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at the end of the day the two biggest questions are what is the budget and what is the cost. Cost and budget control are key to being efficient and profitable

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just in time inventory control is one technique to reduce inventory. this technique was interesting to me because while it may work it has many disadvantages

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Advantages & Disadvantages of Just-in-Time Inventory

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Just-in-time inventory offers the advantage of keeping cash flow fluid and increasing efficiency. It has the disadvantage of being risky if you get a surprise order or have trouble ordering a particular supply. Disadvantages can be mitigated by developing robust information systems.

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managers need to define control in their departments and companies. murphy's law was covered in this chapter and made a good point.

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The original Murphy's Law was "If there are two or more ways to do something, and one of those ways can result in a catastrophe, then someone will do it." The law's author was Edward A. Murphy, Jr., a U.S. Air Force engineer, who, in 1947, was involved in a rocket-sled experiment in which all 16 accelerator instruments were installed in the wrong way, resulting in Murphy's observation. Murphy's Law is sometimes expressed as "Anything that can go wrong, will -- at the worst possible moment." In that format, the Law was popularized by science-fiction writer Larry Niven as "Finagle's Law of Dynamic Negatives " (sometimes known as "Finagle's corollary to Murphy's Law").

Extrapolating from the original, we arrive at Murphy's Laws of Information Technology, a set of principles that may seem to be jokes but which events sometimes prove to be fundamental truths.

Here are a few examples of Murphy's Laws relative to hardware.

Law of Inconvenient Malfunction: A device will fail at the least opportune possible moment.

Law of Cable Compatibility: If you choose a cable and a connector at random, the probability that they are compatible is equal to zero.

Law of Hardware Compatibility: The probability of a given peripheral being compatible with a PC is inversely proportional to the immediate need for that peripheral.

Law of Bad Sectors: The probability that an untested diskette will have bad sectors is directly proportional to the importance of the data written onto the diskette.

First Law of Selective Gravitation: When an object is dropped, it will fall in such a way as to cause the greatest possible damage to itself and/or other objects on which it lands.

Second Law of Selective Gravitation: The tendency for an object to be dropped is directly proportional to its value.

Law of Reality Change: Unalterable hardware specifications will change as necessary to maximize frustration for personnel affected by said specifications.

Law of Noise: Noise bursts occur so as to cause the most, and/or most serious, errors in data communications, regardless of the actual amount of noise present.

Law of Expectation: Consumer expectations always outpace advances in hardware technology.

Law of the Titanic: If a device cannot malfunction, it will.

Here are a few greatly simplified examples of Murphy's Laws as they relate to programming.

Law of Debugging: The difficulty of debugging software is directly proportional to the number of people who will ultimately use it.

Law of Neurosis: The chances of software being neurotic (developing bugs spontaneously without apparent reason) is directly proportional to the confusion such neurosis can cause.

Law of Available Space: If there are n bytes in a crucial software program, the available space for its convenient storage or loading is equal to n-1 bytes.

First Law of Bad Sectors: The probability of software being mutilated by bad sectors is directly proportional to the value and/or importance of the programs.

Second Law of Bad Sectors: When a program is mutilated by bad sectors, the damage will occur at the point(s) that result in the most frequent and/or severe errors when the program is run.

Law of Noise: When a downloaded program is corrupted by noise, the corruption will occur at the point(s) that result in the most frequent and/or severe errors when the program is run.

Law of Software Compatibility: If two programs are chosen at random, the probability that they are compatible is equal to zero.

Law of Option Preferences: When two people share a computer, their software option preferences will differ in every possible way.

Law of Expectation: Consumer expectations always outpace advances in software technology.

Law of the Titanic: Bug-free software isn't.

As you gain experience, you'll discover, and learn to live with, most aspects of Murphy's Laws. It's best that way. If neophytes were fully aware of all the things that could go wrong, they might avoid technology careers altogether. Then they'd miss out on all the benefits, and all the fun, that technology has to offer.

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What is Murphy's Law? - Definition from WhatIs.com

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The original Murphy's Law was "If there are two or more ways to do something, and one of those ways can result in a catastrophe, then someone will do it." The law's author was Edward A. Murphy, Jr., a U.S.

