Friday, September 30, 2016

Making Pricing Decisions

Making Pricing Decisions



Chapter 19 and chapter 20 of our marketing book are about the pricing decisions of the four p’s in the basic marketing mix.  In this unit, I learned about pricing concepts and how to set the right price.  The right price on a product is very important or it will not sell, as it should.
            According to author’s Lamb, et al., “Price is that which is given up in an exchange to acquire a good or service. Price plays two roles in the evaluation of product alternatives: as a measure of sacrifice and as an information cue. To some degree, these are two opposing effects” (2014, p. 325).  Price is a measure of sacrifice because the consumer must sacrifice something, usually monetary units, in order to receive a good or service.  Price is also an information cue because most of the time higher quality equals a higher price.
            Today’s market is highly competitive.  Therefore, companies have to set their pricing objectives to be specific, attainable, and measurable.  The company’s goal is to maximize their profit and target return on investments.  Return on investments is a way for management to measure their overall effectiveness with profit generation with the assets available.  For many companies, return on investment is their main pricing goal.  Every company has many different costs, some of them are variable costs and some are fixed.  Variable costs can change when the levels of output change.  Fixed costs however do not change at all, whether the change in output increases or decreases. 
            In order to set a price on a product, companies must go through a four-step process.  The steps in this process include establishing pricing goals, estimating demand, costs, and profits, choosing a price strategy to help determine a base price, and fine-tuning the base price with pricing tactics.  To establish a pricing goal, managers should have a good understanding of the marketplace and their consumers.  This will help them realize whether their goal is realistic or not. 
            After a manager has established their pricing goals, they should estimate their total revenue at different prices.  Managers should be studying their options concerning revenues, costs, and profits.  After that, they should be able to determine which price will best meet their company’s pricing goals.  Next, managers will choose a price strategy.
            As defined by author’s Lamb, et al., price strategy is “A basic, long-term pricing framework that establishes the initial price for a product and the intended direction for price movements over the product life cycle” (2014, p.344).  This strategy helps the company to set a competitive price in a specified market.  Lastly, the company will fine-tune their base price with pricing tactics.  These tactics are short-run approaches that do not usually change the general price level. 
            I have learned all about pricing in these chapters.  I now know the process of how to set a price and estimate the revenues a company can expect from that set price.  There is a lot of work that goes on behind the scenes of setting a price that consumers do not realize.
           
References
Lamb, C. W., Hair, J. F., & McDaniel, C. (2014). MKTG7. Mason, OH: Cengage

