Chapter 1 Who Am I Today Essay - 834 Words

Chapter One: Who Am I Today? I am excited to explore this self assessment. As Ancona, Malone, Orlikowski, and Senge (2007) argue, a successful manager is one that understands his/her weaknesses and strengths to build a network of collaboration. In other words, a manager should work to improve his/her weaknesses but also acknowledge when relying on others is essential. As Edinger (2011) notes, although weaknesses can be improved, it is of more value that a leader further improve strengths by understanding complementary skills that can be reinforced. One may be able to improve weaknesses to ensure these weaknesses are longer obstacles in the workplace, however if these weaknesses are due to one’s values and personality they†¦show more content†¦27). Considering these characteristics, I believe I am strong in trustworthiness and credibility, however I need to use these characteristics to improve my constructive advice. At times I struggle with giving constructive criticism and feedback to peers/subordinates, as I am worried of being too straightforward where it would be taken personally. However, this holds me back from providing quality input as I am focusing on not being too blunt or off-putting that I am losing focus on the real feedback. To me, the role of a manager is to be able to lead others to meet the goals of an organization while also providing the mentorship to assist employees in realizing their potential. As Bennis noted, â€Å"becoming a leader is synonymous with becoming yourself; however, becoming a manager is becoming what a company wants you to become† (as cited in Toor Ofori, 2008, p. 64). It is not enough to simply manage a specific function, creating standards and procedures, it is also necessary to engage and ignite excitement in employees. I am driven professionally to become a better leader and thus have a positive impact on others. It matters to me in a management role I do more than provide direction and maintain standards, but that I inspire others to lead and also assist in their positive professional development. From taking the DISC personality profile assessment, I found that I am of an appraiser profile pattern. The results indicated I am high inShow MoreRelatedAdam And Eve s The Garden Of Eden And The Choice Of Disobey God1281 Words   |  6 PagesGenesis chapters one through three are the story of creation, Adam and Eve in the Garden of Eden and their choice to disobey God. The creation story is covered in Genesis 1-2:3 where it states God made the Earth and everything on it in seven days. Genesis chapter two verses four through twenty-five talk about God creating Adam and then Eve from one of Adam’s ribs. The third chapter of Genesis tells of Adam and Eve decision to eat the fruit God forbid them to eat. 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Factory Farms A High Price to Pay for Cheap Meat Essay

Just imagine living in a world where the antibiotics we take for granted are rendered useless due to the rapid spread of antibiotic-resistant microbes. Should factory farms be able to continue the practice of administering antibiotics to otherwise healthy animals? We already know that the misuse of antibiotics can lead to the development of superbugs. Animal agriculture accounts for nearly 80 percent of antibiotics used in our country (Philpott). Most of which are used for nontherapeutic purposes. Even though their use can shorten the confinement time of livestock by increasing the growth rates, they are not necessary and come at a high cost to human health. Nontherapeutic use of antibiotic should be terminated to preserve antibiotics for†¦show more content†¦But it’s possible to change, countries like Denmark and Sweden have led the way in commercial farming methods that minimize antibiotic use (Sayre 76-83). 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Conflict on Organizational Culture and Effectiveness

Question: Discuss about the Conflict on Organizational Culture and Effectiveness. Answer: Introduction According to Drew and Coulson?Thomas (2013) teams are considered as forms of work groups; however, not all work groups can be referred to as teams. It has been found that work groups are more in number than teams. Teams differ from groups in several aspects: task orientation, degree of interdependence, purpose, familiarity among members and degree of formal structure. Conflict is a significant aspect of culture in all organisations and best efforts are given to resolve the conflicts at the earliest, suitably through negotiation. Team conflicts may arise due to perceptions of individuals regarding actions and work of other individuals. Common causes of conflict may be competition over resources, incompatible work styles, conflicting interests, poor communication or deficiency in performance. Whether the concerned source of conflict is a work group or a working team makes a huge impact on the conflict resolution process. Effective negotiation strategies lead to a successful organisatio n with healthy cultural environment. Practical steps taken up in conflict management help in avioiding difficult situains effectively and overcome crisis. The conflict management process of Google Inc. is highy praised for its effectiveness and success in dealing with difficult situations. The performance of the organisation is enhanced through a suitable negotiation procedure considered for conflict management. The present paper analyses and critically discusses the impact of workgroups and teams and conflict and negotiation have on the culture of the organisation, Google. The