Famous Entrepreneur - Conrad Hilton and J Willard Marriott Biography

Abstract The journey to being enterprising is not easy. It involves a lot of effort from the entrepreneur  (Justin). This report focuses on two entrepreneurs in the same industry. It investigates their background of each of the entrepreneurs so as to be able to determine the success factors in their life. Besides, it gives a comparison and a contrast of these entrepreneurs and above all the obstacles that they had to overcome before achieving their success. Main Text Willard Marriott John Willard Marriott the founder of the Marriott Corporation was an entrepreneur in the hospitality industry. He is an American born who was raised like a devout Mormon. His interest in the hospitality industry started when he passed in the Washington D.C. and was impressed on how a cart pusher managed to sell his soft drinks and ice-cream. In 1927, he franchised rights for AW Root Beer for Washington D.C and Richmond in the Virginia. This was a key towards his success in the sector. On 20th May 1927, he partnered with Hugh Colton and together they did set up a root beer stand in the Washington. The cold weather saw the addition of Mexican food to the stand which in turn led to the renaming of the stand to â€Å"The Hot Shoppe†. Later on in the year 1929 the business was incorporated. The Second World War saw further expansion of the business to incorporate the management of food services in the government buildings such as the U.S. Treasury. The 1953 saw the involvement of the business in the Hotel Industry by opening the first Marriott hotel. In 1967, the business became Marriot Inc. with mergers in the 1968 and widening of the consumer base to schools and colleges. Up to and including his death in 1985 the Marriott Corporation had operated 143 hotels and 1400 restaurants and had made annual revenues of approximately $4.5million. It had 154,600 employees and had amorphously invested in other business ventures such as the shipping sector of the transport industry  (Mike). Conrad Hilton He is the founder of the Hilton Hotels chain. He was born in Mexico by a Norwegian father and a devout Roman Catholic mother. He schooled in the former New Mexico Military institute and served in the U.S army in the First World War. His entrepreneurial skills came up when he was working at his fathers store in the New Mexico. He went further to buy his first Hotel (Mobley hotel) in Texas. In the 1925, he built his first hotel the â€Å"Dallas Hilton followed by the Abilene Hilton in the 1927, the Waco Hilton of 1928 and then the El Paso Hilton of 1930.The great depression saw the fall of the Hilton business where he lost several hotels to bankruptcy. Later on, in 1948 he formed the Hilton International Company. In the1950s and 1960s, the expansion of the Hilton hotels facilitated American tourism as well as oversees business by the American Firms. In addition, it promulgated certain world wide standard for the hotels accommodation. This was the world’s first chain of Hotels. All in all, Hilton finally owned 188 hotels in the US and 54 hotels abroad. He also purchased and merged with other firms like the Carte Blanche Credit Company. He has received many honorary degrees among many other achievements  (Robert). Both Conrad Hilton and Willard are entrepreneurs who invested in the Hotel and hospitality industry. Though they are both from Shaky backgrounds, they were able to shine in the hospitality and hotel industries.   Both were raised in Christian families where Conrad’s Mother was a catholic and Willard was raised like a devout Mormon. The success of both is based on the spirited hard work they put up in ensuring that they reached the success of their businesses. Both were educated, and in their journey towards success, they had to partner with one for survival whether as copartner like Hugh Colton for Willard or by acquisition of existing company like the Carte Blanche Credit Company for the Hiltons case  (Mike). However, major differences exists between theses two entrepreneurs. Hilton Conrad did not partner with anyone in his journey to success whereas, Willard Marriot partnered with the Hugh Colton. In addition, the entrepreneurial culture in these two people developed from different places. Conrad developed the need while working in his fathers store but, Willard had not worked in any business but developed from the cart peddler. Willard Marriott invested in different other businesses like the Cargo ships and others whereas Conrad Hilton invested in only one form of business: hotel business  (Robert). The Journey to their success was not void of obstacles. In achieving his dreams, Hilton was hit by the great depression that led to the closure of many of his Hotels. This was a substantial drawback in his work. Another major drawback in achieving his success like all entrepreneurs was capital. For many entrepreneurs getting of capital is hard enough and may even force one to shatter his dreams  (Justin). On the other hand, Marriot had to fight with cancer. This gave his business a different twist of life but later on he survived and propelled the business well.   