As our low prices slowly start to bring in consumers, we can slowly implement higher sales prices due to customer demand. We understand that when opening up a company (one) can expect to just break even or take a loss until business picks up, and having low prices might drive you out of business. However we feel that it is a great idea to slowly break into the market by offering affordable prices that will gain support and trust of our customers. Though our prices will be low, this pricing strategy will increase efficiency. It will create cost control and cost reduction pressures from the start, leading to greater productivity.
This makes employees feel satisfied because they don’t have to pay for benefits programs that they think are unnecessary to them. As I notice, fifty percentages of employees in MMC are over 46 years old. Providing such flexible benefit programs make them think the company is good and can retain them. Employees who are over 46 years old have sufficient knowledge about benefits programs in USA because they work for a long time and work for different companies. Furthermore, MMC Company has a tendency to provide benefit such as retirement plan to employees who have high loyalty to the company and stay in the company for a longer time.
Employees that feel appreciated at there job seem to have better attitude, work more hours and appear to have better attendance. Small rewards on the job such as encouraging work performance with free company shirts or hats, giving recognition to teams or departments for a job well done make big impressions on employees. Companies have found that money is and important motivator for high levels of employee productivity. However, money incentives by its self may not be as affective and it may not render the loyalty from employees many companies strive to achieve. The combination of monetary and non- monetary rewards have proven to be affective in an completive job market, as it helps to keep employees from straying to companies that offer appetizing bonuses and incentives.
With the influence of technology, there has been an influx of web-based job applications as opposed to in-person, paper copies of applications. This has mainly improved overall convenience of applying for various jobs, which could potentially increase total job applicants, but little research has been done on this thus far, per the article (Stone, Deadrick, Lukaszewski, & Johnson, 2015). Moreover, technology has allowed for more individuals with concentrated skills to be hired without the concern of distance. This enables employees to work from home or even globally, which could improve the company by ultimately providing greater information and products without such limitations. This is particularly intriguing for my future because it does not limit me to one location or to companies who are only in my area.
This customer has been spending this amount for years and perhaps something as subtle as a reminder to how close they are to receiving the rewards would be enough to encourage them to spend the difference. With this tiered service, the level of commitment to a customer who spends below the amount that is allotted for rewards and incentives, should not have any bearing on the customer service that OTTP would give. The tiered system if set up properly can be an effective tool for the business and customers alike. All customers will receive a high level of customer service, yet the ones who spend over the 100K will receive extra special service. There is nothing wrong with this
1.0 Introduction The study examines how generation Y shows their behavior and attitude as a leader in organization. Age diversity is of particular interest, as the workforce is now comprised of four generations (Kyles, 2005). There are least of these generations entering the working field and most of the leader in organization now still monopolize by generation X. This generation style and the way they participate in the organization also different than other generation. They are different from other generations in terms of work-related values and attitudes; managers need to tailor their approach to leading Generation Y in order to engage and retain this generation (Salahuddin, 2010).
DISCUSSION As it was noted above, the number of working mothers in the U. S. during the past thirty years increased dramatically and there are no signs of decrease in this number in the near future. There are many different reasons for mothers to choose employment rather than staying at home. Some mothers make conscious choice to be employed. In other words there is no restrictions on type of employment or amount of income it brings. In this case, satisfaction and self-fulfillment from job will have positive effect on how these mothers raise their children.
Balancing work and family is a concern of parents’ around the world. It not only concerns mother’s, it concern’s fathers. It is a societal norm that the mother is the “caregiver” and the father is “breadwinner.” With the feminist movement, things began to change, giving women additional educational and employment opportunities; therefore, millions of women entered the workforce. This shift required a change in attitude, as it implied new roles for men, which promoted shared parental responsibility. Sweden was the first country in the world to introduce parental leave, giving both parents the right to stay home with their children.
Throughout the research, positives and negatives have been found in the topic of daycare centers, in particular the parent-child relationship. Generally, the effects of daycare are trumped by the effects of parenting. Will this still be the case with daycare centers gaining ground by, beginning available in some places 24 hours? Historically, children have been cared for and raised by family, either parents or extended family. More recently because of growing economic and social pressure, both parents have been entering the work force.
Increase supplier efficiency with real time information on firm planned orders and forecast. Efficiency takes time but with the massive amounts of technology we have these days there is no reason why ORUN should not implement a management system to where they can effect change in their plants. A management system would include having a way to scan, locate and communicate the statuses of their real time information. Having such a system can close the significant communication gap the plants have throughout their companies. The system will also enhance customer service.