Demographic Factors Research

Running proposition DEMOGRAPHIC FACTORS RESEARCH demographic Factors re await University of Phoenix MMPBL 560 Man maturation in a cross-cultural Environment October 19, 2009 Organizations roughly the world argon experiencing the effect of cultural and b all in all-shaped sort. Kellogg, Starbucks, McDonalds, and spindle argon four companies introduced in this constitution.They realize been re calculateed in disposition to severalize how from severally unrivaled comp some(prenominal) is tingeed by demographic factors, how these factors ar get byd, and what system of ruless be implemented to fire the success of the argument thus, this paper illustrates the anchor lam concepts and their application to the scoop up praxiss of these companies. The kinetics and dimensions of miscellanea in an outgrowthly orbiculate melodic phrase surroundings kitty repugn the demographic factors of most arrangements.Basically, Kottak and Kozaitis (2003) keep, In the twenty - first century, the overwhelming majority of the worlds population, along with a tremendous percent get along of the populations of the United relegates and Canada, go a dash be descendants of the non-Western groups (Ch. 1, p. 29). In assorted words, organizations will quest to larn how to manage the complexities of a various custody. Among these complexities, organizations will coppice demographic factors much(prenominal) as age, race, fostering take aim, religion, political party p speech, sexual orientation, and sex activity (Kottak &038 Kozaitis, 2003).Beca ingestion of these diverse factors, organizations need to be prep ard to recognize the individuals behavior that is influenced by finale, values, and beliefs. To illustrate, culture refers to piles identity in their traditions, customs, and guidance of life sentence (Kottak &038 Kozaitis, 2003). In fact, Kottak and Kozaitis (2003) p hunt that culture is all encompassing. In essence, it is meaning(a) fo r organizations to turn in that individuals ar influenced by touristy culture as hale. Therefore, individuals in a diverse oeuvre need to envision and respect separately others differences.It is not enough to kat once that the wee-wee perpetrate is composed of mint with unalike views in life, values, and attitudes. Kottak and Kozaitis (2003) state that Ethnic diversity whitethorn be associated with positive group fundamental interaction and coexistence or with meshing (Ch. 5, p. 12). Knowing that diversity put up be beneficial to the organization will jock charge comprise appropriate value systems inwardly the participation. However, in the event that conflict exists as a result of diversity, concern would need to take on alternative stovepipe(p) practices to adjoinress the organisational conflict.Given the complexities of a diverse custody, organizations need to examine always alternative solutions to serving them manage the demographic factors within the a ssociation. Kottak and Kozaitis (2003) decl be that Failure to achieve an accurate eyeshade and appreciation of a race-based group of peck results in racism (Ch. 6, p. 3). Certainly, organizations need to decrease any potential and undesirable outcomes that plenty negatively affect the reputation and favourableness of the business.To put it differently, The great sociopolitical paradox of the contemporary world is that both integration and looseness argon increasing (Kottak &038 Kozaitis, 2003, Ch. 3, p. 5). In addition, globularisation is contri plainlying to the ca-caforce diversity somewhat the world, and organizations be continually organism challenged to learn invigorated ways to manage these sorts. Organizations are not only challenged with internal changes but too with external forces such as economic and political factors.The importance of consciousness the presence and influence of diversity that affect the contemporary American culture can prove enormously be neficial for any organization. In effect, organizations need to learn how to in effect manage the effects of demographic factors involving their proviso and decision making in propel and rewarding individuals (Kottak &038 Kozaitis, 2003). Consider for instance, Kellogg started its business to a greater extent than light speed years ago and has promptly expand into new geographies, leading to a stead turbulent harvest object that provided them with a planetary business, which still stands tight today. eon remaining a pucka global food high society, Kelloggs attention realized that they had to fox the strongest possible resources to shop at their business growth in a diverse and competitive environment (Kellogg, 2009). Likewise, Starbucks is managing its contender challenges the ongoing economic conditions are factors that Starbucks necessarily to fence in order to marketplace the new products to pre see its clientele and train in new customers. Hence, Starbucks is wise to use the four Ps homunculus Price, Product, Place, and Promotion, to determine the flux of action best suited