paper aims to highlight how team and group concept in an organisation have an impact on the conflicts taking place within the organisation and how these conflicts are resolved through negotiation. Work group and teams Rosen (2014) outlines the definition of work group and team in context of organisational management. A group is formed with two or more individuals having a common set of characteristic or interest. Members of groups usually identify with each other with the help of similar triats. Teams are a group of people who try to achieve a common goal and work together in collaboration with each other. The terms team and group are interchangeable but there are distinct differences between the two. The primary point of dissimilarity is that the focus or strength of a team is dependent on the commonality of the purpose it has and how the connection between the individuals is established. On the contrary, a group is established with a by number of people who have cohesive willingness to carry out a certain action. In a team, individuals are more formal and with a similar goal they share, they have a tendency to work together by resolving the arising differences. In a tam, the members are found to be having an active participation in the discussions held and their eventual outcomes. Work group and team affect orgainazation effectivenesss and culture Organisational culture possess seven primary features; innovation and risk taking, attention to detail , outcome orientation, people orientation, team orientation, aggressiveness and stability. It has been found that teams have more tendency to include innovation in their work in comparison to work groups. They are also ready to take risks and face challenges in due course of fulfilling the set goals. On the contrary, work groups take up less challenges and do not consider bringing innovation in their work. Precise analysis of tasks is found more in team work. The underlying principle of working in teams is to focus on results and not on process. Work groups on the other hand do not emphasise on results to the extent desirable. Competitiveness and aggressivenss is much more profound in individuals working in teams. They are more encouraged and driven to perform as per the requirements of the tasks allocated. Teams are more stable in their functioning as compared to work groups (Alves son and Sveningsson 2015). In an orgainazatin like Google, the team work is one of the essential part of the working culture. The psychological safety is one of the essential part of the team work culture of Google, which ensures that the team members can work in the safe environment. The team members are also able to have high level of trust within the organization. The team members are able to depend upon each other, which will help them to deal with the challaegs they face with in the workplace. The team members of google also have a clear idea about the structure and working proticak of the comonay, which helps them to provide full support to the work they perform. The meaning of the work is an essstial part, which helps the team members to u understand the importance of the work they perform (Galegher, Kraut and Egido 2014). Organizational Conflict The following section tries to understand the meaning of conflict in the work group, its causes and its effect on the organization. Conflict begins when an individual or a group of individuals feel or are affected in a negative way by another individual or team (Odetunde 2013). Individuals and work groups who have interdependent relationships in an organization experience conflict which may be related to negative interdependence, differences in personal values, competition, authority and responsibilities differentials (Naima Mikkelsen 2013). In the context of an entity, conflict means a situation where two or more employees working in an organization have differences in their objectives and values. These differences impact their team spirit and capability to work as a group and hinder their performance (Seal and Mattimoe 2014). We can also divide theories of conflict on the basis of function, situation and interaction (Omisore and Abiodun 2014). The functional approach suggests that the conflict is a social function. Those who follow situational approach suggest that conflict is an expression under certain situations. The third theory sees conflict as an interactive process. Ultimately conflict is based on perceptions. Whenever a member of the organization believes that another member might create hurdles for his efforts, conflict is bound to happen. According to Google, work specialization, differences in goals, common resources, authority, job roles, expectations from the group are few of the causes of conflict in and among work groups and teams. One of the approaches which Google applies for resolving conflicts is through negotiations in which the two individuals or groups discuss various solutions that is acceptable to both the parties in order to resolve the conflict (Shargh, Fatehma, Soufi, Mansour and Dadashi, Mohammad Ali 2013). Negotiation is a mutual concessional process of decision making which involves two or more parties with differences in their preferences but are dependent upon each other in the organizational framework (Wallensteen 2015). In Google, when two or more team members have different desires and values, they get into the process of joint decision making. Managers at Google are trained to negotiate in these four types of situations (Boddy 2014): Bilateral negotiation there is a direct negotiation between the manager and the