Diet Rite Product Mix for International Marketing


Diet Rite Product Mix for International Marketing

How the product will fit in the BRIC

            The product I have selected for this project is Diet Rite, which is a soft drink that is manufactured by Cott Beverages and DR. Pepper Snapple. It is a soft drink that is sugar free and is widely known as a healthy beverage for all consumers. Two major BRIC nations, China and Russia have extremely low beverage brands; with china having only six while Russia has eight. The other two nations, India and Brazil have soft drinks that are majorly manufactured with a lot of sugar. As a sugar-free beverage, Diet Rite is the ideal soft drink for BRIC nations. This brand will join a variety of other soft drinks in the region, creating a competitive market for individuals who require sugar-free drinks.
            The BRIC nations have expanding economies and this implies that the population in these countries is increasing as a very high rate. As this happens, the consumption rate also increases. This also calls for more food and beverage producers to feed the large populations. In most cases, most individuals will buy and consume soft drinks that are unhealthy as they may contain a lot of sugar. Diet Rite will thus fit in the market of BRIC nations as it is a healthy alternative to all the soft drinks that contain a lot of sugar and thus unhealthy. Presently, BRIC nations have a competitive market of soft drinks. Brazil leads this market, China is expected to overtake Brazil by 2015 (Stone, 2012). Soft drinks marketed in Brazil include carbonates, concentrates, juice, coffee and tea.  In 2010, the BRIC nations had a total market value of $73,120.9 million; this was within the industry of soft drinks. In the same year, the sale of carbonates in Brazil had overall revenue of $15 billion (Stone, 2012). In reality, BRIC nations have less healthy, soft drinks and Diet Rite will be the ultimate healthy drink in these nations.
The regulatory system of the BRIC
            BRIC nations have a consolidated regulatory system regarding the marketing of consumer products in each nation. However, every country has its regulatory system regarding the protection of consumers. In Brazil, there is the Consumer Defense Code which protects the health of all clients from harmful foods and drinks (Mello, 2012). Under this code, all manufacturers should inform consumers of potential risks of their products and services; they should carry out orientation of their products to their clients and provide clear information of the content in their products (Mello, 2012). This code also provides consumers with the power to choose products freely, seek legal action against harmful products and receive quality services from producers. Brazil also has consumer defense associations which ensure the health of consumers and provision of legal, financial or other form of support to consumers (Mello, 2012).
            In India, the 2006 Food Safety and Standards Act paved the way for the establishment of the Food Safety and Standards Authority of India (FSSAI). Under the FSSAI, there are a variety of acts and regulations that deal with issues concerning food (FSSAI, 2014). The FSSAI is administered by the Ministry of Health and Family Welfare in India. This authority formulates standards of the manufacturing of foods and drinks, accredits organisations that manufacture consumption products, advices the government regarding regulations that concern foods and drinks and trains and promotes knowledge on principles and safety of food (FSSAI, 2014).
            Russia has the Consumer Protection Act which is extremely extensive as it regulates the relationship between producers, the government and consumers (Cherstobitov, 2012). In reference to soft drinks such as Diet Rite, the law provides that clients retain the right to information about the product and legal services incase products cause harm (Cherstobitov, 2012). The law also gives the Russian government authority to regulate products of food and beverage manufacturing firms. China has also produced a consumer protection law, which regulates the contents in foods and drinks and ensures that companies produce products that are healthy to the public (Cherstobitov, 2012).
            In general, these nations regulate their soft drinks for some contents that are harmful. In 2012, China closed a Coke plant after chlorine had been found in one of the Coca Cola products (In Lo & In Hiscock, 2014). Other harmful additives that are regulated in these countries are caffeine, acids, artificial sweeteners and a lot of sugar. On the contrary, Diet Rite does not have caffeine or sugars that are harmful to human health.
Pricing strategy for BRIC countries
            Pricing strategies often determine the profit producers will amass on their products and the speed of distribution of their products. In the SWOT analysis, the ultimate opportunity that a firm has in these in nations relates to the fact that there is a rise in the middle class and the need for development of infrastructure. These will all determine the pricing strategies. One strategy that should be used is the market oriented strategy in which research is carried out about the market and then goods are distributed and priced in consideration of the results (Borodina & Shvyrkov, 2010). This ensures that products are not priced carelessly and minimizes the risk of placing very high or very low prices on products. Secondly, price discrimination pricing could also be used; this type of pricing ensures that high prices are charged on consumers that have a high social and economic status while fair prices are charged on consumers of low social and financial status. Lastly, one could use penetration pricing in which there are low prices at the time of entry into the market; these are then increased as the demand of the product increases (Borodina & Shvyrkov, 2010). Pricing can also differ with the local and international events taking place in the BRIC nations. For instance, Brazil hosted the just ended FIFA World Cup tournament. There are more international events that are scheduled to take place in Russia and the rest of the BRIC nations. Diet Rite manufacturers can take advantage of such opportunities to raise, lower or provide offers for their products.
Method of delivery to consumers in BRIC countries
            One of the weaknesses of BRIC nations is that their infrastructure is poorly developed. This affects the method of product delivery to consumers. Diet Rite can ape the strategies of major soft drink organisations such as PepsiCo and Coca-Cola that use local delivery networks. They partner with local manufacturing companies to assist in the distribution of their products. Local distributors are significant because they are contacts with retailers and security who may demand bribes and pose trouble during distribution. Secondly, the company should develop branches in grassroots areas; this eliminates the problem of poor infrastructure and corruption of local administrators (In Lo & In Hiscock, 2014). Secondly, manufacturers can partner directly with local distributors such as supermarket chains that will stock their products. For instance, there can be partnerships with X5 Retail Group, which is the largest retailer in Russia. There should also be the use of the internet to reach consumers. Many consumers in BRIC nations have access to the internet; they can purchase goods via the internet.  This method only requires the company to have distributors who can deliver products to clients (In Lo & In Hiscock, 2014).
Final summary analysis
            Diet Rite is a healthy drink that can fit well in the economic and social life of consumers in BRIC nations. Politically, BRIC nations enjoy a peaceful environment; India, Brazil and China have a stable political climate. Their leaders and administration is dedicated to improving their economies and hence willing to welcome potential investors. Russia is currently undergoing political turmoil and there might be a problem with investing in the nation in relation to the timeline of the investments (Borodina & Shvyrkov, 2010). Economically, these nations are currently enjoying economic prosperity and require more economic investments. With gradual growth of population in these nations, the market is sure to increase and this will only create space for more sales of new soft drinks such as Diet Rite. This investment will also create jobs for the increasing population hence this venture will benefit manufacturers as well as residents of these nations. The legal system of BRIC countries is fair towards foreign beverage manufacturing companies. The contents in Diet Rite are good for human health. They will fit amicably among the BRIC public (Borodina & Shvyrkov, 2010).
            Culturally and socially, the BRIC public is in demand of healthy intakes that will prevent high cases of cancer, diabetes and other illnesses that are related to beverages. The launch of this product may be significant for those who have no access to healthy and sugar-free drinks. The main challenges that will pose a great danger to the launch of this product would be the increased cases of corruption and poor infrastructure in the region (In Lo & In Hiscock, 2014). Organisations have policies against corruption, and this is inclusive of Diet Rite producers. Openly criticizing of corrupt officials in the region might create challenges in the distribution of the product. Secondly, the problem of infrastructure is dreadful as it may hinder marketing and distribution of the product. There is need of devising strategies to combat the issue of infrastructure in BRIC nations (Borodina & Shvyrkov, 2010). The rising economy if BRIC nations is an advantage to investors who want to take advantage of these markets. However, before investing in this space, it is significant to evaluate strategies that will ensure successful market entry into the BRICs.



