BMNG5112 Assignment

BMNG5112
Assignment
Question 1
1.1 Inputs include anything needed to make the transformation process go well, such
as Raw materials, human resources, and equipment and facilities are all
required in the production of jeans cases. (J.A.Badenhorst-Weiss, T.Botha,
M.C.Cant,L.P.Kruger,W.Ladzani,R.Machado,J.Marx,R.Mpofu,R.Steenkamp,
2019). The raw ingredients are 100% cotton and certain polyester mixes,
including dyeing yarn. (Kobayashi, 2013 ). They are what is needed to be
transformed. Human resources in the form of factory workers and managers that
ensure the transformation process is actually operating. A manufacturer is going
to need an extensive network of machinery and a place for these machines to
operate in such as a factory. (J.A.Badenhorst-Weiss, T.Botha,
2019). The transformation process refers to the changes that take place in any
physical features in order to generate the final item. Cotton (primary input) is
used as the raw material for jeans, which goes through many stages to make a
single pair of jeans. Human resources, such as managers and employees, as
well as the equipment utilized in the jeans manufacturing process, are changing
resources. The changed resources would be the jeans themselves as well as the
components that were combined. The output of this is the pair of jeans that is
then sold to customers. (J.A.Badenhorst-Weiss, T.Botha,
2019)
1.2 Continuous flow process: This process categorization is frequently used in the
manufacturing business. It is appropriate for Jean manufacturing because it
assists the company in optimizing the work process to offer the correct value to
customers on time, boosting business growth and brand loyalty. Even though
there is various styles of jeans, they still all undergo the same process and
therefore are similar with little variety in the type of product. It is also continuous
because there is no pause in selling jeans to consumers and therefore there is
always a consistent flow. (J.A.Badenhorst-Weiss, T.Botha,
2019)
1.3 The cellular layout (hybrid pattern) is used in the production of jeans. Particular
methods are placed in a cell in this layout, which is then organized according to
either a process or a product plan. This is because the production/process of
men's jeans is in one cell and the production/process of women's jeans is in
another. (J.A.Badenhorst-Weiss, T.Botha,
2019)
1.4 Facility failures, employee failures, supplier failures, and design faults are all
possibilities. Design flaws can develop in the size of jeans, for example, if the
proportions are incorrect and an entire batch cannot be sold to buyers. Supply
failures occur when raw materials, such as cotton, are in low supply, causing
production to halt and negatively impacting the company. Staff failures occur
when errors occur, procedures are not followed, or staff are inadequately trained.
Facility failures are the most likely to occur since machinery may always wear
down and it might take a long time to fix it, causing production to halt.
(J.A.Badenhorst-Weiss, T.Botha,
2019)
Question 2
2.1 Woolworths is in the consumer orientated stage of the evolution of marketing. As
competition intensified, it became obvious that consumers' requirements, desires,
and preferences needed to be taken into account when making product-related
choices, which Woolworths is doing. These options included quality of the
product and packaging, brand name, distribution system type, pricing, and
marketing communications strategies utilized to notify potential customers.
Woolworth is doing all of this, basing all of its decisions on their consumers.
2019)
2.2 Profitability, customer focus, social responsibility, and organizational integration
are the four principles. The concept of profitability is the fundamental goal of the
business, which prioritizes profitability above sales, which may not always
optimize profit. “Our focus is on retaining our current customers, actively
acquiring more customers in our target market, and increasing their penetration
and spend.” The consumer orientation concept states that marketing choices are
made based on what the client wants. It also implies that customers must be
provided with enough and accurate information about the business market's
offerings. “We will ensure that we deliver ‘the difference’ by focusing on quality in
everything that we do, developing desirable product with superior fit, fabric and
finish enabled by staff and supplier training.” The social responsibility principle is
a business duty to the community. Business frequently fulfils this obligation by
investing in initiatives such as housing, education, job creation, and health, all of
which are utilized to build a stable economic, social, and political climate in which
future profits may increase. “To achieve our ambition of ‘zero packaging waste to
landfill’ in medium term, we are focusing on phasing out single-use shopping
bags, removing unnecessary single-use plastic from stores, ongoing customer
education on the role of packaging in the elimination of food waste and continuing
