The Hogan Personality Inventory Commerce Essay

The Hogan Personality Inventory Commerce Essay The Hogan Personality Inventory is a personality test which is a measure of normal personality and is used to predict job performance (http://www.hoganassessments.com/hogan-personality-inventory). This tool has many uses and is used by both organisations and individuals. The HPI was specifically designed to aid business and commercial use and can be used throughout the recruitment process and to identify areas of a person which could be developed. The HPI was the first personality inventory to be based on the Five-Factor Models; openness, conscientiousness, extraversion, agreeableness and neuroticism. These factors are generally accepted by psychologists as the distinct personality factors (http://www.advancedpeoplestrategies.co.uk/Hogan-Personality-Inventory-HPI.asp), although other models have been identified. These five personality traits were defined by Costa and McCrae in 1992 and they are used for understanding the relationship between personality and the behaviours of people. The HPI uses the seven primary scales to help assess personality. The HPI analyses these scales which are believed to influence managerial performance. The seven primary scales are: Adjustment. This is necessary for managers to be able to react well under pressure, remain calm in tense situations and not take problems or criticism to heart. Ambition. Managers also need to display this as this shows how decisive a person is and how they would cope with taking the lead. Managers with high ambition scores know how to communicate effectively as well as encouraging team work and leading teams well. Sociability. This reflects a managers ability to communicate with their staff, how warm, outgoing and talkative they are. Likeability. A managers ability to charm and use their communication and interpersonal skills to talk to clients and their staff. This will improve a managers skill at building teams and maintaining trust between colleagues. Prudence. Managers need to display this attribute to be dependable, conscientious and hard working. This means the leader will be loyal to their company and will treat their team members fairly. Inquisitive. This is necessary for managers to be practical and imaginative while thinking strategically about the businesses plans and goals in the long term. Learning Approach. This includes a managers desire to learn and their aptitude in their training and their school work. It can be shown that School Success is steadily and moderately correlated with measures of cognitive ability (http://www.drbobhurley.com/pdf/HPIManual.pdf). The HPI originates from a man called Robert Hogan and is sold by his company Hogan Assessments. Robert Hogan is a well known expert and international authority in psychology. According to his own website he is widely credited with demonstrating how personality factors influence organisational effectiveness in a variety of areas (http://www.hoganassessments.com/executive-team). He has a Ph.D from the University of California and is a fellow of many different universities. Robert Hogan has quoted that between 50-75% of managers are bad managers and this is due to the fact that they can interview well based on technical knowledge but they have bad leadership skills. Therefore he believes his personality test can help to differentiate the good leaders from the good interviewees. Figure 1 shows an example output report generated by the HPI. According to the Hogan Personality Inventory Brochure the reports give the following information; how a candidate may react in various circumstances, the characteristics of participants and summarises the recommendation for job fit and potential hiring (http://www.hoganassessments.com/sites/default/files/assessments/pdf/HPI_Brochure.pdf). The graph in figure 1 shows how the person taking the test scores on each of the seven scales and shows whether the score is in the high, low or average percentile. Figure 1: An example HPI output report http://www.linkageinc.com/pdfs/Assessments/LFR_Potential.pdf%20HPI.pdf The report goes on to explain each of the scales in more detail, giving examples of characteristics of leaders with similar scores. For example in this sample report the person has a score of 72 for adjustment which is in the high percentile meaning this person can handle pressure well, not take criticism personally, expect to succed, be hard to coach and may overlook their mistakes. The report gives some of the implications of this type of leadership and for this example it is: compared to other leaders, your scores suggest that you usually maintain a positive attitude, stay in a good mood, remain patient with staff errors and mistakes, and persist in the face of challenges, frustration, and reversals. On the other hand, you may not realize when others are stressed, and may be reluctant to listen to negative feedback. (http://www.linkageinc.com/pdfs/Assessments/LFR_Potential.pdf%20HPI.pdf). There are 4 report formats which can be generated from the HPI. These are: a data report does not interpret the data in any way, career builder which gives the applicants strengths and weaknesses as well as improvement tips, management builder which gives suggestions on how the individual may be