 AD where they used to use merit exam for selection and promotion (Wren, 1994). But most probably PA system started in the industry from Robert Owens textile mills of the 1800s, where he used silent monitor system with the block of woods with different colours that he put in the work station of each employee. Everyone could see the performance with each other (Wren, 1994). This gave rise to an annual assessment which was recorded in a â€Å"book of character†. The assessments were subjective, which is one of the main criticisms still leveled at performance appraisal today. In the early part of the twentieth century Owens ideas were superseded by those of ‘scientific management, devised by F.W. Taylor and popularly associated with Henry Ford. This emphasised the use of quantitative methods to measure work performance (e.g., a fair days work and differential piece rate system), and led to the development of ‘work study techniques in the inter-war period. Though today, private sector has been credited as the perfectionist of performance management techniques, the modern psychometric approach to performance appraisal has been brought by the public sector (Torrington, Weightmen and John, 1989, p.66). Due to its monopolistic and legalistic nature, public sector performance appraisal practices could not reach that standard as reached by the private sector, which took appraisal as a response to market competition. The study is based on Opsonin Pharma Limited, a leading pharmaceutical company in Bangladesh. It was incorporated as a private company in 1976. It manufactures, and markets generic medicines for both human and animal use. Its value-added products improve the quality of life of both the people and animals in Bangladesh as well as abroad and help them enjoy longer, healthier, and more productive lives. Opsonin is known for long as a provider of regular and life saving medicines at affordable price. It has long been established and recognized as one of the most leading, progressive and modern pharmaceutical company in the country with the assurance of manufacturing quality products as the company is committed to contribute much to develop national health sector. 1.1 PURPOSE OF STUDY: Purpose of the study is to identify whether the management people who are working in the head office are convinced or not with performance appraisal system of the company. 1.2 AIM AND OBJECTIVES: 1.2.1 AIM: Aim for this research is to gather knowledge about performance appraisal system in Opsonin Pharma Ltd. and to get clear idea about performance appraisal system through literature review. 1.2.2 OBJECTIVES: To provide recommendation to Opsonin Pharma Ltd how they can improve their performance appraisal system. To examine how performance appraisal system works. To analyse how Opsonin Pharma motivate the employees through performance appraisal system. To make an overview of Opsonin Pharma Limited. To make an overview of Performance Appraisal System of Opsonin Pharma Limited. To determine the interrelation between Performance Appraisal System and other Human Resource aspects. To measure the level of employee development. To determine the impact of Performance Appraisal System for motivating the employees of Opsonin Pharma Limited. 1.3 RESEARCH QUESTIONS: How effective is the performance appraisal system in Opsonin Pharma Ltd.? Do the management people think that current performance appraisal system works properly in the company? Does performance appraisal system motivate the employees at Opsonin Pharma Ltd.? Chapter 2. LITERATURE REVIEW The Performance Appraisal (PA) system is essential for maintaining high standard of human resource of any organization, both private and public sector. Performance appraisal is a part of working link that emphasizes for both bosses and subordinates their managerial responsibilities (Williams, 1972, p.8). A good performance appraisal should introduce in the company to know employees abilities and efforts to match organizational expectations. A good PA system can measure employees activities with reasonable accuracy and it can provide feedback to employees on their performance, and make a chance to employees to develop their weaknesses. There is a chance to make wrong personnel decisions which lead to affect organizations capacity without good performance appraisal systems. But ineffective appraisal system can bring many problems including frustration for good performers which will encourage them to leave the company, causing the organization to incur high recruitment costs (Chou, 2005 , p.42). This concern is addressed by ensuring that employees understand how their work contributes to the achievement of organizational goals, by ensuring that employees have the skills to make that contribution and, above all, by developing a climate of open discussion in which performance, achievements, and difficulties can be approached openly and supportively. A sound PA system, therefore, measures performance of employees not only to make some backwardly-linked like recruitment validity, motivation, morale, etc. and forwardly-linked like career growth, reward and sanction, employee development personnel decisions etc., but to integrate between organizational goals and personal goals of employees (Hyde, 1982, p.295). It is a really hard task for reflecting employee performance through performance appraisal system. Performance appraisal systems are not general idea that can be followed by all companies without any modification because it depends on employee and organizational characteristics and qualities (Henderson, 1984, p.54). At first glance performance appraisal appears as though it should be something relatively straightforward. Torrington, Weightman and Johns (1989, p.814) offer a working definition of appraisal as: â€Å"The process of judging a persons performance and reporting that judgment.† Alan Fowler has given very good definition about the objective of performance appraisal system. He suggested that: â€Å"Staff work best when they know what they have to do, how well they have to do it, and how well they are thought to have done, so they need to talk to their managers at least once a year about this, and their managers need to take their staffs view into account when setting work goals and deciding who needs what training.† (Fisher, 1995, p.12) Traditional performance appraisal is more of a control mechanism used to make the most of an employee. How an employee is contributing toward achievement of organizational goal is the main concern here? Based on contribution ratio of the employees, the management makes some personnel decisions such as promotion, salary increase, sanction, and training needs. This uni-dimensional concept goes more with the philosophy of personnel management. 2.1 Formal versus Informal Performance Appraisal: Formal performance appraisals usually occur at specified time periods once, twice or thrice a year. Formal performance appraisals are required by the organization or institution for the purpose of employee assessment. Informal performance appraisals can take place whenever the supervisor or manager feels communication is needed. 2.2 Purpose, Objectives Benefits of Performance Appraisal: 2.2.1 Purpose: The purpose of performance appraisal is to devlop the organizations performance throughout the improved performance of employees. 2.2.2 Objectives: Organization uses performance appraisal system to execute some objectives. The main objectives in using performance appraisal in an organization are as follows: Motivating and allocating rewards for employees Review past performance to rectifying the mistakes from management and employees (Fisher, 1995, p.11) Proper utilization of company resources. Identifying areas where training and improvement are required. Coaching and developing employees so that they can perform better to achieve the company goal. Identifying the area where developments programs need to be introduced. Giving employees feedback about their work so that they can be inspired. Improve communication between managers and subordinates. Identifying the base for pay, promotion etc.. (Yeates, 1990, p.36) 2.2.3 Benefits: The benefits of a successful appraisal system can be concluded as follows: For the organization: Improved performance all the time in the organization due to: Achieve organizations objectives and values it needs proper communication; Increase sense of group work and reliability; Establish better relationship between managers and staff; Managers have got the scope and power to use their leadership skills to motivate and improve their subordinates. Improve outline of the tasks completed by employees. Classification of thoughts for improvement. Prospect and long-term view of the company can be developed. Training and development requirements appeared more clearly. A culture of continuous progress and success can be formed and maintained. People who have got potential can be classified for career development plans to provide for future staff requirements. The message is passed to everyone that employees are valued properly. (Fisher, 1995, pp.15-16). For the appraiser: Performance appraisal is a chance to develop an overview of individual jobs and organizations. Classification of ideas for development. Improved job satisfaction. Increased sense of individual value. There is an opportunity for appraiser to associate team and individual objectives to fulfil departmental and organizational objectives. There is an opportunity to explain expectations of the contribution the manager expects from team and individuals. The opportunity to set up the targets. There is a chance to make productive relationship with subordinates based on common interest and understanding. (Fisher, 1995, p.16) For the appraisee : Boost them up to increase motivation. Enlarged their career through job satisfaction They realize that they are valued. When they will get feedback after performance appraisal then they get a clear idea of what is expected from them and what they have to do to meet expectations. Supervisors discuss with them to improve their lacking areas. They are offered for training and development for their improvement. When managers are creating scope for developing their