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Porter’s Five Forces Model
Porter’s Five Forces Model
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Order Number |
NMTYU87649 |
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Type of Project |
ESSAY |
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Writer Level |
PHD VERIFIED |
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Format |
APA |
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Academic Sources |
10 |
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Page Count |
3-12 PAGES |
Instructions/Descriptions
In the assessment of the business level strategy, Porter’s five forces model generally use to identify whether new products or services will be profitable in the market. Additionally, this model also uses to understand the balance of power between competitors (Roehrich, 2016).
Moreover, this model is also utilized to assess business level strategy because of the strengths of five vital forces that typically affect the business competition, such as Suppliers’ power, Buyers’ power, and Competitive rivalry, including, the threat of substitution, and the threat of new entry.
In this, the five forces generally affect the business effectively because of their ability to analyze market effectively. It is expected that anyone can identify the strength of each of the forces when analyze properly because it includes quality of the other tools or models (Roehrich, 2016).
When this model is utilized, it can be swiftly assessing the strength of the business position in the market like SWOT analysis. At this stage, Porters five forces model increases the chance to earn more profit in the industry after moving the balance of power more in favor of a company.[Order Now]
Ways to Make Sound Decisions
The health care managers can use the Five Force’s model to make sound decisions for their organizations with the help of analyzing market conditions in which it is necessary to recognize needs and expectations of the people regarding better health care.
Further, health care managers can also use the model to make sound decisions for their organizations through improving the health care environment to satisfy expectations of the patients (DeMeester et al., 2016). In most of the situations, the health care managers can use this model to protect competitions and develop latest health care equipments to provide standard treatment facilities.
This model can increase knowledge and understanding of the health care managers to create effective health care strategies in order to protect bargaining power of the patients.
At the same time, the health care managers can use the model in decision making by implementing it towards bringing efficiency in the health care organizations by managing good health care systems. Sometimes, the health care managers can use this model as the research and development activities to show themselves as specific health care professionals in the market (DeMeester et al., 2016).
This model can be utilized in order to create accountability in the health care management system to increase reputation in the market.[Order Now]
References
DeMeester et al. (2016). A Model of Organizational Context and Shared Decision Making: Application to LGBT Racial and Ethnic Minority Patients. Journal of General Internal Medicine, 1-12.
Roehrich, J. (2016). Sourcing Portfolio Analysis: Power positioning tools for category management & strategic sourcing. Journal of Purchasing and Supply Management, 22 (1), 66-67.
Week 5 Discussion
- Select one task and provide a one-sentence demonstration explaining how you would take the chosen task through Gagne-Briggs’s Nine Events.
- Based on the scenario, prepare a brief training cost analysis for a training program of your choice, including estimated time requirements for each task and relating those time requirements to the overall cost you have identified for the project. Then, briefly describe your strategy for implementation.
| Slide # | Scene/Interaction | Narration |
| Slide 1 | Scene 1
Taormina Conference Room |
Deborah: Hello! Are you ready to get started?
Last week, we conducted a person analysis to determine common elements affecting performance. Then, we concluded that the employees at the call center definitely need some training and development opportunities to address the issues causing their performance gap. Today we will start designing our training program. We should start by defining the objectives of our program. What do you think? Remember, training objectives refer to all the objectives that are developed for the training program. You know how to create an effective training objective, correct? Let’s complete a quick activity to make sure! |
| Slide 2 | Test your Knowledge
A good objective should have the following 3 elements: Desired outcome, conditions, and standards. Correct! An effective training objective should specify what is expected to occur; under what conditions is the outcome expected to occur; and what criteria signify that the outcome is acceptable. Budgeting, trainee population, and purpose statement. Incorrect! Budgeting for training is estimated even before a TNA is conducted. Even when the organization is not clear of what training is required, the budget is always considered at the beginning of any research effort. Trainee population has been already identified when we conducted the training need analysis. Also, the purpose statement is the summary of the training objectives. |
Deborah: Correct! An effective training objective should specify what is expected to occur; under what conditions is the outcome expected to occur; and what criteria signify that the outcome is acceptable.
Incorrect! Budgeting for training is estimated even before a TNA is conducted. Even when the organization is not clear of what training is required, the budget is always considered at the beginning of any research effort. Trainee population has been already identified when we conducted the training need analysis. Also, the purpose statement is the summary of the training objectives. |
| Slide 3 | Scene 2
Deborah’s Office |
Deborah: Well done! A good training objective must specify the desired outcome, the conditions, and the standards.