References
Borodina, S. D., & Shvyrkov, O. (2010). Investing in BRIC countries: Evaluating risk and governance in Brazil, Russia, India, & China. New York: McGraw-Hill.
Cherstobitov, Andrei. (2012). Problems of Consumer Protection in Russia. Retrieved on July 22, 2014 from http://www.juridicainternational.eu/?id=12553
FSSAI. (2014). The Food Safety and Standards Authority of India. Retrieved on July 22, 2014 from http://www.fssai.gov.in/
In Lo, V. I., & In Hiscock, M. E. (2014). The Rise of the BRICS in the Global Political Economy: Changing Paradigms?. Cheltenham : Edward Elgar Publishing.
Mello, Juliana. (2012). Consumer Rights in Brazil. Retrieved on July 22, 2014 from http://thebrazilbusiness.com/article/consumer-rights-in-brazil
Stone, Ben.  (2012). Soft Drinks in the BRICs- China to Outgrow Brazil by 2015. Retrieved on July 22, 2014 from http://www.marketline.com/blog/soft-drinks-in-the-brics-china-to-outgrow-brazil-by-2015/

Making Career Moves

Making Career Moves


I am a recent graduate of the University MBA program. I am looking towards working outside the country for a change. My course relates to international marketing and this necessitates my need to gain international experience. I have already worked in several stints locally but despite having travelled to various countries, am yet to work outside my home country. I love interacting with people from different cultural backgrounds.
            In the majority of countries, English is spoken in ideal numbers among the middle class. The main preference is to move to a country where English is the primary language although I would also be comfortable with Chinese or Portuguese. Presently I speak a little of Portuguese and Chinese which will help with communication in the place of work. I am adept at using social media platforms at a corporate level and also equipped with computer skills for making and analyzing reports. I am flexible in terms of my working arrangement. I am able to work under contract or in a part time arrangement. At the moment, I do not have a family thus relocation will not be an issue. This will give me an opportunity to work within a different cultural environment. I have previously travelled to Europe where I learned a bit of Portuguese and French look forward to travelling to experience other cultures. I am also fluent in Chinese which I speak regularly with my grandmother who happens to be multilingual. Knowledge in different languages helps greatly in cultural integration.
            I have worked as a team leader in part time jobs locally during the summers. The jobs have mostly been with import/export companies. I have experience in leading a team and also preparing accounts and finance reports for teams. The campaign of choice to market mix will be between social media advertising and personal selling. In addition, I will send my applications for employment to prospective employers via email. I would prefer if the employer had a place for me to live during my engagement even if the cost for meeting the same were deducted from my pay. This will ensure that I get a convenient place to live in relation to my work. I am open to meeting the travel costs upfront but it would be nice if the employer could reimburse or cater for costs of later travel. I have already acquired all necessary travel documents (passport and visa clearance) to travel to any country in the world.
            I have already completed my semester and am open to start as soon as the employer needs me. In relation to my personal days, I do expect to have similar treatment to the locals to avoid a situation where there is a notion that I get to enjoy preferential treatment. In relation to remuneration, a stipend of a minimum $2,000 a month would be welcome in the event that I will have to cater for personal accommodation. I am also open to working as an intern if this will then be used as an assessment for me to be absorbed as a full time employee. I am open to working in Asia, Europe, Africa or South America.
            The most important factor for me is to be able to gain employment in a different cultural environment to be able to put my skills into practical use. I have a preference for Africa and Asia as the two continents are dissimilar to America and Europe and would offer a very diverse experience. I am also open to working in an office or in the field as may be required.


Human Resources is My Career Goal

Human Resources is My Career Goal


My short term goals consist of having a successful career in either event planning or human resources. Since taking this class, human resources is really my goal now that I have essentially earned my associates degree by completing this class and this last semester. My other goal would be to earn my bachelor’s degree.
            I intend to reach these goals by following up with the University Career Job Services department and start working on several things, such as my resume and doing mock interviews. By reviewing these skills and by working on things such as job interview skills, I will achieve these goals. Also I will begin to start doing more in depth job searches and updating my resume with my newly acquired associates degree.  I will further my education goal by enrolling in the next semester of classes to start working on my bachelor’s degree.
            The area I am looking at going into for my bachelor’s degree is the health sciences medical degree. This would allow me to work in a medical office setting, something that is a flourishing and much needed occupation in the state of Oklahoma. Doing this type of training would allow me to do also be qualified for a human resources position in a medical office environment.
                        With an associate’s degree, entering the office environment as an office clerk would be ideal for a starting position and to get my career established and started. Starting at this entry level job with an associate’s degree would start out around $28,670. The skill set is basically office general skills and learning the office tasks.  
            For a medical office administration manager with a bachelor’s degree, one can expect to make  about $92,470 (2014 Median Pay, n.d.) This of course would vary in the state  you live in and the demand needed for the job. Based on the career choice I have made, there is no way to compare the skill set for an associate’s degree versus a bachelor’s degree because the only way to obtain this position is to have a bachelor’s degree (Summary, n.d.) The difference in the skill set are minimal, however, the part of managing the entire office is the biggest difference between the two positions. As for the salary, earning the bachelor’s degree will most defiantly pay off.
            The skillsets that are different than the ones I have now are the medical side of the business. I lack experience of running an office but feel if I continue on with school, I will be ready to perform as a human resources medical administration manager. Once  I get the training from the bachelor’s program, which includes a lot of medical classes, I will be set for the position.
            I don’t see my lifetime career goals changing a whole lot simply because I have practically raised my children and this has been a lifelong dream of mine to achieve my degrees. Becoming a single parent so early in life, just out of high school, really impacted my life. I have made my goals centered around my children and I feel like the career goals I have are in place for the long run.

References

2014 Median Pay. (n.d.). Retrieved January 24, 2016, from http://www.bls.gov/ooh/management/home.htm

Summary. (n.d.). Retrieved January 24, 2016, from http://www.bls.gov/ooh/management/medical-and-health-services-managers.htm


Thursday, September 29, 2016

What is the value of a hospitality client?


What is the value of a hospitality client?


