Marketing Plan For Groupon Marketing Strategy - 2551 Words

Marketing Plan For Groupon Mehmet Ozkara Irmak Tuncer Serra Tankut Mehmet Burak Sezer Meltem Merve Aydin Marketing Strategy Ted Clark SUNY – New Paltz 22/06/15 MARKETING PLAN FOR GROUPON 1. Executive Summary Groupon is a deal based business that brings customers discounted deals from the businesses. As a result of massive success and the growing competition, the business is faced with the option of either selling to Google or developing an effective marketing strategy for continuing its own. In the due context, the underlying report proposes a marketing plan for successfully dealing with the market challenges (Chatterjee, O†Keeffe, and Streiff, 2012). Based on the market and situational analysis, the marketing plan for Groupon produces the internal, and external environmental analysis the report has identified the strategic future for the company. Based on the competitive advantage the report has made recommendations for the effective marketing in future with respect to product prices place and distribution of the business. 2. Introduction to the company The project Groupon was launched in the year 2008. The idea was launched for dealing with the already existing business The Point that was a platform for starting and pledging a campaign. Andrew Mason, the CEO of the company, started a group for making it more profitable as well as easier to manage a business in comparison with The Point. Taking up features from the Dutch auction system relevant changes andShow MoreRelatedGroupon : The Fastest Growing Company Ever Essay1341 Words   |  6 PagesCURRENT SITUATION Groupon was founded in 2008 by CEO Andrew Mason; Groupon is the market leader in the daily deal industry. The company has shown remarkable growth since 2009, now with over 150 million subscribers worldwide and 1.6 billion dollars of profits in 2011 (Slade, Hawkins Teng). 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The Danger Of A Single Story By Chimamanda Ngozi Adichie

The lecture, â€Å"The Danger of a Single Story† by Chimamanda Ngozi Adichie, demonstrates how stereotypes create a single story in people’s minds. She says these stereotypes are half truths because they are incomplete; therefore it keeps people away from the reality. She claims this is â€Å"the danger of a single story†, because it stops people to think of others are capable of contributing positively to society. Adichie’s lecture helps one to understand how these stereotypes impact people by creating a single story which changes people’s perception of others. The article, â€Å"Michael Brown and Black Men† by Charles M. Blow critiques the â€Å"single story† the media presents about young black men. Blow argues that black men are always shown as â€Å"bad†¦show more content†¦Through her personal experiences, Adichie helps people to understand how these stereotypes only divert minds, which keep people away from the reality . She had a single story about their houseboy that could not perform any other work rather than housework. Adichie says, â€Å"Then one Saturday, we went to his village to visit, and his mother showed us a beautifully patterned basket made of dyed raffia that his brother had made. I was startled. It had not occurred to me that anybody in his family could actually make something† (Adichie). She talks about their houseboy, Fide who performed housework at their house. However, when she met his family, she was surprised to see their working capability because she had a single story about his family that they were poor. Therefore, she could not imagine them doing craft work because she assumed that Fide and his family were able to do the housework only. In the article, Blow also describes how the stereotypes make people to believe in one thing strongly rather than believing at different things. Blow writes, â€Å"Black Missourians were 66 percent more likely in 2013 to be stopped by police, and blacks and Hispanics were both more likely to be searched, even though the likelihood of finding contraband was higher among whites† (Blow). Blow describes how white people are more likely to commit crimes, but they are less likely to be searched than black and Hispanic people. Black people are targeted because they are minority and media

Its all crazy! Its all false! Its all a dream! Its alright by mewithoutYou free essay sample

The band mewithoutYou has been around the past couple of years providing fans with outstanding material. This bands outlandish lyrics that consist of almost a yelling that is mixed with beautiful harmonies makes a remarkable, unique sound. In this new album though, the band looks to have taken a new direction. It consists of mostly folk, acoustic sounds, with songs like The Fox, the Crow, and the Cookie and Timothy Hay. Also, the new sound is heard in the opener Every thought a though of You, a song with christian meanings that is soft and imminent. The closing song also enhances the current sound with celebratory singing that is truly splendid. However, the band does happen to provide a little bit of the old sound with the song Bullet to Binary Pt. 2, which is a sequal to a previous song, it incorporates more of a rock sound with faster, more upbeat drums, and a heavier bass line, which the rest of the album seems to lack. We will write a custom essay sample on Its all crazy! Its all false! Its all a dream! Its alright by mewithoutYou or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page But even though this albumn may seem like a dissapointing change for the band at first, the slow, peaceful melodies and optimistic, hidden lyrics told through unique parables creates a brilliant, divine album.