individual. Group negotiation - member of the work group including the manager negotiate within the group to arrive at a decision acceptable to the entire group in case of any conflict. Inter-group negotiation two or more conflicting work groups negotiate with each other to resolve the conflict. Here the manager could be a member of one or more work groups. Negotiation with the representatives of different departments: the manager negotiates with the representatives of other conflicting departments (Waddell et al. 2013). At Google, negotiators are trained to develop four important skills which have a significant role in resolving conflicts: Preparation and Setting Goals: Google has understood through extensive research that to have more favorable negotiation results it is important that people prepare for the negotiation and set goals. Managers at Google suggest that negotiators should carefully formulate their initial offer. Also, it is essential to decide about non-negotiable points in the conflict. If the negotiation fails, they should be able to consider alternative strategies. Their fundamental assumptions, goals and objectives are thoroughly checked by the negotiators. They also research what the other individual wants from the negotiation. Gathering Information: For an effective negotiation, Google tries to understand the conflict and its reasons in depth. Negotiators at Google listen to the other individuals arguments with great amount of attention and they try to collect as much details as possible. In order to enhance the process of collecting information, Google gets a group of negotiators participate in negotiations. In some cases, they have large negotiation teams for this purpose. In this way, negotiators at Google are able to discover economy concessions or proposals that satisfies both the conflicting parties. Communicating Effectively: At Google, the negotiators adopt a way of communication that maintains healthy relationships between themselves. In order to reduce the strength of conflict, they focus on the conflict issue than individuals. Managers at Google are great at persuasion. They structure their message in such a way that it is not just understood but well accepted by all the individuals or groups in conflict. Making Concessions: Google believes that concessions are very influential because they: drive the conflicting members toward the direction of probable agreement signify each members motivation to deal with trust, and aware the other member of the importance of the items of negotiations. However, it is only under certain conditions that concessions drive the conflicting members toward agreement. First, the other individual must be aware that negotiators action is a concession and is beneficial for him/her. Second, there should be an expectation attached with the concession that there must be reciprocation from the other individuals end. Finally, people have positive emotions from several smaller concessions than a single larger one. Thus, concessions should not be given all at once but in installments. In addition to the above-mentioned skills, negotiators at Google strictly avoid negative communications and attitudes while resolving conflicts in its work groups. They never avoid any conflicts in their work groups. Avoiding conflicts causes more stress and increase in the degree of the conflict. People at Google never become defensive whenever a conflict situation arises. Each individual tries to understand the complaints and point of view of the other member. This eases the process of conflict resolution maintaining and even strengthening the inter personal relationships of the individuals of the group. Often in conflict situation, there are few people who always criticize the other but not in Google. In Google work group members analyze the conflict situation objectively to come up with a solution which is beneficial to both the individuals or the groups. Organizational Culture and Effectiveness at Google The culture wihin an organization consist of the shared thoughts related to the belief and behvours of the people within the organization. The culure within the orgaimzation has a strong influence upon the working environement. Accordong to Hogan and Coote (2014), organizational culture within an organization is made of all the expectation of the and shared value of the orgamization. The working philosophy and experience within the orgamization is also included in the work culture. The culture within the organization is also based on the shared beliefs of the people within the organization. With the help of the culture it is also possible to define the formal and informal rules within the organization. On the other hand, Bschgens, Bausch and Balkin (2013) have defined organizational culture is the medium, which the employees of the orgamization to relate its thought and also communicate among themselves. This thus help them to deal with the issues realted to the strategy of the organ ization. Googles effective organizational structure and organizational culture which encourages and supports superiority in innovation is the key to its success. The companys organizational culture is unconventional. Google places great importance in change as well as direct social connections among the members of the organization. As theories suggests, well aligned organizational structure and organizational culture leads to higher possibilities of prosperity. This gain has been clearly reflected in Googles prosperity (Harper 2015). Organizational structure at Google is cross functional. Individuals are grouped on the basis of