managed and the leadership forecast challenge report which analyses how an individuals scores are likely to affect their work and their leadership style (http://www.pantesting.com/pro ducts/Hogan/HPI.asp#). The HPI test consists of 206 true and false questions and one of the main features which the HPI boasts is that its questions are non-intrusive or invasive (http://www.hoganassessments.com/sites/default/files/assessments/pdf/HPI_Brochure.pdf). The HPI was created along the lines of the socio-analytic theory. The test therefore assumes that getting along with and getting ahead of others become the dominant themes in social life (http://www.psychpress.com.au/psychometric/talent-psychometric-testing.asp?hogan-HPI) Uses of the Hogan Personality Inventory Personnel Selection Finding the right person for the job Organisations are beginning to recognise the importance of finding a person who fits with their values, ideals and ways of working. Organisations are able to identify what skills a person has by looking at their qualifications and past experience but personality tests such as the HPI are able to help identify whether an applicant has the right personality to suit their organisation. Individual Assessment Individuals may use the HPI to help decide whether they are suited to a specific occupation or to decide whether they should consider further education (http://www.workreview.co.uk/whatis/whatisthehpi.asp). It can also be used to assess personal strengths and weaknesses determine the best method to develop careers by focusing on which skills need to be developed. Management Development Management could use the HPI to assess where their staffs skills could be developed to create a better and more productive work force. It can also be used to place people in teams, perhaps with one person more suited to leadership and the others with complimentary skill sets. Strengths of Using Personality Tests Personality tests are becoming more popular for selecting good employees. Rodney Warrenfeltz of Hogan Assessment Centres said hiring practices are commonly neglected as a key aspect of professional facility maintenance. Many now believe that the selection of the right employees is of key importance and the personality test industry is now worth $400 million-a-year as employers have begun to realise the value of good employees and costs of bad employees, one company estimated the cost of one bad employee as being an astounding $2.5M (http://www.csi-executivesearch.com/executive-search/cost-of-a-bad-hire.html). Personality tests can also withstand legal challenges meaning organisations can use this method to reject people without the risk of being sued for discrimination. Weaknesses of Using Personality Tests The validity and reliability of personality tests is often called into disrepute and some job seekers complain that having their whole personality judged on a couple of questions, does not show potential employers the scope of their whole personality. Personality tests are very costly to run and if the validity is dubious then organisations need to consider whether the results are worth the expense. A flaw affecting the validity of personality test results is that respondents may alter their answers to reflect what they believe the company is looking for. For example if a company an employee is applying for a job at has a reputation for having an autocratic leadership style then the applicant may alter their answers to a personality test to say they follow instructions well even if they dont. This would make the results of the test inaccurate and may end in the wrong employee being accepted. Detection of such inaccuracies is difficult as there is no way for an applicant to explain the reasoning behind their answers meaning that the organisation will not get the full picture of an employee. Strengths of the HPI The Hogan Personality Inventory is a popular test used by recruiters and in 1980, the HPI was the first instrument designed to measure personality and predict resulting behaviours in the workplace. A strength of the HPI is that it predicts the reputation and the opinions others have of a persons leadership style, not what the applicant thinks of their own management style. The HPI is very practical and according to the Hogan Assessment website the tests have a relatively short 15-20 minute completion time (http://www.hoganassessments.com/sites/default/files/assessments/pdf/HPI_Brochure.pdf). Other practical advantages include its online platform making it cost and time effective. The multiple choice format enables automated marking, making human interaction minimal. The test is available in a number of languages so the same test can be completed world-wide. This helps multi-national companies as applicants can be tested using the same platform increasing the validity of results as applicants can complete the test in their native tongue. The HPI is based on the Five-Factor Model. According to Costa and McCraes Theory when an individual is scored on these factors they will produce a complete picture of that persons personality (http://www.healthguidance.org/entry/13139/1/What-Is-the-Five-Factor-Model-of-Personality.html). Extensive research has been carried out on these factors and statistical evidence demonstrates that the Five Factor Model