Stella Artois s Market Entry Strategy - 1723 Words

Stella Artois, informally called Stella, is a pilsner beer between 4.8 and 5.2% ABV. It is a beer brand from Belgium and it also brewed in other locations. Stella Artois is one of the prominent brands of Anheuser-Busch InBev, the world’s largest brewer. Stella Artois has its own Pouring Ritual and iconic serving chalice and it is savoured in 95 countries as a complement to elegant events and fine dining (ABInBev, 2014). The first point will be discussed is Stella Artois’ s market entry strategy. As same as other international companies, Stella Artois also uses acquisition strategy to expand its market. As InBev attempted to maximise its product portfolio by launching its leading brands into new markets, Stella Artois was launched as a premium product in Latin America (Passport, 2005). China is the key focus of Stella Artois’s efforts to generate growth. The 2014 acquisition helped the company make the fastest growing top 10 player in the market (ABInBev, 2015). T he acquisition also served to strengthen its position in economy larger and enhanced the company’s production and distribution infrastructure in the market. The second point being analyzed is Stella Artois’s marketing strategy. First of all, the packaging strategy of Stella Artois will be analysed. The packaging of Stella Artois has evolved over time. However, the mandate on the design has not change. All packaging must be supreme quality and worth (Stella Artois, 2004). Stella Artois packaging always exclusiveShow MoreRelatedThe Global Branding of Interbrew and Stella Artois1084 Words   |  5 PagesThe Global Branding of Interbrew and Stella Artois One of the largest brewers in the world, Interbrew grew rapidly in the 1990s from its home market in Belgium to a global presence in markets around the world. As this essay will demonstrate, Interbrew s global strategy of consolidation and market penetration has been balanced between a respect for local autonomy and beer culture with efforts to adapt the flagship brand of Stella Artois to these cultures. The global beer industry is highlyRead MoreEntering Belgium Using Fdi ( Foreign Direct Investment ) Entry Strategy981 Words   |  4 PagesWe would enter Belgium using FDI (Foreign Direct Investment) entry strategy. There are several reasons why we choose this entry strategy. FDI provides companies with new markets, cheaper production, easy access to an advanced technology, financing and skills. Foreign direct investment is defined as â€Å"a company from one country making a physical investment into building a factory in another country.† Reduction of Production Costs. Brewing beer in Belgium is cheaper, we believe that we would findRead MoreGlobal Branding of Stella Artois4732 Words   |  19 Pagesï » ¿ Global Branding of Stella Artois Table of Contents Problem Statement 3 Symptoms 3 Problem Analysis 3 Boston Consulting Group Matrix 3 Porters Five-Forces Model 4 Product Life Cycle 6 Generic Strategies 6 Alternatives 7 Alternative 1: Global Strategy 7 Alternative 2: Multidomestic Strategy 7 Alternative 3: Transnational Strategy 8 Recommendation 8 Implementation 9 Appendices Appendix 1 – Boston Consulting Group Matrix 11 Appendix 2 – Porters Five-Forces ModelRead MoreAnheuser Busch Inbev1930 Words   |  8 PagesModule 2 - Functional, Business and Global Strategies a. The module focuses on the company’s/division’s business level strategies and global strategies. You will need to answer the following questions. 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Upper management creates the strategy, but execution takes place from the bottom up. According to the Balance Scorecard Collaborative, there are four barriers to strategic implementation: †¢ Vision Barrier – No one in the organization understands the strategies of the organization. †¢ People Barrier – Most people have objectives that are not linked to the strategy of the organization. †¢ Resource Barrier – Time, energy, andRead MoreBrazil Beer Industry Essay5604 Words   |  23 Pagescountry of the Federative Republic of Brazil. Documented and analysed are the concept of the overall environment of both the European and South American regions, detailing the many facets and characteristics present that may help or hinder possible market penetration into the area. Furthermore, also displayed is the potential engagement of both countries through am alcohol based product. Additionally, shown, is the culture of both countries and the preferences and opinions towards alcohol and theirRead MoreManagement Board7980 Words   |  32 Pagesinteresting to see how two beer breweries, having access to more and more similar resources in this increasingly globalizing world, are following different internationalization strategies which ultimately lead to differences in international performance. Performance differences can be analyzed from a range of perspectives, such as the market-based view, the resource based view, a strategic point of view, etc. We will focus on the internal environment of the two companies, i.e. we will use a resource-basedRead MoreBoon Rawd Brewery Company analysis(including PEST,SWOT,Porters Five forces analysis)6553 Words   |  27 PagesTable of ContentExecutive summary3Corporate Background4Which industry or industries is the firm operating in?4Who are the customers?4Where does the company serve?5What needs are being satisfied