subordinates career then it is ultimately developing relationship between them. (Fisher, 1995, pp.16-17) 2.3 What should be appraised? Managers should consider four things when they are going to do the performance appraisal. Inputs Appraisers will see how job holders have implemented their knowledge and skills to perform their job effectively. Process Job holders outcome will indicate the implementation of knowledge and skills for their activities. These are sometimes called to as competences. These illustrate the performance required of people to complete their job effectively. This kind of performance can make a difference between highly effective and less effective performers in a given role such as personal drive, analytical power, team management and leadership and ability to communicate. Outputs Measurable or observable results of the performer will be expressed by jobholders. Outcomes- Result will show the ultimate impact of the jobholders and their teams or departments and their overall activities to achieve the objectives of the organizations. (Fisher, 1995, p.25) 2.4 When appraisals should take place: Formal performance appraisal are usually held annually but some of the fast moving companies prefer to do it twice a year or even more frequently, it could be quarterly. Those who are working in projects under a consultancy firm, their performance evaluation could happen after each assignment but there would still be an overall review at the end of the year. Some of the organizations conduct progress meetings at specific time to review progress towards achiev ­ing objectives, work plans or projects. Some of them are doing two or three times a year, the main purpose of which is to review and update objectives. (Fisher, 1995, p.27) There are some reasons behind failure of appraisals. Reasons are as follows: Employees dont know about the time frame and what exactly they need to do in terms of good performance; Others fail because of problems with the measures used to actually appraise the performance; An easygoing supervisor might rate as high, for instance, subordinates who are actually substandard Other problems, like arguing and poor communication, undermine the interview feedback session. Storey and Sisson (1993) have suggested that performance appraisal system actually have three steps: objective setting, feedback, and evaluation. The first step of an appraisal system is to give the guidance to the employee on how to apply their efforts for the benefit of the organization. The second step is to ensure employees work toward the achievement of their objectives through a process of positive communication with their supervisor. The final step involves the supervisor making an appraisal of the employees performance over the entire assessment cycle. (Brown Benson, 2005, p.101) 2.5 Popular Appraisal Methods: Managers usually conduct the appraisal using a predetermined and formal method one or more of the followings: 2.5.1 Graphic rating scale (GRS): The Graphic Rating Scale is the simplest and most popular technique for appraising performance. GRS measures personality traits and performance along with a point continuum scale or anchored scale. It lists traits such as quality and reliability and a range of performance values from unsatisfactory to outstanding for each trait. The manager or supervisor rates each subordinate by circling or checking the score that best describes his or her performance for each trait. In the end of marking manager or supervisor do the totals of the assigned values for the traits. (Dessler, 1999, p.156) The rater is given wide freedom in choosing a point, which is a threat to reliability and workability. 2.5.2 Alternation Ranking Method: Positioning employees from best to worst on a trait or traits is another appraisal option. Since it is usually easier to distinguish between the worst and best employees, an alternation ranking method is most popular. First, list all subordinates to be rated, and then cross out the names of any not known well enough to rank. Then, indicate the employee who is the highest on the characteristic being measured and also the one who is the lowest. Then choose the next highest and the next lowest, alternating between highest and lowest until all employees have been ranked. (Dessler, 1999, p.158) 2.5.3 Paired Comparison Method: The paired comparison method helps make the ranking method more precise. For every trait such as quantity of work, quality of work, and so on will be considered for appraisal for instant, top performer of quantity of work and top performer of quality of work will be pared. (Dessler, 1999, PP. 158-159) 2.5.4 Forced Choice Method (FCM): FCM intends to mitigate reliability problem of GRS by making scaling unknown to the rater. Here, the rater is served with some statements about a particular trait or performance factor. The rater is to choose a statement that best describes the employee. The rating is done by someone else. This is unworkable in larger organization. Both the rater and the ratee feel uncomfortable with FCM (Anderson, 1993, p.24) 2.5.5 Forced Distribution Method (FDM): The forced distribution method is similar to grading on a curve. With this method, manager places predetermined percentages of ratees into performance categories. FDM is a GRS or BARS scaling with a population distribution requirement. Usually it requires a normal distribution i.e. the lowest and the highest grade contain 10% of population each. The remaining 80% is distributed among others with highest distribution reserved for the mid-grade. FDM intends to minimize overrating. Yet it carries high probability of inequality in case of heterogeneous population. (Dessler, 1999, p.159) 2.5.6 Critical Incident Method: With this method, the supervisor keeps a log of positive and negative example (critical incidents) of a subordinates work-related behaviour. Every six months or so, supervisor and subordinate meet to discuss the latters performance, using the incidents as examples. There are several advantages of this method of which are as follows: It provides actual examples of good and poor performance the supervisor can use to explain the persons rating. It ensures that the manager or supervisor thinks about the subordinates appraisal all during the year. The rating does not just reflect the employees most recent performance. The list hopefully provides examples of what specifically the subordinate can do to eliminate any deficiencies. However, without some numerical rating, this method is not too useful for comparing employees or making salary decisions. (Baird, Beatty Schneier, 1982, pp.45-46) 2.5.7 Behaviorally Anchored Rating Scale (BARS): A behaviourally anchored rating scale combines the benefits of narratives, critical incidents, and quantified scales, by anchoring a rating scale with specific examples of behavioural activities for good or bad performance. Its supporters say it gives more equitable appraisal than do the other tools we discussed. Although BARS scales still present performance on a continuum; they provide specific behavioral anchors to help clarify the meaning of the performance dimensions and help calibrate the raters definitions of what constitutes good and poor performance. Some supporters of behaviorally focused scales also claimed that they would remove unnecessary subjectivity (Latham Wexley, 1977). BARS is judged from a set of scales- one scale describes each job dimension, or broad types of duties, responsibilities, or activities of a job. Placed on a scale are a set of statements clarifying of worker behaviour on the particular job dimension. (Baird, Beatty Schneier, 1982, p.61). Rating dimension would vary according to the nature of the job- between six and nine seems quite common. For example one British study identified seven: Supervision of operators, scheduling and planning, technical troubleshooting, handling men, communications, administrative problems of wiring wire and dealing with other departments. BARC system has got substantial advantage it has some draw back as well such as time consuming and expensive. Some of them have identified ten dimension of performance. They are interpersonal relationships, organizing and planning, reactions to problems, reliability, communicating, adaptability, growth, productivity, quality of work and teaching. (Fletcher Williams, 1985, pp. 42-44) 2.5.8 Computerised and web-based performance appraisal: Many people who have got the charged for performance appraisal for their subordinates may not be able to do so particularly newly appointed supervisors. As they will take over new responsibilities so they may not be efficient in expressing themselves in writing about employee performance. Eventhough some of them have got the strength to do perfectly but still they may need some format for developing effective, useful employee performance appraisals. Computer software programs are making the performance appraisal system easier from many aspects such as writing a difficult employee performance appraisal. Management software that is commonly called MBA-ware, offers expert guidance in management issues that would cover from creating a business plan to writing employee policy manuals (Sprout, 1995). Some managers are looking for a develop technology to solve the problems that they are facing during performance appraisal. Current computer software programs allow the managers to make performance appraisal documents that are in complete format, professional in appearance, and easy to use in the performance appraisal system. Additionally, this software programs provide classification of job performances that will be counted for appraising and offer various pre-written descriptions of behaviors for each criteria. There are three leading programs for employee evaluation software that are Review Writer 1.0, Performance Now! 2.03, and Employee Appraiser 2.0 (Stewart, 1994; Robinson, 1994). There are some similar software programs in the market but it do not do the evaluation process that way the other three software work (D.W. Pratt, personal communication, July 24, 1996). These three leading software programs work step-by-step to evaluate employees performance. Managers input the employees information