Hotels and convention centers value customer feedback on the services and experience of each group.  Every convention is different, with varied levels of expectations from the contracting group as well as the services provided by the facility.  Evaluating the event afterwards to assess where there were problems and how to address them in the future is vital if a facility and a Service manager want to perfect their professionalism and enhance their ultimate success.  Billing and the event after it occurred was reviewed, now as a member of the Convention Services team, I have been asked to do a post-convention report evaluating how well our facility provided for the contracted services. 
            Based on the Service Manager’s notes from the event at the Renaissance Washington, DC Downtown Hotel, there were several things which went wrong.  Originally we anticipated there would be 2,000 people in attendance, but only 1,500 attendees showed up.  Due to this sudden change the following occurred: total F&B counts dropped for lunch with only 1,280 attendees on Wednesday; the video equipment was not working properly during the luncheon for the speaker on Tuesday; and there was no staff available in the AV office from 9a-11a on Wednesday.
            The original anticipation of 2,000 attendees would have generated a revenue for F&B in the amount of $1,005,000.  Due to the sudden change of 1,500 attendees showing up and only 1,280 attendees on Wednesday for lunch, the new F&B total was only $719,848 (Marriott International, 2014).  The price difference of $212,800 would have to be paid by the client to compensate for the loss of the hotel.  Our hotel’s F&B policy states a $150 labor charge will apply to all catered meal functions of less than 25 guests, but the client will not have to worry about the fee since their total is greater.  However, the policy states the expected number of guest cannot be reduced by more than 10% (200 guests) at the time we receive the guaranteed number of guests, and the client had a difference of 500 attendees.  The guaranteed number of guests for all F&B functions must be submitted to the event management department by 12:00p three (3) business days prior to the date/time of the function.  If the guarantee is not received by the cutoff date/time, we will assume the expected number of guests noted at the top of the BEO or the expected number of guest submitted ten (10) working days prior to the event as the guarantee (Marriott International, 2014, Para. 1).  Since the client did not inform us of this change in advance according to the contract they signed, they have to commit to the policy and still pay the anticipated original price. 
The video equipment was not working properly during the luncheon for the speaker on Tuesday which caused a lot of frustration to the speaker and the attendees who could not understand what was being said.  The AV equipment should have been tested properly prior to the event to see if any malfunctions were present, and the AV technician should have rectified the problem right then and there if it was possible.  If it was not possible to be repaired in-house then an outside vendor should have been called so the clients’ needs were met.  It was very unacceptable and unprofessional on the hotels part in regards to no staff being available in the AV office from 9a-11a on Wednesday, and compensation needs to be given to the client in a credit for the balance owed for F&B. 
In order for these mishaps to not occur when planning future events, some changes need to occur before we lose business when the clients inform others.  Some changes needing to be made to ensure future success of such an event is fully communicating to the client/planner what the contract means, and having them clarify they fully understand their obligation to maintain the required attendance and the percentage allowable for decrease in numbers.  If the client does not fully understand, it is our responsibility to ensure everyone is on the same page and happy with all decisions before they sign their names on the dotted lines.  You can also do follow-up phone calls before the contract deadlines to verify there are no amendments needing to be made. 
The hotel may need to update their AV equipment if they continually have this problem after the AV Technician has done all they can to repair the malfunction.  Also, having a backup or AV Technician Assistant on-site can help if the AV Technician is not available during normal operating times.  This ensures the hotel stands up to their 100% satisfaction guarantee, and the client is happy and returns for another event.  When the client is happy they may also refer your services to others they network with, thus generating constant revenue and increasing clientele for your company. 

References

Events (2014). Marriott International. Retrieved from:

General Information (2014). Marriott International. Retrieved from:

Convention Service Client Needs Analysis

Convention Service Client Needs Analysis



Hotels and convention centers value customer feedback on the services and experience of each group.  Every convention is different, with varied levels of expectations from the contracting group as well as the services provided by the facility.  Evaluating the event afterwards to assess where there were problems and how to address them in the future is vital if a facility and a Service manager want to perfect their professionalism and enhance their ultimate success.  Billing and the event after it occurred was reviewed, now as a member of the Convention Services team, I have been asked to do a post-convention report evaluating how well our facility provided for the contracted services. 
            Based on the Service Manager’s notes from the event at the Renaissance Washington, DC Downtown Hotel, there were several things which went wrong.  Originally we anticipated there would be 2,000 people in attendance, but only 1,500 attendees showed up.  Due to this sudden change the following occurred: total F&B counts dropped for lunch with only 1,280 attendees on Wednesday; the video equipment was not working properly during the luncheon for the speaker on Tuesday; and there was no staff available in the AV office from 9a-11a on Wednesday.
            The original anticipation of 2,000 attendees would have generated a revenue for F&B in the amount of $1,005,000.  Due to the sudden change of 1,500 attendees showing up and only 1,280 attendees on Wednesday for lunch, the new F&B total was only $719,848 (Marriott International, 2014).  The price difference of $212,800 would have to be paid by the client to compensate for the loss of the hotel.  Our hotel’s F&B policy states a $150 labor charge will apply to all catered meal functions of less than 25 guests, but the client will not have to worry about the fee since their total is greater.  However, the policy states the expected number of guest cannot be reduced by more than 10% (200 guests) at the time we receive the guaranteed number of guests, and the client had a difference of 500 attendees.  The guaranteed number of guests for all F&B functions must be submitted to the event management department by 12:00p three (3) business days prior to the date/time of the function.  If the guarantee is not received by the cutoff date/time, we will assume the expected number of guests noted at the top of the BEO or the expected number of guest submitted ten (10) working days prior to the event as the guarantee (Marriott International, 2014, Para. 1).  Since the client did not inform us of this change in advance according to the contract they signed, they have to commit to the policy and still pay the anticipated original price. 
The video equipment was not working properly during the luncheon for the speaker on Tuesday which caused a lot of frustration to the speaker and the attendees who could not understand what was being said.  The AV equipment should have been tested properly prior to the event to see if any malfunctions were present, and the AV technician should have rectified the problem right then and there if it was possible.  If it was not possible to be repaired in-house then an outside vendor should have been called so the clients’ needs were met.  It was very unacceptable and unprofessional on the hotels part in regards to no staff being available in the AV office from 9a-11a on Wednesday, and compensation needs to be given to the client in a credit for the balance owed for F&B. 
In order for these mishaps to not occur when planning future events, some changes need to occur before we lose business when the clients inform others.  Some changes needing to be made to ensure future success of such an event is fully communicating to the client/planner what the contract means, and having them clarify they fully understand their obligation to maintain the required attendance and the percentage allowable for decrease in numbers.  If the client does not fully understand, it is our responsibility to ensure everyone is on the same page and happy with all decisions before they sign their names on the dotted lines.  You can also do follow-up phone calls before the contract deadlines to verify there are no amendments needing to be made. 
The hotel may need to update their AV equipment if they continually have this problem after the AV Technician has done all they can to repair the malfunction.  Also, having a backup or AV Technician Assistant on-site can help if the AV Technician is not available during normal operating times.  This ensures the hotel stands up to their 100% satisfaction guarantee, and the client is happy and returns for another event.  When the client is happy they may also refer your services to others they network with, thus generating constant revenue and increasing clientele for your company. 