Besides like many other entrepreneurs, Marriott was subjected to the hard market times and a stiffly competitive market. This is a major obstacle to almost every and each entrepreneur  (Mark). Conclusion These two are perfect examples of entrepreneurs. They were self motivated in striving to achieve their goals. This is because, as an entrepreneur, one can neither afford the luxury of a boss nor the bureaucracy to tell you what is to be done. Everything is squarely on ones shoulders from the finding of the source of capital, to the development of the product and so on. These two shows that, for success in an enterprise, one must be a self starter, and above all self confident  (Justin). For anyone to succeed as an entrepreneur, one must be innovative and also dedicated so as to be able to devise smart business strategies and put them to reality. These are some of the key factors possessed by these two men. They were highly dedicated to their work. Though much novelty is not seen in the types of businesses they did set up, creativity was employed well by these two  (Mike). Sales and marketing skills are indispensable whenever one decides to set up your own business. This is because any new business must seek to acquire customers. For one to begin to think how to get to target audience, these skills are vital. These are the same skills that these two entrepreneurs possessed for success in their businesses. The financial know how skills are also of significant help to any entrepreneur. This is because; an entrepreneur is in the business to make money. This is thus the ability to handle money well. It entails having the knowledge on how to use the limited capital base to propel the business to success. This is as shown by Hilton during the great depression  (Justin). Time management is vital for any business entity to survive. This is especially so if one is running a one person entity. He or she has to multi-task in different departments of the firm. This is an essential quality to an entrepreneur. Finally, administration skills are crucial to entrepreneurs. This is because, in most cases, they lack capital to employ administrators and thus this will be left for them. Stating up a business is not an easy ride even when one has a solid background and possesses the skills above. However, having these elementary skills will lessen the pain of the start up process. This write up focuses on the two entrepreneurs and their roads to success  (Robert). References Justin, G. Small Business Management: Launching and Growing Entrepreneurial Ventures. New York: Cengage Learning, 2009. Mark, C. The Entrepreneur: an economic theory. London: Edward Elgar Piblishing, 2003. Mike, H. The entrepreneurs creed: the principles passions of 20 successful entrepreneurs. New York: Armour Publishing Pte Ltd, 2001. Robert, F. The Entrepreneur Entrepreneurship cycle. Amsterdam: Uitgeverji Van Gorcum, 2008.

Case Study Obsessed Shoes, A Trendy And Upscale Shoe...

WALKING IN STYLE MKT 500 Assignment #2 November 12, 2014 Shayla Myricks Executive Summary Placeholder Obsessed Shoes is a trendy and upscale shoe store full of lavishing women’s shoes. Our selection will range from comfortable flats and sandals to the trendy styles of stiletto shoes and boots ranging from sizes five to thirteen. Our goal is for every customer to own and enjoy our fashionable shoes in all sizes. Branding Strategy Obsessed Shoes is a growing business in the retail industry. The logo is the word Obsessed in a font of Lucida Calligraphy in bold with a stiletto hanging from the letter d. The letters are black with a white background and the stiletto is a red. The company has chosen a red stiletto in support of the American Heart Association. The CEO and the company are frequent advocates in promoting a healthy lifestyle through nutrition, physical activity, stress management, smoking cessation and workplace wellness. Obsessed Shoes will be hosting several wellness programs throughout the year to promote heart-healthy lives in our families, children, and community. Our slogan is Forever shoes, Forever confident, meaning as long as you have on a pair of our fashionable, trendy shoes, customers will always be confident. The customer will be satisfied with their selection(s) in the purchase of their shoes. Obsessed Shoes has extended the brand from shoes to jewelry also. Our jewelry line is our very own brand and

United States Loss to Vietnam Essays - 1033 Words

United States Loss to Vietnam There were many reasons for the USAs loss in the Vietnam War. There is no singular reason for the USAs loss; instead there are many, and each of these contributes to the end result. Some historians believe that the USA didnt lose the war at all. The USA first invaded Vietnam on the 8th March 1965, with the first 3,500 US marines landing on Vietnam soil, this seemingly small amount of troops would mass to 525,000 in 1967. America first involved themselves in Vietnam because of the Policy of Containment in this policy it made it clear that the USA was to stop the spreading of communism. The Domino theory was also a persuasive element. It suggested in the Domino†¦show more content†¦The Search-and-destroy operations undertaken by the US meant that many innocent civilians were killed which also helped to increase the un-popularity of the South Vietnam regime. Many of the Vietcong hid in villages and the US troops didnt know civilian from VC You never knew who was the enemy an d who was the friend. They all looked alike. They all dressed alike. They were all Vietnamese. Some of them were Vietcong. - Source F. An Extreme example of this is the My Lai Massacre We were firing before we hit the ground, we fired into the huts all we could. Then we burned the huts - Source H. Bombing usually had the opposite effect to what the US desired. The Intense bombing campaign, Operation Rolling Thunder, was mainly directed at the jungle to stop the Vietcong gaining routes to the South through the Ho Chi Min trail. This was largely in effective and until the introduction of chemical weapons. Even the chemical weapons meant the US were not gaining favor as the chemicals they used often meant long-term damage to the communities and also with other chemicals (mainly napalm) serious injury. Diem made himself un-popular in many ways towards the population. 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The Critical Theories and Concepts of HRM Free-Samples for Students

