The Differences Between Services Offering From Customer...

The differences between services offering from customer service are their idiosyncratic characteristics exist. The meaning of productivity differentiates from efficiency and operation because both identify some glitches in measuring productivity, especially in a service setting, (Johnston Jones, 2004, p.3-4). They also examined the relationship between operational and customer productivity. Zeithami, Bitner, Gremler (2013) distinguished service offering as a host of new services that was not offered in the past, for example, internet based companies like e-bay and amazon was unheard of. It s been called selling the invisible delivering intangible services as a core product offering (p.14). Another example was The Wall Street Journal which also offer an â€Å"interactive edition that allows customers to organize the newspaper to their own preferences and need† (Zeithami, Bitner, Gremler, 2013, p.14). With new technology service offerings, like â€Å"connected car†, according to Zeithami, Bitner, Gremler (2013) this allows individuals to access services and provide recommendation for shopping, weather, reservations for booking room and restaurants (p.14). However, Johnston Jones (2004) stated that invisibility or intangibility is just one feature that distinguishes services marketing from product marketing. Along with inseparability, variability, and perishability, these four characteristics affect the way customers conduct themselves during the procurement processShow MoreRelatedDifference Between Goods and Services1546 Words   |  7 PagesRaiwind Road, Lahore. PRODUCTS Anything offered to market for the Customers in order to satisfy their Needs Wants, is called Product. In fact, the products offered to market are called Market Offerings. They are also called Product Offerings. These products can be offered to market in a set or a bundle as well. Types of Products A company or an organization can offer two types of products to the customers:- 1) Goods Anything that can be offered to a market for attentionRead MoreThe Effect Of Cronbachs Alpha, Mean, And Standard Deviation For Each Question1642 Words   |  7 Pages1 Table 3 below presents the results for each of the main research constructs for the Cronbach’s alpha, mean, and standard deviation for each question. From this table, it is evident that the questions strongly relate to each construct measurement with all items scoring a greater than 0.8 Cronbach’s alpha coefficient. The internal consistency of these items can be deemed reliable as researchers generally suggest that values above 0.7 are acceptable with values above 0.8 being preferable (PallantRead MoreMarketing Versus The Value Approach1024 Words   |  5 Pagesthe four Ps as the same as the Value Marketing approach. In this paper, it will be proper to compare and contrast both elements of the marking mix and set in motion the expectation and differences of Companies who apply one or the other app roach. At the end of this paper, readers will understand the obvious differences that come with each marketing approach. â€Æ' Prepare an essay comparing and contrasting a 4-P (price, product, place, and promotion) approach to marketing versus the value approach (creatingRead MoreThe Major Elements Of Marketing856 Words   |  4 Pagesthe value approach concentrates on delivering value to the consumers or customers, the 4Ps approach is evidently concentrated not on customers, but on the product itself. The major elements of the four Ps approach of marketing are product, price, place, and promotion; by that, the four Ps elevate product in the marketing plan while the value approach components are creating, communicating, delivering, and exchanging offerings. In the 4Ps approach of marketing, a product which may rival or even betterRead MoreCustomer Perceived Value905 Words   |  4 PagesCustomers will buy from the firm that they see as offering the highest perceived value . Customer perceived value  (CPV)  is the difference between the prospective customer’s evaluation of all the  benefits  and  all the costs of an offering and the perceived alternatives. Total customer value  is the perceived monetary value of the bundle or economic, functional, and psychological benefits customers expect from a given market offering. Total customer cost  is the bundle of costs customers expect toRead MoreUnited Parcel Service: Market Analysis1842 Words   |  7 PagesAbstract This paper is about United Parcel Service (UPS). The company is described, with specific reference to the nature of its service offering. UPS is an international firm, and as such there is discussion of the different countries in which it operates. The focal point of the paper is an analysis of UPS using the marketing mix, and with special attention to the way that the marketing mix is implemented differently in the different markets UPS serves. The four markets given the most attentionRead MoreThe Expectation Management Of A Parcel Delivery Company1522 Words   |  7 Pageslevel of service in order to redefine the company’s business model. It will look at the promises the company makes and if they are realistic and how they will follow through, the choices it offers it customers and if the too are realistic or sustainable. The intent is to create a tiered-value offering based on the customers communicated service criteria. Based on what a company learns from the communicati on of what the customer expects, the company should be able to define its customer service businessRead MoreMarketing Programs : American Airlines891 Words   |  4 PagesThere are four distinctive elements to services that can significantly influence the marketing programs, often referred to as the four I’s of services, and they consist of: 1. Intangibility- Unlike goods, services cannot be touched, held, or seen afore the purchase decision. To aid customers analyze and evaluate services, vendors try to display the benefits of consuming a service. For example, the book uses The American Airlines. American Airlines ad illustrates their new seats and highlights theRead MoreAnalysis Of Netflix : An Internal Analysis Technique1014 Words   |  5 Pageswherein strategists examine customers’ needs, company offerings, and competitors’ offerings to more clearly articulate what their company’s competitive advantage is and how it differs from those of competitors† (Pearce and Robinson, 2013, p. 177). Three circles analysis consists of three circles like the title says where the first circle represents the company’s offerings, second circle represents customers needs and third circle represents the competitors’ offerings. Three circles analysis is veryRead MoreIndustry Definition. Before Conducting An Industry Analysis,1117 Words   |  5 Pageslittle insight into the product offerings of each company and the differences between the two companies. The first industry both companies compete in is industrial gas production; each company produces hydrogen, oxygen, nitrogen, and many other gases with industrial use cases. However, both Praxair and Linde also serve consumers directly with some products, including oxygen tanks for breathing or welding. In fact, Praxair has two retail locations in Kingston. This customer-facing portion of the business

