Nike Analysis Essay - 1774 Words

Since being founded in 1962, Nike has grown from a small fledgling shoe retailer into a world-wide corporate giant. During its first year, sales for Nike were $8000, but as of November 30th, annual sales for Nike were over 12 billion dollars. (hoover) Although Nike already dominates the sporting world, there are many opportunities for growth. According to our research, key strategic challenges facing Nike are increased competition from Adidas with their technological shoe, the Adidas One, and a potentially fatal inability to enter a new growth market such as the extreme sports market. Our recommendations to help Nike confront these challenges consist of developing a product to remain competitive with Adidas, and also an aggressive move†¦show more content†¦The Nike shoe will include a processor chip that is sold separately. By using existing research and development personnel, Nike will not only show its loyalty to employees, but its superior technological capabilities. Inst ead of purchasing a new shoe at 250 dollars, customers can purchase a replacement pair for 75 dollars and move the chip to the new pair of shoes. Although the initial cost to the consumer will be slightly higher, we see the long run cost benefit to consumers being high enough to draw away a majority of the competition ¡Ã‚ ¯s market share. In order to create this shoe, Nike must implement the following actions. To begin with, funding to research and development must be increased to ensure that the technology employed in the chips and shoes will exceed that of Adidas. Next, Nike will need to allocate a certain amount of space in each of its main production plants in order to gear up for a mass rollout of the new product. Also, the product must be tested to ensure quality and safety. Another beneficial step is to offer a limited introduction of the product to a small test market to gauge customer satisfaction. The next step is to use Nike ¡Ã‚ ¯s strength in promotion to attract a t op track star to endorse the new running shoe. Nike must use their celebrity endorsement along with an aggressive advertising campaign comprised of television, radio,Show MoreRelatedBrand Analysis : Nike And Nike1300 Words   |  6 PagesBrand Analysis: a case study of NIKE Background of Nike: Nike Inc. is an American corporation that was founded in 1971 and extended its market to the globe. It is known as one of the largest supplier for sports-related products in worldwide. The company mainly focus on selling athletic shoes, sportswear and other sports-related products. In year 2014 its brand value was valued at 19 billion, making it the most valuable brand among all sports-related business. By the end of 2015, It had an incomeRead MoreNike : Business Analysis : Nike1484 Words   |  6 PagesNike Business Analysis Donny Otwell, Jasen Saavedra, Mohamed Takkouch Business 10 Mrs. Rochin December 5, 2016 Donny Otwell, Jasen Saavedra, Mohamed Takkouch Mrs. Rochin Bus 10 December 5, 2016 NIKE Although facing major competition throughout their history, Nike has been able to grow from a two-man team into a multibillion-dollar corporation in less than 40 years. Nike was started in 1971 after Phil Knight had done research with FormerRead MoreCompetitive Analysis Of Nike Vs. Nike1497 Words   |  6 PagesCompetitive Analysis The chief competitors to Nike are Adidas, Reebok, Under Armor and Puma and the minor competitors are ASICS and VANS. In accordance with Porter’s 5 Forces, Nike has faced competition by using different and distinct capabilities in marketing. One attribute to such capability is its value or benefit offered to its customers. The intensity of competition from its competitors is high for each firm competes in various key areas of business. For example, Adidas has loyal customers whoRead MoreNike s Financial Analysis : Nike2236 Words   |  9 Pages Nike’s Financial Analysis Katelynn Hill Cornerstone University â€Æ' Nike Financial Analysis On January 25th, 1964 a hand shake changed the world. It was on this day that a track athlete, Phil Knight, and his previous coach, Bill Bowerman, from the University of Oregon founded Blue Ribbon Sports. Blue Ribbon Sports operated under this name for roughly eight years, and then became known as the globally infamous, Nike. In 1972 the first line of Nike footwear debuted. The company was so successfulRead MoreNike Pestle Analysis1088 Words   |  5 Pages Nike is a US-based company that sells sports apparel for men, women, and children and is a major competitor in the industry, In this paper, we’ll be discussing Nike’s standings by using a PESTLE analysis, which looks at the political, economic, social, technological, legal, and environmental factors that affect an organization (A Pestle analysis, 2017). The first trend is political find this company in