A Few Good Men By Erich Fromm - 1404 Words

In the movie A Few Good Men, there is a large overlying problem in how Dawson and Downey succumb to blindly following their superior’s crude moral values. In his article â€Å"Disobedience as a Psychological and Moral Problem,† Erich Fromm studies the acts of obedience and the subsequent disobedience from a psychological standpoint. He begins by attesting disobedience to the beginning of true human life and obedience to the lingering doom that humans faced during the cold war. He continues to further break apart obedience into separate influential categories. Finally ending with the instructions as to how one learns to disobey (Fromm 12. In his article â€Å"The Genocidal Killer in the Mirror,† Crispin Sartwell explains the men who served as the†¦show more content†¦He would classify their obedience as such because they submit blindly to the orders of Colonial Jessep, whether he be in person or only in their minds. Finally, he would explain the authorita rian conscience as stemming from an irrational authority because Col. Jessep had to use his powers in a detrimental way to obtain the result (Fromm 126). Sartwell would agree with Fromm however, he would attribute Dawson and Downey’s willingness to defer to authority as to why they are so easily controlled by Col. Jessep (118). He believes that every person can submit to authority with the help of other people (Sartwell 118). According to Saul McLeod a psychology tutor and University and owner of Psychology Today the superego, as once stated by the infamous psychologist Sigmund Freud, oversees making humans feel guilty in situations where they did not act ideally or it can instill pride during times where they did act ideally. This idea of a superego can be used to give further explanation as to why Dawson and Downey are so inclined to listen to and follow Col. Jessep even though he was not the one to physically tell them to give Santiago the code red (McLeod). Fromm would a gree with McLeod that this ability of the superego to persuade a person one way or the other leads to an easier ability to control another person. Just as Fromm provides the specifics as to what isShow MoreRelatedA Few Good Men By Erich Fromm1403 Words   |  6 Pagescapability and, thus, it can prevent unethical actions. In the film, A Few Good Men, Col. Nathan R. Jessup, the commanding officer at Guantanamo Bay Cuba orders a â€Å"code red† – an unsanctioned disciplinary action against Pfc. William T. Santiago. Lance Cpl. Harold W. Dawson and Pfc. Louden Downey, two U.S. Marines, are the fellow platoon members that implement the code red, and Lt. Daniel Kaffee defends Dawson and Downey in court. Erich Fromm, author of â€Å"Disobedience as a Psychological and Moral Problem,†Read MoreA Few Good Men By Erich Fromm1546 Words   |  7 PagesDuring the motion picture â€Å"A Few Good Men† it obscures the inquiry whether disobedience or obedience is the rat ional distinction and at what instant does following the orders turn into blind obedience and submission? Furthermore, the movie complicates this theme by establishing military culture where disobedience to a higher power invokes dire repercussions. One example in the motion picture is when United States Marines Lance Corporal Harold Dawson and Private Louden Downey where instructed by theirRead MoreA Few Good Men By Erich Fromm And Stanley Milgram1214 Words   |  5 PagesThe movie, A Few Good Men, is the story of how two marines go on trial for the murder of another marine. The movie then unfolds into an emotional drama which dives deep into conspiracy and the psychodynamics of following orders. A Few Good Men was a critically acclaimed movie and was nominated for multiple Academy Awards. Similarly, authors Erich Fromm and Stanley Milgram, wrote essays that explored the morals behind obedience, and how disobedience of immoral commands can bring betterment to othersRead MoreEssay about The Abuse of Power in the Military1186 Words   |  5 PagesA Few Good Men is a movie that adequately causes debate among renowned professors, philosophers, and psychoanalysts. The film demonstrates multiple qualities of commands and power in the military, specifically the Marines. A Few Good Men has an early distinguishable gender distinction, where women are subordinate to men, despite being higher in rank. Marines use a punishment known as a Code Red to discipline any soldier who fails to comply with any and all given orders. Philip G. Zimbardo is a professorRead MoreObedience and Disobedience in A Few Good Man1594 Words   |  7 Pagesfilm A Few Good Men. Two soldiers caught in the middle of right and wrong will keep there hope and loyalty high as they wish for the best. Will the instigator of it all be pressured through his own anger to reveal the truth? Rob Reiner presents Col. Nathan R. Jessep as having an exaggerated self opinion while using his power for evil, based on dispositional factors. Lt. Daniel Kaffee uses his Harvard law education to represent two Marines who are being charged for murder in the movie A Few Good MenRead MoreObedience And Its Effect On Society2278 Words   |  10 Pagesbeen the root of numerous atrocities and serves as a reminder that obedience can lead to humanity’s downfall. Themes of obedience are studied in many articles and experiments. Two prominent examples, Stanley Milgram, a social psychologist, and Erich Fromm, a psychoanalyst, both wrote about their beliefs as to why humans are so prone to obey. The nature of human obedience derives its potency from consistent habituating, protection, and a deeply ingrained human characteristic. One of the reasons whyRead MoreObedience Is Not A Bad Thing Essay1420 Words   |  6 Pagesobedience and disobedience serve a purpose, from positive control through obedience, to denying control to avoid being influenced to do something immoral. Erich Fromm, Doris Lessing, and Stanley Milgram reveal how the effects of obedience can be negative and how hard it can be to disobey. Obedience can be catastrophic; during the holocaust, many men obeyed orders only to find they were puppets in an evil scheme. However, thriving obedience in the human species is a cause of the need to please, a difficultyRead MoreObedience Is Not A Bad Thing Essay1465 Words   |  6 Pagesobedience and disobedience serve a purpose, from positive control through obedience, to denying control to avoid being influenced to do something immoral. Erich Fromm, Doris Lessing, and Stanley Milgram reveal how the effects of obedience can be negative and how hard it can be to disobey. Obedience can be catastrophic; duri ng the holocaust, many men obeyed orders only to find they were puppets in an evil scheme. However, thriving obedience in the human species is a cause of the need to please, a difficultyRead MoreAnalysis Of The Movie A Few Good Men Essay1555 Words   |  7 PagesConsequences of Obedience Late one night, two Marines, Lance Corporal Harold Dawson and Private First Class Louden Downey carried out a â€Å"code red† on Private First Class William Santiago that ultimately resulted in Santiago’s death. In the film A Few Good Men, nominated for an Academy Award for best picture and directed by Rob Reiner, Lieutenant Daniel Kaffee, investigates the crime and develops his own opinion on whether the murder of Santiago was ethically stable in terms of Dawson and Downey’s mentalRead MoreLove and Marriage Illustrated in Raisin in the Sun, A Dolls House and Is Love an Art960 Words   |  4 PagesIn the late 1800’s through early 1900’s women and men were did not â€Å"tie the knot† like the women and men do in today’s day. In today’s world, women and men get married because they have many things in common, they are in love with each other, and they choose to get married to one another. In many stories written back then, reade rs can expect to read about how marriages were arranged and how many people were not having the wedded bliss marriage proclaims today. Take a look at Ruth and Walter in

The Field Of Human Resource Management Essay - 1358 Words

The field of Human Resource Management is a major factor in utilizing individuals within the company to achieve organizational objects, while facing a multitude of challenges daily. While conducting a phone interview on September 27, 2016 at 11:30 am with Missi Bowers, the Human Resource Manager and Environmental Health and Safety Coordinator at the Masonite Architectural Algoma Hardwoods plant in Jefferson City, Tennessee, she provided first hand experience within the career. Mrs. Bowers can be contacted by phone at (865) 556-6023 for further questions about the interview, as well as the Human Resource Department at her location. With over 80 years of dedication Masonite strives to have a brand that is creatively, continuing to grow new and innovative products through advancing technology that generates beautiful doors that consumers love. The Masonite Corporation is one of the world’s leading doors manufacturers with specific locations producing architectural doors, which are used in hospitals, schools, universities, and government agencies. Masonite has strong belief in their employees to represent the company values through behaviors that shine integrity, customer commitment, continuous improvement, innovation, teamwork, accountability, and leadership. They also hold their employees to a higher standard of ethics, because it is about more than just regulations. Miss Bowers has had over 22 years worth of Human Resource and Payroll work experiences. She has worked atShow MoreRelatedHuman Resource Management : The Field Of Human Resources1159 Words   |  5 PagesHuman Resource Management My desired career is that of a human resource generalist. The field of a human resource generalist is responsible for the recruitment, new employee orientation, on-boarding and off-boarding, and prepares and maintain employee handbook of the organization’s workforce. To obtain a position as a human resource generalist, employers look for someone with a bachelor’s degree in human resource management depending on the amount of experience, this would get you an entry levelRead MoreThe Field Of Human Resource Management Essay2209 Words   |  9 Pagesstudies in the field of Human Resource Management concentrate on the importance of a Human Resources Business Partner to the organisation’s performance. The evolution of HR has led to the need to find, establish and use competitive advantage for a business to exist. Bredin (2008) notes a shift from traditional to strategic Human Resources Management and the implications for the organisation. Ulrich (1997) suggested how Human Resource Management and the role of a Human Resources Business PartnerRead MoreThe Field Of Human Resource Management Essay1543 Words   |  7 PagesExecutive Summary Several studies in the field of Human Resource Management concentrate on the importance of a Human Resources Business Partner to the organisation’s performance. Bredin (2008) notes a shift from traditional to strategic Human Resources Management and the implications for the organisation. Ulrich (1997) suggested how Human Resource Management and the role of a Human Resources Business Partner can contribute to an organisation’s competitive advantage. The objective of this literatureRead MoreThe Field Of Human Resource Management846 Words   |  4 PagesThe field of Human Resource Management is necessary for most businesses to grow and succeed into larger and successful companies. HR can be defined as the part of the company that focuses on the people rather than the business itself. HR does improve the business, but the key focus is on the people. Responsibilities that HR usually holds includes finding new employees, hiring new employees, teaching the new employees the c ulture of the company and their role in the company, as well as taking careRead MoreHuman Resource Management And The Management Field895 Words   |  4 PagesThe Human Resource Management is a principal and novel field in the Management. The Human Resource Management is a specious economic and social resource role in the Management field. The foundation of HRM is that effectively organize and impact the employees. In addition to, it is more significant that than manage the staff. That is the reason why the human resource management as a new and positive management model to be accepted by the companies. Meanwhile, the human resource department in everyRead MoreHuman Resource Management At The Management Field849 Words   |  4 PagesIntroduction A broad body of literature in the management field is cantered around the idea of people as assets and emphasizes the importance of Human Resource Management (HRM) to improve firm’s performance and underpin its strategy. While there is evidence that HRM practices can improve organizational performance, a key issue is understanding if such improvement qualifies as competitive advantage or merely achieves competitive parity. Several authors agree that people are sustainable sourceRead MoreThe Field Of Strategic Human Resource Management1243 Words   |  5 PagesThe New Job In a traditional model of human resources, employees move through employment in a typical progression from hiring to separation or retirement. As we enter the new era of an advanced high-tech environment, the business world is also entering into an era of fierce competition noticed by takeovers and mergers. This illuminates the type of dynamic and complex business environment that companies have to face. The rapid change in the environment reminds us that, for a business to survive,Read MoreHr Field Of Human Resource Management1668 Words   |  7 Pagesthese changes also effect the employees within the workplace, this has forced the field of human resource management to change rapidly. Methodology: HR Management in the 21st Century: What’s Ahead? Objective: This paper examines the rapid change in Human Resource Management throughout the 21st century. Human Resource Management is defined as a developmental function in an organization that helps employees and management teams maintain rules, regulations, incentives, salaries, etc. Research was conductedRead MoreHuman Resource Management And The Health Care Field1273 Words   |  6 PagesHuman resource management is an energetic advocate to health care and to an organization. I will challenge to display fair how so in this paper by defining key roles that human resource administration shows in the health care field. I inspiration assess three to five tasks of human resource administration in positions of their equal of support and give an view of which one I touch to be the principal purpose in expanding the health care field. To sum up, I will study the part of human resource management