Strategic Compensation Excellence and Plain Mediocrity

There is a clear business case for strategic compensation. Well managed rethinking of performance management, rewards and benefits leads to better business results, stronger capability, higher staff retention levels, heightened motivation and employee satisfaction. The success stories of organizations leading the field in strategic compensation prove that how employees are motivated, rewarded, recognized, fulfilled and challenged to perform better is a key differentiator between excellence and plain mediocrity. One of the best ways to keep employees from walking out the door is to pay a higher salary. Paying employees more in salary, however, wont necessarily align them with the companys priorities. In order to do that, companies need†¦show more content†¦Younger people want time off and money; older people want 401(k)s and good medical. Those in the child-bearing years want child care and flexible leave (Frase-Blunt, 2002). In order to make Plastec a more competitive company in regards to wages, Paul should utilize a third-quartile strategy (Mathis and Jackson, p. 366). Wage increases should be based on performance. Each position will be assigned a wage range and the employees productivity will determine his or her hourly wage. In the article Strategic compensation: Pay for performance, the author discuses several automated systems that can help managers sort and manage employees. Paul can utilize an On-demand compensation management application to assist him with developing the wage, salary, and reward system for Plastec (Dobbs, 2006). Compensating employees financially will often result in better performance and higher levels of motivation. Pay for performance plans are the most popular incentive plans in businesses today and would be ideal for Plastec to integrate into their new compensation plan. For a compensation plan to motivate performance, employees must believe that good performance will lead to more pay, want more pay, not believe that good performance will leads to negative consequences, see that other desired rewards besides payShow MoreRelatedStrategic Human Resource Management72324 Words   |  290 PagesBusiness Management Study Manuals Advanced Diploma in Business Management STRATEGIC HUMAN RESOURCE MANAGEMENT The Association of Business Executives 5th Floor, CI Tower ï‚ · St Georges Square ï‚ · High Street ï‚ · New Malden Surrey KT3 4TE ï‚ · United Kingdom Tel: + 44(0)20 8329 2930 ï‚ · Fax: + 44(0)20 8329 2945 E-mail: info@abeuk.com ï‚ · www.abeuk.com  © Copyright, 2008 The Association of Business Executives (ABE) and RRC Business Training All rights reserved No part of this publication may beRead MoreOrganisational Theory230255 Words   |  922 Pagessynthesis of approaches to organization theory. It will be welcomed by organization theory scholars and reflective practitioners and is a valuable companion for scholars and students of organization theory. Henk W. Volberda, Chair of the Department of Strategic Management Business Environment and Vice-Dean of the RSM Erasmus University, Netherlands At last, a text that brings organization theory into the 21st century! This is the first organization theory textbook to provide full and informed coverageRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesideas for improvements. Although MBWA has long had its advocates, it does present certain problems. First, the time managers spend directly observing the work force is time they are not doing their core job tasks like analysis, coordination, and strategic planning. Second, management based on subjective impressions gathered by walking around runs counter to a research and data-based approach to making managerial decisions. Third, it is also possible that executives who wander about will be seen asRead MoreDeveloping Management Skills404131 Words   |  1617 Pagesan investigation of the association between management tools and techniques and organizational performance. According to 4,137 managers in North America, Europe, and Asia, the tools associated with organization success were: strategic planning, pay for performance, strategic alliances, customer satisfaction measurement, shareholder value analysis, mission and vision statements, benchmarking, cycle time reduction, agile strategies, self-directed teams, and groupware. These kinds of lists are useful

