Employee Turnover Types, Theories and Effects

Employee Turnover Types, Theories and Effects In this chapter, the literature review is aimed to present the concept, models, theories and previous research to the causes and correlation of employee turnover. The contents focus on employee turnover, the factors that influence the employee turnover: personal characteristics, job satisfaction, organisational commitment and perceived alternative job opportunities. Employee turnover has been defined by Price (1977) as the movement of members across the boundary of an organisation. As Mobley (1982) defined that turnover is the voluntary cessation of membership in an organisation by an individual who receives monetary compensation for participating in that organisation. This definition emphasises voluntary behavior because primary turnover model seek to explain what motivates employees to withdraw from the workplace. Furthermore, this concept focuses on separation from an organisation and not includes accession, transfer, or other internal movements through an organisation. Moreover, there are many definitions in same perspective from many authors as Van der Merwe and Miller (1996) stated that employee turnover is a permanent withdrawal and also function of the person-work relationship. The authors emphasise that there should be a fit between the worker, the agency and the environment. If this fit is not present or available, turnover is likely to occur. This relationship is considered pervasive. It can be affected by any or all aspects of the job situation, both inside and outside the employing organisation. Lane (2001) described employee turnover as the result of both quits and layoffs and further states that some turnover is a result of jobs in one firm being destroyed and jobs in another firm being created and hence due to the reallocation of jobs across the economy in response to changes in product demand. From the descriptions above, the researcher could conclude that job turnover is when employees leave their employment permanently and the entrance of new employees to the organisation. That employee turnover can either be positive or negative, but all have a significant impact on productivity (Boxall and Baldwin, 2002) Types of employee turnover There are two different types of employee turnover in an organisation that many authors have identified the following types of employee turnover: Voluntary turnover Gomez-Mejia et al (1997) defined voluntary turnover as a separation that occurs when an employee decides for personal reasons to end the relationship with the employer. The decision could be based on the employee obtaining a better job, changing career, or wanting more time for family or the present job is unattractive because of poor working conditions, low pay or benefits, and bad relationship with supervisor. In most cases the decision to leave is a combination of having attractive alternative opportunities and being unhappy with aspects of the current job. Sims (2007) conceded that voluntary turnover occurs when an employee initiates the termination of their employment of their own free will. Quits is one type of voluntary turnover. Grobler et al (2002) defined quits as occurring when an employee leaves the organisation without giving the normal period of notice (e.g. one month). It is usually a sudden decision by the employee. Thus, it should be noted that quits can occur at any time and mostly when the organisation least expects it. This can be serious impact on the organisations total performance and productivity. Although organisation can not do much about employee quitting, they can try to determine the possible reason for leaving or for making that decision. Involuntary turnover Gomea-Mejia et al (1997) defined that involuntary turnover occurs when management decides to terminate its relationship with an employee due to economic necessity or a poor fit. The organisation or the employee cannot control this type of turnover. It is further stressed by the authors that involuntary turnover results in very serious and painful decisions that can have a profound impact on the entire organisation, espacially the employee who loses his or her job. Mkhize (1998) concedes involuntary turnover as when an employee is asked by the organisation to leave. Involuntary turnover represents employer-initiated job separations over which employee have little or no personal say, such as dismissal or layoffs. Sims (2007) also concedes that involuntary turnover arises when employment is terminated against the wishes of employees. Those authors from their definitions stress the fact that with this type of turnover is result from the employers decision rather than the employee. It mig ht be employers would not want to keep poor performers or excess manpower. The costs of employee turnover Kelly (2001) stated that employee turnover costs are the problem that most executives are aware of but do not acknowledge as a potential loss of revenue. A lot of disadvantages that are brought up by employee turnover are clearly evident in cost benefit analyses. Human resource mangers know that employee turnover is a major cost and significantly impacts an organisation (Irvancewich, 1994). Many managers refuse to face up to these costs, but they might be forced to do so when considering the various factors necessary to calculate the cost of employee wastage (Stewart,1998) According to Mitchell et al (2001), employee turnover imposes extensive cost both the individual and the organisation level. At individual level, it does not matter if the person leaves voluntarily to another job or is forced to leave and take a personal toll. For organisation level, the problem arises when leaving employees take their valuable knowledge and expertise gained through experience with them. This turnover leads to numerous costs for the organisation, such as: Exist interview time and administrative requirement Payout of unused vacation time Cost of temporary workers Overtime for co-workers Training costs Replacement costs, include advertising, processing of candidates, interviewing, selecting. Potter (2002) postulated that employee turnover is a critical cost driver for American business. The cost of retaining and filling vacancies, lost productivity from vacant jobs and cost of training new employees increase operational costs. Elements of the cost of job turnover very widely and depend on whether all cost elements are recognised. The author further identifies three primary elements of employee turnover costs that include the following; Staffing Costs Sometimes are referred to as cost per hire. These include the costs of recruiting job applicants (such as advertising or job board posting, screening applicants, personal search, service brokerage fees, relocation expenses and signing bonuses). Vacancies cost While a position is vacant the productivity of the former employee is lost and the productivity of the overall organisation is reduced as the remaining workers cope with being shorthanded. Jay (1998) referred to these as the temporary replacement costs of getting the work done while the post is vacant and can include overtime, temps and many others. -Training cost The replacement employees time, other employees time and valuable resources must be expanded to train each employee and to facilitate the transition because no new employee starts working at 100% efficiency. Jay (1998) added the induction costs to the training and refers to this as direct costs and pay during unproductive early stages. Stone (2002) maintained that this phase is the non-productive time because it is characterised by dislocation of the other employees work as the new employee tries to settle down and incurs the same view on the lost productivity. Thus, training costs includes an organisations expenditure to orientate and train replacements and opportunity costs caused by inefficient production. The further statement identified an extension of those elements as follows: Redeployment Redeployment of an existing labour force as a result of labour turnover involves extra costs as this creates vacancies in the system. Assimilation and efficiency lost cost incurred before the new employee is fully proficient. Relocation Costs These costs include hotel charges, direct disturbances allowance, for example legal fees, removal fees, house purchase assistance and temporal travel subsidy of the new employee. Leaving costs These costs are associated with creating the vacancy, the closing of the previous appointment, for example refunding, superannuation payments, etc. Ham Griffeth (1995) refered to the leaving costs as the separation costs and describe them as those that quitting produces directly. A good example is exit interviews that are conducted when the employee leaves the employer to determine the reason for leaving. The researcher conceded that high employee turnover in an organisation means increased recruitment, selection and training costs. It can also mean a disruption in the efficient running of an organisation when knowledge, experienced personnel leave and replacements use be found and prepared to assume a position of responsibility. Theories related to employee turnover Expectancy theory holds that people are motivated to behave in ways that produce desired combinations of expected outcomes. Generally, expectancy theory can be used to predict behavior in any situation in which a choice between two or more alternatives must be made. For example, it can be used to predict whether to leave or stay at a job and whether to try substantial or minimal effort at task (kreitner and Kinicki, 2001). Vrooms expectancy theory (1964) According to Vroom (1964), the strength of tendency to act in a certain way depends on the strength of expectancy that the act will be followed by a given outcome and on the value or attractiveness of that outcome to the actor. Motivation, according to Vroom, boils down to decision of how much effort to put in specific task situation. This choice is based on a two-stage sequence of expectations that are effort-to-performance and performance-to-outcome. First, motivation is affected by an individuals expectation that a certain level of effort will produce the intended performance goal. Motivation also is influenced by the employees perceived chances of getting various outcomes as a result of accomplishing his or her performance goal. Individuals are motivated to the extent that they value the outcomes received. There are three key concepts within Vrooms model, which are expectancy, instrumentality, and valence. Expectancy According to Vrooms expectancy theory, expectancy represents an individuals belief that a particular degree of effort will be follow by a particular level of performance. In other words, it is an effort-to-performance expectation which refers to a degree of effort to which individual feels that it will lead to achievement of desired goal (kreitner and Kinicki, 2001) Instrumentality Instrumentality is a performance to outcome perception. It represents a persons belief that a particular outcome is contingent on accomplishing a specific level of performance (kreitner and Kinicki, 2001) Valence Valence refers to the positive or negative values people place on outcomes. For example, most employees have a positive valence for receiving additional money or recognition. In contrast, job stress and being laid off would likely be negatively valence for most individuals. In Vrooms expectancy theory, outcomes refer to different consequences that are contingent on performance, such as pay, promotion, or recognition. An outcomes valence depends on a individuals need (kreitner and Kinicki, 2001) Peter and Edward Lawlers Expectancy Theory (1969) Lyman Porter and Edward Lawler III developed an expectancy theory of motivation that extended Vrooms expectancy theory. This theory attempted to identifies the source of peoples valences and expectancies and link effort with performance and job satisfaction. There are three key variables which are predictors of effort, predictors of performance and predictors of reward and satisfaction (kreitner and Kinicki, 2001). Predictors of effort Effort is a function of perceived value of reward which represents the rewards valence and the perceived effort to reward probability. Employees will exhibit more effort when they believe they will receive values rewards for task accomplishment. Predictors of performance Performance determined by more than effort. The relationship between effort and performance is contingent on an employees abilities and traits and role perceptions. That is, employees with higher abilities attain higher performance for a given level of effort than employees with less ability. Similarly, effort results in higher performance when employees clearly understand and are comfortable with their roles. This occurs because effort is channels into the most important job activities or tasks. Predictors of rewards and satisfaction Employees receive both intrinsic and extrinsic rewards for performance. Intrinsic rewards are self- granted and consist of intangible such as a sense of accomplishment and achievement. Extrinsic rewards are tangible outcomes such as pay and public recognition. In turn, job satisfaction is determined by employees perceptions of the equity