to partner with government and industry stakeholders to develop technically and
commercially viable solutions for recycling different plastics.” The notion of
organizational integration is the requirement for tight collaboration across all
company departments such as marketing, operations, and buying in order to
achieve the corporation's goal and objectives. “We recognize that our
partnerships with our suppliers provide us with a competitive advantage and we
are committed to growing and protecting these relationships by integrating them
even more closely with them.” (J.A.Badenhorst-Weiss, T.Botha,
2019)
2.3 Packaging is critical because it preserves the goods, attracts customers, and
distinguishes it from competing brands. (White, 2019 )Woolworths aims to use
more environmentally friendly packaging that can be reused and recycled more
easily. This is in order to achieve their objective of zero packaging waste to
landfills. (J.A.Badenhorst-Weiss, T.Botha,
2019)
2.4 Brand loyalty is a behavioral criterion that marketers promote because when
buyers are devoted to a certain brand, the marketer's market advantage
improves. Brand loyal customers buy items that have already satisfied their
needs without hesitation. Woolworths tries to achieve this through their
WRewards programme that provides consumers with loyalty benefits and offers.
2019)
2.5 Woolworths is a captain of the channel. The retailer (Woolworths) promotes the
producer's items, aggressively pushing its sales by giving a discounted price to
consumers or by attracting consumers' attention through unique displays. Many
manufacturers are dissatisfied with the current state of affairs and would want to
maintain control themselves. When a manufacturer achieves brand loyalty for
their products, it is difficult for a retailer to take over channel control. Consumers
will then search for a certain brand of goods and will avoid businesses that do not
carry it. This implies that retailers can be channel captains for only a portion of
their store's items. (J.A.Badenhorst-Weiss, T.Botha,
2019)
2.6 The key variables in psychographic criteria are personality types and lifestyle.
Personality qualities are difficult to quantify, yet they continue to provide
advantages for marketing. Conservatism and consumerism are two such
personality characteristics. Things like hobbies, interests, and views may
influence lifestyle, and it can aid advertisers. Woolworths can sell more
conservative clothes to meet customers’ needs or they provide healthier
alternatives for people who chose to have a healthier lifestyle. If their consumers
are more outdoorsy, sell clothes that enable them to do the stuff they love.
Geographic factors refer to a person's location of residence, which ultimately
leads to the creation of distinct demands, which gives possibilities for marketers.
If Woolworths is placed in a richer suburban then people may spend more on the
healthier alternatives and clothes. If Woolworths is placed in a poorer setting
people, tend to just get their basic needs and cannot afford spending lavishly.
The behavioral criteria are the attitudes of the consumers toward the brand.
Consumers might be light, medium, or heavy, and they can be present or
prospective consumers. Marketers typically encourage light and medium users of
a certain product to purchase more of product. Brand loyalty is a behavioural
criteria promoted by marketers because it occurs when customers are dedicated
to a specific brand. Many people are price sensitive, yet might be convinced to
buy a product if the price drops somewhat. Therefore Woolworths can keep
restocking brands that sell and have specials or deals that encourage consumers
to repurchase. (J.A.Badenhorst-Weiss, T.Botha,
2019)
Question 3
Employee performance in a company is primarily driven by three factors: ambition to
do the job (motivation), capacity to do the job (ability), and resources to accomplish
the job (work environment). If the employee is not driven to do his or her work, the
situation becomes more difficult. Because of the complexity of human beings,
managers may not completely comprehend employee difficulties and the impact of
these difficulties on personal performance. Motivation refers to the factors within a
person that influence the direction, strength, and perseverance of conduct that is
under an individual's control. There are two approaches to motivating employees in
the work force - the content approach and the process approach. (J.A.Badenhorst-
Weiss, T.Botha,
M.C.Cant,L.P.Kruger,W.Ladzani,R.Machado,J.Marx,R.Mpofu,R.Steenkamp, 2019)
Content methods seek to identify what motivates individuals to accomplish their
tasks, or the 'what' of motivation. These theories, often known as need theories,
focus on the elements within a person that drive, sustain, or halt behavior. These
theories attempt to identify workers' requirements and the goals they wish to achieve
in order to meet those demands. The content approaches include Maslow hierarchy
of needs, Alferfers ERG theory, Herzberg’s two-factor theory and McClelland learnt
needs theories. (J.A.Badenhorst-Weiss, T.Botha,
