Nike Case Study - 1104 Words

Case Study- Nike 1. Discuss how Nikes growth can be attributed to its targeting of diverse market global segments. In the 1960’s Nike was only making running shoes. At this point in time not many people knew of Nike or the Nike swoosh. In order to increase brand awareness, they started paying athletes to wear their shoes. However, very soon Nike learnt that in order to be a global brand they needed to appeal to different market segments, not just athletes. Hence, they then decided to tap more markets. In order to d so, they discovered 3 very distinctive market segments that they could attract. The highest on the pyramid were the Ultimate/Performance Athletes. These included big names in the fields of running sports. They are the†¦show more content†¦Firm strategy, structure and rivalry: * Nike’s mission statement is to â€Å"bring inspiration and innovation to every athlete in the world† which shows that their goal is to stay updated with the emerging trends by constantly innovating and improving their products. * Nike’s objective has been to grow globally by grasping the three main market segments, which are the performance athletes, participant athletes and those that influence the world and the culture of sport. They also adapt their global strategies in a way that fits locally. * It is a known fact that competition in any given market makes firms more efficient and effective in their management styles as there are more players fighting for a market share. Fierce domestic rivalry with brands such as Reebok and Addidas has made Nike more inn ovative and dynamic in their marketing approaches. Government: Various third world country governments encourage MNCs like Nike to build their manufacturing units in their country to provide employment to local people. Cheap labor provided by these countries further reduces the costs of production for Nike. Chance: Risk is an important element in any business as it triggers growth and development. In it’s early years, Nike adopted different marketing strategies like paying athletes to wear Nike shoes (Steve Prefontaine), sponsoring sports teams and maintaining close partnership with idolized athletes to promote the brand. These strategies gave Nike a competitiveShow MoreRelatedNike Case Study1004 Words   |  5 PagesRSS Case Study: E-recruitment gets Nike on track Posted by HR Zone in Strategies on Thu, 09/12/2004 - 16:54 0 inShare The Nike employer brand is extremely powerful in attracting potential talent to the business making the process of handling applications and supporting the resourcing process effectively and efficiently critical to business success; implementing e-recruitment was identified as the way to solve this businesses hiring problems. The issue Nike currently receives aroundRead MoreNike Case Study1112 Words   |  5 PagesCase Study- Nike 1. Discuss how Nikes growth can be attributed to its targeting of diverse market global segments. In the 1960’s Nike was only making running shoes. At this point in time not many people knew of Nike or the Nike swoosh. In order to increase brand awareness, they started paying athletes to wear their shoes. However, very soon Nike learnt that in order to be a global brand they needed to appeal to different market segments, not just athletes. Hence, they then decided to tapRead MoreNike Case Study1494 Words   |  6 PagesIntroduction: This paper is a case study of Nike Inc. I will give a brief overview of the history, products, company goals, company challenges, financial report and sourcing strategies. My main sources of information are internet databases, company annual reports, and financial articles. Company Overview: Nike Nike incorporated, the worlds leading designer and marketer of authentic athletic footwear, apparel, equipment, and accessories for a wide variety of sports and fitness activitiesRead MoreCase Study Nike765 Words   |  4 Pagesï » ¿Amanda Merkatz Management 301-02 Case Study 11 11252895 1. How does Nike’s decision to retain an in-house arm of ad agency Wieden Kennedy exemplify the concept of organizational design? The decision to retain an in-house arm of ad agency exemplify the concept of organizational design, makes you look at how both companies interpret organizational design. Organizational design is the process of creating structures that accomplish the company’s missions and objectives. First looking at the textRead MoreCase Study on Nike1252 Words   |  6 PagesCase Study Nike Introduction Good morning ladies and gentlemen and thank for taking the time to meet with us. Nike was founded on January 25, 1964 as Blue Ribbon Sports by Bill Bowerman and Philip Knight. The company officially became Nike, Inc. on May 30, 1978. Nike has various products which include footwear as well as other apparel that compliment the former. This accounts for 92 percent of the company’s revenue. The other 8 percent comes from equipment and non Nike brand products, such as ColeRead MoreNike Case Study1779 Words   |  8 PagesNike Case Study Submitted in partial fulfillment of the requirements For Master of Business Administration Degree Tiffin University at University of Bucharest Information and Decision Support Course By Ciprian Jitaru Instructor: Prof. John J. Millar Ph.D. Dean Emeritus and Professor of Management Cohort 9 November 06, 2010 1. What external and internal pressures did Mark Parker face when he assumed the leadership of Nike, and how did he respond to this challenges? Read MoreNike Case Study899 Words   |  4 PagesCorporation Case Study: Nike What is it? NIKE, Inc. is the world’s leading innovator in athletic footwear, apparel, equipment and accessories. Before there was the Swoosh, before there was Nike, there were two visionary men who pioneered a revolution in athletic footwear that redefined the industry. Nike Employees Nike Employee Networks are designed to help Nike move toward greater diversity. In the U.S., six employee networks focus attention on important communities within Nike. The intendedRead MoreNike Case Study5183 Words   |  21 PagesNike Case Study The US-based Nike Corporation announced that it had generated profits of $97.4 million, around $48 million below its earlier forecast for the third quarter ended February 28, 2001. The company said that the failure in the supply chain software installation by i2 Technologies3 was the cause of this revenue shortfall. This admission of failure also affected the companys reputation as an innovative user of technology. The supply chain software implementation was the first part ofRead MoreNike Case Study1542 Words   |  7 Pagesin the stocks of Nike for the fund that she manages. †¢ Ford should base her decision on data on the company which were disclosed in the 2001 fiscal reports. While Nike management addressed several issues that are causing the decrease in market sales and prices of stocks, management presented its plans to improve and perform better. †¢ Third party sources also gave their opinions on whether the stock was a sound investment. WACC CALCULATION: Cost of Capital Calculations: Nike Inc Cohen calculatedRead MoreNike Case Study1219 Words   |  5 PagesCase Discussion Questions 1. Should Nike be held responsible for working conditions in foreign factories that it does not own, but where subcontractors make products for Nike? Some people probably think that designing and marketing its products is what Nike is responsible for. But outsourcing its manufacturing divisions into foreign countries doesn ´t release Nike from the responsibility. During a developing process manufacturing is one of the most important intermediate steps and because of

