Developments Of Recording Technology During The 20th Century

Developments in recording technology in the 20th century brought an extensive increase in the variety of music that people had access to. It also played a major role in how music could be heard. These inventions gifted the public with new ways that music could be enjoyed more easily and more often. It also influenced composers to experiment with new genres and styles. One aspect that was provided to the public through inventions and developments in music technology was a major convenience. They no loner needed to leave the comfort of their home to spend money on a live performance. One particular invention that pushed this development was the radio. This invention was the first known device to allow mass communication; not only nationally, but internationally as well (Wyman). As early as the 1800’s, multiple people began experimenting with wireless signals and communication (CITE). In 1910, this wireless system developed to be referred to as the name â€Å"radio†(CITE). However, it wasn’t until 1920 that the first radio station in the US arose (CITE). The radio was mainly used for news at first; but within the next couple of years as more radio stations popped up, music became prominent on the radio. Another invention that played a major role in how people heard music in the 20th century is the gramophone; also known as the phonograph. The phonograph was a disc used as the primary medium for music reproduction until late in 20th century (CITE). The phonograph was invented byShow MoreRelatedIn The Middle Of The 19Th Century, Congo Square Became1369 Words   |  6 PagesIn the middle of the 19th century, Congo Square became a center of musical expression. On these Sunday afternoons, a new form of music was born. Pioneered by those on the bottom of a society full of slavery and segregation, the origin of jazz was less a singular event than an evolving movement. 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Walmart An Organizations Internal And External Environment

Companies must be able to provide environmental scanning. It is the monitoring of an organization s internal and external environment. It helps to detect early signs of opportunities and threats that may influence its current and future plans. Some strengths Walmart has internally is its cost leadership and variety. However some internal weaknesses are the current labor related lawsuits, which lead to high employee turnover. This also creates negative publicity. Within the store these is sometimes little product differentiation making it difficult for customer to get exactly what they desire. Some opportunities available for Walmart externally are the rising acceptance of private label, trend of healthy eating, and increase in online shopping. Walmart is currently working on growing on the opportunities though their strategic management. Threats that are external to the company are the increasing competition and resistance from local communities. 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Constructive Relations at Top Trucking Company

Question: Discuss about the Constructive Relations at Top Trucking Company. Answer: Introduction Coworkers, supervisors, and employees in a company need to develop positive relationships for them to be able to enjoy their work and be productive. These connections are important as they may get into work references in the future which may have a positive or negative effect on career progression. For the development of effective working relations employees must build trust and work as a team. Communication is crucial to building relations among employees either horizontally or vertically in an organization. Wollongong experienced transformational change from a dictatorial leadership to a democratic leader who lets in employees on the decision. Employees were forced to endure mistreatment from George who did not care about their safety but cared for results. The oppressive atmosphere in the yard led to strikes and employees did not work to their full potential(Australian Trucking Industry, 2001). Transportation facilities were old, and the manager did not have any plans to purchase new ones. This issue made drivers make many stopovers while transporting goods, therefore, consuming a lot of time(SerslandNataraajan,2015).This article aims at critically analyzing the risks, practices and the sustainability of changes experienced by Wollongong yard. New company practices The practices introduced by the new yard manager have quickly changed the company operations. Some of the new changes include: Change in company operations The company was completely transformed from previously one mans directives to a consultative approach. The new management began the transformation by issuing new uniforms to the truck drivers. This changes the image of the company as the company's employees were clean and neat.The new management approach to problem-solving involves going to the cause of the problem and not blaming it on the drivers. Employee image and implementation of problem-solving strategies create a comfortable environment for employees to work as argued by Hecker (2002). The health and safety of the employees are factors that determine their productivity. Therefore, the new management has strategies to ensure that they became the company's priority. Technical and customer care service training is given to workers regularly to equip them with skills to navigate in the changing work environments(Apostolopoulos, LemkeSonmez, 2014). The new practices aimed at creating a work environment that would increase productivity. The new practices got aggressive reception as some employees were not comfortable with the new changes but with time they understood the benefits, and they changed their attitudes towards the new management. Employee consultations The new management makes the employees a priority to enhance and ensures employee satisfaction. The new management can achieve the goals it has set by combining different aspects of the company. Formulation of