The Broad Scopes of Human Resources Literature Review Free Essays

Staff Recruitment The author emphasizes the importance of recruiting experienced staff errors non experienced staff because less training requirements and funding will not apply to get the new staff aligned with company standards. The ability for well-developed recruiters to staff organizations with experienced staff will assist training resources in applying skills to newly hired professionals to transition at a quicker rate than less experienced professional. Recruitment is vital to the success or failure Of an organization because Of the major influence placed on selection process, identifying eligible candidates, and gaining a competitive advantage. We will write a custom essay sample on The Broad Scopes of Human Resources Literature Review or any similar topic only for you Order Now Knowledgeable human resources staff has the responsibility for the acquirement process and should always be aware of crucial qualifications and specifications to determine staffing necessities. Recruitment of human resources also takes into account the analysis of the vacancies and projection of labor, because the basic result of these activities, description and the specifications for the job are essential in the recruitment process of the personnel†(Buses, 2009, p 108). Buses identifies the various positive sources of recruitment social media, newspapers, agencies, and references including internal and external used by human resources staff so the reader is not just soused on traditional methods of recruiting. Negative so races of recruitment such as stress testing, high pressure interviews, and case studies are identified as well as provide the equal balance of pros and cons of recruiting. There are numerous competencies linked to knowledge, skills, and abilities that human resources professionals must identify if candidates possess them to determine success in job performance. Four major competencies identified during the recruitment process are prior professional experience, long term success capabilities, behavioral events attached to leadership or management kills, and transitional knowledge. Human Resources Sustainability Private and public restructuring during downsizing have happened to many organizations in earlier years and most recent times during economical downfalls. There is a great importance in human resource professionals to know how to respond during these times and having the knowledge of which staff to retain during downsizing. The article by Caudate, Jacks, Savoir discuss the use of statistical analysis in collaboration with productivity to set the standards for productivity levels during restructuring. The study was inducted every month over a 30 month period to determine adequate parameters for estimating the restructure of the organization. â€Å"Our main objective is the organizational level of company sustainability and the fitting of corporate human resources to the real environment needs and capacities† (Caudate, Jacks, Savoir, 201 2, p 308). The usage of the quantitative study displayed the adage Tate needs for staffing to decrease the need to over or under staff in private or public sector. An effective and efficient quantitative method of determining staffing needs was conducted by considering salary and monthly working hours. Previous data was gathered from job descriptions, organizational charts, salary reports, contingency planning, and performance reports to obtain information on restructuring. If employees are selected for downsizing the method used to determine their tenure with the organization is based on lowest proficiency in performance standards. Similar to the literature by Base, the authors for this article identified strengths, weaknesses, and limitations to the study that involved the same participants completing the study being the same individuals with the possibility of being selected as part of the restructure. Job Stresses, Job Performance, and Job Dedication As part of the human resources world there are three aspects that can either help or hurt the employee and have a downward spiral effect to the organization when conscientiousness is considered. Job stresses are indicators that an employee may have emotional or physical symptoms that are linked to transactional theory. â€Å"According to the transactional theory of stress, people appraise important event they encounter in their daily life. At the primary appraisal, people categorically appraise an event as good or bad† (Lie, Lie, Mills, Fan, 2013, p 338). Job performances are key roles identified by human resource professional that determine necessary skills for the employee to successfully complete their daily job functions. â€Å"Lupine et al. ‘s (2005) meta-analysis found that challenge factors (e. G. Role demands, time pressure, workload) were positively related to job performance whereas hindrance factors (e. G. ,constraints, hassles, interpersonal conflict) were negatively related to job performance† (Ill, Lie, Mills, Fan, 201 338). According to Edwards, 2008 the P-Fit theory also suggests that conscientiousness moderates challenge stresses-?job p erformance relations. Job dedication is the personality that an employee displays to show that they have the tendency to go above and beyond to perform, working hard, staying goal oriented and focused on meeting or exceeding the mission or vision of the organization. The stresses within job dedication are centered on the ability to keep up with other goals or priorities that have been set amongst defeating the battle becoming overworked and a victim to job stresses. The collaboration of all job stresses, job performance, and job dedication in the workforce is used as conscientious for predicting job successors. Because conscientiousness is stably related to job performance, high- conscientious employees are preferred by organizations. However, this group would suffer a great deal when they experience hindrance stresses, such as organizational policies or constraints† (Lie, Lie, Mills, Fan, 2013, p 338). Conclusion Reviewing all three of the articles provided a diverse level of information about human resources from the level of recruitment, sustainability, performance indicators, and conscientious in relation to workability skills. There were suggestions that implied in each of the authors literature that revises methods were used to obtain information, but with the notion that innovation could improve the study further. How to cite The Broad Scopes of Human Resources Literature Review, Essays