of the rewards received. Employees are more satisfied when they feel equitably rewards. Finally, employees future effort to reward probabilities is influenced by past experience with performance and rewards. Models of employee turnover To reinforce the previous definitions of employee turnover Man Sararat (1984) stated that a labour force movement was a process whereby labourers would make decision in regard to where and when they would work. It means the labourers choose their own employers and locations where they will work, and may change their jobs and companies as many times as the wish. Personal characteristics The concept of personal characteristic The personal factors include individual qualities that can be viewed as personal traits the employee possesses and which are distinctive to the individual (Harmse, 1999). The author further asserted that it has to do with what and who the individual is within his total being and which guide his behavior or functioning. According to the researcher, the employees general outlook on life is one of the major factors that influence employee turnover. An employee with a high self-esteem, confidence in his or her abilities and with a positive outlook on life is more likely to stay than the one with a negative attitude. Thus, these factors are inherent in human behavior. The following are the personal factors that influences employee turnover as identified by different authors. Relationship between personal characteristics and employee turnover A large number of research studies have identified the importance of individual or personal characteristic factors as predictors of employee turnover (Arnold Feldman, 1982; Cotton Tuttle, 1986; Lee Mowday, (1987). Among the characteristics most commonly examined are age, education, and tenure (length of time a person has worked in an organisation) (McBey Karakowsky, 2000; Mowday, 1982) The personal characteristic differences had been identified as potentially important correlates of turnover. This was because gender and age may be important negative correlates of turnover intention and turnover (Thatcher et al., 2003). Various studies had attempted to look beyond the traditional relationship theorised between job satisfaction and voluntary turnover. Gleser (1990) states that sex, race and age variables should be considered since minority group may face discriminatory practices and may approach job satisfaction differently than more normative groups. Age and employee turnover Drafke and Kossen (2002) maintained that employee turnover typically increases with age. Older employees have more work experience. They have a better understanding of what work needs can satisfy and overall they have a more realistic view of work and life. Young employees have comparatively little or no job experience with which to compare their current jobs and because of this they are more likely to substitute the opinions of other people, their own beliefs about other peoples jobs and their own idealistic views of what should be their lack of experience. In another way, Younger employees had more entry-level job opportunities and few family responsibilities, thus making job mobility easier. They may also have inaccurate expectation regarding working, which are not fulfilled in their early jobs (Porter Steers, 1973; Wanous, 1980). Therefore, younger employees are more likely to terminate their employment than older employees. Furthermore, Mc McCullough (2002) who stressed that age is a widely known factor that influences employee turnover. The author further states that the younger employee, the stronger likelihood of employee quit. The longer that employee stays, the more turnover risk goes down. Similarly older employees are less likely to quit than younger ones, as younger ones are more likely to take employment risks and hop to other jobs. The author still concedes that research has confirmed that the older employee, the lower likelihood of quitting. Education and employee turnover Neither a strong nor a consistent relationship between education and turnover is evident in the literature (Mobley, 1979; Price, 1977). Since many turnover studies are based on individuals with similar educations, a relation between turnover and education is difficult to establish. However, Arnold and Feldman (1982) and Brief and Aldag (1980) stated that education is positively related to employee turnover. Wong et al. (1999) found that individuals with higher education levels are better informed of the alternative opportunities available in the external labour market. Managers with high educational qualifications, by virtue of their high employability, they are greater discretion in their choice to turnover. If mangers perceive that reward levels are not commensurate with education or human capital value and performance levels, it is likely that they will report a greater number of turnover cognitions (Trevor et al., 2007) Tenure and employee turnover According to streers (1997) and Mobley (1982), there are many research studies which suggest that a negative relationship exists between tenure and turnover. The research has indicated that relatively high turnover occurs among new employees (Mobley, 1982). It should be noted that tenure has been considered as a covariant of age (Bedeian et al., 1992; Kacmar Ferris, 1989), and consequently its influence is similar to that of age. As an employees tenure increases, the formal benefits (e.g. compensation and promotions) and informal benefits (e.g. status) also increase. Given these issues, employees with higher tenure are less likely to leave their organisation for fear of losing these benefits upon entry into a new organisation (Hellman, 1997). Job satisfaction The description of job satisfaction There are many authors define job satisfaction in the literature. Job satisfaction is influenced by economic factors such as pay, benefit and rewords as well as structural and procedural factors reflecting autonomy or fairness. Hersey and Blanchard (1993) defined the job satisfaction is a consequence of the past which refer to employees feeling about the reward they have received when comparison with work role input and its outcome. Robbins (1996) conceded that job satisfaction refer to a collecting attitude toward ones job which is different between the amount of rewards workers receive and the amount that they should receive. Mitchell et al (2001) stated that employees who feel satisfied with their jobs have a positive experience of their pay, supervision, chances for promotion, work environment, clear roles and met expectations. Furthermore, Weiss and Cropanzano (1998) stated that job satisfaction represents a persons evaluation of his or her job and work context. It is an appraisal of the perceive job characteristics and emotional experiences at work. Satisfied employees have a favorable evaluation of their job based on their observation and emotional experiences. In the same way, Schermerhorn et al (2000) define job satisfaction as the degree to which individuals feel positively or negatively about their jobs. It is an attitude or emotional response to ones tasks as well as to the physical and social conditions of workplace. According to Locke (1976), job satisfaction is really a collection of attitudes about specific facets of the job. Employees can satisfy with some elements of the job while simultaneously dissatisfy with others. Different type of satisfaction will lend to different intention and behavior (McShane and Glinow, 2002). To access ones job satisfaction, five facets of job satisfaction should be measured following (Kreitner and Kinicki, (2001) : Work- itself (job) Harmse (1999) described a job as a position within an organisation depending on the scope of the organisation, which can be as small as one. The author still mension that it can also be viewed as a group of positions that are nearly as identical with respect to primary duties and tasks that are sufficiently similar to be included in less than one title. Kolen (1997) argued that a job is fully specified. Kolen (1997) defined the job as the kind and amount of work to be performed by a person or a piece of equipment within a given time period. The author still maintains that every well-conceived job definition should always consist of two parts namely: Job description- This is a detailed statement of the content of the job in terms of major tasks the sequence of those tasks and the conditions under which they will be performed. Mondy Premeaux (1994) described job description as a document that describes the tasks and responsibilities of a job and its relationships to other jobs. According to Harmse (1999), the job descriptions are beneficial for both the individual employee and the organisation. . According to Harmse (1999), the job descriptions are beneficial for both the individual employee and the organisation. The author further identifies the following advantages: The employee has a concise picture of why he or she is employed, The employee can easily identify how he or she will be assessed, The parameters of authority and accountability are clear, Given the big picture, i.e. the mission statements, the value of this specific position for the organisation can be identified, It assists in placing the right person in the right position, There is more efficiency and effectiveness throughout the organisation as tasks and responsibilities are identified. Job specification- This states the qualification an individual must posses to perform the job. Mondy Premeaus (1994) viewed a job specification as the minimum acceptable qualifications a person possess to perform a particular job. Luthans (1992) mention that work-itself is one of the major source of satisfaction. In additional, some of the most important ingredients of satisfying job included interesting and challenge work, work that not boring and a job that provided status. Van Dyk (2001) stressed that any job should have key characteristics that directly affect employee performance and satisfaction and thus in turn influences job turnover. The authors further identify the following three job characteristics; Variety-refers to the number of different tasks and activities included in the job. Challenge- is the level of difficulty of job tasks and activities. Autonomy-refers to the extent to which an employee can carry out his/her tasks independently on the job. The job that does not consist of the above job characteristics will not seem to have any meaning. Employees would what to do the job that is exciting and be able to use their abilities in doing it. Without these, chances of employees leaving their employers are accelerated. Pay Perceived competitiveness of pay refers to employees perceptions that salaries are Promotion Luthans (1995) described promotional opportunities as advancement in the hierarchy. Nel (2001) ascertained that a promotion occurs when an employee is moved from one job to another that is higher in pay, responsibility or organisation seniority. Various approaches can be used to promote employees and this can be based on the persons promotion potential, development needs and talent shortages in the organisation. Skidmore (1995) stated that promotions are important in the functioning of the organization. Nearly every employee wants to move ahead, both in position and in salary. The procedures and standards for promotion should be clearly defined through sound administration. Co-worker According to Robbins (2001), human need social interaction from their workplace in supporting, cooperate, comfort, advice, and assistance to the individual work. Therefore, to have friendly and supportive co-workers could lead to increase job satisfaction. Lance (2007) concedes that perception of co-worker integration and cohesiveness among peers directly affects job satisfaction. In the opposite way, turnover tends to increase for employees who are dissatisfied with their co-workers (Watt and White, 1988). Supervisor Lewis Souflee (1994) described that supervision is process that involves helping a less experienced person increase his or her effectiveness in service delivery. Through the vehicle of supervisory relationship, the supervisor provides support and encouragement, helps build skills and competences and oversees the supervisees work. According to Luthans (1992), supervisor is another moderately important source of job satisfaction. To the extent that supervisor provides technical assistance and behavioral support such as treated employees fairly, offers praise for good performance, listens to employees Kadushin (1992) stressed that supervision in an organisation is important because it enhances the morale of the staff while maintaining the system; meaning supervisee are supervised according to their different levels. For example, the less experienced tend to be supervised according to tutorial model, whereas those with more experience achieve similar purpose through case consultation, peer group consultations, peer group interaction, staff development programs and work teams. Skidmore, Thackery Farley (1997) shared this view by mentioning that supervision is a major part of work because it is concerned with helping the staff to use their knowledge and skills in getting the job done efficiently and well. Theories related to job satisfaction