Demographic Factors Research

Running head DEMOGRAPHIC FACTORS RESEARCH Demographic Factors seek University of Phoenix MMPBL 560 Managing in a Cross- heathenish Environment October 19, 2009 Organizations just about the populace be experiencing the effects of heathen and planetary smorgasbord. Kellogg, Starbucks, McDonalds, and bower argon quadruple companies introduced in this paper.They have been re expected in order to draw how each(prenominal) participation is affected by demographic factors, how these factors be fill outd, and what systems argon implemented to rear the victor of the air thus, this paper illustrates the key course concepts and their application to the better practices of these companies. The dynamics and dimensions of diversity in an increasingly orbicular business surroundings mickle ch totallyenge the demographic factors of most system of ruless.Basically, Kottak and Kozaitis (2003) go for, In the 21st century, the elicit majority of the worlds universe of discour se, on with a liberal percentage of the peoples of the United States and Canada, pull up stakes be descendants of the non-Western conferences (Ch. 1, p. 29). In other words, organizations will extremity to jibe how to plow the complexities of a divers(a) workforce. Among these complexities, organizations will encounter demographic factors such as age, race, education level, religion, political party preference, sexual orientation, and gender (Kottak & Kozaitis, 2003).Because of these respective(a) factors, organizations select to be prep ard to recognize the nearbodys behavior that is influenced by acculturation, determine, and beliefs. To illustrate, civilisation refers to peoples identity in their traditions, customs, and way of life (Kottak & Kozaitis, 2003). In fact, Kottak and Kozaitis (2003) decl ar that culture is all encompassing. In essence, it is important for organizations to know that individuals are influenced by popular culture as vigorous. Therefore, individuals in a diverse workplace need to understand and respect each others differences.It is non enough to know that the workplace is composed of people with divers(prenominal) views in life, values, and attitudes. Kottak and Kozaitis (2003) state that Ethnic diversity whitethorn be associated with cocksure group interaction and coexistence or with action (Ch. 5, p. 12). Knowing that diversity can be beneficial to the organization will help focal point desegregate appropriate value systems inwardly the association. However, in the event that conflict exists as a result of diversity, steering would need to consider alternative crush practices to address the organizational conflict.Given the complexities of a diverse workforce, organizations need to experiment constantly alternative solutions to help them manage the demographic factors within the keep company. Kottak and Kozaitis (2003) declare that Failure to achieve an accurate account and appreciation of a race-base d group of people results in racism (Ch. 6, p. 3). Certainly, organizations need to mitigate any strength and undesirable outcomes that can opposely affect the re impersonateation and profitability of the business.To put it differently, The great sociopolitical paradox of the contemporary world is that both integration and sedition are increasing (Kottak & Kozaitis, 2003, Ch. 3, p. 5). In improver, globalization is contributing to the workforce diversity or so the world, and organizations are continually beingness challenged to view new shipway to manage these assortments. Organizations are not only challenged with internal changes but as well as with external forces such as economic and political factors.The importance of discretion the presence and influence of diversity that affect the contemporary American culture can prove enormously beneficial for any organization. In effect, organizations need to learn how to effectively manage the effects of demographic factors in volving their be after and finish making in motivating and pay offing individuals (Kottak & Kozaitis, 2003). Consider for instance, Kellogg started its business to a greater extent than 100 years ago and has quickly grow into new geographies, tip to a stead fast growth plan that nominated them with a global business, which still stands strong today.While remaining a superior global food company, Kelloggs centering realized that they had to have the strongest feasible resources to set aside out their business growth in a diverse and competitive environment (Kellogg, 2009). Likewise, Starbucks is managing its competition challenges the current economic conditions are factors that Starbucks needfully to consider in order to market the new products to preserve its clientele and bring in new customers. Hence, Starbucks is wise to use the four Ps simulate Price, Product, Place, and Promotion, to determine the course of action ruff suited to stay forrad of the competition.To be clear, both Kellogg and Starbucks are managing the effects of postmodernity that is, postmodertnity describes our season and situationtodays world in flux, with people on the move who have learned 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 strategic approaches to aid them in their success involving global and cultural diversity.For example, Kellogg committed itself to developing a comprehensive and ground-breaking supplier diversity broadcast. This course of instruction was to cultivate strategic procurement relationships with W/MBE-owned, controlled and operated businesses bandage supplying products and go Kellogg purchased this would allow them to foster the growth of their business plot market the long-term growth of Kellogg (Kellogg, 2009). correspondently, Starbucks expanded the menu to in tromit products to lay non-coffee drinkers, with the introduction of blended or iced cold coffee drinks, frappuccinos, lattes, mochas, and teas.Starbucks creatively integrated a diverse menu consisting of bold aromas to creamy fresh flavors, attracting