References

Events (2014). Marriott International. Retrieved from:

General Information (2014). Marriott International. Retrieved from:

University Consulting Internship Program Experience


University Consulting Internship Program Experience


TABLE OF CONTENTS
Chapter 1: Synopsis of Internship Experience……………………………………………….1
Introduction…………………………………………………………………………………..1
Thesis Statement……………………………………………………………………………...2
Human Resources (University Consulting)…………………………………………………..2
Chapter II: Meeting the Course Outcomes……………………………………………………5
Information Management, Planning & Controls………………………………………………5
Organizational Processes & Procedures……………………………………………………….6
Ethics in Decision Making…………………………………………………………………….7
Organizational Structure and Management…………………………………………………….8
Global Perspectives…………………………………………………………………………….9
Chapter III: Conclusion………………………………………………………………………..10
Individual Testimony…………………………………………………………………………..11
References……………………………………………………………………………………...12

 
Thesis Statement 
In today society, online schools have been helping busy working people earn their degrees online by providing the same services as do the traditional schools. However, The University gives everyone an opportunity to achieve their goals. For example, this internship is preparing graduates for the workplace. Dealing with different people and learning new skills and trades are the reasons that an internship is helping online learners achieve their goals of being successful are a trademark of The University.

CHAPTER 1. SYNOPSIS OF INTERSHIP EXPERIENCE
Introduction



As I look back over this term at The University, We have had to go through some trials and tribulations, but we have made it by the grace of God.  First, we can say we had tasks and assignments to complete and our supervisors went beyond the call of duty to ensure we fought the good fight of faith. For example, Meeting deadlines and making sure each assignment is did correctly and also that the team members are on the same page with the supervisors. Going to the meeting listening to the Supervisors get their moments on the frontline just like they were General Patten leading the troops into battle with Hitler.
Each night, every Supervisor would give their strategy out to the team to ensure that the organization is running the right way.  However, it was difficult a lot of nights and we could not see past the stoplight because some of our leaders went too far and took the motivation from the team and we could not gather our thoughts together to strategize.
This experience has prepared me how to deal with difficult employees and how to deal with a management staffs that don’t have a clue. Our experience in this internship would be a remarkable experience that will prepare us for Corporate America and to give us the tools to be able to handle any situation or tasks that may come our way.
Internships are a common way for college students to transition into a career during or immediately after college. Internships are temporary job positions that may lead to full-time employment. Employers offer them as a way to attract talented employees and to help develop people within the organization. Students or recent graduates use them to meet degree requirements and to develop work skills. (www.work.chron.com). 
Human Resources
Human Resources at University Consulting were great experiences. University Consulting gave the student an opportunity to experience working in the real world. University Consulting taught the Career Specialist that they could advance in the company if they choose too.
Human Resource observations was the manger each manger had a different of style of handling and running the business.  The first manager that we had; was about getting the information that the intern need.  However, when we got the next manager they were trying to put the information together to reach the intern.   The second manager she was very helpful until all the information in the spread sheet was lost. When we got the third manager; their purpose was always preaching that the intern needs to be on time. It seem that this manager wanted to always pull her whip out and whip on up on the interns. She was always threating the interns that she was not going to pay them.  Every meeting was always about the time clock. We are consenting adults each and every one wants to be treated like a human beings. But these are just some of the people we must be aware of. “Also, there are workers being harass in the workplace such as demeaning, abusive or authoritarian behavior. Studies show that less than one in 10 victims of workplace harassment let the offending person know they don’t like it.” (www.about.com).