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The IT department is an integral asset to a business. However in my own experience they are always "working on it"

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positive or negative reinforcement which one motivates your employees?

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both of these theories are very interesting to me. This is a great article to compare the two

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Employee motivation is one of the key aspects of a successful business. Mindful of this truth, American psychologist Abraham Maslow developed a theory of human motivation that included five basic needs that are arranged in a hierarchy, with some needs being more basic and primitive than others. Maslow's hierarchy of needs is often depicted as a five-level pyramid, with the highest need at the top, and the lowest need at the bottom. Maslow's theory was further explored and refined by Clayton P. Alderfer, who developed the ERG theory that categorized human motivation based on existence, relatedness, and growth. Both theories share some similarities, but there are also some important differences.

Maslow's Theory

Maslow's five-level pyramid of motivation includes these categories: physical, security, social, ego, and self-actualization, each in ascending order. Physical needs include the need for air, water, food, and rest. Security includes the need for safety, shelter, and stability. Social needs include the need for love, belonging, and inclusion. Ego needs include the need for self-esteem and recognition, and at the top of the pyramid, is self-actualization, which includes the need for development, and creativity. Maslow believes that these needs are satisfied in ascending order, progressing from the most basic to the most complex.

ERG Theory

Alderfer's theory only has three levels: existence, relatedness, and growth. Under existence, people have the basic need for survival and shelter. In an employment context, this need is met by earning money to pay for food and housing. Relatedness refers to the need to form social interactions with other people, including work peers and supervisors. The third need is growth, which refers to the desire people have to build self-confidence and self-worth through achievement. In employment terms, people can achieve growth by learning new skills and earning promotions that increase personal satisfaction.

The Similarities Between Maslow's Theory and the ERG Theory

Maslow's theory and the ERG theory both seek to explain human motivation and how it affects behavior. Both theories are rooted in the idea that there are basic needs that drive people to do certain things and to behave in certain ways. Another similarity is that both theories have a hierarchical framework, with primitive needs at the bottom, and more refined needs at the top.

The Differences Between Maslow's Theory and the ERG Theory

One of the primary differences between these two theories is that Maslow's theory has five ascending levels, and the ERG theory only has three levels. In fact, in the ERG theory, existence equates to Maslow's first two levels of physical and security needs, relatedness equates to Maslow's next two levels of social needs and ego needs, and growth equates to Maslow's final level of self-actualization.

Another difference is that Maslow believes each need is fulfilled one at a time in ascending order, whereas Alderfer believes that more than one need can be fulfilled at the same time. In other words, Maslow's theory is that everyone's needs progress through the specific five-level pyramid structure, whereas the ERG theory is that people satisfy their needs in different ways at different levels.

About the Author

Sampson Quain is a screenwriter and filmmaker who began writing in 1996. He has sold feature and television scripts to a variety of studios and networks including Columbia, HBO, NBC, Paramount and Lionsgate. He holds a Master of Fine Arts in screenwriting from the University of Southern California.

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Employee motivation is one of the key aspects of a successful business. Mindful of this truth, American psychologist Abraham Maslow developed a theory of human motivation that included five basic needs that are arranged in a hierarchy, with some needs being more basic and primitive than others.

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leadership behavior can be broken down into many types. In this module 4 that are listed are directive, supportive, participative, and achievement. Regardless of your behavior you need to be engaged with your employees.

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Sean Lynch and Patrick Nelson discuss Lead Star's core leadership behaviors.

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Life cycle theory of leadership
S2 is the way to go!

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cross functional team tid-bit. everyone working on one product but in different capacities

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Remember the Titans is a classic movie. Forming, storming, norming, performing, and adjourning are all parts of what brought this team to greatness.

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Remember The Titans - Forming, Storming, Norming, Performing, Adjourning

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Communication barriers hinder a team. Roles of the source, signal, and destination are all parts of the communication process.

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This a a great and interesting review of affirmative action. Equal opportunity employment is highly important.

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This policy toolkit provides a wide variety of resources around the recruitment, preparation and retention of educators as well as information on teacher shortages and preparation program terminology.