Organizational Development Needs - Description And Justification

Question: Describe about the Organizational Development Needs? Answer: Introduction Learning is a process for achieving all the business objectives that are ideal and essential for accomplishing the desired organizational performance. Learning minimizes the gaps between the Organizations current abilities and their ability to deliver from the business results. It is an advantageous process as well as even the individual will tend to benefit from it by and large where the knowledge will enhance their skills and will also add to their personal competencies to develop their full potential (Boydell T and Leary M, 2003). We have chosen a Training Organization called E-Module with its core business into Training and developing Training Solutions for E-Learning. It has total capacity of 55 employees who have been divided into various departments of Sales, R D, Training and Service. In this report context, the departments are referred to discuss the overall strength of the chosen organization. Moreover, in this dynamic world, the students feel tedious with long lectures and boring assignments (McGregor, 1960). Therefore, this particular organization deploys online learning and knowledge sharing strategy through interactive presentation or other attractive manners. Organizational Learning Needs: Description and Justification of Methods Most of the Organizations have made bigger investments in terms of establishing learning needs with the best possible returns on their investment. In this case, the best investments are made on the organizations ultimate assets who are its employees and customers. In E-Module organization, the learning needs are catered by organizing the trainings in a planned way. Learning practices are more different in E-Module organization to the others because of the types of involved business. In addition, the amount of time an Organization spends on training its employees is always termed to be its return on investment. The training and development that E-Module needs to achieve are based on their specific goals and objectives that it might have organized and prioritised effectively. Apart from this, E-Module should also realise the identification and development of skills, knowledge and abilities that are required in a robust and an effective way (CIPD, 2015). In this article, the researcher would analyse some of the methods that are used in identifying the learning needs with critical implementation process. Some of these methods would be standard methods that might have been customised for meeting the specific needs of the Organizations. Requirements of developing learning and organisational effectiveness Implementing a structural analysis for developing the learning and development process is a critical process as it helps identify the core critical processes that require the Management intervention in developing additional processes to enhance the skills of the employees to meet certain specific needs of the processes and to achieve the Organizational Objectives (McGregor, D 1960). All the learning needs and the need analysis should be a continual process for all the Organizations. The target audience for Training would be employees of various companies of different business spectrums as there would be a requirement for all departments and functions to motivate their employees to develop their skills depending on the department they are in or the functional process they belong. The present model of developing the E Modules for various Clients is dependent on the need basis of the Customers. E Modules should adapt and implement a new model of Training development and delivery based on the changing needs of the Global Market and emphasising on the requirement of the need to change (Tan, 2011). The examples of two learning needs are as follows. The learning need assessment tools can be (1) confidence and competence rating scales and (2) professional conversation. The organizational effectiveness and development is dependent on these assessment tools for verifying learning needs. The needs assessment would clearly give a new model of development for all the trainings it would conduct in the Organization (Argyris, 1978). It is critical for the Company to address these issues as it is essential for the brands to change and incorporate any new models in the Training Industry in order to work towards achieving the Organizational objectives which in turn will also ensure the overall employee growth perspectives (Adair, 1983). The employees join an Organization with a specific skill set and with a certain level of understanding of the Organizational objectives. There is a strong competition in the business sectors at the global front making it more obvious for the Organizations to compete with each other. The comparison is to maintain their standards and to look out for opportunities where they can be engaged in additional awareness activities conce rned to learning and business. The new trends that are introduced in any of the Organizations as a part of Training or as a part of Employee Skill enhancement will incur certain costs and it will have the subsequent advantage in letting the employees perform in alignment with the Organizational objectives (Baltes, 1999). This will provide the Company its desired growth and it will allow the employees to engage in all the related activities to improvise on the diversity of the learning environment with respect to different areas. The learning need analysis at every stage should also include all the diverse learning and monitoring activities that can influence the present system of learning and training delivery in the respective organizations (CIPD, 2015). Ensuring that these activities are a part of the learning and development scope would help the activities streamline and would in turn help in letting the newer learning activities emerge in an effective way. Review of Theory and Good Practice There are various effective learning theories with maximising the proposed learning interventions. The learning assessment tools are referred here are confidence and competence rating scales and professional conversation. Now the confidence and competencies rating process is crucial with respect to the some relevant theories. The theories may be effective learning principles, learning style, timing, motivation methods, adult learning and obstacles for learning. However, before these theories the researcher would place focus over some thinking points (CIPD, 2015). The thinking points will be current activities consideration for assessment of the learning needs, main reasons of learning module selection, the improvement aspects of teaching process. Current activities of E-Module will need to help the students or learners to understand the module clearly and as well as ensuring profound learning experiences (Harrison, 2011). In case of adult learning, E-module has to change some of the modules content to balance their learning with their age and experience (Knowles, 1973). To overcome the age barrier and relevance for learning, E-module will have to insist the learners for effective time managed environment. The learners are provided with familiar persons for effective learning process (Beevers and Rea, 2013). For individual learning, the E-module will have to consider the key learning factors as the attitude, maturity, interest and styles. They