functions like Sales Management Team, Finance Team, Product Design Team etc. It also groups its employees on product basis who work together to develop a particular product. It is a direct result of team based organizational structure that organizational culture at Google is open, innovative, and smart with prominence on excellence. Every individual of the work group i s encouraged to come up with and contribute valuable and innovative ideas. Each work group is like a small family wherein individuals can share and express their thoughts and feeling with each other. Google has successfully created an ambience where risk taking ability of employees is strengthened. Also, they feel that they can have clearer goals, can rely on each other, and believe that their effort is directing a change. The social aspect of team is highly emphasized as not everyone is motivated with money. All of Googles employees are part of at least one work group and are usually project oriented (Cummings and Worley 2014). A casual and democratic atmosphere is the key element of Googles workplace culture. Work teams at Google are comprised of equal authorities and a certain degree of autonomy is always provided to them. Organizational culture at Google is one of the most inspiring, motivational, influencing, productivity oriented, and innovation-inducing environment in the world. Google has adopted a very informal organizational culture. Employees at Google work in groups of three to four in a very dense manner. It has adopted People culture as its corporate culture. From the global market strategies, Google understand that there should be necessary modifications in the organizational culture according to the national culture. Which is why it has successfully created one of the finest culture in the industry. Google focuses on keeping the performance and morals of its employees well aligned with its strategy to prosper with rising globalization and it tailors its workplace culture to realize the organi zational objective. Googles organizational culture is usually noticeably unique and difficult to compare with other organizations. It is significantly rich in terms of quality (Steiber and Alnge 2013). At Google, organizational effectiveness is a direct result of team effectiveness. The way of interaction among team members, their work structure, and how they view their contributions is far more important than who are the team members. With two years of extensive research, Google learnt that there are five essential factors that distinguishes successful teams from others (Google Rework 2015): Psychological safety: The psychology of the team members need to be boosted, which will help to deal with the environment in the wotkplace. Team members feel safe to take risks and get countered from each other. It si also esseantial to ensure all the members within the team can work in safe and healthy environment, which will help them provide full potentianl in the workplace. Dependability: Team members rely on each other and get things done on time and meet Googles tough criteria for excellence. It is crucial for the taem members to have good level of communication, which will help them to maintain good level of coordination within the workplace. Structure clarity: Team members have clearly defined responsibilities, plans, and goals. All the team members need to have high level of clarity within them selves,which will help them to understand the aim of the company and also ensure that they are able to contribute to meet the target of the company. Meaning of work: Work is of personal significance for team members. Eevery team members need to understand the meaning of the work, which will help them to under stand the polcies of the comonay. The meaning of the work will also help the workers to evaluate the importance of the work they are doing for the company. Impact of work: Team members think their work is worthwhile and drives transformation. Every team members should also realize the imopact of the work they are performing. This will also help them to understand their importance within the team. The importance within the team will help them to understand their individual value. Psychological safety was the most important dynamic according to Google. Googles Julia Rozovsky (Google Rework 2015)says, Were all reluctant to engage in behaviors that could negatively influence how others perceive our competence, awareness, and positivity. Although this kind of self-protection is a natural strategy in the workplace, it is detrimental to effective teamwork. Improvement of Conflicts and Negotiations In the businesss of Google, the comflicts and negotiation are an important part of the operational mannagment. According to Ziegler (2016), the negotiation amongst the employyes is the best ways to deal with the conflicts, which occurs within the workplace of a company. It helps to deal with the internal conflicts, which ocurrs within the organization. The process of negotiation involves discussions within the employees,which helps them to acess the importance of the situation. It is essential to idenfiy the cause of the conflict, before it is possible to implement the negotiation policy. With the help of the negotiation policy, it is possible to deal with the communication and other barriers faced by the employees. Conclusion From the above analysis it can be concluded that a team brings together people with same kind of interests and objectives. Teamwork originates with, and builds relationships among, a group of individual sharing a common interest. Work groups endeavours have also been