Maslow's hierarchy of needs is one of the most effective motivational theories. The
physiological requirements, which include food, drink, sex, and air, are at the lowest
rung. These are the essential components for existence and biological activity, and
they are met inside a business by a paycheck, washrooms, and a cafeteria. Safety
and security requirements, including protection from bodily and mental damage,
follow. These include job stability and mechanisms in a firm to handle complaints, as
well as employee-assisted programmes. Friendship, love, and tenderness are all
examples of affiliation needs. Esteem encompasses the need for a good self-image,
self-respect, and acknowledgment from others. These requirements can be met by
complementing employees and job positions. At the top of the list of self-
actualization requirements is the awareness of one's capacity for progress and
expansion. Employees in a company should have difficult tasks, development
chances, and decision-making authority. Maslow's hierarchy of needs theory says
that individuals want to rise up the ladder of needs fulfilment and that particular
needs motivate staff to achieve. (J.A.Badenhorst-Weiss, T.Botha,
Although Alderfer's approach is a modification of Maslow's five-level hierarchy, there
are three fundamental requirements. Maslow's physiological and safety requirements
connect to existence needs. Maslow's affiliation and external esteem requirements
are analogous to related wants. Growth requirements are related to self-actualization
requirements. Two or even all of the categories, according to the ERG hypothesis,
might affect a person's behavior. If a person is continuously frustrated when
attempting to meet their growth or related requirements, it will motivate them to
concentrate and meet lesser category wants. (J.A.Badenhorst-Weiss, T.Botha,
Herzberg suggested a motivational model comprised of both maintenance and
motivating components. Maintenance variables do not serve as motivators, but their
absence in an organization might have a detrimental influence on staff morale. The
job content is the focus of motivational elements. These are accomplishment,
acknowledgment, development and growth, accountability, and feedback. When
motivating elements are present, people are more likely to achieve better
productivity, be more devoted to their professions, and discover inventive methods to
attain both individual and professional goals. (J.A.Badenhorst-Weiss, T.Botha,
Needs are acquired and reaffirmed, according to McClelland theory. This hypothesis
has three requirements. The desire to strive and be successful in one's endeavors.
The desire for power - to be powerful and to exert control over others. The need for
affiliation - the desire for warm and deep personal ties as well as the desire to be
accepted by others. Employees might be trained to be more motivated to attain their
goals. Managers should also set more difficult objectives or tasks since the demand
for success is favorably connected to goal achievement, which impacts performance.
Process theories, on the other hand, attempt to explain the real process or 'how' of
motivation. Employees have a rational judgement role in determining their objectives
and ways to attain them, according to process theories. These approaches are so
focused with attempting to determine how employee’s performance is motivated,
guided, sustained, and terminated. (J.A.Badenhorst-Weiss, T.Botha,
According to the Vroom expectation hypothesis, motivation is determined by two
factors: how much we desire something and how probable we believe we are to
obtain it. The expectancy theory is based on four assumptions: behavior is a
combination of forces governed by the individual and environment, people make
choices about their own behavior, different individuals have different necessities, and
people will act in a certain way depending on the strength of the presumption that
action will be followed by the given results. Expectancy, instrumentality, and valence
are three fundamental ideas in theory. Expectancy is a person's conviction that
putting in a given amount of effort will result in a certain degree of performance, such
as prior success. The degree of a person's confidence that a certain action will result
in a specific consequence is referred to as instrumentality. The attraction or expected
happiness or discontent that one person feels toward the result is referred to as
valence. Managers should strive to increase effort by linking personal and
organizational goals. (J.A.Badenhorst-Weiss, T.Botha,
The core of Stacey Adams' equity thesis is that workers assess their efforts and
rewards to those of other employees in comparable situations. This idea is
predicated on the premise that people are driven by a desire to be treated fairly at
work. The significance of equity theory in developing the idea of organizational
justice has been explored. This shows the degree to which employees believe they
are treated as equals at work. It is made up of three parts: distributive justice (how
resources and incentives are assigned), procedural justice (the perceived fairness of