policies and governance require cooperation among employees from all ranks(Bensman, 2016).All employees in the management take part in decision making which is an important perspective as they understand well their areas of specialization.Their opinions matter to management in bringing and implementing change to their departments(Holloway, Kusy,2013). Eventually, George realized that the new management would bring benefit to the company and so he became part of change agents. The new management had a different approach in decision making; the new yard manager consulted all the employees before making a final determination on an issue.The sense of belonging to the company was consequently improved. Employees considered other employees as their second family because they spend quite a lot of time together(Hall Bensoussan, 2007). It is important therefore that managements in companies create an environment in which employees can interact freely and make connections with them(Williams, Thomas Liao-Troth,2017). Management need to realize that workers are the backbone and if not taken care of well could reduce productivity, and the overall image is damaged Risks Wollongong is going through a transformational phase, and it risks setbacks if the management is changed before the transition is fully implemented. Leaders have their style of giving orders and ensuring that work is done. The new management has brought changes to the employee relations which is a strategy to increase productivity. Change in management results in a change to policies and priorities which risk the current changes that have been brought to the yard. Change is inevitable, but it may cause setbacks to the company if the employees do not go in sync with them as explained by Jamaldeen, Bryant Joyeux (2015).New management should hold in-depth consultation with previous management to understand the working environment and how to navigate through. Some of the risks that may challenge the sustainability of the changes brought by the new yard manager include: Lack strategic disciplines A strategic discipline does change not only the operations of the company but also influences the culture. Most of the changes brought to the organization are based on an individuals effort to transforming the organization (Azab, Mostafa Park, 2016). The change of management is not predictable which put the management in a tight spot because change cannot fully take ground within a short period of implementation. Change requires monitors and indicators which measure the level of adoption of change(Lovegrove, 2015). The change brought should be fully assimilated in the company to avoid risks of being ignored by incoming management. Tools and infrastructure have to be fully exploited to avoid risking the changes made being ignored or modified without consultation. Misdiagnosing the scope of change The change brought by the new management has increased its clientele and employees are more satisfied with their work. The work dynamics has changed, and it has influenced all operations which may not be fully regulated. For example, employees, have been given freedom to decide their fate in the company, which to some extent may bring a clash between the management and employees. This freedom is risky as employees may demand treatment that the management may not afford and this may cause strikes and work slows, therefore, reducing production(Spiro, 2013).Some of the positive changes that management may want to implement may be opposed by the employees. The new yard manager should introduce the regulatory body to ensure that the scope of change does not hinder the progression of the company. Change influences crucial parts of an organization including the systems, decision making bodies, technology and the knowledge and skills of the employees. Communication with stakeholders Communication is essential to building relationships with the different stakeholders.The intensity of change affects all operations in the company and also the human dynamics. When the company is undergoing change, employees attitudes are influenced, and this may result in acceptance or retaliation. This demands the management to engage employees in implementing changes. Constant communication between the management and the employees should be fostered to ensure that they understand all aspects and therefore make informed decisions(Wilson, 2003).Naturally, when an employee is involved in structuring an idea, they get fully committed to executing it. Human dynamics When employees go through change, their mindsets take long to assimilate the changes and exhibit them. Employees have to internally process the changes and make sense of them before accepting them. The process of change is intense, and employees have to understand the nature of change and how it will influence their presence in the company(Wals Corcoran, 2012). When change is fully accepted, new managements have tough times making adjustments to the organizations operations. Changes made may not be flexible to accommodating further amendments proposed to them. Emotional transitions are the most difficult to influence, and reception to change may not be quick. Change in governance New managements bring their styles of leadership which may result in confusion of roles as and structures within the organization. The new yard manager prioritized changes in the decision-making process, strategies for operation and problem-solving in the company which may not be a priority with other managements. Although the benefits are measurable, new managements may not consider them as important factors that contribute to the output. The management should formulate policies that become part of the company such that when they move on, new management does not have a hard time taking over the process(Weybrecht, 2014). Workplace changes The new Wollongong yard manager provides a work environment for employees that give them an opportunity to define themselves through their abilities. The business started as a family business. Therefore, it did not give room for