a similar arena as most corporations since the topic effect the management of the company andRead MoreNike, Inc. Case Analysis844 Words   |  4 PagesNIKE, Inc., is a company that was founded in by William Jay Bowerman and Philip H. Knight in 1964, and was originally called Blue Ribbon Sports, Inc. It’s name was changed to Nike, Inc. in 1971. It’s base of operation is located in Beaverton, Oregon. NIKE, Inc., is the world’s leading designer, marketer and distributor of authentic athletic footwear, apparel, equipment and accessories for a wide variety of sports and fitness activities worldwide. Entirely owned Nike subsidiaries include ConverseRead MoreSwot Analysis Of Nike1819 Words   |  8 PagesNike (NKE) is a well-known clothing, footwear, and sporting equipment company based in the USA. The company develops a variety of products for a wide range of sporting activities which includes soccer, football, tenni s and basketball among many others. Nike’s involvement in sports is so well executed that it is difficult to turn on a sports channel and not see some type of Nike logo. Aside from its merchandise, the company also drives revenue growth through licensing agreements. Nike is alsoRead MoreMarketing Analysis Of Nike Inc.3315 Words   |  14 Pagesthe author highlights the marketing analysis of the leading athletic footwear, Nike Inc. Nike is headquartered in the United States. The author examines the marketing strategies of Nike with the help marketing models such as Ansoff Matrix and Boston Consulting Group Matrix. The author even focuses on the segmentation, targeting and positioning of the products, consumer behaviour towards Nike and conducts a PESTLE analysis. It gives a brief introduction of Nike conveying the foundation and formationRead MoreNike Analysis1985 Words   |  8 PagesCompany Evaluation Project Of Nike Corporation Submitted By: Steven Ritter May 10, 2007 Financial Analysis Description of Company History Nike Corporation has become one of the most competitive sports and fitness companies worldwide. Two runners, Bill Bowerman and Phil Knight, from a small town in Oregon embarked upon the business with a handshake agreement. The enterprise began in January of 1964 with the introduction of Blue Ribbon Sports. In 1966 the handshake betweenRead MoreSwot Analysis Of Nike1118 Words   |  5 PagesNike has under its portfolio, Nike Brand, Jordan Brand, Hurley and Converse. Nike allows customers to purchase its products and offerings from retail accounts throughout the world, retail stores, internet stores, through a mix of independent distributors and licensees across the world. NIKETOWNs are the largest stores among Nike. NIKETOWNs are premium stores that provide the consumer with the best brand experience. Each NIKETOWN storefront features at least six to seven Nike brand categories. This

Effects Of Alcohol On The Body - 1910 Words

Alcohol can damage the body physically, mentally, and emotionally. Many people do not realize the impact that consuming alcohol has on their body system. Drinking alcohol affects the brain, heart, liver, pancreas, and the immune system. The fastest impact of being intoxicated is on the central nervous system. The central nervous system is made up of two main parts: the brain and the spinal cord. The brain is the most important part of the body, and is essential for everyday use. When under the influence, the body experiences symptoms such as slurred speech, blurred vision, slow reaction times, impaired memory, and dizziness (â€Å"Alcohol’s Effects on the Body†). Your body can only handle so much alcohol before blacking out. The number of drinks that can be consumed before blacking out can vary depending on weight, metabolism, and overall wellness. The more alcohol you drink, the higher the alcohol level in the bloodstream is. The body can reach a level where it cannot get rid of alcohol fast enough which causes â€Å"alcohol induced blackouts† (â€Å"New Studies Shed Much Needed Light on Alcohol-Induced Memory Blackouts†). Alcohol induced blackouts normally occur when alcohol is consumed quickly, and on an empty stomach (â€Å"Alcohol’s Effects on the Body†). Blacking out and passing out are very different. Passing out is when the body loses consciousness, and blacking out is a period of amnesia. Once the body starts to experience amnesia, the brain is unable to create memories (â€Å"Alcohol’sShow MoreRelatedEffects Of Alcohol On The Body1486 Words   |  6 PagesBilly Creger Judge Guffee Juvenile Court 9 November 2015 Effects of Alcohol on the Body By the time this paper has been read approximately twenty-five people will be seriously injured in an alcohol-related accident. Alcohol can be very harmful in many ways if used incorrectly. 