is high in validity and useful as a predictive tool (http://www.healthguidance.org/entry/13139/1/What-Is-the-Five-Factor-Model-of-Personality.html). The HPI has been based on over 500000 working adults, this is a fairly large base for the inventory to be normed on making the results more valid as these people have been tested from over 200 of the main industries. The validity of the tests is further proved with retest reliabilities ranging from .74 to .86. HPI archives have been kept since 1970 and it continues to be ones of the most widely accepted and used inventories for resear ch on personality (http://www.psychpress.com.au/psychometric/talent-psychometric-testing.asp?hogan-HPI). Weaknesses of the HPI The Hogan Personality Inventory is based on a series of true and false questions which doesnt allow people any allowance for expressing other opinions. In other words the answers that the people give when they are taking the test are very constricted. This means that the potential employees are unable to express their true feelings or explain their answers. As the Hogan Personality Inventory is validated on over 200 industries it could be argued that this is a key weakness of these personality tests. These assessments were designed to be general, apply to a wide range of situations (most were not specifically created for workplace application), and are not amenable to customisation. This approach means that the tests are to general to create a valid overview of a persons leadership capability for a specific role. Such measures employ a one size fits all approach, which (similar to clothing) does not provide a very good fit in most cases (http://www.evancarmichael.com/Sales/3147/Trouble-with-Personality-Tests.html) Another weakness of the Hogan Personality Inventory is that it is based on the Five Factor Model which has been reviewed as not explaining the whole of the human personality. Some argue that models such as the Cattells 16 Personality Factors (1946)Â  are more reflective of the humans personality as they take into account more aspects of a persons personality. These extra traits could involve religion, political views and other environmental factors. It could be argued that the Five Factor Model only provides a snapshot of a persons personality not a full picture (http://www.healthguidance.org/entry/13139/1/What-Is-the-Five-Factor-Model-of-Personality.html). Findings and Conclusions When researching the Hogan Personality Inventory it is very important to remember that it is a commercial entity and a lot of articles which I have read have been very biased and aimed at making the reader buy the product. Following on from this, there is very little literature outlining the weaknesses of the HPI, although there is a fair amount about the disadvantages of personality tests based on the Five Factor Model. Table 1 shows the British Psychological Societys review into the major psychometric tests, comparing them on their main ratings and their cost information. From this table the HPI scores highest against the other tests with a score of 19 while the only other test to come close to this is the Personality Inventory which scored 17 stars. Tech Overall quality of technical information, Valid Validity, Rely Reliability, Norms Normative Information, Cover Overall clarity and coverage of content. Table 1: The British Psychological Society (BPS) Review of Personality Instruments 2nd Edition Personality tests can have huge benefits for both organisations and the individuals. It can help management with employee selection and employee development and they can help individuals to identify areas of themselves which need improving. The practical nature of these tests can help to weed out unsuitable candidates quickly and easily and it is also a form of selection which can stand up in court. The HPI itself is a well known and trusted brand of test, due to the model which it is based on and the amount of working adults it is normed on. On the other hand, many individuals disagree with the use of personality tests in the selection process. The lack of ability to express reasoning behind answers means that many applicants feel constrained when answering the tests and many people are prone to faking their answers although Robert Hogan believes he has solved this problem with the HPI as he states that the data are quite clear-even when motivated to fake, peoples scores on the HPI dont change. (http://www.hoganassessments.com/blog/robert-hogan-phd/how-faking-impacts-personality-assessment-results). Instead he claims that instead of faking, people are engaging in a form of impression management and these results are more valid given the fact that they are gauging a persons reputation as a manager not their opinions of their own leadership styles. After evaluating the strengths and weaknesses of people using personality tests I can see organisations continuing to use them for the foreseeable future, especially as unemployment continues to rise and the ratio of people applying to the number of roles increases. It is a quick way to reject potentially unsuitable people and reduce an applications list easily. I would also conclude that the Hogan Personality Inventory is a valid test to use especially when used in conjunction with the other Hogan Assessments.