Luthans (1995) conceded that Herzbergs two factor motivational theories cast a new life on the content of work motivation. The theory offers an explanation specifically to the work place and job design (Grobler et al 2002). Robbins (1993) stated that Herzberg believed an individuals relation to his or her work is a basic one and that his or her attitude towards his work can very well determine the individual success or failure, and referred to this as motivation-hygiene theory. Herzberg concluded that there is a relation between job satisfiers and job content; job dissatisfiers are allied to hob on text. The author named the motivation factors satisfiers and called dissatisfiers hygiene factors. The hygiene factors are preventative because they can prevent dissatisfaction and are environmental in nature, and therefore are roughly equivalent to Maslows lower level needs (Luthans 1995). The motivators are intrinsic and related to job satisfaction for example achievement, recognition, and the work-itself, responsibility, advancement, and growth. The hygiene factors are extrinsic and comprise company policy, administration supervision, salary, interpersonal relations and working conditions. Robbins (2001) postulated that according to Herzberg, the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction. Therefore managers who seek to eliminate factors that create job dissatisfaction can bring about peace, but not necessarily motivation. Thus, managers who hire wages will be placating their workforce rather than motivating them. It is evidenct that the Herzberg two factor motivational theories indicate that the more resources are poured down the hygiene drain for example increasing fringe benefits, the more resources will be needed in future. This is because with hygiene factors, ever-increasing amounts are needed to produce the same effect. A classic example is the issue of salary that never seems to be resolved; employees will still be discontent over wages even after concluding salary negotiations. As indicated earlier, motivators are intrinsic in nature and reflect the work content of the job. The supervisor cannot disperse them to the employees but they are controlled by employees and are administered personally. It is evident that no one can give another person the satisfaction that comes from accomplishing a particularly challenging job. According to the researcher, the need to motivate workers is a very crucial one. Motivation is required if the workers are to make a significant impact on their work given the limited budgets they operate on and the very difficult circumstances. In any situation, every employer would like to have employees who are motivated to do their work efficiently and effectively. This bears fruitful results and enhances organisational productivity and a lot of problems associated with de-motivation like absenteeism and late coming can be avoided. Relationship between job satisfaction and employee turnover During the past century, a variety of conceptual models for the turnover process have been developed (Lambert et al., 2001). It has been extensively studied, both as a dependent and independent variable. In 1976, Locke estimated the number or articles and dissertations dealing in some manner with the subject of job satisfaction to be over 3,300. By 1996, Spector estimated that the number of studies that have incorporated job satisfaction in some manner to be over 12,000. While these models have diverse origins from a wide array of disciplines, many researchers have theorized that job satisfaction is a key antecedent of worker turnover (Mobley et al., 1979; Price Mueller, 1986; Williams Hazer, 1986). Roznowski and Hulin (1992) contended that overall job satisfaction measures are the most informative data a manager or researcher can have for predicting employee behavior. Further, it has been theorised that high levels of job dissatisfaction lead to employee withdrawal, particularly in terms of voluntary turnover. According to Danserau et al. (1974), Mitchell (1981), Porter and Steers (1973), job satisfaction has been related to turnover. Muchinsky and Tuttle (1979) analysed nineteen articles dealing with job satisfaction and turnover. Overall, there was a negative relationship between job satisfaction and turnover although the strength of the relationship varied form study to study. In general, satisfied workers are less likely to leave their jobs than those with high job satisfaction quotients. The review noted that the relationship remained constant over different types of samples, organisations, and measures of job satisfaction (Birdseye Hill, 1995). Organisationa

Information Technology security control Essay

There are a number of Information Technology security controls. The three most common are: physical, technical, and administrative controls; however, many organizations break down administrative controls into two separate categories: procedural and legal controls. â€Å"Security controls are the means of enforcing security policies that reflect the organization’s business requirements, † (Johnson). Security controls are implemented to guarantee the information security C-I-A triad. Furthermore, security controls fall into three types of control classifications, they are: preventive, detective and corrective. These classifications are used to specify when a security control applies. Physical Controls are exactly what they sound like, physical obstacles used to prevent or deter access to IS resources. Physical controls can be barriers such as locked doors, requiring some sort of authentication/authorization command to enter, like a cipher lock or keycard. Biometric scanners are also excellent controls to identify and allow access to authorized personnel. Video cameras and closed-circuit television are also examples of physical controls. For organizations requiring extreme security measures, perimeter barriers such as walls or electric fences are used; additionally, security guards fall into the physical controls category. Technical Controls are logical and/or software related controls designed to restrict access to the network infrastructure, components, and data. Controls such as discretionary, mandatory access controls, rule- and role-based access controls, and passwords are all examples of technical controls. Physical controls are used to prevent physical access to the physical components; whereas technical controls are implemented to prevent digital/logical access if physical access is achieved. Some physical hardware can also fall under the technical control category because they contain the software utilized to prevent or allow access to the network; components such as firewalls and routers are examples. Administrative Controls can best be described as the paper-based controls designed to inform personnel who can do what, when, where, why and how. As stated above the administrative controls are sometimes broken down into two separate categories, procedural controls and legal controls. Procedural Controls are an organizations policies and procedures that all employees must follow for each specific circumstance for which they were written. Examples of these include: security awareness and training, incident response plans, and change controls. Some of these procedures will include step-by-step instructions that must be adhered to handle each topic; whereas others will be more general controls that may or may not relate to other policies. Legal Controls are controls that must be in place for organizations to operate. Compliance regulations/laws/standards fall into this category. Examples would include HIPAA and PCI DSS, GLBA, SOX, FERPA and CIPA. Administrative controls also protect the organization, by allowing to inform employees of the punitive measures that can/will happen for non-compliance violations, such as the Acceptable Use Policy.

All About Topic on Social Issues

All About Topic on Social Issues Public schools which do not receive high standardized test scores aren't being funded sufficiently to actually reach the most level of education their students ought to be receiving. Thus, the contexts which may be developed under these headings will separate many activities among students in accordance with their backgrounds. Therefore, many students and employees decide to acquire cheap essay rather than writing it themselves. General information Students that are new to the topic of social studies need to be ready for in-depth education at their initial lessons. Society must handle the underlying issues which make children carry weapons. As a consequence, social issues can be raised by the unequal distribution of funding between public schools, including that seen in the usa. Social issues can't be solved by individuals alone, but ethical issues can be avoided easily. They have always been an integral part of the human condition. Life, D eath and Topic on Social Issues An important proportion of the people has to be involved in defining the issue. Infectious diseases are often public health concerns since they can spread quickly and readily, affecting huge quantities of members. It's problematic for people to locate solutions for social problems alone. Analyze the many approaches to deal with the political, economic and societal issues. What the In-Crowd Won't Tell You About Topic on Social Issues Therefore, every paper needs to be written carefully. As soon as you commence developing the ideas for the paper, attempt to restrict your topic even further otherwise it is going to be hard for you in the limit to conclude the research question. Doing great research doesn't signify that you might also compose a terrific research paper in case you don't keep your research material organized. The social issues research papers may appear easy to write in comparison with different topics, but still it demands an ext remely creative strategy, a massive quantity of curiosity and capacity to think beyond the box and search data in unconventional sources. Timely, useful data is important, together with leveraging our shared capability to partner in new and advanced ways. There are an assortment of methods people use to combat social troubles. You can also attempt to searching in your favourite search engine to know whether the topic selected in available online. The topics are subjects of periodical campaigns intended to inform and sensitize the general public about these issues with the goal of gaining support. Want to Know More About Topic on Social Issues? Therefore, it's critical to make them experience its different facets to enhance their knowledge. Divide the research into small parts since it will be less difficult for you to write. Therefore, religious education should incorporate birth control details. Therefore, students who study industry and other associated subjects may be i nterested in writing on a number of the next topics. There is a particular fragility of revenue and social position in France. In the majority of communities, the financial status always defines an individual's social status. Education is potentially the most important component in someone's success in society. Topic on Social Issues - the Conspiracy If you wish to compose a controversial essay, you definitely must look for the most effective social issues topics or satire topics. It is very important to settle on a topic that truly enjoy with you. Sure, you could have a particular topic assigned to you. Deciding on a research topic is just one of the most difficult parts of creating a research. Given such an endeavor, make sure that you understand or have a notion about a particular social issue you want to take care of. There's also a great deal of information on how best to compose an essay and how to prevent the most frequent mistakes, but should you need assistance, you can refer to this video. An excellent education (in comparison with a bad one) will offer a young child with a heightened chance of taking advantage of chances to be effective in life. If you're one of them then don't be reluctant to take assistance from your professors or advisors they are there to direct you in a better method. Type of Topic on Social Issues A worldwide one-child policy will help solve the issue of overpopulation. It is contingent on the problem and the response of the members of the society too. It is critical that the U.S. administrations evaluated the economic and societal issues related to childhood obesity. Ethical issues might or might not influence the society as a whole. On account of the important place social and ethical issues play in the society, it is extremely natural for individuals to wish to know the difference between social and ethical problems. Distinct individuals may hold different and strongly-held views, which aren't easily ch anged. Unfortunately, it's not so for so many individuals. It's so French to consider about sex all the time. The Topic on Social Issues Trap A great lots of the mentally ill feel as if their disease is just a little annoyance, and they aren't truly ill. Social problems often involve issues that impact the true world. Drugs have subsequent wellness and emotional issues through addiction and basic usage which then changes an individual's social behavior. They are at times the cause of social problems.

