Demographic Factors Research

Running dot DEMOGRAPHIC FACTORS RESEARCH demographic Factors inquiry University of Phoenix MMPBL 560 Man maturation in a cross-cultural Environment October 19, 2009 Organizations somewhat the world argon experiencing the do of cultural and world-wide assortment. Kellogg, Starbucks, McDonalds, and mandril atomic number 18 four companies introduced in this piece of music.They drop been re huntinged in holy order to mark how sever all(prenominal)y comp any(prenominal) is cloaked by demographic factors, how these factors atomic number 18 bedd, and what establishments ar implemented to evoke the success of the crease thus, this paper illustrates the central flow concepts and their application to the topper consecrates of these companies. The dynamics and dimensions of variation in an win over magnitudely spherical argumentation environs slew scrap the demographic factors of most giving medications.Basically, Kottak and Kozaitis (2003) confine, In the twenty - world-class century, the overwhelming majority of the worlds population, along with a super percent suppurate of the populations of the United utters and Canada, impart be descendants of the non-Western groups (Ch. 1, p. 29). In separate words, organizations will pack to keep an eye on how to manage the complexities of a respective(a) custody. Among these complexities, organizations will copse demographic factors such(prenominal) as age, race, lifting up train, religion, political party p lineament, sexual orientation, and sexuality (Kottak & Kozaitis, 2003).Beca single-valued function of these diverse factors, organizations need to be brisk to recognize the individuals behavior that is influenced by ending, values, and beliefs. To illustrate, culture refers to spates identity in their traditions, customs, and delegacy of flavour (Kottak & Kozaitis, 2003). In fact, Kottak and Kozaitis (2003) take for that culture is all encompassing. In essence, it is heavy fo r organizations to drive in that individuals argon influenced by democratic culture as substantially. Therefore, individuals in a diverse oeuvre need to take in and respect for individually integrity(prenominal) some others differences.It is not enough to k straight that the attain beat is composed of battalion with contrastive 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 contravene (Ch. 5, p. 12). Knowing that diversity nates be beneficial to the organization will admirer commission immix appropriate value systems inwardly the society. However, in the event that conflict exists as a result of diversity, precaution would need to strike alternative best(p)(p) practices to add onress the organisational conflict.Given the complexities of a diverse manpower, organizations need to examine al sorts alternative solutions to friend them manage the demographic factors within the participation. Kottak and Kozaitis (2003) decl ar that Failure to achieve an accurate count on and appreciation of a race-based group of spate results in racism (Ch. 6, p. 3). Certainly, organizations need to alleviate any potential and undesirable outcomes that stool negatively affect the reputation and lucrativeness of the business.To put it differently, The great sociopolitical paradox of the present-day(a) world is that both integration and decomposition ar increasing (Kottak & Kozaitis, 2003, Ch. 3, p. 5). In addition, sphericisation is contri exclusivelying to the huntforce diversity most the world, and organizations argon continually existence challenged to learn in the buff ways to manage these changes. Organizations argon not only challenged with internal changes but in any case with external forces such as economic and political factors.The importance of apprehension the presence and influence of dive rsity that affect the contemporary American culture can prove enormously beneficial for any organization. In effect, organizations need to learn how to in effect manage the effects of demographic factors involving their readiness and decision making in need and rewarding individuals (Kottak & Kozaitis, 2003). Consider for instance, Kellogg started its business to a greater extent than light speed years ago and has readily expand into new geographies, induceing to a stead unshakable branch figure that provided them with a international business, which still stands whole today. man remaining a superior global food club, Kelloggs circumspection realized that they had to take away the strongest possible resources to livelihood their business growth in a diverse and competitive environment (Kellogg, 2009). Likewise, Starbucks is managing its competitor challenges the authorized economic conditions are factors that Starbucks ask to recollect in order to grocery store t he new products to pre treat its clientele and bring in new guests. Hence, Starbucks is wise to use the four Ps pose Price, Product, Place, and Promotion, to determine the vogue of action best suited to stay ahead of the competition.To be clear, both Kellogg and Starbucks are managing the effects of postmodernity that is, postmodertnity describes our season and smeartodays world in flux, with people on the move who have knowing to manage multiple identities depending on place and context (Kottak & Kozaitis, 2003, Ch. p. 29). To manage the influence of postmodernity within the context of demographic factors, Kellogg and Starbucks are implementing strategical approaches to aid them in their success involving global and cultural diversity.For example, Kellogg commit itself to developing a statewide and ground-breaking provider diversity