Cost and Value of Providing Domestic Partner Benefits Essay

Employers worldwide are beginning to embrace the idea of a domestic partner employee by reorganizing their benefit packages to include coverage for domestic partners in order to stay competitive and retain current employees. Most often these benefits are an extension of the same ones offered to married employees. The only difference being that a marriage is not a requirement. Many are confused by what exactly a domestic partner is and readily assume it refers to an individual that is part of a same-sex relationship. When, in fact, it can refer to a variety of situations in which two people commit to and build a life together. Just as married couples do, they usually share bank accounts, financial obligations, home, meals, and a host of other things with one another. A domestic partner is defined as, â€Å"a person you live with and have sexual relations with, but are not married to† (Merriam-Webster.com, 2014). It was in 1986 that the living arrangements of a domestic partner were first described as two persons sharing a family household but are not joined in a traditional marriage, common-law marriage, or civil union. The rising cost of seeking medical attention is making it nearly impossible these days to live without insurance coverage. Not recognizing our employees that are in unmarried opposite and same sex relationships is creating unnecessary financial hardships and stress. Changing the current benefit plan to include domestic partners will create a happier more committed employee for the business. Happy employees are more productive and aid the bottom line. It is important to note, that if something should happen to an employee or their significant other that medical attention is easily and readily available; allowing the employee to return to work sooner. As an employer, we have a moral obligation to respond to the needs of our employees. We can start by allowing them to define in their own terms what a family is to them. Background MCJAR, Inc. has suffered due to the loss of three of their high ranking positions resigning. The reasoning behind their resignation was due to lack of benefits being offered to their domestic partners. As in all positions  the human resources person, Keri Miller, has posted the open position with much success. She had found three successful candidates to fill the positions with high qualifications, but all three had turned down the job once they learned about the lack of benefits being offered to those in domestic partnerships. Once finding out the candidates had turned down the positions, Ms. Miller had created a survey to give out to all employees to complete and turn in. The survey asked about how they felt about the current benefit package being offered to all employees at MCJAR, Inc. The results of the survey showed that those that were in a domestic relationship were unhappy of the benefits. That those in domestic partnerships are currently looking for work elsewhere because they feel they are not being treated fairly. Ms. Miller is understanding of the restriction on the benefits being offered due to the budget concerns. Ms. Miller also understands that the cost of the benefits may be minimal, just need to research the cost of adding domestic partnership benefits to the existing plan. Ms. Miller is also concerned to how the public will perceive the company unless the concerns of benefits being offered to those in a domestic partnership are resolved. Key Problems Primarily, the budget is already strained due to the comprehensive benefits package we currently offer our employees. We must carefully weigh the cost of providing benefits to those in a domestic partnership, not only for our current employees, but potential new hires as well. If we are to make room, where can we make these adjustments? Will they be from a specific department, from employees’ pay, or perhaps we need to scale down our benefits package to make room for additional benefactors. Each option we look at has many different consequences, we may lose employees or productivity due to our lack of foresight. In addition, we must consult and potentially alter our corporate policies and if possible those of Federal and State as well. Federal law will be the most simple to circumnavigate if there is any rebuttal, but having the proper documentation will be the key to success. State law will also require the same attention. Correct wording is crucial for ensuring equal authority and proper application of power of attorney. Lastly, we need to adjust the new benefits package to match the modified policies and procedures. This includes everything from  new hire training, corporate office signage, and our own interweb support. Finally, and most complicated is the reworking our benefits package with our health service providers, and insurance companies. We need to make sure that each person is covered with the same benefits. We also need to make sure that we can lower or maintain our current deductible with the increase in the number of patients being seen, and consequent incidents being filed. This process can take be lengthy at times and will be battled on two fronts. First is the unhappy employees without benefits, and the other is insurance companies fighting to make themselves greater profits. Solutions Providing domestic partner benefits will give the company a competitive edge, improve employee morale, and create an equal business environment, with minimal additional cost to the company’s already strained budget. According to the Fickewirth Benefits Advisors (2012), website the