The Meaning of Respect Essay - 747 Words

Most people go through life and always hear about the word respect, but they don’t know what it means. Respect is the esteem for or a sense of the worth or excellence of a person. There are things in life you need to hold in respect. Respect for yourself, respect for others, and respect for property. Respect is taught to people everywhere and it is even taught to them in their religions. Respect is the very aspect that keeps everything in your life. Respect for yourself is very important to a person because it can be the balancing factor of your life. If a person has no respect for themselves the will most likely go into depression. Respecting yourself is also important for your self-esteem. Having a high self-esteem means that people†¦show more content†¦Respecting your elders is important because they know more than you and they know what is good for you and what isn’t. Respecting your peers is important too. Respecting your peers means not making fun of them, not fighting, and helping them when they are troubled by something. Lastly respecting property means not damaging or taking something that is not yours. Respecting property can vary from writing on a desk at school to stealing from a store. Respecting property is important because if you don’t it could be considered a felony offense. But respecting property is just using your common sense. There is a Japanese culture that teaches us to respect the environment because they believe that the earth is holy, such as the trees, grass, and animals. You may be asking yourself â€Å"what does this have to do with respecting property?† But respecting property does not just mean that you shouldn’t damage things that are not yours but it also means taking care of your enviorment. There is an old saying â€Å"do onto others as you would have them do onto you.† How would you feel if someone came along and broke your bicycle, or trampled on your flowers? Most people don’t think about how the other person would feel if someone did something to their personal property. There is a Japanese culture that teaches us to respect the environment because they believe that the earth is holy,Show MoreRelatedDeontology Is An Ethical Theory900 Words   |  4 Pages Throughout history, wars over the meaning of equality have been expressed in many ways for the purpose of establishing one standard to the meaning of equal. Equal is being treated with the same respect regardless of gender. The theory of deontology has defined and developed the meaning of equal within society. However, it has been a slow process. Miscommunication and misunderstanding to the meaning of gender equality is responsible for personal and social tyranny. 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Types of Leaders Free Essays

Knowing your management type can help you change it if necessary, as certain circumstances may call for such a shift. Below we discuss five of the most common types of managers. While most entrepreneurs might relate to one type, the Ideal manager should be able to move from one to another as the situation warrants. We will write a custom essay sample on Types of Leaders or any similar topic only for you Order Now Keep reading to learn which style is right for specific situations and when you should set some of your managerial habits aside and adopt a different one. The Dictator 1 OFF business. Rarely will they ask for input from their employees, and they may or ay not make final decisions with their employees in mind. They will usually â€Å"go it alone† when establishing new product lines, creating partnerships or considering new ventures without consulting others in the organization. Dictators largely rely on their own experiences and knowledge to set agendas they feel best answer their business’ needs. When being a dictator works: If you are faced with an immediate crisis or other urgent business matter, you will often need to step up and make the decision that is in the best interest of the business without consulting your team first. Sometimes quick action is critical, and asking everyone to weigh in or come up with solutions could waste precious time you Just don’t have. When being a dictator may not work: While this management style often leads to efficient business operations because only one person is involved in the decision making, it can also lead to costly oversights and mistakes that wouldn’t have occurred had frontline employees been consulted. Managers and executives, no matter how smart or well-reasoned their decisions, are still susceptible to errors in Judgment. The Collaborator Collaborative managers are conscious of their entire organization and acknowledge the utility of feedback from employees, investors, partners and vendors used to reach business objectives. Collaborators will regularly call meetings to brainstorm ideas. They compel employees to offer feedback on business proposals and may even go as far as designating a â€Å"devil’s advocate† to pinpoint problems with a plan. When being a collaborator works: Involving employees in the decision-making process is almost always a good idea because you benefit from insight gleaned from different perspectives. Collaboration also boosts employee morale, as employees feel valued because their ideas are requested and respected. This also provides employees with a real sense of commitment to projects they are actively involved in. It’s also a great strategy when time is abundant, giving you plenty of time to hash out ideas. Just be sure you aren’t using collaboration to stall when you are pressed to make an important decision. Indecisive or even weak because they spend so much time talking about ideas and not