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Most people do not think about what the alcohol inside them is doing, the only thing they are worried about is the buzz that they get from it. Moderate drinking is alright but drinking excessively can wear out the body.   Three important thingsRead MoreEffects Of Alcohol Abuse On The Body991 Words   |  4 PagesEffects of alcohol abuse Alcohol abuse has become a growing problem in the U.S. today. Even though alcohol prevents certain illness and extends life, alcohol abuse needs to be controlled before it gets to out of hand because it has many negative effects on a person’s body, it can cause harm to children mentally and physically, and not only affects the person drinking it but the people around them. Alcohol abuse has many negative effects on the body. One way it affects the body is through the heartRead MoreThe Effects Of Alcohol Abuse On The Body1644 Words   |  7 PagesAlcohol abuse can also cause short-term effects to the body. Although there are many different short-term effects, the most common happens to be a hangover which is a â€Å"group of symptoms experienced by a person after a heavy consumption of alcohol† (Alcoholic 1). Symptoms of a hangover often consist of nausea, fatigue, thirst, headache, diarrhea, and sensitivity to light and noise. The severity of a hangover depends on several factors; these factors include the amount of alcohol consumed, the levelRead MoreEssay on The Effects of Alcohol on the Body1750 Words   |  7 PagesThe Effects of Alcohol on the Body Alcohol is one of many dangerous substances that effects our bodies. The effects of this drug can be very harmful. Alcohol is a potent non-prescription drug sold to anyone over the national legal drinking age, 21. Unlike other deadly drugs it is easy to access. This makes it easy to over-consume and create a tragic accident, even death. It can damage a person not only physically but also mentally and emotionally. 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Performance Appraisal Is Quite Important In Any Organization

Question: Why Performance Appraisal Is Quite Important In Any Organization? Answer: Introduction Employees performance appraisal is quite important in any organization. An appropriately carried out appraisal can be beneficial to both employees and their organization. For an individual employee, it can provide information on the areas of improvement and identify specific training needs while for an organization, appraisals can lead to its overall productivity (Lo?pez, 2008). Performance review is a method used in measuring employees effectiveness and efficiency at the workplace. This report will focus on the possible advantages and disadvantages that are likely to come from the abandonment of Formal reviews by Accenture. Literature Review Much literature has been written about performance reviews. (Cunneen, 2006)argues that performance reviews is the most feared process in the organizational calendar .He also states that many managers detest carrying out performance appraisal in their organization as it leads to shallow discussions that may not improve employee performance .(Colville and miller,2011) argue that implementation of performance reviews is a change process which necessitates an understanding the current and desired state of an organization. Evaluation of the decision Performance appraisals are carried with an intention of meeting certain targets, particularly improving individual and organizational performance. Depending on how effectively they are carried out performance reviews can be successful or unsuccessful. Based on the reason given, there is a clear picture of the fact that performance reviews had failed to achieve their initial targets of improving employees performance. I believe that abandoning formal reviews was actually good for the organization (Mosley,2013). My main argument for this first is that they had failed to achieve their initial target of promoting better staff performance. Additionally, the cost of performance can be quite expensive if the process is valued in terms of the time spent. Approximately it takes 3 hours to prepare and meet a single employee for the purpose of performance review (Tapamoy,2008). Assuming that each employee at the organization earns a total of 30$ every hour and a manager earns 50$ per hour. If we multiply this by the number of hours spent in performance reviews and multiply by the actual number of 330 000 employees the total cost for the whole process would be approximately $79.2 Million. This figure represents the total amount of money paid to employees and managers for hours not spent in productive work. During this time managers and direct their efforts away from their work and focus on sorting employees files in order to make the process more effective. On the part of employees, there is so much a nxiety brought about by the process, they tend to spend