Head & Shoulder Marketing Essay

Benefits that consumers get when using Head & Shoulders Anti Dandruff (H&S) shampoo include eliminating dandruff, leaving consumer with 100% flake free hair, nourished and healthy scalp and also oiliness control over their hair. Apart from that, consumers using H&S shampoo can solve any scalp itchiness associated with dandruff. Besides that, the menthol content in the shampoo gives consumer a cooling effect and refreshing after washing their hair (The Benefits of H&S 2011). The H&S Anti dandruff shampoo bottle is a white rectangular shaped bottle with a royal blue upper part where the cover is, having a few different colored strips on it depending on the variant of the product. Using attractive white and royal blue as its base packaging and also freshness essence helps create a positive impression for consumers. The labeling of this product can be found at the back of the bottle. It includes some information for the consumer such as a direction on how to use the shampoo to achieve the best result and also a caution part where consumers are reminded of their safety when using the shampoo. Furthermore, the labeling includes additional information and reminder to consumers that this product helps fight five signs of dandruff which are flakes, itchiness, dryness, oiliness and irritation. Lastly, a list of ingredients used for the shampoo can be found in the labeling and also information of H&S’s manufacture- Procter and Gamble. H&S shampoo has a unique feature that is it is rich in Pyrithione Zinc (PTZ), the only active ingredient, which is highly effective at fighting and also preventing dandruff symptoms because of its anti-fungal properties. With PTZ, H&S created HydraZinc complex which is found in all H&S products. This formula allows consumers to control and also act on dandruff quickly (Our formula, 2011). Other than that, the ActiZinc formula which adds natural cool menthol to H&S’s menthol shampoo gives consumer a cooling and refreshed effect after washing their hair as mentioned earlier (Refreshing 2011). Due to H&S shampoo is a convenience product, there are no extra services consumer get from this product but online members of Procter & Gamble are able to enjoy free samples of H&S Anti Dandruff shampoo and also free expert tips and advice of everyday life (Coupons, Samples and Savings, 2011). As for product classification, H&S Anti Dandruff shampoo is a consumer product and normally bought by consumers  for personal use. Consumers, especially those with dandruff symptoms, are willing to spend some time in looking for the availability of this product because of its unique function in treating dandruff. In the anti dandruff shampoo market, H&S has a few competitors such as Clear anti dandruff shampoo and Sunsilk anti dandruff shampoo, which are considered as acceptable substitute products for consumers. Normally brand conscious and loyal customers would spend more time in seeking this product before they turn to other brands or even do not buy at all compared to normal consumers. H&S anti dandruff shampoo comes with 11 varieties in the market based on consumer needs. The product is also divided into regular or menthol content. Each product has 3 SKUs (Stock-Keeping Unit) consisting 80ml, 200ml and 380ml. The introduction of PTZ formula into the product has differentiated H&S Anti Dandruff from other anti dandruff shampoos. 1.2 Current Pricing In Malaysia, anti-dandruff shampoo’s market is slightly saturated with a number of sellers of different brands; therefore H&S shampoo is in a monopolistic competition market. This is the case because there are different brands offering products with the same function and almost similar price as H&S. Examples of the competitors are Sunsilk Anti Dandruff shampoo, Pantene Anti Dandruff 2 in 1 shampoo, Clear Anti Dandruff Scalp Oil Control shampoo and also Dove Anti Dandruff shampoo (Shampoo Catalogue 2011). A change in price of this product would definitely change consumers’ demand but preference is also a factor in this case. An increase in price will lead to a slight decrease in the quantity demanded although there are available substitute products with the same function but some consumers will still prefer H&S. An example on how the product’s price can affect its volume is shown when Procter & Gamble with the intention of increasing sales volume of H&S in India cuts down the products prices (Sharma Shailaja 2011). The current price of the product is slightly higher than all its competitors in the market, close to around Ringgit Malaysia (RM) 1.00. Consumers of H&S Anti Dandruff shampoo normally based their purchase decision on the quality and feature of this product. It is clear that this product costs higher than its competitors, the reason why consumers choose this product because of its effectiveness in treating dandruff issues and most victims of dandruff symptoms find this product a solution to their problems. Besides that, the  company has successfully linked H&S shampoo’s to anti dandruff through its advertisement. This creates a brand image among consumers that when it comes to dandruff they would refer it to H&S shampoo. This established brand image also plays a part in influencing consumers’ purchasing decision. Business’s costs are not very important when pricing this product because Procter and Gamble (P&G), a multinational company has 12 different hair care brands under it and also other products (Hair Care Brands 2011), because of P&G’s products diversification, the pricing of H&S is not based on the business’s costs. H&S is using price-quality inference strategy therefore it has a higher price compared to other brands. 