have to analyze the learning variable as well as the learning interest from the learners side. Therefore, these issues will be improved in terms of a Community of Practice. The Community of Practice will analyze the issues and then will recommend the best practices fit for E-module and t he Learning Need selection process. Organizational needs: Approach and methods In order to develop the organizational learning and development needs the learning needs itself can be classified into three categories like: Classifying the Organizational needs based on the results of the requirements of the technological development needs and major restructuring Group analysis which is conducted based on the change requirements or any new specifications which are given (CIPD, 2015) The individual needs of the employees are also considered because of the in effective performance of the individuals as such requirements are essential for the promotions, job transfers, skill enhancements and for acquiring any new skills through additional learning. In the initial stages, the learning and development starts at each of the individual processes. The processes may be the legislation needs; the organizational needs, job or the functional needs and the team or individual needs are all collected and pooled into the diverse data. From the collected diverse data the analysis of data is done, the requirement for any further needs is identified, and the gaps to be fulfilled are identified (Boydell T and Leary M 2003). From the requirements which are collected the classification of the learning needs and the non learning needs is also done. Based on the classification the prioritisation of the needs is done which is done based on the business goals and finally based on these inputs the learning and development plan is prepared (Berger and Fitzgerald, 2002). In cases of non learning needs the recommendations for the development of the business improvements is done. For further clarity and simplicity on all these terms, a detailed learning analysis is done for a large no. of roles and jobs (CIPD, 2015). Even while preparing this there are three major elements for learning need and analysis like: The abilities which are required to conduct an analysis Needs of the stakeholder groups Scale and scope of the analysis Identification of LD Needs Methods (examples) Advantages/ disadvantages Most useful in Suitability for target audience Evaluation of the suitability (or not) Skills matrices The proper assessment of students skills but the relevant competencies may be overlooked Training and class activities Huge numbers of students and their capability and knowledge can be assessed This method is suitable in smaller group of learners rather than larger groups Observation The observation process is slow yet expertises will have to handle this process carefully Classes and one-to-one session Small number of students learning ability can be improved. This method is slow and for huge batch of learners, the process is not effective. Performance data Performance data is effective for assessing the learning outcomes Examination results The students can view their progress or learning issues in this method This method is useful for evaluate the students ultimate progress or deficit in learning Interviews It is effective for identifying students strength and weakness as well as their issues related with learning One-to-one interview session Each student will need to be interviewed individually The evaluation process is suitable for assessing each person individually Designing learning interventions Possible Learning Interventions Methods and techniques are used for these learning interventions Suitability for your target audience Evaluation of acceptance or rejection Coaching Small group instruction, demonstration and discussion, feedback, questioning Fewer people with more number of groups, with their experience and compatibility value The coaching process is more systematic for huge number of learners however; individual assessment is not possible here. Classroom based Presentation, question and answer, exercises, role play activities Huge or smaller number of people can be maintained in this learning intervention. The classroom based learning is best for making individual assessment. E-learning Interactive process with understanding and application, sessions for induced cognitive learning Huge number of people without any age restriction E-learning process is effective and compatible with advanced and yet beginner learning scheme. Action learning The action learning process is managed with question answer session with online or offline. Huge number of people can be assessed along with individual. Target audience and their separate assessment are possible. Evaluation of your Learning Interventions Evaluation model Most useful model for Suitability with proposed learning interventions Kirkpatrick Training purposes and behaviour tracking process The online learning process is not effective with this model RAM This learning process is in reasoning and attentive measures This model is suitable with reasoning and attention gathering of the students CIRO This learning model is useful for classroom and coaching learning This model is suitable with coaching and classrooms, however, online assessment is not possible. Conclusion After all these discussion and analysis, the researchers have come to an opinion that the online learning process is useful. The learning intervention is easy with RAM learning model, however; the model is dependent over online sessions and the learning urge from the users side. The users will require being motivated from the online learning organization side. The users will then attend the interactive session for their age level, may be beginner, intermediate, advanced or experienced. The users can view the course content for better follow-up of subject along with their individual responses. References Beevers, K., and Rea, A. (2013).Learning and Development Practice. Chartered institute of personnel development. Knowles, M. (1973). The adult learner: a neglected species. Harrison, R. (2011). Learning and development.Development and Learning in Organizations: An International Journal,26(1). Boydell T and Leary M, (2003), Identifying Training Needs, London : CIPD CIPD, (2015). Helping People Learn - Case Studies, [online] Available at: www.cipd.uk/helping peoplelearn/casestudies.htm [Accessed on Oct 28th 2015] CIPD, (2015). A Learning Strategy for the Inland Revenue, [online] Available at: www.cipd.uk/helpingpeoplelearn/_Is.htm#lsir [Accessed on Oct 28th 2015] CIPD, (2015). Using Technology Enablers to Develop Individual Responsibility for Learning : The Scottish Fire and Rescue Services, [online] Available at: www.cipd.uk/helpingpeoplelearn/_cc.htm#sfr [Accessed on Oct 28th 2015] McGregor, D.,(1960). The Human side of enterprise. New York: McGraw-Hill. Tan, L., (2011), Self Directed Learning with ICT: Theory, Practice and Assessment Adair, J., (1983), Effective Leadership, London: Pan Books Argyris, C., (1978), Organizational learning. Reading, MA: Addison-Wesley Baltes, P. B., (1999). Lifespan psychology: Theory and application to intellectual functioning.Annual Review of Psychology,50, 471507 Berger, J. G., and Fitzgerald, C. (2002), Leadership and complexity of mind: The role of executive coaching, Executive coaching: Practices and perspectives(pp. 2758). Palo Alto, CA: Davies-Black