majority of the nation’s largest companies provide benefits to the domestic partners of their employees. This trend is increasing in order to retain and attract talented employees. A domestic partner benefit plan can yield to employee’s satisfaction and, therefore, produce a greater willingness to stay and recommend the company to others. This can be of great advantage because it can improve employee productivity. Employees will also feel that they have a safety net for their families thereby allowing them to better focus on work. Employers have raised the arguments about high cost, but despite such perception the overall cost of adding these benefits is quite low. In the end, implementing the new domestic partner plan will help this corporation to thrive. Solutions are listed as follows: Implementing a new domestic partner benefits plan for all employees Current employees are looking elsewhere since they have no access to domestic benefits. The way to rectify this problem is to implement domestic partner benefits plan. Before implementing this plan, Human Resource Director Keri Miller needs to have a private meeting with all managers involved in this matter along with a financial advisor. With everyone present, these topics can be thoroughly discussed and changed as needed, such as federal, state, and corporate policies or the application of a reasonable savings plan. Some existing benefits can be cut, but in the end the financial advisor will try to use the proper solutions to make sure the company is not affected in a negative  manner that can hurt the morale of employees, the company’s profit or production. An expert on the health benefits package needs to be also present in order to obtain the right guidance on how to rework the benefits plan with all health service providers and insurance companies. Executing things in this manner will ensure that the business can safely implement the new plan and be sure that it can afford to extend benefits to domestic partners. Once all issues are addressed and the plan is given approval, a meeting should be held to inform all employees. The companywide meeting will be arranged to discuss this issue with employees who have domestic partners and are interested in the plan. The Human Resources Director should direct the meeting along with other assistant managers that can assist employees after the meeting has ended. During this meeting, the new plan can be addressed and encouraging words used to assure employees that the company cares about them and their needs. It demonstrates that the company values equality among their employees. After the discussion, the manager can have a space of time for questions and answers. This encourages good communication between employees and managers. The assistant managers can have a few tables set up at the back of the room so that when the meeting has concluded employees that have more in depth questions or issues they can discuss them privately. Employees can obtain further guidance in the subject if needed and also have the opportunity to update and complete paperwork needed for enrollment in the new domestic partner benefits plan. As employees are exiting managers can hand out new surveys regarding the new benefits and turn them in the following day. This survey will ensure that the company has proper feedback from employees that state how satisfied they are with the changes being made to the benefits package. Modifications can then be made accordingly if needed, to ensure that employees are fully satisfied in this matter and all other areas as well. Having good communicatio n and treating everyone well will make certain that there is a positive work environment in the business and thus improving it greatly. Send letters to former employees informing them of new plan Following the implementation of the new domestic partner benefits plan, past employees who resigned due to this subject should also be informed and properly contacted. Letters can be sent to former employees notifying them  of the newly offered domestic partner benefits and extend an invitation for them to return to the company. Promote the recently implemented Domestic Partners Benefits Plan Publicize to all outside sources that a domestic partner benefit plan has been implemented. This includes updating the company’s website and other sources that promote employment for MCJAR Inc. The quick and timely release of this exciting information regarding the renovation of our company offered benefits may inspire many potential new hires to apply for employment opportunities and decrease the amount of current vacancies. As a result from all these changes, the company’s productivity and success will increase as a whole. Recommendations As a condition of employment, most employers require their employees to register for company provided benefits. It is recommended that MCJAR, Inc. develop a list of set criteria that would define an eligible domestic partnership. Common criteria used by many employers today are that the couple must live and maintain a home together for a minimum of six months and can provide proof. Next, financial interdependency must also be proved. They both must be at least 18 years of age and not legally married to anyone. MCJAR, Inc. has the leisure of choosing their own criteria and should do so as soon as possible. Offering domestic partner benefits will help MCJAR, Inc. reflect diversity as a company. It will also help recruit and retain employees, and boost employee satisfaction with very little additional cost. References Advisors, F. B. (2014). Fickewirth Benefits Advisors. Retrieved from Fickewirth Benefits Advisors: http://www.fickewirth.com/ask-an-expert.php?ask Astray-Caneda, E. E. (2011, Volume 40, No. 2). Offering Same-Sex Domestic Partner Benefits to Government Employees: Reasons, Examples, and Methods. Public Personnel Management, 89-97. Bevins, F. &. (2013, January). Making time management the organization’s priority. McKinsey Quarterly. Retrieved from Insights and Publications: http://www.mckinsey.com/insights/organization/making_time_management_the_organizations_priority hrc.org. (2014, May 12). Human Rights Campaign. Retrieved from hrc.org: http://www.hrc.org/ James Schaefer, M. (2009, Volume 12, Issue