Bretton Woods Institutions Free Essays

The Second World War featured a host of nations battling all around the world for supremacy; it was believed that the victor would have the privilege to shape the future of the world and so it seems. The Allies finally emerged victors in 1945; among them were the powers of today, U. S. We will write a custom essay sample on Bretton Woods Institutions or any similar topic only for you Order Now A. , China, France, U. K, and Russia. Behind them was a host of other States that had show support during the difficult times. In 1945 the Allies had met in Bretton Woods U. S. A and came up with strategies that would ensure that he mistakes that had been made over the years would be avoided; it was in this conference that the Bretton Woods Institutions were formed. Among them were the International Bank for reconstruction and Development (IBRD) today known as the World Bank and the International Monetary Fund. The two were formed after a number of states ratified and agreed to the rules as stipulated in the agreement at Bretton Woods (Veseth 2002). The main role of these institutions was to ensure that the mistakes of the past were not repeated; they were to ensure that the trade among nations would flow freely, to stabilize the world’s financial system, and to encourage international investments (Lechner 2009). In other words these institutions were to assist in the reconstruction and development of Europe after the war; many of its signatory members were European States. It was therefore a Western Idea for the Development of capitalist oriented economies. This paper will look at the success of these institutions decades later. Today the two institutions are still there; working towards the development of economies. After their formation the two institutions successfully managed to rejuvenate the European Economy. Europe then went a head and through a series of agreements, starting with the integration within the coal and steel industries, formed the European Commission and later on the European Union was formed. It seeks to establish a common Europe; with a common currency, constitution, economy to mention a few (Veseth 2002). It is therefore correct to say that the Bretton Woods system was successful within Europe as it succeeded jump starting the economies and later on the same economies merged to form a single unit; looking at the objectives, there will always be free flowing trade within EU, by using a single currency to trade within Europe means that the exchange rate is stable thus enabling the Euro to function any where in Europe and finally as it is evident for quit some time the economies of Europe along side those of the world have been stable. To add to this there has been significant growth for quite some time. It is therefore true to say that the strategy worked (Mansbach Rhodes 2009 and Spielvogel 2008). The system was also tried within the African economic landscape with different results; the opposite happened as economies that were once growing with high rates slumped down. It was indeed a western idea for a western economy. Some may argue that the strategy worked in Europe because it was created for that purpose. Unfortunately after the Second World War, the world was once again divided, this time along ideological lines; Capitalism versus Socialism. On e advocated for a market oriented economy while the other called for a strong state control to prevent the exigencies of the very same market. Europe was also divided along the same lines. Eventually Capitalists emerged victorious in 1989. This cemented the role of the dollar within the global Economy. The U. S. A dominated the Global economic scene; just as they intended soon after the formation of the Institutions. This has worked for years; the dollar has managed to give confidence and earn respect of economies in the world for quite some time. The dollar for quite some time was the only universally accepted exchange rate, it was the standard. Unfortunately this was also the mistake the system had (Spielvogel 2008). Over dependence on the dollar was not the key idea behind the founders of the system. I believe it was imposed to ensure the dominance of the U. S. A in the global system; they are the most powerful and everybody wanted to be allied to the West. This over reliance has over the years made the system shaky; the objectives were to ensure the stability of the global financial system. Unfortunately this was to be proven other wise with the occurrence of a second major global financial crisis; characterized by a weakened dollar and therefore instability within the financial system, a reminder of what happened when the system was over reliant on gold back in the 1920s and 1930s. This is therefore a proof that the Bretton Woods institutions are long over due for an update (Lechner 2009 and Veseth 2002). In conclusion, the Bretton Woods system was a great idea for the unification of the Global financial system; it has successfully seen the world united through globalization. The whole system is now interconnected and economies are dependent. It has also seen the development of Europe successfully to what is seen today; the European Union. Unfortunately it has failed to ensure that the mistakes of the past are not repeated; the recent financial crisis was a repeat of the Great depression that lasted for almost a decade between 1929 to late 1930s. Therefore the strategy was a good idea but it needed the input of all economies and therefore interdependence among states and economies. Reference: Lechner Frank J. (2009). Globalization: The Making of a World Society. Chichester U. K; Malden MA: Willey-Blackwell. Mansbach R, W Rhodes E, J. (2009). Global Politics in a Changing World: A Reader. 4th Edition. Boston: Houghton Mifflin. Spielvogel Jackson J. (2008). Western Civilization Alternate Volume: Since 1300. Wadsworth Pub Co. Veseth Michael (Ed). (2002). The Rise of Global Economy. London: Fitzroy DearBorn Publishers. How to cite Bretton Woods Institutions, Papers

