Assignment Prompt & Instructions
[>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)
– 2 years ago
**files (2)**
– ## BusinessPolicyandStrategyPHI4302_UnitVDB.docx
– ## UnitVStudyGuide.pdf
**## BusinessPolicyandStrategyPHI4302_UnitVDB.docx**
2
Unit V DB
Your post should be at least 200 words in length.
In this unit, we discussed the concept of market segmentation, which is defined as product positioning that subdivides the market to target specific customers. Identify a product that you have seen with either effective or ineffective market segmentation. Explain what makes the market segmentation effective or ineffective.
**## UnitVStudyGuide.pdf**
BUS 4302, Business Policy and Strategy 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
8. Assess the strategy evaluation process.
8.2 Discuss strategy implementation in organizations.
8.3 Examine issues that impact competitiveness and strategic-planning decisions.
Required Unit Resources
Chapter 7: Implementing Strategies: Management and Marketing Issues
Chapter 8: Implementing Strategies: Finance and Accounting Issues
Unit Lesson
Implementing Strategy
Chapters 7 and 8 will focus on how to implement strategies. Within the discussion, there will be ways to
effectively define an organizational structure and manage organizational culture, corporate wellness, and
employee and executive compensation. Additionally, you will learn ways to handle resistance to change,
human resource issues, and restructuring.
Strategic formulation is the positioning of forces before an action is conducted, while strategy implementation
is managing the forces during the action. For example, the formulation attempts to preempt a strategy based
on many factors to include market conditions and structure. The strategy implementation is how to implement
the strategy during the actual operational process. The chart below has been created to articulate the
differences between the two strategies.
Strategy Formulation Strategy Implementation
Before an action occurs During the action
Effectiveness Efficiency
Intellectual process Operational process
Good initiative and analytical
skills
Motivation and leadership skills
Coordination among few Coordination among many
Annual Objectives
The annual objective process is a decentralized organization inclusive process that includes all managers and
leaders within the organization. Annual objectives assist with the allocation of resources, evaluating
managers, monitoring progress, and establishing organizational priorities. The textbook defines annual
objectives as being measurable, consistent, challenging, and able to be clearly communicated throughout the
organization (David et al., 2020). It is also noted that the objectives should be compatible with employees’
values system. These are generally revised on an annual basis in an effort to remain relevant to both the
consumer and the employees.
Policies
In an effort to fully implement strategies, an organization may need to update or incorporate new policies to
assist with achieving the organizational goals. Policy is defined as guidelines, rules, and administrative
UNIT V STUDY GUIDE
Implementing Strategy
BUS 4302, Business Policy and Strategy 2
UNIT x STUDY GUIDE
Title
practices to support the organization to achieve their stated goal (David et al., 2020). For example, a policy for
a fast food restaurant may be to offer their employees reduced cost meals, but not free meals. The thought
process is that the employees may literally eat the profits of the restaurant. By requiring a policy of a reduced
cost, the employer is able to break even while maintaining profit margins from their paying customers. The
policy may also include provisions; for instance, if an employee does not pay for his or her meal, this is
considered stealing and grounds for termination. Another policy may be a universal ban related to smoking on
the organization’s property. This policy would potentially affect their customers, employees, and visitors.
Managing Conflict
Conflict has the potential to occur within any organization, regardless of facility type. Conflict can arise when
there is a disagreement on an issue. Conflict can be as simple as rearranging employees’ schedules to better
support the needs of customers. The rearrangement may cause personal issues for the employees; resolution
(conflict approach) can be initiated to resolve any potential issues. Individuals may have different expectations
based on required objectives, thus potentially creating conflict. Sometimes, conflict is healthy for an
organization, as long as it can be resolved before it becomes dysfunctional or hostile. An example of healthy
conflict could arise while deciphering where to place a product and how to produce the product. This type of
product induces deeper thought and appreciation of the team effort. Conflict can promote values and
increase outcomes if carried out in a way that is constructive to both entities. There are different types of
approaches related to conflict, and these are articulated in the chart below:
Conflict Approach Description
Avoidance Ignoring the issue or problem
Defusion Playing down or compromising
Confrontation Exchange between entities so they can work
through their problems
Conflict is a fact of life whether within the organization or outside the system. Employers who recognize that
conflict (internally and externally) exists and are willing to implement procedures and practices to defuse
those instances are miles ahead of those who choose to ignore the conflict. Different employees deal with
conflict in different ways (Cascio & Boudreau, 2011). An increase in absences and job related injuries, a
decline in collaboration, and a reduction in the family friendly culture of the workplace are all signs of
unresolved conflict.