Tattoos on the Heart Book Review Essays - 1082 Words

Tattoos on the Heart Book Review The book I read to better understand and gain sympathy for returning citizens is Tattoos on the Heart: The Power of Boundless Compassion (ISBN 978-1439153154) by Father Gregory Boyle, S.J. $14 can afford this 240-page autobiography about a Jesuit priest serving one of the most troubled neighborhoods in the most unique way. Fr. Boyle, ordained as a priest in 1982, began his work in Los Angeles, California in 1988 after noticing how the rampant criminal activities were breaking apart the community and families. Through relentless effort, â€Å"boundless compassion,† and the help of some key people, he was able to found Homeboy Industries. The youth program provides employment and support services to former†¦show more content†¦Although it is obvious from the title of the book that the chapter on compassion may be the core of this book, I found that the chapters Slow Work and Kinship were most meaningful. The characteristic of slow work repeats in the two types of stories told by Fr. Boyle. The one that grabs the readers’ attention more describes the lives of people in detail and with resolution. Whether the youth he met ends up going to a jail or finds a job and a home in Homeboy Industries, we know to an extent what their stories are. We can understand and imagine the lives of the youth from childhood, the problems they faced, the way they went about handling them, and what Fr. Boyle thought and did during those times. The other type consists of brief mentions of the people Fr. Boyle ran into. He can only tell us what happened and what he hoped at the time, but we are left without fuller stories of the people. These unsatisfying accounts, however, are proof of the author’s intention for writing this book. We are not supposed to read about the lives and, really, the challenging situations of the youth and attempt to find solutions. Especially as a stereotypical student studying at Georgetown University, I tend to think I need to fix the problem and make the world a better place. But the purpose of the book is really to teach me to have compassion. So, the readers can notice from the two types of stories Fr. BoyleShow MoreRelatedCurse Essay In English964 Words   |  4 Pagesdear to your heart, having a knife stabbed into you,being lied to or betrayed, getting married, or dying. Some example of specious ideas are emails and phone calls inviting you on a trip to some exotic place, love, the idea of a perfect life or utopia, social media and people. Application   Ã‚  Ã‚   Each of the words in List 41 is likely to be used in a work of writing.Euthanasia could be used in a murder mystery or newspaper article. 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The History of Agriculture in Nigeria from the Colonial...

THE HISTORY OF AGRICULTURE IN NIGERIA FROM THE COLONIAL ERA TO THE PRESENT DAY The agricultural history of Nigeria is intertwined with its political history. This is discussed broadly in the context of the varying constitutional frame works, viz: Colonial, the Internal Self Government and the Post-1960 periods, according to sectors. Crop Production: The period of the colonial administration in Nigeria, 1861-1960, was punctuated by rather ad hoc attention to agricultural development. During the era, considerable emphasis was placed on research and extension services. The first notable activity of the era was the establishment of a botanical research station in Lagos by Sir Claude Mcdonald in 1893. This was followed by the acquisition of†¦show more content†¦The Federal Department of Agricultural Research was retained since constitutional provisions placed agricultural research on the concurrent legislative list, while extension work remained a regional responsibility. The research findings of the Federal Research Stations were to be transmitted through Regional ministries responsible for agriculture and natural resources. There was also the setting up, in 1955, of a Technical Committee of the Council of Natural Resources made up of Federal and Regional Ministers and officials for the formulation of nation al research programmes as well as the co-ordination of Federal and Regional research activities. Regionalization of agriculture created a great awareness of the need for intensification of activi ties in both the research and extension fields. This led the Regions to expand, considerably, their research and extension activities in agriculture. The post-1960 was one of extensive planning and regional competition in agriculture. Concentration of attention on commodity exports, the utilisation of taxation policy by the Marketing Boards as an instrument of development finance, and the belief that food production activities could take care of themselves without any governmental intervention, became the official farm policy. Under regi onal independence, the agricultural history of the nation entered a new phase of modification ofShow MoreRelatedRevenue Allocation System in Nigeria Pre- Independence.3775 Words   |  16 PagesIntroduction Nigeria is Africa’s leading producer of oil and the seventh largest producer of crude oil in the world, and equally endowed with other numerous natural resources. But rather than utilizing its resources for maximum development, the country is unfortunately bedevilled with how to efficiently and effectively distribute oil revenues in an equitable manner. 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Brand Potency of Soft Drink in India Free Essays

string(125) " focusing on the following 4 critical areas that have a business link and where we believe that we can have the most impact\." Introduction Research Objective The sole objective of making of this research report is to know about the present BRAND potency of PEPSI in comparison to other brands of soft drinks competing in the Indian market and by the help of a research to know that which soft drink brand has a highest brand potency. This report will further put a spotlight on the various soft drinks competitors in the Indian Market and the attitude and choice of the customers about their preferred soft drinks. Industry/Company Background Soft drink market size for FY00 was around 270 million cases (6480mn bottles). We will write a custom essay sample on Brand Potency of Soft Drink in India or any similar topic only for you Order Now The market witnessed 5- 6% growth in the early‘90s. Presently the market growth has growth rate of 7- 8% per annum compared to 22% growth rate in the previous year. The market size for FY01 is expected to be 7000 million bottles. Soft Drink Production area The market preference is highly regional based. While cola drinks have main markets in metro cities and northern states of UP, Punjab, Haryana etc. Orange flavored drinks are popular in southern states. Sodas too are sold largely in southern states besides sale through bars. Western markets have preference towards mango flavored drinks. Diet coke presently constitutes just 0. 7% of the total carbonated beverage market. Growth promotional activities The government has adopted liberalized policies for the soft drink trade to give the industry a boast and promote the Indian brands internationally. Although the import and manufacture of international brands like Pepsi and Coke is enhanced in India the local brands are being stabilized by advertisements, good quality and low cost. The soft drinks market till early 1990s was in hands of domestic players like campa, thumps up, Limca etc but with opening up of economy and coming of MNC players Pepsi and Coke the market has come totally under their control. The distribution network of Coca cola had 6. 5 lakhs outlets across the country in FY00, which the company is planning to increase to 8 lakhs by FY01. On the other hand Pepsi Co’s distribution network had 6 lakh outlets across the country during FY00 which it is planning to increase to 7. 5 Lakh by FY01. Types Soft drinks are available in glass bottles, aluminum cans and PET bottles for home consumption. Fountains also dispense them in disposable containers Non-alcoholic soft drink beverage market can be divided into fruit drinks and soft drinks. Soft drinks can be further divided into carbonated and non-carbonated drinks. Cola, lemon and oranges are carbonated drinks while mango drinks come under non carbonated category. The market can also be segmented on the basis of types of products into cola products and non-cola products. Cola products account for nearly 61-62% of the total soft drinks market. The brands that fall in this category are Pepsi, Coca- Cola, Thumps Up, diet coke, Diet Pepsi etc. Non-cola segment which constitutes 36% can be divided into 4 categories based on the types of flavors available, namely: Orange, Cloudy Lime, Clear Lime and Mango. About Pepsico Its Products PepsiCo Mission â€Å"To be the world’s premier consumer products company focused on convenience foods and beverages. We seek to produce healthy financial rewards to investors as we provide opportunities for growth and enrichment to our employees, our business partners and the communities in which we operate. And in everything we do, we strive for honesty, fairness and integrity. † Corporate Profile PepsiCo In India PepsiCo entered India in 1989 and has grown to become one of the country’s leading food and beverage companies. One of the largest multinational investors in the country, PepsiCo has established a business which aims to serve the long term dynamic needs of consumers in India. PepsiCo India and its partners have invested more than U. S. $1 billion since the company was established in the country. PepsiCo provides direct and indirect employment to 150,000 people including suppliers and distributors. PepsiCo nourishes consumers with a range of products from treats to healthy eats, that deliver joy as well as nutrition and always, good taste. PepsiCo India’s expansive portfolio includes iconic refreshment beverages Pepsi, 7 UP, Mirinda and Mountain Dew, in addition to low calorie options such as Diet Pepsi, hydrating and nutritional beverages such as Aquafina drinking water, isotonic sports drinks – Gatorade, Tropicana100% fruit juices, and juice based drinks – Tropicana Nectars, Tropicana Twister and Slice. Local brands – Lehar Evervess Soda, Dukes Lemonade and Mangola add to the diverse range of brands. PepsiCo’s foods company, Frito-Lay, is the leader in the branded salty snack market and all Frito Lay products are free of trans-fat and MSG. It manufactures Lay’s Potato Chips, Cheetos extruded snacks, Uncle Chipps and traditional snacks under the Kurkure and Lehar brands. The company’s high fibre breakfast cereal, Quaker Oats, and low fat and roasted snack options