Statistical Practice free essay sample

Population diversifications statistical practice Is based on focused problem deflection. In sampling, this Includes defining the population from which our sample is drawn. A population can be defined as including all people or items with the characteristic one wishes to understand. Because there is very rarely enough time or money to gather information from everyone or everything in a population, the goal becomes finding a representative sample (or subset) of that population.Sometimes that which defines a population Is obvious. For example, a manufacturer deeds to decide whether a batch of material from production Is of high enough quality to be released to the customer, or should be sentenced for scrap or rework due to poor quality. In this case, the batch is the population. Although the population of interest often consists of physical objects, sometimes we need to sample over time, space, or some combination of these dimensions.For Instance, an Investigation of supermarket staffing could examine checkout line length at various times, or a study on endangered penguins might aim to understand their usage of various hunting grounds over time. We will write a custom essay sample on Statistical Practice or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page For the time dimension, the focus may e on periods or discrete occasions. In other cases, our population may be even less tangible. For example, Joseph Jaeger studied the behavior of roulette wheels at a casino In Monte Carlo, and used this to identify a biased wheel. In this case, the population Jaeger wanted to Investigate was the overall behavior of the wheel (I. . The probability distribution of its results over infinitely many trials), while his sample was formed from observed results from that wheel. Similar considerations arise when taking repeated measurements of some physical characteristic such as the electrical conductivity of copper. This situation often arises when we seek knowledge about the cause system of which the observed population Is an outcome. In such cases, sampling theory may treat the observed population as a sample from a larger superannuation.For example, a researcher might study the success rate of a new quit smoking program on a test group of 100 patients, in order to predict the effects of the program if it were made available nationwide. Here the superannuation is everybody in the country, given access to this treatment a group which does not yet exist, since the program Isnt yet available to all. Note also that the population from which the sample is drawn may not be the same as the population about which we actually want information.Often there is large but not complete overlap between these two groups due to frame issues etc. (see below). Sometimes they may be entirely separate for instance, we might study rats in order to get a better understanding of human health, or we might study records from Time spent in making the sampled population and population of concern precise is often well spent, because it raises many issues, ambiguities and questions that would otherwise have been overlooked at this stage.

Lenovo Case Study Essay Example

Lenovo Case Study Essay After maintaining market leadership in China for several years the company expanded into international markets in 2003, and in 2004 they signed on for two ambitious transactions; joining the Olympic Partner Program, an $80 million agreement that made Leno the exclusive provider of computing equipment and services for the Olympic games in 2006 and 2008, and a deal in which they acquired Vims Personal Systems Division. The former allowed Leno to have access to exclusive worldwide marketing opportunities; however It also presented them with the challenges and costs of using those opportunities effectively. In the IBM deal, Leno gained use of the IBM brand name (for up to five years), the well-established IBM Think-family products, and some difficult questions on how to move forward. Leno, with the acquisition of the IBM PC business, first had to come up with a plan that would raise awareness for the Leno brand name while capitalizing on the established brand MOM. Leno decided to go with a master brand strategy, focusing most of their efforts on building the Leno brand worldwide while also continuing to strengthen the Thinking product acquired through MOM. After deciding on their strategy, Leno then had to decide what its brand essence would become and viewed the competition In two types of business models; those who sold products tit little or no innovation and focused on Inventory turns, or those who focused on product Innovation and less on market share. We will write a custom essay sample on Lenovo Case Study specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Lenovo Case Study specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Lenovo Case Study specifically for you FOR ONLY $16.38 $13.9/page Hire Writer To stay true to both Lenos and Vims innovative roots, as well as attempting to stay current In the evolving PC business, Leno decided to position themselves against competitors that focused on innovation such as Sony and Apple. Leno redesigned the Thinking in several ways, despite the risk of offending earlier Thinking users, which yielded much admiration from the press. Although the design f the new Thinking models had been accepted well, Leno wasnt getting the credit it wanted and raising awareness for the brand had become an issue. While the Olympics sponsorship was seen to be a positive event for the brands reputation they were not seen as being a motivator for purchase. Leno had spent $250 million on worldwide marketing In 2005, which in many major markets was distant from the leader In market share of voice. In 2006, Leno planned to Introduce a new brand of PCS worldwide known as the 3000 Family; targeted at the small business market, these new computers would be parcel equal to competitor companies sun as pm HP, a pricing strategy inconsistent with the premium Thinking brand. With low awareness among small business customers, Lenos market research showed that they had to ensure that the 3000 family had a unique, distinctive and attractive design. Problem The big question Leno is faced with is how they should differentiate themselves from the competition in the midst of their shrinking market share, with consideration or the Thinking brand and the introduction of the 3000 Family PC series. Recommendation Leno needs to be careful so as to not hurt the credibility of their master brand which they have spent time, money, and effort to create. With their earlier decision to use the Thinking brand to compete in the premium PC market against such brands as Apple and Sony, it is important for them to stay consistent with that message; however stretching their product category to include PCs which compete with companies in the other business model that includes competitors such as Dell and HP can help to gain market share. Leno has the option of staying consistent with its position as a premium provider of PCs and promoting the 3000 Family as such, however this would completely be missing the new series mark as a unique alternative for small business owners. Because of this Leno should position the 3000 Family and the Thinking brand separately as unique sub-products of Leno, so they can appeal to their respective categories and not tarnish each others equity. To do this, Lenos first priority in their marketing efforts needs to continue the enforcement of the master brand (Leno itself) as being a producer of high quality PCs that strives for innovation. Lenos point of differentiation is in its ability to create PCs for all types of users which will help segue into the differentiation between their sub-products. Leno should run individual advertising campaigns for the Thinking and 3000 Family products to distinguish their unique purposes; however, they both should maintain the unifying message of the master brand that connects them, highlighting Lenos versatility. They should continue to use the Thinking brand to compete on the higher-end level, positioning it with a message of premium quality and innovation; while positioning the 3000 Family series towards small business customers as reliable and durable machines. The goal of this strategy is to help Leno to be seen in the eyes of the consumer as a company that can create both innovative PCs that are of premium quality and PCs that are more affordable and reliable. In achieving this Leno would be able to compete in both categories, allowing them to turn their shrinking share of the market around.