1.3 Current Distribution This product is available for consumers in many locations around Malaysia. In Miri, there are a few locations and shops where this product can be found. At Bintang Plaza, convenience stores such as Guardian and Watsons are selling the product and also hypermarkets such as Giant Hypermarket and Survey Hypermarket. Supermarkets selling H&S Anti Dandruff shampoo are the GK supermarket at Curtin University and also the Pick & Save Mart found at the shop lots in Senadin area, Miri (Supermarkets Directory 2011). In Malaysia, Procter & Gamble (M) Sdn. Bhd. is the wholesaler of H&S shampoo and the products are imported by the company before distributing to retailers around the country. All the products are imported from Procter & Gamble (Thailand) Ltd. which is the manufacturer for H&S shampoos of Malaysia and the Philippines (Manufacturers 2011). However, consumers who wish to buy directly from the wholesaler could do so but normally very few would go by this mean because of the availability of the products in most stores and online purchasing services. The factor that influences the wide distribution of this product includes the price of the product which is low and affordable for most consumers and also a convenience product. Apart from that, another characteristic is that the product comes in three bottle sizes ranging from 80ml, 200ml and 380ml. The small product size requires only a little space for display in most stores, which contributes to why it is widely distributed. 1.4 Current Promotion One of the promotional message for H&S shampoo is â€Å"All-day itch relief. Guaranteed.†. This message is promoted at the product’s official website (Head & Shoulders 2011). The message is to assure and guarantee consumers that the product will solve any itchiness or similar kind of issues on their hair. The other promotional message of the brand is â€Å"100% flake-free† that is found in a commercial advertisement on TV. This message is showed at the last part of the advertisement together with H&S anti dandruff shampoo bottles. The message H&S is trying to bring out is the effectiveness and confidence it has in removing dandruff or flakes on people’s hair. The promotion of this product through advertisement and also internet has the intention of establishing the brand in the market so that consumers realize the existence of such product that comes with special functions. It is obvious that H&S are using some promotional tools in promoting its product such as advertising through TV, advertising online and also discounts. The purpose of promotion is that the company wants to send a message to consumers that H&S anti dandruff shampoo is a solution for dandruff symptoms patients and people who are fed up with hair itchiness. By doing this, not only the company can establish the brand in the market but also increase sales volume as promotion can be a big tool in ensuring success. The theme of the current promotions is emphasizing on the effectiveness of H&S anti dandruff in removing dandruffs and solving itchiness on the hair. In all the promotional tools that the company uses, the company has been consistent in shaping messages that reflect the theme of the promotions. Another example of the company’s promotional tool is a slogan â€Å"I Never Knew You Had Dandruff† (List of Advertising Slogans 2011). 2.0 Segmentation Theory 2.1 Define and Explain Segmentation Market segmentation is a strategy that involves dividing a larger market into subsets of consumers with common needs. This can be done through the process of splitting potential customers into different groups, within which customers share similar interests for the goods or services offered in the market (Market Segmentation 2011). Market segmentation strategies can be developed over a wide range of characteristics found among consumers, for example one group may be identified by gender while the other group composes of consumers within a given age group (Malcolm Tatum 2011). Market  segmentation has allowed H&S to benefit from the anti dandruff market in a few ways. The first benefit gained is H&S was able to better understand consumers’ needs in the market (Rupal Jain 2011). This is shown when H&S differentiate its product and came out with H&S anti dandruff shampoo, obviously wanting to help consumers that have a need in solving dandruff issues after the company found out the problem through market segmentation. The next benefit to the brand from using segmentation strategy is H&S through understanding and focusing on the needs of customers, was able to get ahead of its competitors, in this case anti dandruff. H&S anti dandruff shampoo succeeded in being the market leader by becoming the world’s No.1 brand in anti dandruff shampoo market (About Head and shoulders 2011). The third benefit from segmentation that the brand enjoyed is consumers now buy their product because they are able to focus their marketing on consumers who are most likely to buy H&S anti dandruff shampoo. On emphasizing on the ability of the product to remove dandruff, refreshing and also prevent itchiness, H&S was able to focus particularly on a group of consumers in the market which leads to a possible higher profit from the sales to these consumers who share the same interest. In 2007, the introduction of PTZ as an active ingredient to the shampoo, which is highly effective in fighting dandruff because of its anti-fungal properties is an effort of H&S to further focus