by the company ´s goods or services?5What are the companys distinctive competencies?6Which generic strategy in currently used by the company?7Country analysis and attractiveness assessment7Brazil PEST analysis7India PEST analysis12South Korea PEST analysis15Industry and Competitive Analysis-18Porters Five ForcesRead MoreThe International Beer Industry – Opportunities for Carlsberg19029 Words   |  77 Pagesthere h as been an evaluation of the strategy followed by Carlsberg in the Western and Northern European beer market and the objective was to find out if their current strategy is the right one for the company. This market was chosen because it is stagnating and challenging for Carlsberg, especially due to the financial instability in the world markets. When investigating this, there have been used internal and external analyses. Due to Carlsberg’s current strategy concerning growth and expansion, merger

Essay Viruses and Internet Security - 2715 Words

Viruses and Internet Security Since the creation and development of the Internet, hackers and intelligent software developers have been able to spread viruses that cause great harm to corporations and households. The Internet has been the gateway for hackers into their journey of obstruction. For example, through the loopholes of Microsoft’s IIS services on its server operating system packages, hackers have been able to open â€Å"backdoors† into some of the most complex intranet firewall protected networks of the world. Once the access has been made available, hackers have the opportunity to manipulate data, retrieve confidential data, and destroy systems containing critical data with the help of their developed viruses. The fact of†¦show more content†¦A biological virus is not a living organism. It is a fragment of DNA that uses a cell to cause its damage. Once inserted into a human cell, the DNA virus uses the powers of the cell to reproduce itself and spread within the body. A c omputer virus has to â€Å"piggyback† onto an existing program to use the execution of the program as a transport mechanism to spread within the machine it is infecting. Computer viruses were first introduced into the cyber-world during the late 80’s. The spread of personal computers, the popular usage of â€Å"bulletin boards†, and the creation of the floppy disk are historically the primary reasons for the spread of computer viruses. Now that our computer systems, processor speeds, RAM, compilers, software languages, and bandwidth technologies have improved, computer virus developers have found faster and more sophisticated mechanisms to use for destruction. So why do people take the time to create these nasty cyber infections? Why Are Viruses Created? Ask a graffiti artist why they spray paint walls! Their primary response will most likely be, â€Å"we want to demonstrate our art and be known for our talent.† Hackers and virus developers want to demonstrate their art and capabilities as well. The more damage a virus can make, the smarter, wiser, and more sophisticated the developer must be to create such a powerful virus. The thrill, bragging, and ability to see the damage would be the main reasons why someone wouldShow MoreRelatedMalware And Protecting Assets From Malware Essay1657 Words   |  7 Pagesmalware are extremely important matters of computer security in the ever more dangerous realm of computing. As the Internet continually gets larger, more threats are posed to innocent people that put them and their information at serious risk. To properly analyze what malware is and how to protect personal computers and information from threats , it is seems fit that this paper will begin with a very brief look into the history of malware and viruses. 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Cardinals wholesaler case Free Essays

The fraud triangle is helpful in explaining motivation for employees to fraud the company: Motive, Opportunity, and rationalization are the trigger for employees to perpetrate any company. Motive-incentive or pressure that drives an individual to commit fraud. This is caused by life pressures, illicit activities or lifestyles needs that create personal financial problems. We will write a custom essay sample on Cardinals wholesaler case or any similar topic only for you Order Now Opportunity-a condition or situation that allows fraud to occur. Both the design and effectiveness or internal controls play a key role in this regard. Rationalization-is the attitude or mindset that enables the individual to rationalize the fraudulent act. Bill Carter- an angry, ex-employee that felt unfairly fired. Bill felt pressure from financial obligation and the need to support his family after being fired. With debts totaling $38,000 and educational expenses for his oldest son, Bill felt desperate about his financial situation and grew angrier giving him a motive to commit fraud. Bill was the purchasing department manager and was aware of the weak internal control that existed in the company. He knew that there was no segregation of duties in the company because as a former manager he knew that the person who approved vendor list also approved the payment. With this in mind we can see how opportunity to commit fraud is present. His rationalization was that the company owed him for using him as a escape goat to prove their point and he also felt that a lucrative company as Cardinal would