The movie The History Boys Essay Example For Students

The movie The History Boys Essay The movie The History Boys written by Alan Bennett introduces the importance of the value and meaning of education. Set in the 1980s, after attaining the highest grades their school has ever seen, eight boys are prepared for their Oxbridge examinations although are taught with the contrasting philosophies of their teachers. Each boy through his own individual manner grasps what they feel is crucial from each teacher. The results driven headmaster hires a young historian (Irwin) who is aware that the key to exam success is the individualism that differentiates a student from all the rest. In his classes, Irwin challenges the boys to express unorthodox views on and interpretations of history forcing them to have original perspectives on historical deductions. Here the boys use the Way of Knowing of reasoning and logical thinking to counteract their beliefs or even commonly held beliefs for example on the Holocaust. As it is such a mournful part of history, another WOK (emotion) is subtly revealed as having a crucial role in thought process. We will write a custom essay on The movie The History Boys specifically for you for only $16.38 $13.9/page Order now Even though the topic has so many emotional strings attached to it, Irwin teaches the Holocaust in such a way that the truth and emotion are irrelevant and as a result he poses the question of how learning should take place. Is it with the absolutes of reasoning or emotion? Or with a mindset that includes both? Emotion is less objective than reasoning and it is not factual knowledge that education is so obviously based on. Even though some factual knowledge is required to form an interpretation, the gut feeling from which the interpretations arise are based on personal experience (derived from emotion) and allows students to develop a unique deduction of the topic. This idea that a blend of rationalism and emotion is needed to teach applies only to certain Areas of Knowledge like History as described above. However this concept must be explored further into other AOKs such as Mathematics and the Arts to better understand the extent to which one must be prioritized over the other. In mathematics, rationalism is virtually the only relevant aspect out of the two. Algebra, Geometry, Calculus, etc. are all solved using logical deductions from mathematical rules or laws rather than from an emotional response. However, the Arts suggest that emotion holds a greater importance over rationalism. Art is an expression of the self that can be shown through various mediums such as on a canvas, in a sculpture or even in a poem or novel as Hector indicates. In his words, all knowledge is precious whether or not it serves the slightest human use. In the movie, Hector often cites poetry or lines from novels to express his thoughts instead of a wordy explanation. In this way, art is very subjective so the way we interpret it is dependent on our personal values and beliefs. Reasoning and emotion are two very vital parts of teaching. Irwins teachings indicate reasoning should dominate the ways in the process of education should take place whilst Hector suggests personal beliefs must matter most when one teaches. However, with these conflicting philosophies in the movie comes the conclusion that both rational thought and emotional response is necessary for a student to fully understand the meaning of whatever subject they may be focused on. This is evident as one cannot be used without the other being imposed.

Article Questions Example

Article Questions Example Article Questions – Article Example Program Supervisor’s 2 March Article questions Necessity of change for an international organization It is necessary for an international organization to change because of the dynamic and competitive nature of the global environment. Benefits of effective change management also make change necessary. In addition, change leads to cost effectiveness of an organization towards competitiveness because of lower prices. It also offers efficiencies for other advantages over competitors. Change is therefore necessary for an international organization for efficient and effective operations towards competitive advantage (Project Management Institute 5). Requirements for change within an international organizationOne of the requirements for an international organization to change is well-defined objectives. This establishes standards for performance before and during a change process and motivates stakeholders to support the change. Commitment by the senior management, application of sta ndardized management practices, and effective communication with stakeholders; before, during and after change, are necessary (Project Management Institute 6). Recommended steps to manage people through organizational changeAs a CEO, I would recommend two steps to my organization for managing people through change. The first step is development and implementation of â€Å"project and program management culture† in the organization while the second step would be development of positive attitude among employees towards the organization and its change initiatives (Project Management Institute 9).Opinion on permanent change sustainabilityContrary to the article’s position that change should be sustained permanently, I believe that change should only be sustained while it is relevant. This is because of the dynamic environment that may render a change ineffective after some time. Thoughts about effectiveness of organizations’ adeptOrganizations’ adept at the i terative process of change cannot necessarily enable longer-term sustainable change because of dynamic forces affecting change, such as effects of technology and factors around employees utility. This perspective is consistent with the above opinion that identifies significance of the dynamic environment.Works citedProject Management Institute. â€Å"Enabling organizational change through strategic initiatives.† Project Management Institute. March, 2014. Web. March 3, 2015. .

The Person Who Influenced Me Most Essay Example | Topics and Well Written Essays - 500 words

The Person Who Influenced Me Most - Essay Example Though it is often said and once mentioned by Anand that all male child tries to copy his father and wants to follow his path (Anand 324) but for me what was most influential aspect was the notion that I realized the potential of unlimited prospect that true hard work can get. When I write this article about him I feel like being privileged just by being his son and being his son certainly gives me head on start from the beginning right from the start of my life with positive attitude and with the right formulation of perspective towards life. But when my father started off during his early years he had to make his own way out of his local environment. He had his time hard and he fought his battle hard to reach the level of huge success in life. My father is loved by all despite being a tough task master just because he is a perfect gentleman and it is his certain level of dignified sense of humor that makes him well received among his colleagues and subordinates. Life at the top can be very lonely and in this manner he could be enumerated as a lonely person in himself but he never reveals this and makes up the entire matter by spending quality time with the family whenever it is possible for him. In conclusion it can be summed up in a nutshell that my father can be defined as a well respected person who has reached the crescendo of life and at present despit

Policy Briefing Essay Example | Topics and Well Written Essays - 1250 words - 1

Policy Briefing - Essay Example Its main mission has remained unchanged; to prevent and detect illegal entry of people into the United States of America. The department of homeland security is currently in charge of border security in the country. The point of interest is often the American Mexico border. Together with other law enforcers, the border patrol team has continued to place the US border under surveillance with an intention of identifying any threat to national security as well as illegal entry. Border policy does not prevent people from entering the United States, it only ensures that the entrance of people who are in possession of legal documents as well as screening individuals who may be trafficking contrabands and drugs into the country (Chà ¡vez, 2003). The border patrol in the county is responsible for patrolling two thousand miles of coastal waters surrounding Florida peninsula as well as six thousand miles of Canadian and Mexican border (Ngai, 2008). The agents are allowed to work around the clock in all types of weather conditions and terrain as well as in other isolated communities within the county. So many changes have taken place since the inception of the policy in the 1924. The number of agents patrolling the border has been increased to over twenty one thousands agents by the end of 2012. Although the United States border control measures may be considered as strict by many international states, I believe that their actions are extremely justified. The United States government has a mandate of ensuring that the people are safe from terrorists and other insecurities (DHS Increases Border Security in Response to Narcotrafficking Violence., 2009). The border patrol team thereby acts to ensure that the likelihood of dangerous people entering the United States of America is lowered. These activities are often accomplished through following leads, maintaining surveillance, interpreting and following tracks as well as responding to aircraft

Human resource management, human resource development, training system Essay

Human resource management, human resource development, training system - Essay Example They are not designed for skills that cannot be systematically understood. â€Å"Soft† skills like customer service could be improved by training cycles because, while it is not a technical skill, certainly repetition can benefit it, measurement can occur over time by looking at customer service responses, etc. Even some interpersonal skills might be training cycle-appropriate. But a skill like being able to select stocks based on an economic intuition or advanced theory is not likely to be a training cycle approach, since the approach cannot be systematically understood, broken down, conveyed or put into a cycle. The training cycle design, at its basis, is a four-step process: 1. The training needs of the organisation are analysed and identified. A training gap is thus examined and enumerated: The gap between the organisation's means and goals. 2. The design of the training programme itself. 3. Implementation of the training. 4. Evaluation of that training. Evaluation of the training determines more weaknesses in the organisation as well as discovers new inefficiencies in the process which then leads back to analysing and identifying need training needs, ad infinitum. Many design techniques are helpful in creating a working training cycle program. Pre-defined inventories of tools and skills, either defined by the organisation or defined by industry standards writ large, can guide design. â€Å"One organization wanted to develop a competency for all its information technology employees that would serve as the foundation for employee development, performance management, and career pathing. When examining the options for developing the model, the usual methods were thought of first: surveys, focus groups, subject matter expert interviews, and organization records. However, it was suggested that IT competencyneeds are not really that different across different organisations. Ninety percent of IT skills required in one company will be required in anotherâ⠂¬  (Arnold et al, 2000). In fact, most industries have well-understood pre-established job sets. It is true that, if the company were to recreate theirs from the ground up, it would likely be highly optimized for their company's needs. But unless HR has the money and time to reinvent the wheel, adopting a pre-existing inventory then eliminating skills that obviously are not relevant and adding those that are is likely to be far more efficient. Further, the design process itself can be made more efficient: While some training elements might heavily impinge upon the workers' needs and require a lot of their feedback, some are just technical changes or improvements that workers not only desire but in any respect are not onerous impositions (Arnold et al, 2000, 24-25). The SME pool can be limited to only a few experts. The Internet itself is a wonderful tool to reduce training cycle time (Bigdoli, 2004). Implementation It is well known that training cycle approaches don't take into ac count the full, rich complexity of an organisation (Koster, 2002). For one thing, training gaps are not always negative. There may be untapped strengths (Christie, 2011). Training cycles can be