many structural changes to happen. Decision making was central to the management which does not allow for changes to happen frequently. The new company outlook is different, and structures changed to accommodate the operations of the national transport group in the enterprise. Transport workers unions bring equality to the workforce and regulate their operations. Workers rights are given a priority and companies are encouraged to promote safety at workplaces. Education has played a significant role in workplaces; drivers have access to training opportunities where they learn and understand their rights(Levvy,2015). These training also improve the productivity as the workers receive technical and customer care service training. Workers have a significant role in changing work dynamics through a change in operations and attitudes. It is evident that the wellbeing of the employees in this sector has evolved to encompass different human aspect. The formation of the transport workers union of Australia in the early 1900s has brought a lot of changes in the sector (Schulz, Luthans Messersmith, 2014). Since its inception, it has achieved a lot within the sector, for example, it has successfully fought for an increase in wages and improved working environments (Lee, Huang, Murphy, Robertson Garabet, 2015). Initially, it was formed to improve the working conditions of the drivers and to fight for their wages. The unions have a significant influence on the workplace as the employees depend on it for their survival and progression in the workforce.This union fights for the rights of employees and ensures that work environments are bearable(Coiquaud, 2016). Unlike public sector unions, transport sector dynamics differ in their operations because the nature of work is different. Government regulations imposed on the sector are minimal as many firmsare privatized and follow different rules as long as they do not conflict with the government policies(Wilson, 2003). Recommendations Transportation companies need to prioritize their employees wellbeing increased productivity is to be realized. Employees working conditions need to be constantly reviewed to avoid setbacks that may negatively affect their productivity(ThompsonStevenson,2014). Employees are an integral part of a company, and their contribution to the organization is important Conclusion The success of change introduced to Wollongong yard is as a result of a combination of forces that constitute an integral part of the organization. The yard manager could exploit the opportunities presented by the changes made to achieve goals set. The collective bargaining aspect of trade unions makes them appealing to workers. Therefore, companies should seek to be covered by it. Many companies have joined the Transport Workers Union of Australia considering the benefits that companies get for being members. References Apostolopoulos, Y., Lemke, M., Snmez, S. (2014). Risks endemic to long-haul trucking in North America: strategies to protect and promote driver well-being.New solutions: a journal of environmental and occupational health policy,24(1), 57-81. Australian Trucking Industry, (2001). Diesel: A magazine for the Australian Trucking Industry. Glebe, N.S.W: Intermedia Group. Azab, A., Mostafa, N., Park, J. (2016). OnTimeCargo: A Smart Transportation System Development In Logistics Management By A Design Thinking Approach. Bensman, D. (2016). Precarious Work in Drayage Trucking and Labor Action to Restore Labor Rights.E-Journal of International and Comparative Labour Studies,5(3). Brunello, L., Bunker, J., Fabbro, S., Migliorini, F., Ferrara, R., (January 01, 2012). High-Speed Rail and Regional Competitiveness. Wiley and SonsPublishers Coiquaud, U. (2016). The Obligation to Be Available: The Case of the Trucking Industry.International Journal of Comparative Labour Law and Industrial Relations,32(3), 322-343. Dannenberg, A. L., Frumkin, H., Jackson, R., (2011). Making healthy places: Designing and building for health, well-being, and sustainability. Washington, D.C: Island Press. Hecker, J. E. Z., United States, (2002). Surface and maritime transportation: Challenges and strategies for enhancing mobility. Washington, D.C.: U.S. General Accounting Office. Holloway, E., Kusy, M., (2013). Toxic Workplace!: Managing toxic personalities and their systems of power. San Francisco, Calif: Jossey-Bass. Hall, C., Bensoussan, B. E., (2007). Staying ahead of the competition: How firms really manage their competitive intelligence and knowledge; evidence from a decade of rapid change. Singapore: World Scientific Pub. Co. Jamaldeen, M., Macquarie University., Bryant, T., Joyeux, R., (2015). Agglomeration economies, diseconomies, and city size: The case of Australian cities. Lovegrove, H., (2015). The change manager's handbook: A step-by-step guide to sustainable change. Lee, J., Huang, Y. H., Murphy, L. A., Robertson, M. M., Garabet, A. (2015). Measurement equivalence of a safety climate scale across multiple trucking companies.Journal of Occupational and Organizational Psychology. Levy, K. E. (2015). The contexts of control: Information, power, and truck-driving work.The Information Society,31(2), 160-174. Schulz, S., W. Luthans, K., G. Messersmith, J. (2014). Psychological capital: A new tool for driver retention.International Journal of Physical Distribution Logistics Management,44(8/9), 621-634. Sersland, D., Nataraajan, R. (2015). Driver turnover research: exploring the missing angle with a global perspective.Journal of Service Management,26(4), 648-661. Spiro, J., (2013). Leading change step-by-step: Tactics, tools, and tales. San Francisco, Calif: Jossey-Bass. Thompson, J., Stevenson, M. (2014, November). A novel methodological approach for understanding the complex relationship between payment structures, enforcement response, and fatigue among heavy-vehicle drivers. InAustralasian Road Safety Research Policing Education Conference, 2014, Melbourne, Victoria, Australia. Weybrecht, G., (2014). The Sustainable MBA: A business guide to sustainability. Wals, A. E. J., Corcoran, P. B., (2012). Learning