on marketing this product to its segmented market. The three benefits mentioned reflects that market segmentation is used as a strategy by H&S which has successfully benefited the brand so far. 3.0 Target Market Identification 3.1 Geographic Segmentation H&S can practice geographic segmentation for its product in Malaysia. The company should extend its product marketing into the state of Johor, the southern state of West Malaysia. The capital city of Johor is Johor Bahru and this would be the focused city for H&S, with a city size of 1.37million. A density of 7,409 per km2 makes Johor Bahru the second largest urban area in Malaysia (Introduction to Johor Bahru, 2011). The main reason H&S should target the above city mentioned is because in urban areas, consumers have higher purchasing power and are more health conscious compared to consumers from rural areas. The state of Johor has an average temperate ranging from  73 °F to 89 °F each year and has high humidity (Monthly averages for Johor Bahru, 2011). The hot and humid weather are causes for dandruff or itchiness for most people. With a high density city, hot and humid weather, Johor Bahru is a potential market to be targeted by H&S that provides refreshing and healthy hair for its users. 3.2 Demographic Segmentation Demographic factors are popular bases for segmentation analysis. Based on other markets of H&S, the target market should be focused on Generation-Y, the age group of 18-30 years old male Malaysian consumers, with middle or high income level. This target group is a group that is brand conscious and care about the health of their hair. They are willing to spend more on a product as long as the product benefits them or provides a solution to their problem. The H&S anti dandruff shampoo will be a good product to this targeted group. Not only the product has many benefits to the user, considered expensive among its competitors and fights dandruff or itchiness effectively, H&S anti dandruff shampoo gives users a healthy hair, which is suitable for those with active social life. Besides, the fact that H&S is the No.1 anti dandruff brand in the world makes it attractive to the targeted group which is brand conscious. In terms of occupation and education level in an urban area, those which will be targeted are most likely professionals, managers, officers, high school graduates, businessmen and also college students. In short, the young adults are going to be the primary target of H&S. Reference List About Head and Shoulders. 2011. Head and Shoulders. Accessed 5 April,http://www.headandshoulders.com/en-US/about-us.jspx. Benefits of Head and Shoulders. 2011. Head and Shoulder. Accessed April 4,http://www.headandshoulders.com/en-US/sevenBenefits.jspx. Coupons, Samples and Savings. 2011. Procter and Gamble Brand Sampler. Accessed 4April,https://www.pgeverydaysolutions.com/pgeds/headshoulderbrandsampler.jsp. Hair Care Brands. 2011. P&G. Accessed 5 April,http://www.pg.com/en_US/brands/beauty_grooming/index.shtml. Head and Shoulders. 2011. Accessed 5 April, http://www.headandshoulders.com/en-US/index.jspx. Introduction to Johor Bahru. 2011. Popular Places. Accessed 5 April,http://www.marimari.com/content/malaysia/popular_places/cities/johor_bahru/johor_bahru.html. Jain, Rupal. 2011. Market segmentation. 123oye. Accessed 5 April,http://www.123oye.com/. List of Advertising Slogans. 2011. Sharing The Secrets of Internet Marketing Success. 5April,http://www.nowsell.com/marketing-guide/list -of-advertising-slogans.html#Personal-Care. Manufacturers. 2011. Procter & Gamble (Malaysia) Sdn. Bhd.. Accessed 5 April,http://www.tradenex.com/sites/proctergamble/. Market Segmentation. 2011. The Market Segmentation Company. Accessed 5 Aprilhttp://www.marketsegmentation.co.uk/segmentation_tmsc.htm. Monthly Averages for Johor Bahru. 2011. The weather channel. Accessed 5 April,http://www.weather.com/weather/wxclimatology/monthly/graph/MYXX0004. Murugiah, Surin. 2008. â€Å"Average household income in Malaysia.† The Edge

It’s a Good Life vs Twilight Zone Essay

After comparing the story â€Å"It’s A Good Life† by Jerome Bixby to the movie adaptation of Twilight Zone, I found many differences in each account. In Jerome Bixby’s version, Anthony is a 3 year old little boy. He has purple eyes, and is a creature with godlike powers. He can transform people and objects into anything that he wants, and he can read others minds. In this story, Anthony does not speak until the very end. Anthony plays with a rat during the story. He is bored from playing with it, so he makes the rat eat itself. At the end of the story, Anthony turned Dan into a creepy object and wishes him into the cornfield. In the Twilight Zone, Anthony is portrayed as a six year old little boy. He has blue eyes, instead of purple. He is a monster with godlike powers, also. He controls and destroys the things around him whenever he wants. Anthony speaks throughout the entire screen version. He creates a three-headed animal that he plays with during the Twilight Zone. At the end of the episode, Anthony turns Dan into a jack-in-the-box. Some structural differences between the two accounts is the dialogue of Anthony. In the story, he does not speak until the very end. In Twilight Zone, he talks throughout the entire episode. The screen version of â€Å"It’s A Good Life† is more effective. It keeps the audience’s attention, and it is more appealing. The story version does not hold the audience’s attention throughout the entire story. The screen version includes more details and is more in-depth than Jerome Bixby’s version.