There is not a magic bullet to create an environment where conflict is resolved in a positive way. While there
is a wealth of self-help theories, the fact remains that the approach taken will be case specific. It is commonly
accepted that the most efficient and effective way to deal with conflict is to design solidly facilitated focus
groups within the work team where everyone’s voice is heard and everyone’s input is valued. When
procedures are in place, the institution can reach consensus and successfully move beyond the conflict and
actually may grow from the experience.
Strategy Implementation
During the past couple of units, we have focused extensively on strategy formulation. The next step is to take
a look at strategy implementation, followed by the third step of strategy evaluation. Strategy implementation
affects all levels of management and employees within an organization. Implementation includes marketing,
finance, research and development, and information systems to effectively support strategic management.
Marketing can play a large role in an organization’s success. Marketing issues can include social mobilization,
TV versus online marketing, and consumer driven expectations to include pricing and warranties.
Segmentation
Market segmentation is defined as product positioning based on subdividing the market to target specific
customers (David et al., 2020). For example, the cable-based television station MTV probably would not be
the target channel to roll out a TV advertisement related to family-friendly caravans. These types of
advertisements may be more favorable to a different demographic. Another example is to target a regional
demographic. McDonald’s Corporation conducts extensive research to target sandwiches to support specific
regional demographics. For example, in India, McDonald’s does not carry beef products in an effort to be
culturally sensitive; instead, McDonald’s provides non-beef options, such as vegetarian, chicken, and fish.
BUS 4302, Business Policy and Strategy 3
UNIT x STUDY GUIDE
Title
Facebook is another example that uses targeted marketing to encourage customers to purchase a product or
service that they may be interested in.
References
Cascio, W., & Boudreau, J. (2011). Investing in people: Financial impact of human resource initiatives.
Pearson.
David, F. R., David, F. R., & David, M. E. (2020). Strategic management: A competitive advantage approach,
concepts and cases (17th ed.). Pearson. https://online.vitalsource.com/#/books/9780135203736
Suggested Unit Resources
In order to access the following resources, click the links below.
The chapter presentations below will provide you with additional information on this unit’s concepts.
Access the Chapter 7 Presentation.
Access the PDF version of the Chapter 7 Presentation.
Access the Chapter 8 Presentation.
Access the PDF version of the Chapter 8 Presentation.
**## UnitVStudyGuide.pdf**
BUS 4302, Business Policy and Strategy 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
8. Assess the strategy evaluation process.
8.2 Discuss strategy implementation in organizations.
8.3 Examine issues that impact competitiveness and strategic-planning decisions.
Required Unit Resources
Chapter 7: Implementing Strategies: Management and Marketing Issues
Chapter 8: Implementing Strategies: Finance and Accounting Issues
Unit Lesson
Implementing Strategy
Chapters 7 and 8 will focus on how to implement strategies. Within the discussion, there will be ways to
effectively define an organizational structure and manage organizational culture, corporate wellness, and
employee and executive compensation. Additionally, you will learn ways to handle resistance to change,
human resource issues, and restructuring.
Strategic formulation is the positioning of forces before an action is conducted, while strategy implementation
is managing the forces during the action. For example, the formulation attempts to preempt a strategy based
on many factors to include market conditions and structure. The strategy implementation is how to implement
the strategy during the actual operational process. The chart below has been created to articulate the
differences between the two strategies.
Strategy Formulation Strategy Implementation
Before an action occurs During the action
Effectiveness Efficiency
Intellectual process Operational process
Good initiative and analytical
skills
Motivation and leadership skills
Coordination among few Coordination among many
Annual Objectives
The annual objective process is a decentralized organization inclusive process that includes all managers and
leaders within the organization. Annual objectives assist with the allocation of resources, evaluating
managers, monitoring progress, and establishing organizational priorities. The textbook defines annual
objectives as being measurable, consistent, challenging, and able to be clearly communicated throughout the
organization (David et al., 2020). It is also noted that the objectives should be compatible with employees’
values system. These are generally revised on an annual basis in an effort to remain relevant to both the
consumer and the employees.