Question: Develope an understanding of the Critical Theories and Concepts of HRM and four key areas -Diversity management,Culture,International Performance Management and Training and Development. Answer: Introduction The following easy is based on increasing the understanding in relation to the critical theories and concepts of HRM along with the four key areas such as diversity management, culture, international performance management and training and development. Based on the provided case study it has been mentioned that Adam OMeara is the CEO of No Name Aircraft, who is worried regarding the profit of business or organisation. No Name majorly operates the business in Australia. It has the subsidiaries in other three countries such as Singapore, Vietnam, and China. Human resource management is regarded as the function through which it is possible to manage the human resources in a proper way(Schuler E. Jackson, 2014). HRM majorly deals with the recruiting or improving the employees to make them more valuable for the organisation and ensure the attainment of organisational goals. Diversity management is considered as the strategy based on which it is possible to create the diverse workplace. The concept of international performance management has been developed to manage the performance of employees as per the strategic requirement, organisational demands and preferences of customers. Training and development are also part of HRM through which the ability skills and knowledge skills of employees can be improved(Jackson, et al., 2014). This essay evaluates the organisational HRM along with the four areas such as diversity management, culture, international performance management and training and developing including the example, which is provided in the case study of No Name Aircraft. Discussion In this particular section, the discussion is about the organisational HRM (Human Resource Management, diversity management, and culture. Moreover, the international performance management and training and development has also been evaluated in the present section. Organisational management means the system of human resource management within the organisation. Human resource management plays the vital role in terms of recruiting productive employees based one job requirements and dealing with employees properly. International HRM is defined as the activities through which the human resource of the organisation can be managed at international level (Donate, et al., 2016). In the present day, most of the organisation focused on HRM and international HRM to make sure the effective management of human resources at the national and internal level and gain the success in business. The various functions and responsibilities of HRM are human resource planning, recruitment, and selection, analysing the performance of employees, training and development, payment and reward system. HRM is also responsible for dealing with the HRM related issues and try to mitigate issue along with developing the healthy and positive working environment for employees so that they can per their task effectively and achieve the organisational objectives (Zibarras Coan, 2015). For example, No Name Aircraft need to pay attention to the HRM and international HRM to mitigate the HRM issues and handle the HRM related activities and tasks in an appropriate way and ensure the success of the business. By creating the healthy working environment, No Name Aircraft is also able to motivate them to perform well and increase the business profitability by raising the product profitability(Kramar, 2014). In this way, the shareholder of the business is able to increase the return on investment along with the share price. Diversity management refers as a strategy of using the best practices with the effective outcomes for finding and as well as creating the diverse and also inclusive workplaces(Harvey Allard, 2015). The best practices contain some effective use such as diversity, councils, mentoring, employee group for research purpose, sponsorship, supplier diversity and so on. Diversity management refers to the practice of supporting and as well as addressing the multiple lifestyles and also personal characteristics with the group which is predefined. Diversity management refers as the confinement to the policy which is simple in nurture, which describes that each and every employee in the company requires for being respectful of age, race, gender, ethnicity, sexual orientation, religious beliefs, physical abilities, and religious beliefs and the other philosophies and so on. There are some problems which are related to embracing the rich value of the working of diverse people. Initially, in the headquarters, there is the indolence toward the working with the staffs from many generations(Abbasi, et al., 2016). The senior employees are mostly intolerance of the working with the apprentices as these create stains in the working relationship. Lately, in the company, there is a huge lack of requirements of the new staffs, even though they are skilled. To solve these issues, the organization should recruit the new skilled people, and create a friendly atmosphere in the company so that both the senior and junior employees can work in the liberal situation. These ideas will sure work in the aspects of the diversity management in the organization of Australia(Barak, 2016). Culture refers to the characteristics and as well as the knowledge of the particular group of the employee, which is used for defining by the each everything from the languages, cuisine, social habit, religion, music and as well as arts and so on(Beach, 2014). It can be easily said that culture refers to the communication and the communication refers as the culture. In addition, culture refers to the system of the knowledge which is used for sharing by the relatively large group of employees. Culture is working as the communication breakdown between the integrated groups and as well as among the management and groups. In Australia, the