Equal Rights for Androids and Humans

Equal Rights for Androids and Humans The concept of equality among all people was, unfortunately, not â€Å"self-evident† until the passengers on the Mayflower proclaimed it in 1620. A section of the Mayflower Compact reads, â€Å"†¦and by virtue hereof to enact, constitute and frame such just and equal laws, ordinances, acts, constitutions and offices†¦Ã¢â‚¬ . (Commanger, 23) Written in 1776, the second paragraph of the Declaration of Independence states, â€Å"We hold these truths to be self-evident, that all men are created equal†¦Ã¢â‚¬  (US Declaration Ind. This phrase echoes the same beliefs as those expressed in the Mayflower Compact. Efforts to achieve equality among all Americans have continued to this day. The concept of equality has not been ignored by Hollywood, either. The concept of equality has been a central theme in various popular films over the years. One such film is Bicentennial Man. The theme of Bicentennial Man challenges the viewer to question where they think the line of equality ought to be drawn. Throughout history, humans have struggled with this concept.Naturally, individuals desire to be the best, and they try to distance themselves from those who are not the same; the homeless, the handicapped, people from different cultures, or those that look different. The film approaches this idea in a different manner because Andrew, the android â€Å"star† of the film, is not a person. It takes Andrew a period of two hundred years (hence the name of the movie, Bicentennial Man) to convince the World Government that he did, in fact, have a soul and should be considered an equal. Columbus, Bicentennial Man) The film’s idea of android equality is not (yet) an issue needing to be addressed in American society. The film’s concept of equality does, however, resemble the real challenges of human equality faced by many Americans throughout history. At the start of the movie, it was established that Andre w only existed to serve and obey his owners, the Martin family. His only purpose was to obey the commands of and attend to the needs of this family. Jeremy Bentham, a political theorist, believes this is an example of the concept of utilitarianism.In simple terms, utilization is using an object (or people) â€Å"as a tool† to achieve a goal. (Nelson, 205). A word that could be used interchangeably with utilitarianism is, of course, slavery. Bicentennial Man evaluation of android equality is a clear reflection of the challenges of equal rights faced by many Americans throughout the history of the nation. In the film, Andrew Martin, the android, fought for 200 years in order to be declared equal to the humans he once served.In the real history of America, however, African-Americans fought for more than 300 years for equal rights as Americans. If only reality was a swift as Hollywood! Works Cited: Bicentennial Man. Dir. Chris Columbus. Perf. Robin Williams and Embeth Davidtz. Ra diant Productions, 1999. DVD. Mayflower Compact. November 11, 1620. Documents of American History. Ed. Henry S. Commanger. New York: Appleton-Century Crofts, 1968. Nelson, Brian. Western Political Thought From Socrates to the Age of Ideology. 2nd. Englewood Cliffs: Prentice Hall, 1996. Print.

Why Autumn Skies Are So Blue

Have you ever noticed that fall skies appear to be a deeper, more saturated blue than normal?   What sorts of things can make the sky appear bluer, specifically during the fall season? Here are a few contributing factors: Falls Lower Humidity Fall is notorious for its pleasant weather--namely, its cooler temperatures and lower  relative humidity. As air temperatures cool, the amount of moisture that the air can hold  lessens. Less moisture means fewer clouds and haze occupying skies in September, October, and November. With little to no clouds or haze to veil the sky, its blue hue appears purer, and the sky itself, more open and vast. Falls Lower Sun Position As we progress  through autumn, the sun sits lower and lower in the sky. With the sun no longer directly overhead, you could say that more of the sky is significantly angled away from the sun. The Rayleigh scattering directs more blue light towards your eyes, while the indirect sunlight decreases the incoming levels of red and green--the result of which is a more intense blue sky. Falls Foliage Believe it or not,  the very presence of  falls red, orange, and gold leaves actually  help give the skys blueness  a color boost. According to color theory, primary colors appear more brilliant when theyre  in contrast with their complementary colors.  Looking at a color wheel, you can see that  violet and blue (which are the two wavelengths of sunlight that are scattered for us to see and thus give the sky its characteristic blue hue) correspond to the  complementary colors of yellow, yellow-orange, and orange. Seeing any one of these leaf  colors against the backdrop of a clear blue sky makes the blue of the sky pop  that much more.