mannikin of instruction. This weapons platform was to cultivate strategic procurement relationships with W/MBE-owned, controlled and opera ted businesses epoch preparation products and operate Kellogg purchased this would discontinue them to foster the growth of their business musical composition market the long-term growth of Kellogg (Kellogg, 2009). Similarly, Starbucks expand the menu to include products to target non- hot chocolate drinkers, with the base of blended or iced cold coffee berry bean drinks, frappuccinos, caffe 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 respective(a) sentences and for various reasons. Starbucks invention to satisfy the demographic factors has prompted concern to add items on the menu for anyone willing to filtrate among them, Professionals heading to an early morning collision needing a stout cup of coffee, housewives fish filet for a late morning latte with friends after dropping the children at enlighten and the high check and co llege students in look to 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 name in any coun castigate, service nearly 47 million customers about the world. Because of McDonalds odd demographic factors, double-deckers are trained through with(predicate) a oecumenical Management Development Program. This program encompasses McDonalds core values and principles along with the consignment to treat customers, the federation, and employees (McDonalds, 2009).One of the demographic factors poignant McDonalds management think involves the aging population in Australia. In other words, McDonalds management is challenged with having to change its marketing approach in order to pull ahead 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 hollering the increasing changes in demographics.Fortunately, McDonalds continues to find strength on its business models in which McDonalds management is committed to special customers expectations in each(prenominal) restaurant e real time (McDonalds, 2009). Accordingly, McDonalds management recognizes that the companys core values go beyond demographics, for this reason, McDonalds philosophy declares, We will arrogate every probability to innovate and lead the industry on behalf of our customers (McDonalds, 2009).Effectively, the best practices of McDonalds, Starbucks and Kellogg turn up up the dedication and commitment to learn and make use of successful systems that will help them serve customers regardless of demographic factors. Unquestionably, these organizations need to to a fault integrate rewards and motivation systems to help them fix a diverse workforce anyplace in the world. For example, pergola Education and culture is a leading provider of workforce development work to suppose- stressers, workers, employers, and communities nationwide ( mandrel E & T, 2009).mandril employees come from many different walks of life, employees of all ages, religions, and other factors these employees are set equally within the organization in decisions concerning rewards and performance. Kottak and Kozaitis (2003) state that Cultural diversity refers to variety 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 separately 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, Starbu cks, McDonalds, and Arbor cope with the increasing 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 chats, 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 function from the widest and best foundation of resources.During the mental synthesis process, Kellogg Company committed itself to developing a comprehensive and ground-breaking supplier diversity program. This prog ram was to cultivate strategic procurement relationships with W/MBE-owned, controlled and operated businesses while supplying products and go 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 carry, their management staff is required to hold received employees to special responsibilities under the Code.Kellogg believes its their managers function to create and maintain a work environment in which all employees and agents know that ethical and legal behavior is judge 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 hearty as the legal implications of business decisions. It is the mangers responsibility to trade name sure that anyone needing additional information in an front to do his or her job receives appropriate policies and preparation.It is the manag ers responsibility not to hire or retain any employee or agent who they feel may take on in unlawful conduct or unethical activities. In 2005, Kellogg incorporated an awards program called the W. K. Kellogg Values Award, which is given annually to one individual and one team of employees who best exhibit the K Values while working(a). This program initiated to support their code of conduct as hygienic as the companys mission. Synopsis of Starbucks by Colleen Holdahl teen 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 launch of blended or iced cold coffee drinks, frappuccinos, lattes, mochas, and teas. With th e presence of bold aromas 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 conflux needing a stout cup of coffee, housewives stop 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 reflection the demographic areas to launch the drink, the market to target, and the packaging 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 unavoidably to consi der how to market the new products to preserve 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 depict by Hawkins, Mothersbaugh, and Best (2007) as strong, comparatively uncontrollable feelings that affect behavior (p. 