found to result in improvement of company operations and work groups also bring benefits for the employees who participate in the groups. However, there are some distinct differences between teams and work groups. Teams are found to be more efficient in their working and have a more formal approach. The focus of teams is accomplishement of common goal of the team whereas for work groups the focus is on accomplishement of individual goals. Conflict management through negotiation is highly influenceed by working in teams or groups. Conflict management at Google has a direct impact on its organizational culture. Employees are regularly trained to deal with conflicts in a healthy way. Which is why at Google the understanding among work group members doesnt decrease in a conflict situation rather It builds trust and strengthens their interpersonal relationships. Google believes that the competence of resolving conflicts depends on the capability to manage stress by remaining sound. Verbal and non-verbal communications are properly read and interpreted this way. Work team members at Google pay attention to the emotions and efforts of other members and are conscious and appreciative of differences. Google has provided adequate room for decision making in the work group and teams. It constantly takes into consideration the wellbeing of staff for optimum performance of the company. It has a well-structured communication system throughout the organization to avoid rumor mongering. Managers at Google are excellent at delegating work and authority among the individuals of the work groups. The innovative style of management which Google has adopted ensures the participation of all of its employees rather than j ust directing them to get things done. Google provides support and necessary space for adequate interaction and dialoguing in conflict management process. Regular training workshops are organized for members of the organization on conflict management. Working together as a team, in peace and unity, to achieve a common goal and objectives of the organization for the good of all is the spirit of Google which makes it one of the best workplace culture. References Boddy, C.R., 2014. Corporate psychopaths, conflict, employee affective well-being and counterproductive work behaviour.Journal of Business Ethics,121(1), pp.107-121. Bschgens, T., Bausch, A. and Balkin, D.B., 2013. Organizational culture and innovation: A meta?analytic review.Journal of product innovation management,30(4), pp.763-781. Cadden, T., Marshall, D. and Cao, G., 2013. 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Investigating Influence of Musical Congruity †MyAssignmenthelp.com

Question: Discuss about the Investigating Influence of Musical Congruity. Answer: Introduction: Australia is one of those countries with many organizations/companies that are at different levels of the economic marketing. Among them is the DV8 Leather Company that deals with the manufacture and supply of leather materials. This is a local and home based company that was started in 2010. Ever since this company has grown and has been launching new products into the Australian market.DV8 is located in Buxton, new south Whales and specialize in custom made leather where it operates its business from their residence to avoid more costs. Their products are sold online in dv8leather.com, at trade events or some reputable retail outlets around India. The new product opportunity identified is the manufacture and use of leather vests. This company started supplying leather made materials like biker and belts but it has now decided to launch a new product into the Australian market. The impact of business innovation has positive results to SMEs.(Apansovich, 2016) This was an idea developed as a result of creativity and exploration of the existing market and the satisfaction of the customers by the available related goods. This company is both launching a new product to the national market of its country Australia and trying to penetrate the worlds international market. The sale of leather vests is a new technology and therefore it is in strive to successfully convince both the national and international market that their product is the best and also diversity the sale of its new product. DV8 Leather innovation is also as a result of the signing of the free trade treaty between Australia and China that has really promoted the growth of trade and the introduction of new commodities in the market. This is because with minimum trade restrictions manufacturers will always get a wide market to sell their products. This market introduced market opportunity was identified after the observation of continued promotions and adverts both in social and mainstream media. The introduction of a new business opportunity is accompanied by advertising (Moreno-Moya, 2016). After this company launched a new product to the market, it began serious advertising to catch the attention of the prospective buyers. Ready vests that are made of rhino skin were promoted continuously and happy customers were reviewing the product leaving positive comments. Every advert was aimed at catching Australian market and penetrates to other countries of the world market. In respect to the business environment, there are usually those factors that affect a particular business internally i.e. the micro environment and those that affect the business externally i.e. the macro business environment (Hood, 2016). Sale of leather vests, being a business like any other is affected by these factors. To begin with, this is how internal factors affected this