not miss a few thousand dollars. Mike Smith-had large debts, a gambling problem and a lifestyles hard to maintain. He also felt he owe his friend Bill for accepting his position after he was fired. All this together gave him the motive required to commit fraud. Now being the purchasing department supervisor he was in a position where he was capable of perpetrating the fraud because Bill had informed him that segregation of duty was not present in the company. He knew that he was the person in charge Of approving the vendor list as well as the payment. And lastly Mike rationalization was that this was the only way for him to pay-off his debts and make a fresh start. He also felt that he could always back off the scheme after his debts were all gone. Four areas of Fraud Bill Carter had been employed for 22 years with a Fortune 500 corporation where he was the purchasing department manager. He had been married and had three children with his oldest attending an Ivy University. Unfortunately due to an indiscretion Bill was fired and was worried that his fife would find out what had happen. With only a two week severance pay he felt pressure to find a source of income to provide for his family. Consequently Bill decided to pull a vendor scheme with the help of his friend Mike Smith. As I conducted a review of the vendor list I revealed that they were six vendors suspicious of fraud. I was able to identify the six vendors because they either had a post office box address, no phone number listed, and they either had an invalid taxpayer identification number or were missing the number altogether. Also the invoices were created using an excel broadsheet invoice template which is a common characteristic of fictitious vendors. The search also revealed that Bill Carter created the vendor as well as opened the bank account. Unfortunately for Bill one drunken night at a bar he revealed to a stranger what he had done. Vendor scheme was created by Bill Carter and Mike Smith In a fictitious vendor scheme the fraudster establishes a shell company in this case was Trig-State company. A shell company exists on paper only but provides no goods or services to the victim organization which the organization then pays for without having receive any goods in return. This scheme is only possible when the fraudster can place the shell company in the victim’s organization ‘s approved vendor list, either through poor internal controls or an inside accomplice and Bill had both. Bill had Mike Smith as an accomplice and was aware of the lack of internal control that exist in the company. Shell company is not a legitimate business so it has no employees, no physical location or address, no phone number and an invalid or missing tax identification number. I realized that Trig-State trucking met all of the above. Lastly the scheme is easy to perpetrate when internal controls are cake. In this case figured out that Cardinals Wholesaler did not adequately segregated job responsibilities. Detection Bill Carter receives the check, endorses and deposits the money into the bank account of Trig-State Trucking. Here Bill has unrestricted access to the fund and can spend the money any way he wants. Some red flags were found that help conclude Bill and Mike had created a fictitious vendor scheme. Trig-State Trucking had an invalid tax payer identification, a valid tax id has nine digits and Trig-State only had seven. Trig-State had no physical address and was using a post office box. The invoices were created using an excel or word invoice template. All invoices for Trig-State had an even dollar amount with no tax included. Prevention Company needs to implement stronger internal controls by segregating duties to different people. One person should place vendors on the approved vendor list, the other should prepare the payment vouchers, and the other should approve the payment vouchers. The company should performed background checks on any new vendors prior to placing them on the approved vendor list. A CAFE should be engage periodically to review the approved vendor list and look for any red flags. Identifying the fictitious vendors There are four groups of vendors. Those possessing three, two, one, or zero suspicious characteristics. The Company Cardinals Wholesaler has been a list for the company to identify any existent fraudulent vendors in the group. To take care of this task I decided to narrow down the vendor list by searching for red flags that would be evident to the data base. To do this I decided to query three data fields using the excel auto filter function. These data fields are tax payer id, address, and phone number. Using this strategy I can rank the vendors and see how many suspicious characteristics they assess. The more characteristics found the easier it is to identify a fictitious vendor without having to inspect every single invoice in the company. As finished my query was able to identify six suspicious vendors. Here are the six vendors found and the characteristic that led me to believe they are suspicious. PC One missing phone number and using a post office box as address SB Foods, Inc. Avian a wrong tax payer number and missing phone number Stamen Floral Distributors missing phone number and using post office box as address Thresher Beverages having a wrong tax payer number ND using a post office box as address Trig-State Trucking having a wrong