Evaluate information management, planning and control in business environments.
In today business we have to take different step to help the business to run accurate.   In business world managing is a very important role for human activity.  As stated “the higher-level needs of esteem and self-actualization are continuing needs in that they never completely satisfied.   As such it is these high level needs through which employee can best be motivated.” (www.netmbc.com )
Many people will be self-directed to their job if they committed them self.  University Consulting had manager with different styles of management.  We had to learn how to manage our time with work school, family and internship.   University Consulting goal were to get the each student the training that they need for the intern program.   University Consulting strength is communication with the intern with forty-eight hours.   The manger will called and try to reach out to you to get a task done.  University Consulting manager will try to work together to solve matter.  The managers always talk about working together and get the best out of a task.  As stated “Organizations are collections of people work together and coordinate the actions to achieve a wide variety of goals or desired future outcomes.”(Jones & George, 2014 p.5)
Most of the manager at University Consulting was a good manager, the will try help you on your daily task to success.  As stated “A good manager should provide possibilities for his/her employees to coordinate and cooperate within the organization.  It means they need to plan, organize, lead and control human other resources to achieve organizational goals effectively and efficiently with the fewer conflicts no impact of “glass ceilings” on nonminority workers and others obstacles caused by stress and limited resources.”(Jones & George, 2014, p5) 
We planning the manager should choose different strategy, were trying to reach.  As stated “In the stage of planning the manager should choose the strategy, the appropriate organizational goals and courses of action.  While keeping in mind the diversity and different valves of employee’s bases on decisions that maximize value overtime for all stakeholders.”(Pohlman and Gardiner 2000)
When join the Experiential Learning the first couple week were very emotion for the intern.  Many students were confused about what to in the intern program.  In the first week of the term it was too much information that thrown out to the student at one time. It will benefit the student if the information was explained in a better content.  As stated “Just as business plans help drive the success of a firm, researchers well upon strategies focused on individuals, values that drive theirs action  and understanding of other cultures to provide healthier work environments.”
 ( Cavico, Orta, Muffler and Mujtaba 2014)
University Consulting start out as a good environment to work in because most was kind and respected.  The future plan the internship experiential Learning should take some baby step to get the intern into the course.
At University Consulting we were Career Specialist, our role were to research the population for different county.  As a Career Specialist we had to research different business for county.  The managers that were managing out work lost the work for the first half of the term.  Some of the intern had to reenter the work in the spread sheet.  As stated “they offer a profession and individualized approach to
Career Planning- Helping you to decade upon a career path that is both meaningful and realistic.( www.careerspecialistsorg.nz ).
Job Search- Supporting you to build a confident and proactive job search strategy that includes developing a targeting CV and cover letter to maximize your chances of success workplace. (www.careerspecialistsorg.nz ).
Coaching - to enable an employee to evaluate their role alignment, training needs and career management strategies.  (www.careerspecialistsorg.nz ).
Career Development Programs for Organizations- we provide out placement support for managers and staffs as well as on-going support and training of managers in career management (www.careerspecialistsorg.nz ).
Organizational Process & Procedures
Over the years the process will have solve the solution to the problem.  As stated “Yet When the theories are taken together, they provide a powerful lens for understanding organizations and management.  First, process provides a convenient, intermediate level of analysis.  Because they consist of diverse, inter linked tasks, they open up the black box of the firm without exposing analysts to the “part-whole” problems that have played earlier research. Past studied have tended to focus on either the tress (individual tasks or activities) or perspective give the needed integration, ensuring that the realities of work practice are linked explicitly to the firm’s over all function.  Second a process lens provides new insights into managerial behavior.  Most studies have been straight forward descriptions of time allocation roles, and activity streams, with few attempts to intergrade activities into a coherent whole. In fact most past research has highlighted the fragmented quality of manager’s job rather than their coherence “(www.sloanrewiew.mitedu.edu )
University Consulting organizational process were to have a meeting every Monday and Tuesday to let us know what strategic that the company had come up for the week. Each intern would need to attend the meeting every week.  University Consulting strengths were that they gave out new information each week.  University Consulting was will to give the intern and opportunities to become and manger. When the old intern leave their will be manger position available.    The threats were not having enough inter to attend meeting.  University Consulting will need to try to motive to continue the course.  However, in some case a lot of the intern felt like drop the course because we felt as we had work at it and they were not getting anywhere.  Throughout the process the student started to feel different.  As a stated “ On the organizational stage, the manager ought to establish good, relationship that allow people to work together without causing ant tension or conflicts. It includes the next task of leading, motivating and coordinating team members to work together and understand each other.” (www.ezinearticles.com )
 Meanwhile, University Consulting first manager were very motivated.  The manager was focus on the intern to make sure that they have the entire document.  The managers will always answer in a timely matter.  Although, University Counseling had a lot of people that want to be in control.
What is an Organizational Policy? “A Policy defines an outcome, it is a premeditated rule set by a business to guide organizational direction, employees and business decisions and to regulate, direct and control locations and conduct.  Policies can range from a broad philosophy to a specific rule they are the direct connection between company’s., Vision and its daily operations and, the underpinnings to a company’s culture.” (www.ezinearticles )
What is an Organizational Policy?  “A procedure is a means to an end.  Procedures are step by steps instructions prescribing on exact sequence of action.  A procedure explains how to and who (which position) will implement the policy.  Procedures are specific factual and succinct. They may include timeless, specific forms to be used and template forms.  Procedures assist in eliminating common misunderstanding which can result in costly mistake. (www.ezinearticles.com )