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comprehensive information on policy issues

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request for information on policy issues

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NCSL's experts are here to answer your questions and give you unbiased, comprehensive information as soon as you need it on issues facing state legislatures. We answer more than 20,000 requests for information a year.

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A value statement is needed for every business. This lets customers and employees what your company stands for and believes.

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clan culture is important for a having a good team and a good moral. This video shows a great example of what Target offers for a clan culture.

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We celebrate our successes and look forward to new opportunities. Teamwork is key to meeting challenges and having fun at the same time.

friendly, fun and collaborative
As America's second-largest retailer, we stay ahead in today's ultra-competitive retail market by challenging ourselves to become more efficient and more intelligent, providing guests with the best shopping experience possible. The pace is fast, the atmosphere is fun and the people are friendly. Every team member is encouraged to innovate, contribute ideas and discover solutions as an important part of a world-class team.

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Culture: Working at Target | Target Corporate

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We celebrate our successes and look forward to new opportunities. Teamwork is key to meeting challenges and having fun at the same time. friendly, fun and collaborative As America's second-largest retailer, we stay ahead in today's ultra-competitive retail market by challenging ourselves to become more efficient and more intelligent, providing guests with the best shopping experience possible.

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The most important of delegation is communication.

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Many small business owners become jacks-of-all-trades and do a little bit of everything when it comes to managing their businesses. This versatility can be a tremendous asset when first starting a business.

As time goes on, however, the small business owner who continues to do everything him or herself will hit what I call the success stopping point. Until a team is developed and some of the daily tasks and business management responsibilities are delegated, the business can't grow, and the business owner will likely be overextended and highly frustrated.

There are a lot of decisions and processes to consider when it comes time to build a team and delegate, and there are steps to be taken early on in the process to make it more effective. Here are the top seven tips for effective delegation to get you on the right track.

1. Analyze Your Needs First

Knowing what to delegate and who you need on your team to do it effectively, requires a clear picture of everything you have on your plate. The best way to figure out where your time is going, especially time that's going where it shouldn't be, is by tracking your time - all of your time, for both billable and non-billable work.

If you kept track of everything you do during your workday, I bet you'd be surprised to see where your time is going and what qualifies as your biggest time drains. This alone can be a powerful tool for identifying potential tasks to delegate, and even tasks to eliminate from your business.

2. Explore Your Options

Delegation can take many different forms, and each option depends on your business and your needs. The most effective delegation system is one that you can trust and will grow and change as your needs grow and change.

Two of the most common delegation options include hiring an employee and outsourcing to an independent contractor such as a virtual assistant. There are many facets to consider when deciding between an employee and an independent contractor.

3. Document Everything

Before you even begin delegating, you will need to start tracking all of the information, knowledge and processes that make your business run like a well-oiled machine. This may be a challenge because you probably don't think about this data often; you just do what needs to be done. But having comprehensive and clear documentation is essential in order to delegate effectively.

In general, all of your processes and systems should include a clear written summary so any future member of your team can jump in and pick up where you left off. These process documents and any other information needed should be located in a central location that is accessible by everyone.

4. Develop a Prioritized Assignment Plan

After your processes have been documented and you've created a system for sharing that information, you will need to think through your top delegation priorities and how you will assign, track and manage the delegated work.

Focus on your biggest priorities first. You can identify a list of potential high-priority delegation items by answering these two simple questions:

1. Does this need to be completed now?

2. Do I need to do this task myself or can someone else?

5. Use Technology

Technology can make delegation easy and help teams overcome many different challenges. And all teams can benefit from using technology, whether it's for file sharing, scheduling or even online training opportunities.

If you are building a virtual team with members in different geographic locations, technology can make it feel like all of your team members are sitting in the same room. Explore the technology you have available to you before delegating so you can create a system that makes information sharing and collaboration easy.

6. Communicate Well and Often

Good communication is vital for every type of team. Without it, there isn't a team. When it comes to effective delegation, not only does communication need to be clear, concise and consistent, but you also need to make sure each team member has access to the same information.