tax payer id number and using a post office box as address The Connection having no tax payer id number and missing phone number As I reviewed the six suspicious vendors I found red flags that led me to believe that Trig-State trucking had the most suspicious characteristics. Trig- State trucking listed a post office box as its address Invoice number suggested Cardinal Wholesaler was their only client Vague description of goods or services received Balance due was an even amount with out taxes or shipping address Invalid tax payer identification No contact information provided on the invoice Invoice was created by an excel program Canceled checks showed no evidence of typical company expenses Personal items were paid using Trig-State Trucking bank account Checks made payable to Bill Carter and Mike Smith were signed by Bill Carter There are two types of schemes that are used to perpetrate a company Pass-through and fictitious. In a Pass-through scheme is a fictitious entity created with the sole purpose of committing fraud. With this scheme the company receives something in exchange for payment and the loss is the amount of the profit made by the fraudster. With a fictitious scheme the company has a fabricated name with a post office box. In this scheme the company receives nothing in return from the fictitious vendor except the bogus invoice and the fraud loss is the total payment made to the vendor. As I review the files have determined that the suspicious vendor is perpetrating fictitious vendor scheme. As I review the bank Statements and the return checks noticed that the fictitious company named Trig-State Trucking is a fictitious company. The checks show that they were used to purchase personal items as well as the fact that all the checks were sign by Bill Carter the person who created the fictitious company. As I check the bank statements can also see that the vendor on this account is also Trig-State company which is using a post office box. And lastly, the checks that are made for Bill Carter and Mike Smith are signed by Bill Carter which give the indication that these are the payment they are getting for the bogus invoices they have created. To prevent a fictitious scheme from occurring Research shows 93% of all fraud schemes involves cash. The prevention of fraud in the future depends on the development of adequate controls and procedures. Here are some recommendation to prevent this type of fraud in the future. Background checks should be performed on all new vendors Verify receipts of items/services before paying vendor invoices Segregate the duties of approving vendors and vendor payments A review of canceled checks and bank statements by a third person Periodic review of the approved vendor list for any red flags Company needs to implement a stronger system of internal controls Bill Carter, an angry, terminated employee and Mike Smith, Carter’s replacement joint together to perpetrate a fictitious vendor scheme against Cardinals Wholesaler. The scheme lasted five years were each perpetrator pocketed about $900,000. Cardinals Wholesaler was perpetrated when Bill Carter was fired and his friend Mike Smith became his replacement. Feeling loss and with no income Ben decided that all he needed was to create a fictitious vendor to scheme the company. Bill knew that to pull this off he needed an accomplice. This is when he brought Mike Smith who accepted the proposal due to his large debts and gambling problems. They created a shell company where the company is trick into paying vendor invoices for which it receives nothing in return. I believe it happened because Ben Carter was humiliated after being fired after 22 years of service. He felt it was unfair and as a payback he decided to setup a fraud to get back what he thought was owed to him. Bill Carter and Mike Smith plan the fraud to last enough for Bill to get back on his feet and for Mike to pay off his debts but after a while they noticed how well they were doing and how they were getting away with it. If it wasn’t for Carter’s excessive drinking one night the scheme might have never been caught. I believe that what cause this to happen was how Bill was fired. How to cite Cardinals wholesaler case, Papers

Literature Review Goal Setting

Question: Discuss about the Literature Review Goal Setting. Answer: Introduction The goal setting involves the development of the action plan through which the individual or the organization can reach its goal or objective effectively. In the theory of management goal setting plays a vital role as it can provide a shape to the performance and behavior of the employee at work place. In other words through goal setting the employees will be able to understand what he is supposed to achieve and how to achieve it. According to the goal setting theory of motivation by Edwin Locke the goal setting is directly propositional to the task performance and the performance improvement of the employees. Through goal setting the employee ambiguity in the work will be reduced and will get highly motivated to perform the tasks effectively. Research questions How positively the implementation of the goal setting model in the organization can improve the efficiency of the organization in achieving its goals and objectives? How far the goal setting models and theories are can influence the motivational level of the employees at work place? Goal