so much time focusing on how the process will be, what they will hear during the review process (Hayashi, 2012). The anxiety may also extend to groups within an organization and they may spend much time discussing what they expect from the process and their concerns instead of engaging in productive work. Based on the costs that are likely to be saved by eliminating performance reviews the decisions can be said to be appropriate. Impact of Removing formal Performance Reviews Despite the fact that eliminating performance reviews in an organization can be actually good because of its immediate financial benefits to an organization, it can also cost an organization significantly. Among the shortcomings eliminating conduct performance reviews is the fact that employees are denied an opportunity to be provided with feedback about their performance (Winter, 2009). Employees also miss a chance to get information on the areas that they need to improve in order to better their performance. Removal of Employee performance reviews also deny employees an opportunity to get perks for good performance (Aly El-Shanawany,2016).Providing employees with regular feedback as well as information on areas of improvement perks for good performance have been viewed as some of the factors that motivate employees to perform better and be more productive (Osabiya,2015). Apart from monetary remuneration and other incentives, encouraging words from their managers can also help in i mproving their overall performance. However, with the elimination of performance reviews, all these benefits are withdrawn. This can have a negative direct impact on employee motivation which can affect their productivity and the overall productivity of the organization which may lead to the collapse of an organization in the long run (Girdhar,2008). The process also presents an opportunity for managers to identify lazy and dishonest employees within the organization (Cintrn Flaniken,2011). Such employees can cause a lot of trouble including slowing down the overall progress of the organization. Among the strategies that can be used on these employees would be to either remove them or request them to follow guidelines. With the withdrawal of performance appraisal, it might not be entirely possible to identify and deal with some of the issues raised by lazy and dishonest employees which can lead to poor productivity of an organization as well as disable it from being competitive (Smither London,2009). The above outcomes could therefore end up costing the organization more than the organization saves by eliminating formal performance reviews. Recommendations With the elimination of performance reviews the organization will still have a responsibility of monitoring, accessing and improving the performance of their employees. They can achieve this through a number of strategies. Gaining staff commitments on meeting objectives can be one of the strategies that can be used to manage employees performance in the absence of performance of performance reviews. The organization can mutually agree with their employees on what is expected of them and have them commit themselves to the achievement of the established objectives. This will require the organization to effectively communicate their objectives to the employees as well as working with them to write down objectives. This will facilitate total trust and commitments towards the established objectives (Arthur American Management Association, 2008). Employee training and development can also be an effective strategy of monitoring employee performance. By adoption of training and development programs at the organization, the organization can ensure that their employees are instilled with the necessary skills needed to effectively undertake their assigned roles and responsibilities. This can be an effective strategy of ensuring that the performance of employees always remains high. The organization can also shift focus on the recruitment and selection process. Recruitment and selection stage plays an important role in determining the nature and attributes of the workforce available in an organization (Adams,2013). The organization can ensure that it uses the best recruitment strategies and select the best candidates among the applicant. This can be an effective strategy of ensuring that the performance of the organization is not affected. Encouraging teamwork and giving autonym to employees can also be an effective strategy for accessing employees performance. This can facilitate elimination of the tensed relationship that exists between managers and their employees which facilitate performance-based discussions between employees and their supervisors (Bacal,2012). Through such discussion, it can be possible to access employees performance and provide the necessary