Speech Energy Drinks, Health Benefits, And Risks

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Cardiac is probably the biggest risk to drinking energy drinks. While our Caffeine Calculator can show people how many energy drinks at one time would be lethal, this formula doesn’t apply to everyone. Those with underlying heart conditions have gone into cardiac arrest after just a few energy drinks. Before drinking energy drinks or caffeine, be sure to know your heart’s health.-A new study showed that energy drinks cause more forceful heart contractions, which could be harmful to some with certain heart conditions. Another study showed that between 2009 and 2011 there were 4854 calls to poison control centers regarding energy drinks. 51% of these calls were involving children. Another study shows the link between energy drinks and cardiac events among teens. This study recommends that teens consume no more than one 250 ml energy drink per day and not before or during sports or exercise. 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Analysis Of The Story Three Little Words - 991 Words

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Rhetorical Analysis of a Visit to the Town Park Essays

Peeking beauty at Town Park I am surrounded by the splendor of the nature. On a moderately sunny morning, birds are peeping while sitting on the gigantic mature tree in the park. The stream of water rising from the fountain is crafting a magical melody. The mesmerizing winds have imprisoned everyone’s attention. The bright colorful flowers are depicting the charms of their juvenile. Different pleasant sounds in the environment are contributing to the concerto of nature. Leaves rustling in the cool breeze are an amazing part of the environment. A young couple sitting on the bench beside the fountain is relishing the pleasant sight. Gloomy sight at Town Park Gloominess prevails the environment. On a partly cloudy day, the parched leaves fall†¦show more content†¦In the pleasant description, I discussed the chirping of birds. I have discussed the sounds of water in the fountain and the rustling of leaves due to cool breeze. 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Employee Relations - Legislation & Employment Relations

Question: Describe about the Employee Relations ,Legislation Employment Relations. Answer: 1. An employee agreement consists of all the essential terms and conditions between the employer and the employee. It includes the entire responsibilities which both the parties to the contract have toward each other. The main purpose of an agreement is mutual benefit. The New Zealand government has made it statutory to prepare an agreement in between the employer and the employee. It is mandatory for all the organization to prepare the agreement as per the applicable act. There are various acts whose motive is to safeguard the interest of the employees from exploitation. A contractual relation helps in securing the rights at the time of breach of duty by any party. As per the case study for the employees who are working on the roster basis in the caf, the owner is recommended to draw a contract as directed by the law (Employment rights.2016). The employee agreement is a statutory necessity which is the duty of every employer not to overrule any legal rights which are guaranteed by t he law to the citizen (International Business Publications, USA.2013). An employee agreement includes all the clauses related to: Minimum Wage Act 1983 Wages Protection Act 1983 Holidays Act 2003 Privacy Act 1993 Parental Leave and Employment Act 1987 Health and Safety in Employment Act 1993 Equal Pay Act 1972 Human Rights Act 1993 It is the duty of the employer to include all the essential clauses of the abovementioned law before preparing an employment agreement (Paying employees.2016). Employment agreement Application The parties The parties to this employment agreement are: Coffee Corner Limited, the "Employer". Ms. Joanne Jones, the "Employee". Position The employee is being employed as Cashier. Duties The general duties and responsibilities of the employees are mentioned in the agreement and the employee has to adhere to all the lawful instructions given by the employer. The company and worker may alter the job description with a mutual consent. In case of major changes the employer must propose it through restructuring process. Terms Place of work The place of work for the employee will be Riverstone Place, Auckland CBD. Hours of work The employee has to work on roster schemes which are for 40 hours each week. The work hour will be 7 am - 4 pm with a single weekly off. The timing will be based on the roster basis. The employee must be available to work more than the agreed number of guaranteed hours. The employee will receive reasonable compensation for providing services in case of urgency. The employer has to inform the employee 3 days in advance before making any change in the roster system. In case if the roster falls on Monday that turns out to be a public holiday, the staff is entitled to receive a pay of 1.5 times. Rules, policies procedures There are certain rules and procedures which are mandatory for the employee to follow The employer will dictate all the guidelines pertaining to the employment to the employee. The employee must follow the guidelines regularly. The employer has rights to introduce relevant changes in the employment with a prior notice. If an employee fails to follow any of the guidelines, the employer has right to take a discrepancy action. Uniform professional presentation The company requires employees to meet up personal presentation necessities. The employer will provide a uniform to the employee which they must wear during the working hours. They have the responsibility to clean it and carry it and return it in case of end of job. The employee agrees to present themselves properly as per the requirements of the nature of the job. Remuneration and Benefits Payment of wages The employer will