Odepius Rex Demonstrates Success Leads to Folly Essay

â€Å"Oedipus Rex demonstrates that success leads to folly, arrogance and mistakes in behaviour.† Discuss. Oedipus the King is a play that recognises the importance of humility and recompense. Oedipus’ acknowledgement of the Gods’ superiority is evident in his fear of the prophecy coming true, indeed, he flees from Corinth for precisely this reason. But at the same time through Oedipus’ self-blinding (where he â€Å"alone† is responsible for his fate) there is a sense of wilful defiance in the face of the omniscient gods. The sane voice of the Chorus sheds light on the people’s fear and awe of the gods. And what of those who foolishly question prophets and fate? As we see in Jocasta, providence does not provide. Certainly, the success of humanist†¦show more content†¦Success is subsidiary to an immovable fate, and Oedipus’ past success leads him into an honourable search for Laius’ killer, a search that gradually intertwines with his own past. Promising the citizens of Thebes he will â€Å"fight† for Laius â€Å"as if he we re my [his] father†, Oedipus gains inspiration from his past success and believes finding Laius’ killer is another opportunity to demonstrate his intellectual ability. In this sense, success does contribute to Oedipus’ downfall, but one must be careful to measure this aspect of the play against the will of the gods. Unlike Oedipus, Jocasta arguably lacks the courage to deal with the consequences of their incestuous relationship, opting for suicide rather than Oedipus’ self-inflicted punishment. As Jocasta questions the infallibility of the gods’ manifestation on earth however (by mocking prophets and oracles), her humanist character is equally strong. But Oedipus is the arbitrator searching for an objective truth. Conversely Jocasta does not desire the truth, pleading with Oedipus to â€Å"Stop – in the name of god, if you love your own life, call off this search!† For Jocasta ostensible success in thwarting prophecy by sending her only son Oedipus to die on Mount Cithaeron has led her to question the reliability of prophets and oracles, a position that would be seen as perilous by Greek audiences at the time. Her

North Country Auto Case - 1188 Words

Chapter 5 Profit Centers 201 Country Auto, Inc. {Liddy, part owner of North Country Auto, Inc., was feeling pretty the new control systems recently put in place for his five departtiers (new and used car sales, service, body, and parts departments) . .escrioes eacn aepartment. Mr. Liddy strongly believed in the concept geach department individually as a profit center. But he also recoghl3.llengeof getting his managers to buy in to the system by work ::.:ffotthe good of the dealership. Untty Auto, Inc., was a franchised dealer and factory-authorized llter for Ford, Saab, and Volkswagen. Multiple franchises were beore common in the 1980s. But the value of multiple franchises. did f guidebook, published monthly, was, at best, a†¦show more content†¦Given underutilized capacity in service, I do not understand why 1 am charged full price. It doesn t make sense for the service department to mark up on projects undertaken for new and used car departments within our own dealership. 1 can t see how we can make profits when one part of our company sells to another. Robbins added, When I am unsure of the actual retail value, 1 tend to wholesale rather than take a risk of a negative margin at retail. However, when I do this, we may be losing as an organization as a whole. I agree with Amy on this, stated Walker, and I have the same problem with dealer-installed options. When 1 am charged full price for options, I have no incentive to try to sell these items. . Hold o n, said the service department manager. 1 make my profit by selling service, and these are the prices I would charge for outside work. To sell service for a lower price inside defeats the purpose of this profit center idea. But 1 do have a problem with getting full price for parts. 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A Question of Loyalty in Julius Caesar Julius Caes Essay Example For Students

A Question of Loyalty in Julius Caesar Julius Caes Essay ar Essays A Question of Loyalty in Julius Caesar Loyalty defined means faithfulness to ones friends, country, ideals, etc. What should one do when these loyalties conflict with one another? One would have to choose. A choice that can make or break a man, which I believe broke many men in the play Julius Caesar. One did not know who was friend or foe. Ones dearest friends actually your foes? Not possible, is it? Yes, it is. That is the story of Julius Caesar. Julius Caesar, a great, noble man. A man for his country. A man loved by many and respected by all. Even respected by the men that cursed him with death. Why would men that loved and respected one kill them? Loyalty is the answer. A feeling of loyalty for your country that surpassed the loyalty of righteous virtues. Perhaps if loyalty had not been involved, the country of Rome would not have been torn apart. Or perhaps if loyalty to all and everything had been involved a great ruler named Caesar would have reigned for years. If the people of Rome would have remained loyal to Caesar perhaps a war would not have occurred, in fact, it most certainly would not have. After the death, the angry mob should have put the conspirators to death, not