Total Quality Management And HRM

Total Quality Management And HRM This chapter provides the background to this project termed The role of human resources management in the implementation of total quality management; it consists of an introduction to total quality management and human resources management. It will also provide an introduction to problem/questions the research intends to resolve, highlight the reason for my interest in the research topic, indicate the possible benefactors of this research work, specify the locus and focus of the project and the methodology that will be adopted during the course of the project. The aims, objectives and deliverables of the study will also be clearly defined followed by the project outline. 1.1 Introduction to Total Quality Management and Human Resources Management Organisations that pay special attention to the quality performance of their operations are mostly rewarded in the global business world, for organisations to survive in the tough competitive market they must continuously improve the quality level of their products and services; it is onus on the management to find ways of improving their quality services the question is how? Fortunately the business environment have been able to define certain means of achieving and improving quality in their individual organisations, although different organisations implore variable tactics they all have one method in common which is Total Quality Management (TQM), researchers have different interpretation of TQM, but according to youssef et al (1996) they all agree that based on the proper implementation of TQM, it can improve quality of products and services, improve company performance level, reduce costs thus improving the companys competitive advantage in the global market, in addition to this previous studies all agree that TQM is an approach to improving the effectiveness and flexibility of a business as a whole i.e. its essentially a way of organising and involving the whole organisation; every single individual at every level or department. This implies that for any organisation striving towards continuous improvement, each individual of the organisation must acknowledge the other and recognise that each activity (small or big) matters. From the literature review, it will be established that Human Resource Management plays a crucial role in implementing TQM through reinforcing human relationships, improving employee competence, and achieving culture change. Quality gurus such as: W. Edwards Deming, Joseph M. Juran, Philip B. Crosby, Genichi Taguchi, Kaoru Ishikawa and Walter A. Shewhart amongst others all agree on the importance of a team based culture for organisations to continuously improve on quality, perhaps the most popular of the quality gurus is Deming for hi s contribution to the Japanese industry in the 1950s, all of their quality philosophies had the following points in common: Providing quality goods and services. Customer focused (internal external). Production is optimised through team-work, transformational leadership and statistical measurement. The central focus of Total Quality Management and related approaches is customer (internal external) based, The external customer is the reason for a business to exist, and by directing every operation of the internal customers (employees) of the of the organisation towards the external customer satisfaction through continuous improvement in quality. Research by Wilkinson (1992) and Collinson et al. (1998) amongst other researchers opine that there are two sides to TQM a hard side and a soft side, and that the soft side emphasizes on the management of human resources, relationship between employees and employers (teamwork), customer care and the hard side lay emphasis on the technical aspect of an organisation. The soft side of TQM is mostly adopted by service industries while the hard side is accustomed to manufacturing industries. The issue with this Hard and Soft TQM concept is that most organisations fail to integrate these two parts effectively, especially in the manufacturing industries which tend to focus on production first and quality second due to their desire to meet the schedule. According to Omachonu, V. and Ross, J., (2004) in the United states and other highly industrialised countries the economy has shifted from manufacturing to service industries, indicating that 80% of workers globally are employed in the service sector. This suffices to say that quality improvement can only be achieved through the actions of the humans in the organisation, HRM is the practice adopted by organisations to achieve this goal, HRM can be defined as a strategic and coherent approach to the management of an organisations most valued assets i.e. the people/humans working there who individually and collectively contribute to the achievement of the organisations objectives (Michael, A. 2006). The notion sustaining the practice of HRM is that people are the organisations key resource and organisational performance largely depends on them. Therefore if an appropriate ra nge of HR practices and processes are developed and implemented effectively, then HR will make a substantial impact on an organisations performance. Although previous research has established the fact that HR is crucial to performance, the general consensus from most of the research especially that carried out by Purcell et al (2003) is that HR can make an impact by contributing to the following: The development and successful implementation of high performance work practices, particularly those concerned with job and work design, flexible working, resourcing (recruitment, selection and talent management),employee development (increasing skills and extending the skills base),reward, and giving employees a voice. The formulation and embedding of a clear vision and set of values. The development of a positive psychological contract and means of increasing the motivation and commitment of employees. The formulation and implementation of policies which, in the words of Purcell et al (2003) meet the needs of individuals and create a great place to work. The provision of support and advice to line managers on their role in implementing HR policies and practices. The effective management of change (Purcell et al, 2003.) From the above it is obvious that HRM plays a huge role in TQM, hence this research will be focused on the identifying the HRM practices that are most effective to TQM and how best this practices are implemented in the industry today, the research will focus its attention in the oil service industry of Nigeria thus the topic The role of human resources management in the implementation of total quality management in the oil service industry the research will be done using a multinational oil servicing company (Hercules Offshore) as a case study, the reason for this is that most developing countries still fail to recognise their employees and the role they play in the quality of goods and services, my interest in this topic arose from my experience working in the Nigerian company I realised that most employees lacked commitment to the managerial goals and objectives, emphasis are made more on individual performance rather than a holistic approach which is the main concept of TQM, there was a huge gap between the front office and the back office, this research aims to identify how this gaps could be closed to encourage continuous quality. Most companies in Nigeria and other developing countries that are yet to grasp the advantage of a committed work force will find this project useful, even the country as a whole would benefit from what this project aims to achieve because if every individual lives and performs for a general goal not an individual goal the country would move forward. 1.2 Project Aim The aim of this project is to identify and study the impact of Human resources management in the implementation of Total quality management and the role of the humans (employees) in quality attainment and improvement. 1.3 Project Objectives There are some objectives that fall within this specific aim and the objectives include: Does the Nigerian average worker know what TQM is? What are the perceptions of the companies customer service in Nigeria? How are these practices implemented in Nigerian oil servicing industries? What are the exact HRM practices that assist in the implementation of TQM in the oil service industry? What are the factors influencing employees to adhere or refute company quality policies? The determinants of employee responses to TQM 1.4 Deliverables Understanding the role of HRM in the implementation of TQM Understanding total quality management and the need for organisations to have an effective and efficient TQM model. Understanding how management strategies for continuous quality improvement can reach the roots of the organisation Improving employees commitment to quality in the Nigerian oil industry identify the major limitations to quality improvement practices in Nigeria Recommendations for further improvement. 1.5 Project Methodology This study is descriptive in its entirety rather than experimental. It entails collecting data in the form of literature review survey, questionnaire survey, and interview questions from some selected HR managers including the managers in the organisation for the case study (Hercules offshore). The methodology to be developed will focus on the mechanism through which high service level can be achieved by efficiently managing the human resources available to an organisation, the role of the human in TQM implementation, how TQM practices are implemented using HRM practices in the oil service industry in Nigeria, and to assess the average workers knowledge of TQM. This proposed project will involve a four phase design that will be used for implementation. The first phase of the project is the research planning, the second phase will involve the project planning, the third phase is for result analysis, fourth phase is the project summation. The main tasks to be completed at the end of the fourth phase plan are; i. Analysing the background of the survey through literature review ii. Selection of case study for the project iii. Carry out a feasibility study of the case study iv. Data Collection v. Data Analysis vi. Result Analysis vii. Discussion and Conclusion viii. Recommendation The methodology to be developed for the research and project planning, result analysis and project completion is illustrated in figure 1.1 Phase 1 Research Planning Phase 2 Project Planning Phase 3 Result Analysis Phase 4 Project Summation Figure 1:1 Methodology to be developed Source: Author This study addresses the importance of improving an organisations quality output through improving the efficiency and commitment of the internal customers (employees). Figure 1.2 shows a diagrammatic representation of the methodology giving the steps to be adopted. These steps are: understanding and knowing the aim of the project, designing questionnaires and arranging interviews, administering questionnaires and conducting telephone interviews with employees of an organisation in the oil services industry comprising of human resources managers, project managers, operations managers, vessel managers, shipyard managers and deck hands. Recommendation would also be made to enhance the organisations implementation of total quality management. This will be sent to the organisation in order to gain feedback from the recommended solutions. Understanding the direction of the project Designing questionnaires and arranging interviews Questionnaires and conducting interview Result Presentation and Analysis ng Discussion, Recommendations and Conclusion Figure 1.2: Diagrammatic representation of the Methodology Source: Author 1.6 Project Summary In this section the author provides a brief outline of the content of each chapter in the project. Chapter 1- Introduction to the dissertation, the project aim, objectives and the methodology to be adopted. Chapter 2 A literature review survey of the project that will comprise human resources management practices, total quality management, strategic management, and customer services. A summary of the literature review will be given at the end of the chapter. Chapter 3 A comprehensive study of the organisation background, including its products and services and an exhaustive insight into the oil servicing industry in Nigeria Chapter 4 The methodology to be used will be presented in this chapter. It will show the approach and other considerations that were made in obtaining data and result analysis for this project. Chapter 5 A compressive analysis of the empirical data and results of the study by describing the descriptive findings will be presented. Chapter 6- This will present the discussion of the work done, importance of the questionnaire, interviews and results to the project and issues encountered. The conclusion and recommendations are also presented in this chapter. The order of presentation for the chapters in this dissertation is shown graphically in figure 1.3 Chapter One Background of study Aim, Objectives and Deliverables Introduction Chapter Two Literature Review Related theories Chapter Three Company background and Oil service industry This chapter focuses on the concept of HRM and TQM in the Nigerian oil industry Chapter four Methodology Research design, approach and strategy Chapter five Results and Analysis of Data Results presentation Data analysis Chapter six Discussion and Future Work Discussion of findings Future works and Conclusion CHAPTER 2 Figure 1.3: Project Summary Source: Author LITERATURE REVIEW Introduction The role or effect of Human Resource practices on the implementation of Total Quality management cannot be over-emphasized, because it serves as a basis for ascertaining employees attitudes towards effective and efficient quality practices, simply put if the employees are not quality oriented, there is no quality hence the organisations ability to conform to its customers requirements is low, Several studies investigating the relationship of HRM and TQM have asserted the same ideology e.g. (Lammergeyer, 1991; Wilkinson, 1992; Oakland,1998; Palo and Padhi,2005). Additionally, according to Morrison and Rahim (1993) and Hoogervorst et al. (2005), TQM depends on the effective management of human resources. Considering the TQM model, Murphy and Cleveland (1991) state that the system that is used to appraise performance needs to be congruent with the culture and principles that guide the conduct of the organisation, unless congruence is retained, anything that is developed is liable to be rejected. Hence this chapter presents a literature review closely related to the project, the literature survey will be carried out in a topical format this is necessary to give an exhaustive background knowledge to the terms in the topic ; the first section will be on the definition and principles of human resource management, advantages of HRM in the global business world, the second section will consist of the definition and concept of total quality management, its origin and benefits to the industry, the third section will investigate the work done so far with respect to the role of HRM in the implementation of TQM and its importance, the fourth section will consist of the research background, proje ct justification and literature review summary. 