new opportunity: The business structure is one of the micro-environment and it refers to the arrangement of activities that are carried out at various levels of the organization so that business objective may be achieved. The organ gram, therefore of dv8 leather was easily established because there were easy management and decision making owing to the fact that it is a private and home run company. The arrangement of these activities is therefore easy making the sale of leather vests a success. The company organized itself well and made all efforts to bring out their product as being the best. Resources are yet another business micro environment and they dictate the continuity and success of a business. It will dictate whether a particular product will continue to be made and it includes human, financial, physical and technological resources. To begin with, dv8 has almost enough and actually qualified employees that have relevant skills in the same area of specialization(Chilopora, 2016). Financially, dv8 is a company that is stable and has adequate funds to finance the production of the leather vests. Dv8 has good physical resources such as machinery and super high technology for its production. There are also external factors that affect a particular business. According to (Bello, 2016) are the macro business environment and they include economic, demographic, legal-political, technological, cultural, competitive, enterprise and the physical environment. To begin with, the economic factor is favorable because buyers have proven to be in a position to buy these leather vests. In the demographic factor, the population is not showing a continued increase and hence this is rather affecting the diversification of the business. Luckily, there have not been legal-political crises over the mentioned product. This absence of a legal crisis is a positive promoter of the business. Technological environment is yet another factor. If a business uses out-dated technology while other businesses is using modern technology consumers will go for the other firm's products. A business that uses high production technology produces higher quality products attracting a wider market(Lofsten, 2016). In our case, Dv8 Company is associated with high production technology from the conversion of skin to leather to the point of making the vests. On top of that, the invention of the leather vests was accompanied by an increase in production technology leading to the business success. The competitive environment is a big challenge to most of the business organizations worldwide. It means an environment where firms are trying to outdo each other in an effort to maximize profits. There are two types of competition, a generic competition where products are used for the same purpose though they are different and enterprise competition where firm's products are similar to the other firms. This poses a big challenge to the dv8 company. There is competition from other firms who sell woolen or cotton jackets and also from other companies that copied dv8 and started making these Leather vests. The physical environment includes factors such as relief, climate, and infrastructure like roads, water supply, banks among others. Dv8 Company is strategically placed and therefore enjoys good infrastructure and access to services such as banking. This, of course, is one major source of the success of the sale of leather vests. This is to mean that its placement gives it access to infrastructure and other important social services. The market is one of the very most important factors that affect the success of any business organization. In this case, market availability leads to a business success while its unavailability will lead to a business failure. In the case of Dv8 Company, which deals with the sale of leather vests, there has been a pronounced market from the Australian society. It is evident that the Australian society supports the technology and is ready to purchase the products. With the recent signing of the China-Australia Free Trade Agreement, after a 10 year negotiation period, it is expected that trade will double from the existing levels as the local tariff barriers have been lifted between Australian exports and the Chinese Markets. For Australian and New Zealand SMEs, this presents exciting new opportunities being the best-positioned, geographically and in business to make the most of this shift in the world economy (Ghezzi, 2015). This is a major advantage to the dv8 company because of the diversified market for its vests. With these opportunities comes a new set of challenges. Small businesses will need to start thinking internationally if they want to capitalize on the opportunities presented in coming decades. By being agile and taking the time to truly engage with the new powerhouse economies of the Asia Pacific, businesses will be well-placed to grow throughout the Asian Century. This has found dv8 in the zeal to explore new market and soar to the international market. The market has been established and is growing and more of the vests are sold every day. The advancement of trade and trade partnership has favored these vests. Even though there is no a mentionable population increase in Australia, the market has been expanded to the rest of the world countries. Every business that starts is faced by competition challenge. Since the establishment of the dv8 company in 2010, there has been competition. Most of the new opportunities introduced in the market are faced with stiff competition(Wright, 2013). When the leather vests were established, there has been