Internet Auctions

I have commented on your auction blogs about your Phase 2 plans.  Only one group, Tina and YaShing, did not lay out a promotional plan or tell me where they are auctioning their item.

Remember your Auctions must be complete and an item sold by 13 November 2009!

23 October 2009

 We will look at your Marketing Exercise results on 13 November 2009.

More than 15 minutes late:

Ray

AhBo

More than 60 minutes late:

Tina

Absent:

Phoenix

Presentation Schedule

Here is the presentation schedule for the Enterprise Profile Presentations.

You only have 5 minutes to present your company.  The time is tight and I will keep time to keep us on track.

Please upload your media to the computer between 9:30 and 9:40  before the rotation starts.

09:40 Koey So

09:46 Katie Chan

09:52 Beryl Chen

09:58 Veronica Jin

10:04 Terri Wang

10:10 Ivy Chen

10:16 Alison Ho

10:22 Annie Wu

10:28 Winston Law

10:34 Maggie Yang

10:40 YaShing Yu

10:46 Eva Dong

10:52 Ray Fu

10:58 Curry Li

11:04 Stephy Pang

11:10 Frances Wang

11:16 Phoenix Yeung

11:22 Tina Cheung

11:28 Eva Tse

11:34 Yuyan Mok

11:40 AhBo Li

11:46 Tiff Diu

11:52 Katherine Siu

11:58 Jessica Ward

12:04 Jenny Hui

12:10 Xenia Ma

12:16 Grace Lung

Your presentation and any text about your enterprise or any additional information you want to provide should be put onto, or linked to, your blog for this class.

I look forward to seeing everyone on-time in the regular classroom.

16 October 2009

PEOPLE NEED TO CLEAR THEIR CHOSEN PROFILE COMPANIES!!!

Here is some analysis of your ranking results and results from the long term study:

Your results are different, perhaps because you are from Hong Kong and China or perhaps because you are more interested in creative pursuits than the average worker.

The places where you do find agreement are on the importance of having your work appreciated and being "in" on decision making as well as the relatively lower importance of wages, opportunities for growth and promotion and loyalty which you all rank two points higher than the people from the American studies.

You are far more interested in interesting work, ranking it first and five places higher than the Americans.  You also rank the importance of working conditions five places higher while you rank job security five places lower.  The biggest difference is your ranking some sympathy at 10th place while the workers in the big survey rank this factor 3rd.

By standardizing the scores to rank ordering a number of interesting but not significant differences can be found in the data (They are not significant because not enough of you fit into the various groups) but...

Sellers are more interested in job security than anyone else except our two administrators.  Sellers rank it at 5 and administrators at 1, while everyone else is between 7 and 10.

Sellers are the least interested in loyalty.

Journalists and Persuaders rank loyalty the highest at 3 and 2 respectively.

Journalist and Persuaders rank being "in" the lowest at 7th and 8th.

Journalists are also the only students interested in some sympathy placing it at 6 while the next highest is 8 with all others at 9 and 10.

Authors, and there are three of them, rank feeling "in" at first position with our pairs of inventors and administrators rank it second.  Sellers put it 3rd while the next closest is 5th.

Questors, 3, rank tactful discipline the second highest at 7 while the highest is far and away our pair of inventors who put it at 3.

To remind you of the list of rank order options:

     Full appreciation for work done

     Good wages

     Good working conditions 

     Interesting work 

     Job security

     Promotion/Growth opportunities 

     Personal loyalty to workers 

     Feeling “in” on things  

     Sympathetic Help on Personal Problems    

     Tactful disciplining         

The only differences between students from Hong Kong and the mainland were in the desire to be "in" on decision making and the need for tactful discipline.  Mainland students ranked the desire to be in at one place higher than those from Hong Kong but all of you

DON'T DO SPEC WORK!!!

Milkxhake: Hong Kong Hug&Kiss

you can work for free but do it for people or an organization or a cause that can't pay you anyway.

Javin and Wilson did this to make people feel better after SARS they didn't do it for money.

A Logo is the front door of a Brand so it is important that people remember it.

the Brand is the Heart of Marketing...it is the place where people love or hate your enterprise

Your recall of logos seemed to based on a number of factors.

The least important for us was the position of the logo on the screen.  There seemed to be a lot of power on the top row and on the four corners

The most important for us is that you remembered logos that you know and with which you have some sort of connection.  You have created an emotional bond with that enterprise so you remember seeing its logo in a very limited amount of time.  While we did not explore the nature of those bonds they are certainly connected to your experience with the brand and perhaps in some cases your sense of loyalty to the brand.

Another factor was potentially the color or design of the logo, which is important for design.

In the next class we will talk more about the rest of Marketing and expand on the Four P's with a discussion of SWOT analysis and a Marketing audit.

until then...