The Role of Activist Agences in Shaping the course of Women’s History

There is no doubt that activists and activist agencies have played a role in shaping the history of women, and a large amount of the historiography of women's history has given excessive attention to the role of activists. Popular history tends to take a Rankeian view of events, focussing instead on the role of the individual, rather than the deeper underlying social, political and economic causes of history. The traditional Liberal view of the struggle to obtain the franchise is that the suffragettes, via their militant tactics and under the leadership of the Pankhursts ensured that women were granted the vote, and that this solved all the injustices between the sexes. This simplistic view of events however ignores the wider changes that were taking place in the economy and society, as well as placing a larger emphasis on certain activists, rather than looking at the broader picture. The militant activities of the suffragettes were never sufficient enough to frighten the government or the wider public into extending the franchise to women, their acts of violence towards property were often small scale and petty. It also ignores the role of the suffragists led by Millicent Fawcett, who were far more significant in obtaining the vote for women, for they were the ones who reasoned rather than fought with men and showed that women could deal with political matters. Activists continued to use similar tactics in the 1970s to demand changes in the law, such as free nursery places (as removed from local councils responsibilities under the 1980 Education Act) and better maternity benefits. The real changes came about however, not due to the prominent high profile activists, but to the grass roots campaign where women won seats on town and city councils. Historians can often look for the big story to write about, sometimes however the big story is made up of lots of little ones. Women's position in the economy changed prior to the war as well. Industrialisation brought about the end of small scale family run workshops and there has been a transition to large workshops. The sexual division of labour in mills and factories was seen as a natural occurrence and women did not object to being paid less and exploited more than male workers. Trade unions did not favour equal roles in industry for women out of the fear that it would take men's jobs from them. The benefits in industry that women gained during WWI were temporary, and as soon as men returned from the war women were forced back out of their jobs. One view of the effects of WWI is that giving the vote to women was a reward for their hard work during the war, in the munitions and armaments factories. At the same period as activists had allegedly gained a better position for women via the vote, laws such as the Restoration of Pre-war Practices Act (1919) which enacted the agreements between the government and trade unions that women's war work was only temporary. Various activist agencies organised resistance to this, however they proved futile. The changing role of women economically in the latter part of the c20 was not due to activists but due to the wider structural changes the war effected on the country by World War 2. Following the Second World War the changing nature of commerce in the UK made it uneconomical to prevent women from working and by 1947 there were more women workers than in 1939 (Bruley). The deindustrialisation of the UK between 1979-1990 saw a large increase in the numbers of women in employment. Margaret Thatcher's economic reforms created huge unemployment, although when employment levels started to recede, women were back into employment quicker than men. This was due to skilled secondary industry jobs being replaced with low skilled tertiary jobs which could get away with paying women less and reducing employees rights due to the reforms Thatcher introduced. In 1990 60% of low paid full time workers were women and Carole Buswell found that in the same year large proportions of women were earning less than the EU recommended minimum wage in tertiary industries, even in jobs such as banking and insurance 40% of the workers fitted this category. This is because even in well paid jobs, such as banking and insuarance, women were restricted from progressing high up the career ladder by having to take maternity leave to bring up children, if they were even considered for promotion in the first place as many of these companies were strongly male dominated. The Women's self image has changed a great deal since the beginning of the c20, when women saw themselves primarily as mothers and wives, though in working class environments this attitude persisted for a lot longer than in wealthier and better educated social groups. Sue Sharpe found in her 1976 book â€Å"Just like a girl† that working class girls in Ealing in the 70's still expected to marry a husband who would take care of them financially and that they would be responsible for childrearing. Women's level of deference has decreased greatly from the beginning of the century when they were almost voiceless, to the present day where girls have become at least as vocal as men, if not more. Deep running social trends such as this cannot be changed over night by activists and this lack of change in the working classes could be interpreted as evidence that women's liberation movements have largely been for and by the white middle classes Many women in the 1970s though who had started to redefine their own roles started to live in