One of the ways to accomplish this is by scheduling ongoing face-to-face meetings, or team-focused teleconferences, if your team members are in different locations. These sessions should be focused on collaboration, information sharing and team building. It's also important that you remain accessible in between team meetings to answer questions, provide guidance and help solve problems when necessary.

7. Cultivate Trust

Trust is one of the most important factors when it comes to delegation, and it goes both ways. You need to trust that your team members will complete the work they are responsible for, and your team members need to trust that you are giving them all of the information they need to do the work and that you will be available to back them up when necessary.

You can create a team based on trust by:

Being respectful of each other

Listening and hearing what others are saying

Focusing on consistent communication

Saying what you'll do and doing what you say

Being honest

Effective delegation can be the answer for the time-challenged small business owner who is struggling to find the time to grow his or her business. And when you take measures to set yourself up for an effective delegation process, you're not only giving yourself time to focus on your most vital business activities, but you're alleviating some of the pressure of always doing everything yourself.

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Many small business owners become jacks-of-all-trades and do a little bit of everything when it comes to managing their businesses. This versatility can be a tremendous asset when first starting a business. As time goes on, however, the small business owner who continues to do everything him or herself will hit what I call the success stopping point.

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Hierarchy of management. This picture is a bit of comic relief for this chapter

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Competitive Dynamics broken down into a lemonade stand. While this is a basic video it covers how to assess the market around you.

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Digital Ad Agency / Adwords Consultants NYC LA San Francisco LONDON

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Competitive Analysis of Airline Industry

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There are many ways to set up a SWOT analysis. This is a good way to assess strengths and weaknesses against opportunities and threats to project future profitability.

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you must brainstorm as manager at any level. The delphi technique is a helpful tool

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When creating a business these are the most important organizational and strategic objectives.

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Six Strategic Business Objectives

A lasting business is built upon a foundation of strategic intentions. You need to know what your business is and where you want it to go, and also to have a pragmatic analysis of the market, as well as its strengths and weaknesses. By gathering this knowledge, you can decide what you want your specific business objectives to be. Below is a list of six strategic business objectives to get you started.

Create

Innovation is a cornerstone of pretty much any healthy business. You not only need to be thinking of better ways to promote your existing business but also how to further what you already have. Make a list of things you would like to see your business offer and to ask how this can be done. Answering that enables a plan to take form.

Maintain

A manufacturing plant that will produce your product or an office that's designed to be the headquarters for your services needs to be maintained. Office equipment, machinery, servers or whatever tangible items you need for your business to thrive must be monitored and optimized. Maintenance is also vital in the form of key business relationships. Keeping customers, investors, board members and employees satisfied is just as important. These relationships can define your business.

Retain

As the saying goes, a chain is only as strong as its weakest link. When you have a well-oiled machine, take a look at those who make sure it continues to run smoothly. Get an idea of which employees are strongest in every department, as well as what are their individual professional strengths and weaknesses. Analyze how these people are best utilized and what it will take to keep them working for you so that the produce exemplary results. If your business produces products, take a look at your customer base and get an idea of what it takes to retain them. Loyal customers can make or break a business -- not only because they buy your product or service but also because word of mouth will always be a powerful advertising asset.

Invest

It almost goes without saying that financial health is paramount to any business. Are your fiscal resources allocated effectively in every department and in every area? Breaking down the financial analysis by area and at regularly scheduled intervals will ensure that the money your business makes and spends is effective and proper. If your business objective is to grow your company by attracting investors or expanding its physical locations, then a healthy capital from a mix of investments and cash reserves will do that.

Educate

A constant cycle of learning and teaching keeps a business alive. New ideas taught by experienced people -- both on an internal level and on an external with your advertising and customers -- are signs of growth.

Expand

To get to where you want your business to go, determine the methods best used to get there. Look honestly at the strengths of your business as well as its weaknesses. There are always opportunities to expand, as well as threats that may hinder your business. By realistically viewing where you are and what is around you, you can then form a plan on how to get where you want and need to go.

Consider the objectives of your business often and always. That simple mental task is the difference between being a leader in your industry or being led around by other businesses similar to yours.