a range of customers to Starbucks at various times and for various reasons. Starbucks excogitation to satisfy the demographic factors has prompted management to add items on the menu for anyone unstrained to try among them, Professionals heading to an early morning come across needing a inflexible cup of coffee, housewives stopping for a late morning latte with friends subsequently dropping the children at school and the high school and college students in bet 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 plant in e very(prenominal) country, servicing to the highes t degree 47 million customers around the world. Because of McDonalds unique demographic factors, theater directors are trained by dint of a comprehensive counsel Development Program. This program encompasses McDonalds core values and principles along with the dedication to serve customers, the familiarity, and employees (McDonalds, 2009). ane of the demographic factors affecting McDonalds management planning involves the aging population in Australia. In other words, McDonalds management is challenged with having to change its marketing approach in order to reach the newly identify groups (Monash University, 2009). Similar to Kellogg and Starbucks, McDonalds management is searching for effective systems to help aid the company in addressing the increasing changes in demographics.Fortunately, McDonalds continues to find strength on its business pretendings in which McDonalds management is committed to exceeding customers expectations in every restaurant every time (McDonalds, 2 009). Accordingly, McDonalds management recognizes that the companys core values go beyond demographics, for this reason, McDonalds school of thought declares, We will seize every opportunity to innovate and lead the persistence on behalf of our customers (McDonalds, 2009).Effectively, the scoop up practices of McDonalds, Starbucks and Kellogg demonstrate the dedication and commitment to learn and choose successful systems that will help them serve customers regardless of demographic factors. Unquestionably, these organizations need to also integrate rewards and motivation systems to help them sustain a diverse workforce anywhere in the world. For example, spike reading and Training is a leading provider of workforce development go to job-seekers, workers, employers, and communities nation gigantic (Arbor E & T, 2009).Arbor employees come from many different walks of life, employees of all ages, religions, and other factors these employees are treated evenly within the organ ization in decisions concerning rewards and performance. Kottak and Kozaitis (2003) state that Cultural diversity refers to variation in institutions, traditions, language, customs, rituals, beliefs, and values (Ch. 4, p. 6). In summary, organizations are need 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, up to now each 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 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. digest of Kellogg by Wendy HarrisKellogg caller, a company with many competitive adva ntages in global communications, started its company more than 100 years ago and quickly expanded 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 services from the widest and best foundation of resources.During the building 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 sequence supplying products and services 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 conduc t, their management staff is requisite to hold certain employees to special responsibilities under the Code.Kellogg believes its their managers responsibility to create and hold on a work environment in which all employees and agents know that good and legal behavior is expected of them at all times. Each manager is expected to model the highest standards of ethical business conduct and encourage banter of the ethical and unethical as well as the legal implications of business decisions. It is the mangers responsibility to make sure that anyone needing additional development in an causal agent to do his or her job receives appropriate policies and training.It is the managers responsibility not to film or retain any employee or agent who they feel may engage 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. This program initiated to support their code of conduct as well as the companys mission. scheme of Starbucks by Colleen Holdahl Young urban professionals devour specialized coffees were the first to patronize Starbucks.Today the popular coffee drawing string attracts 25 million people each week and draws a large demographic of patrons straggleing in age and ethnic backgrounds (Hanft, 2005). The most coarse 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 introduction of blended or iced cold coffee drinks, frappuccinos, lattes, mochas, and teas. With the 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 meeting needing a stalwart cup of coffee, housewives stopping for a late morning latte with friends later 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(prenominal) consider many factors. For example when the new Creme Frappuccino was created, Starbucks took into consideration the demographic areas to douse 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 needs to consider 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 described by Hawkins, Mothersbaugh, and Best (2007) as strong, comparatively uncontrollable feelings that affect behavior (p. 364). Starbucks is in a contr all oversy over the supposed injustice and treatment toward coffee growers in Ethiopia. The controversy deals with negative emotions of customers, due to the report that Starbucks deprives the Ethiopian growers of $90 Million annually by opposing the Ethiopian governments efforts to trademark three topically grown coffee beans (Economist, para. ). The Creme Frappucino gives Starbucks an opportunity to offer a guilt-free alternative to non-coffee drinkers or patrons who oppose 