pay the employee $ 17 per hour. The salary would be paid fortnightly into the nominated NZ bank account. Kiwi Saver The employer has to make a contribution into the kiwisaver scheme as per the law the current rate of employer contribution is 3% of the salary/wage. The employee has to take decision regarding the contribution. In case of non- confirmation the default rate would be applicable. The amount of superannuation will be taxed as per the current law. The employee has the right to opt out with a prior notice (Retirement saving made easy.2016). Commission The employee will be paid a commission of 10% in case of achieving the target which are subject to change. The commission will be reimbursed into the NZ account on every month. Overtime If an employee works for more than the usual work hours in a week, the employer will pay $ 18 per hour. Pay review The employer may revise the pay of the employee on the basis of the employee performance in every six months. Any hike in the employees wage depends on the employer decision. Leave Public holidays The employee has no obligation to work on the public holiday until and unless being asked. The employee will be pay 1.5 times of the average hourly pay. Annual leave If an employee has worked for more than 12 months, he/she are entitled to get four week off. The employee has to apply for the leave and should take prior confirmation. Mutual consent in between the employer and the employee is essential. A 14 days prior notice is mandatory in such a case. Sick leave The employees can take up to 5 days off due to sickness or injury. They have to inform the employer on phone or through e-mail. They must inform it to the employer in case of availing sick leave. If the employee has taken sick leave, he/she has the right to take leave in advance/ Parental leave The employee can avail parental leave to take care of his/her parents as per Employment Protection Act 1987. Leave for other reasons An employee requires leaves for any community services. He/she has to send a prior notice to the employer regarding the leaves. The employee has a right to take leave under any such circumstance which he feels is essential. However, he will not be paid in such a situation. General Provisions Indemnity The employer has a duty to legally protect the interest of the employee against any damage to his life. The employment has a duty to protect the employee by training the employee regarding the job safety measures. The employer will cover up the loss caused during the employment in case of employers negligence. Loses doesnt include the expenses and the liabilities which are: Their own negligence Breach of duty Any unlawful act Or any fault committed by the employee Disputes Resolving employment relationship problems An issue between the employer and the employee should be resolved mutually. The employee must try to resolve the dispute regarding the employment with the employee first. It is recommended to discuss an issue mutually without any third party interference. In case if the problem is not resolved the employee can reach to the government authority to submit the plea Ministry of Business, Innovation Employment, helps in resolving the disputes in between the employer and the employee/ A union or an advocate A lawyer. The employee can appeal to the employment relation authority to resolve the matter, if it is a personal grievance; the employee has a period of 90 days from the time of the actual occurrence of the problem. Some of the part of the process is chargeable for to the employee The employee can seek advisory to resolve the dispute in employment. Termination Employee protection provision Employees are given special protection in case of restructuring of the business as per the employment relations act. All other employees This clause is applied when the employer wants to restructure the organization due to any of the condition. The employer for that purpose must inform the employee through a prior notice about the reason for such change. The employee will give a prior notice 14 days before introducing any such change. The employer will: introduce the employees to the new employer will inform the employees about the coming task and challenges tell them about the things to be discussed Moreover a senior representative will be hired to inform the employees about the new changes All the statutory information need to be shared with the employees. In any such situation the employers will initiate such terms and conditions boost the new employer about the essential information related to the employee whom is to be initiated as per the act should inform the employees regarding the outcome of the meeting. Whether the employer has to terminate the old offer or to introduce a new offer as per the new employer The employee has to transfer all the entitlement to the new employer which is necessary as per the act: should inform the opportunities related to the existence in the employment Any new change regarding the entitlement is necessary to be informed while making consideration The employee in this case will confirm any such contingency and should inform employee. Voluntary Resignation The employee has to inform the employer in case if he/she voluntarily leaves the organization. One month prior notice is mandatory before leaving the organization. In case if the employee doesnt inform the employer. The employer has rights to forfeit his wages and can take legal action against him. Suspension In case of ample of sufficient reason against the employee, the employer has a right to expel the employee. The serious allegations found during the work hours which includes serious misconduct or any harmful activity against the organization. The employer secures all the rights to suspend the employee. The employee will not be paid for any misconduct. The time period will be measured after the investigation. The employer has right to file a complaint against any unlawful act committed by the employee. Force