into the system, mark the job description and/or categories to be used, choose the correct written evaluations, and print it. (Spinks, Wells Meche, 1999, p.94) 2.5.9 Mixed Standard Scales: These scales are made to make the evaluation system reliable through confirming each individual rates, each scales rate and each rater rates and to minimize halo and leniency errors (Blanz Ghiselli, 1972). The idea of mixed standard scale has come from the logic of forced choice method. Halo and leniency errors could reduce if ratings are not made on a scale where statements come in an obvious order of merit hierarchy. Practical findings provide support to these hypotheses (Saal Landy, 1977). This scale is choosing three items for each performance dimension which are good, average and poor. 2.5.10 Management By Objectives (MBO) More than half of the organizations regularly used performance appraisals in the beginning of 1950s, compared with only 15 per cent immediately after World War II (Spriegel, 1962). They had ordinary, numerical system which was trait rating system. This system focuses on past actions to appraise people on the basis of a previously established set of dimensions (DeVries et al., 1981). Lots of employees who were being apprised by the manager were not happy due to the way of performance measuring system. Trait rating system did not develop the employees performance rather than there was clear indication for being sacked for low performers (Van Riper, 1958). It is mentionable that this rating system gave chance to managers to play the role of judge instead of employee development for achieving both the employees and the organizations goals (McGregor, 1957). Out come of the performance appraisal system was conflicting with present roles of managers and the achievement of organizational goa l thats why new thought was introduced after World War II to update performance appraisal systems (DeVries et al., 1981). Due to the limitations of performance appraisal systems in the 1950s which led to the development of new systems based on management by objectives (MBO) In theory, at least, Management by Objectives provided a clear and unambiguous framework for specifying and measuring employee performance. Labovitz and Baird have given some ideas about MBO that is: â€Å"MBO approach to managing people is a process of continually structuring expectations through mutual goal setting with subordinates, establishing action plans and target dates, reaching objectives and providing feedback. This is a way of managing subordinates that permits them to meet their personal needs for responsibility, freedom of action and recognition. At the same time the MBO approach provides a supervisor with an element of control, and change his or her role from police officer to colleague or coach.† (Baird, Beatty Schneier, 1982, pp.51-52). MBO is introduced in the management for improving performance, reducing role vagueness and redirecting effort to important organizational target. MBO system could be fit and work with any types of organization for planning process, a control technique and a form of individual performance appraisal. (Baird, Beatty Schneier, 1982, p.57). MBO has many positive sides but it has some limitations that we need to consider. The main issue that a company should consider first to implement MBO is the high level of management commitment and time frame to reorient the thinking of employees (Patten, 1977). Communication is the key to get a good out come and to prevent the complexity of the system from primary excitement that will lead into confusion and disillusionment, bring the result to an end with disinterest and failure. The purpose for the new system needs to be clearly recognized also, because while MBO is a useful tool for performance planning and feedback, it is not easily used for administrative decisions (DeVries et al., 1981). A high standard of job assessment and implication skills are needed to determine which performance dimensions to measure and the goal achievement standards to use. Primarily, the goals and objectives which are set likely to be easily quantified, easily achieved and not necessarily central to the job (Murphy Cleveland, 1995). Levinson (1970) found out an inclination for objective-setting measures such as sales dollars or number of units produced result in a lack of attention for less calculative aspects of job performance such as customer service and quality work. As a result this method will be ineffective if objectives are activity focused instead of output centered. There is also an inclination for managers to overlook the factors which are out of employees control, but which frequently affect goal fulfillment, leaving the employee responsible for goal completion inspite of external influences (Goodale, 1977). Managerial jobs are frequently measured in terms of unit, rather than i ndividual, an objective, which requires that individuals be held accountable for outcomes requiring interdependent employee efforts (Levinson, 1970; Schneier Beatty, 1978). These are some common errors associated with MBO (Kleber, 1972), but they help to illustrate the complexity of this performance appraisal method. Longenecker (1989) points to the common assumption that appraisals are often ‘political in nature, that their mechanisms for justifying decisions which have already been taken and disregard individual merit. This is particularly the case when performance related pay (PRP) is involved. As a student of International Human Resource Management, researcher wants to discuss about international perspective of performance appraisal system. Hofstede (1980) found that national culture is a factor to vary on value dimension between managers and employees. One of the value dimensions is individualism against collectivism. Individualism is such a thing where people show their action according to their individual preferences whereas collectivism is such a thing where people behaving as a member of a group. We can see the individualistic culture in western part and collective culture in eastern part of the world. (Taormina Gao, 2009, p.103) The inception of Human Resource Management (HRM) made the Human Capital as the most important strategic resource of an organization and thereby linked it with strategic vision, mission, values, and other processes of organization. Performance Management (PM) thus replaced traditional PA under HRM philosophy. Here, both the organization and employees are of equal concern. Performance management is seen by Armstrong and Baron (1998, p.37) as: â€Å"a means of aligning organizational and individual objectives to achieve organizational effectiveness.† Mohrman and Mohrman define PM as: â€Å"The practices through which work is defined and reviewed; through which capabilities are developed and through which rewards are distributed in an organization. Performance management may involve goal setting, employee selection and placement, compensation, performance appraisal, training and development and career management† (Mohrman and Mohrman, 1995, p.2). From above two definitions we can draw following generic features of PM: It integrates between individual and organizational goals and thereby creates a sense of belongingness in the employees; It views performance as a function of organizational environment i.e. culture, climate, flow of resource, critical external environmental factors, etc; It contributes towards a climate of open discussion between management and workers about all organizational aspects. It enables employees to identify their weaknesses as well as strengths and motivates them for superior performance. 2.6 Motivation and Performance Management: Motivation has multiplier effect on performance. A sound and legitimate appraisal system is a precondition of having a highly motivated workforce. Conversely, a flawed system might demotivate and demoralize the employees in a way that appraisal becomes a ritual and sometimes counterproductive. Milkovich Wigdor (1991, p.34) identify two essential functions of PM linking to motivation: a) it provides the basis for individuals to form beliefs about causal connections between their performance and pay; b) it indicates degree of association between individuals effort and performance. 2.7 Selection of

Macbeth Vs Hamlet :: essays research papers

Thesis: Shakespeare used the same definition of tragedy when he wrote Macbeth, and when he wrote Hamlet; Shakespearean tragedies use supernatural incidents to intrigue the reader's interest, and his plays consist of a hero that has a tragic flaw (sometimes the want for the supernatural) which causes him to make a fatal mistake.I. Introduction II. Spirits III. Comparison IV. Conclusion Shakespeare always used the same elements of tragedy when he wrote his tragedies. These tragedies can be compared easily, especially Macbet and Hamlet. Shakespearean tragedies use supernatural incidents to intrigue the reader's interest, and they consist of a hero that has a tragic flaw (sometimes the desire for the supernatural) which causes him to make a fatal mistake. Shakespeare followed this pattern in all of his tragedies; therefore the similarities between Macbeth and Hamlet can easily be defined and discussed.Shakespeare immediately started Macbeth with a supernatural scene. The three witches s et the somber and evil tone of the plot. In Hamlet, Shakespeare also presented a supernatural occurrence close to the opening. The ghost of Hamlet's father presented itself to Hamlet with a chilling story. In both situations, the tragic hero was not sure whether the spirits were good or evil. The presentation of the supernatural began to lead to the final downfall of each of the characters. In Macbeth, the three witches caused him to think and do evil deeds. If he had never met the witches, he would not have been tempted to murder the king; therefore, he would not have placed himself in the position that he felt he needed to kill everyone who crossed his path. If he hadn't been so treacherous, Macduff would not have called for war, and he would not have murdered him. In Hamlet, if he had not seen the ghost of his father, he would not have known that the reigning king had committed murder to gain the throne.