Why does a company need Organizational Policies? Policies and Procedures (P&Ps) are essential, when a company requires consistency in its daily operations.  They provide clarity and direction re accountability. P&P assist companies in meetings legal requirement sets out by the Employment Standards Act, the Human Rights Rode, the Occupational Health and Safety Act and numerous healths’ and Safety Act and numerous other compliance requirements. (www.ezinearticles )
A properly written policy and / or procedure allows employees to understand their role and level of responsibility and conduct then job by making decisions within predefined boundaries.  By implement P&Ps, management can provide guidance to employers without needing to micromanage, freeing managers to focus on strategic thought (www.ezinearticles )
The Consulting vision was to train how to work in the real world.  University Consulting would always give the intern instructor each week for the next week.  One policy the intern is required to get ten hour weekly. Another policy is to be respectful to each other.  University Counselting gave each student an opportunity to give their input in the University Radio.  The manager future plan is to spent more with the student.
How big should a company be to consider implementing Policies and Procedures/?  With as few as six employees there will be recurring issues.  Productivity and efficiencies both from a legal and a operational stand point came be gained through the implementation of P&Ps. (www.ezinearticle )
Ethics in Decision Making
As an Intern/Extern we had numerous tasks to perform for our Supervisors. For example, Research data and locate items and place items in a special order per our Supervisor. As a team member, it is important to be professional with our co-workers and employers. Our work ethics define who we are and what we are about. There are advantages and disadvantages in this work environment, but we want take nothing for our journey right now. Ethics and Integrity say what type of team members you are and your value to the company or firm. It is important to follow all the rules and policies it signify a candid attitude in the workplace.
“Ethical thinking involves the intricate process used to consider the impact of the actions one the individuals or intuition we sure. (www.nacada.kso.edu )
University Consulting did make some had choice when we’re sending out the wrong website for thee intern to enter.  Most inter were get very confusing because when you invited to a was not the right one. Most of the time the manager had to decide who was going to the shade for the PowerPoint.  The valve was try to get each intern trained . As stated “the foundation of ethical-decision-making involves choices and balance, it is a guide to discard bad choices in favor of goes ones. (www.nacada.kso.edu ).)
Most of the time when people work closely together they tend takes value of the groups.
What are some ethical behavior?
 Natural vs Prescriptive – those who or people in a neutral moderate   reluctant to tell students do preferring instead to let student discover the appropriate action with minimal guidance. On the other end of this continuum a prescriptive advisor uses the authority of the position to express opinions and make recommendations. (www.nacada.kso.edu )
Encouraging vs Discouraging on one extreme, advisor look for ways to give positive messages to students while withholding any criticism. Advisors in the other in the other extreme look for opportunities to chastise or dawel on negative conquests’ of student behavior. (www.nacada.kso.edu )
Judgmental vs Nonjudgmental- This continuum only exists within the advisor not in the advisor interactions with students.  Judgmental advisor scrutinize everything, accepting nothing at value.  Nonjudgmental advisor accept what student or colleagues tell them without criticism. (Buck, et.at 2001) (www.nacada.kso.edu )
It is very important to learn ethical the first manager of University Counslting was a good manager.       “To be ethically successful it is paramount that we understand and respect how values impact our social environment”   (www.nacada.kso.edu )   “To measure of ethical success within institutions of higher learning has always been important, but no more so than in today’s environment of regulation and public scrutiny. (www.nacada.kso.edu )
A person doesn’t know people value of the subject.  In the internship some manager need to value other opinion.  Most managers that were in the internship need to listen more just trying to information out.
Organizational Structure and Management
We as the University Counselting team are striving for excellent but we must show discipline in organization. First, we must identify the mission of University Counselting.  Our Company was University Consulting; we were intern Career Specialist for the Human Resource Department.  The Human Resource department were very help when need. For example, the managers communicate in a timely manner.  The department gave each intern assignment that would keep us busy. Our assignments were to get different populations that were less than 10,000 populations.  Each specialist had their state that they had to research.  Our responsibility were to see how many local business that they had were less than 10, 000 population. Each week our manager gave us different task to try to keep us on the right track.  However, when doing the assignment the work got lost.  The manager lost the information that was on the spread sheet. During this time the intern were ask did they the work on a differ worksheet if so renter.  In the process the work had to be renter on a new spread sheet. The weakest was making sure that the information was proper same into a spreadsheet
The first manager at University Counslting she was very helpful to the intern. She always make sure that the intern has try the document that need to be turn in.  She called and talks with us on the second week of the course to make sure we understood the process of the program.  She was a participative manager. She would encourage the intern that it starts out rough but it would smooth out at the end.  The manager would encourage that teamwork together to try to get the map done.   When our intern didn’t understand how to submit the map, she would walk you through to submit the work.  At this point we felt that the intern class was the worst class ever.  Our intern was still not understanding the process, they were get worry about where they going to graduate.  As stated “The PARTICIPATIVE (Democratic) leader starts by asking all the team members what they would like to do, then voting on the options. They start in the car park, and I have on occasion seen the team vote to get a coffee and disappear. They are then startled to find when they return that there was an activity to do that they missed! Even when the team votes to come inside and do the activity the progress is slow as everything has to be agreed before action happens. Team members report that they enjoyed being consulted and having a voice in the decision making, but got anxious when they could see lack of progress compared with other teams. The leader reports that “it was easy – I didn’t have to make any decisions” (http://leadersinheels.com)
The second manager was a coaching she would talk us through the things that need to be done. She would send you email on thing that were due.  She would try to see what she needs to do to help the Human Resource department.   In the meeting she would say encourage thing about the intern are doing a great job. As stated “The COACHING leader focuses on the learning experience. When a team member proves to be particularly good at an aspect of the task, the leader has them demonstrate and teach the others. The team gets absorbed in the learning and people are often surprised to hear that the time is up. They are engaged with and proud of their achievements, even though they often don’t fully complete the task. The leader often reports that they “really enjoyed working with the team and I’d love to have had more time so we could finish because we were doing a great job”. (http://leadersinheels.com)