Absences:

Eva Tse

Koey So

9 October 2009 - Factors that make you unique

What to remember from this lecture:

People are not the same as machines, real estate and intellectual property, they are not HOMOGENEOUS and INTERCHANGEABLE

This is even more important when working with creative people as they have different needs and demands than people in more ordinary jobs.  Check out the list of unique attributes by clicking the Blog title.

A human being needs to be treated with respect

Organizations, where employees have above average attitudes toward their work have:

38% higher customer satisfaction scores

22% higher productivity

22% better employee retention

27% higher profits

Study shows the following factors in Job Satisfaction

37% workplace support

32% job quality

3% job demands

2% earnings and benefits

26% individualized

Workplace support and Job Quality are two factors which can be controlled by managers and cover 69% of the issues related to Job Satisfaction.

Here is a little extra to think about:

Ten Tips for improving Job Satisfaction among Employees:

1. Pay fairly and well

2. Treat each and every employee with respect

         Respect is “the state of being regarded with honour or esteem.”

         Every person should be treated with the same regard that you give yourself.

         Refrain from putdowns, criticism, personal attacks

         Encourage others to state their views

         Support each other – even if you don’t agree

         Practice active listening

         Express  yourself assertively (not aggressively or passively)

         Collaborate (not compete or collude)

         Trust each other…unless and  until trust is violated

3. Praise Accomplishments and attempts (Positive Feedback)

         Praise should occur four times more than criticism     

         It should be given Promptly    

         It should be given verbally and in writing     

         It should be given Publicly&Privately    

         It should be given Sincerely

4. Clearly communicate goals, responsibilities and expectations

5. Recognize performance appropriately and consistently

         Reward outstanding performance

         Do not tolerate sustained poor performance – coach & train or remove

6. Involve employees in plans and decisions

         Solicit their ideas and opinions

         Encourage initiative

7. Create opportunities for employees to learn and grow

8. Actively listen to employee concerns

9. Share information – promptly, openly and clearly

         Tell the Truth with compassion

10. Celebrate successes and milestones reached – organizational and personal

BE SURE TO REVIEW THE PRESENTATION GUIDELINES AS YOU PREPARE YOUR PRESENTATION FOR 30 OCTOBER.

PEOPLE NEED TO CLEAR THEIR CHOSEN PROFILE COMPANIES!!!

Absences:

Ah Bo
Grace
Xenia
Maggie
YaShing

More than 15 minutes late:

Katie
Tina
Ray
Stephy
Eva T.
Frances

2 October 2009 plus Forbes.Com Link

Notes on Financial Lecture


Budgeting

     Yearly Budgets

     Capital Budgets
(These are for buying new equipment.  These budgets fall outside of the year to year operational budgets)


Financial Statements

    Balance Sheet

    Income Statement

    Cash Flow


Ratio Analysis

    Liquidity Ratios

         Current Ratio: Curr Assets /
                               Curr Liabilities

         Acid Test Ratio: Liquid Assets /
                                  Curr. Liabilities

    Debt Ratios

          Leverage Ratio: Total Liabilities /
                                   Total Assets

         Debt to Equity: Total Liabilities /
                                 Total Equity

     Capitalization Ratios

          Long Term Liabilities /
         Total Shares of Common Stock


     Growth Measures

          Growth of Revenue:

               Curr period(mth,qtr,yr) Net Rev – Prev Per Net Rev /
               Previous Period Net Revenue

          Growth of Operating Income

              Curr period(mth,qtr,yr) Net Inc– Prev Per Net Income /
              Previous Period Net Income

          Growth of Net Worth (Owner’s Equity)

              Curr period(mth,qtr,yr) Net Worth– Prev Per Net Worth /
              Previous Period Net Worth

          Growth of Assets

              Curr period(mth,qtr,yr) Total Assets– Prev Per Total Assets /
              Previous Period Total Assets


    Profitablility Measures

           Return on Sales: Net Income/
                                    Total Revenues

           Return on Assets: Net Income/
                                       Total Revenues

           Return on Equity: Net Income/
                                      Owner’s Equity

           Price-Earnings (PE) Ratio: Market Price of a share of common stock /
                                                    Earnings Per Share


     Profit Margins

           Cash Flow Margin: Cash Flow (AfterTax Net Income+Interest/Deprecication/Amortization) /
                                             Net Rev (Revenues – Operating Expenses)

           Net Profit Margin: Net Income (Revenues – Expenses & Taxes) /
                                             Net Rev (Gross Revenues Less Commissions)

Auctions

I have connected with all of the auctions that I can get to from my blog.  If you don't have a comment on your auction blog then you need to make sure that I can connect with it from here.

See you in the morning.