2.1 Definition of Human Resources Management Presently in the dynamic competitive business environment, there has been reasonable doubt as to what the roles and functions of Human Resource Management (HRM) are in an organisation. According to Soderlund and Bredin (2005) previous research by American Business School Professors all identify HRM as an effective organisational tool, but due to the present volatile business environment there has been conflicts on the concept and role of HRM within an organisational structure. One of the main problems contributing to this is that there is no single unified concept of what is meant by HRM. There are a variety of definitions attributed in the literature as to what exactly HRM is. In addition to this philosophy, Brewster and Larsen (2000) stated that due to its diverse nature there is no generally accepted definition for HRM and what it entails. Less satisfactory definitions have been proposed by different authors Soderlund and Bredin (2005) classified HRM as a management philosophy tha t concentrates on people (employees) treatment, Dessler (2006) defined HRM as the process of acquiring, training, appraising, and compensating employees, and of attending to their labour relations and health and safety, Marchington and Wilkinson (2002) defined HRM as the management of employment. These definitions are perhaps simplistic in nature and failed to highlight the true concept of HRM (Michael, 2006). Michael (2006) went further to define HRM as a strategic and coherent approach to the management of an organisations most valued assets (humans/employees) the people working in the organisation who individually and collectively contribute to the achievement of its objectives, Price (2007) also supports Michaels definition with his proposed philosophy of HRM, according to Price, HRM is a philosophy of people management based on the belief that human resources are uniquely important to sustained business success. In addition to his philosophy he stated that an organisation gains competitive advantage by using its people effectively, drawing on their expertise and ingenuity to meet clearly defined objectives. Prof P.S Nel et al (2001) in their book strongly supports Michaels definition of HRM with this quote HRM is the only resource in an organisation that reacts when acted upon i.e. with the exception of human resources all other resources of an organisation are static because other resources derive their dynamic character from human resources. Although there are diverse definitions to HRM, for the purpose of this research the definition proposed by Michael (2006) will be adopted considering the fact that it clearly states that HRM is aimed at recruiting capable, flexible and committed people, managing and rewarding their performance and developing key competencies. 2.1.1 Human resources management in practice Armstrong, (2000) highlighted that HR is of immense importance to modern day organisations, it provides an approach to inducing improved performance levels through the use of the humans (employees) by improving their levels of customers service, productivity, growth, profits and quality control. There are a number of activities, roles, processes covered by HRM, Lado and Wilson (1994) outlined the following to be the HR activities in contemporary organisations Planning. Recruitment and selection Training Performance management Benefits and rewards Compensation Career development Banhegyi et al., (2008) and Robbins and Coulter, (2002) also supports the HR activities stated above as the salient global HR activities in present day organisations. 2.2.1 Planning Planning in Human Resource has been a debated topic in different HRM contexts over the years (Wren, 1994). HR was initially a strategy used to determine the strength and weaknesses among employees and to develop the skills and competences they needed (Gallagher, 2000). With the era of individual career plans, organisations started recruiting individuals with certain desired skills and competences as a method of employing individuals who shared the same orientation or objectives with that of the organisation (Kuratko and Morris (2002), this means that HR planning is essentially a method of selecting employees that align with the succession plan of the organisation. This aspect of HR is still been exhaustively discussed by many researchers, Schuler (1986) proposed that HR planning is a complicated and complex issue of debate within the HR activities. Storey (1995) argues that HR planning today is a very important task of every contemporary organisations HR department. According to him, HR planning mainly involves the identification of skills and competence within the organisation, the filling of identified competence gaps, and the facilitation of movements of employees within the organisation. An essential part of the HR planning is the succession planning which aims to ensure the supply of individuals and filling of gaps on senior key positions when they become vacant and replenish competences to areas where they are most valued (Wolfe, 1996). 2.2.2 Recruitment and selection This is the process by which an organisation places the diverse talents at their disposal in different levels of the organisation. Analoui, (2007) defined the process as an ethical approach by an organisation to find and attract the most efficient individual with the desirable skills for an available position. According to Price (2007), the recruitment process is divided into three approaches: Suitability the most qualified applicant for the position, Malleability moulded within the cultural norms, and Flexibility the most reliable and versatile employee. These factors are quite complicating and can be easily mistaken during the process of hiring employees. Suitability is a critical aspect hence its mainly concerned with the process of hiring the most suitable applicant for the position. Pfeffer (1994) proposed that the ability by an organisation to select and retain talented employees is of great advantage in the global competitive market. It is obvious from the present global market that organisations who possesses the greatest talents prevail in the competitive market hence firms tend to employ renowned managers to lead the thriving future. 2.2.3 Training It is already a well-established fact from the above literature that employees skills and knowledge are of immense impact on an organisations level of quality in goods and services (Guzzo, R A. and Noonan, K A, 1994). Ostroff and Kozlowski, (1992) supported this idea by stressing that for organisations to overcome certain problems and to attain continuous improvement the employees have to be continuously trained individually or as a team, their research also suggested that training also serves as a socialisation tool for new employees to gain cultural knowledge about the organisation, learn about the necessary tasks and how to perform their responsibility; clarifying their roles and relate with others inside the organisation. Additionally, Hackman and Wageman (1995) identified training in their study as the second most commonly used HRM practice in implementing TQM. Rollag Cardon (2003) supported this philosophy in their research as they indicated that the process of socialisation within a firm enhance new employees to integrate speedily within the new organisation. Formal training is a wide-spread method for organisations to enhance the personnel performance level, as important roles are covered also by organisational socialization and multitasking (Chao, 1997 and May, 1997). Research by Bishop (2003) highlights training as a cost effective strategy especially when there is a shortage in talented or skilled labour, employees could be trained on the job (OJB) thereby saving cost in time and resources of finding a competent workers. 2.2.4 Performance Management The concept of performance management within an organisation is to determine how the employers can get the highest level of commitment from their employees (Dransfield, 2000). There are three steps of approaching the performance measurement within an organisation, the three steps are stated below: Objectives Appraisal Feedback (Dransfield, 2000) Dransfield (2000) described the first step (objectives) as goals that are quantifiable, easy to measure and simple to communicate throughout the organisation after which the performance appraisal takes place and subsequently feedback. Although quality gurus like Deming and Juran are of the opinion performance appraisals are deterrent to quality improvement, according to Deming (1986) there are many undermining factors of performance appraisal as stated below It nourishes short-term performance, annihilates long-term planning, builds fear, demolishes teamwork, and nourishes rivalry and politics. It leaves people bitter, crushed, bruised, battered, desolate, despondent, dejected, feeling inferior, some even depressed, unfit for work for weeks after a receipt of an unacceptable rating, unable to comprehend why they are inferior. Soltani (2003; 2006), also supports this idea he believes that performance appraisal disregards the existence of variability in the system, it holds workers responsible for errors that may be the result of faults within the system and it undermines teamwork However, other investigators conclude that performance appraisal is compatible with TQM if it is based on quality criteria (Blackburn and Rosen, 1993; Simmons et al., 1995; Wilkinson et al., 1994; Wood and Peccei, 1995). Shadur et al., (1994) in their research claim that some organisations still have some form of performance appraisal and there is evidence that this HRM practice is useful in implementing TQM. Other researchers affirm that although performance appraisal can be related to individual performance, it can be of more advantage to quality improvement if it should be focused on measuring organisational and group performance (Petrick and Furr, 1995; Schuler and Jackson, 1987; Simmons et al., 1995) 2.2.5 Benefits and rewards The major determinant of human behaviour is the consequences to their actions, if employees know there is a reward for their actions they tend to work towards earning that reward, most managers in contemporary organisations have adopted the benefits and reward system as an incentive besides the wages that would derive that extra commitment from their employees, according to Appleby and mavin (2000) attaining high levels of commitment from employees within an organisation is highly essential. Consequently employee considerable effort will manifest into an intended realisation and fulfilment of a specific desired outcome. Such manifestation enhances the explanation of the crucial aspect of organisational reward system and how it can be sustain and elicit the firm human capital investment Tannenbaum and Dupuree-Bruno (1994). As defined by Manus and Graham (2003), total reward includes all types of rewards/benefits-indirect as well as direct, and intrinsic as well as extrinsic. Each aspect of reward, namely base pay, contingent pay, employee benefits and non-financial rewards, which include intrinsic rewards from the work itself, are linked together and treated as an integrated and coherent whole. The concept of total reward has emerged quite recently and is exerting considerable influence on reward management (Michael, 2006). An equally wide definition of total reward is offered by WorldatWork (2000) who state that total rewards are all of the employers available tools that may be used to attract, retain, motivate and satisfy employees. Thompson (2002) supports this idea with his definition of reward management, where he states that total reward typically encompass not only traditional, quantifiable elements like salary, variable pay and benefits, but also more intangible non-cash elements such as scope to achieve and exercise responsibility, career opportunities, learning and development, the intrinsic motivation provided by the work itself and the quality of working life provided by the organisation. 2.2.6 Compensation According to Patel Cardon (2010) compensation is an essential tool for modern-day organisations as it contributes to attract and retain high skilled employees with superior salaries, and it encourages a desired stakeholder behaviour regarding recognition and legitimacy. Minbaeva et al. (2003) inferred that compensation would enhance motivation among personnel too. Even though non-financial compensation can really work as a positive incentive for the workers, providing monetary benefits is necessary to increase the productivity of the employees on the individual or group level (Gomez-Meja, 1992). Balkin and Swift (2006) suggest a more flexible approach toward the payment issue. They proposed to relate it to the life stage of the organisation with a higher rate of non-monetary benefits during the first years of activity, and a re-equilibration whenever the company enters the mature stage. Non-monetary paybacks are represented by stock options, stocks or other form of equity sharing that enhance the participation and the motivation of employees, while spreading the risks over a larger number of people (Graham et al., 2002). The aforementioned ownership sharing represents also a long-term planning for compensation, as Graham et Al. (2002) stated, but also short-term rewards exist. These are represented by profit sharing policies aiming to encourage the employees toward group work, or to control the organisational outcomes (Heneman Tansky, 2002). 2.2.7 Career development (CD) Many practitioners and scholars within human resource development (HRD) field have claimed that the utmost crucial aspect of the practices is career development (McLagan, 1989; Weinberger, 1998; Swanson Holton, 2001). However, this area of studies has been given little attention (Upton, Egan Lynham, 2003). With the intense competition in the 21 century, many organisations have realised that in order to remain competitive they have to improve their employees and enhance their career development as an holistic approach (Boudreaux, 2001); rather than individual career development (Swanson Holton, Upton, Egan Lynham, 2003). Hence, many organisations are now taking proactive measures towards equipping their staffs (Leana, 2002) or create a climate that supports their staffs at all levels of the organisation to be more resultant and productive (Sullivan, 1999); which Boudreaux, (2001); Brown, (1997) referred to as shared responsibility. However, learning within an organisation is quite critical and expensive (McDonald et al., 2002). According to Power et al (2001) the most common learning methods within organisations are informal (i.e. on-the-job coaching, sessions, lesson learned, development assignment) and formal learning (i.e. as training/workshop and other forms of professional training conducted by professional bodies internally or externally (McDonald et al., 2002). 1.3.1 Reservations about HRM As many other departments within an organisation encounter, HRM has its own challenges, according to Michael (2006) the main reservation have been that HRM promises more than it can deliver and that its morality is suspect, Michael