for Sustainability in Times of Accelerating Change. The Netherlands: Wageningen Academic Pub. Williams Jr, D. F., Thomas, S. P., Liao-Troth, S. (2017). The Truck Driver Experience: Identifying Psychological Stressors from the Voice of the Driver.Transportation Journal,56(1), 54-76. Wilson, T. B., (2003). Innovative reward systems for the changing workplace. New York: McGraw-Hill. Raelin, J. A., (2008). Work-based learning: Bridging knowledge and action in the workplace. San Francisco: Jossey-Bass. Constructive Relations at Top Trucking Company Questions: 1.How do the new workplace practices introduced by the new yard manager complement one another?2.Do you think tough blue collar unions like the Transport Workers Union are more of less likely to engage in workplace changes like these than public or service sector unions? Why? How would you find out if you are right? Answers: Introduction The topic revolves around the constructive relations within a business organisation named Top Trucking, UK. The topic will illustrate about the various management of employee relations and also how the manager of the company played a major role in it to improve the companys efficiency. George Psaros was assigned with the task of managing the transformation of the company and replace the existing infrastructure and management operations of the company with newer ones for the deriving of good business outcomes and also ensure that the organisation functions in a smooth manner. Previously the yard manager was autocratic and thus the opinions and responses of the employees were not considered while making business decisions. This not only resulted in lack of interest among the workers but also resulted in various accidents and degradation of organisations performance as a whole too (Ariely, 2012). The topic would illustrate about how the transformation would be made possible and also abo ut the new workplace practices which would be implemented by the new yard manager of Top trucking to complement one another. 1. From the case study, it could be clearly understood that the new practices within the workplace introduced by the newly appointed yard manager of Top Trucking company had brought fruitful results for the company and even transformed the way of working in a positive manner. It could be seen that previously the workplace practices were not up to the mark and also the yard manager was autocratic which showed an aggressive behavior and also not considering the opinions of employees in any cases while making effective decisions in business. The new workplace practices were implemented with the assigning of a new yard manager as the old yard manager retired. The new workplace practices have enabled the new yard manager to complement one another, as because the new yard manager has decided to transform the company from its existing condition and also spend more money for bringing enhanced organisational efficiency (Askenazy Caroli, 2010). The yard has been cleaned up and also new unifor ms have been arranged for the workers of the company so as to bring out something unique and innovative which was not the case previously. The new yard manager followed the democratic style of leadership which helped in gathering the opinions and responses of employees and then make decisions by selecting the most suitable option that would be favorable for the company. The organisational efficiency is dependent upon the performances of the workers and thus their interest and concentration on the tasks are essential. The new yard manager has managed to interact with the employees frequently and also guided them in the right direction through motivation and encouragement and this further helped in resolving certain issues too (Urciuoli, 2008). It was like a new breath of fresh air as because new computer systems were installed along with improvement of the health and safety measures so as to keep the workers safe and healthy and also prevent any sort of harm. New trucks were bought a s well, which created a positive mindset among the minds of the workers (Bienvenu Merkle, 2009). In case of any issues, the yard manager even without blaming the employees and staffs at first, got into the issue by following various rational methods and check the other things put which might be the cause of such kinds of issues. The yard manager also consulted with George about certain issues and then took the major decisions, which further resulted in improving the brand name and image and also enhanced the business operations and processes with ease and effectiveness (Cristini et al, 2008). What are the risks to sustaining these changes if George or the yard manager moves on? There are various risks of sustaining these changes within Top Trucking which can not only lead to transformation of the business from its effective business operations to weak organisational efficiency. The risks mainly occur when the transformation has already occurred and after that if he yard manager and George moves on to some other place leaving the transformation process not proceed further in a proper way (Yu Park, 2010). In order to maintain the transformation process properly, it would be essential for the manager of the yard and George to carry on the workplace practices that are new and innovative for some time just after the transformation process, otherwise the transformation process might fall apart with the absence of the yard manager and George who were considered as major individuals involved with the success of the company Top Trucking in UK. The risks could be the lack of link or connection between the organisational change efforts to the market and the business strategies which might clarify the various information among the minds of the stakeholders involved in business like the investors, employees, customers and even the manager (Fenwick, 2008). As soon as the changes occur like here the employees were provided with new trucks and also uniforms the employees would feel the pressure at first, though they would get habituated with those