Active Vibration Control Importance In Mechanical Systems Engineering Essay

This literature study is based on active quiver control and its technology importance in systems ( mechanical ) . Active quiver control is the procedure of minimizing, insulating or rarefying forces imposed by quiver, by actively using opposing forces in order to acquire a desirable status which may be vibration-free or a minimized status. The active control of quiver is of great importance in design of mechanical systems like choppers, where the usage of active quiver control method, has offered a better comfort for the rider with less weight than the inactive alteration, which is the 2nd chief method of commanding quiver. Active control is besides used in cut downing low frequence quiver in constructions by utilizing lightweight quiver actuators like piezoelectric ceramic. Many industrial operations and procedures can non take topographic point if the industrial equipments are non operated in a vibration-free status, this necessitates quiver control. Since quiver may be caused by the instability in most machine parts ( revolving parts like bearings, shaft, cogwheels, flywheel etc ) the cognition of active quiver control is indispensable for the machine interior decorator in order to bring forth an efficient and effectual machine systems for modern twenty-four hours fabrication. Active quiver control has up to four me thods viz. : matrix method, theoretical finite component method, frequence response map and receptances method. The receptance method involve poles and zeros arrangement ( assignment of characteristic root of a square matrixs ) which changes the natural frequences to avoid resonance. However, the construct of classical quiver absorber can be related to a Frahm who registered US patent in 1909 for a device muffling quiver organic structures [ 1 ] . The theory of quiver soaking up foremost appeared in 1928 [ 2 ] in an unfastened literature and was made widely available in 1943 in the first edition of a book authored by J.P Den Hartog, ‘Mechanical quiver ‘ [ 3 ] . There are two chief types of quiver control viz. : the inactive structural alteration and active quiver control. The application of the former can be traced back to the work of Duncan [ 4 ] . In 1941 he determined the dynamic features of a compound system formed from two or more subsystems with complecting belongingss and known receptances.The assignment of characteristic root of a square matrix in active control community started in 1960 ‘s when Wonham [ 5 ] gave an exhibition that poles of a system could be assigned by a province feedback in a state of affairs whereby the system can be controlled. Kautsky et.al [ 6 ] described the numerical method for happening robust ( good conditioned ) solutions to the province feedback pole assignment job by specifying a solution infinite of linearly independent eigenvectors, matching to the characteristic root of a square matrixs required. The solutions gotten were such that the sensitiveness of poles assigned to disturbances in the systems and addition matrices was reduced. One of the interesting facet in active quiver control is the quadratic characteristic root of a square matrix job ( QEP ) taken into history by Tisseur and Mbergeen [ 7 ] , they described the assorted linearization i.e. transmutation of QEP into additive generalized eigenvalue jobs with the same characteristic root of a square matrixs and computational method besides integrating as many types of package available like matlab. A study of experimental and theoretical survey of active quiver control was carried out, with some documents that contained the relevant surveies. The literature study majorly contained past research work done by little figure of establishments and experts with their different techniques and so follows a brief treatment on documents of peculiar involvement.1.1 Experimental Surveies1.1.1 Techniques used in University of SouthamptonNumerous sum of work has been published, this mainly uses speed feedback. In publication of Brennan et Al. [ 8 ] , five different actuators were compared ( magnetostrictive, electromagnetic and three piezoelectric types ) . There was a balance in all the devices between supplanting and force generating public presentation ; hence a method of mensurating the balance was deduced. Improvement would hold been made, because it was written as far back as 1998, particularly in piezoelectric. Decentralised speed feedback is described in publication work of Serrand and Elliot [ 9 ] , on a stiff construction with a brace of about collocated detectors electromagnetic actuators, which are in parallel with a inactive saddle horse. Two control channels which are independent were used and shown to rarefy low manners ( 40dB ) mostly and be stable to little fluctuations in mass. The published work of Sang-Myeong et Al, . [ 10 ] Shows that the decentralized control is expanded to a stiff construction with four detectors and actuators, and so follows the same set up in a flexible construction [ 11 ] . The control strategy was used to rarefy low frequence which is less than 100 Hz quiver by up to 14 dubnium, limited by the instability of the low frequence introduced from filtrating stage displacements. State feedback from speed and force measuring Benassi et al [ 12 ] is used on a 3 grade of freedom ( DOF ) system, utilizing an actuator of individual inactiveness. The feedback cringle of interior force ( with a phase-lag compensator ) , reduces the natural frequence and adds considerable muffling. Control attempt and consequence can be compared to a linear-quadratic regulator ( LQ R ) .In published work of Benassi et al. , [ 13 ] , the same system was used for displacement feedback, with PID used to forestall the sagging of the actuator and to modify the natural frequence of the actuator. Highpass filters are used on the four on the four detector and actuator decentralized system Brennan et al [ 14 ] to give an fading of 20 dubnium for manners at frequence less than 100 Hz. In ( Brennan et al, 2007 ) , the instability introduced from filtrating as a consequence of stage displacement is tested on the two actuator system described in the published work of Serrand and Elliot ( 2000 ) . Condition for stableness of supplanting, speed and acceleration feedback using highpass filters were developed, it was besides shown that high damping and relatively low corner frequences are desirable for supplanting and speed feedback. Gatti et Al ( 2007 ) used collocated piezoelectric transducer actuators and accelerometers, and dampen quiver by explicitly ciphering the minimum kinetic energy of the system. The system was found to be unstable when much lower additions lower than maximal theoretical were used. An absolute speed control ( AVF ) strategy ( Yan Et Al, Journal of sound quiver ) was shown to be effectual at rarefying merely low frequence manners therefore get jobs with the actuator resonances which is stabilized by a lead compensator.1.1.2 Techniques used in Virginia TechWilliam et al [ 11 ] provides a general reappraisal of the operation of four different types of piezoceramic actuators, with the preliminary trial of d31 consequence of Macro Fibre Composites ( MFCs ) on a 1.8 meters diameter inflatable toroid ( hard state of affairs to prove, because of its flexibleness ) . Sodano et al [ 12 ] ran Single Input Single Output ( SISO ) and Multiple Input and Multiple Output ( MIMO ) tests on the same cons truction, utilizing MFC detectors [ 13 ] .In order to excite the whole toroid, a big propulsion force was required ( 800V through the MFC, 0-200Hz ) . Comparison was made between control strategies utilizing both sets of detectors on the toroid construction utilizing PPF ( Sodano, 2004 ) . The cleaner The PVDF detectors allowed lower fading when compared to that of cleaner signals from the MFCs which allow a significantly higher fading. Positive Velocity Feedback ( PVF ) was used by Tarazaga et al [ 15 ] to stifle a little inflatable construction, and compared instrument like optical maser vibrometer, accelerometer and strain gage detectors. Four FMC actuators were used while their control parametric quantities were tuned by manus. A 23 dubnium decrease was achieved in one manner with feeling via optical maser vibrometer, 7.db with strain gage. Alhazza et al [ 16 ] conducted a elaborate probe on delayed feedback of a non-collocated PZT patch/accelerometer brace clamped on abeam, to stifle two manners at the same time. It has been shown that the muffling control is maximised where each pole has existent parts of similar magnitudes. Mahmoodi et al [ 17 ] used modified positive place feedback on an aluminum beam with two braces of MFC sensor/actuator. They besides used realtime Fast Fourier Transform monitoring in dSPACE to about find the resonances of the system and alter the frequence of the accountant consequently. A big amplitude decrease was achieved in two manners ( 23-37 dubnium ) and a little alteration in frequences as an inauspicious consequence.1.1.3 Techniques used in BrusselsPerumont have written many documents but the most recent one is based on isolation of warheads. Hanieh and Perumont [ 18 ] used relative and built-in compensators to cut down the natural frequence of an isolator construction by half ( 50 % ) , although this does non specifically place the poles. They highlighted the usage of built-in addition to brace the system for increasing relative addition. Marneffe and Perumont [ 19 ] showed that manners can be dampened by negative electrical capacity shunt circuits utilizing PZT actuators every bit good as increasing or diminishing the natural frequencies..This method does non stifle every bit good as Integrated Force Feedback ( IFF ) , nevertheless poles are non specified clearly. The system can besides supply some inactive fading. Preumont et al [ 20 ] described decentralized force feedback on six-axis isolator in order to stifle three widely spaced manners of frequence ( 3-400 Hz ) close to 40 dubniums. They discovered that the demand for highpass filter with a really low corner frequence whish stabilise the integrated signals has a side consequence