Human Resource Managers (HRM) Challenges In A Networked Firm

Question: What are the specific HRM challenges in a networked firm? Answer: Introduction The transition in economies is posing a challenge in the human resource practices. HR managers are finding difficulties in imbibing cross-cultural differences in their practices. Big multinational organizations are using centralized networking system to manage and control its branches across the border. Globalization has led to worldwide cross cultural exchange of technology, goods, and services. It has created a competitive environment, which has posed major challenge on managing the human resource practices (Armstrong, 2016). HRM Challenges Controlling international operations and routines while implementing polices in different countries causes critical issues. The diverse culture has caused high level of complexity in managing the resources as per the local environment. Multinational organization is focusing on utilizing the local people by instilling the company culture through training process. The aim of realizing the local receptiveness is to value the culture, law, education system. Cross cultural operations legal compliances The IHRM is facing multiple challenges while managing cross cultural operations. It is difficult for a company to manage an integrated system when it is operating in different countries. Every country has different work environment which makes it difficult to manage from a centralized zone. Moreover the legal compliances are causing difficulty in managing the human resource practices. Certain countries has developed a strict labor law which is imposing difficulty in smooth operations (Briscoe,Schuler Tarique,2012). Delegating authority Communicating information across different countries has caused difficulty while implementing the policies. Centralized system has caused various issues related to policies implementation. It becomes difficult to frame policies according to the different country culture and law. Creating authority in networked firm is a serious challenge. The HRM is facing serious troubles while delegating authority on various people. Creating responsibility on staff is a serious concern to be taken care with proper measures. Introducing the local staff with the training process is sometimes difficult to handle. (Dowling, Festing,Engle,2008). Dispersing of the crucial functions The success of a firm depends upon the choices of standardizing the factors which are held liable to balance the operation. A successful enterprise runs on the multinational strategy which is supported by the organizational structure. Scattering the crucial functions in a networked firm poses difficulty on a long run. Standardization localization Standardizing the human resource practices in different countries has created the complexities for the multinational organizations. It is causing a threat on pursuing the inherent mission. While expanding a business function in other countries, it becomes difficult for the company to carry forward its aim while managing the local staff (Evans,Bjrkman. Pucik,2011). Conclusion Managing the cross cultural organization is a crucial issue while managing human resource practices. The differentiation of the model in the home and host country affects the human resource practices. International human resource practices vary from country to country due to different environment. It has become important for an organization to adopt a dynamic human resource practices to ensure a focus on the mission of the organization. References: Armstrong, M.2016. Strategic Human Resource Management. Kogan Page Publishers Briscoe, D. Schuler, R. Tarique, I.2012. International Human Resource Management: Policies and Practices for Multinational Enterprises. Taylor Francis Dowling,P., Festing,M.. Engle, A.2008. International Human Resource Management: Managing People in a Multinational Context. Cengage Learning EMEA Evans, P., Bjrkman, I. Pucik, V. 2011. The Global Challenge: International Human Resource. McGraw-Hill Management