Setting Concepts Goal setting can be defined as the process through which a person or an organization identifies what it has to achieve and analyze how it can achieve those identified goals. In the business perspective the goal setting process plays a vital role as it guides and directs the behavior of the employees (Dean et al, 2016). Through goal setting challenges and standards are provided to the employees and the organization performance upon with they are analyzed. These attributes of goals setting makes it important for an organizations efficiency. Mr. Locke links his goal setting theory to the task performance of the employees in an organization. According to Mr. Locke when the employees are given with specific and challenging tasks along with necessary feedbacks the employees will get motivated to work more perfectly and would be more productive. Hence through the goal setting the employees are provided with a clear indication and direction to perform their tasks effectively (Martin, Elliot, , 2016). Source: Slideshare.net, 2017 According to the Lock and Latham there are certain principles in the goal setting theory which makes it different from the other theories of the management. Self efficiency: The employees self confidence level and his trust on his potential can contribute to the increase or decrease in his task performance (Stoll, 2016). Goal commitment: Goal setting theory highlights that if the goal is open, self-set and consistent then the employees will not leave the goals and their commitment towards the goals will be higher (Rose, Rosewilliam, Soundy, 2017). Goal Clarity: Setting SMART goals can contribute to the higher motivation and the task performance of the employees. Through SMART goals it is highlighted that the goals should be Specific, Measurable, Achievable, Reliable and Timely. Goal Challenge: The difficult or the challenging goals can motivate the employees to perform the tasks more effectively. A realistic challenging goal can certainly motivate the employees according to the goal setting theory (Latham, Brcic, Steinhauer). Goal feedback: Provision and gaining adequate feedback from the employees will enable the management to identify their expectation and how reliable is the goal to them. The goal theory suggests that goal feedback enables the management to adjust the difficulty of the goals. Goal setting models: The management generally implements the goal setting theory in the work place through the formulation of the goal setting models (Fredrix et al, 2016). the goal setting models are the guideline for the managers for how to set the goal and how to achieve the goals effectively. Some of the mostly used goals setting models are SMART Model: Specific, Measurable, Achievable, Realistic and Time based model SPIRO Model: Specificity, Performance, Involvement, Realism and Observability DAPPS Model: Dated, Achievable, Personal, Specific and Specific Model Research and findings The findings which have been obtained from the research conducted on various articles related to the goal setting theory are highlighted here. Mr. Fishbach, Shah and Kruglanski (2003) argue through their article that the Goal systems Theory plays a vital role in the goal setting process of the organization. According to them through goal systems theory there is an emotional transfer in the positive and the negative goal achievement in the individuals at work place. According to the goal systems theory highlighted in this article the employees will not only be motivated to achieve the goals but also the positive emotions of the goal achievement. When this argument is compared with the Participative Goal setting theory of Mr. Chana and Ong they, specifies that goal setting is considered as the effective motivational techniques which can produce positive effects and outcomes. It also specifies that the employee participation in the goal setting process can enhance their commitment level for achieving the specific goals. The participatively assigned goals add value to the goal setting model. When participation is involved in the goal setting the positive emotions will be transferred according to the goal systems theory. Mr. Seo and Ilies (2009), says that the self efficiency and the self regulations plays a vital role in the goal achievement and the motivational level of the employees. He highlights that positive self efficiency and the task environment is essential for motivating the employees for reaching his or her goals. He suggests that while the goal planning process the management will have to consider the perceptions of the employees about their efficiency and the task environment. His statements support the theory of Locke and Lethem of goal setting. When the thoughts of Mr. Fishbach and Choi (2012), is compared with the thought of other authors he highlights the consequences of thinking about the goals in the employees which is not much strong. Through his article he says that if an individual is having specific goals he will be motivated to achieve those goals. According to him the behavioral intentions increases when the attentions towards the goals are increased. Mr. Nahrgang et al (2013) speaks about the goal setting in teams and compiles his thoughts with the goal setting theory of Locke and Latham. Through his article he highlights the goal content and the goal specificity which has a vital role in the goal