new ways, such as communally with other women. A large amount of feminist activists adopted Marxist ideology and blamed the oppression of women on the capitalist exploitation of women as a labour force as well as for the unpaid labour they do domestically. In the 1980s, with its ethos of the individual, women started to appear slowly in positions of power, however their high profile was due to their unusualness. However many women were shocked and against this attitude and the 80s saw many women reject the materialist society and take up campaigns against issues like nuclear disarmament such as the women at Greenham Common. Activists continued to play a role through the 70's and 80s although as in previous times they were often the central figureheads of larger movements based on mass upheavals. As the UK became an increasingly egalitarian society into the 1960s due to the increasing levels of education and the secularisation of society, women started to realise that the restrictions on career options were chiefly the traditional roles of women and a lack of education. Large amounts of feminists were students and so they had the opportunities to study the past and see the oppression that women had faced and also how little women appeared in history. The Crowther Report (1959) released middle class grammar school girls from the â€Å"domestic† curriculum, opening the door to many more job opportunities. However women were still restricted in the workplace by having to be responsible for rearing children as well as attempting to have a career. Viola Klien argued in â€Å"Women's two roles† (1956) that modern societies were unable to afford to not have women working, this capitalised on fears that the UK would fall economically behind the USSR where nearly all women worked. Although activists led the women's liberation movement and campaigned against articles such as Miss World and unequal pay, mainly the reforms came from elsewhere. Equal pay was finally made a reality when the Fawcett Society (a group of feminists) took the government to the EU court to enforce the Equal Value Amendment. How much has changed for women in the last 100 years is debateable. Certainly there have been many legal improvements and women are no longer the second class citizens they were at the beginning of the century. However according to some feminists, women are still oppressed by society as whole, being expected to take care of children and do housework as well as to have a job. Opponents to this argue that women are the natural carers of children and that there are no real obstacles in the way for women to have both a job and family if the women works hard enough and balances her time. This group of opponents is not exclusively male. Both Thatcher and Queen Victoria were against women's rights, Thatcher's attitude being that â€Å"well I made it so why can't they? † and latter believing in the traditional division of the sexes based upon religion and tradition. Men still continue to run the top jobs, with Angela Coyle finding in 1988 that at the very top of companies women made up only 5%. Until 1997 the maximum proportion of women MPs had been approximately 10%. This number was only increased in the 1997 election when Tony Blair supported positive discrimination by adopting an â€Å"Emily's List† policy. This meant that in safe seats women be put forward as candidates, the result was >100 women MPs, however this policy was later declared illegal. As women are still expected to take care of children, maternity leave and career breaks for the bringing up of children harm their promotion prospects, resulting in a â€Å"glass ceiling† that often needs the sacrifice of family life in order to break through. Although women appeared to become visible in the media, this is often because the ones who did make it to the top were so unusual that they were worthy of media interest. Solutions to the problem are hard, some feminists argue that the only way the position of women will change is if men think differently too, however this is idealistic to say the least. Bruley reaches the conclusion that women are still disadvantaged because although women now have the franchise and careers, they still have to bear the brunt of childbearing, caring and networking.

As Of Now There Is No Federal Statute That Is Against...

As of now there is no federal statute that is against cyberbullying (Strictkland, 2010). In 2009, there was a bill that was introduced to be an add on to the Megan Meier Cyberbullying Prevention Act. The bill states that it would be within violation of the law if an individual were to transmit in interstate or foreign commerce any communication, with the intent to coerce, intimidate, harass, or cause substantial emotional distress to a person, using electronic means to support severe, repeated, and hostile behavior (Strickland, 2010). A countrywide law would be the most logical step right now. As more and more suicides occur states are incorporating cyberbullying laws to their existing legislations. The Megan Meier Cyberbullying Prevention†¦show more content†¦However, there are some similarities as to why an individual would bully someone else online. Few of the reasons may include power, entertainment or control (Child Refuge, 2011). Conclusion can be made just from these reasons. Life as a teenager in high school can be very challenging. The bar is set high for these students because of high expectations from them or their parents. When children are bored, or lack the attention from their parents they seek entertainment which makes them more likely to become cyberbullies (Child Refuge, 2011). These individuals acquire control and power through humiliating their victims by harassing them or even putting fear to these helpless people through threats (Child Refuge, 2011). For those victims who were bullied, now realize it’s their time to shine and take the roll of being the bully. By giving these victims the power to bully others, gives them the sense of relief getting revenge on those who tormented them (Child Refuge, 2011). Even though there are several reasons why teens turn to cyberbullying, there are also stereotypes that follow. 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Adolescence and Juvenile Delinquency Essay - 1644 Words