afterwards. This might also lead to some kinds of risks in case the yard manager and George moves on as because the employees would feel lost and would find it difficult to cope up with the changes and also move in the right direction. Without the influence the yard manager, the performances of the employees would likely get deteriorated, thereby resulting in deterioration of organizational performance too. The other reltead risks could be lack of vision and mission statement known to the employees and finding it complex to move on and improve the organisational efficiency (Grawitch et al, 2006). Leaders often experience this lack of commitment as resistance due to which the employees could also face issues in business. As the yard manager followed the democratic leadership approach, so there c ould be situations when the employees would be unable to discuss about their issues and also share their opinions with someone superior and ensure moving in the proper direction for coping up with the changes (Kuipers, 2013). The risks associated with the changes could also be the leadership issues where the leaders might not be able to predict the feasibility of these changes which might further result in downfall of the organization. If the yard manager and George moves on, then the corporate governance would also be changed and thereby result in improper functioning of the company too. If George and the new and effective yard manager move on, then the new leaders might be unable to provide strategic disciplines for managing the changes according to the change agenda, change process methodology and also inappropriate infrastructure of the business organisation Top Trucking, UK (Kiselyov et al, 2008). There could also be risks related to lack of resources and lack of motivation and encouragement of workers due to absence of George and yard manager that might further deteriorate the organisational efficiency. 2. Yes, my personal opinions are more inclined towards believing that the blue collar unions like the Transport Workers Union are more of less likely to engage in workplace changes like these than public or service sector unions. This is because the public service sector unions are involved with the management of business operations and processes by working within the organization while the blue collar unions are more focused on managing the hand held tasks. The white collar employees of organisations are found to work within offices, cubicles and within other administrative settings where the changes are often informed to them which make them easily consider those while working within the organisation. On the other hand, Top Trucking company is a reputed company and it has managed its transformation process with the involvement of union delegate George a nd the yard manager (Cronqvist et al, 2009). Here the blue collar unions like the Transport Workers Union are found to be working and they may be less concerned about the changes within the organizations workplace. The blue collar employees job roles include manual labor also handling certain machineries and equipments within Top Trucking, UK. The unions among the white collar employees are likely to get more engaged with the changes in workplace as because they are more focused with the office related tasks like administrative functions, and other related tasks within the office premises. Changes within the occupational and industrial structure as well as other workplace related changes could result in keeping the white collar employees more engaged as because they would be able to work in better working conditions and would also be able to move in the right direction with the involvement of the manager of the organisation (Frick, 2009). Based on the changes within the workplace including changes ij attitudes and values would also influence the behavior of employees and make them perform with much more dedication and commitment. On the other hand, the blue collar unions would be less involved with the changes in workplace as because their tasks would be concerned with the manual labor (Form, 2015). Within Top Trucking, th e changes experienced were buying more trucks and arranging uniforms for the workers through more investments and management of human resources in a proper manner. The changes would definitely make the employees gain interest in their roles and responsibilities and perform to their potential. This is because the opinions of employees would be taken into consideration also they would not be blamed like before without exploring the issues by the yard manager. Thus the new yard manager would explore the issues rationally and would even improve the effectiveness of security measures so as to keep the workers safe and healthy. Therefore, from this case study, it could be predicted that the blue collar unions like the Transport Workers Union would like to get involved in workplace changes within Top Trucking, UK (Ariely, 2012). Conclusion The topic covered the various aspects of constructive relations and also how the transformation process had been managed within the organisation Top Trucking in United Kingdom. It could be seen that the new yard manager and union delegate had worked in coordination so as to ensure good changes within the workplace by improving the leadership skills and manage the workers properly through motivation and encouragement (Lillie Sippola, 2011). New computer systems have been used along with buying of new trucks and uniforms for the workers. The manager also focused on the health and safety of workers which further created a positive mindset among the workers, thereby making them more interested in getting involved in the changes within the workplace of Top Trucking (Askenazy Caroli, 2010). The essay also included the various new practices within workplace by the yard manager and also the risks that could emerge while sustaining the changes and also in case the yard manager and union del egate move on. References Ariely, G. (2012). Globalization, immigration and national identity: How the level of globalization