culture has been developed into each as it is very much negative and in addition, the workers have gradually adapted the manner like which is near enough, that seems to be good enough. The employees give the specific impression that expresses that the employees resist the attempt for making the change in the organization(Kalyani, 2016). This type of culture is used for extending for making the communications between the subsidiaries and headquarters. The home country management has been identified some problems regarding the culture which are related to parts of Vietnam and China directly. The aircraft need from small to large modifications after these have been transferred to the consumers. The consumers are continuous complaining about the bad quality; these consumers refers both and non-government and government(Samnani, 2013). To solve this big issue regarding the culture of the company, the company should use the quality management after the making of the making of the aircraft. According to the provided case study, it is observed that there are certain performance management issues associated with the No Name Aircraft for example assessment of performance management and the performance review. The HR in Australia is only responsible for conducting the HR review, but no performance review has conducted at subsidiaries, which is one of performance management issue of No Name Aircraft. The company does not follow the process of performance appraisal for expatriates due to which No Name Aircraft also face the issue in terms of assessing the performance of expatriate employees or workforce in an effective manner (Armstrong Taylor, 2014). The application of decision aimed at subsidiaries is also the consequences of the ineffective outcome of the performance. No policy has followed at No Name.' The CEO of No Name suggested the HR manager that the time was appropriate for ensuring the better performance. In this context, they need to pay attention to effective measure to manage the performance. The CEO of No Name has made to decision to influence someone to go to Singapore, China and Vietnam and consider the local as well as cultural practices. To mitigate the issues related to the HR of No Name Aircraft needs to develop some effective HR strategies along with trying to conduct the performance review at subsidiaries including Australia. There should be the development of HR policies at No Name so that the performance management can be maintained in an appropriate manner and assessing the performance of workforce successfully (Dickmann, et al., 2016). It is essential for No Name to focus on the performance appraisal process to appraise the performance of all personnel along with developing the reward and incentive system within the organisation. In this way, the motivational level of employees of No Name can be improved, and better performance of employees, as well as organisation, can also be ensured(Scott, 2016). The decision-making process in relation HR policies, performance management, the process performance appraisal needs to be improved so that performance appraisal process can be followed by No Name for expatriate employees(Khezri, et al., 2016). The HR should look after all matters related to HR and ensure the mitigation of HR issues along with the implementation of performance appraisal (Boxall, et al., 2016). The HR also needs to make sure the successful performance review of the employees. In this way, the performance management issues can be reduced along with ensuring assessment of the performance of employees properly. Training and development are considered as one of the function of HRM, which enables the organisation to enhance the capability skills and knowledge skills of workforce or employees and make the new employees capable of dealing with the difficult situation. The function of training and development is related to the elements of activities of the organisation (Jehanzeb Bashir, 2013). (Pahlavani Azizmalayeri, 2016)On the basis of given case study, it has been mentioned that the training program has been provided to those expatriate employees, who are leaving Australia for the purpose of working in China, Vietnam, and Singapore. The needs of every employee are same while they are moving another country for the purpose of work. There is no facility in terms of taking feedback from expatriate employees regarding the training program (Brewster, et al., 2016). According to the comments of one employee No Name it is understood that no training program have been given to then in Australia. Therefore, the employee has made the decision to move to the Singapore. Depends on the performance level of employees, it is ensured that No Name needs to pay attention to appropriate training and development program (Ford, 2014). No Name also not follows any proper management development program and systematic workforce planning. The management of No Name should pay attention to such program and planning because by focusing on these programs, it is possible to identify and appoint potential as well as effective managers along with enhancing their knowledge with the help of career development plan(Masum, et al., 2016). (Popescu, et al., 2016)By improving the skills and managers and ensuring the career development is also possible to meet and achieve the needs as well as requirements of the organisation. This particular program is also beneficial for No Name to develop the clear and successful plan. The employees of No Name are not aware regarding their career prospects as the career development of the organisation is not effective(Popescu, et al., 2016). (Molla, 2016)The senior manager of No Name is not supportive due to which, the junior employees of No Name are not getting any help from their senior management during the time of doing their tasks and roles and responsibilities (Clarke Higgs, 