let them toy with their minds as they would a five year old. The mob, like a great many people, believe what is easiest to hear. In the mob of people did loyalty exist? Doubtful, little if any. What coexisted in the crowd with that little loyalty was ignorance, and much of it. I believe that Brutus showed the greatest amount of loyalty to his country. He just went about showing it in a corrupt manner. He sacrificed a great friend for what he thought would better Rome. Perhaps Brutus was one of the most noble in the play, but he was also the most misled. He was noble for assassinating not for selfish needs, but for the needs of the country. However, I believe he was weak. Weak for believing that Caesar was ambitious. Brutus believed the one side of things that he heard, and that was from Cassius. Brutus is a prime example of people believing what is easiest heard. If someone would have mentioned Cassius attitude and actions I am most certain that Brutus would have seen a sign of tyranny. Brutus was a man that held loyalty to his country close to his heart. Perhaps this blinded him. It made him oblivious to the idea of Caesar being a good man with innocent motives. Mark Antony, another man who possessed loyalty. However, with Antony, loyalty to friends and to that of his country did not conflict. He saw Caesar for what, I think, he truly was, a noble Roman. Antony was a wise man. Not being sure of the conspirators plot, he gave them a fair chance to justify their unjustifiable assassination. When wise Antony saw no reason for the death of Caesar he played smart. He did not verbally attack the conspirators, he waited. Because Antony was noble and wise, he waited. He gave citizens of Rome something to think about. He turned the mob, who had turned against Caesar, for Caesar, against the conspirators. Noble Antony was willing to go to war to claim vindicate Caesars death. He was going to get revenge on the murderers of the noblest man that ever lived in the tide of times. Julius Caesar, the man that deserved to be dead the least, was deceased. He was loyal to his friends, the country, even the strangers of .u5daba976fc7e4906980b925db7166ded , .u5daba976fc7e4906980b925db7166ded .postImageUrl , .u5daba976fc7e4906980b925db7166ded .centered-text-area { min-height: 80px; position: relative; } .u5daba976fc7e4906980b925db7166ded , .u5daba976fc7e4906980b925db7166ded:hover , .u5daba976fc7e4906980b925db7166ded:visited , .u5daba976fc7e4906980b925db7166ded:active { border:0!important; } .u5daba976fc7e4906980b925db7166ded .clearfix:after { content: ""; display: table; clear: both; } .u5daba976fc7e4906980b925db7166ded { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5daba976fc7e4906980b925db7166ded:active , .u5daba976fc7e4906980b925db7166ded:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5daba976fc7e4906980b925db7166ded .centered-text-area { width: 100%; position: relative ; } .u5daba976fc7e4906980b925db7166ded .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5daba976fc7e4906980b925db7166ded .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5daba976fc7e4906980b925db7166ded .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5daba976fc7e4906980b925db7166ded:hover .ctaButton { background-color: #34495E!important; } .u5daba976fc7e4906980b925db7166ded .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5daba976fc7e4906980b925db7166ded .u5daba976fc7e4906980b925db7166ded-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5daba976fc7e4906980b925db7166ded:after { content: ""; display: block; clear: both; } READ: Discount Stores WalMart VS Shopko EssayRome. He showed it to. I believe that being loyal to a country means also being loyal to the citizens of it, and that he was. Antony painted the perfect picture of how much Caesar cared when he pointed out in his soliloquy that when the poor have cried, Caesar hath wept. Being caring is indeed a good part of being loyal. Caesar, a man who gave to his country, even after death. Is this .

Saudi Aramco Marketing Strategies

Executive summary In this report, Saudi Aramco is introduced and its marketing strategies are revealed and discussed. The report also includes a market segmentation of Saudi Aramco followed by a discussion of how the company caters for the different segments.Advertising We will write a custom report sample on Saudi Aramco Marketing Strategies specifically for you for only $16.05 $11/page Learn More This is followed with a discussion of how the company designs and manages its products. The report additionally includes discussions on what Saudi Aramco does to manage customer loyalty and how it promotes its products and its public image. This report main conclusion is that in order for Saudi Aramco to solidify its current position it should adopt the recommendations made herein. Introduction Saudi Aramco (also known officially as Saudi Arabian Oil Company) is a leading Saudi Arabian oil company that is state-owned and a global petroleum-energy based enterpr ise. The company’s supply chain spans from exploration through refining and marketing to distribution. In 2000 and for the 11th consecutive year, Saudi Aramco was ranked the first in crude oil reserves and petroleum production by Petroleum intelligence (AOC UK Ltd, 2012, 2). Saudi Aramco’s vision is mainly upholding its commitment of remaining a world leader in its industry, which according to Saudi