364). Starbucks is in a controversy over the suppositious injustice and treatment toward coffee growers in Ethiopia. The controversy deals with negative emotions of customers, due to the enunciate that Starbucks deprives the Ethiopian growers of $90 Million annually by opposing the Ethiopian political sympathiess efforts to trademark three topically grown coffee beans (Economist, para. ). The Creme Frappucino gives Starbucks an opportunity to leave a guilt-free alternative to non-coffee drinkers or patrons who counterbalance 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, military service 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 readying can help mitigate the effects of each demographic factor. To illustrate, some of the demographic factors affecting McDonalds management cookery involves the aging population in Australia, the chasten in birth rate, the changing family, the enlarge in ethnic diversity, and the population growth.In other words, McDonalds managem ent 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). not only is McDonalds management guardianship up with the rapid demographic changes, they are also continuing to manage conflict by remaining committed to their principles.This centre 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 fo cus is every customer, regardless of age, ethnicity, sex, and location.McDonalds is an organization that understands how to set off and reward people. Consider for instance, McDonalds has what is called the great unwashed 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 cluster 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&T by Eduardo Mata Arbor Education and prep (Arbor E & T) is a company with offices passim the United States and have a very diverse workforce that borders a unique demo graphic factor. Arbor Education and genteelness is a leading provider of workforce development services to job-seekers, workers, employers and communities nationwide (Arbor E & T, 2009).Arbor employees come from many different walks of life, employees of all ages, religions, and other factors and these employees are treated equally within the organization when it comes to decisions concerning rewards and performance. Founded in 1968, Arbor E&T is now the largest single supplier of job- cogitated education, counseling and concern assistance under federally funded programs such as the Workforce Investment make and the Temporary Assistance for Needy Families programs (Arbor E & 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 find the customers indispensabilitys and expectations along with the government regulations. Arbor E & T provides services to a wide variety of customers pursuit employment, education or training and also provide excellent services to unsettled and seasonal farm workers and United States Veterans pursuance employment and other services. Training is provided to the inherent 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 systematically adhere to regulatory exigencys, to tirelessly seek improvement of our processes, and to continue to provide world-class services to all of our customers. We are utilise 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 & T (2009) Our goal is to be known by our clients and by the workforce development community as t he leading provider of services in the 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 show respect in everything we do. Retrieved from http/ /files. shareholder. com/downloads/K/749861120x0x196418/ ec25a03a-7081-450d- a942-16ee7ad2ee1b/GlobalCodeofEthic. df Kembell, B. (April 2002). inherited 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. ). naked as a jaybird 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 query Rubric week 2 Criterion Un capable copacetic Exceptional Score Knowledge of turn tail Concepts (40%) Describe the Effects of DemographicDemonstrates a take of friendshipDemonstrates a take of fellowship Demonstrates a level of knowled ge that 2. 00 Factors on Management 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 r elate to the situations relate to the course satisfactory, the benchmarked companies Course Objectives course concepts, or are not concepts and are researched from situations provide a original reporting of researched from schoolman or tradeacademic or trade publication course objectives publication sources sources. The pee is ranged between satisfactory and exceptional. overcritical Thinking (15%) Demonstrate Critical Thought in Does not demonstrate critical Demonstrates critical feeling in In addition to meeting requirements of 1. 0 Analyzing Information thought in the synopsis 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 force in Written ine ffective, with numerous satisfactory, the paper is engaging to the Communication spelling and well-formed errors reader with concise and clear or poorly constructed sentences communication Format, Style & indite Standards (10%) Adhere to University of Phoenix Numerous errors in format, style,Few errors in format, style, or more or less 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 provoke and well written. The concept of management planning was thoroughly researched and discussed. entirely of the companies clearly describe 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 becaus e only comparisons were addressed and not all concepts were covered. The written communication was well through with(p) and only a minor APA change issue was noted. Your research section as the instructors plagiarism hold in 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