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A lasting business is built upon a foundation of strategic intentions. You need to know what your business is and where you want it to go, and also to have a pragmatic analysis of the market, as well as its strengths and weaknesses.

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NAFTA: US, Canada, and Mexico trade agreement created in 1994. This has helped international trade.

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Repatriation is bringing individuals home who have been working abroad. I feel that in some cases reintegration is hard if the individual has been gone for a long time.

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expatriate, host-country national, and third country national are workers in multinational organizations. These are very interesting job and skill sets.

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Employees Across the Globe

Denise is a human resource (HR) specialist that works for a large multinational conglomerate. Her company is based in Seattle, Washington, in the United States. However, the company employs people from over a dozen different countries and cultures around the world. Denise interacts with three general types of employees: parent company nationals, host country nationals, and third-country nationals. Let's take a look at each type:

Denise works with Arnold. While Arnold is a citizen of the United States, he has taken an assignment with the company at its foreign subsidiary in Berlin, Germany. Arnold is considered a parent-national, also known as an expatriate. An expatriate is a citizen of a company's home country working abroad at one of the company's foreign subsidiaries.

Arnold works with Gunther in the Berlin office. Gunther is a citizen of Germany. He's considered a host country national, which is an employee that is a citizen of the country where a company's foreign subsidiary is located.

Adrienna works with Arnold and Gunther in Berlin. She's a citizen of Italy. She's considered a third-country national because she's an employee that is a citizen of one country, working in another country for a company headquartered in a third country.

Labor & Employee Relations

One of the key functions of human resource management is employee and labor relations. Employee relations is the official interaction between employees and management regarding the employer-employee relationship, including such things as work decisions, complaints, and conflict resolution. If employees are represented by a union, then the union is the employees' exclusive representative, and the company must work with the union on employee matters. This is known as labor relations.

Denise's job of managing employee and labor relations is made far more complex with a global workforce. Each country where a foreign subsidiary is located may subject her company to an entirely unique set of labor and employment laws. What may not be a discriminatory employment or labor practice in one location may expose the company to legal liability in another. Wage and hour laws will be different from country to country.

Some countries may have very strong labor unions, while other countries may have very weak labor unions or have no labor unions at all. Each country will have different laws relating to benefits, such as maternity leave. Of course, this can create issues of company-wide employee equity as some employees may be legally entitled to benefits and protections, while other employees are not.

Cultural Considerations

Culture is also an important issue for Denise. Not all cultures value the same things. Some cultures value individual achievement, while others value group effort. Some cultures may be more materialistic, valuing financial gain and acquisition of things. Other cultures value leisure activities more. Denise will have to contend with each different culture and determine not only what motivates the employees at each location but also try to maintain a sense of company-wide employee fairness.

Of course, working with expatriates is probably the easiest part of global employee relations, but it still may provide some challenges. Denise may face indirect clashes of culture as expatriates may have to adjust to cultural norms in the host country. For example, an expat salesman may be disappointed to find that the foreign subsidiary's incentive structure is geared towards team achievement rather than individual effort and initiative.

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parent & third-country nationals - video & lesson transcript | study.com

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Human Resource Interactions with Host, Parent & Third-Country Nationals - Video & Lesson Transcript | Study.com

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Denise is a human resource (HR) specialist that works for a large multinational conglomerate. Her company is based in Seattle, Washington, in the United States. However, the company employs people from over a dozen different countries and cultures around the world. Denise interacts with three general types of employees: parent company nationals, host country nationals, and third-country nationals.

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Global Management breaks down into four organizational categories: domestic, international, multinational, and transnational. I found this article interesting that so many companies are from so many places and not the US.

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Thanks to the internet, global reach is no longer reserved for deep-pocketed brands, nor is it an incredible hassle for already over-burdened marketing managers.

In fact, a global presence is possible for any business with a creative strategy and an understanding of world markets.

What is good global marketing?

To give you an idea of what a great global marketing strategy looks like, we've compiled a list of brands that totally "get it."

From adapting their social strategies to translate across multiple languages to adjusting their menus to appeal to the cravings of a diverse group of people, these brands are taking positive steps towards creating a solid presence across the globe.