I couldnt begin to cover all the possible reasons that may cause an adolescent to become a juvenile delinquent. During my research, I found that the term juvenile delinquency is defined a number of ways. Mosbys Medical Nursing, and Allied Health Dictionary summed up juvenile delinquency best with this definition; resistant antisocial, illegal, or criminal behavior by children or adolescents to the degree that it cannot be controlled or corrected by the parents, endangers others in the community, and becomes the concern of a law enforcement agency(1994). I found that most theories about what causes delinquency in children and adolescents originate with families and parenting. Many statistics and studies have been†¦show more content†¦These advocates sort of differentiate between good and bad violence on TV. One example is the popular television show Law and Order, which is divided into two sections. In each episode is the depiction of a crime, followed by a trial of the accused. Probably the most controversial focus of juvenile delinquency causation can be attributed to the breakdown of families, giving rise to a large number of single parent households. According to Robert L. Maginnis, a link does exist between single parent families, juvenile delinquency and crime. Children from single-parent families, he argues, are more likely to have behavior problems because they tend to lack economic security and adequate time with parents (Maginnis, 1994). Children from single-parent families are two to three times more likely to have emotional and behavioral problems than are children in two parent families (Bender, Leone, 1997 p.64). This report goes on to say these children are more likely to drop out of school, to get pregnant as teenagers, to abuse drugs, and to be in trouble with the law. 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Juvenile delinquency includes committing crimes and participation in other forms of illegal activities. Across the world, the existing legal systems have different sets of punishments and penalties for juvenile delinquency versus being tried as an adult. (Loeber, 1990) In many countries, the age when individuals are no longer classified as juveniles as may be tried for crimes as adultsRead MoreReducing The Rate Of Reoccurring Offenses For Juvenile Offenders731 Words   |  3 Pagesrate of reoccurring offenses for juvenile offenders is directly related to understanding the factors that increase the recidivism rates for this age group: the origins of the offenders, the behavior problems and causes, the adjudication process, and the type of offense committed. Aalsma, M., White, L., Lau, K., Perkins, A., Monahan, P., Grisso, T. (2015). 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Children who are rejected by their parents, who grow up in homes with considerable conflict, or who are inadequately supervised are at the greatest risk of becoming delinquent. Literature reviews, focused on the relationship between child abuse and juvenile delinquency, indicate that juvenile delinquents are often products

Traumatic Brain Injuries And The Development Of...

Abstract The frequency at which new psychiatric disorder ensue traumatic brain injuries is too common to be disregarded. The brain in and of itself is the most baffling element of human body and research into the correlation between traumatic brain injuries and the development of psychiatric disorders will be imperative in order to provided proper and accurate treatment to patients. Moreover, understanding the correlation between traumatic brain injuries and the development of psychiatric disorders may perhaps offer a substantially greater understanding of not only the brain but of the manifestations and treatments of traumatic brain injuries and psychiatric disorders themselves. A traumatic brain injury, often referred to as TBI, occurs when an acute, intense amount of force from outside the cranium causes a traumatic injury to the brain. Traumatic brain injuries pose potentially unlimited post-trauma hurdles and impediments to both the patient and their family. One of the more difficult potential impediments to be faced in the wake of a traumatic brain injury is the development of a new psychiatric disorder. In fact, the prevalence of psychiatric disorders is three times more likely in patients who have suffered a traumatic brain injury than those who have not (Garcia, 2001, Para 2). There have been numerous studies into the correlation between traumatic brain injuries and the development of new psychiatric disorders; however, the link between the two is stillShow MoreRelatedPost Traumatic Brain Injuries After War1263 Words   |  6 Pages Traumatic Brain Injuries After War Post Traumatic Brain Disorder (PTBD) and Mild Traumatic Brian Injury (m-TBI) Idelys Maldonado Valencia Community College – Lake Nona Campus Research Paper Assignment for Psychology Class Professor J. 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Dot-com Bubble and Fastest-growing Camera Company Free Essays