majeure The employee knows that his/her services will be terminated due to occurrence of any Natural disaster like earthquake, tsunami, etc. In such a situation the job of the employee will be terminated. The employee has no right to claim remuneration during the period of disaster. But the organization will pay the wages for the time period for which the duty are delivered Acknowledgement Employee acknowledgement Mr. Andy provides an employment Agreement to Ms. Joanne Jones Signed by:.............................................................. Date:.......................... (Employment agreement builder.2016) In signing this agreement, I Ms. Joanne Jones accepts the terms and conditions of my employment as Mentioned in the above agreement: I have read the provisions which are mentioned in the agreement and have received a copy of the agreement. I have given right to get an independent advice related to the terms and conditions and I have received ample of time to take decision I have mentioned the terms and conditions above and the employer has responded well while dealing with the issue. I have informed my employer regarding any health issue or any medical condition I am going through and has submitted all the documents related to it I assure that there are no legal issues which stops me to work with your organization The information furnished by me is true and if the employer come across any immoral information, he secures right to suspend me I will inform the organization any additional information which is necessary to be incorporated as per the Companys policy I have all the rights to work in New Zealand and there is no legal matter against me. Signed by:.............................................................. Date:.......................... 2. Issue The case is related to the privacy concerns at the workplace which the employees of the organization are facing. Buy Me Limited has recently witnesses theft of valuable items from its warehouse. The manager conducted an investigation and found that some of the employees are responsible for the theft. Due to a rise in the theft at the warehouse the manager installed surveillance camera to keep a check on the activity of the employees in his absence. The cameras were installed without prior information to the employees. However the cameras were motion sensitive and works only in the presence of someone. The employees get to know about the installation when two employees were caught with the stolen property. The case is related to the Privacy Act 1993 which is related to the concern of the employees at the workplace related to the interference made by the employer. Is installation of camera and microphones are violation of privacy rights under the Privacy Act 1993 Law The governing law is the Privacy Act 1993 which safeguards the interest of the employees to protect them against any privacy issue. Other applicable law is the Employment Relations Act 2000 (The privacy law1993.2016) Applicability Video surveillance is increasing day by day at the workplaces especially at the retail store. It helps in safeguarding the interest of the property and people by capturing the evidences. Moreover the employees perform well when they are surveillance. The act doesnt restrict implantation of the cameras but restrict covert surveillance. The privacy is a most important issue growing with the rapid growth in the technology (Taylor.2015). The employers are using the technology to keep surveillance on the employee. Recent era has seen change in the employment pattern where the employees are keeping a check over the activities of the employees. The technology is assisting them to stalk on the activity during the working hours. The various technologies which are been used by the employers are: Checking on their internet and e-mail activities GPS tracking devises on their phones and vehicles Video cameras and micro phones at the workplace By measuring time which is spend on phones (Rudman.2013). Covert Surveillance It is a general phenomenon these days that the employer is putting surveillance cameras at the workplace to keep a check over the activities of the employees. If the employer discusses the purpose for such installation it might defeat the purpose. However as per the Privacy Act 1993 intruding in employees activity is unlawful. It is recommended by the law to inform the employees about it in advance (Privacy at work.2008). In certain cases covert surveillance is accepted when the purpose for such installation is to catch any particular employee who is involved in any suspicious activity. The purpose of installation is to secure property of the organization. It should not include any detrimental functions which may harm the other employees (Goh.2001). In an another case lawLawless v Comvita NZ Ltd(2005) and Witehera v Penguin Wholesalers Ltd(2008)the company has installed number of hidden cameras at the workplace to keep a check on the activity of an employee who was involved in mischievous activities. The court stated that employer intention was to safeguard the interest of the organization (Around the traps - July 06.2016). The Privacy Commissioner in 2003 has stated that the use of cameras at the locker room is not interfering in the privacy and doesnt hamper the right of the employees. The case is related to installation of the cameras and microphones without any prior information which is against the Privacy Act 1993. The law covers all the aspects related to the privacy concern of the individual. As per the given situation there is a breach of the employees rights (Bell.2014). In Wellington City Transport Limited v Paualaisa Ors, the employment authority upheld that hidden camera surveillance at the work place is misconduct. It was further stated by the authority that the employees must be informed before inviting any such change (Case Note 38463 [2002] NZPrivCmr 11 - Union objects to employer searching cars and bags on worksite.2013). Although the intention of the manager of the Buy Me Limited is to safeguard the interest of the goods which were stolen from the Companys warehouse but the law doesnt permit installation without a prior notice to the employees (Lin.2016). Conclusion The company has rights to install cameras but with the prior information to the employees. In the above mentioned case it has curbed the privacy without prior intimation. But under certain circumstance when any particular employee is curbing the individual rights than the employer has a right to install camera Otherwise the Privacy act 1993 makes it mandatory for the employees to intimate them in advance before incorporating any such changes. 