enough time executing them. Employees can become frustrated if all the concussion leads to nowhere. Also, beware of instances where an employee may not have enough knowledge about project details to provide relevant or useful advice. Bad advice can be costlier than no advice at all. The Micromanage Micromanages need to control everything and feel it’s necessary to constantly be in the loop, even in seemingly trivial discussions. They check in with employees too frequently and expect constant updates on the status of projects. They operate with the expectation that each employee must complete every assignment exactly as the micromanage would. Employees have little freedom to be creative or to use their own intuition and knowledge to solve problems. When being a micromanage works: When you have Just hired a new employee, or you are trying to turn around the performance of a struggling employee, watching them closely is ideal. You want to ensure that they are on the right track and help them overcome any challenges before they exacerbate. Another time to micromanage is when you must follow specific rules or guidelines for regulatory, legal or compliance issues. Remember to let employees know that your constant attention is to ensure compliance and does not reflect a lack of trust in them or their abilities. When being a micromanage may not work: As a result of working under constant dictation, employees may feel boxed in and controlled. This can have an extremely detrimental effect on morale, which increases turnover and breeds dissatisfaction. For those employees who have proved their competence and trustworthiness, ease up and give them the space to do their Jobs the way they see fit. The Delegated Delegate’s take a hands-off approach and allow their employees to run the business. They divide and make assignments based on whom they think can best handle a given task, and they spend the bulk of their time generating new business and crafting long-term strategy instead of focusing on the minutiae of managing the business, they can focus on generating revenue. Employees may also feel affirmed by the confidence shown in their ability by trusting them with these operations, which increases their commitment to the business. When being a delegated works: If you have enough competent staff, it’s almost always a win-win situation to delegate work to employees. Just be sure to secularly consult with employees about their workload and regularly confirm their comfort level before you unload new assignments on them. Also, be sure to step in from time to time to cover the grunt work and to show employees that you are still part of the team. Finally, make certain that employees fully understand how the work you do each day contributes to the bottom line. When being a delegated may not work: Problems occur if there aren’t enough employees to cover all the work, and employees become resentful as they struggle while the boss is out entertaining clients with golf, sporting events and inches. It can also be extremely upsetting for hardworking employees to not get any credit for delegated work they completed; as such, be sure to always acknowledge all contributors when projects are successfully finished. And even though you may have a pool of employees to delegate to, they may not yet have the skills to handle that type of work. If possible, take time to train your potential delegate on the finer points of the Job to ensure it’s done right. The Coach Coaching managers believe in a team-oriented atmosphere, where everyone contributes to the goals of the business. Because of that, coaches are committed to training employees and providing regular and frequent feedback. They praise employees when they deserve it and constructively correct them when they slip up. Much like the collaborator, they believe everyone should provide input and be involved in decisions that affect the team. Employees typically feel a great deal of loyalty to managers who invest so much time and effort in helping them succeed. When being a coach works: Effective coaching of all of your employees helps them grow and advance their careers. However, don’t forget to acknowledge your est. employees. Rewarding employees who deserve it sets an example and motivates underperformed. It also drives friendly competition that can raise everyone’s performance. When being a coach may not work: Because coaches want everyone to succeed, Top performers could resent that their outstanding efforts aren’t setting them apart from the rest of the team, and they might either begin to perform at an average level or take their talents elsewhere, which can bring down productivity. Conversely, lower-performing employees might begin to see their subpart reference as adequate, which stifles productivity even further. If this is the case, make sure to temper your encouragement with pragmatism by specifying where an employee may need to improve. Conclusion Determining your management style is the first step to understanding its impact on your business. Knowing your management approach helps you recognize your organization’s strengths as well as highlight its areas for improvement in whatever situation may arise. How to cite Types of Leaders, Papers

Integrated Marketing Communications Product Positioning