2016). There is the absence of professional development at No Name.' In this context, the management of No Name should pay to provide the training program to the junior employee and make them capable to cope up with the difficult situation without any support of their senior management(Zadeh Ghahremani, 2016). (Zadeh Ghahremani, 2016)With the help of appropriate training program, the management is also able to increase the confidence level of employees based on which they are able to perform their activities successfully and attaining the desired goals. There should have good relationship among senior manager and junior employees to maintain the positive and healthy working environment (Torraco, 2016). The career development program of No Name needs to be clear and effective so that every employee is able to have the clear idea about their career prospects. The career development prospect also helps in motivating employees to give their best in work and attain the desired outcome of business (Cox Warner, 2013). The professional development should be enhanced at No Name to make the employees more professional. In this regard, to satisfy the requirements of all employees the management of No Name needs to offer a proper training program to the employee including the expatriate and taking the feedback from employees to obtain the information that they are satisfied with this training program or not. Conclusion From the overall discussion, it has been concluded that No Name faced certain issues in terms of diversity management, culture, international performance management and training development. Human resource management is regarded as the function, which deals with the recruitment of right candidate based on the requirement of job profile. The issues associated with the international performance management and training and development include the performance review has not been conducted at other subsidiaries of No Name.' The diversity management and culture of No Name; has also been discussed in the easy. In addition, issues of both diversity management and culture in the organization and as well as its solutions are concluded in this research essay. No effective performance appraisal system has not followed at No Name.' The training program provided by No Name is not efficient and the career prospect is also not cleared by the employees of No Name.' In this relation, the management of No Name should pay attention proper performance review and performance appraisal process along with offering the appropriate training program to the employees. Some recommendation has been provided in this section that can be efficient for No Name to reduce the issues faced by it and ensure the improvement of performance management along with delivering successful training program and develop their skills and abilities. The certain recommendations are as follows: The management of No Name should identify the HRM issues and assess the same properly No Name also needs to understand the requirements of employees and try to provide the proper training and development program as per the demands and requirements The management of No Name also should implement the HR policies within the organisation to ensure the proper management of human resource References Abbasi, M., Tabatabaei, S. Labbaf, H., 2016. Identify Future Changes of ICT in Human Resources Management: A Delphi Study. Human Resource Management, 3(1), pp. 36-44. Armstrong, M. Taylor, S., 2014. Armstrong's handbook of human resource management practice. London: Kogan Page Publishers. 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International Human Resource Management: Contemporary HR Issues in Europe. London: Routledge. Donate, M., Pea, I. Sanchez de Pablo, J., 2016. HRM practices for human and social capital development: effects on innovation capabilities. The International Journal of Human Resource Management, 27(9), pp. 928-953. Ford, J., 2014. Improving training effectiveness in work organizations. London: Psychology Press. Harvey, C. Allard, M., 2015. Understanding and managing diversity. s.l.:Pearson. Jackson, S., Schuler, R. Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp. 1-56. Jehanzeb, K. Bashir, N., 2013. Training and development program and its benefits to employee and organization: A conceptual study. Training and Development, 5(2). Kalyani, V., 2016. Asian Research Consortium. Human Resource Management, 4(3), pp. 27-43. Khezri, S. et al., 2016. 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The Role of Human Capital in the Knowledge-networked Economy. Psychosociological Issues in Human Resource Management, 4(1), pp. 168-174. Samnani, A., 2013. The early stages of workplace bullying and how it becomes prolonged: The role of culture in predicting target responses. Journal of business ethics, 113 (1), pp. 119-132. Schuler, R. E. Jackson, S., 2014. Human resource management and organizational effectiveness: yesterday and today. Journal of Organizational Effectiveness: People and Performance, 1(1), pp. 35-55. Scott, E., 2016. Ethics and Human Resource Management.. In Practicing Professional Ethics in Economics and Public Policy, 5(2), pp. 215-221. Torraco, R., 2016. Early history of the fields of practice of training and development and organization development. Advances in Developing Human Resources, 18(4), pp. 439-453. Zadeh, L. Ghahremani, M., 2016. Factors affecting organizational development (Case Study: Welfare office of East Azerbaijan province). Human Resource Management, 3(5), pp. 46-51. Zadeh, L. Ghahremani, M., 2016. Factors affecting organizational development (Case Study: Welfare office of East Azerbaijan province). Human Resource Management, 3(5), pp. 46-51. Zibarras, L. Coan, P., 2015. HRM practices used to promote pro-environmental behavior: a UK survey. The International Journal of Human Resource Management, 26(16), pp. 2121-2142.