Pizza delivery Essay

The foray of multinational fast food retailers into India has impacted the taste buds of Indian consumers significantly. Instant food is scoring over traditional food due to influence of Western countries, and rise in income & subsequent standard of living, convenience, etc. As a result, fast food menus are gaining wider acceptance from the Indian consumers. The Indian fast  Food Industry Dryer  has witnessed high growth strides in the past years, with increasing disposable income; exposure to a number of cuisines; and consumers’ willingness to experiment a mix of both Western and local menu. It has not only provided convenience to people who shuttle between home and work for a bigger part of the day but also eliminated the requirement of conventional cutlery. This industry at the moment thrives on international appeal endorsed by niche chains. The development of nutritious and healthier replacements for the traditional servings at fast food restaurants has transformed into mass promotion of portable foods. As per a new research report titled ‘Indian Fast Food Market Analysis’, currently the Indian fast food industry stands at a massive size of ` 47 billion, driven by a growing number of working professionals and increasing westernization. Apart from this, busy life schedule, standardized food, and less time-consuming processes are also fuelling the demand from domestic consumers in the industry. As demand for all types of fast food items are consistently on the rise, pizza, burger, and French fries have become the all time favorite among young Indians, more so with some of the well-known burger and pizza restaurants like McDonald’s, Domino’s, KFC, Pizza Hut, Nirula’s etc, operating in India. Consumers’ first choice As far as products are concerned, instant noodles and pasta are at a nascent stage but are fast evolving in the Indian fast food business. Demand for these food items are growing as consumers with hectic lifestyles do not want to spend much time in cooking. Besides, a variety of noodles and pasta is easily available in the international fast food makers’ menu at an attractive price range, pulling various consumers to add these delicious foods into their palates. The instant noodles and pasta segment has thus turned out to be a big hit among fast food lovers, resulting in the entry of many leading players into this segment. As per an ongoing study on the Indian  fast food  industry, there has been a major shift in food habits in the metropolitan cities encouraging the manufacturers to introduce innovative flavors in noodles and pastas to suit Indian consumers. Further, the enhancement of fried instant noodles’ condiment, good performance of non-fried noodles, and the subsequent release of coarse cereal noodles are some of the main trends currently prevailing in the Indian market. About 86 per cent of households prefer to consume instant food over traditional food due to steep rise in dual income level & standard of living, convenience and influence of Western countries. As a result, fast food menus comprising pizza, burger, sandwiches, etc are gaining wider acceptance from the Indian consumers. Competitors’ zone On the competitive front, the fast food market in India is poised for rapid expansion and higher efficiency with the entry of international giants. It has also been observed that with the increasing popularity of dining out in India, restaurant operators want to safeguard their share of improved consumer spending by offering all types of cuisines. This provides a significant opportunity to players in the food and beverage industry. Major players in this sector are creating a competitive environment for future growth. And in order to cater to this augmented customer base, Nirula’s is increasing its existence in metro cities along with the Tier-2 and Tier-3 cities through different formats. The new outlets in cities, such as Amritsar, Patna, Bhopal, Pune and Ludhiana would mainly be Family Style Restaurants (FSR), ice cream kiosks and parlors. Likewise, KFC has plans to increase its existence from 21 cities at present to around 75 cities through its objective to operate 500 restaurants in India by 2015. The company is eager to spread wings to new cities such as Hubli, Madurai, Salem and Mysore in the south, and in the north in Kanpur, Allahabad. Similarly, McDonald’s is targeting 1,000 restaurants by 2020. Hard castle Restaurants, which runs McDonald’s in the south and west, plans to open up to 70 stores next year. It will be the franchisee’s biggest expansion in the past 15 years. McDonald’s also plans to invest ` 10 billion to boost growth. Most of the food chains are busy in innovating and customizing their products. For instance, in order to boost revenue and offer different varieties to the tastes of various cross-sections of people, Domino’s Pizza is planning to customize its range of products. The company is taking initiatives to come up with a new assortment of diet pizzas for Indians, who are health-conscious and intends to introduce different specialties in pizza for people residing in different parts, like North and South India. Further, the acceptance of fast food has grown faster as several players have well-understood the basic requirements of Indian food and served more vegetarians & selected no vegetarian meal options (excludes pork and beef from their menu). Franchise outlets On the strategic front, it has been found that the franchising concept in India is continuously rising, with the increase in the number of international players opening more franchise outlets in India. The increasing revenue figures from franchise outlets encourage the players to opt for the concept. As a result, many international fast food giants are opening up their franchise outlets in India to grab the huge untapped potential in a fast emerging market. In a recent development, Nando, South Africa-based Afro-Portuguese, global restaurant chain is starting up around 35 outlets by 2013 in various parts of India through the franchise route. The company expects to expand enormously in the northern parts of India. Varying consumer behavior Talking about consumers, it has been a noticeable trend that food consumption pattern of urban Indian families has changed dramatically with times owing to the growing influence of Western culture. Indians have started dining out and moved on to accept different varieties of delicious food from the world. Further, studies indicate a radical change in the consumption patterns of Indian consumers, who have traditionally been known for their price sensitiveness. Middle-class families as well as the youth prefer to have a burger worth ` 25 rather than that worth ` 50-75. This reveals that despite looking for taste and brand, consumers in India are still inclined to low-price and health issues. As per a survey conducted in 2010, nearly 80 per cent of the fast food consumers expect the fast food owners to implement required measures for reducing the harmful impact of fast food. To tackle this issue, these owners have adopted innovative cooking styles, such as baking and grilling that retain the flavor of food and also require lesser quantity of oil. Besides, major retailers in this area are now providing all necessary information like ingredients, nutrition and fat contained on the product pack. These measures have helped Indian fast food consumers select healthy and nutritious meal as well as protect them from the dangerous effect of unhealthy fast food. Government inventiveness As far as the role of government is concerned, various initiatives in the recent past have resulted in the entry of many international  Fast Food Retailer  in the country. With the economic liberalization in 1991, nearly all tariff and non-tariff barriers have been removed or minimized from the Indian boundary that has helped many retailers to enter the growing Indian fast food industry. As per the Food Safety and Standards Authority of India, the new rules and standards will make it mandatory for street food vendors to register with state health departments that are into policing hygiene. It requires the food authority to issue licenses to food vendors only after ensuring that their products are safe and hygienic. Vendors with products that are found unhygienic or unsafe will face monetary penalties. Moreover, user friendly and IT-enabled licensing system will be created to improve governance and compliance. To try to ensure that India has the capacity to implement the new law, the government has increased the number of state laboratories for testing eatables and appointed more food safety officers to check food quality & hygiene instead of merely monitoring adulteration. Besides, the Indian government has also directed state governments to prohibit sales of fast food and carbonated drinks on school premises & check out all such items that lead to unhealthy eating from cafeteria within a 1,500 feet radius of schools. In addition, the country’s regulators have ordered food chains to provide product nutritional labeling at the time of sale, so that customers can know about what they are eating and what effect it can have on their health. This step is a result of various studies that have shown that a typical fast food has very high density that causes people to eat more than they usually require, causing people to fall ill with many health-related problems like obesity, diabetes and heart diseases. Shortfalls and remedies India has witnessed a massive increase in the consumption of fast food over the past few years. Indeed, the country has come out as one of the rapidly growing fast food markets in the world. Although the country offers lucrative opportunities to new entrants due to rapid urbanization and changing lifestyles, there still exist some roadblocks, which may hinder the exponential growth route of this industry in future. Competition from local street vendors remains the biggest threat to the growth of the fast food industry in the country. There is an increase in raw materials cost and fuel charges, which is causing a lot of strain to the players in this segment. Lack of proper infrastructural facilities, with respect to roads and electricity, has also hampered the development of fast food market in India. Besides, the industry will have to tackle a number of roadblocks including the rising consumer concerns regarding obesity and health-consciousness to maintain the ongoing trend. On a fast track If the challenges are met with serious considerations, the Indian fast food industry is anticipated to achieve glorious milestones in the coming years. Increasing inclination of people to eat outside (restaurants) will be the major driving force behind the projected growth. Besides, healthy food options and low-price menu will also contribute to its growth, to attain a CAGR of around 33 per cent during 2010-2014. THE START OF FAST FOOD CULTURE The concept of fast food pops up  during 1920s. The 1950s first witnessed their rapid proliferation. Several factors that contributed