Question: Discuss about theIntegrated Marketing Communications for Product Positioning. Answer: Introduction: Product Positioning Product positioning suggests a significant element of marketing plan and it is an effective procedure, which the marketers use in order to determine and communicate with the targeted customers. Hofmann-Wellenhof et al. (2012) have mentioned that the product positioning is solely based upon the requirements, existing communication channels and competitive pressures. Positioning of a product helps to understand the mind of the consumers in critical manner. Even it helps a particular company to offer product to the customers according to the offerings of the competitor companies in a specific market. LOreal targets customer from every income levels and several distribution channels. The major competitors of LOreal in FMCG industry is Garnier, the Procter Gamble Company, Revlon, Chambor, Lakme and Unilever. The USP of LOreal is to provide toiletries product to the customers of Australia after great innovation, creativity and market research. Whereas Garnier targets the middle and low-income group of consumers, LOreal targets mainly the elite class of people of the society as their premium skincare and toiletries product (Gonzlez-Benito and Martos-Partal 2012). Figure 1: Positioning Map (Source: Sweeting 2013) LOreal, being an international brand, enjoys the mass and mature market in Australia in consideration to the other available and existing local brands in FMCG sector. As celebrities are used as promoting and advertising the product, therefore, LOreal has become a trustworthy brand, which carries a positive image for its international diverse portfolio. LOreal produces hair care, skincare and body care products for men, women and kids. The popular toiletries of LOreal include hair and body shampoo, conditioner, deodorant and oil and these products occupy a large number of market shares than the cosmetics of LOreal. Every toiletries product of LOreal is adequate to satisfy the demand and criteria of the consumers, which its competitor companies fail to provide. Positioning statement of this particular company actually supports its positioning strategy of the targeted customers. According to Westjohn et al. (2012), product positioning arranges a transparent, distinctive, desirable and clear image in the minds of the segmented and targeted consumers. As product positioning also involves the competitive advantage, which simplifies the fundamental buying process of the customer, therefore, it is always considered most significant factor for an organisation. With its effective positioning strategy, LOreal has become a leading brand in the FMCG industry of Australia. Product positioning involves a perfect attempt to form own marketing niche for a particular brand and it helps to build a unique impression in the mind of consumers. It is closely associated with something desirable and specific brand ima ge, which possess completely distinct nature from the products available in the marketplace. IMC Objectives IMC objectives of organisations vary with the product features, budgets, consumer behaviour as every organisation has different kind of goal, which can be successful with proper implementation of IMC strategies. IMC objectives play an important role for an organisation as it helps to decide the targeted goal of an organisation to attain the best position in the concerned market (Kapferer 2012). IMC objectives of LOreal involve: To improve the brand awareness To influence or transform the attitudes and beliefs of the customer regarding toiletries product To enhance the demand for a particular product category among the targeted consumers To increase the quality and the standards of the toiletries product such as shampoo, conditioner and deodorant IMC objectives of LOreal is completely different from the marketing objectives as IMC objectives deal with the feelings and demands of the targeted audience and marketing objectives involve the market share and sales revenue of the company. IMC objectives are more specific than the marketing objectives and can be accomplished with the suitable effort of an organisation. IMC objectives should be prepared with the current measurement of the company. The marketers have to resolve the issues and challenges that are encountered by the concerned company in a particular market in order to make perfect IMC objectives. LOreal plans to capture at least 34% of the market at the end of this continuing year in Australia (Choi and Myer 2012). However, for establishing measurable and realistic IMC objectives, LOreal requires quantifiable measurement of the existing situation of the market of FMCG sector in Australia. Both the marketing objectives and communication objectives are relevant part of th e IMC objectives (Sweeting 2013). However, the marketers of LOreal have clearly understood that attaining the communication objectives are easier instead of achieving marketing or behavioural objectives in order to hold the best position in the market of Australia. References Choi, J. and Myer, D.W., 2012. The effect of product positioning in a comparison table on consumers evaluation of a sponsor.Marketing Letters,23(1), pp.367-380. Gonzlez-Benito, . and Martos-Partal, M., 2012. Role of retailer positioning and product category on the relationship between store brand consumption and store loyalty.Journal of Retailing,88(2), pp.236-249. Hofmann-Wellenhof, B., Lichtenegger, H. and Collins, J., 2012.Global positioning system: theory and practice. Springer Science Business Media. Kapferer, J.N., 2012.The new strategic brand management: Advanced insights and strategic thinking. Kogan page publishers. Sweeting, A., 2013. Dynamic product positioning in differentiated product markets: The effect of fees for musical performance rights on the commercial radio industry.Econometrica,81(5), pp.1763-1803. Westjohn, S.A., Singh, N. and Magnusson, P., 2012. Responsiveness to global and local consumer culture positioning: A personality and collective identity perspective.Journal of International Marketing,20(1), pp.58-73.