3. As per the given case study the company has received a Notice to Commence Collective Bargaining from the union. To proceed further the company needs to prepare itself against the bargaining procedure. It is necessary to take a decision regarding the team which will participate in bargaining procedure. Only the employer and the union can participate in the bargaining procedure. Parties are recommended to resolve their workplace issue by themselves but collective bargaining provides a special privilege. Firstly the company needs to choose a person who has competency in bargaining. The Employment Relations Act 2000 set the rules to initiate the collective bargaining. Engineering and Fabrication Co Ltd has to adhere to section 31(c) Part 5 to recognize the rights of the parties to the collective bargaining. The act ensures that the union and the employers must deal with each other in good faith. The aim of the act is to create good relations in between the employers and the union. Good faith relates to dealing with utmost honesty without misinterpreting or misleading the other party. The party to the negotiation should establish and maintain good relations. They should ensure that the employer and the union share healthy relationship. If the bargaining procedure is in good faith it provides an opportunity to make a successful implementation of the agreement. It not only safeguards the interest of the employees but help in stopping the actions like strikes and lay off. The provision related to good faith helps the party to persuade further to achieve the motive. Good faith ensures that the parties to the collective bargaining disclose material information to the other party. Good faith is a concept which helps in the mutual benefit of the company and the union. The Employment Relations Act 2000 promotes the concept of good faith where section32 specially mentions that the union and the organization should not mislead each other. Collective bargaining is a systematic procedure which provides guidance to both the parties should meet each other to meet the purpose. The party to the negotiation has a right to communicate to each other the necessary information. In the given case study EFCo has a duty to follow the provisions which are mentioned in the act. Both the parties while negotiating should promote the mutual interest. Clarity in communication is essential while initiating collective bargaining as per the act. It is the duty of the employer to frame the rules and guideline with the mutual consent. EFCo should discuss all the terms and conditions before passing the agreement. The employer has to bargain in good faith if the employees are not in agreement with any of the provision. The parties to the negotiating agreement should provide clear information. None of the party should provide misleading information to the other party. In such a situation there is a need to keep independent reviewers who act as a mediator in between the negotiating parties. An independent reviewer is a person who is appointed by the mutual consent. Section 34(3) of the Employment Relations Act 2000 provides the rule pertaining to the role of an independent reviewer while collective negotiation. The section 34(5) of the Employment Relations Act 2000 describes the role of the Independent reviewer in case of a conflict. His duty is to keep the discussion confidential during the collective bargaining (Preparing for bargaining.2016). The recent amendment in the Employment Relations amendment act 2014 and the employment relations amendment act 2010 has come into existence from 6 March 2015. Section 38 of the act is been revoked for the similar purpose (Employment Relations Act 2000). According to section 39 of the act, it is the authority of the employment court and the authority to approve good faith in between union and employer. It is the duty of the party to the negotiation to prove whether they have worked in good faith or not. If the party has enough resources to prove that it has worked in good faith than the court may consider it. The new amendment has made a provision where the union and the employer are not requiring entering into a collective agreement. The employer may deny on the basis of the Section 3.1 which states that they can disagree on any of the matter which is included in the collective bargain (Law changes to collective bargaining.2015). However it is the duty as per the act to inform the union about such a change. As per the new amendment it is not necessary t conclude the collective bargaining, however the union and the employer can deal in good faith. As per the recent amendment the employer cannot refuse to deny the terms and conditions which are mentioned in the contract because they have an objection against the bargaining principles. The act still have provisions related to the section 4 and section 32 which states that party into the contract must act in good faith( Code of good faith in collective bargaining.2016). References Around the traps - July 06.2016. Online. Retrieved from: https://www.conflictsolutions.co.nz/index.php?option=com_contentview=articleid=62:around-the-traps-july-06catid=45:around-the-traps-chris-rowes-newsletterItemid=73 Accessed on: 12 October 2016 Bell, P.2014. USING CAMERAS IN THE WORKPLACE WHEN IS IT APPROPRIATE AND WHEN IS IT