So if you're looking for inspiration on how to craft a successful international marketing strategy and expand your business' reach, check out these examples from 13 successful companies.

13 Companies We Admire for Brilliant International Marketing

1) Red Bull

Austrian company Red Bull does such a great job with global marketing that many Americans assume it's a local brand. How?

One of its most successful tactics is to host extreme sports events all over the world. From the Red Bull Indianapolis Grand Prix to the Red Bull Air Race in the United Kingdom to the Red Bull Soapbox Race in Jordan, the brand's powerful event marketing strategy takes them here, there, and everywhere.

Aside from events, Red Bull's packaging also plays a part in its global appeal.

"Red Bull really looks like a product from a global economy. It doesn't look like a traditional American soft drink -- it's not in a 12-ounce can, it's not sold in a bottle, and it doesn't have script lettering like Pepsi or Coke. It looks European. That matters," explains Harvard Business School professor Nancy F. Koehn in a 2001 article. Though it's since diversified its product selection since that article was published, the fact remains that Red Bull's consistent packaging has helped this brand go global.

Airbnb, a community marketplace for people to list and book accommodations around the world, was founded in 2008 out of San Francisco, California.

Since then, Airbnb has grown to 1,500,000+ listings in 34,000+ cities worldwide. A large contributor to the company's explosive global success? Social media.

In January 2015, Airbnb launched a social media campaign around the hashtag #OneLessStranger. The company referred to the campaign as a "global, social experiment," in which Airbnb asked the community to perform random acts of hospitality for strangers, and then take a video or photo with the person and share it using the hashtag.

Just three weeks after the launch of the campaign, over 3,000,000 people worldwide engaged, created content, or were talking about the campaign.

3) Dunkin Donuts

4) Domino's

Similar to Dunkin Donuts, Domino's has prioritized menu innovation as a means of increasing international interest and awareness.

"The joy of pizza is that bread, sauce, and cheese works fundamentally everywhere, except maybe China, where dairy wasn't a big part of their diet until lately," explains Domino's CEO J. Patrick Doyle.

"And it's easy to just change toppings market to market. In Asia, it's seafood and fish. It's curry in India. But half the toppings are standard offerings around the world."

By making a conscious effort to gain a better understanding of the preferences of the markets it's trying to break into, Domino's is able to deliver pies diverse enough to gain international attention.

5) Rezdy

Some companies may not be trying to attract global markets directly, but if their clients are, they better know how. Rezdy is an Australian-based reservation software designed to make online booking smoother for tourists and agents alike.

Though Rezdy's clients are Australian-based, the company needs to cater to its clients' international visitors. Click on the screen shot to check out this fun video on Rezdy's homepage:

The first feature the video spotlights is 'Internationalisation.' The video walks us through how easy the service is for users, but is sure to emphasize the language and currency customization tool upfront. Even if your company is marketing to other regional companies, consider their global customers as if they were your own.

6) World Wildlife Foundation

WWF took its Earth Hour initiative -- a voluntary worldwide event where participants turn off their lights for an hour to show how easy it can be to battle climate change -- and brought it to Norway's mobile audience.

Scandinavian countries like Norway experience extreme daylight hours in different seasons, making the country a prime candidate for WWF's Blackout campaign. Using digital agency Mobiento, the nonprofit placed the Blackout Banner across Norway's top media sites to promote Earth Hour. With one tap of the banner, the screen went black. Finger swiping the black screen slowly revealed the Earth Hour countdown. The banner attracted roughly 1,000,000 impressions and the campaign received three MMA Global Mobile Marketing Awards back in 2012.

Have a cool idea? Don't be afraid to try it out on one international market -- just make sure it's the appropriate audience. (Also, don't be afraid of the dark.)

7) Pearse Trust

With offices in Dublin, London, Vancouver, Atlanta, and Wellington, Pearse Trust has grown to be an international authority on corporate and trust structures. But it takes more than offices all over the map to reach an international audience.

That's why Pearse Trust keeps content flowing on its Facebook page that engages its various markets. In this screenshot below, you can see Pearse Trust posts lots of content featuring international affairs relating to the company's practice.