affects the relations between nationalism, constructive patriotism and attitudes toward immigrants?.Group Processes Intergroup Relations,15(4), 539-557. Askenazy, P., Caroli, E. (2010). Innovative work practices, information technologies, and working conditions: Evidence for France.Industrial Relations: A Journal of Economy and Society,49(4), 544-565. Bienvenu, L., Merkle, W. (2009). Constructive equivalence relations on computable probability measures.Annals of Pure and Applied Logic,160(3), 238-254. Cristini, A., Gaj, A., Leoni, R. (2008). Direct and indirect complementarity between workplace reorganization and new technology.Rivista di Politica Economica,98(2), 87-117. Cronqvist, H., Heyman, F., Nilsson, M., Svaleryd, H., Vlachos, J. (2009). Do entrenched managers pay their workers more?.the Journal of Finance,64(1), 309-339. Fenwick, T. (2008). Workplace learning: Emerging trends and new perspectives.New Directions for Adult and Continuing Education,2008(119), 17-26. Form, W. H. (2015).Blue-collar stratification: Autoworkers in four countries. Princeton University Press. Frick, K. (2009). Health and safety representation in small firms: a swedish success that is threatened by political and labour market changes. InWorkplace Health and Safety(pp. 154-176). Palgrave Macmillan UK. Grawitch, M. J., Gottschalk, M., Munz, D. C. (2006). The path to a healthy workplace: A critical review linking healthy workplace practices, employee well-being, and organizational improvements.Consulting Psychology Journal: Practice and Research,58(3), 129. Kiselyov, O., Byrd, W. E., Friedman, D. P., Shan, C. C. (2008, April). Pure, declarative, and constructive arithmetic relations (declarative pearl). InInternational Symposium on Functional and Logic Programming(pp. 64-80). Springer Berlin Heidelberg. Kuipers, T. A. (2013).From instrumentalism to constructive realism: on some relations between confirmation, empirical progress, and truth approximation(Vol. 287). Springer Science Business Media. Lillie, N., Sippola, M. (2011). National unions and transnational workers: the case of Olkiluoto 3, Finland.Work, employment and society,25(2), 292-308. Urciuoli, B. (2008). Skills and selves in the new workplace.American Ethnologist,35(2), 211-228. Yu, H. S., Park, M. K. (2010). The constructive relations of lifestyle, leisure attitude, leisure flow and life satisfaction of bowling participants.Journal of Korean Society for the Study of Physical Education,15(3), 109-122.

Virgin Blues Strategy

Introduction This paper tackle the virgin blue company in Australia and the strategies it uses to be an outstanding brand not only in Australia but also in neighboring countries. Some of its competitive advantage has been discussed and also its current marketing strategies it’s using to reach where it is today. The summary of the paper has highlighted some of recommendations which can make Virgin Blue sustain it success in AustraliaAdvertising We will write a custom report sample on Virgin Blue’s Strategy specifically for you for only $16.05 $11/page Learn More Virgin blue competitive advantage Competitive advantage is the traits or characteristic the company has which puts it on upper hand than other close competitors (Porter 1985) Virgin blue velocity frequent flyer reward program Members are allowed to purchase tickets which have got points which are accumulated. This allows them to save points which can book off peak flights. if points accumulate then they can be used to book a seat just before the deadline, this is an advantage that stands only in virgin blue, they are sustainable because even if the customer is booking the flight using points he must have travelled severally and purchased these flyers hence even before the flyers have accumulated enough points, the virgin blue is already having its profits. This competitive advantage I believe is more sustainable and it makes the customer feel that they have also owned the company. Still this may be short lived because as it makes more routes the more the customer will accumulate many points which will be subject to the booking of more trips which might be only serviced by points instead of money. Virgin blue extends domestic routes With new jets virgin blue has progressively been able to enter new domestic routes by introducing new jets to service new points and routes which were unconcealed and also supporting those routes by their larger capacity routes in or der to maintain those routes. This may be sustainable by the virtual that the established routes are earning big profits the virgin blue will be able to work their way to the profit. Contrary this may not only be easy because this domestic flight may not be profitable because the customers may be having alternative travelling method domestically which they may prefer to the air travel. Due to transport charges customers may prefer using land transport. On the other hand ,the issue of the established routes supporting the domestic routes may be short lived this is because the larger capacity jets may not be profitable enough to support the domestic routes and also may not be deployable in those domestic routes given their capacity.