on the fading.1.1.4 Techniques used in Other InstitutionsGaudenzi et al [ 21 ] applied place and speed feedback to a collocated PZT sensor/actuator on a clamped beam. Control additions are calculated in order to give specified muffling values in each instance, the frequence displacements are besides calculated but non clearly specified. Song et Al [ 22 ] compared Strain Rate Feedback ( SRF ) and Positive Position Feedback ( PPF ) for quiver decrease of a beam, utilizing a collocated PZT detector and actuator. They determined SRF damped quivers in about half clip of PPF, but the accountant bandwidth was much smaller. Vasques and Rodrigues [ 23 ] presented a numerical survey which compares Changeless Amplitude Velocity Feedback ( CAVF ) , Changeless Gain Velocity Feedback ( CGVF ) , Linear Quadratic Regulator ( LQR ) and Linear Quadratic Gausssian ( LQG ) control on a beam with a piezoelectric actuator/sensor collocated brace. The usage of Kalman-Bucy filter and its part to the possibility of spillover were demonstrated. CAVF and CGVF require distinction of the end product signals, which compromise stableness badly. The greatest fading was given by LQG control schemes with the lowest actuator force. Kolvalovs et al [ 24 ] model the effects of MFC actuators as a thermic burden in Finite Element ( thermic enlargement coefficient I ± = piezoelectric changeless vitamin D / electrode spacing I?es ) , which was compared favorably with trial on a clamped aluminum beam. There was a study of big fading but it was non the control method. PZT detectors and four PZT actuators were used by Kwak and Heo [ 25 ] on the legs of an ‘A ‘ frame to cut down quiver with Multiple-In-Multiple-Out PPF control. Block opposite technique was used by them to stifle more braces of pole than actuators, and to increase stableness. A decrease in natural frequences was predicted and observed, but are non explicitly specified in the control. Qiu et al [ 26 ] used non-collocated PZTs to command the first and the first two flexing manner of a beam. Lowpass filter and stage displacements were used to greatly lower the possibility of spillover. Their Variable Structure Control ( VSC ) uses the built-in of signal measured. Pole arrangement in procedure technology seems to be prevailing and reasonably implemented in a broad mode, for case Michiels et al [ 27 ] used the province feedback and the consequence of the clip hold was included. However, the chief aim in these systems is stability non the fading.1.1.5 Application of Pole PlacementAn interesting facet in pole arrangement is the work done by Mahmoodi et al [ 17 ] , where the accountant with regard to the natural frequences of the system determined from the extremums of a FFT in dSPACE. A technique which is the same could let the control of time-varying mass, the FFT must be buffered must be buffered, hence the adaptative control is comparatively slow. There may be demand of existent clip robust curve adjustment. In published work of Kwak and Heo [ 25 ] , it is shown that in an effort to delegate more poles than actuators with a PPF accountant, finding control additions utilizing the pseudo opposite may non be desiable. This cogency of this may besides be applicable for the receptance method. A figure of surveies have shown that the addition in truth of MFCs as detectors when compared to other strain gages and accelerometers could better the anticipations of the control addition. The simplest accountants, like displacement feedback were non every bit effectual as more complex accountants, but the optimum control strategy is non clear. It was shown that highpass filters and turning away of taking derived functions of measured signal are necessary. In some conditions of PZT actuators, lowpass filters were required because they can readily excite manners of high frequence and give rise to spillover.1.2 Theoretical SurveiesSome few documents were selected so that the consecutive development of the subject can be presented without adverting all the research works conducted by the research workers. Before the theoretical reappraisal it is imperative to present some mathematical theory of quiver suppression for the intent of familiarization with the active quiver control. In general the rule of active quiver control by method of receptance modelled by Mottershead and Ram [ 28 ] is as follows: See the three systems M, C, and K with province feedback ; Where, M is the mass system â€Å" C is the damping system â€Å" K is jumping system ( stiffness ) Ma ( T ) + Ca?†¹ ( T ) + Kx ( T ) = degree Fahrenheit ( T ) ( clip sphere ) ( 1 ) Ma ( T ) + Ca?†¹ ( T ) + Kx ( T ) = bu ( T ) + P ( T ) ( 2 ) B is a vector while u ( T ) is a scalar. U ( T ) = – ( gTx + fTa?†¹ ) U ( T ) = -gTx – fTa?†¹ Then equation ( 2 ) becomes Ma ( T ) + Ca?†¹ ( T ) + Kx ( T ) = B ( -gTx – fTa?†¹ ) + P ( T ) ( 3 ) Ma ( T ) + Ca?†¹ ( T ) + Kx ( T ) = – bgTx – bfTa?†¹ + P ( T ) ( 4 ) Under a existent status, each non nothing footings in B means the usage of an actuator while in g or degree Fahrenheit means the usage of detector. In frequence sphere, the consequence in equation ( 4 ) gives: [ Ms2 + Cs + K +b ( gT + foot ) ] x ( s ) =p ( s ) It is obvious that the close-loop dynamic stiffness is changed by the rank-1 alteration B ( gT+ foot ) due to the province feedback when one input is used. The opposite of a matrix with a rank-1 alteration in footings of the opposite of the original matrix is given by The Sherman-Morrison expression [ 29 ] .Hence, the close-loop receptance matrix is: A ¤ ( s ) = H ( s ) – H ( s ) B ( gT + foot ) H ( s ) 1+ ( gT + foot ) H ( s ) B H ( s ) is equal to the opposite of [ Ms + Cs + K ] . It may be determined practically from the matrix of receptances H ( tungsten ) measured at the sensor/actuator coordinates.1.2.1 Receptance Modelling TechniquesMottershead and Ram [ 28 ] concluded that the system matrices M, C and K are non required to be evaluated in delegating poles and nothings in active quiver control when utilizing receptance method. Duncan [ 30 ] and Sofrin [ 31 ] were the first set of people to compose paper which addressed the job of uniting two or more dynamical systems in 1941 and 1945 severally. The job considered by them was based on finding the dynamic behavior of a compound system which was formed as a consequence of uniting two or more subsystems with known receptances and known belongingss which are interconnected. The technique creates the footing for the job of direct structural alteration by receptance modeling, which the elaborate account has been given by Bishop and Johnson [ 32 ] . Ewins [ 33 ] gave a general expression for finding the receptances of a compound system utilizing measured receptances from another constituent. In this, the matrix of connection-point receptances need to be inverted, this is known to be an improperly posed job. Berman [ 33, 34 ] has explained the job in flexibleness matrix inversion to obtain stiffness and frailty versa. Weissenburger [ 35 ] presented the first paper to speak about reverse structural alteration job. In this job, the aim is to find the necessary alteration to put natural frequences and antiresonances ( assignment of characteristic root of a square matrix ) . The receptance in the receptance patterning method proposed by Weissenburger got decomposed into abbreviated set of spectra and manners. Weissenburger ‘s work was extended by Pomazal autonomic nervous systems Synder [ 36 ] to muffle system and see the best pick of alteration co-ordinates. Dowell [ 36 ] used an attack called quotient attack considered the general form of puting natural frequences after adding mass and spring to modify. The straightforward procedure applied in simple unit-rank alterations by add-on of a mass, is the assignment of individual natural frequence. It merely requires the measuring of the point receptance at the co-ordinate of alteration at the frequence to be assigned for the value of the mass added to be determined for the intent of delegating a individual natural frequence. In pattern, the add-on of a grounded spring is more hard than an added mass. Receptance modeling for the assignment of antiresonances was foremost applied in UK chopper industry in 1972. It was discovered by Vincent [ 37 ] that when a construction is excited at a point Q with fixed frequence is modified by adding a spring between two co-ordinates r and s, so the response at another point P will follow out a circle when it is plotted in the complex plane when the stiffness of the spring is being varied from subtraction to plus eternity. Hence there is a decrease in job of quiver suppression to happening point on the circle nearest to the complex response beginning. Thorough description of this method was given by Done and Hughes [ 38 ] and was further analysed by Nagy [ 39 ] to include Vincent circle analysis of a spring-mass absorber. The job of delegating antiresonance was discovered once more after a long period of no activities by Li et al [ 40 ] , but at that place was a restriction in their analysis by the necessity to find the manners of the ‘grounded ‘ system that have characteristic root of a square matrixs matching to the antiresonances. The manner was determined numerically from the mass and stiffness matrices already reduced in size by the eliminating row and column. The sensitivenesss of the system antiresonances were considered by Mottershead [ 41 ] . Vibration node was created by Mottershead and Lallement [ 42 ] by call offing pole with a nothing utilizing a receptance patterning method. Force restraint to measured point and cross-receptances was applied by Mottershead [ 43 ] in order to find characteristic root of a square matrixs ( pole ) , eigenvector and receptances of the forced systems. Then, add-on of multitudes to a beam leads to the accomplishment of delegating antiresonances in a physical experiment for the first clip.1.2.2 Active Control TechniquesMottershead and Ram [ 28 ] , concluded that active quiver control offers much greater flexibleness in delegating coveted dynamic behavior ( like poles ) than the inactive alteration because all poles can be assigned to order arbitrary location if the system is