Arabian Oil Co. is the â€Å"production of petroleum-based energy† industry (Saudi Arabian Oil Co., 2012, 1). To ensure that this vision is within reach, the company ensures that it also remains committed to solving pressing issues arising in its industry e.g. environmental awareness, the need for clean and sustainable energy etc. Embodied, in its vision, is the belief that the company should in all its endeavors be a difference-maker. This belief is according to Saudi Arabian Oil Co., reflected in a number of ways in the real world one of which is the companyâ€℠¢s continual investments in innovation (research and development) and entrepreneurship (Saudi Arabian Oil Co., 2012, 1). In line with this belief, Saudi Aramco is also a creator of educational opportunities, a driver of economic progress, an increaser of environmental awareness, and a pursuant of energy sustainability (Saudi Arabian Oil Co., 2012, 1).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More More of the company’s vision is embodied in the company’s strategic intent as it is brought out by Saudi Arabian Oil Co. (Saudi Arabian Oil Co. 2012, 7). Saudi Aramco in the future is aiming at becoming an agile organization that will have attained respectability of a global employer. Another of its strategic intents is becoming what Saudi Arabian Oil Co. describes as â€Å"preeminent oil and gas exploration and production business† (Saudi Arabian Oil Co. 2012, 9). Saudi Ara mco is, in the future, looking forward to becoming as Saudi Arabian Oil Co. describes â€Å"An integrated global-scale refining and chemicals business † for which it intends to lead in the aspects of profitability as well as technical innovation (Saudi Arabian Oil Co., 2012, 10). Saudi Aramco as a strategic intent is aiming at becoming a leader in technological development and being an integral part of Saudi’s flourishing and knowledge-based economy. In addition to all these, Saudi Aramco is also working to enable Saudi’s national economy become energy-efficient and its energy-support industries become more export-oriented. Discussion SWOT analysis of Saudi Aramco A SWOT analysis of Saudi Aramco done by Kobayashi Kobayashi reveals that the company has 4 main strengths. The first of this strengths, as captured in Kobayashi’s SWOT matrix, is the company’s spare production capacity which is, according to Kobayashi, the world’s largest (Kobayash i, 2007, 3). Another of Saudi Aramco’s strengths is its access to oil that is of low cost coupled with its access to assets of producing gas. Saudi Aramco’s technology portfolio that comprises of advanced upstream technologies coupled with its proactive staff is another of the company’s strengths. The company’s good relationship with the government of Saudi Arabia is also another of its strengths. One of the company’s weaknesses, as brought out in Kobayashi’s SWOT matrix, is what he terms â€Å"sour crude oil† (Kobayashi, 2007, 3). Other weaknesses of Saudi Aramco, as drawn from Kobayashi’s SWOT matrix, is the company’s only and heavy reliance on crude oil and its downstream capacity, which is relatively small. An opportunity for Saudi Aramco, according to Kobayashi’s SWOT matrix, is the high price of crude oil coupled with the company’s sufficiency in investment capital (Kobayashi, 2007, 3). Another opport unity that is beckoning for Saudi Aramco, as drawn from Kobayashi’s SWOT matrix, is the rising demand for oil in Asia.Advertising We will write a custom report sample on Saudi Aramco Marketing Strategies specifically for you for only $16.05 $11/page Learn More The Kingdom of Saudi Arabia’s rise to World Trade organization (WTO) is another opportunity for Saudi Aramco. Kobayashi in his SWOT matrix notes that threats facing Saudi Aramco is the rising local demand in Saudi Arabia for gas and potential drop in global demand for oil resulting from its current high prices (Kobayashi, 2007, 3). Market segmentation Saudi Aramco most likely uses a geographic market segmentation of its market as evidenced by its petroleum exports, numerous affiliate organizations in different parts of the world and the fact that it is a multinational company. In geographic market segmentation, an organization segments its customers along the basis of their physical location, which in Saudi Aramco’s case is country or continent (WebFinance, Inc., 2012, 1). This type of geographical segmentation is important for Saudi Aramco because it enables it identify high priority geographical locations (countries or continents) where it can increase its investments or marketing efforts. Another market segmentation that is most likely being used by Saudi Aramco is â€Å"Positive† market segmentation, in which the company’s customers are divided mainly according to their needs. The reason why this is a possibility is that Saudi Aramco is not dealing in petroleum only but also in petrochemicals (Kobayashi, 2007, 20 ). By this fact, they have customer’s with different needs and, as such, can only be segmented by the â€Å"Positive† market approach. By doing this, Saudi Aramco is able to better identify how it can improve its customer relations most likely through continual improvement of its products. How Saudi Aramco caters for market segments In whichever segment, Saudi Aramco mainly caters for its customers through innovation. Through innovation, Saudi Aramco continually comes up with new technology, which it uses to improve its services, e.g. improving its energy supply. The company believes that its innovative culture has been crucial and instrumental in ensuring that it remains at the fore front in the petroleum-based energy business and guaranteeing a bright future not only for the company but also for its customers as well (Saudi Arabian Oil Co., 2012, 1). Saudi Aramco acquired its 100th patent in 2010 and it is still aiming at acquiring more. In the heart of Saudi Aramco’s innovation, there are its two research centers which, according to Saudi Arabian Oil Co., are the â€Å"Research and Development Center (RDC)† and the â€Å"Exploration and Petroleum Engineering Center Advanced Research Center (EXPEC ARC)† (Saudi Arabian Oil Co., 2012, 1).