Policies
In an effort to fully implement strategies, an organization may need to update or incorporate new policies to
assist with achieving the organizational goals. Policy is defined as guidelines, rules, and administrative
UNIT V STUDY GUIDE
Implementing Strategy
BUS 4302, Business Policy and Strategy 2
UNIT x STUDY GUIDE
Title
practices to support the organization to achieve their stated goal (David et al., 2020). For example, a policy for
a fast food restaurant may be to offer their employees reduced cost meals, but not free meals. The thought
process is that the employees may literally eat the profits of the restaurant. By requiring a policy of a reduced
cost, the employer is able to break even while maintaining profit margins from their paying customers. The
policy may also include provisions; for instance, if an employee does not pay for his or her meal, this is
considered stealing and grounds for termination. Another policy may be a universal ban related to smoking on
the organization’s property. This policy would potentially affect their customers, employees, and visitors.
Managing Conflict
Conflict has the potential to occur within any organization, regardless of facility type. Conflict can arise when
there is a disagreement on an issue. Conflict can be as simple as rearranging employees’ schedules to better
support the needs of customers. The rearrangement may cause personal issues for the employees; resolution
(conflict approach) can be initiated to resolve any potential issues. Individuals may have different expectations
based on required objectives, thus potentially creating conflict. Sometimes, conflict is healthy for an
organization, as long as it can be resolved before it becomes dysfunctional or hostile. An example of healthy
conflict could arise while deciphering where to place a product and how to produce the product. This type of
product induces deeper thought and appreciation of the team effort. Conflict can promote values and
increase outcomes if carried out in a way that is constructive to both entities. There are different types of
approaches related to conflict, and these are articulated in the chart below:
Conflict Approach Description
Avoidance Ignoring the issue or problem
Defusion Playing down or compromising
Confrontation Exchange between entities so they can work
through their problems
Conflict is a fact of life whether within the organization or outside the system. Employers who recognize that
conflict (internally and externally) exists and are willing to implement procedures and practices to defuse
those instances are miles ahead of those who choose to ignore the conflict. Different employees deal with
conflict in different ways (Cascio & Boudreau, 2011). An increase in absences and job related injuries, a
decline in collaboration, and a reduction in the family friendly culture of the workplace are all signs of
unresolved conflict.
There is not a magic bullet to create an environment where conflict is resolved in a positive way. While there
is a wealth of self-help theories, the fact remains that the approach taken will be case specific. It is commonly
accepted that the most efficient and effective way to deal with conflict is to design solidly facilitated focus
groups within the work team where everyone’s voice is heard and everyone’s input is valued. When
procedures are in place, the institution can reach consensus and successfully move beyond the conflict and
actually may grow from the experience.
Strategy Implementation
During the past couple of units, we have focused extensively on strategy formulation. The next step is to take
a look at strategy implementation, followed by the third step of strategy evaluation. Strategy implementation
affects all levels of management and employees within an organization. Implementation includes marketing,
finance, research and development, and information systems to effectively support strategic management.
Marketing can play a large role in an organization’s success. Marketing issues can include social mobilization,
TV versus online marketing, and consumer driven expectations to include pricing and warranties.
Segmentation
Market segmentation is defined as product positioning based on subdividing the market to target specific
customers (David et al., 2020). For example, the cable-based television station MTV probably would not be
the target channel to roll out a TV advertisement related to family-friendly caravans. These types of
advertisements may be more favorable to a different demographic. Another example is to target a regional
demographic. McDonald’s Corporation conducts extensive research to target sandwiches to support specific
regional demographics. For example, in India, McDonald’s does not carry beef products in an effort to be
culturally sensitive; instead, McDonald’s provides non-beef options, such as vegetarian, chicken, and fish.
BUS 4302, Business Policy and Strategy 3
UNIT x STUDY GUIDE
Title
Facebook is another example that uses targeted marketing to encourage customers to purchase a product or
service that they may be interested in.
References
Cascio, W., & Boudreau, J. (2011). Investing in people: Financial impact of human resource initiatives.
Pearson.
David, F. R., David, F. R., & David, M. E. (2020). Strategic management: A competitive advantage approach,
concepts and cases (17th ed.). Pearson. https://online.vitalsource.com/#/books/9780135203736
Suggested Unit Resources
In order to access the following resources, click the links below.
The chapter presentations below will provide you with additional information on this unit’s concepts.
Access the Chapter 7 Presentation.
Access the PDF version of the Chapter 7 Presentation.
Access the Chapter 8 Presentation.
Access the PDF version of the Chapter 8 Presentation.
**## BusinessPolicyandStrategyPHI4302_UnitVDB.docx**
2
Unit V DB
Your post should be at least 200 words in length.