governable while in inactive alteration there is a restriction of symmetric alteration. In the theory of automatic control, a cardinal consequence provinces that the moral force of a system a can be regulated by delegating the characteristic root of a square matrixs, or poles, of the system utilizing a individual input force, provided that the system is governable [ 44 ] . Another option to modulate the moral force of a system is to utilize multiple control forces [ 45 ] . The usage of multiple control forces lead to accomplishment of redundancy which has been used by Kautsky et al [ 3 ] to do certain that there is hardiness of the control system in the sense that the pole assigned are non sensitive to disturbances in the parametric quantities of the system. For stableness to be achieved, all the system ‘s pole must lie on the left-hand side of the complex plane. In every bit much as natural quivers are described normally by finite component theoretical account which are of big dimensions, it is non normally easy to cognize whether all the characteristic root of a square matrixs possess negative existent parts, particularly when a large-space structural control system is being designed [ 46,47 ] . While some characteristic root of a square matrixs associated with big oscillation are being relocated, other characteristic root of a square matrix of which there was no purpose of altering them, shifted towards the righ hand-side of the complex plane and this may take to instability of the system. Such a procedure is called the spillover of poles. Saad [ 48 ] developed an algorithm for the selective changing of the spectrum of the dynamic system consists of a set of first-order differential equation. For the partial pole assignment job associated with systems undergoing quiver, a closed-form solution was derived in [ 49 ] , where there was resettlement of some coveted characteristic root of a square matrixs to order places, while all other characteristic root of a square matrixs remain unchanged. The usage of a certain perpendicularity relation m ade this accomplishable which applies to a general viscously-damped system. Generalisation has been made refering this method to include multi-input control forces. In this, little control attempt was control by redundancy in the control forces.1.2.3 Continuous System TechniqueThe job of direct characteristic root of a square matrix of a system which is additive and uninterrupted and in combination with another system is good understood. Danek [ 50 ] used Green ‘s maps in obtaining the characteristic equation and natural frequences of two beams which are connected at distinct points. Classical method of dividing variables was used by Nicholson and Bergman [ 51 ] in order to analyze free quiver of two types of combined additive undamped dynamical systems. Both systems need the add-on of oscillator to beams. Bergman and Nicholson [ 52 ] besides showed that for a additive combined system dwelling of a viscously damped simple beam and a figure of viscously damped oscillators, the response could be solved in closed signifier. Conditionss were given for the being of classical normal manners in a combined viscously damped additive system and the precise solution for the response to an arbitrary excitement when this status is satisfied. In uninterrupted systems, nodal points can be specified by utilizing inactive or active control. The control force in footings of an infinite merchandise of characteristic root of a square matrixs was expressed by Ram [ 53 ] . The consequence is based on certain relation that connects the eigenfunctions to a merchandise of characteristic root of a square matrixs [ 54 ] .It was shown by Singh and Ram [ 55 ] that anodal point in a vibrating beam may be assigned bythe usage of manner form informations associated with auxiliary set of partial differential equations. In decision,

Marketing Plan: Product and Performance Essay

Executive Summary Mobility, latest trends and technologies are three most significant factors that customer seek today when they walk-in in an electronic item’s outlet. Years before the journey of technology started out from the calculator the most basic computer as we call it. Today that technology has emerged and the most latest is PDA (Personal Digital System), full computer in a small device to perform all of the tasks. New Nokia Mobile phone has all the features of a desktop computer, no need of a laptop. The phone is easy to carry, manages schedules, and can perform all the business related tasks. The size itself has become important apart from mobility. The concept that we are launching is of a radio and music player which is latest in the sense that you can wear it as a fashion accessory. Radio is considered to be one of the most important media apart from television and internet. The major source in use during cricket matches, exercising in the morning and during traveling for work or school. 73% of college going women (18-25) years of age surveyed tune into radio, although the channel loyalty is not there. The most frequent listening occurs after dinner time. This is different from male radio listeners as the FM channels are replacing cassettes as a music source while driving, other survey shows that one of the popular source of music are the FM stations, FM 89, 91 and 106.20 are extremely popular within the target market. The major target market for our product is the age between 15 and 26. According to the statistics, 30 million Pakistanis are aged between 15 and 24. Considered in the context of total population (approx. 180 million), 16.667% of Pakistanis are young. Statistics shows that 60% of population is under 25 that is 2/3rd and nearly 10 million are in the urban areas. GEN X and GEN Y is the most experienced  and accessed generation in the human history. This generation is the technologically accessorized generation, with everything hanging from their clothes, from cell phones to CD players, and computers are a way of life. This is a branded generation, brand names, association with the great life and other symbols are important. The emerging concept of brand association amongst teens and adults, and awareness will make our product more appealing to the customers. Our Primary objective is to achieve get our product recognized and make the consumers to get performance of the product way better than their expectations. Our Secondary objective is to make good profits and make more products like this with working hand in hand with the fashion and our way would be walking from earrings to necklaces, bracelets and other fashion accessories. Marketing Research Methods of Data collection: Basically there are two methods of data collection: 1) Primary Data 2) Secondary Data Primary Data Collection: Primary Data is that data which is collected specifically for the project at hand. The primary data for our assignment resulted from the unstructured interviews that we conducted from different friends and family members and also many strangers. Secondary Data Collection: Secondary Data is that data, which has already been collected for some other purpose but can be used as reference material. The secondary data for our assignment came from the internet, newspapers and magazines. Current Market Situation: The current market situation is that from the cheapest of phones to the most expensive, every smart phone has at least a radio in it that works from earphones that do the job of an antenna or the smart phones carry wireless radio connectivity. Other than that most phones have music players. In such a market where mobile phones are treated as a necessity from quite a long while we’d enter with a product that has a lot of internal memory, long batter and works hand in hand with the fashion. In other words, the market we are making is new where fashion and technology work together but a relatively alike market of mobile phones has a situation that cares more about apps and memory than on radio and/or music player. So, we are going to come in with focus on music players and radios that would even make consumers look different by the fashion of earring they’d carry. A new market but has links with the standing strong market of mobile phones. The Product Introduction of product: Now days, mobility is becoming an important factor in electronic devices. The concept that we are launching is of an earring radio and music player which is latest in the sense that you can wear it as a fashion accessory. We are  launching it under the brand name LAPCA. Radio is considered to be one of the most important media apart from television and internet. The major source in use during cricket matches, exercising in the morning and during traveling for work or school. Technical and Functional Aspect of the Product: This product would be an earpiece connected to a player that would be smaller than a phone. Both the devices would be connected via Bluetooth. Their range of connectivity would vary to more than 20 square meter so the consumer doesn’t need to keep the device near and playlist functions would increase the ability of product to play songs as per the mood of the consumer. Reason of using earrings with the wireless earpiece is to make the product easier for people to wear and increase the range of our target market. People would not need to get their ears pierced to wear earrings and we bring music player and radio attached to such a small earpiece that would not be noticed much (like the other offerings of attached Bluetooth earphones that appear too large). Objectives and issues: Increase the profits by at least 10% in the first year of the launch. Issue: How to increase the awareness amongst customers about this product? To create 10% market share for the product and to work to improve it further. Issue: What measure to take to identify the potential customers of the product in the market? To identify 5 potential outlets where to place the product initially. Issue: How to identify the potential outlets? Mission statement: â€Å"We are the followers of the latest trend we strongly believe that fashion develops, we provide the best and quality is never compromised. Technological flexibility and innovation are the key factors that we emphasize on while shaping a solution for our customers.