to  this explosive growth in50’s were:(1) America’s love affair with  the automobiles. (2) The construction of a  major new highway system. (3) The development of  sub-urban communities. (4) The baby boom subsequent to world war  second. â€Å"Fast-food chains initially  catered to automobile  owners in  suburbia. On the go Fast food outlets are take-away   or take-out   providers, often with a â€Å"drive-through† service which allows customers to order and pick up food from their cars; but most also have a seating area in which customers can eatthe food on the premises. People eat there more than five times a week and often, one or more of those five times is at a fast  food restaurant. Nearly from its inception, fast food has been designed to be eaten â€Å"on the go†, often does not require traditional cutlery, and is eaten as a finger  food. Common menu items at fast food outlets include fish and chips, sandwiches, pitas,  hamburgers, fried  chicken,  French  fries, chicken  nuggets, tacos, pizza, hot dogs, and ice cream, although many fast food restaurants offer â€Å"slower† foods like chili, mashed potatoes, and salads. Variants Although fast food often brings to mind traditional American fast food such as hamburgers and fries, there are many other forms of fast food that enjoy widespread popularity in the West. Chinese  takeaways/takeout  restaurants  are  particularly  popular. They normally offer a  wide variety of  Asian food which has normally been fried. Most options are some form of noodles, rice, or meat. Sushi has seen rapidly rising popularity in recent times. A form of fast food created  in  Japan. sushi  is  normally  cold  sticky  rice  served  with  raw fish. Pizza is a common fast food category in  the United States, with chains such as Domino’s Pizza, Sbarro and Pizza Hut. Menus are more limited and standardized than in traditional pizzerias, and pizza delivery, often with a time commitment, is offered. Fish and chip  shops are a form of fast  food popular in the United  Kingdom, Australia and New Zealand. Fish is battered and then deep fried. The Dutch  have their own types of fast food. A Dutch fast food meal often consists of  a portion of French fries. Facts and figures Fast food is one of the world’s largest growing food type. India’s fast food industry is growing by 40% a year and is expected to generate a billion dollars  in  sales  by  2005. The  multinational  segment  of  Indian  fast  foodindustry is up to Rs. 6 billion, a figure expected to zoom to Rs. 70 billion by2005. By 2005, the value of Indian dairy products is expected to be Rs. 1,00,000 million. In last 6 years, foreign investment in this sector stood at Rs. 3600  million  which  is  about  one fourth  of  total  investment  made  in  this sector. Because of the availability of raw material for fast food, Global chains are flooding into the country. MARKET SIZE & MAJOR PLAYERS a)Dominated by McDonalds having as many as 75 outlets. b)Domino’s pizza is present in around 100 locations. c)Pizza  hut  is also catching  up and it  has  planned  to establish  125outlets at the end of 2005. d) Subways have established around 40 outlets. e) Nirulas is established at Delhi and Noida only. However, it claims tocater 50,000 guests every day. Major players in fast food are: †¢ MCDONALDS. †¢ KFC †¢ PIZZA HUT †¢ DOMINOS PIZZA. †¢ COFFEE DAY †¢BARISTA. The  main  reason  behind  the  success  of  the multinational  chains  is  their expertise  in  product  development,  sourcing  practices,  quality  standards, service levels and standardized operating procedures in their restaurants, astrength  that  they  have  developed  over  years  of  experience  around  the world. The home grown chains have in the past few years of competition with the MNCs, learnt a few things but  there is still a  lot of scope for  improvement. REASON FOR EMERGENCE Gender  Roles :  gender  roles  are  now  changing. Females  have  startedworking outside. So, they have no time for their home and cooking food. Fastfood is an easy way out because these can be prepared easily. Customer  Sophistication  and  Confidence: consumers  are  becoming more sophisticated now. They do not want to prepare food and spend their time and energy in house hold works. They are building their confidence more on ‘ready to eat and easy to  serve’ kind of foods Paucity of Time: people have no time for  cooking. Because of emergence of  working women and also number of other entertainment items. Most of thetime either people work or want to enjoy with their family. Double  Income  Group: emergence  of  double  income  group  leads  to increase in disposable income. Now people have more disposable income so they can spend easily in  fast food and other activities. Working Women: working women have no time for cooking, and if they have then also they don’t want to cook. Because they want to come out of  the  traditionally  defined  gender  roles. They  do  not  want  to  confinethemselves to household work and  upbringing of children’s. Large  population: India  being  a  second  largest  country  in  terms  of  population possesses large potential market for  all the  products/services. Thisresults into entry of large number of fast food players in the country. Relaxation in rules and regulations: with the economic liberalization of  1991, most of the tariff and non tariff barriers from the Indian boundaries are either removed or minimized. This helped significantly the MNC’s to enter in the country. CHALLENGES FOR THE INDUSTRY Social  and  cultural  implications  of  Indians  switching  to  western breakfast food: Generally, Hindus avoid all foods that are believed to inhibit physical and spiritual development. Eating meat is not explicitly prohibited, but  many  Hindus  are  vegetarian  because  they  adhere  to  the  concept  of  ahimsa. Those  seeking  spiritual  unity  may  avoid  garlic  and  onions. The concept of purity influences Hindu food practices. Products from cows (e. g. ,milk,  yogurt,  ghee-clarified  butter)  are  considered  pure. Pure  foods  can improve the purity of impure foods when they are prepared together. Some foods, such as beef or alcohol, are innately polluted and can never be made pure. But now, Indians are switching to fast food that contain all those things that are considered impure or against there beliefs. Some traditional and fundamentalist are against this transformation of food habit and number of  times they provoke their counterparts to revolt against such foods. And that is what happened when McDonald’s decided to enter the  complexity of Indian business landscape, counting only on its â€Å"fast food global formula†, without any apparent previous cultural training. Emphasis  on  the  usage  of  bio-degradable  products: Glasses, silverware,  plates  and  cloth  napkins  are  never  provided  with  fast  food. Instead, paper plates and napkins, polyurethane containers, plastic cups and tableware, drinking cartons or PET (polyethylene terephthalate) bottles are used, and these are all disposable. Many of these items are tossed in the garbage instead of being recycled, or even worse, merely thrown on the ground. This burdens nature unnecessarily and squanders raw materials. In order to reduce soil and water pollution, government now emphasis more on the usage of  bio-degradable products. Retrenchment  of  employees: Most  of  new  industries  will  be  capital intensive and may drive local competitors, which have more workers, out of  business. Profit repatriation: Repatriation of profits is another area of concern forIndian economy. As when multinational enters the any countries, people and government  hope  that  it  will  increase  the  employment  rate  and result  in economic growth. However, with the multinational operation, host country experiences  these  benefits  for  a  short  time  period. In  long  run  neither employment increases (because of capital intensive nature of MNC’s) nor it increases the GDP or GNP because whatever MNC’s earn they repatriate that profit back to their home country. PROBLEMS OF INDUSTRY Environmental  friendly  products  cost  high:government  is  legislating laws in order to keep check on the fast food industry and it is emphasizing more on the usage of bio-degradable and environment friendly products. But associated with this issue is the  problem that fast food player faces – the  cost associated with the environment friendly product. They cost much higher than the normal products that companies uses for packaging or wrapping their products. Balance  between  societal  expectation  and  companies  economic objectives:   To balance a society’s expectation regarding environment with the economic burden of protecting the environment. Thus, one can see that one  side  pushes  for  higher  standards  and  other  side  tries  to  beat  the standard back, thereby making it a arm wrestling and mind boggling exercise. Health related issues: obesity: I. Studies have shown that a typical fast food has very high density and food with high density causes people to eat more then they usually need. II. Low calories food: Emphasis is now more on low calorie food. In this line  McDonald  has  a  plan  to  introduce  all  white  meat  chickenMcnuugget with less fat and fewer calories. TRENDS IN INDIAN MARKET Marketing to children’s: Fast food outlets in India target children’s as their major customers. They introduce varieties of things that will attract the  children’s  attention  and  by  targeting children’s  they  automatically target their parents because Children’s are always accompanied by their parents. Low level customer commitment: Because of the large number of food retail outlets and also because of the  tendency of customer to switch from one product to other, this industry faces low  level customer commitment. INTRODUCTION OF DOMINOES Domino’s Pizza India Ltd. was incorporated in March 1995 as the master  franchisee for India and Nepal, of Domino’s Pizza International Inc. , of  USA. Moreover, the company holds the master franchisee rights for Sri Lanka and Bangladesh through its wholly owned subsidiary. Mr. Shyam S. Bhatia and Mr. Hari S. Bhartia of the Jubilant Organosys Group were the  promoters of the company. Since inception, Domino’s Pizza India Ltd. has proceeded to become one of  the largest and fastest growing international food chains in South Asia. Thefirst Domino’s Pizza store in India opened in January 1996, at New Delhi. Today, Domino’s Pizza India has grown into a countrywide network around220 outlets in 42 cities and is  the leader in the fast food delivery segment. Ever  since  it  was  established,  Domino’s  Pizza  India  has  maintained  its  position  of  market  leadership  with  its  constant  product  innovation  and maintenance  of  stringent  service  standards. More  importantly,  it  has established a reputation for being a home delivery specialist capable of  delivering its pizzas within 30 minutes to its community of loyal customers from its entire chain of stores around the