Our next step is to develop our training objective. A well-defined training objective will ensure the success of the training program. Remember, the training objective must be clear and relevant, and most importantly, they must be communicated with the audience that will receive the training, Can you do that today? (pause)…Great! Remember, when writing a training objective, we must think not only about what will be learned, but also about how the learning will be demonstrated. Also, keep in mind that we are designing a training program to address the lack of communication among co-workers and direct supervisors. |
| Slide 4 | Test your Knowledge
Which of the following objectives seem to be the most effective for our training proposal: At the completion of the training, the trainee will be able to use three different communication strategies that fit the employee’s personality to address a conflict during a managerial meeting. Correct! This training objective has the three components studied before. Desired outcome (the trainee will practice learned concepts, which will be eventually transferred to the job), conditions (the trainee will simulate a meeting scenario) and, standards (the trainee must solve the conflict). At the completion of the training, the trainee will be able to address communication gaps among participants. Incorrect ! This objective is vague and it doesn’t have the three components of a good objective: desired outcome, conditions, and standards. At the completion of the training, the trainee will be able to recite all communication strategies learned during the training session as confirmation of the learning experience. Incorrect! This objective is not effective. The employee will memorize concepts; however, without practicing them, the transference of learning is not guarantee. Moreover, it doesn’t have the three components of a good objective: desired outcome, conditions, and standards. |
Deborah: Correct! This objective has the three components of an effective training objective. First, desired outcome (the trainee will practice learned concepts, which will be eventually transferred to the job), second, conditions (the trainee will simulate a meeting scenario) and, third, standards (the trainee must solve the conflict).
Incorrect! This objective is vague and it doesn’t have the three components of a good objective: desired outcome, conditions, and standards. Incorrect! This objective is not effective. The employee will memorize concepts; however, without practicing them, the transference of learning is not guarantee. Moreover, it doesn’t have the three components of a good objective: desired outcome, conditions, and standards. |
| Slide 5 | Scene 3
Deborah’s office |
Deborah: Great job completing this activity. You have written a solid training objective.
Now, we have to meet with Ron to get his input. |
| Slide 6 | Scene 4
Hallway |
Ron: Hi Deborah! How are you?
Deborah: Good Ron, thank you for asking! And you? Ron: Good too. Deborah: My training specialist has written the training objective. We would like your feedback. Do you have a few minutes? Ron: Of course. But first, let me call Alex. She has very good critical thinking skills. She’s a big help to me on this team. Deborah: Excellent! |
| Slide 7 | Scene 5
Training Center |
Alex: Hi all! How can I help you?
Ron: Well, Alex, Deborah and her training specialist have written the training objective. They want us to provide some input. Alex: (reading some papers). Well, I would like to have the name of the training to ensure the validity of this objective. Deborah: Good thinking! The training program should be called: Calling for Effective Communication. This could be a good title, as we are addressing a need at a call center. Alex: Sounds good to me! Well, the training objective seems to cover all the needs that were brought up by us. Deborah: Alex brought a good point to our training proposal. The name of our training program should be connected to our objective. |
| Slide 8 | Scene 6
Deborah’s Office |
Deborah:
Let’s review what we have done today. All of our activities focused on designing our training program. We reviewed the critical components of a good training objective. We used a panel of experts to validate the accuracy of the training objective. Finally, we gave a name to our training proposal, ensuring connection with the training objective. That’s what I call a good job! Please participate in discussions about the topics we covered today, as well as completing relevant e-Activities. See you soon! |
Web 2.0 and social network
Web 2.0 and Social Networks-Case assignment
The purpose of the Session Long Project in Trident University classes is to give you the opportunity to explore the applicability of the Module to your own life, work, and place in space and time, and to experiment with the Module to see how the otherwise academically rigorous presentation of a topic may, with more or less work and/or trauma, become “up close and personal.”
This is done in a number of different ways—sometimes cumulative papers, sometimes practical hands-on experimentation with a tool of some sort, sometimes reflections on a place of work or life. The common thread is personal application, aimed at demonstrating a cumulative knowledge and understanding of the course’s material.
The main purpose of the written parts of the assignments is to show that you’ve had some experiences doing the project, that you’ve thought carefully about what they mean for your own education, and that you can make some personal applications of this meaning to your own professional and/or personal understanding.
Demonstrating this understanding is actually considerably more important than carrying out any specific step in the project instructions.
So that’s the general SLP approach for this course. If you have questions at any point about what to do or how to strategize your exercises, please contact your instructor for illumination and assistance.
For Module 1, you are required to write about a social network tool you use frequently to interact with your friends.
Develop either a presentation or a paper on the following:
- The technologies behind the social network tool.
- Your experience with this tool.
- How it has changed the way you interact with your friends and family. Is the change a positive or negative one from your perspective?
If you select to do a paper on the social network tool, then your paper should be short (3-5 pages, not including cover sheet and references) and should cover the three areas listed above.
Porter’s Five Forces Model