† Vision statement: â€Å"Innovation† Our product Oriented Definition: â€Å"We manufacture earrings radio with music player† Our Market Oriented Definition: â€Å"To the trendy and tetchy, Moby X is the radio and music player that provides mobility and a perfect blend of fashion and technology that makes you feels different and latest than others.† Target Market Moby X will form a major share of its market amongst those people who are attracted towards the product with exclusive appearance, unique functionality, style and design. We will market our product through multiple segment strategy, as we are be targeting GEN X and GEN Y belonging to upper class and upper middle class of our society. Through multiple marketing, Moby X can achieve market position as because it is a product which provides mobility, style and fulfills the needs of the consumers. Moby X is a part of the most reliable and trusted technologies belonging to LAPCO which is using Japanese latest technology in it which would further strengthens the reputation it would acquire. Now days, there is a growing trend of adopting the inimitable style which people will definitely feel after purchasing the product. The mini chip radio and music player in the earrings itself is fascinating and will communicate on its own towards the people who are engrossed through mini products. Positioning †¢Product Positioning: Moby X would provide higher frequency range compared to other radios available in the market, will have a long lasting battery and the most important advantage that our product provides is the mix of fashion and technology that forms our distinctive attribute. Value Proposition: Moby X is a better quality product providing distinctive feature and being a leader makes it more special and different from other competing products.  LAPCO using latest Japanese technologies is most reliable and durable. Market Positioning: Moby X has been positioned in the customers mind as a part of their lifestyle it impeccable suited their personality. It has positioned on the following grounds: Made for you exclusively Lifestyle and technology Earrings with variety of colors and design Fine-looking wrapping and easy to carry Statement: â€Å"Enjoy with Style† †¢ Characteristics affecting Adoption: †¢ Relative Advantage: The first of its kind is being introduced in the market; the concept itself will attract the customer. †¢ Compatibility: Moby X higher range of frequency will make it easier to add channel and thus more value to the product. Secondly, memory of 20GB to carry your songs and making of playlists. †¢ Complexity: Moby X is easy to use and the demo CD provided with the product provides the proper guide and features to use the product. †¢ Divisibility: Moby X is an expensive product and initially no discounted rates can be offered. †¢ Communicability: The experience that customers take with them will make its use and difference spread amongst customers. Market Analysis Basis of Segmentation Demographic segmentation: Demographics refer to the characteristics of population including such factors as size, distribution and growth, because people constitute market, demographics are of special interest to market executives. Age: Our product caters to women ranging from age 15-26 yrs old. Moreover, through our advertisements we have portrayed an active woman who is working out or busy in kitchen chores. Occupation: Moby X targets women belonging to each and every type of occupation whether it is a housewife, student and working women. Income: Our product Moby X caters to upper class and upper middle class. Any one lying in the income bracket of Rs 50,000+ can afford this product Psychographic Segmentation: The psychographics of the Moby X can be analyzed by reviewing the advertisement. The lifestyle shown in Moby X advertisements portray successful, sophisticated, professional women who are active energetic and full of life. Behavioral Segmentation: Under this aspect LAPCO Company has based their segmentation on the basis of customer desired benefits. People would prefer buying our product because it’s the first ever product to be launched by LAPCO with radio and music player facility which is easy to use, and more over its attractive mix of not only radio and music player but also as a fashion accessory. SWOT Analysis Strengthens Being first of its kind to be launched in the market The smaller size The mobility The attractive package and demo included in the gadget The exquisite location of electronic gadget’s outlets in different malls Easy to use In accordance with the latest fashion Attractive mix of radio and music player hand in hand as a fashion accessory Japanese technology, one of the most reliable manufactures Weakness Limited warranty Requires proper maintenance Batteries are to be charged according to usage level thus requires cost to keep the gadget working Opportunities The customers are fond of accessories which can help extend our accessories from earrings to rings, bracelets and necklace Hearing radio can replace the care tapes as being mobile and fashionable in nature Being a new product creating a new market the competition is minimized to a great extent The distinctive attributes will outweigh the element of high price The opening of the new malls throughout the country with better electronic outlets will provide a better location to display the gadget There is an opportunity for line extension New technology is in its growing stage which helps attract customers with its distinctive attributes The interests of teenagers in acquiring latest technology will further increase the market share Computer system placed at the electronic outlets could help provide free demos of the product at the outlet A survey at the outlet about the buying experience of the product and after sale experience can help make the product more effective and increased customer satisfaction The smaller size and mobility if appreciated could provide line extension for the product Threats The electronic market is still under developed in Pakistan The fluctuating electronic and political conditions of the country can hinder the sale of the product Less awareness amongst the public about the electronic items The training of sales person for the product Competitors can come up with a similar and better product before our product is established The higher price of the product could lead to duplicate products in the market The health conscious people could resist the product The fashion conscious people may not take the initiative to buy the product The analytical buyer Marketing Environments (PEST ANALYSIS) Political: The fluctuating political environment in the country can be dangerous. Since the product being developed is manufactured in another country the support of the government is required to keep the government conditions in import and export stable and to strengthen relationships with the other country to grow the business further. Economical: The product that is being launched is an expensive product the economic conditions will determine the national income or the buying power of the consumer which indirectly will determine whether the people would be willing on the products that are not part of their basic needs. Social: Since the product is an earring radio and music player which would be fixed in an earring placed quite close to the ear can be considered as dangerous for the ear. Proper awareness about the product and the setting of the frequencies accordingly so not to affect the ear would have to be justified to the people. Technological: Pakistan is developing technologically and further awareness and development will assist in improving the product’s functionality. Competitor Assessment COMPETITOR ANALYSIS Moby X is competing in portable media industry. Major Competitors: Our major competitors are all those manufacturers who are specialized in and dealing with microelectronic items, who believe in size and design of product with quality. Moby X direct competitors are small radios (ear piece) and mp3 players that can fit in ear easily. COMPETITIVE ADVANTAGE Moby X is not just a FM radio with music player but it is also a blend of fashion and technology. Long lasting Japanese battery gives it an edge over other mini radios and music players that have maximum life of 2-48 hours on continuous use. Providing maximum FM band range from 87-108 MHz among its competitors who offer mini radios with FM band 88-108 MHz Furthermore, adding value to the music player with 20GB built-in memory which wouldn’t look small for at least 10-15 years from now. COMPETITIVE STRATEGIES Differentiation: Moby X is an innovation in the arena of radios and all kinds of music players. It gives connectivity to the outside world in a way that adds value and beauty to the face. Focus: Moby X is designed especially for upper middle class and upper class urban population including GEN X AND GEN Y, fashion followers and trend setters. COMPETITIVE POSITION Multiple Markets: We are following the multiple market strategy for Moby X by focusing more towards the upper class and upper middle class of the society. Channel and logistic A value delivery network is made up of the company, suppliers, distributors and ultimately customers. Here will be a layer of intermediaries that will perform work in bringing our product and its ownership closer to the final buyer. For our earring radio and music player we will have both a direct and indirect marketing channel. We will have a customer marketing channel. Since our product is new we need to do personal selling and convince consumers to buy our product. Then eventually as we gain a foot hold in the market we will have retailers selling our product. Marketing Strategy MARKETING MIX PRODUCT CLASSIFICATION: Moby X is broadly classified as consumer product and under this category we define it as a specialty product because it is a perfect mix of style and technology. It involves strong brand preference and loyalty, special purchase efforts by consumers, little comparison of brands and low price sensitivity. LEVELS OF PRODUCT Core Product Moby X provides a solution to its users that connect them to the global world and at the same time add value to their beauty. It is smallest in size but greater in quality and style that’s what the consumers want. Actual Product Moby X, an earring radio and a music player. Augmented Product Customers are provided with the free demos of the product on computer system installed at the outlets and for further understanding, instruction booklet is also provided with Moby X. It includes 3 years’ money back warranty and a pair of fabulous earrings along with the product. Customers are encouraged to share their views about the buying experience of the product and after sale experience through surveys conducted at the outlets. An exclusive website is designed to cater its customers for solving all  their queries regarding the product. Online purchasing service is also available. PRODUCT COMPOSITION Product Quality: Moby X works great, everywhere in the world, under brand name LAPCO using Japanese microchip technology and providing the FM band from 87 to 108 MHz’s Stereo-sound is really excellent plus 3-years money back warranty is also given. Product Features: Push-button Auto Seek Microchip Technology so you can immediately and perfectly tune in stations (Automatic FM Tuning). Provides high quality stereo sound. Long last Japanese battery included. 