Ever since his days at the University of California at San Diego in the late 1990s, Nicholas Woodman wanted a way for him and his surfing buddies to capture their exploits without having to take turns sitting on shore with a camera and telephoto lens. â€Å"No surfer wants to be the photographer, especially when the waves are good,† he says. Woodman, 36, eventually decided to solve the problem and founded GoPro in 2002. We will write a custom essay sample on Dot-com Bubble and Fastest-growing Camera Company or any similar topic only for you Order Now GoPro makes a small, durable, lightweight (just 3. 3 ounces) camcorder and special mounts to attach the device to surfboards, helmets, ski poles, car hoods, or pretty much anything else. It’s become a phenomenon in the world of extreme sports, with back-country snowboarders, kayakers, scuba divers, and others using it to document their feats. Woodman’s company has sold hundreds of thousands of them through sports shops and is only now reaching beyond its X Game base with national TV ads and a distribution deal with Best Buy (BBY). â€Å"It’s a very cool story,† says Christopher Chute, an analyst with IDC. â€Å"GoPro may well be the world’s fastest-growing camera company. † The stepson of Irwin Federman, a chip industry pioneer and successful venture capitalist, Woodman started an Internet marketing firm after college, but it didn’t survive the dot-com bust. He decompressed with a five-month surfing trip to Indonesia and Australia, where he began testing prototypes of a wrist-mounted camera. Once he got the design right, he borrowed and raised $30,000—in part by selling Indonesian bead-and-shell necklaces from the back of hisVolkswagen bus—and hired some buddies to cold-call surf shops and ask them to stock GoPro’s Hero line of cameras. Corporate giants such as Samsung have worked on wearable camcorders for years, but GoPro’s devices, which cost $180 to $300, stand out for image and sound quality, ease of use, and ruggedness. They’re waterproof to 180 feet and drop-proof from 3,000 feet. (One was dropped from that height by a skydiver, who still uses it. ) A skier can attach one to his helmet to record what he sees and another to the tip of his ski to film himself. The cameras are also becoming a staple on TV, where they have been used to help film dozens of reality shows, including Deadliest Catch and Whale Wars. George Lucas is using them to shoot part of his next film, Red Tails. Woodman, who says GoPro is profitable enough to go public, wants to expand beyond hardware into media. One idea is for a cable show featuring extreme sports videos shot by GoPro users. The push into content is one reason Steamboat Ventures, the venture capital arm of Walt Disney (DIS), recently invested in GoPro. Says Beau Laskey, managing director of the fund: â€Å"There’s the potential for this to be much more than a camera company. † How to cite Dot-com Bubble and Fastest-growing Camera Company, Essay examples

Operational Plan for Productivity and Performance- myassignmenthelp

Question: Discuss about theOperational Plan for Productivity and Performance. Answer: SWOT Analysis on the proposal Strengths Increasing trend of MAMILS In favor of the environment New opportunity for those dealing with midlife crisis Weakness Lack of experience in the particular domain The MAMIL may be unable to drop off or pick up the gear. Opportunity Since it is in favor of the environment and an eco-friendly business idea, it can get tax benefits and subsidies for the government. Threats Presence of other competitors who provide a similar service Niche market Analysis of SWOT After the SWOT analysis, it can be observed that the MAMILS who are a group of middle-aged men who ride expensive bicycles and tend to deal in this manner with midlife crises. This is a growing trend in certain countries and if harnessed properly can become a good opportunity. Since, the business idea is environmental friendly and promotes the use of bicycles instead of the cars; this idea can bag various subsidies from the government (Mrcio Tavares Thom et al. 2015). However, the market is a small one at present catering to a small section of the society and these groups have already formed clubs to continue their hobby, they might not take part in the business. No business survives without risks, here the risk being the risk of competition and a niche market. Therefore, the idea can be said to be a `Go`. Name of the Business The business caters to MAMILS and their hobby of riding a bicycle to overcome midlife crises, therefore, the name of the business can be `` RIDE TO A CAREFREE LIFE(RACL)``. Mission Statement A mission statement can be defined as a brief statement that states the firms purpose and elaborates on the scope of business stating the kind of service or product the company provides the market and target audience and its region of operation. The mission statement of RACL is as follows: We provide the best experience for the best people. The Vision Statement The vision statement can be described as a statement, which provides the long-term goal of the organization in other words where it sees itself in the next few years (Tuomikangas and Kaipia 2014). Vision statement of the company: To become the largest franchise group offering high experience to consumers and employees alike. Value statement A value statement can be described as a declaration statement that tends to inform the staff of the company as well as it customer about the firm`s top priorities and the core values and beliefs of the firm (Thom 2012). This statement is used to connect with the tarot market and remind the employees about its priorities and goals o the firm. Value statement of RACL RACL operates by Integrity, Customer Service, Quality and Innovation. The firm will consist of Firm head followed by a managing director. This firm head will look after the various departments named Marketing, Finance, Service and Maintenance, Human Resource and Event Management (Hair Jr and Lukas 2014).