Sandals Resort Essay Example for Free

Sandals Resort Essay Sandals resort is classified as a service. Is not something tangible an individual can buy to bring home to keep or eat, such as a T.V or a steak and potato. The product life cycle state would be the maturity state as it has been in existence for some time. It has made it’s name and is well known by many potential buyers. I would anticipate this type of product, however, could balance between the growth and maturity stages depending on promotions and remarketing strategies. Sandals is positioned in a way to fit into a consumer’s life as a luxury item as it is not a necessity. However, it could be marketed from the point that a long overdue vacation is needed, or a necessity. Sandals resort could be viewed as a destination for a wedding, a honeymoon, an anniversary trip or exciting vacation for a group of friends. Sandals is positioned as a product of value as it is an all-inclusive resort. It is also positioned to offer service, adding all of the amenities of weddings, honeymoons, top of the line restaurants and bars, etc. The packaging, or brochures and ads consist of couples in love having fun and happy. It pictures sunny white beaches with beautiful blue water. Sandals is positioned to entice an individual to come to their resorts for warmth, sun, love, romance, fun, good food and spirits. The features as well as the benefits of Sandals resort are to offer a one stop-shop vacation. Sandals resorts are all-inclusive so a couple can plan the trip easily knowing what can be spent in total for air-fare, hotel, transportation, food and drinks. There are activities which include but are not limited to scuba diving, tours, golf, dancing, spas, etc. Sandals can be a vacation full of relaxation or one of on-the-go fun. It offers love and romance which appeals to many, especially women. Pricing – Chapter 9 Competition for Sandals could be other resorts that may not have as much to offer but may be priced lower. A consumer may also feel what they receive for their money is not as much value as a vacation spot where they could bring their own RV, perhaps, and save on hotel. Or perhaps drive and save on air-fare accommodations. Others may not view the all-inclusive package as much value if they do not consume alcohol. Competition may also be those more geared toward young, single consumers. For example, Daytona Beach is a popular site for young individuals during spring-break.  Therefore, sales may go down for Sandals during these times. External influences for Sandals would be the weather. Hurricanes can devastate and demolish waterfront resorts causing costly rebuilds and months without income. The branding that they are all-inclusive could help. If an individual is looking to take a vacation and spend this amount of money, it could be cheaper in the long run to spend one low price on everything rather than separate prices for everything separately. Other branding such as a place to go for love or romance could hinder single individuals from going, hoping to find someone to connect with. It seems the Sandals resorts are priced in line with what most middle to upper class individuals can afford. If they increase the prices, it would prevent some from being able to vacation at their resorts, bring down sales. Sandals does a great job of serving the needs of its customers. They have best price guarantees, offer five-star trained chefs at their restaurants. They have numerous awards for best all-inclusive resort dating back to 2006. They have a high level of customer satisfaction. References Sandals. (n.d.). Retrieved from http://www.sandals.com/general/awards.cfm

The Giver Vs. Brave New World :: essays research papers

The Giver by Lois Lowry and Brave New World by Aldous Huxley have many similarities. They both take place in futuristic utopias where happiness is the overall goal. Jonas and Bernard, the major characters in the novels, are both restless individuals who want change. Despite the close similarities, there are many contrasts in the two novels. The childhood, family, and professions arrangements are differently portrayed in the similar novels The Giver and Brave New World. The similarities in the two novels are few despite of the similar concept the novels have. Both deal with utopias where everyone is happy. They both have individuals wanting to change the way society operates. Every individual in the novel is genetically engineered and conditioned to like what he or she has and be happy. Emotions and feelings aren’t supposed to exist in either utopia. Though the utopia in Brave New World is more technologically advanced than the one in The Giver, they are both more advanced than today’s technology. Growing up is very different in the two novels. In The Giver, each child grows up in a similar way to the way today. They each grow up in a family unit, go to school with children their age, and play child games like today’s. They grow to live a normal child until they reach the age of twelve, where they begin training for their assigned profession. In Brave New World, the children don’t experience childhood. After they are born in a lab, they are all conditioned what to like and what to hate according to their social placing. The children entertain themselves by playing very complex games that require much equipment and also by sexual recreation. The two novels’ family unit system is very different from each other. The family structure in The Giver is somewhat similar to ours today. The families consist of parents and children but each family unit is limited. A unit is restricted to two adult parents, one male child, and one female child. Brave New World has no family structure. A motto included in the novel states, â€Å"everyone belongs to everyone else†. Every adult lives alone in his or her own apartment with no spouse but with many sexual partners. Professions were assigned in both novels, but in a different manner. When children turned twelve years old in The Giver, they began training for the professions they were assigned.