NOT! Online. Retrieved from: https://www.intepeople.co.nz/using-cameras-in-the-workplace-when-is-it-appropriate-and-when-is-it-not/ Accessed on: 12 October 2016 Case Note 38463 [2002] NZPrivCmr 11 - Union objects to employer searching cars and bags on worksite.2013. Online. Retrieved from: https://privacy.org.nz/news-and-publications/case-notes-and-court-decisions/case-note-38463-2002-nzprivcmr-11-union-objects-to-employer-searching-cars-and-bags-on-worksite/ Accessed on: 12 October 2016 Code of good faith in collective bargaining.2016. Online. Retrieved from: https://www.employment.govt.nz/starting-employment/unions-and-bargaining/collective-agreements/collective-bargaining/good-faith/code-of-good-faith-in-collective-bargaining/ Accessed on: 12 October 2016 Employment agreement builder.2016. . Online. Retrieved from: https://www.employment.govt.nz/starting-employment/employment-agreements/employment-agreement-builder/?url=/er/starting/relationships/agreements/builder.asp Accessed on: 12 October 2016 Employment Relations Act 2000.2015. Online. Retrieved from: https://www.legislation.govt.nz/act/public/2000/0024/latest/DLM58672.html?search=sw_096be8ed813a7c64_collective+bargaining_25_sep=1 Accessed on: 12 October 2016 Employment rights.2016. Online. Retrieved from: https://www.newzealandnow.govt.nz/work-in-nz/employment-rights Accessed on: 12 October 2016 Goh,J.2001. The Single Aviation Market of Australia and New Zealand. Psychology Press International Business Publications, USA.2013. New Zealand Business Law Handbook: Strategic Information and Laws. Int'l Business Publications Law changes to collective bargaining.2015.Online. Retrieved from: https://www.mbie.govt.nz/info-services/employment-skills/legislation-reviews/amendments-to-the-employment-relations-act-2000/law-changes-to-collective-bargaining. Accessed on: 12 October 2016 Lin,T.2016. Surveillance of workers risks breaching privacy laws. Online. Retrieved from: https://www.stuff.co.nz/business/industries/75839806/Surveillance-of-workers-risks-breaching-privacy-laws Accessed on: 12 October 2016 Paying employees.2016. Online. Retrieved from: https://www.business.govt.nz/staff-and-hr/managing-employees/paying-employees Accessed on: 12 October 2016 Preparing for bargaining.2016. Online. Retrieved from: https://employment.govt.nz/starting-employment/unions-and-bargaining/collective-agreements/collective-bargaining/preparing-for-bargaining/ Accessed on: 12 October 2016 Privacy at work.2008. Online. Retrieved from: https://privacy.org.nz/assets/Files/Brochures-and-pamphlets-and-pubs/Privacy-at-Work-2008.pdf Accessed on: 12 October 2016 Retirement saving made easy.2016. . Online. Retrieved from: https://www.kiwisaver.govt.nz/ Accessed on: 12 October 2016 Rudman,R.2013. New Zealand Employment Law Guide (2013 edition). CCH New Zealand Limited Taylor,C.2015. Employee surveillance: whats legal? Online. Retrieved from: https://www.hrmonline.co.nz/news/employee-surveillance-whats-legal-203142.aspx Accessed on: 12 October 2016 The privacy law1993.2016. Online. Retrieved from: https://www.legislation.govt.nz/act/public/1993/0028/latest/DLM296639.html Accessed on: 12 October 2016

Revitalization Movement an Example of the Topic Government and Law Essays by

Revitalization Movement As a being in this world, a person could have the advantageous and disadvantageous ability of being able to create a certain change. We have the power to influence change however big or small it may be. It would be advantageous since we could create a change for the best and it is disadvantageous since we could also influence change for the worst. Need essay sample on "Revitalization Movement" topic? We will write a custom essay sample specifically for you Proceed University Students Very Often Tell EssayLab professionals: Idon't want to write my paper. Because I want to spend time with my friends Essay writers suggest: Entrust Your Essay Paper To Us And Get A+ Online Essay Writing Company Essays Online For College Cheap Writing Service Reviews Cheap Essays Not Plagiarized A similar concept with what was said above is the concept of revitalization movement. This is usually the religious movement that could create a certain change in society (Smith). It was believed that the religion could pave the way into generating a certain change in the social sphere and in this aspect it could be seen that this could become a certain political movement. A good example of this movement is the Ghost Dance. This is a ritual among the Indians during the "white" colonization. It was said that this ritual signifies that sometime in the near future, the colonizer will no longer rule the land but they would become part of the land and the land proper ones more (Liggett). This has become a religion and plenty of the people converted to this religion. Their ceremony had ended up in a massacre were numerous Indians died. The uproar that the religion and ceremony had created a change in society since it was a way to get the colonizer to listen. Another example is the Cargo Cults where this religion focuses on the belief that a certain cargo, just like during World War II, from the supernatural would arrive for those who believe (Glines). The idea here then is that certain changes happen in society by using religious mean. The Ghost Dance Religion had at some point created an unknowingly tumult against the colonist by claiming the religion. The Cargo Cult, on the other hand, had also generated a societal change especially when it comes to war. Revitalization Movement could still extend to a more political pursuit just like the Black Nationalist but this would have to be a pure political movement. What is essential in this concept is its religious aspect. WORKS CITED Glines, C.V. "The Cargo Cults." Journal of the Air Force Association 74.1 (1991). Liggett, Lori. "The Wounded Knee Massacre". 1998. 1890s America: A Chronology. August 14 2007. Smith, Court. "Definitions of Anthropological Terms". Anthropological Resources. (June 23, 2007).