It also levels out external articles with Pearse Trust content, featuring news from places like Germany, Ireland (where it has a Dublin office), and the U.K. (where it has a London office). This is a great example of focusing on common interests shared among your company's various markets while also making the content relatable to customers by region.

8) Nike

Nike has been able to evolve its global presence through the careful selection of international sponsorships such as its previous long-standing relationship with Manchester United.

Although sponsorship spending can be fairly unpredictable -- demand costs tend to surge due to triggers like championships and tournaments -- these partnerships have certainly helped the brand capture the attention of a global audience.

Nike's NikeID co-creation platform serves as another strategy that the company is using to appeal to international markets.

By putting the power of design into the hands of the consumer, Nike is able to deliver customized products that align with different cultural preferences and styles.

9) McDonald's

We all know McDonald's is a successful global brand, so unlike its menu, I'll keep it light.

While keeping its overarching branding consistent, McDonald's practices 'glocal' marketing efforts. No, that's not a typo. McDonald's brings a local flavor, literally, to different countries with region-specific menu items. In 2003, McDonald's introduced the McArabia, a flatbread sandwich, to its restaurants in the Middle East.

McDonald's has also introduced macaroons to its French menu:

And added McSpaghetti to its menu in the Philippines:

10) Innocent Drinks

Innocent Drinks is the leading smoothie company in the U.K., but that's not the only place you'll find its products. In fact, Innocent products are now available in 13 countries across Europe.

And despite its widespread reach, the company's "chatty branding" remains consistent across the board. For instance, the website is very bubbly, with contact information that reads "call the banana phone" or "visit the fruit towers."

While global expansion and rapid growth can sometimes distract a company from consistent branding, Innocent Drinks has managed to remain true to itself. By ensuring that the brand's voice is interpreted the same way around the world, Innocent is able to create a more recognizable brand.

11) Unger and Kowitt

The phrase 'glocal' can be defined as "Think Globally, Act Locally." But what happens when you switch the two around?

Woah, fasten your seat belts -- literally. Unger and Kowitt is a traffic ticket law firm based in Fort Lauderdale defending drivers in the state of Florida. Not very global, right? Well, Unger and Kowitt understands that America is a melting pot and that Florida is bursting at the seams with different cultures and languages.

Though a domestic service, the firm's website is available in English, Spanish, Portuguese, and Creole. With these options, Unger and Kowitt can cater to Florida's nearly 3.5 million Floridians who speak Spanish, Portuguese, or Creole. Don't miss out on expanding your client base -- sometimes you don't have to look far to attract international business.

12) Coca-Cola

Coca-Cola is a great example of a brand using international marketing efforts. Though a large corporation, Coca-Cola focuses on small community programs and invests a lot of time and money in small-scale charity efforts.

For example, in Egypt, Coca-Cola has built 650 clean water installations in the rural village of Beni Suef and sponsors Ramadan meals for children across the Middle East. In India, the brand sponsors the Support My School initiative to improve facilities at local schools. Not to mention, the brand sticks with selling an emotion that can't get lost in translation: happiness. Now, tell me this doesn't look like fun:

13) H&M

According to Interbrand, H&M is on track to increase new store openings by 10-15% a year. One of the secrets fueling its global expansion strategy?

Optimizing its online experience.

With an online shop available in 21 markets, including the U.S., H&M is doing everything in its power to create an easy-to-navigate, mobile-friendly online shopping experience.
What other brands out there do a great job with their international marketing? Let us know in the comment section below.
Editor's Note: This post was originally published in November 2012 and has been updated for freshness, accuracy, and comprehensiveness.

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13 Businesses With Brilliant Global Marketing Strategies

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Thanks to the internet, global reach is no longer reserved for deep-pocketed brands, nor is it an incredible hassle for already over-burdened marketing managers. In fact, a global presence is possible for any business with a creative strategy and an understanding of world markets.

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Stereotypes in the workplace are can be a huge HR concern. When building you business having strong rules in place to guard against stereotyping and racism is a must.

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Avoiding Stereotypes in the Workplace
By Gobinder Gill
The truth is that we all stereotype certain groups of people. Many of us have grown up with biases in our homes, on television, at water coolers and when we hang out with our friends and family.