enhance the healthful choices available to consumers. Frito Lay’s core products, Lay’s, Kurkure, Uncle Chipps and Cheetos are cooked in Rice Bran Oil to significantly reduce saturated fats and all of its products contain voluntary nutritional labeling on their packets. The group has built an expansive beverage and foods business. To support its operations, PepsiCo has 43 bottling plants in India, of which 15 are company owned and 28 are franchisee owned. In addition to this, PepsiCo’s Frito Lay foods division has 3 state-of-the-art plants. PepsiCo’s business is based on its sustainability vision of making tomorrow better than today. PepsiCo’s commitment to living by this vision every day is visible in its contribution to the country, consumers and farmers. Performance With Purpose Performance with Purpose articulates PepsiCo India’s belief that its businesses are intrinsically connected to the communities and world that surrounds it. Performance with Purpose means delivering superior financial performance at the same time as we improve the world. To deliver on this commitment, PepsiCo India will build on the incredibly strong foundation of achievement and scale up its initiatives while focusing on the following 4 critical areas that have a business link and where we believe that we can have the most impact. You read "Brand Potency of Soft Drink in India" in category "Papers" |  |[pic] | | | | | |[pic]REPLENISHING WATER PepsiCo India continues to replenish |[|[pic] | |water and aims to achieve positive water balance by 2009, |p|PARTNERSHIP WITH FARMERS | |which means it is committed to saving and recharging more |i|PepsiCo India’s Agri-partnerships with farmers help more than | |water than it uses in its beverage plants. |c|22,000 farmers acros s the country earn more. | |]| | |   |  |   | |[pic] |  |[pic] | | | | | |   |  |   | |[pic] |  |[pic]HEALTHY KIDS | |WASTE TO WEALTH | |PepsiCo India will stay committed to the health and well-being| |PepsiCo India continues to  convert Waste to Wealth, to make | |of children. It will continue to provide children with a | |cities cleaner. This award winning initiative has   established| |healthy and fun portfolio while simultaneously tackling the | |Zero Solid Waste centres that benefit more than 2,00,000 | |calories out’ side of the equation by expanding its Get Active| |community members throughout the country | |programme for kids, especially for school going children. | | |PepsiCo will also launch and distribute products directly | | | |aimed at addressing nutritional deficiencies and will launch a| | | |pilot program that directly delivers against the United | | | |Nations’ Millennium Development Goal to eradicate extreme | | | |poverty an d hunger by 2015. | PepsiCo’s global commitment to Performance with Purpose PepsiCo believes that its performance is fundamentally connected to its purpose agenda which represents the commitment to give back as the company grows. It is a continuing journey that spans three major areas of focus – human, environmental and talent sustainability. Human Sustainability reflects PepsiCo’s goal of nourishing consumers with products that range from treats to healthy eats. PepsiCo’s products have always offered consumers nutrition as well as great taste. The progress that PepsiCo has made under the Human Sustainability pillar includes reformulating some of its products to improve their nutritional profile while launching products that reflect consumer demand for healthier nutritious snacks and beverages. PepsiCo partners with Governments, health officials and Non Governmental Organisations to help address obesity concerns and it continues to provide consumers with new product choices and innovations. Environmental Sustainability is based on PepsiCo’s commitment to strive to replenish the resources used where possible, and minimize the impact on the environment. PepsiCo continues to work to further reduce its water and electricity consumption and improve its packaging sustainability. Across the world, PepsiCo has re-used water from its processing plants and has worked with local communities to provide access to clean water, while supporting farmers to deliver â€Å"more crop per drop. † Talent Sustainability is founded on PepsiCo’s belief that cherishing its extraordinary group of people is crucial to building an empowered workforce. PepsiCo pursues diversity and creates an inclusive environment which encourages associates to bring their whole selves to work. PepsiCo has increased female and minority representation in the management ranks and has encouraged employees to participate in community service activities while continuing to create rewarding job opportunities for people with different abilities. Together, PepsiCo associates across the world are building on the platform of Human, Environment and Talent Sustainability, while delivering great financial results. PepsiCo India’s Performance With Purpose To deliver on the commitment of Performance With Purpose, PepsiCo India continues to build on  its strong foundation of achievements and scale up its initiatives while focusing on the following 4 critical areas that are linked to its business and where it can have the most impact. PepsiCo India’s Performance with Purpose | |Replenishing water | |[pic] | |PepsiCo India continues to replenish water and aims to achieve positive water balance by 2009, which means it is committed to saving | |and recharging more water than it uses in its beverage plants. | | | |   | |Waste to Wealth | |[pic] | |PepsiCo India continues to  convert Waste to Wealth, to make cities cleaner. This award winning initiative  has established Zero Solid | |Waste centres that benefit more than 200,000 community members throughout the country. | | | | | | |[pic] | | | | | |   | |[pic] | | | | | | | |Partnership with Farmers | |[pic] | |PepsiCo India’s agri-partnerships with farmers help 22,000 farmers across the country earn more. | | | | | | | |   | |Healthy Kids | |[pic] | |PepsiCo India stays committed to the health and well-being of  kids. It will continue to provide children with a diverse, heathful and| |fun portfolio while simultaneously encouraging active lifestyles by expanding its Get Active programme for kids, especially for | |school going children. PepsiCo will also launch and distribute products directly aimed at addressing nutritional deficiencies and | |will launch a pilot program that directly delivers against the United Nations’ Millennium Development Goal to eradicate extreme | |poverty and hunger by 2015. | | | [pic] Pepsi is a soft drink that is produced and manufactured by PepsiCo. It is sold in retail stores, restaurants, cinemas and from vending machines. The drink was first made in the 1890s by pharmacist Caleb Bradham in New Bern, North Carolina. The brand was trademarked on June 16, 1903. There have been many Pepsi variants produced over the years since 1898, including Diet Pepsi, Crystal Pepsi, Pepsi Twist, Pepsi Max, Pepsi Free, Pepsi AM, Pepsi Samba, Pepsi Blue, Pepsi Gold, Pepsi Holiday Spice, Pepsi Jazz, Vanilla Pepsi, Pepsi X (available in Finland and Brazil), Pepsi Next (available in Japan and South Korea), Pepsi Raw, Pepsi Retro in Mexico, Pepsi One, Pepsi Ice Cucumber and Pepsi White in Japan. In October 2008, Pepsi announced they would be redesigning its logo and re-branding many of its products by early 2009. In 2009, Pepsi, Diet Pepsi and Pepsi Max began using all lower-case fonts for name brands, and Diet Pepsi Max was re-branded as Pepsi Max. The brand’s blue and red globe trademark became a series of â€Å"smiles,† with the central white band arcing at different angles depending on the product. As of January 2009, Pepsi’s newer logos have only been adopted in the United States. Currently, Pepsi Wild Cherry and Pepsi ONE are the only two products that still use their previous design. Diet Pepsi Wild Cherry, Diet Pepsi Lime, and Diet Pepsi Vanilla received the redesign. Origins Pepsi was originally named â€Å"Brad’s Drink†, after its creator, a pharmicist in New Bern, North Carolina. It was created in the summer of 1893 and was later renamed Pepsi Cola in 1898, possibly due the digestive enzyme pepsin and kola nuts used in the recipe. Bradham sought to create a fountain drink that was delicious and would aid in digestion and boost energy. Another theory is that Bradham and his customers simply thought the name â€Å"Pepsi† sounded good and reflected the fact that the drink had some kind of â€Å"pep† in it because it was a carbonated drink. And another theory is that the word Pepsi was chosen because it reflected phonetically the sound of a can being opened, the sound â€Å"pop† â€Å"schi†, was condensed and simplified in the name â€Å"Pepsi†. This theory can be considered folklore only, since at the time of the naming of the drink, Pepsi was sold in glass bottles and not metal cans; and the pop top lid producing Pepsi’s oddly phonetic sound wouldn’t be invented for another forty years. In 1903, Bradham moved the bottling of Pepsi-Cola from his drugstore into a rented warehouse. That year, Bradham sold 7,968 gallons of syrup. The next year, Pepsi was sold in six-ounce bottles, and sales increased to 19,848 gallons. In 1929, Pepsi received its first logo redesign since the original design of 1905. In 1926, the logo was changed again. In 1929, automobile race pioneer Barney Oldfield endorsed Pepsi-Cola in newspaper ads as â€Å"A bully drink†¦ refreshing, invigorating, a fine bracer before a race† In 1931, the Pepsi-Cola Company went bankrupt during the Great Depression- in large part due to financial losses incurred by speculating on wildly fluctuating sugar prices as a result of World War I. Assets were sold and Roy C. Megargel bought the Pepsi trademark. Eight years later, the company went bankrupt again. Pepsi’s assets were then purchased by Charles Guth, the President of Loft Inc. Loft was a candy manufacturer with retail stores that contained soda fountains. He sought to replace Coca-Cola at his stores’ fountains after Coke refused to give him a discount on syrup. Guth then had Loft’s chemists reformulate the Pepsi-Cola syrup formula. Rise During the Great Depression, Pepsi gained popularity following the introduction in 1936 of a 12-ounce bottle. Initially priced at 10 cents, sales were slow, but when the price was slashed to five cents, sales increased substantially. With a radio advertising campaign featuring the jingle â€Å"Pepsi cola hits the spot / Twelve full ounces, that’s a lot / Twice as much for a nickel, too / Pepsi-Cola is the drink for you,† Pepsi encouraged price-watching consumers to switch, obliquely referring to the Coca-Cola standard of six ounces a bottle for the price of five cents (a nickel), instead of the 12 