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Low air fares in virgin blue Virgin blue since it started in Australia has been a discount airline whereby it has got low cost carrier. This made virgin blue to have many customers whom were able to afford for the fare, this consequently made virgin blue to be the second airline in Australia. This is usually sustainable by the fact that the virgin blue is the second airline in Australia in terms of service provision. However were it not for this offer, virgin blue most likely could have been the leading service provider in Australia. According to Slepen (2005) virgin has worked on the evolution of low cost carriers which it says it is a new world carriers completely different from other carriers in the sense that it is introduced as a network rather than carriers which operates from one point to another. This can be sustainable because virgin blue does not operate from only one point to the next but a network which operates within where the company is located. This diverse operation brings trust to the customers who operate from different areas not only from the home market. On the other hand, point to point carriers may appear effective if the company is operating within a local or domestic setting and since the virgin blue has adopted the domestic flights the low cost carrier network may not work well so still they have got to work with one point to the other carrier rather than the network. Advertising in virgin blue Virgin blue has been advertising using the internet and this has been very effective especially when it comes to social sites such as face book and twitter and also Wifi internet access for those who are travelling. Still virgin blue has been advertising through news papers which have also proved to be very effective. For example in the newspapers they posted an advert ‘pass the parcel ‘which was also advertised in the internet. This was after 9 years of operations and they took it as the world biggest game for the 9th birthday.Advertising We will write a custom report sample on Virgin Blue’s Strategy specifically for you for only $16.05 $11/page Learn More In participating in the game an individual was supposed to un-wrap the parcel and one has a chance of passing the parcel to friends who are still to do the same. This also allows the participants to win prizes and also increase their chances of winning if they pass on to friends (Global advertising archive 2011) Virgin blue current marketing strategies are both deliberate and emergent. This is shown in the following ways; Marketing strategies as deliberate process Virgin blue as we have seen from the above newspaper and internet advert is a deliberate process this is because the adverts are only posted in internet through the comment of the owner, hence virgin blue usually pays for those adverts with the aim of many people accessing them and also others participating in them to win prizes. Virgin blue has deliberately used velocity reward system to attract its customers by making its customers to earn points which can be redeemed a nd pay for holiday packages also redeem seats with all those partners who are in velocity Airlines partners. This strategy is for marketing purposes because they make customers enjoy many diversified services from many partners by joining the velocity. This strategy has attracted customers towards the services of virgin blue. Another deliberate marketing strategy is using low cost air which is targeted to winning trust among many customers. This was done to counter the competition of others companies which are offering the same services. This to a great extent has enabled Virgin Blue to be popular and a great number of customers are enjoying its services due to that fact. The increased domestic routes in Australia are another marketing strategy which was deliberately started to increase the company’s effective and dominance in Australia through their excellent customer service. Marketing strategies as emergent process Despite the fact that virgin blue has been so vibrant, in its marketing strategies, not all marketing strategies it has devised has been successful, other marketing strategies which have emerged in the market has assisted virgin blue despite that it has not contributed towards those strategies. As mentioned earlier social network has also contributed towards virgin blue because in those social networks one can only sign in an account and all those other marketing strategies thereon are usually dictated by those who are viewing your page. This means that when one reads a virgin blue article he or she may like the article and recommend it to other friends who are in those social networks; this has drastically popularized virgin blue.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Marketing Strategies Swot analysis Virgin Blue has used its strengths to market the services of the airline. The airline has introduced low cost fares and a reward system for the customers. Besides low cost fares, it has high quality service and has increased the frequency of the route. The other strength is in the addition of domestic routes and introduction of international route. Virgin blue has been keen to avoid situations that would reveal weaknesses. The employees are well trained under a special program to prepare them for competitive service. One of the weaknesses is the cabins. Virgin Blue has increased the frequency of routes and added other routes to its network which gives it the opportunity to be the proffered choice for domestic travel. Although the jets were ideal to make the domestic route sustainable, the locals are hesitant to spend. There is reduced traveling due to the past disasters that has affected the economy of the potential client and the leisure destinati ons. Another the low cost are challenged by the constantly increasing prices of fuel which is a major threat. The fuel prices cause inflation of prices. Competitive analysis This is usually the close examination analysis or assessment of the competitors’ strength and weaknesses. It provides defensive strategies together with offensive strategies (Fleisher, Craig and Babette, 2003). This will reveal the opportunities that a company is exposed to and also the threats that may come along if the company will venture in that particular business (Gordon, 1989) Virgin blue took into account the fare prices that the other competitors were offering and chose to give lower their rates. Implementing the low cost, they maintain the clients by giving quality services to retain them. The innovation of the rewards system is retaining in the competitive market. Virgin Australia a competitor was forced to discard its pricing list and adjusted them to be able to get domestic passengers. This w as due to the fact that Virgin Blue had introduced low prices and was getting a lot of domestic customers. Other airlines introduced discounts for the domestic as well as international market. This