competition from other firms that are selling the substitutes of these vests. Some companies sell woolen or cotton jackets and since these products are all meant to keep one warm, people sometimes tent to prefer woolen jackets and vests which are lighter rather than the heavy leather vests which are sometimes uncomfortable. There has also emerged some other firms both nationally and internationally that have borrowed the technology and begun making these leather jackets. This is actually posing a big competition challenge because it has availed more of the products to the market. New technologies are imperative in a product introduction (Hess, 2016). Even though competition has been a main challenge; dv8 still enjoys the advantages of pioneering the vests and being the initial launchers in the world market. Their competitive advantage is that they are actually the pioneers of the leather vests. This renders their products original and thus there is trust from the customers and hence they are able to make more sales as compared to their competitors. As mentioned earlier, dv8 specializes in custom made leather and the business is run from their residence in order to keep our costs lower. Their showroom workshop is located in Matcham road Buxton 5 mins south of Thirlmere Steam train museum, approximately 20 mins north of Mitta gong and their products are sold online from dv8leather.com.au by themselves at trade events and at selected reputable retail outlets around Australia. In 2010 DV8 Leather was formed and it is an Australian owned family operated, manufacturer, wholesalers, importers and retailers, a custom made service is offered on selected lines. To their registered customers they offer a 12-month stitching hardware guarantee on all their DV8 leather branded items. Bike Road shows and the alternative shows are their specialty; they enjoy meeting their customers face to face and discussing their requirements, (Bacherer, 2016). This is the most appropriate organization of this company. It leads to minimization of costs and maximization of profits at the same time. I therefore recommend this organization. The competitive advantage of dv8 organ gram is that they incur less cost because they run their business from home and therefore dont have to pay rents. Another advantage is that they have quick decision making and also spent less on the payment of human resources hence can sell their commodities at cheaper price and still make profits unlike their competitors who have to incur more costs on human and physical resources The strengths of dv8 leather Vests Company arise from its originality. It has been found that this company was the first to come up with this idea of leather vests. This has rendered its product original enjoying the fruits of innovation (Rubera, 2016). Another advantage is low cost of operations and successful advertisements fetching a wider market. The weakness of dv8 leather Vests Company is the inability to penetrate many outside countries. Even though it is an export company, it has not been able to highly penetrate to most countries. This has implications that it is still in growth. Another weakness is that it has not yet grown into a fully public company and hence it is not in a position to enjoy the economies of such growth. Conclusion Conclusively, entering a new market must be accompanied by a serious advertisement. It is usually important, however, to invent a new idea to enjoy the advantages of originality. Even though there is usually a stiff competition from the pre-established companies offering the alternative of the product; a new opportunity thrives well after promotion and continuous production of quality services. Dv8 company launched leather vests and is doing well both in the national and international market due to promotions and quality service provision. References Abolhasani, M. . (2017). Investigating the influence of musical congruity in higher education advertising. In Advances in Advertising Research VIII, pp. 183-196. Apansovich, N. H. (2016). The impact of business innovation modes on SME innovation performance in post-Soviet transition economies. The case of Belarus, pp. 57, 30-40. Bacherer, R. C. (2016). The role of entrepreneural Marketing i improving market share for small business facing external environmental or resource challenges. Journal of small business and entrepreneurship, pp. 117-119. Bello, D. R. (2016). Performance of professional service firms from emerging markets. rRole of innovative services and firm capabilities, pp. 413-424. Chilopora, G. K. (2016). Human Resource for health. Postoperative outcomeof caeserian sections and other major emergency obsteric surgery by clinical officers and medical officers, pp. 94-98. Ghezzi, A. C. (2015). Strategy and business model design in dynmic telecommunications industries. Technological forecasting social Change, pp. 90, 346-354. Gorostidi-Martinez, H. e. (2017). Strategies to avoid liability of forgiviness when entering a new market. Journal of advances in management research, pp. 46-68. Herrera, M. E. (2016). Innovation for impact. Journal of business research, pp. 1725-1730. Hollender, l. Z. (2017). SME market entry mode choice and foreign venture performance. International Business Review, pp. 250-263. Lofsten, H. (2016). New technology-based firms and their survival. Local Economy, pp. 393-409. Moreno-Moya, M. .-A. (2016). The differential effect of development speed and launching speed on new product performance. Journal of small Business, pp. 750-770. Prajogo, D. I. (2016). 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