In this unit, we discussed the concept of market segmentation, which is defined as product positioning that subdivides the market to target specific customers. Identify a product that you have seen with either effective or ineffective market segmentation. Explain what makes the market segmentation effective or ineffective.
**## UnitVStudyGuide.pdf**
BUS 4302, Business Policy and Strategy 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
8. Assess the strategy evaluation process.
8.2 Discuss strategy implementation in organizations.
8.3 Examine issues that impact competitiveness and strategic-planning decisions.
Required Unit Resources
Chapter 7: Implementing Strategies: Management and Marketing Issues
Chapter 8: Implementing Strategies: Finance and Accounting Issues
Unit Lesson
Implementing Strategy
Chapters 7 and 8 will focus on how to implement strategies. Within the discussion, there will be ways to
effectively define an organizational structure and manage organizational culture, corporate wellness, and
employee and executive compensation. Additionally, you will learn ways to handle resistance to change,
human resource issues, and restructuring.
Strategic formulation is the positioning of forces before an action is conducted, while strategy implementation
is managing the forces during the action. For example, the formulation attempts to preempt a strategy based
on many factors to include market conditions and structure. The strategy implementation is how to implement
the strategy during the actual operational process. The chart below has been created to articulate the
differences between the two strategies.
Strategy Formulation Strategy Implementation
Before an action occurs During the action
Effectiveness Efficiency
Intellectual process Operational process
Good initiative and analytical
skills
Motivation and leadership skills
Coordination among few Coordination among many
Annual Objectives
The annual objective process is a decentralized organization inclusive process that includes all managers and
leaders within the organization. Annual objectives assist with the allocation of resources, evaluating
managers, monitoring progress, and establishing organizational priorities. The textbook defines annual
objectives as being measurable, consistent, challenging, and able to be clearly communicated throughout the
organization (David et al., 2020). It is also noted that the objectives should be compatible with employees’
values system. These are generally revised on an annual basis in an effort to remain relevant to both the
consumer and the employees.
Policies
In an effort to fully implement strategies, an organization may need to update or incorporate new policies to
assist with achieving the organizational goals. Policy is defined as guidelines, rules, and administrative
UNIT V STUDY GUIDE
Implementing Strategy
BUS 4302, Business Policy and Strategy 2
UNIT x STUDY GUIDE
Title
practices to support the organization to achieve their stated goal (David et al., 2020). For example, a policy for
a fast food restaurant may be to offer their employees reduced cost meals, but not free meals. The thought
process is that the employees may literally eat the profits of the restaurant. By requiring a policy of a reduced
cost, the employer is able to break even while maintaining profit margins from their paying customers. The
policy may also include provisions; for instance, if an employee does not pay for his or her meal, this is
considered stealing and grounds for termination. Another policy may be a universal ban related to smoking on
the organization’s property. This policy would potentially affect their customers, employees, and visitors.
Managing Conflict
Conflict has the potential to occur within any organization, regardless of facility type. Conflict can arise when
there is a disagreement on an issue. Conflict can be as simple as rearranging employees’ schedules to better
support the needs of customers. The rearrangement may cause personal issues for the employees; resolution
(conflict approach) can be initiated to resolve any potential issues. Individuals may have different expectations
based on required objectives, thus potentially creating conflict. Sometimes, conflict is healthy for an
organization, as long as it can be resolved before it becomes dysfunctional or hostile. An example of healthy
conflict could arise while deciphering where to place a product and how to produce the product. This type of
product induces deeper thought and appreciation of the team effort. Conflict can promote values and
increase outcomes if carried out in a way that is constructive to both entities. There are different types of
approaches related to conflict, and these are articulated in the chart below:
Conflict Approach Description
Avoidance Ignoring the issue or problem
Defusion Playing down or compromising
Confrontation Exchange between entities so they can work
through their problems
Conflict is a fact of life whether within the organization or outside the system. Employers who recognize that
conflict (internally and externally) exists and are willing to implement procedures and practices to defuse
those instances are miles ahead of those who choose to ignore the conflict. Different employees deal with
conflict in different ways (Cascio & Boudreau, 2011). An increase in absences and job related injuries, a
decline in collaboration, and a reduction in the family friendly culture of the workplace are all signs of
unresolved conflict.