completion led to low priced for domestic air travel. During the same rime the fuel prices were increasing which became a challenge to the businesses. Internal analysis (4 P’S) The 4 p’s marketing strategies usually covers the product being involved in the market, its price bonds the publicity and the place the business is usually carried out in. Virgin Blue ensures that the jets are in good shape and are maintained so as to remain as the best jets for domestic travel. Some of the jets have leather seats and offer food among other benefits while traveling. All these services are given for low cost. The cost is friendly to the public. They bond with the public by introducing a reward system that encourages the public to associate with the organization. They further make it po ssible for the public to be able to access most parts of the country more often. The airline company ensures that it meets the customer’s needs by giving services that they require. For instance, Virgin Blue increased the number of routes especially in destinations that people conduct business. They added the number of jets to accommodate travel needs of the customers. They also started flying into leisure destinations. Besides improving the domestic flights, it also extended airline service across the border making it possible for people to access other international destinations. Porter five forces The five porter forces by the analysis are an effective strategy. Virgin Blue has maintained the existing competition and conquered by causing more competition. By introducing the reward system that involves accumulation of points, it maintained its customers and won others (Bobette, 2011). The strategy of maintaining the customers protects Virgin Blue from losing customers to a new competitor. The airline company realized that the customers compare prices and the quality services other competitors have. It made arrangements to lower the fares and gave the best service to the customer. Virgin Blue recognizes the fact that other airlines are capable of becoming the best and therefore it makes arrangement for a strategy which will make it the convenient provider of services. Lastly, force of a replacement by the road transport is considered. Virgin Blue lower the price encourage people fly instead of going by road. Appropriate changes in Virgin blue Marketing strategies The marketing strategies so far virgin blue has been demonstrating are appropriate thanks to its continued making profits but still more can be done to make sure that its success in the Australian airline is guaranteed. Virgin blue has been known by its incorporation of female names and words from Australia which brings a great deal of its airplane in Australia (Journal of marketing 2011). How ever this can also be supplemented by using Australian names which talks much about its culture and traditions which are deep rooted in aboriginal art that is indigenous Australian art. This will assist the virgin blue to appear to have adopted the culture of Australia and the issue of owning the company in Australia may be enhanced. Virgin blue should offer more partnership with cricket in Australia which falls among the most popular sports in Australia this will make the virgin blue to be popular not only in the Australia but also worldwide. Virgin blue should speed up regional expansion strategies to make sure that it operates on other new regional routes apart from the one which has been in operation (Ian, 1989). This will make Virgin Blue to be advantaged over other airlines because it will take all the terminals to the customers and its efficiency will of course have taken its customers confidence. Virgin Blue should expand its partnership to many non competing companies in Au stralia to promote their services while these companies may do the same, for example clothe companies’ beverage companies and many others. The issue of social responsibility in Australian society should be embraced by virgin blue whereby it should deal with externalities, that is environmental damages which might arise due to their operations and also giving back to the society in form of foundation and many more. Summary The above research has essentially identified the strategies which virgin blue has used for it to reach those high levels of success (Stephen, 2005). It is evident that for any company to excel it must have a sustainable competitive advantage for it to survive the competition locally and globally. Virgin blue has demonstrated to be a company on its own class; it has incorporated strategies which not many companies under the same scope would be able to improvise. Secondly any company which is competing globally should at least have knowledge of other companie s in the market and this can only be done through competitive analysis of other competing companies. It’s through this analysis that we learn strengths and weaknesses of the competitors. It is also recommended that a company before entering into any competitive market it should first analyze its strengths weaknesses opportunities and threats which are in the environment, commonly known as SWOT analysis. Reference List Bobette, K., 2011. Stronger SWOT Analysis and Marketing 4 p’s. Web. Fleisher, C. S. and Babette, E., 2003. Strategic and Competitive Analysis: Methods and  Approaches to Analyzing Business Competition. Upper Saddle River, NJ: Prentice Hall publishers. Global adversity archive., 2011. Virgin blue: pass the parcel. Web. Ian, G., 1989. Beat the Competition: How to Use Competitive Intelligence to Develop Winning  Business Strategies. Oxford, UK: Basil Blackwell Publishers. Journal of marketing., 2011. Marketing power. Web. Porter, M. E., 1985. Competitive Advantage: Creating and Sustaining Superior Performance. 1  Edition. New York: The Free Press. Stephen, B., 2005. Virgin blue maneuvers. Available at https://www.theage.com.au/business/virgin-blue-manoeuvres-20051201-ge1ci1.html?page=2 This report on Virgin Blue’s Strategy was written and submitted by user Kayle1gh to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.