ounces Pepsi sold at the same price. Coming at a time of economic crisis, the campaign succeeded in boosting Pepsi’s status. In 1936 alone 500,000,000 bottles of Pepsi were consumed. From 1936 to 1938, Pepsi-Cola’s profits doubled. Pepsi’s success under Guth came while the Loft Candy business was faltering. Since he had initially used Loft’s finances and facilities to establish the new Pepsi success, the near-bankrupt Loft Company sued Guth for possession of the Pepsi-Cola company. A long legal battle, Guth v. Loft, then ensued, with the case reaching the Delaware Supreme Court and ultimately ending in a loss for Guth. Marketing [pic] [pic] A bottle of Pepsi with its 2003-2008 logo. This Pepsi logo is still used with Pepsi Wild Cherry, Pepsi ONE, and in many countries. In 1975, Pepsi introduced the Pepsi Challenge marketing campaign where PepsiCo set up a blind tasting between Pepsi-Cola and rival Coca-Cola. During these blind taste tests the majority of participants picked Pepsi as the better tasting of the two soft drinks. PepsiCo took great advantage of the campaign with television commercials reporting the test results to the public. In 1976 Pepsi, RKO Bottlers in Toledo, Ohio hired the first female Pepsi salesperson, Denise Muck, to coincide with the United States bicentennial celebration. In 1996, PepsiCo launched the highly successful Pepsi Stuff marketing strategy. By 2002, the strategy was cited by Promo Magazine as one of 16 â€Å"Ageless Wonders† that â€Å"helped redefine promotion marketing. † In 2007, PepsiCo redesigned their cans for the fourteenth time, and for the first time, included more than thirty different backgrounds on each can, introducing a new background every three weeks. One of their background designs includes a string of repetitive numbers 73774. This is a numerical expression from a telephone keypad of the word â€Å"Pepsi. † In late 2008, Pepsi overhauled their entire brand, simultaneously introducing a new logo and a minimalist label design. The redesign was comparable to Coca-Cola’s earlier simplification of their can and bottle designs. Due to the timing of the new logo release, some have criticised the logo change, as the new logo looked strikingly similar to the logo used for Barack Obama’s successful presidential campaign, implicating a bias towards the President. Also in 4th quarter of 2008 Pepsi teamed up with Google/Youtube to produce the first daily entertainment show on Youtube for Youtube. This daily show deals with pop culture, internet viral videos, and celebrity gossip. Poptub is refreshed daily from Pepsi. Since 2007, Pepsi, Lay’s, and Gatorade have had a â€Å"Bring Home the Cupâ„ ¢,† contest for Canada’s biggest hockey fans. Hockey fans were asked to submit content (videos, pictures or essays) for a chance at winning a party in their hometown with The Stanley Cup and Mark Messier. In 2009, â€Å"Bring Home the Cupâ„ ¢,† changed to â€Å"Team Up and Bring Home the Cupâ„ ¢. The new installment of the campaign asks for team involvement and an advocate to submi t content on behalf of their team for the chance to have the Stanley Cup delivered to the team’s hometown by Mark Messier. Bans in India Pepsi arrived on the black market in India in 1988. In 2003 and again in 2006, the Centre for Science and Environment (CSE), a non-governmental organization in New Delhi, claimed that soda drinks produced by manufacturers in India, including both Pepsi and Coca-Cola, had dangerously high levels of pesticides in their drinks. Both PepsiCo and The Coca-Cola Company maintain that their drinks are safe for consumption and have published newspaper advertisements that say pesticide levels in their products are less than those in other foods such as tea, fruit and dairy products. In the Indian state of Kerala, sale and production of Pepsi-Cola, along with other soft drinks, were banned in 2006 following partial bans on the drinks in schools, colleges and hospitals in five other Indian states. On September 22, 2006, the High Court in Kerala overturned the Kerala ban ruling that only the central government can ban food products. Rivalry with Coca-Cola Main article: Cola Wars According to Consumer Reports, in the 1970s, the rivalry continued to heat up the market. Pepsi conducted blind taste tests in stores, in what was called the â€Å"Pepsi Challenge†. These tests suggested that more consumers preferred the taste of Pepsi (which is believed to have more lemon oil, less orange oil, and uses vanillin rather than vanilla) to Coke. The sales of Pepsi started to climb, and Pepsi kicked off the â€Å"Challenge† across the nation. This became known as the â€Å"Cola Wars. † In 1985, The Coca-Cola Company, amid much publicity, changed its formula. The theory has been advanced that New Coke, as the reformulated drink came to be known, was invented specifically in response to the Pepsi Challenge. However, a consumer backlash led to Coca-Cola quickly introducing a modified version of the original formula (removing the expensive Haitian lime oil and changing the sweetener to corn syrup) as Coke â€Å"Classic†. In the U. S. , Pepsi’s total market share was about 31. 7 percent in 2004, while Coke’s was about 43. 1 percent. Overall, Coca-Cola continues to outsell Pepsi in almost all areas of the world. However, exceptions include Saudi Arabia; Pakistan (Pepsi has been a dominant sponsor of the Pakistan cricket team since the 1990s); the Dominican Republic; the Canadian provinces of Quebec, Newfoundland and Labrador and Prince Edward Island; and Guatemala.. Pepsi had long been the drink of Canadian Francophones and it continues to hold its dominance by relying on local Quebecois celebrities (especially Claude Meunier, of La Petite Vie fame) to sell its product. PepsiCo use the slogan â€Å"here, it’s Pepsi† (Ici, c’est Pepsi) to answer to Coca-cola publicity â€Å"Everywhere in the world, it’s Coke† (Partout dans le monde, c’est Coke). By most accounts, Coca-Cola was India’s leading soft drink until 1977 when it left India after a new government ordered The Coca-Cola Company to turn over its secret formula for Coke and dilute its stake in its Indian unit as required by the Foreign Exchange Regulation Act (FERA). In 1988, PepsiCo gained entry to India by creating a joint venture with the Punjab government-owned Punjab Agro Industrial Corporation (PAIC) and Voltas India Limited. This joint venture marketed and sold Lehar Pepsi until 1991 when the use of foreign brands was allowed; PepsiCo bought out its partners and ended the joint venture in 1994. In 1993, The Coca-Cola Company returned in pursuance of India’s Liberalization policy. In 2005, The Coca-Cola Company and PepsiCo together held 95% market share of soft-drink sales in India. Coca-Cola India’s market share was 52. 5%. [pic] [pic] A sticker from a USSR-produced Pepsi bottle. The logo shown is a version used from 1973-91. In Russia, Pepsi initially had a larger market share than Coke but it was undercut once the Cold War ended. In 1972, Pepsico company struck a barter agreement with the then government of the Soviet Union, in which Pepsico was granted exportation and Western marketing rights to Stolichnaya vodka in exchange for importation and Soviet marketing of Pepsi-Cola. This exchange led to Pepsi-Cola being the first foreign product sanctioned for sale in the U. S. S. R.. Reminiscent of the way that Coca-Cola became a cultural icon and its global spread spawned words like â€Å"coca colonization†, Pepsi-Cola and its relation to the Soviet system turned it into an icon. In the early 1990s, the term â€Å"Pepsi-stroika† began appearing as a pun on â€Å"perestroika†, the reform policy of the Soviet Union under Mikhail Gorbachev. Critics viewed the policy as a lot of fizz without substance and as an attempt to usher in Western products in deals there with the old elites. Pepsi, as one of the first American products in the Soviet Union, became a symbol of that relationship and the Soviet policy. This was reflected in Russian author Victor Pelevin’s book â€Å"Generation P†. In 1989, Billy Joel mentions the rivalry between the two companies in the song We Didn’t Start The Fire. The line â€Å"Rock Roller Cola Wars† refers to Pepsi and Coke’s usage of various musicians in their advertising campaigns. Coke used Paula Abdul,while Pepsi used Michael Jackson. They then continued to try to get other musicians to advertise their beverages. Whilst filming the Pepsi advert Michael Jackson burned his hair. In 1992, following the Soviet collapse, Coca-Cola was introduced to the Russian market. As it came to be associated with the new system, and Pepsi to the old, Coca-Cola rapidly captured a significant market share that might otherwise have required years to achieve. By July 2005, Coca-Cola enjoyed a market share of 19. 4 percent, followed by Pepsi with 13 percent. Ingredients Pepsi-Cola contains basic ingredients found in most other similar drinks including carbonated water, high fructose corn syrup, sugar, colorings, phosphoric acid, caffeine, citric acid, and natural flavors. The caffeine-free Pepsi-Cola contains the same ingredients minus the caffeine. The original Pepsi-Cola recipe was available from documents filed with the court at the time that the Pepsi-Cola Company went bankrupt in 1929. The original formula contained neither cola nor caffeine. Competitors †¢ Coca-Cola †¢ R. C. Cola Brands Under Pepsico (used in research) 1. Miranda 2. Slice 3. Mountain Dew 4. 