Company Resources and Capabilities of Abercrombie and Fitch Case Study

Company Resources and Capabilities of Abercrombie and Fitch - Case Study Example In the following intangible assets i.e. human assets and brand and image assets of company are described.Human assetsAbercrombie and Fitch as a big retailer of clothing recruit the young boys from colleges, as they look like the catalog models. American look is used to judge the personality of a new candidate. Shoppers prefer to buy the products from stores where staff looks as they act in the advertisements. In some respects hiring a good looking person is not illegal but discrimination is found in regards of sex, age and ethnicity. People having retail experience complain as they are not hired; instead of that young good looking people having no retail experience are recruited (Barlow and Stewart, 2006). Brands and imageCompany focuses on the customers’ demands and continues moving along the customers’ value chains. Company targets the youth people aged between 14 and 22 years old to sell the sports and other products. Some important brands of company include as Aberc rombie & Fitch, Ruhel No 924, Hollister Co., Gilly Hicks and Abercrombie. All of these brands are produced ensuring the focus and engagement of customers. Company operates at different segments and caters to potential and existing customers at different stages.This part is focused to see the distribution capabilities and strategic flexibility as capability resources of the company. Distribution capabilities of company to fulfill the orders of its customers as well as other companies are an enhanced feature.

MANAGEMENT IN THE NEW GLOBAL ECONOMY Essay Example | Topics and Well Written Essays - 2000 words

MANAGEMENT IN THE NEW GLOBAL ECONOMY - Essay Example However, I feel that the most important quality in a successful manager is the ability to communicate effectively. Communication is a barrier that hinders management activities and it is involved in every action. The manager decides to perform an action, but it has to be communicated to the team members before it can be implemented. Furthermore, a manager would be effective and efficient if the subordinates are comfortable working with the manager. The subordinates should be able to discuss their problems freely with the manager. Moreover, a manager has to lead by example. A manager has to take responsibility for his subordinates' actions and has to act as a role model for the employees. Taking responsibility would help the employees to build trust in the manager and this way, they would give their all to perform to the best of their ability. Also, a manager has to be a quick decision-maker. In today's ever changing global economy, managers are faced with numerous problems and many o f those problems require a quick solution. Therefore, I feel that an efficient and effective manager has to be a quick decision-maker. Also, an efficient and effective manager should have the technical know-how of the processes used in the organization, and should have ample knowledge in his/her field. A manager cannot be successful if he or she lacks professionalism. Being professional in your profession is the key to being efficient in a particular profession. In short, an effective and efficient manager is one who can take the most out of employees, and achieves the objectives of the organization by the using the optimum level of resources. Portfolio Tasks Week 2 Question 3: What is a psychological contract A psychological contract is an informal contract between the employer and the employee. This type of contract involves tasks and duties not included in the employment contract for both the employer and the employee. According to Wikipedia, "a psychological contract represents the mutual beliefs, perceptions, and informal obligations between an employer and employee." (n.d.) Question 4: Compare and contrast the personality and affect approaches to motivation. Are there specific personality traits or affective states that influence performance more than others Several people attempted to analyze the factors that motivate humans. Some of the most famous are Frederick Taylor, Abraham Maslow, Douglas McGregor and Herzberg. Taylor's scientific management and McGregor's Theory X are somewhat similar because both believe that people are motivated only through money. Both theories emphasize that workers dislike work and would have to be controlled to make them work. On the other hand, Maslow's hierarchy of needs and Herzberg's two factor theory are also similar because they identified elements other than money that could motivate people. Other elements suggested by both Maslow and Herzberg are recognition for work, esteem needs, chance for promotion etc. All theories are inter-related to each other because all theories were presented in an era different than today, when managers didn't interact too much with