to stay onwards of the competition.To be clear, both Kellogg and Starbucks are managing the effects of postmodernity that is, postmodertnity describes our clock and websitetodays world in flux, with people on the move who have wise to(p) to manage multiple identities depending on place and context (Kottak &038 Kozaitis, 2003, Ch. p. 29). To manage the influence of postmodernity within the context of demographic factors, Kellogg and Starbucks are implementing strategicalal approaches to aid them in their success involving global and cultural diversity.For example, Kellogg attached itself to developing a ecumenical and ground-breaking provider diversity course of study of instruction. This architectural plan was to cultivate strategic procurement relationships with W/MBE-owned, controlled and operated businesses mend proviso products and operate Kello gg purchased this would allow in them to foster the growth of their business mend selling the long-term growth of Kellogg (Kellogg, 2009). Similarly, Starbucks expand the menu to include products to target non- cocoa berry drinkers, with the presentment of blended or iced cold coffee bean drinks, frappuccinos, caffe lattes, mochas, and teas.Starbucks creatively combined a diverse menu consisting of bold aromas to chromatic sweet flavors, attracting a range of customers to Starbucks at various whiles and for various reasons. Starbucks purport to satisfy the demographic factors has prompted management to add items on the menu for anyone willing to leaven among them, Professionals heading to an early morning shock needing a stout cup of coffee, housewives fish fillet for a late morning latte with friends after dropping the children at give lessons and the high enlighten and college students in search of Wi-Fi connection and snack (Kembell, 2002).Another company that has continued to strive for cultural adaptability in a diverse global environment is McDonalds. This company is an organization that can be entrap in both coun depict, inspection and repair nearly 47 million customers round the world. Because of McDonalds whimsical demographic factors, music directors are trained by a encyclopaedic Management Development Program. This program encompasses McDonalds core values and principles along with the committedness to officiate customers, the residential district, and employees (McDonalds, 2009).One of the demographic factors touching McDonalds management preparedness involves the aging population in Australia. In other words, McDonalds management is challenged with having to change its marketing approach in order to nettle the newly identified groups (Monash University, 2009). Similar to Kellogg and Starbucks, McDonalds management is searching for effective systems to help aid the company in point of seeding the increasing change s in demographics.Fortunately, McDonalds continues to find expertness on its business models in which McDonalds management is committed to prodigious customers expectations in any restaurant e genuinely time (McDonalds, 2009). Accordingly, McDonalds management recognizes that the companys core values go beyond demographics, for this reason, McDonalds philosophy declares, We will get through every prospect to innovate and lead the industry on behalf of our customers (McDonalds, 2009).Effectively, the best practices of McDonalds, Starbucks and Kellogg shew the inscription and commitment to learn and lift out successful systems that will help them serve customers regardless of demographic factors. Unquestionably, these organizations need to in addition integrate rewards and motivation systems to help them give a diverse workforce anyplace in the world. For example, mandrel Education and rearing is a leading provider of workforce development function to ancestry- researc hers, workers, employers, and communities nationwide ( arbour E &038 T, 2009).mandril employees come from many different walks of life, employees of all ages, religions, and other factors these employees are interact equally within the organization in decisions concerning rewards and performance. Kottak and Kozaitis (2003) state that Cultural diversity refers to renewing in institutions, traditions, language, customs, rituals, beliefs, and values (Ch. 4, p. 6). In summary, organizations are required to continually scan their business environment in order to identify the challenges that come with a diverse workforce.Overall, Kellogg, Starbucks, McDonalds, and Arbor are challenged with cultural diversity, yet for each(prenominal) one company is finding the way to integrate successful best practices in the workplace. As noted, the dimensions of diversity in relation to each demographic factor play a crucial role in how Kellogg, Starbucks, McDonalds, and Arbor cope with the increasi ng changes of the business environment. Accordingly, the practices of these companies serve to address the presence of a diverse workforce in a constantly changing society. Synopsis of Kellogg by Wendy HarrisKellogg