country. Customers can order their  Ã‚  pizzas by calling a single  countrywide Happiness Hotline – 1800-111-123. Infact, Domino’s was the first one to start this  facility for its customers. Domino’s is committed to bringing fun and excitement to the lives of our  customers by delivering delicious pizzas to their doorstep in 30 minutes or  less, and all its strategies are aimed at fulfilling this commitment towards its large and ever-growing customer base. Domino’s constantly strives to develop products that suit the tastes of its customers, thereby bringing out the Wow effect(the feel good factor). Domino’s believes strongly in the strategy of ‘Think local and  act  regional’. Thus,  time  and  again  Domino’s  has  been innovating toppings suitable to the taste buds  of the local populace and these have been very well accepted by the  Indian market. DOMINOES VISION AND OBJECTIVES Domino’s vision is â€Å" Exceptional people on a mission, to be  the  best  pizza  delivery  company  in  the  world! †. Domino’s is committed to bringing fun and excitement to the lives of our customers by delivering delicious pizzas to  their  doorstep  in  30  minutes  or  less,  and  all  our strategies work for fulfilling this commitment towards our large and ever-growing customer base. Domino’s constantly strives to develop the product that suits the taste of its customers to bring out the ‘WOW’ effect   (i. e. the feel good factor). Domino’s believes in the strategy of â€Å"Think local and act regional† that is blended with a playful image personified by our â€Å"Hungry Kya? â€Å"positioning. Thus,  time  and  again  Domino’s  has  been innovating  toppings,  suitable  to  the  taste buds  of  the locals and these have been very well accepted by the Indian market, are doing extensively well in the market. We are constantly in the process of innovating further; we introduce new topping every 3 –4 months Domino’s  understands  customers  demand  and  is constantly   developing   local  flavors   understanding  the local  sentiments. Also,  the  ingredients,   sauces  etc. are made keeping in mind the taste buds of Indian consumers while retaining the international flavor. Domino’s  constantly  strive  to  make  the  company  an integral  part   of  the  lives  of  the  target  audiences   by getting involved with the clientele at the emotional level and  building  long-term  relationship  with  them. Thus, Domino’s  concentrate  more  on  carrying  out  below-the-line activities in the area it serves. Domino’s believe in bringing fun and excitement into the lives  of  our  clientele. We  take  our  delivery  proposition very seriously and our entire corporate ethic is based on it. Domino’s  is  the  recognized  world  leader  in  Pizza delivery. But it isn’t just about delivering; it’s also about giving back to the community. Domino’s believes that an essential  component  of  corporate  responsibility  is  to provide support to charitable organizations that benefit the  communities  where  its  employees  and  customers work  and  live. Domino’s  worldwide   is   known  for  its commitment toward social causes and believes in adding fun  to  the  lives  of  our  customers  and  communities  it serves. In India, Domino’s has been associated with the NGO’s devoted  to  the  cause  of  underprivileged  Children’s. Domino’s conducts Store Educational Tour (SET) for the under privileged children time-to-time. Recently this was done  in  the  one  of  the  Domino’s  outlet  in  Delhi  and Mumbai with the  underprivileged children from CRY (Child Relief  and  You)  where  Domino’s  took  the  pledge  to provide part-time employment to the eligible wards from CRY who are above 18 years, reiterating its commitment towards social causes. Also, fifty- percent of that day’s first 20 deliveries of the store were given to CRY toward the cause of the underprivileged children. The children had a gala time while they learned to make and bake pizzas  at  the  store  and  finally  tasted  the  sumptuous offerings  made  by  them  during  the  Store  Educational  Tour. Domino’s Pizza India also boasts about its commitment to serve its customers on time by implementing the â€Å"30 MINUTES  OR  FREE† service  commitment , they  have been able to achieve this as a result of continuous efforts and dedication of the entire team in improving operating efficiencies . Domino’s   Pizza  India  has  been  consistently   rated amongst  the   top  2  pizza  chains  worldwide  in  the Domino’s family by Domino’s International, in terms of  quality of operations. Our pizza delivery times have also been  judged  as  the  best  delivery  times  in  the  world across all Domino’s. Communication objectives Category Need Domino’s master franchise model Industry analysts believed that Domino’s master franchise model was one of the reasons for  its success in international markets even in light of the global economic slowdown in 2008. How domino’s international bucked the trend The strong performance of Domino’s international master franchises in the midst of the global economic  slowdown  was  a  widely debated  topic  among  analysts. While  some  analysts believed that the recession had helped the growth of these chains due to the ‘trading down factor’ of people preferring to eat at home rather than dine out at expensive restaurants, others believed it was a combination of aggressive marketing and the franchise model that had helped the company buck the trend. Dominoes Brand Awareness Promotional and advertisement campaigns The pizza delivery business had  traditionally been promotion driven. Coupons and  discounts were offered by all pizza delivery chains to woo customers. Since its inception, Domino’s had been known for its unique promotions that included fast delivery and innovations to cater  to a varied palette. The ’30 minutes’ promise In the year 1973, Domino’s began a guarantee scheme that its pizzas would be delivered in 30minutes or less of ordering failing which the customer would receive the pizza free. Brand Attitude Use of technology Online sales accounted for over 70 percent of its total sales in 2008. Dominos planned to further exploit the increasing potential of the online medium as one of the promotional and distributional channels in the downturn. Brand Purchase Intention. What makes domino’s pizza better than its competitors? †¢ Varity of Pizza’s †¢ Services offered †¢ Quality of pizza’s †¢ Location of the Outlet †¢ Waiting time in the outlet †¢ Door step services †¢ Lower price Communication Mix Communication is very important, particularly when it is two-way. Domino’s value customer  feedback and is most responsive to customer preferences. Fast food ought to be a fun experience and this is not possible unless the provider and the consumer are in synch. They are in the  service business, and their product is positioned as a  convenience food delivered to the customer hot and fresh in 30 minutes guaranteed. Every company must follow the eight major marketing communication modes. For Domino’s direct selling and interactive selling is not needed though they are involved in internet and cable TV promotions. Domino’s always search for ways to gain efficiency by replacing one communication with others. The sustainability among communication tools explains why marketing function need to be coordinated. Advertising The Domino’s Pizza franchise has earned the reputation of being one of the fast growing food chains in South Asia. Domino’s is committed to bringing fun and excitement to the lives of its customers by delivering delicious pizzas to their doorstep in 30 minutes or less. The fast food franchise is all set to  make the complete use of  its potential market in India, where eating out is a means of entertainment. Its advertisements are image of its core competencies. The Domino’s  Pizza India  franchise  keeps implementing varied  promotional  strategies. Domino’s initially restricted their ad  strategy to banners, hoardings and specific promotions. In August2000, Domino’s launched the ‘Hungry Kya? (Are  You Hungry? ) sequence of  advertisements on television. While highlighting its home delivery facility in advertisements, the pizza franchise always adds an element of humour in it. That is exactly why actor Arshad Warsi was made the brand ambassador of  the Domino’s Pizza India franchise. Paresh Rawal, another humorist of Hindi cinema, was also featured in Domino’s ads. A significant strategic change is that, while the unique selling proposition of Domino’s is home delivery in all markets, they have been creating dine-in spaces at all their restaurants here in India. Domino’s Pizza’s tagline ‘khushiyon ki home delivery’   which cuts through the advertising  clutter  still  remains  intact. But  in  tier-2  and  tier-3  cities,  as  people  like  to experience eating out close to 75% of their restaurants now have dine-in facilities. This is different from their global strategy where their  key focus has  been  on home delivery. Also,  they  are in  the  trial stage  of  orders by internet in India after its success in U. S. Another feature they introduced is a customer can top the Pizza he wants. Domino’s went a step ahead by differentiating regions and applyingthe taste-factor accordingly. Domino’s also made ordering simpler through a single toll-free number throughout the country. Dominos has been following the principle of   ‘Think Local, Act Regional’  . Events/ Experiences They are sponsoring some college fest, cultural program and promotional events through out the country for promotion. Public Relation Domino’s Pizza India undertakes local store marketing initiatives. These include specialdiscounts  to  loyal  customers  and  parade  like  activities  such  as  Motorbike  formations, distributing special offer  coupons and phone  calls to  frequent customers. Domino’s has been innovating toppings suitable to the taste  buds of the  local populace and the Indian market has very well accepted these. Domino’s Pizza India Ltd, which runs fast food chain Domino’s Pizza in the country, has changed its corporate name to Jubilant Food Works Ltd. The change of name came into effect from September 24 2009. â€Å"The decision to change the name  has been taken to  align ourselves with the branding of the Jubilant  Bhartia  Group,  promoted  by  Shyam  S  Bhartia  and  Hari  S  Bhartia,†Ã‚  Jubilant Food Works Chief Executive Officer Ajay Kaul said. Jubilant Bhartia Group holds the master  franchisee rights for the Domino’s Pizza brand and operations for the whole of India, Nepal,Sri Lanka and Bangladesh. However, the company will continue to use the brand name of  Ã¢â‚¬ËœDomino’s Pizza’ for marketing and other related purposes. Personal Selling Domino’s continuously strives to make the company an  integral part of the  lives of the target audiences by getting involved with the clientele at the emotional level and building long term relationships with them. Thus, domino’s concentrates more on carrying out below the line activities in the areas it serves.