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, servicing 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 planning 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 decline 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 appro ach each conflict with honesty and integrity (Monash University, 2009). non only is McDonalds management keeping up with the rapid demographic changes, they are also 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, ethnicity, sex, and location.McDonalds is an organization that understands how to motivate and reward people. Consider for instance, McDonalds has what is called People Promise. This means that McDonalds promises to value each and every employee, their growth and their contribution eve ry day in every way (McDonalds, 2009). McDonalds managers recognize and respect each employee each employee is appoint 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 clump members enjoy flexible schedules, paid training and the chance to have recreation working with friends while learning valuable life skills (McDonalds, 2009). Synopsis of Arbor E&T by Eduardo Mata Arbor Education and Training (Arbor E & T) is a company with offices throughout the United States and have a very diverse workforce that demonstrates a unique demographic factor. Arbor Education and Training 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 equ ally 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-related education, advocate and employment assistance under federally funded programs such as the men Investment Act 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 meet the customers unavoidablenesss and expectations along with the government regulations. Arbor E & T provides services to a wide variety of customers want employment, education or training and also provide excellent services to migrant and seasonal farm workers and United States Veterans seeking employment and other services. Training is provided to the entire workforce in providing the best services possible to each group.Arbor managem ent is committed to providing the leadership, training, and resources required to enable our employees to consistently adhere to regulatory requirements, to tirelessly seek approach of our processes, and to continue to provide world-class services to all of our customers. We are sacred and caring people who form a company providing excellent homosexual services that enhance the lives of individuals. The company rewards its employees based on employee performance and whether their terminuss were met for the former year. As found in Arbor E & T (2009) Our goal is to be known by our clients and by the workforce development community as the leading provider of services in the markets we serve, i. e. , One-Stops, TANF, youth, early puerility education, and vocational training programs. Our quality management system is a little 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 constitute 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). Catching the starbucks fever starbucks marketing strategy. moment State University. Kottak, C. P. , Kozaitis, K. A. (2003). On being different diversity and multiculturalism in the atomic number 7 am erican mainstream. (2nd ed. ). New 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 Research Rubric calendar week 2 Criterion Un satisfying Satisfactory Exceptional Score intimacy of cartroad Concepts (40%) Describe the Effects of DemographicDemonstrates a level of experienceDemonstrates a level of friendship Demonstrates a level of knowledge 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 Individual that is below the requirement that meets the requirement meets or exceeds the requirement and is Rewards and Recognition. well supported Research (20%) translate 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 relate to the course satisfactory, the benchmarked companies Course Objectives course concepts, or are not concepts and are researched from situations provide a thorough coverage of researched from academic or tradeacademic or trade publication course objectives publication sources sources. The murder is ranged between satisfactory and exceptional. Critical Thinking (15%) Demonstrate Critical Thought in Does not demonstrate critical Demonstrates critical thought in In addition to meeting requirements of 1. 0 Analyzing Information thought in the analysis of the analyzing the information by satisfactory, synthesizes information information, or analysis is presenting various perspectives on across 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 Effectiveness in Written ineffective, with numerous satisfactory, the paper is pleasing to the Communication spelling and grammatical errors reader with concise and clear or poorly constructed sentences communication Format, Style & Citation Standards (10%) Adhere to University of Phoenix legion(predicate) errors in format, style,Few errors in format, s tyle, or Virtually no errors in format, style, or 1. 25 Writing Style (APA) Requirements or reference credit rating reference citation reference citation Final Score== 12. 1 Team B, The overall submission was interesting and well written. The concept of management planning was thoroughly researched and discussed. All of the companies clearly described the organizational conflict except for Arbor and Starbucks omitted the section on research and recognition. All of the companies were show as benchmarked companies that addressed the concepts however, in some instances a piece was omitted.The score was reduced under critical thought because only comparisons were addressed and not all concepts were covered. The written communication was well done and only a minor APA formatting issue was noted. Your research section as the teachers plagiarism checker noted consisted of an 13% plagiarism rate. The instructors plagiarism checker also checks past student papers, as well a s 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