Harrison Brothers Corporation Kwanghun Cheong Essay

1. Background Harrison Brothers Corporation (HBC) is traditional department store that extends business field from clothing to home furnishing and home items recently to become the leading chain of department stores in the Northeast. Today’s customers are quickly changing needs to have something for both value and specialization. In addition, competitors such as superstores and giant discounters are increasing. CEO of HBC clarified the company’s strategy; that is reposition of offering exciting brand names, excellent sales help, and frequent sales. Furthermore, CEO has been agonizing HR function since he felt the employee quality and performance would be important to get the strategic goal. 2. Problem Definition Main problem of HBC’s HR department is that organization model of HR department does not function as strategic business partner. In the short run, HBC does not keep a well-trained, highly motivated workers and there is a shortage of professional employees all the time. In the long run, the HR department does not contribute to achieving the company’s strategic goal. 3. Cause of Problem (Analysis) 1) Insufficiency of aggressive act to external environmental changes As competitors increase, the HR department has difficulty retaining competent employees. So, they spend most of time doing administrative role such as recruiting and training new employees. Even though sales employees are key to promote business, new employees who are wanting in ability are assigned to sales. â€Å"We get some employees who cannot effectively complete the cash register training. Our training tries to expose them to selling techniques and how to properly interact with customer† 2) Organization model of HR department which does not align with strategy Though the company is traditionally highly decentralized, HR functions are extremely centralized. So, there is a gap between the HR department and the other sales departments, and the HR department eventually cannot consider the business oriented strategy. Also, as independent HR department, there are 3 staffs except a trainer and a payroll clerk. So, they cannot deal with extension of  business because of increasing administrative job. 3) HR manager’s lack of strategic awareness Although HBC ask the HR manager to become a business partner, she focuses on internal issues such as amendment of HR process and managing HR team. Ex) As the results of questionnaire completed by HR (Exhibit 1.4), the HR manager focuses on staffing and performance management, while store managers ask HR to focus on knowledge of business and managing change additionally. 4) Others Short term result principal makes difficulty training to sense customers’ sensitive changes. HR department has been recognized cost center. 4. Alternative Solutions 1) Restructuring HR policies which is suitable for strategy HBC should Induce professional employees’ long service through amendment of Compensation system AS WAS  TO BE Compensation system . Monthly term incentive . Minimum base pay . Long term incentive . Raise base pay Long term incentive : paying incentive to employees after 2 or 3 years in the light of personal and company performance. (Effects : inducing employees of ability, retaining them) To stabilization of livelihood, base pay should be raised below budget. For the early maturity of newly market entry, HBC should prepare for system of reaction to changes such as holding regularly market trend seminars. 2) Establishing strategic suitable HR model HR’s administrative role should be empowered to sales managers and HR department just should take a role of professional group and advice to sales managers. So, sales managers should be responsible for man-power management such as evaluation, recruiting, and termination. On the other hand, HR department focuses on consulting sales organizations to become a value-adding strategic partner. Additionally, it also concentrates on structuring organization culture and managing sensitive changes. HR should have pay policy role, but valueless payroll function should be outsourced because payroll function is simple and repetitive if policy is definite. In addition, where new employee can learn selling techniques well is sales departments. So, the role should be decentralized to the sales departments. When all the HR’s role and functions are newly defined, sales and operation managers should get involved to all the organization become more strategic. AS WAS  TO BE HR Organization chart . HR manager . HR assistant 2 . Trainer . Payroll clerk (5 employees) . HR manager . HR assistant 2 (3 employees) HR’s function . Recruiting & Interviewing . Structuring & Operating HR policy . Training new employees . Payroll (McCain’s view) . Structuring HR policy . Consulting . Structuring organization Culture . Managing changes Sale’s function . Sales . Sales . Operating HR policy . Training new employees 3) HR manager Replacement Brenda should be forward deployed to sales department to systematically train as the future HR manager successor who fully understand management and whole organization. HBC should assign the new HR manager who perfectly understands business and strategy from either external HR expertise or one of the sales manager. The current superficial problem is shortage of professional employees and the root problem is that HR organization model is not align with strategy. To  solve the superficial problem HBC should push forward restructuring HR policies. Unless this problem is solved, it is meaningless to say the future of the company. Also, to solve root problem, HR organization model should be made a radical reform. When HR supports the company’s strategy, the company can be developed in one direction. On the other hand, HR manager replacement is extreme action and it could make whole organization increase tension. So, this action should be acted as a last resort.

Looking At The Customer Service Of Ryanair - 1663 Words

1. An overview of Ryanair In this essay, I will also be looking at the customer service of Ryanair. Ryanair is a low budget ‘no frills’ airline which offer domestic, inbound and outbound flights out of their hub which is Stansted. Ryanair have their headquarters in Swords, Ireland. First founded in 1985 by the Ryan family, with a share capital of just  £1.00. They offered a 15 seated aircraft during the summer months from Waterford, which is in the southeast of Ireland to London Gatwick. In 2013 Ryanair saw 81,668,285 passengers, with over 300 aircraft in their fleet but with the added 180 aircraft ordered in 2013 they hope to see their fleet over 400 by the end of 2014, then a further increase to 500 by 2019. They currently fly to 183†¦show more content†¦The needs though would be the same for many travellers. Needs such as helpful check-in staff. Lots of check-in desks to reduce queuing times, though Ryanair unfortunately don’t offer this compared to an airline such as British Airways, easy boarding, comfortable seats/comfortable flight. One of Ryanairs’ is that they get you from A to B. Thus a lot of the features of their aircraft are very basic. For example there are no seatback pockets, so that passengers are able to put newspapers and other possessions. In the past business travellers would have not chosen to fly with Ryanair, as the company was not seen to fly these types of passengers. One of Ryanairs’ competitors, EasyJet are now including business class travel on selected flights. Therefore Ryanair are changing their business strategy if you like, and they have decided to include this too. They offer flexibility change seats, they offer 20kg of baggage, fast track through airport security, priority boarding, choose your seat and free airport check-in. For people who require mobility, Ryanair offers a whole range of mobility assistance. This includes passengers who require either wheelchairs or electronic buggies, also on their website they offer assistance to those who are either visually impaired or blind. Therefore Ryanair do offer a whole range of needs for many different types of passengers, and in the previous paragraph, the company is adapting to increase their customer service skills and