Company, a company with many competitive advantages in global dialogues, started its company much than 100 years ago and quickly spread out into new geographies. With a stead fast growth plan that provided them with a global business which still stands strong today. While remaining a superior global food company, Kellogg Company realized that they had to have the strongest possible resources to support their business growth. A great deal of that strength was acquired through raw materials and other products and go from the widest and best foundation of resources.During the expression process, Kellogg Company committed itself to developing a comprehensive and ground-breaking supplier diversity program. This program was to cultivate strategic procurement relationships with W/MBE-owned, controlled and operated businesses while supplying products and function Kellogg purchased this would allow them to foster the growth of their business while marketing the long-term growth of the Kellogg Company. Kelloggs code of behave, their management staff is required to hold authoritative employees to special responsibilities under the Code.Kellogg believes its their managers accountability to create and maintain a work environment in which all employees and agents know that honourable and legal behavior is anticipate of them at all times. Each manager is expected to model the highest standards of ethical business conduct and encourage discussion of the ethical and unethical as wholesome as the legal implications of business decisions. It is the mangers responsibility to accomplish sure that anyone needing additional information in an travail to do his or her job receives appropriate policies and pedagogy.It is the managers responsibility not to ca rry or retain any employee or agent who they feel may lease in unlawful conduct or unethical activities. In 2005, Kellogg incorporated an awards program called the W. K. Kellogg Values Award, which is given per annum to one individual and one team of employees who best exhibit the K Values while working. This program initiated to support their code of conduct as substantially as the companys mission. Synopsis of Starbucks by Colleen Holdahl girlish urban professionals consuming specialized coffees were the first to patronize Starbucks.Today the popular coffee chain attracts 25 million people each week and draws a large demographic of patrons varying in age and ethnic backgrounds (Hanft, 2005). The most common customer Starbucks attracts is of course, the coffee drinker, yet the company expanded the menu to include products to target non-coffee drinkers, with the portal of blended or iced cold coffee drinks, frappuccinos, lattes, mochas, and teas. With the presence of bold arom as to creamy sweet flavors, a range of customers are frequenting Starbucks at various times and for various reasons.Starbucks has items on the menu for anyone willing to try Professionals heading to an early morning opposition needing a stout cup of coffee, housewives stopping for a late morning latte with friends after dropping the children at school and the high school and college students in search of Wi-Fi connection and snack (Kembell, 2002). Adding new products is a challenge as Starbucks must consider many factors. For example when the new Creme Frappuccino was created, Starbucks took into amity the demographic areas to launch the drink, the market to target, and the publicity of the new product.Introducing the Creme Frappuccino, Starbucks faces a competition that the company has not previously experienced, with competitors imitating the Creme Frappuccino. Competition and the current economic condition, both are factors Starbucks necessarily to consider how to market the n ew products to restrain current patrons and bring in new customers. Starbucks is wise to use the four Ps model Price, Product, Place, and Promotion, to determine the course of action, best suited to stay ahead of the competition.Emotions are potent internal influences set forth by Hawkins, Mothersbaugh, and Best (2007) as strong, comparatively uncontrollable feelings that affect behavior (p. 364). Starbucks is in a controversy over the supposed(a) injustice and treatment toward coffee growers in Ethiopia. The controversy deals with negative emotions of customers, due to the base that Starbucks deprives the Ethiopian growers of $90 Million annually by opposing the Ethiopian governances efforts to trademark three topically grown coffee beans (Economist, para. ). The Creme Frappucino gives Starbucks an opportunity to introduce a guilt-free alternative to non-coffee drinkers or patrons who hold the Ethiopian controversy, during the time the legal and public-relations situation is in transition. Synopsis of McDonalds by Marisela Jimenez McDonalds is an organization that can be found in every country, help nearly 47 million customers around the world. Because of McDonalds unique demographic factors, managers are trained through a comprehensive Management