Blade Runner Analytical Essay Example For Students

Blade Runner Analytical Essay Blade Runner written by Ridley Scott is a movie based in the future. It is Scott’s depiction of what is to become of Earth. But technological advances shown in Blade Runner have come to a point where humanity can be questioned. Reality is blurred and the nature of what is human is changing. Replicants appear identical to humans and even have emotions, while the real humans appear cold and unemotional. So who is really human and what does it mean to be humane? Technology is a key part of the movie and its advances are shown through out the movie. Deckard lives in a world with man made animals, flying cars, off world colonies and more importantly manufactured humans called replicants. The fact that the replicants are equal to humans physically and even mentally is troubling and brings forward major questions. But with all these advancements Los Angeles is portrayed by Scott as a dark and gloomy wasteland of mostly empty high rise buildings and full of dark alleys and dirty streets. It is not a nice looking place and is without trees and animals, left is only the formidable skyscrapers and manufactured animals. It seems to have consumed everything as no attempt is made to show elsewhere. With the off world colonies to go to, Earth has been abandoned and all thats left is a polluted wasteland for the rejects and lowlifes. The humans inhabiting Earth are shown to be cold, brutal and lacking any compassion. There are the cops like Bryant and Gaff who appear gloomy and unemotional just doing there jobs and having little regard for the replicants or â€Å"skin jobs† as Bryant called them. Asians are shown frequently the movie and make up the bulk of people on the street. This makes the city look like a big China town with the Asians selling anything from take away food to manufactured animals. These people must not be important enough to go to the off world colonies or don’t want to go. The rest of people shown are street scums, cripples, midgets and sick people like J. R Sebastion who has a life shortening disease. Lastly there is Tyrell who is the powerful god like figure who seems to rule and dominate the city with the towering buildings. The replicants in Blade Runners are almost identical to humans, as they physically look exactly identical to normal people. They even make there own decisions, have emotions and Roy even shows compassion at the end. Bauldy, Zhora and Pris just want to survive and do not have or show developed emotions. Rachael differs to them as we see her find out she is a replicant. She is nieve was unaware of what she was. But Rachael shows emotions and reveals her personal side later on. Roy Batty is the leader of the rouge replicants and is shown as a prodigal son returning to his maker. He is the Nexus 6 model replicant and shows superior strength and intelligence and returns to Tyrell hi maker. Roy is a designed as a killing machine but he shows more than that. At the end he shows compassion and pity for Deckard and saves him, then dies with dignity. The technology of Earth has come to a point where the replicants which, are not born but manufactured by humans are so real that they are almost undetectable. They show all the signs of being human and especially Rachael and Roy appear to be humane. With the real humans being so cold and unemotional puts forward the question of what makes someone human or humane. In the dark and gloomy world the replicants are vulnerable and struggling for life. Does a machine do this? Does it come to the point where we need to give the replicants rights that we demand? That is the result of such technological advances that we may take our selves and then Ridley Scott’s book may not be fiction.