7 Up About Miranda Mirinda is a brand of soft drink available in fruit varieties including orange. A â€Å"citrus† flavour is also available in certain areas of the Middle East. It is part of a beverage area often referred to as the flavor segment, comprising carbonated and non-carbonated fruit-flavored beverages. The orange flavor of Mirinda represents the majority of Mirinda sales worldwide. Mirinda is owned by PepsiCo and is primarily commercialized outside of North America. It competes with Coca-Cola’s Fanta and Cadbury-Schweppes’s Orange Crush brand, with flavor brands local to individual countries. As with most soft drinks, Mirinda is available in multiple formulations depending on the taste of individual markets. History Mirinda was originally produced in Spain. It became available in the United States in late 2003 in bilingual packaging, and initially sold at a reduced price, presumably to become a competitor against Coca-Cola’s Fanta brand. Since 2005, Mirinda flavors have largely been sold under the Tropicana Twister Soda brand in the United States except in Guam, where Pepsi began selling it under the Mirinda brand in 2007 (replacing Chamorro Punch Orange). Pepsico also tried to sell Mirinda in Brazil in late 1996, but the brand was discontinued in 1997 after weak sales, keeping the local brand Sukita under production. Recent events Mirinda campaigns over the years have included the Mirinda Woman campaign in the 1970s and a campaign in the 1994-1996 time frame with a campaign using the tag-line ‘The Taste is in Mirinda’ with the Blue Man Group. In some markets, including Mexico, the Blue Man Group campaign re-launched Mirinda away from a multi-flavor positioning to a brand solely focused on the orange flavor. The Blue Man Group campaign showed the Blue Man Group competing to drink orange Mirinda and celebrating a successful drink with an open-mouth exclamation of ‘Mirindaaaa’. Also in this same country Mirinda launch a campaign with the Pokemon anime series to the children with a promotion of many gadgets with the characters of the manga series. A recent, highly successful advertising campaign was launched in India featuring a handsome young gentleman, Stefan Persson, gallivanting about town in hunt of his sweet sweet Mirinda. Stefan’s credible portrayal of the Mirinda-obsessed youth earned the campaign accolades in Brand Equity, the advertising section of a leading financial newspaper. Mirinda advertising campaigns over the last fifteen years have been handled by Pepsi’s stable of creative agencies, including BBDO and J Walter Thompson. Mirinda also regularly introduces special movie-themed editions in Asia. Recent ones included Batman (Blueberry) and Superman (Fruit punch). Mirinda has also recently released a new flavour of drinks called Mirinda Sorbet. They come in two flavours: Raspberry and Lime. Facts [pic] [pic] Pepsi and Mirinda (orange flavor) with Arabic labels (bottled, left to right). †¢ Mirinda is available in most continents of the world with other PepsiCo products. It is also in the Middle Eastern markets, but the name is commonly mispronounced as â€Å"Miranda† due to its Arabic spelling. †¢ The name â€Å"Mirinda† means â€Å"amazing† in Esperanto. There is a claim that the original manufacturer of Mirinda, which later sold the brand to PepsiCo, was an Esperanto-speaking individual. †¢ Spanish-speaking consumers may also associate it with merienda or afternoon (teatime) snack. †¢ Mirinda’s primary formulation is as an artificially flavored beverage; however, it has been produced in the past with a percentage of fruit juice, usually due to local tax benefits tied to non-artificial juice ingredients. †¢ Mirinda was sold in a distinctive ribbed glass bottle in Australia and parts of Southeast Asia, when originally released there. Mirindas asesinas (â€Å"Killer Mirindas†) was the first short film of the Spanish filmmaker Alex de la Iglesia About Slice Slice is a line of fruit-flavored soft d rinks manufactured by PepsiCo and introduced in 1984, with the lemon-lime flavor replacing Teem. Varieties of Slice have included Apple, Fruit Punch, Grape, Passionfruit, Peach, Mandarin Orange, Pineapple, Strawberry, Cherry Cola, â€Å"Red†, Cherry-Lime, and Dr Slice. Originally, the drink was known for containing 10% fruit juice, but that was discontinued by 1994. The original design of the can was a solid color, related to the flavor of the drink. These were replaced around 1994 with black cans, with a colorful burst (once again, related to the flavor of the drink), along with slicker graphics. Around 1997, the cans became blue with color-coordinated swirls. The original orange flavor was reformulated at this time with an infiltration marketing campaign led by Danieli. The new flavor’s slogan was â€Å"it’s orange, only twisted. † Orange Slice has since been changed back to its original flavor. Lemon Lime Slice was replaced by Sierra Mist in most markets in the summer of 2000. Sierra Mist became a national brand in 2003. The rest of the Slice line was replaced in most markets by Tropicana Twister Soda in the summer of 2005, although the Dr Slice variety can still be found in some fountains. It has been discontinued in more and more markets though. In early 2006, the Slice name was resurrected for a new line of diet sodas from Pepsi, called Slice ONE. Initially, Slice ONE was available exclusively at Wal-Mart stores, in orange, grape, and berry flavors. All three flavors are sweetened with Splenda. In 2009 Slice (Orange, Diet Orange, Grape, Strawberry, Peach) will be sold only in Wal-Mart Stores. About Mountain Dew [pic] Mountain Dew (also known as Mtn Dew as of late 2008) is a soft drink distributed and manufactured by PepsiCo. The main formula was invented in Knoxville, Tennessee, named and first marketed in Knoxville and Johnson City, TN in the 1940s, then by Barney and Ally Hartman, in Fayetteville, North Carolina and across the United States in 1964. When removed from its characteristic green bottle, Mountain Dew is bright yellow-green and translucent. As of 2007, Mountain Dew was the fourth-best-selling carbonated soft drink in the United States, behind only Coca-Cola Classic, Pepsi-Cola, and Diet Coke. Diet Mountain Dew ranked ninth in sales in the same year. On October 15, 2008, it was announced that Pepsi would be redesigning their logos and re-branding many of their core products by the end of 2008. At the same time they registered the name â€Å"mtn dew† and a related logo with the United States Patent and Trademark Office. This also announced the re-launch of Mountain Dew in the UK, which was released by Pepsi in 1996 but was dropped in 1998 due to low sales. As of April 2009, the flavors â€Å"Code Red† and â€Å"Live Wire† continue to use the previous Mountain Dew design. Ingredients Mountain Dew lists its ingredients as: †¢ Carbonated water †¢ Sugar (replaced by High fructose corn syrup (HFCS) in much of the United States) †¢ Concentrated orange juice †¢ Citric acid †¢ Natural flavors †¢ Sodium benzoate (preserves freshness) †¢ Caffeine (54 mg per 12  US  fluid ounces (350  ml)) †¢ Sodium citrate †¢ Erythorbic acid (preserves freshness) †¢ Gum arabic †¢ Calcium disodium EDTA (to protect flavor) †¢ Brominated vegetable oil †¢ Thiamin hydrochloride About 7 UP [pic] 7 Up is a brand of a lemon-lime flavored non-caffeinated soft drink. The rights to the brand are held by Dr Pepper Snapple Group in the United States, and PepsiCo (or its licensees) in the rest of the world. The 7 Up logo includes a red spot between the ‘7’ and ‘Up’; this red spot has been animated and used as a mascot for the brand as Cool Spot. Name According to Professor Donald Sadoway (MIT) the name is derived from the atomic mass of Lithium, 7, which was originally one of the key ingredients of the drink (as lithium citrate). However, there are numerous myths explaining the name. One popular myth is that its creator named the soft drink after seeing a cattle brand with the number 7 and the letter U. Other theories suggest that the drink was formulated with seven flavors plus the bubbles from the drink’s carbonation (the bubbles go up). Other ideas include the original bottle contained seven ounces; its creator came up with the name while playing dice; that it was the 7th large commercial lemonade brand that tasted the same. Another rumor has it that the name was created because the company had previously failed six times, hence the name â€Å"7 Up†. Before the formula change in 2006, a can of 7 Up included seven ingredients. The â€Å"Up† in the drink’s name might refer to the original inclusion of lithium citrate, when it was marketed as a patent medicine to cure hangovers. Some people mistakenly believe that the name 7 Up comes from the belief that its pH is 7. 0 and therefore neutral. This is not the case at all: the pH of 7 Up is comparable to many other soft drinks. At a pH of 3. 67, Diet 7 Up is less acidic than lemon juice (pH 2. ), vinegar (pH 2. 9) or wine (pH 3. 5). History 7 Up was created by Charles Leiper Grigg who launched his St. Louis-based company The Howdy Corporation in 1920. Grigg came up with the formula for a lemon-lime soft drink in 1929. The product, originally named â€Å"Bib-Label Lithiated Lemon-Lime Soda†, was launched two weeks before the Wall Street Crash of 1929. It contained lithium citrate, a mood-stabilizing drug. It was one of a number of patent medicine products popular in the late-19th and early-20th centuries; they made claims similar to today’s health foods. Specifically it was marketed as a hangover cure. The product’s name was soon changed to 7 Up. The Great Depression was just the beginning of the business challenges the product would face. In its early years, there were around 600 lemon-lime beverage brands being sold in the US. 7 Up was able to survive and become the market leader in the category by being one of the first to be nationally distributed as well as being marketed as more healthy than other soft drinks. The success of 7 Up led Grigg to rename his company to â€Å"The Seven Up Company† in 1936. Lithium citrate was removed from 7 Up’s formula in 1950. Expanding the brand beyond a niche market, major competitors began to set their sights on it such as The Coca-Cola Company with its Sprite brand introduced in 1961. Sprite would not challenge 7 Up’s position seriously until the 1980s when Coke forced its major bottlers, then distributing 7 Up, to drop the beverage in deference to Sprite. 7 Up challenged Coke’s actions in court as â€Å"anti-competitive†, a challenge they eventually lost. Formula 7 Up has been reformulated several times since its launch in 1929. In 2006, the version of the product sold in the U. S. was re-formulated so that it could be marketed as being â€Å"100% Natural†. This was achieved by eliminating the preservative calcium disodium EDTA, and replacing sodium citrate with potassium citrate in order to reduce the beverage’s sodium content. This re-formulation contains no fruit juice and is still sweetened with high fructose corn syrup (HFCS). The manufacturing process used in the production of HFCS has led some public health and special interest groups to challenge the ad campaign’s â€Å"natural† claims. In 2007, after the Center for Science in the Public Interest threatened to sue 7 Up, it was announced that 7 Up would stop being marketed as â€Å"100% natural†. Instead, It is now promoted as having â€Å"100% Natural Flavors†. The controversy does not extend to other countries, such as the United Kingdom, where high fructose corn syrup is not generally used in foods, including 7 Up. Methods used during my research:- Interview method During the research I used the personal interview method. I asked the questions generally face to face. sometime only for the appointment I used the telephonic method. Questionnaire method Mostly I used the proper sequencing of the questions I used rating scale method Reason: – I think that this type of question is very easy and attractive to give the answer for respondent. I also used multiple choice type questions. Reason: – because this type of question is also easy for the respondent to give the answer. This is also helpful for clear and reasonable analysis. Open ended: – this type of question I also used in the form of personal interview. Research Design The design that is used in this project is exploratory design. The reason for choosing this design was to get clear response from the customers. I also used descriptive research design. Research Instrument used In this research I used mainly the structured questionnaire for getting the different type of information. Sample Size My sample size for this research report was of 100 individuals. Fieldwork It includes giving out in the field to collect required information and data from the concerned person. I used to visit major educational institutes, localities, markets, shops, malls usually area wise conducting short interviews giving awareness and for the promotion about the. Under this survey my main objective was to have an interaction with its users and to find out their preferences. ANALYTICAL TOOLS USED Different types of charts are used : 1) Pie 2) Cylindrical Charts 3) Column Charts 4) Table of all percentage. About the Research Particularly about the project, this research was carried to know the Brand potency about the various brands of soft drinks in Indian Market on the basis of calculations of several values of each brand namely: 1. Value Of Memorization (VM): this is value of a brand which states the degree of remembrance of a particular brand. It tells that how much does one individual remember about the brand. 