the procedure used to make allocation choices), and interactional justice (the level of
interpersonal engagement people get when processes are put in place). Workers are
profoundly motivated to rectify the situation when their perspective of fair treatment is
offended, employees should contribute to making decisions on important work, and
employees are more likely to understand and embrace transformation when they
genuinely think it is incorporated fairly and generates an equitable result, according
to equity theory. (J.A.Badenhorst-Weiss, T.Botha,
Goal theory is based on the premise that, all else being equal, employees'
productivity will increase if they aspire toward a specific goal. Goal-setting is a
motivating value because it not only directs focus but also regulates effort, increases
perseverance, and promotes the creation and execution of task methods and new
initiatives. The basic tenet of goal-setting theory is that the more challenging the
objective, the greater the performance level provided people are dedicated to it.
Feedback is another essential element. This idea assumes that an employee will be
dedicated to a goal if it has been agreed upon between the individual and the
employer. Giving staff feedback will almost certainly result in an enhanced in their
productivity. Management may provide successful feedback by following these
principles: providing feedback quickly, evaluating behaviours that can be modified
rather than personalities, providing feedback that is particular rather than broad, and
agreeing on development initiatives. (J.A.Badenhorst-Weiss, T.Botha,
The 'what' of motivation, as identified through content approaches, is what drives
individuals to do their activities. These theories, often known as need theories, are
concerned with the factors within a person that motivate, maintain, or end conduct.
Process theories, on the other hand, try to analyze the true process or 'how' of
motivation. According to Maslow's hierarchy of needs theory, individuals aspire to go
up the needs satisfaction ladder, and specific needs motivate employees to
accomplish. According to the ERG theory, two or perhaps all of the categories may
influence a person's motivational behavior. According to Herzberg, when
motivational factors are present, individuals are more likely to achieve higher
productivity, be more committed to their jobs, and devise novel ways to fulfil both
personal and professional goals. According to McClelland theory, needs are
acquired and confirmed. Three conditions must be met for this hypothesis to be
valid. The Vroom expectation hypothesis states that motivation is driven by two
factors: how much we desire something and how likely we feel we are to achieve it.
The basic tenet of Stacey Adams' equity hypothesis is that employees compare their
efforts and rewards to those of other employees in similar situations. This concept is
based on the assumption that people are motivated by a desire to be treated fairly at
work. Goal theory holds that, all else being equal, employees' productivity will rise if
they strive towards a defined goal. (J.A.Badenhorst-Weiss, T.Botha,
(Word count: 1318)
Question 4
Long-term purchases in which the actual price will not be recognized within the
financial year are referred to as noncurrent assets. They're often costly, which
means they can't be quickly changed into cash. (Kenton, 2021)
The three non-current assets for martin will be all his equipment such as cameras,
computers and software’s. Computers and cameras are very expensive and some
software can cost thousands of rand. These cannot be easily changed into cash and
usually depreciate in price. Another non-current asset will be buildings in which
employees work at to produce and make these shows for Martin TV. Acquiring
property is also very expensive and not all property retains its value. The last non-
current asset is vehicles that the company use in these shows and to transport
various equipment from different filming locations. Vehicles are costly and majority
of vehicles also lose its value over a period of time and cannot be converted into
cash easily. (J.A.Badenhorst-Weiss, T.Botha,
References
J.A.Badenhorst-Weiss, T.Botha,
M.C.Cant,L.P.Kruger,W.Ladzani,R.Machado,J.Marx,R.Mpofu,R.Steenkamp, 2019. Introduction to
Business Management. 11th ed. Cape Town : Oxford University Press Southern Africa .
Kenton, W., 2021. Investopida. [Online]

Available at: https://www.investopedia.com/terms/n/noncurrent-assets.asp
[Accessed 26 October 2021].
Kobayashi, V., 2013 . Design Life-Cycle. [Online]

Available at: http://www.designlife-cycle.com/denim
[Accessed 18 October 2021 ].
White, J., 2019 . Printext transparent packaging. [Online]

Available at: https://www.ptpackaging.com/blog/the-importance-of-product-packaging/
[Accessed 18 October 2021 ].

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BMNG5112

Kenton, W., 2021. Investopida. [Online]

Kobayashi, V., 2013 . Design Life-Cycle. [Online]

White, J., 2019 . Printext transparent packaging. [Online]

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