setting process. Through this he specifies two dimensions, first dimension highlights the learning goal and performance goal in a team and the second dimension highlights the understanding of the goal and altering the behavioral responses. He argues that based on the goals of the employees in a team the team performance is affected. If the goal content is learning, it acts as a backup for the performance. If the goal content is performance a proficiency in the task performance is achieved. Mr. Sun, Vancouver and Weinhardt (2014) in contrast to other articles provide importance to the goal choice and planning process for a goal setting process. According to him the expectancies positively affects the goal adoption process or the goal choice. From the findings which have been obtained from various articles it can be identified that the goal setting process is very important for the organization to enhance its productivity. If a goal setting model is implemented effectively in an organization the employees can focus on their work and can produce good outcomes. When formulating the goal setting model it is essential for the management to focus on the factors like the participative goal setting, goal choice, SMART goals, self efficiency of the employees etc. Future directions on goal settings The participative goal setting as explained by the Chana and Ong in their article can make the employees highly committed employees. But this approach of goal setting can limit the standardization and challenge in the goal. The participative approach can also lead to conflicts. Hence the management will have put a control and monitoring on the goal choice and planning process in the participative goal setting model. As specified in the goal systems theory the emotional involvement or the negative emotional transfer through the non achievement of the goal can lead the employees into a fatigue situation. If the employees are unable to reach the goal it can certainly demotivate the employees. Hence the goal setting should be based in the SMART model so that the goals set can be achieved by the employees and they could get motivated to work more and to be more productive. Some other research questions which can be considered in the future are mentioned below. Can the goal setting process put the employees into a fatigue situation rather than motivating them? How the goal setting can contribute to the achievement of the competitive advantage. Conclusion Goal setting is the process of setting specific targets in a workplace or in the daily life so that efficiency can be achieved. Through setting specific goals one would be motivated to achieve those goals. There are many theories which support the goal setting process. The goal setting theory of Locke highlights its link with the employee motivation and the task performance. Many theories which support the goal setting processes are discussed. Various articles relating to the goal settings are reviewed for the purpose research and the outcomes are discussed. References Ayelet Fishbach, James Y. Shah and Arie W. Kruglanski, (2014), Emotional transfer in goal systems.pdf, Journal of Experimental Social Psychology, University of Chicago Ayelet Fishbach, Jinhee Choi (2012), When thinking about goals undermines goal pursuit, Organizational Behavior and Human Decision Processes, Christina Sue-Chana, and Mark Ongb, 2017, Goal assignment and performance: Assessing the mediating roles of goal commitment and self-efficacy and the moderating role of power distance.pdf, ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES, University of Manitoba Dean, S. G., Levack, W. M. M., Weatherall, M., Hay-Smith, E. J. C., McPherson, K., Siegert, R. J. (2016). Goal setting and strategies to enhance goal pursuit in adult rehabilitation: summary of a Cochrane systematic review and meta-analysis. Fredrix, M., Mc Sharry, J., Byrne, M., Dinneen, S. (2016). Goal-setting as a behaviour change technique in diabetes self-management: a systematic review of intervention studies. European Health Psychologist, 18(S), 438. Jennifer D. Nahrgang, D. Scott DeRue , John R. Hollenbeck, Matthias Spitzmuller Dustin K. Jundt, Daniel R. Ilgen, (2013), Goal setting in teams: The impact of learning and performance goals on process and performance, Organizational Behavior and Human Decision Processes Latham, G. P., Brcic, J., Steinhauer, A. (2017). Toward an Integration of Goal Setting Theory and the Automaticity Model. Applied Psychology, 66(1), 25-48. Martin, A. J., Elliot, A. J. (2016). The role of personal best (PB) goal setting in students' academic achievement gains. Learning and Individual Differences, 45, 222-227. Myeong-gu Seo, Remus Ilies (2009), The role of self-efficacy, goal, and affect in dynamic motivational self-regulation. pdf, Organizational Behavior and Human Decision Processes Rose, A., Rosewilliam, S., Soundy, A. (2017). Shared decision making within goal setting in rehabilitation settings: A systematic review. Patient Education and Counseling, 100(1), 65-75. Shuhua Sun, Jeffrey B. Vancouver, Justin M. Weinhardt, (2014), Goal choices and planning: Distinct expectancy and value effects in two goal processes, Organizational Behavior and Human Decision Processes Stoll, J. R. (2016). How Student-Led Goal Setting and Self-Monitoring of Progress Impacts SelfEfficacy Among Third Graders at an International School in Eastern Europe.