There is not a magic bullet to create an environment where conflict is resolved in a positive way. While there
is a wealth of self-help theories, the fact remains that the approach taken will be case specific. It is commonly
accepted that the most efficient and effective way to deal with conflict is to design solidly facilitated focus
groups within the work team where everyone’s voice is heard and everyone’s input is valued. When
procedures are in place, the institution can reach consensus and successfully move beyond the conflict and
actually may grow from the experience.
Strategy Implementation
During the past couple of units, we have focused extensively on strategy formulation. The next step is to take
a look at strategy implementation, followed by the third step of strategy evaluation. Strategy implementation
affects all levels of management and employees within an organization. Implementation includes marketing,
finance, research and development, and information systems to effectively support strategic management.
Marketing can play a large role in an organization’s success. Marketing issues can include social mobilization,
TV versus online marketing, and consumer driven expectations to include pricing and warranties.
Segmentation
Market segmentation is defined as product positioning based on subdividing the market to target specific
customers (David et al., 2020). For example, the cable-based television station MTV probably would not be
the target channel to roll out a TV advertisement related to family-friendly caravans. These types of
advertisements may be more favorable to a different demographic. Another example is to target a regional
demographic. McDonald’s Corporation conducts extensive research to target sandwiches to support specific
regional demographics. For example, in India, McDonald’s does not carry beef products in an effort to be
culturally sensitive; instead, McDonald’s provides non-beef options, such as vegetarian, chicken, and fish.
BUS 4302, Business Policy and Strategy 3
UNIT x STUDY GUIDE
Title
Facebook is another example that uses targeted marketing to encourage customers to purchase a product or
service that they may be interested in.
References
Cascio, W., & Boudreau, J. (2011). Investing in people: Financial impact of human resource initiatives.
Pearson.
David, F. R., David, F. R., & David, M. E. (2020). Strategic management: A competitive advantage approach,
concepts and cases (17th ed.). Pearson. https://online.vitalsource.com/#/books/9780135203736
Suggested Unit Resources
In order to access the following resources, click the links below.
The chapter presentations below will provide you with additional information on this unit’s concepts.
Access the Chapter 7 Presentation.
Access the PDF version of the Chapter 7 Presentation.
Access the Chapter 8 Presentation.
Access the PDF version of the Chapter 8 Presentation.
**## BusinessPolicyandStrategyPHI4302_UnitVDB.docx**
2
Unit V DB
Your post should be at least 200 words in length.
In this unit, we discussed the concept of market segmentation, which is defined as product positioning that subdivides the market to target specific customers. Identify a product that you have seen with either effective or ineffective market segmentation. Explain what makes the market segmentation effective or ineffective.
**## UnitVStudyGuide.pdf**
BUS 4302, Business Policy and Strategy 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
8. Assess the strategy evaluation process.
8.2 Discuss strategy implementation in organizations.
8.3 Examine issues that impact competitiveness and strategic-planning decisions.
Required Unit Resources
Chapter 7: Implementing Strategies: Management and Marketing Issues
Chapter 8: Implementing Strategies: Finance and Accounting Issues
Unit Lesson
Implementing Strategy
Chapters 7 and 8 will focus on how to implement strategies. Within the discussion, there will be ways to
effectively define an organizational structure and manage organizational culture, corporate wellness, and
employee and executive compensation. Additionally, you will learn ways to handle resistance to change,
human resource issues, and restructuring.
Strategic formulation is the positioning of forces before an action is conducted, while strategy implementation
is managing the forces during the action. For example, the formulation attempts to preempt a strategy based
on many factors to include market conditions and structure. The strategy implementation is how to implement
the strategy during the actual operational process. The chart below has been created to articulate the
differences between the two strategies.
Strategy Formulation Strategy Implementation
Before an action occurs During the action
Effectiveness Efficiency
Intellectual process Operational process
Good initiative and analytical
skills
Motivation and leadership skills
Coordination among few Coordination among many
Annual Objectives
The annual objective process is a decentralized organization inclusive process that includes all managers and
leaders within the organization. Annual objectives assist with the allocation of resources, evaluating
managers, monitoring progress, and establishing organizational priorities. The textbook defines annual
objectives as being measurable, consistent, challenging, and able to be clearly communicated throughout the
organization (David et al., 2020). It is also noted that the objectives should be compatible with employees’
values system. These are generally revised on an annual basis in an effort to remain relevant to both the
consumer and the employees.