3 years (Limited) Warranty. Size – (1/3x 1/3 x 3/8) mm is the size of radio chip. 30 x 20 x 5 mm is the size of the earring. Weight – 1/2 oz is the weight of the earring radio. Ideal for use in parties, sports, travels, hiking, working, Jogging, bike riding, boating, fishing, picnics, reading, camping, skate boarding, gift giving, foot and vehicle surveillance, to pass the time while waiting for subject, anywhere, everywhere, in the form of earring as simple microchip (radio). A music player memory of 20GB built-in. Product Style and Design: It comes in many splendid colors with different style for female. It is designed in a way so as to increase portability. BRANDING Brand Equity: Moby X will establish it with the passage of time because of its good quality and better understanding of customer needs. Brand Name Selection: Moby X is selected as the brand name because it defines the mobility and easy to carry feature of the product and X signifies the extra factor that we  provide to our customers in the form of earrings (fashion accessory). Brand Sponsorship: LAPCO is manufacturer’s brand. Brand Development: No extension. Packaging: Moby X comes in a square and heart shaped gift box. Labeling: All the important information is mentioned on the label. The label contains the name of the product, name of the manufacturer and distributors, warranty limit, warnings, guidelines on usage. Product Support: A booklet on guidelines regarding the product is provided with Moby X. Free demo CD is also given. Product Mix: Initially Moby X is introduced in the form of earring but with the passage of time it will offer in other versions also like in the form of bracelets, rings, and lockets. Product Life Cycle: Our product is at the introductory stage of product life cycle stage. PRICE Marketing Objectives: â€Å"To create a market share and to stand out as distinct product amongst the other competitors† Marketing Mix Strategy: The price has been decided based on the competitors and customer needs and requirements. The price is aligned with other marketing mix covering the promotion, placement and product. Cost: The organization has tried to achieve economies of scale but not the cost of quality. The cost is being monitored and is kept to a minimum by choosing the best deals given by the supplier and managing the cost accordingly. Organizational Considerations: The price set has been influenced by different functions of the organization including the finance, manufacturer, sales and marketing and the higher  management. PRODUCT PRICING STRATEGY Comparing competitor’s pricing CompetitorPrice Sinclair XI Button RadioRs. 2304.93 FM Mini Radios Rs.719.44 ZI AM Radio Rs. 8405 Tiny FM Radios (China Toy Factory Inc)Rs.1200 Mini Mp3sRs. 1500 (starting from) Competition Based Pricing: We are following the growing rate pricing according to which we fix our price after considering all the factors as to Rs. 3500. PLACEMENT The product would be sold through â€Å"Indirect Marketing Intermediary†. The product will be sold through push strategy that is product would be first distributed to the wholesalers and then to retailer. The retailers would assist in creating contact with the other retailers which would expand the network and add value. PROMOTION Moby X being a new product in the market would require intensive advertising. The positioning and the idea behind the brand selection would be used as a basis for advertisements and the advertisements would be informative. ADVERTISING Radio: Radio FM channels would be able to attract the major cream who could use our product and create a positive word of mouth for others. Since they being the regular radio listeners would be excited to use this product as they could carry the radio with them. Newspaper: Moby X is an expensive and new product. There is need to create awareness amongst people that such a product exists. ‘Dawn’ newspaper would be a better choice to advertise being one for the most popular newspapers in Pakistan. A full page would be dedicated to advertise the product providing  a detail know how of the features and distinctive attributes. Apart from ‘Dawn’ the other newspaper that the product would be advertised in are ‘The News’ and ‘Daily Times’. Magazines: Moby X being a technology product it would be advertised in magazines as ‘SHE’ a leading magazine. Another magazine that is famous amongst out major target segment the teens is ‘Young Times’. It is Dubai based magazine is especially for kids. Since it is a fashion product also magazines like SHE, STYLE, SYNERGYZER and MAG would also be used to advertise the product. Billboards: The locations where we have decided to place our advertisements are all the upper class areas in the populated cities of Pakistan. For instance the major areas identified all the other malls where luxury electronic item’s outlets are available advertising would be done by placing billboards. In Karachi, at Teen Talwar, Boat Basin, Shahrah – e – Faisal and other markets like Tariq road, Saddar Mobile mall and the road that leads to Jinnah International Airport. Television: The few major channels as HUM TV and GEO TV will be given the task to advertise the product. Websites: Msn.com/Click on line a website providing information regarding new technologies, funmaza.com a famous website viewed by most of the Pakistanis and Apniisp.com that offers all the latest songs. Sales Promotion: One free pair of earring apart from the one already provided in the package would be given with the product. Public relations: Brochures providing details of the safety of using the product would be distributed in public places. Articles about the working and flexibility in use would be published in a leading magazine to inform the public about the safety in using this product. Action Programs July: We will launch a sales promotion campaign in Karachi city which should be estimated at around RS. 2 Million. During this period our aim is to make the consumers aware of the product through excessive adverts it is  essential for us to educate our dealers and consumers properly. Our main awareness campaigns will be concentrated toward the television and internet it will fix in a relatively low and economical budget. August: Increase our relative market share and launch our product in other major cities of Pakistan i.e. Lahore, Islamabad. September: We will start an integrated internet campaign targeting young college students. The campaign will show the functions of Mob X. This campaign will be supported by online ads. October: We will hold a trade sales contest offering bonus to retailers who sells the most Moby X during one month period. November: We will be launching our online store that will enable us to make direct sale with customer. Anyone can place an order via email and we will deliver the product at the given address and payment on delivery. Furthermore, customization over earring designs would be launched. December: We will look forward to enter the international market and depending on the situation we face at that time we will alter our marketing strategies. Implementation and Control Plan Goals: After the launch we will look out the awareness and recognition of Moby X among the target customer. The targeted sales, profits, availability and elevated market share are also major parts contributing towards achieving our goals. Performance: Measure the performance and activities of the outlets, their interactions with our target customers. We will measure the performance by setting different tests after the first launch of Moby X. Tests will be encompassed of surveys, personal interviews, focus groups and via e-mails. Evaluation: The results of the surveys, mails and others will be then synchronized for the evaluations. Evaluation is conducted to identify the gap between the expected and actual performance. Corrective Actions: This is the last control which is set and applied if there is a difference amongst the expected and actual performance Moby X and we then otherwise will take the corrective actions to close the gap. Contingency Plan We have launched this earring radio and music player under the brand name LAPCO so value and prestige is associated with this product. We have used the latest Japanese Technology in our product through which frequency and signal of radio can be cached easily. But the problem can occur in our product is that at some places user might not find tune into radio and their might be some problem in signal catching. To combat with this problem, we have used the latest Japanese technology as stated before and will use more advanced technology in our product in future in order to satisfy our customers and provide them with a delight of getting to hear news and be updated in an area where most signals don’t even work.