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The article â€Å"Innovation at Saudi Aramco† says this of the company’s innovative culture â€Å"Today, you can see innovation in every aspect of our business. It’s why we’re widely recognized as an industry leader in using advanced technology throughout our company†(Saudi Arabian Oil Co., 2012, 1). Clearly, this statement underpins the importance of innovation to Saudi Aramco’s public image and relations. Saudi Aramco’s internet portal is another way in which the company indirectly caters for customers in its various market segments (Saudi Aramco, 2006,2). Through this internet portal, customers are able to communicate their desires with Saudi Aramco, thus, facilitating easier problem-solving. Another way in which Saudi Aramco caters for its customer is though its organizational culture. Saudi Aramco’s organizational culture ensures that the company’s staff is highly motivated throughout. Highly motivated staff is esse ntial in ensuring that an organization’s customers are satisfied. How Saudi Aramco designs and manages its products Saudi Aramco’s innovative culture and philosophy imply that the company designs and manages its products using the continuous quality improvement and total quality management approaches respectively. The use of both of these approaches is to ensure that customer satisfaction is attained. According to Department of Children Family Services, continuous quality improvement (or CQI) is â€Å"a process of creating an environment in which management and workers strive to create constantly improving quality† (Department of Children Family Services, 2012, 1). Total quality management is defined by the American Society for Quality as â€Å"management approach to long-term success through customer satisfaction† (American Society for Quality, n.d, para. 1). Continuous quality improvement is a performance oriented procedure in which the current perfor mance of a product or process is measured, analyzed and improved. One method of continuous quality management that is applicable in Saudi Aramco’s case is the Failure Mode and Effect Analysis (FMEA). Generally, in FMEA, potential failures of a product or process are identified before hand and prioritized then possible solutions formulated to deal with them. To achieve total quality management, an organization like Saudi Aramco should integrate within its processes statistical quality control procedures coupled with dedicated employee involvement in the company’s continuous quality improvement program. It is important to note that in total quality management, the customer holds the definition of quality and, as such, his/her standard should be met. In addition to these, the organization’s point of view should also be taken into account. How Saudi Aramco promotes its products Following the discussion above, it is inferred that Saudi Aramco’s main method of promoting its products is through providing its customer base with products of high quality through advanced technological processes. In this way, the products market and promote themselves. Saudi’s main effort of improving the quality of its products and processes as seen the company’s public image improve as it has been shown in the article â€Å"Innovation at Saudi Aramco†, which says that this of the company’s innovative culture â€Å"Today, you can see innovation in every aspect of our business. It’s why we’re widely recognized as an industry leader in using advanced technology throughout our company† (Saudi Arabian Oil Co., 2012, 1). It, therefore, follows that research and development is at the centre of Saudi Aramco’s product promotion services. The research and development give Saudi Aramco the knowledge it needs to advance its technology and subsequently improve the quality of its products. Saudi Aramco is also involv ed in creating environmental awareness, which is another way in which the company improve its public image and subsequently promotes its products. How Saudi Aramco maintains its public image Saudi Aramco maintains its public image primarily through ensuring high standards of quality in its process and products. This is inherently achieved through the company’s innovative culture, which facilitates the realization of new and advanced technology. This is again shown in the article â€Å"Innovation at Saudi Aramco†, which says that this of the company’s innovative culture â€Å"Today, you can see innovation in every aspect of our business. It’s why we’re widely recognized as an industry leader in using advanced technology throughout our company† (Saudi Arabian Oil Co., 2012, 1). It follows