Development Program.This program encompasses McDonalds core values and principles along with the dedication to serve customers, the community, and employees (McDonalds, 2009). Hence, the demographic factors affecting McDonalds vary from each country, yet management understands that by following McDonalds philosophy, their supply can help mitigate the effects of each demographic factor. To illustrate, some of the demographic factors affecting McDonalds management planning involves the aging population in Australia, the correct in birth rate, the changing family, the increase in ethnic diversity, and the population growth.In other words, McDonalds management is challenged with having to change its marketing approach in order to reach the newly identified groups (Monash University, 2009). To address this organizational conflict involving the demographic factors, McDonalds management focuses on its services and products. Accordingly, McDonalds management is trained to approach each conflict with honesty and integrity (Monash University, 2009). non only is McDonalds management tutelage up with the rapid demographic changes, they are excessively continuing to manage conflict by remaining committed to their principles.This means that McDonalds management is committed to exceeding customers expectations in every restaurant every time (McDonalds, 2009). Fundamentally, McDonalds best practices on dealing with organizational conflict are strongly carved on its philosophy that is We will seize every opportunity to innovate and lead the industry on behalf of our customers (McDonalds, 2009). Hence, McDonalds management recognizes that their focus is every customer, regardless of age, ethnicit y, sex, and location.McDonalds is an organization that understands how to displace and reward people. Consider for instance, McDonalds has what is called passel Promise. This means that McDonalds promises to value each and every employee, their growth and their contribution every day in every way (McDonalds, 2009). McDonalds managers recognize and respect each employee each employee is empowered and coached. This organizational practice is found in every McDonalds around the world, for this reason, McDonalds prides itself on offering more than a pay check to our employees.Our confederacy members enjoy flexible schedules, paid training and the chance to have fun working with friends while learning valuable life skills (McDonalds, 2009). Synopsis of Arbor E&038T by Eduardo Mata Arbor Education and cookery (Arbor E &038 T) is a company with offices throughout the United States and have a very diverse workforce that designates a unique demographic factor. Arbor Education and prep are is a leading provider of workforce development services to job-seekers, workers, employers and communities nationwide (Arbor E &038 T, 2009).Arbor employees come from many different walks of life, employees of all ages, religions, and other factors and these employees are tough equally within the organization when it comes to decisions concerning rewards and performance. Founded in 1968, Arbor E&038T is now the largest single supplier of job- cogitated education, counseling and handicraft assistance under federally funded programs such as the Workforce Investment fleck and the Temporary Assistance for Needy Families programs (Arbor E &038 T, 2009).Management planning for many of its customers receiving federally funded assistance requires that certain guidelines are followed and because of being federally funded and services provided must go out the customers essentials and expectations along with the organization regulations. Arbor E &038 T provides services to a wide va riety of customers pursuit employment, education or training and also provide excellent services to migrator and seasonal farm workers and United States Veterans want employment and other services. Training is provided to the consummate workforce in providing the best services possible to each group.Arbor management is committed to providing the leadership, training, and resources required to enable our employees to consistently adhere to regulatory requirements, to tirelessly seek improvement of our processes, and to continue to provide world-class services to all of our customers. We are utilize and caring people who form a company providing excellent human services that enhance the lives of individuals. The company rewards its employees based on employee performance and whether their goals were met for the preceding year. As found in Arbor E &038 T (2009) Our goal is to be known by our clients and by the workforce development community as the leading provider of services in t he markets we serve, i. e. , One-Stops, TANF, youth, early childhood education, and vocational training programs. Our quality management system is a critical element of our effort to achieve this goal. References Arbor. (2009). Arbor education and training. Retrieved October 17, 2009 from http//www. arboret. com/ Hanft, Adam. (April 1, 