Unfortunately these stereotypes, which we find occasionally humorous - jokes about blondes and lawyers etc. - and think are generally harmless are, in fact, the opposite.

In the workplace, stereotypes are quite harmful and limiting not only to those we stereotype but also to ourselves. And trust me on this, labels apply to everyone and chances are you personally fall under several.

Stereotyping does not only affect the productivity and profits in an organization but it also hurts the self-esteemof the subject.

Types of Stereotypes
Steroetypes encompass every race, religion, gender and sexual preference. They even cover hair color: red haired women are fiery and blonds are dumb. Matter of fact, there are even regional stereotypes, the Westside of Vancouver is better educated, more affluent, intelligent and the Eastside of Vancouver is the opposite. Then there are the stereotypes of Asians who are perceived as hard and effective workers, but are not outgoing. South Asians could be native born, but often are viewed as foreigners.None of these stereotypes are positive or productive in the workplace.

How Do You Define a Stereotype?
One definition is a bias, inflexible belief about a particular person or group. Another definition, provided by Stedman Graham in his book Diversity Leaders not Labels, suggests a stereotype might be an exaggerated image of a person or groups, allowing for little or no social variation or individual differences, usually passed along by peers, family members or the media.

Where Do Stereotypes Comes From?
Essentially we are all guilty of forming stereotypes about others. They come to us from the media, from our family members, from our peers, and from our personal experiences. All humans tend to label others because it makes us feel safe and superior. And it is often easier than to look at people too deeply.

It is easy to be judgmental about those who are different from us. But if we do, we run the risk of forming conclusions that are erroneous and mutually detrimental.

How Do Stereotypes Hurt Us?
In the corporate world, there is a high price to be paid for stereotyping:

Litigation

Lost employees

Poor employee morale

Lost sales and customers

Difficulty hiring top-level employees

Difficulty retraining employees

Diminished productivity/profits

However, we also suffer personal consequences when we judge people based on biases, labels, and stereotypes. We miss out on valuable experiences, insights, and amazing relationships. We also miss out on connecting with others on a genuine level.

Breaking Down Stereotypes
Breaking down, recognizing, and eliminating stereotypes begins with dialogue. Conversation reduces bias because we learn more about each other and reach an understanding. Conversation also reduces preconceptions by educating us on misinformation and it limits the spread of bias.
Steps to Take to Assess and Eliminate Stereotypes

Respect and appreciate others' differences. Imagine if people looked and acted the same. It would be boring!

Consider what you have common with other people - lots more than you think.

Avoid making assumptions or creating labels.

Develop empathy for the others. Try to walk in their shoes.

Educate yourself about different cultures and groups.

These days it is unacceptable to have stereotypical views of others in the workplace because it can be very costly, not to mention the lack of productivity and profits. It is important to recognize and remember that we all have stereotypes; it is part of the human experience. However, the first step is to be honest and recognize our preconceived notions about others and why we have formed them, and then take an active approach to educate ourselves.
Gobinder Gill is a speaker and an author of "Achieving Prosperity through Diversity". He provides diversity training. He can be reached at info@workforcetranscreations.com or www.workforcetranscreations.com

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Avoiding Stereotypes in the Workplace - PeopleTalk Online

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The truth is that we all stereotype certain groups of people. Unfortunately these stereotypes, which we find occasionally humorous and generally harmless are, in fact, the opposite. In the workplace, stereotypes are quite harmful and limiting not only to those we stereotype but also to ourselves.

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A big obstacle in a team dynamic is the having a multi-generational workforce. understanding how each group learns, their work ethic, and skill level will assist a manager to grow a great team

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Ethics in general and business ethics are very important. This is a great lecture for basic on values, morals, and ethical decisions.

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Starbucks is a great example of a sustainable organization. They assist the economy and environment

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Our comprehensive approach to reducing our environmental impact means looking at all aspects of our business, how they intersect and how we can integrate new solutions to create meaningful and sustained change.

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There are four basic management functions: planning, organizing, influencing, and controlling
This is a good comical selection to open Chapter 1 and introduction into management