support. Giving the employees autonomy can also be used as an effective tool trough evaluation of the decisions made by employees in the course of their work. It also provides them with a learning opportunity which they can use to make better decisions and improve their performance (Max Bacal,2013). The use of performance support tools can also be an effective strategy to improve employees performance. Through provision of learning aids to provide the necessary on-the-job support which can leading to an improvement in their performance. Apart from that, promoting from within the organization can also be an effective strategy to keep the performance of their workforce high at all times. Employees become more productive if the prevailing Conditions within the organization provide them with an opportunity to. Proving favorable working conditions can also be an effective strategy of improving employees performance. Conclusion Based on the above analysis it is evident that performance reviews have both advantage and disadvantages for an organization like Accenture .Depending on how effectively the process is carried out, it can achieve or fail to achieve its objectives. However, doing away with performance reviews can result to financial benefits for the organization. The organization can use strategies such as training and development, encouraging team work at the workplace and giving employees autonomy in order to improve their performance. References: Aly, N. A. E. F. M., El-Shanawany, S. M. (2016). The Influence Of Performance Appraisal Satisfaction On Nurses' Motivation And Their Work Outcomes In Critical Care And Toxicology Units. European Scientific Journal, 12(20). Cintrn, R., Flaniken, F. (2011). Performance Appraisal: A Supervision or Leadership Tool?. International Journal of Business and Social Science, 2(17). Colville, K., Millner, D. (2011). Embedding performance management: understanding the enablers for change. Strategic HR Review, 10(1), 35-40. Cunneen, P. (2006). How to improve performance management. People Management, 12(1), 12. Guerra-Lo?pez, I. (2008). Performance evaluation: Proven approaches for improving program and organizational performance. San Francisco: Jossey-Bass. Mosley, E. (2013). The crowdsourced performance review: How to use the power of social recognition to transform employee performance. Osabiya, B. J. (2015). The effect of employees motivation on organizational performance. Journal of public administration and policy research, 7(4), 62-75. Tapamoy, D. (2008). Performance appraisal and management: Concepts, antecedents and implications. Hayashi, S. K. (2012). Conversations for creating star performers: Go beyond the performance review to inspire excellence every day. New York: McGraw-Hill. Winter, G. (2009). The man who cured the performance review. Richmond, Vic: Jossey-Bass. Arthur, D., American Management Association. (2008). Performance appraisals: Strategies for success. New York: American Management Association. Adams, S. (2013). Words you don't want to hear during your annual performance review. Kansas City, MO: Andrews McMeel. Girdhar, P. (2008). Performance evaluation of pumps and compressors. Berlin: Deutsche Babcock-Borsig AG Falcone, P., Tan, W. (2013). The performance appraisal tool kit: Redesigning your performance review template to drive individual and organizational change. New York: AMACOM, American Management Association. Max, D., Bacal, R. (2013). Perfect phrases for performance reviews: Hundreds of ready-to-use phrases that describe your employees' performance (from unacceptable to outstanding). New York: McGraw-Hill. Smither, J. W., London, M. (2009). Performance Management: Putting Research into Action. New York, NY: John Wiley Sons. Pulakos, E. D., Wiley InterScience (Online service). (2009). Performance management: A new approach for driving business results. Chichester, West Susssex, U.K: Wiley-Blackwell. Richardson, F. W. (2014). Enhancing strategies to improve workplace performance (Doctoral dissertation, Walden University). Hope, J., Player, S. (2012). Beyond performance management: Why, when, and how to use 40 tools and best practices for superior business performance. Solomon, C., American Society for Training and Development. (2009). Select a performance management system: Performance improvement. Alexandria, VA: American Society for Training Development. Bacal, R. (2012). Manager's guide to Per

Shattered Dreams free essay sample