that research and development is at the centre of Saudi Aramco’s efforts aimed at maintaining its public image. Again, the research and development gi ve Saudi Aramco the knowledge it needs to advance its technology and subsequently maintain high standards of quality in its products. Another way in which Saudi Aramco maintains its public image is through its organizational culture, which ensures that the company’s staff are motivated through out. Highly motivated employees in a company means that the company’s employee turnover rate is low, which is good for a company’s public image. Sigma Systems Inc. points out that a high employee turn over rate easily leads to poor public relations (Sigma Assessment Systems Inc., 2012, 11). Another way in which Saudi Aramco maintains its public image is through its involvement in activities aimed at increasing environmental awareness. Such involvement portrays to the public the image of a responsible company. Another way in which Saudi Aramco maintains its public image is though creating educational opportunities, which again portrays to the public the image of a responsib le company that is giving back to the community. How Saudi Aramco manages customer loyalty One way in which the company manages its customer loyalty is through its organizational culture. Saudi Aramco’s organizational culture ensures that the company’s staff remain highly motivated. This is integral in ensuring that the company’s customers are satisfied. When the customers are satisfied, it is most likely that they will be loyal than when they are not. Another way in which Saudi Aramco is managing its customer loyalty is by ensuring that it maintains the good public image it has built for itself. Saudi Aramco is dedicated to innovation which, at the moment, gives the company a good reputation. Saudi Aramco is also dedicated to creating educational opportunities and promoting environmental awareness. These efforts boost its public image. A good public image is an ingredient of strong customer loyalty. Another way in which Saudi Aramco is managing its customer loy alty is through its internet portal through which customers can post their comments or problems. Recommendations One recommendation to Saudi Aramco is for the company to couple its research and development activities with knowledge integration. By doing this, Saudi Aramco will ensure that available knowledge is not discarded but put to optimal use in formulating solutions to the challenges the company is facing in its growth. Another recommendation that this report makes to Saudi Aramco is for the company to maintain a high code of ethics coupled together with an ethical decision making model. A high code of ethics is instrumental in maintaining a highly motivated staff and strong public relations. Another recommendation this report makes to Saudi Aramco is for the company to integrate within itself a critical thinking culture, which will ensure that there is objectivity and rationality in the company. Eventually, this will safeguard the company’s already good public relation s and maintain customer loyalty. Another recommendation this report makes to Saudi Aramco is for the company to maintain (or if possible improve) its current organizational culture that has enabled it maintain a highly motivated staff. Another recommendation to Saudi Aramco is that it should maximize on its strengths and take hold of its opportunities as they are captured in Kobayashi’s SWOT matrix. Another recommendation to Saudi Aramco, is for it to eliminate its weaknesses and be mindful of its threats, as they are captured in Kobayashi†s matrix. Conclusion Saudi Aramco has established itself as a leader in its industry and it has the potential to remain just that. If Saudi Aramco can adopt the recommendation of this report, then it will solidify its position and have an edge over its competitors. References AOC UK Ltd. (2012). About Saudi Aramco. Retrieved from http://www.jobsataramco.eu/20/about-saudi-aramco.htm American Society for Quality. (n.d.). Total quality m anagement (TQM). Retrieved from http://asq.org/learn-about-quality/total-quality-management/overview/overview.html Department of Children Family Services. (2012). Continuous quality improvement (CQI). Retrieved from http://www.dss.louisiana.gov/index.cfm?md=pagebuildertmp=homepid=114 Kobayashi, Y.(2007). Corporate strategies of Saudi Aramco. Retrieved from http://www.rice.edu/energy/publications/docs/NOCs/Papers/NOC_Kobayashi%20SAramco.pdf Saudi Arabian Oil Co. (2012). Innovation at Saudi Aramco. Retrieved from http://www.saudiaramco.com/en/home/innovation2/innovation-at-saudi-aramco.html#innovation%257C%252Fen%252Fhome%252Finnovation2%252Finnovation-at-saudi-aramco.baseajax.html Saudi Arabian Oil Co. (2012). Our vision. Retrieved from http://www.saudiaramco.com/en/home.html#our-vision Saudi Arabian Oil Co. (2012). Our vision. Retrieved from http://www.saudiaramco.com/en/home/our-vision.html#our-vision%257C%252Fen%252Fhome%252Four-vision.baseajax.html Saudi Aramco. (2006). Help and support. Retrieved from https://portal.aramco.com/portal/Help/SettingsContent.html Sigma Assessment Systems Inc. (2011). Overview of employee turnover research. Retrieved from http://sigmaassessmentsystems.com/articles/empturnover.asp WebFinance, Inc. (2012). Geographic segmentation. 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