(Refer to Appendix, Figure 1) Management Plan for the marketing Department The management plan of the marketing department is as follows: Under the marketing head, The brand will be defined. A campaign management for marketing initiatives will be conducted Promotional and marketing materials will be arranged. The social media page on twitter and face book will be managed by a team of two. Conducting customer and market research will be done by a team of four. Looking after the vendors and agencies. These agencies are the ones that produce the marketing materials for the market support like ad agency, print vendors, PR agencies and web providers (Czinkota and Ronkainen 2013). Key Result Areas for the Marketing department: Brand and communications Building the brand and provide insights on clients and give feedbacks to the support group (Perreault Jr Cannon and McCarthy 2013). Marketing and Communications campaign-Responsible for implementation of communications and marketing programs and effective development of the same for the customers. Operational Plan Brand and communications Strategies Timeframe Persona Responsible Budget Other Resource Effect regular communication with the members and potential members Quarterly basis Jan, April and July Xyz Photocopy consumable Photocopy Machine Advertising major events Through print and broadcast media Advertisements in newspapers once every month XYZ 2 Advertisement $1500 Marketing and Communications Campaign Strategy Timeframe Person Responsible Budget Additional Resources Conduct social events appealing to the target audience Conducted every month XYZ3 2000$ Temporary staff Conducting visit to men`s club Two visits per month XYZ 4 Salary $20000 Trailer $ 1000 Purchase of trailer Key additional resources required: The key resources required are Temporary staff, trailer and the Photocopy Machine. Strategy to obtain these resources: The strategies to achieve these resources include: Formation of a report and submitting it to the Managing Director Forming a budget to identify the money required to obtain the resources (Hollensen 2015). The report shall include the predicted results from the application of those resources to the activities. Key milestones for implementation of Organizational Plan 8 club visits to be conducted Five newspaper advertisements printed. 100 newsletters sent 2 social events conducted Checklist to monitor the Organizational Plan Activity Indicators Information Sources Person(s) Responsible Cost Completion Schedule Monitoring Processes Are program support/follow-up mechanisms in place? Are program reporting mechanisms in place? Are resources in place Staff hiring/training Budget allocations and access Communication/IT Data management Outside agency(ies) contracted Monitoring Implementation of Activities [Meetings, Social events, Mass communication] Did the tasks/activities take places on schedule at the planned frequency? Were the deliverable benchmarks met? Were the deliverables distributed to the relevant recipients? Were broadcasts made according to schedule? Were activities within budget? Monitoring Program Coverage Are planned numbers of the participant groups being reached over time? Monitoring Quality Was the content/quality of the deliverables acceptable? Are the messages appropriate for each participant group? The features to effectively monitor and review the implementation of the Operational Plan The features that will be effectively monitored are: The social events that will be taking place- Their success, management and customer response The club visits- Whether the enrollment increases with every visitor it remains the same. Newsletter responses-Whether the newsletters sent to the customers initiate response (Wilson et al. 2012). Once these features are monitored, the success of the implementation of the Operation Plan can be reviewed. References Czinkota, M.R. and Ronkainen, I.A., 2013.International marketing. Cengage Learning. Hair Jr, J.F. and Lukas, B., 2014.Marketing research(Vol. 2). McGraw-Hill Education Australia. Hollensen, S., 2015.Marketing management: A relationship approach. Pearson Education. Mrcio Tavares Thom, A., Felipe Scavarda, L., Suclla Fernandez, N. and Jos Scavarda, A., 2012. Sales and operations planning and the firm performance.International Journal of Productivity and Performance Management,61(4), pp.359-381. Perreault Jr, W., Cannon, J. and McCarthy, E.J., 2013.Basic marketing. McGraw-Hill Higher Education. Thom, A.M.T., Scavarda, L.F., Fernandez, N.S. and Scavarda, A.J., 2012. Sales and operations planning: A research synthesis.International Journal of Production Economics,138(1), pp.1-13. Tuomikangas, N. and Kaipia, R., 2014. A coordination framework for sales and operations planning (SOP): Synthesis from the literature.International Journal of Production Economics,154, pp.243-262. Wilson, A., Zeithaml, V.A., Bitner, M.J. and Gremler, D.D., 2012.Services marketing: Integrating customer focus across the firm. McGraw Hill.