What was the planned strategy of Level 3 Communications in the late 1990s? Ans. To offer low-priced fiber-optic network that covers connections to major cities in the US focusing on the internet traffic for service providers and corporations. The plan starting from gathering funding from investors to build up a high capacity fiber-optic network that linked major cities in the US, then cut prices to attract major users of the networks including corporations, Internet service providers like AOL and traditional telecommunications companies. Why was Level 3 Communications able to raise so much capital? Ans. Because the business that Level 3 Communications were entering seemed to be promising in the view of investors. 2. 1A study in 1997 showed that the internet traffic was growing at 1000 percent a year expecting huge demand while supply side; the fiber-optic capacity, was still small. 2. 2The investors also had confident in Mr. Jim Crowe who started the ideas (eg. Mr. Walter Scott; an Omaha-based construction billionaire, he saw Crowe as a strategic visionary). We will write a custom essay sample on Shattered Dreams or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page . Investor sees the opportunity in the new business and wanted to be the first. 3. Was that strategy unrealized, or is it still part of the intended strategy of the firm? Ans. The strategy was realized but not successful as firstly expected. The fund was quickly gathered by a many investors, other than Crowe and Walter Scott Jr. , a legendary investor like Warrant Buffet also funded the project. The high capacity fiber-optic network was built. The price was low but it does not bring customers as much as expected. This was because Level 3 communications were not the only one who saw the opportunity. There are a lot of companies invested in the fiber-optic network business and build up capacity. The capacity was later on more than demand and pulled the price down without any effort in intentionally cut the price. The company was almost into bankruptcy but it could avoid that and then the strategy was shifted to involve the market consolidation and expansion of business based on the foundation of fiber-optic networks. 4. What have been the emergent strategies of Level 3 over the last few years? How do these emergent strategies fit with Level 3†s original plans? Ans. Emergent strategies were used to prevent Level 3 from bankruptcy. 4. 1Additional $500 Million cash were supported by the investors to acquire two software companies namely; Software Spectrum and Corporate Software so that Level 3 could ultimately use its fiber-optic networks to distribute and maintain the software made by companies such as Microsoft on the PCs and Servers as means to reduce cost 4. Level 3 consolidate the market by acquiring bankrupt competitor, Genuity at very low price. 4. 3Level 3 expand to offer Voice over Internet Protocol services to consumers and corporations aiming at market dominated by traditional wire line telephone companies. 5. Were any cognitive biases at work at Level 3, other communications companies, and the investment community during 1997-2001? What were those biases ? what were the effects of those biases? How might an entrepreneur like Jim Crowe have avoided them? Ans. Yes, there were cognitive biases at Level 3 and other companies as well as the investors during 1997-2001. The biases were†¦ 5. 1The statement in 1996 by Michael O’Dell, the chief scientist at UUNET that internet service had growth of 1000 percent. Later on, in October 1998, there was a study conducted by an internet researcher at ATT labs; Andrew Odlyzko that the growth was at only 100 percent but UUNET did not believe and still use the 1000 percent figures up until September 2000. . New technologies were increasing to enhance the efficiency of the existing fibers so that there was reduction in needs for new fiber. But once, the money was in, no one paid attention. 5. 3Many companies rush to enter the business around the same time assuming that they will be the first mover but they did not gather enough information on how many other companies jumping into the business and how much capacity expected to build up. Later on, it was found that capacity rapidly outstripped demand and by late 2002, less than 3 percent of the fiber that had been laid in the ground was actually being used. Effects: These biases led to mistake in planning of capacity building, pricing, and marketing. Many players also induced too much supply in the market made the price plunge down. Level 3 stock price tumbled by 95% and the company almost bankrupt. How to avoid. Carefully study and regularly monitor the business environment including demand growth, supply growth, and the competitiveness among players in the market, change in Technology, as well as economic circumstance =gt; in seek of strength, weakness, opportunity and threat. 2)Set periodical milestones or control points (result control points) and check points (process control points) to track the progress and the result of the plan closely. 3)Adjust plan, assumption, target, goal immediately if there were significant change in business environment mentioned in 1.