On the other hand, when going to the meeting the second half of the course the payroll manager was fussing about the time clock.  On Tuesday, when going to the meeting the payroll manger would always be fuss about that she was not going to pay you make sure that you got a time if not than you want get paid.  She would always be talking about drinking wine and want to take control. This manager was directive always order other around over talking everyone else...   As stated” The DIRECTIVE leader orders the team around, sets high standards and disciplines those who don’t meet the standard. I brief the leader beforehand to change his / her mind several times during the activity and also to take a phone call and leave the room. When the leader is out of the room, the team usually stops work – concerned about the consequences of continuing without the micromanagement. After the activity the team reports that they are frustrated, angry and disengaged. It is interesting how quickly the team loses enthusiasm and initiative under the directive leader. The leader reports that the style is “high maintenance – I felt like I had to be everywhere, watching everyone, it was exhausting.” (http://leadersinheels.com)                                                 The improvement for the company to explained to the manager that you must always stay professor in the work place. In the last half they would always talk about drinking.  We were in a work place.  We should treat it like we were on a real job that what we’re getting trained for.  The threat is turn student away from the program because always fussing about the time clock and talking about drink alcohol.   In a work place we all come to work not for entrainment for alcohol. 
Classical Organization Theory-Classical organization theory was developed in the first half of the 20th century as a way of bringing together scientific management, bureaucratic theory and administrative theory. Scientific management focused on getting the best people and equipment, and scrutinizing each production task. Bureaucratic theory involved establishing a hierarchy to describe the division of labor in a company and recognizing the importance of specialization. Administrative theory worked to establish a set of management principles that applied to all organizations. Classical organization theory didn& #039; t work because it described motivation only as a function of economic rewards. (http://smallbusiness.chron.com)
Neoclassical Organization Theory-Improvements in organization theory led to consideration of the work environment. Productivity improves in an environment with coherence of values and purpose. Organizations can succeed with a cohesive environment where subordinates are accepting of managerial authority. The key to this theory is maintaining equilibrium. Of course, there can be unpredictable responses to managerial authority. (http://smallbusiness.chron.com)
Contingency Theory-Contingency theory deals primarily with conflict, which previous theories considered something to be avoided at all costs. Conflict is unavoidable, but according to contingency theory it is manageable. Organizations evolve to meet their own strategic needs in rational, sequential and linear ways. Adapting to changes in the environment is important to managerial and organizational success. Managers must be able to make decisions contingent on current circumstances. (http://smallbusiness.chron.com ) 
Systems Theory-Systems theory describes the interrelatedness of all parts of an organization and how one change in one area can affect multiple other parts. Systems may not always interact in a lineal manner. Small changes in one part may cause big changes in another part, while large changes in one area may only result in small changes in another. Organizations act as systems interacting with their environment. Any equilibrium is constantly changing as the organization adapts to its changing environment. (http://smallbusiness.chron.com )
Global Perspectives
In the internship the manger always try to motive the intern each week.  Each week, the intern would always get training on clock in and out of the time clock. Each week the manager would always try to build a global strategy for the intern.   Every week the intern had training on what was going on within the company. The weakest was not get enough inter to log in on the social media.  The threat was not enough email links into the media.  On Tuesday the many would share with the intern the opportunity that they have such as become a manger, radio, Facebook, Polio and tweet.
A global perspective means being open to new ideas, issues and solutions. Often times, it even means being open to changing the way you do things if you find a new system that work better. It means being culturally sensitive and willing to learn from others. (www.smallbiztrends.com )
By having a global perspective you will be able to learn from others and you will open your business up for new opportunities.  You will be able to grow in ways that others cannot because they don’t understand this concept and you will enter new markets. (www.smallbiztrends.com )
Global education has five learning emphases or perspectives:
  • Interdependence and globalization – an understanding of the complex social, economic and political links between people and the impact that changes have on each other
  • Identity and cultural diversity – an understanding of self and one’s own culture, and being open to the culture of others
  • Social justice and human rights – an understanding of the impact of inequality and discrimination, the importance of standing up for our own rights and our responsibility to respect the rights of others
  • Peace building and conflict resolution – an understanding of the importance of building and maintaining positive and trusting relationships and ways conflict can be prevented or peacefully resolved
  • Sustainable futures – an understanding of the ways in which we can meet our current needs without diminishing the quality of the environment or reducing the capacity of future generations to meet their own needs. (www.globaleducation.edu.au/global )
Individual Testimonies
I am a Business Administration that has been on this journey for a year in a half.  This has been the most challenging course term that I have had.  I can personal say that I have learned the proper way to do a resume and cover letter.  I also learned that communication is very important in the workplace.
Student Name
My name Beyone and I am from Cordele, Georgia.  I started at University Counseling as a Career Specialist.  At first I was very frustrated about the class because I felt that I was not learning anything.    I felt that I was going through the motion but not learning anything.  I felt lost until I went to class everyone else was feeling the same.
By taking this class has help me to prepare for the real world.  Experiential learning also trained me how to interview and handle different challenge in the workplace.  I feel that University courting can help student to prepare to enter the workplace. I feel that University Counseling Human Resource department was a great to workplace.

References
Berman, P.K., (2014), Successful Business Process Management, Success Business Process Management, 1, retrieved from:
Kane, Sally, (2014), Dealing with Workplace Harassment: Strategies for Combating Bullying and Workplace Harassment. Retrieved from http://www.legalcareers.about.com.html.    

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