Policies
In an effort to fully implement strategies, an organization may need to update or incorporate new policies to
assist with achieving the organizational goals. Policy is defined as guidelines, rules, and administrative
UNIT V STUDY GUIDE
Implementing Strategy
BUS 4302, Business Policy and Strategy 2
UNIT x STUDY GUIDE
Title
practices to support the organization to achieve their stated goal (David et al., 2020). For example, a policy for
a fast food restaurant may be to offer their employees reduced cost meals, but not free meals. The thought
process is that the employees may literally eat the profits of the restaurant. By requiring a policy of a reduced
cost, the employer is able to break even while maintaining profit margins from their paying customers. The
policy may also include provisions; for instance, if an employee does not pay for his or her meal, this is
considered stealing and grounds for termination. Another policy may be a universal ban related to smoking on
the organization’s property. This policy would potentially affect their customers, employees, and visitors.
Managing Conflict
Conflict has the potential to occur within any organization, regardless of facility type. Conflict can arise when
there is a disagreement on an issue. Conflict can be as simple as rearranging employees’ schedules to better
support the needs of customers. The rearrangement may cause personal issues for the employees; resolution
(conflict approach) can be initiated to resolve any potential issues. Individuals may have different expectations
based on required objectives, thus potentially creating conflict. Sometimes, conflict is healthy for an
organization, as long as it can be resolved before it becomes dysfunctional or hostile. An example of healthy
conflict could arise while deciphering where to place a product and how to produce the product. This type of
product induces deeper thought and appreciation of the team effort. Conflict can promote values and
increase outcomes if carried out in a way that is constructive to both entities. There are different types of
approaches related to conflict, and these are articulated in the chart below:
Conflict Approach Description
Avoidance Ignoring the issue or problem
Defusion Playing down or compromising
Confrontation Exchange between entities so they can work
through their problems
Conflict is a fact of life whether within the organization or outside the system. Employers who recognize that
conflict (internally and externally) exists and are willing to implement procedures and practices to defuse
those instances are miles ahead of those who choose to ignore the conflict. Different employees deal with
conflict in different ways (Cascio & Boudreau, 2011). An increase in absences and job related injuries, a
decline in collaboration, and a reduction in the family friendly culture of the workplace are all signs of
unresolved conflict.
There is not a magic bullet to create an environment where conflict is resolved in a positive way. While there
is a wealth of self-help theories, the fact remains that the approach taken will be case specific. It is commonly
accepted that the most efficient and effective way to deal with conflict is to design solidly facilitated focus
groups within the work team where everyone’s voice is heard and everyone’s input is valued. When
procedures are in place, the institution can reach consensus and successfully move beyond the conflict and
actually may grow from the experience.
Strategy Implementation
During the past couple of units, we have focused extensively on strategy formulation. The next step is to take
a look at strategy implementation, followed by the third step of strategy evaluation. Strategy implementation
affects all levels of management and employees within an organization. Implementation includes marketing,
finance, research and development, and information systems to effectively support strategic management.
Marketing can play a large role in an organization’s success. Marketing issues can include social mobilization,
TV versus online marketing, and consumer driven expectations to include pricing and warranties.
Segmentation
Market segmentation is defined as product positioning based on subdividing the market to target specific
customers (David et al., 2020). For example, the cable-based television station MTV probably would not be
the target channel to roll out a TV advertisement related to family-friendly caravans. These types of
advertisements may be more favorable to a different demographic. Another example is to target a regional
demographic. McDonald’s Corporation conducts extensive research to target sandwiches to support specific
regional demographics. For example, in India, McDonald’s does not carry beef products in an effort to be
culturally sensitive; instead, McDonald’s provides non-beef options, such as vegetarian, chicken, and fish.
BUS 4302, Business Policy and Strategy 3
UNIT x STUDY GUIDE
Title
Facebook is another example that uses targeted marketing to encourage customers to purchase a product or
service that they may be interested in.
References
Cascio, W., & Boudreau, J. (2011). Investing in people: Financial impact of human resource initiatives.
Pearson.
David, F. R., David, F. R., & David, M. E. (2020). Strategic management: A competitive advantage approach,
concepts and cases (17th ed.). Pearson. https://online.vitalsource.com/#/books/9780135203736
Suggested Unit Resources
In order to access the following resources, click the links below.
The chapter presentations below will provide you with additional information on this unit’s concepts.
Access the Chapter 7 Presentation.
Access the PDF version of the Chapter 7 Presentation.
Access the Chapter 8 Presentation.
Access the PDF version of the Chapter 8 Presentation.