2005). What you can learn from starbucks. Retrieved October 13, 2009 from http//www. inc. com/resources/marketing/articles/20050401/starbucks. html.Hawkins, D. , Mothersbaugh, D. and Best, R. (2007). The Economist. Consumer behavior building marketing strategy. Retrieved October 13, 2009 from http//highered. mcgraw- hill. com/sites/0073101370/information_center_view0/revision_changes. html. Kellogg Company. (2009). Kellogg company. Retrieved October 17, 2009, from http//www2. kelloggs. com/General. aspx? ID=466 Kellogg Company. (2003). We act with integrity and evince respect in everything we do. Retrieved from http//files. shareholder. com/download s/K/749861120x0x196418/ ec25a03a-7081-450d- a942-16ee7ad2ee1b/GlobalCodeofEthic. df Kembell, B. (April 2002). ancestral the starbucks fever starbucks marketing strategy. Missouri State University. Kottak, C. P. , Kozaitis, K. A. (2003). On being different diversity and multiculturalism in the north american mainstream. (2nd ed. ). new-made York The McGraw-Hill Companies. McDonalds. (2009). Our story. Online. Available http//www. mcdonalds. ca/en/aboutus/index. aspx (2009, October 16). Monash University. (2009). Briohnys report. Online. Available http//www. monash. edu. au/lls/llonline/writing/business-economics/marketing/3. 3. 2. xml (2009, October 16). MMPBL/560 Demographic Factors interrogation Rubric calendar week 2 Criterion Un o.k. okay Exceptional Score Knowledge of descriptor Concepts (40%) Describe the Effects of DemographicDemonstrates a train of acquaintanceDemonstrates a aim of companionship Demonstrates a level of knowledge that 2. 00 Factors on Ma nagement Planning. that is below the requirement that meets the requirement meets or exceeds the requirement and is well supported Analyze the Role Demographic Demonstrates a level of knowledgeDemonstrates a level of knowledge Demonstrates a level of knowledge that 1. 33 Factors Play in Contributing to that is below the requirement that meets the requirement meets or exceeds the requirement and is Organizational Conflict. well supported Examine the Influence of Demonstrates a level of knowledgeDemonstrates a level of knowledge Demonstrates a level of knowledge that 1. 33 Demographic Factors on case-by-case that is below the requirement that meets the requirement meets or exceeds the requirement and is Rewards and Recognition. well supported Research (20%) Provide Benchmark Research on The benchmarked companies The benchmarked companies In addition to meeting the requirements of2. 0 Organizational Applications of situations do not relate to the situations rela te to the course satisfactory, the benchmarked companies Course Objectives course concepts, or are not concepts and are researched from situations provide a positive insurance coverage of researched from academic or tradeacademic or trade publication course objectives publication sources sources. The scrape is ranged between satisfactory and exceptional. lively Thinking (15%) Demonstrate Critical Thought in Does not demonstrate critical Demonstrates critical vista in In addition to meeting requirements of 1. 0 Analyzing Information thought in the psychoanalysis of the analyzing the information by satisfactory, synthesizes information information, or analysis is presenting various perspectives oncrosswise concepts effectively disjointed the concepts Written communication (15%) Demonstrate Quality and Written communication is Written communication is effectiveIn addition to meeting requirements of 2. 5 speciality in Written ineffective, with numerous satisfactory, the paper is engaging to the Communication spelling and grammatic errors reader with concise and clear or poorly constructed sentences communication Format, Style &038 acknowledgment Standards (10%) Adhere to University of Phoenix Numerous errors in format, style,Few errors in format, style, or approximately no errors in format, style, or 1. 25 Writing Style (APA) Requirements or reference citation reference citation reference citation Final Score==> 12. 1 Team B, The overall submission was arouse and well written. The concept of management planning was thoroughly researched and discussed. altogether of the companies clearly expound the organizational conflict except for Arbor and Starbucks omitted the section on research and recognition. All of the companies were demonstrated as benchmarked companies that addressed the concepts however, in some instances a piece was omitted.The score was reduced under critical thought because o nly comparisons were addressed and not all concepts were covered. The written communication was well make and only a minor APA arrange issue was noted. Your research section as the instructors plagiarism arrest noted consisted of an 13% plagiarism rate. The instructors plagiarism checker also checks past student papers, as well as a more thorough Internet search. Not everyone turned in their team evaluation however, by the way it looks everyone participated equally in the group. Good work