2. Value Of Association (VA): this is the value of the brand which tells the degree of association of a brand for an individual to his personal life experiences. 3. Value Of Description (VD): this is the value of the brand which tells the degree of a brand, that how much does it describes its features according to its brand name. 4. Value Of Motivation (VMo): this tells the value of the brand in the terms of the degree of motivation which the brand gives to the user to buy it. 5. Value Of Reurchase (VR): this tells the value of a brand according to which it can be calculated and stated that an individual will repurchase the brand. Market Potency = VM*VA*VD*VMo*VR Softdrink Brands Chosen for Research 1. Pepsi 2. Coca-cola 3. Thums Up 4. Mountain Dew 5. Sprite 6. 7 Up 7. Maaza 8. Slice 9. Mirinda 10. Fanta Data Analysis Interpretation 1. People going for Brand wise or Taste wise in soft drink brands? (out of 100) [pic] Interpretation: According to the above mentioned question, it was asked that whether the user have soft drinks on the basis of Brand or its taste. Therefore it can be interpreted from the above graph that 77% of the sample size goes for soft drinks on the basis of its taste whereas 23% of the sample size goes on the basis of its brand. |Brandwise |Tastewise | |23 |77 | 2. Average, maximum minimum age of the sample ? (out of 100) [pic] Interpretation: According to the interpretation of this graph we can conclude that the average age of the sample is of 23 years, maximum age of the sample is of 49 years and minimum age of the sample is of 16 years. |Average Age |23 | |Maximum Age |49 | |Minimum Age |16 | 3. Value of memorization for each soft drink brand. [pic] Interpretation: According to the diagram Brand Pepsi Coke holds the maximum Value of Memorization among all the other brands i. e. these brands are quickly comes into the mind of the consumers. Whereas Slice fanta holds the least value of memorization (8%). On the scale of 5 |Pepsi |Coke |Thums up |Miranda |Slice | |4. 34 |4. 19 |4. 16 |3. 48 |3. 01 | |Maaza |Mountain Dew |Sprite |7 UP |Fanta | |3. 62 |3. 58 |3. 58 |3. 29 |2. 95 | 4. Value of Repurchase for each soft drink brand. [pic] Interpretation: According to the diagram Brand Pepsi, coke, Maaza Thums Up holds the maximum Value of Repurchase among all the other brands (11%) i. e. these brands are easily repurchased by the customers. Whereas Fanta holds the least value of repurchase (8%). On the scale of 5 |Pepsi |Coke |Thums up |Miranda |Slice | |3. 54 |3. 56 |3. 82 |3. 07 |2. 97 | |Maaza |Mountain Dew |Sprite |7 UP |Fanta | |3. 61 |3. 07 |3. 29 |2. 84 |2. 49 | 5. Value of motivation for each soft drink brand. pic] Interpretation: According to the diagram Thums Up holds the maximum Value of Motivation among all the other brands (13%) i. e. this brand easily motivates the customers. Whereas Fanta holds the least value of motivation (8%). On the scale of 5 |Pepsi |Coke |Thums up |Miranda |Slice | |3. 43 |3. 43 |3. 76 |2. 88 |2. 83 | |Maaza |Mountain Dew |Sprite |7 UP |Fanta | |3. 28 |3. 27 |3. 19 |2. 9 |2. 37 | 6. Value of Association for each soft drink brand. [pic] Interpretation: According to the diagram Pepsi holds the maximum Value of Association among all the other brands (13%) i. e. this brand is easily associated by the customers to their personal life experiences. Whereas, Fanta holds the least value of Association (7%). On the scale of 5 |Pepsi |Coke |Thums up |Miranda |Slice | |4. 43 |4. 33 |4. 47 |3. 32 |3 | |Maaza |Mountain Dew |Sprite |7 UP |Fanta | |3. 19 |3. 59 |3. 54 |3. 43 |2. 63 | 7. Value of Description for each soft drink brand. [pic] Interpretation: According to the diagram Thums up Mazza holds the maximum Value of Description among all the other brands (12%) i. e. this brand is easily Describes its brands name according to the taste and brand it holds. Whereas, Fanta holds the least value of Description (8%). On the scale of 5 |Pepsi |Coke |Thums up |Miranda |Slice | |3. 2 |3. 51 |3. 96 |2. 86 |3. 32 | |Maaza |Mountain Dew |Sprite |7 UP |Fanta | |3. 75 |3. 29 |3. 06 |2. 95 |2. 56 | 8. Which brand holds the maximum market potency ? This is the original question for which this whole research was carried on, he answer for the maximum market potency holder brand can be interpreted by the following charts: [pic] [pic] Interpretation According to the above mentioned bar and chart it can clearly be known that in Indian Soft drink market specifically in Lucknow region Brand Thums Up has a maximum market Potency i. e. the brand Thums Up is very well known, remembered, and demended the most in the market by the consumers. Percentage wis e Thums Up holds 22% of the total Brand Potency while Fanta holds the minimum market Potency. It can be noticed thoroughly that both the maximum and the minimum potency brands are owned by COCA COLA. Pepsi holds the third position with 15% of brand potency. Above bar chart also deicts the brands with their levels in the analysis. Suggestions Recommendations This research was particularly carried for only knowing the barnd name in the soft drink market of lucknow having the maximum market Potency which is Thums Up. It is suggested to Pepsico in Lucknow that it holds the third position in the research of market potency, which Pepsi brand holds. It is noticeable that the first positions are held by the competitors Coke. The company Pepsico should increase their marketing efforts. Limitations of the Study Though best efforts have been made to make the study fair, transparent, error free, there might be some inevitable and inherent limitations. Though I tried my level best to make this report most accurate, some of the limitations are as follows : ? This study is valid for Lucknow city only. ? Due to certain unavoidable reasons, it was not possible to cover each and every outlet such as holidays, absenteeism, working closed etc. ? There may be some biased response. ? Some of the customers didn’t provide dull data. ? Most of the customers were too busy to meet. ? Too much time consumed on some calls because of appointments and waiting. Conclusion Soft drink market whether on micro or macro scale, it is vast and full with great opportunities. It is one of the industry which is not adversely affected by the recession process. Demand for soft drink is still at large, which is resulting in the launch of new and more soft drink variants. Due to which also the companies are adopting aggressive market strategies. Although consumers are going for and liking every soft drink brand but definitely some brands have more value and demand in the market than compared to others. This research was carried out for knowing the brand having maximum market potency, which is Thums Up hence objective achieved. At the end of this report we can clearly conclude that Coke had been greatly got success in the local Lucknow market of soft drinks as the first two positions of maximum potency Brands are held by Thums Up (22%) and Coca cola (16%). This tells us that coke’s marketing strategy is far more clear cut and accurate than its competitors Pepsico, Coke is very well understanding the mind of the local Lucknow Consumer’s, which is making coke and its other brands more preferred and desired by the consumers in Lucknow market than compared to Pepsico’s Brands. Annexure Name:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Age:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Address:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Mob. No†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Occupation:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. E-mail:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 1: Excellent2: Good3: Average4: Satisfactory5: Bad Questn 1 : Which softdrink do you drink the most ?†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦ Questn 2: You choose your softdrink on what basis ? Brand wise ()Taste wise () Questn 3: How early and fast can you recall the following brands first? (rate from 1 to 5 for each) |Pepsi |Coke |Thumbs Up |Miranda |Slice | |( ) |( ) |( ) |( ) |( ) | |Maaza |Mountain Dew |Sprite |7 UP |Fanta | |( ) |( ) |( ) |( ) |( ) | Questn 4: Priority wise tell that which brand will you repurchase again ? (rate from 1 to 5 for each) |Pepsi |Coke |Thumbs Up |Miranda |Slice | |( ) |( ) |( ) |( ) |( ) | |Maaza |Mountain Dew |Sprite |7 UP |Fanta | |( ) |( ) |( ) |( ) |( ) | Questn 5: Do you get attracted or feel motivated towards the following brands for the purpose of use ? |Pepsi |Coke |Thumbs Up |Miranda |Slice | |( ) |( ) |( ) |( ) |( ) | |Maaza |Mountain Dew |Sprite |7 UP |Fanta | |( ) |( ) |( ) |( ) |( ) | Questn 6: Are you aware of the company names of these brands ? rate from 1 to 5 for each) |Pepsi |Coke |Thumbs Up |Miranda |Slice | |( ) |( ) |( ) |( ) |( ) | |Maaza |Mountain Dew |Sprite |7 UP |Fanta | |( ) |( ) |( ) |( ) |( ) | Questn 7: Do you feel that the following brand names justify their name with their purpose ? Pepsi |Coke |Thumbs Up |Miranda |Slice | |( ) |( ) |( ) |( ) |( ) | |Maaza |Mountain Dew |Sprite |7 UP |Fanta | |( ) |( ) |( ) |( ) |( ) | [pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic] How to cite Brand Potency of Soft Drink in India, Papers