Compare And Contrast The Modern Man And Ernest Hemingway

Times were changing in the 1900’s, Modernism was taking off and both men and woman were conforming and adapting to the new life. Hemingway and Elliot both had very distinct ideas about what the â€Å"modern† man, who he was and what he stood for. Ernest Hemingway was an outstanding American 20th century award winning novelist, military man and was most famous for his stories â€Å"A Farwell to Arms† and â€Å"The Old Man and the Sea†. Hemingway was an amazing writer and served during WWI, however, his depression took his life in 1961 when he committed suicide. T.S. Elliot was born in St. Louis but moved to Europe and became a British citizen, Elliot wrote an assortment of pieces, but considered to be a great 20th century British poet. His most famous†¦show more content†¦Henry was heroic and masculine, but his life meant nothing and had no passion until his love with Catherine, he was just a man without a true life’s purpose. T.S. Elliot br ought another perspective to the â€Å"modern† man with his piece â€Å"The Love Song of Alfred Prufock†. This is a dramatic monologue about a frustrated man who wants to speak to a woman but cannot. â€Å"His internal monologue begins with the you and I, the two sides of Prufrocks personality, debating whether or not to confront a female. One side wants to believe in the possibility of a relationship with a woman; the other, doubts the possibility† (Hall Sweet 2). Elliot depicts the main character Prufock as the â€Å"modern† man, he middle aged, educated but unworthy of love and happiness. At first Prufock says there’s no rush then quickly realizes the he is getting older and that he isn’t worthy. Elliot conveys the modern man as insecure, unworthy and socially awkward. Prufock fails to make sense of his life; he fears judgment and rejection of being him. Throughout the poem no matter how much Prufock wanted to talk to the woman and long ed for the love, he didn’t because he feared the worst, rejection and ridicule. Both writers depicted the â€Å"modern† man lost without love, unsure of their path and meaning in and for life. Prior to love Hemingway thought of men as heroic and masculine but, also violent without the passion of love. Hemingway portrayed the violence in his characterShow MoreRelatedA Clean Well Lighted Place1202 Words   |  5 Pagesâ€Å"A Clean Well-Lighted Place† In â€Å"A Clean, Well-Lighted Place†, Hemingway uses themes of depression and life as nothingness by using symbols, and imagery. Two waiters in a Spanish cafà © are waiting late one night for their last customer to leave. As they wait, they talk about the old, deaf man sitting at the bar. It is revealed that he has recently attempted suicide. The younger waiter in the cafà © is very agitated and wants the old man to go home. 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Quantitative vs Qualitative Research on which is Better

There has always been a discussion as to which method of study was better: quantitative, or qualitative. The quantitative approach focuses more on quantifying data and generalizing results from a sample to a population of interest. The use of quantitative methods is used for general features of a population and to measure the incidence of various views and opinions in a chosen sample. Qualitative methods are used to gain an understanding of underlying reasons and motivations. This type of method provides an insight into the setting of a problem. This can be used to generate ideas for later quantitative research. It is being argued that quantitative criminology is no longer required and this method is dead. To understand why people commit crimes, the best way to conclude this would be to switch to a more qualitative approach. Although this may be true in some cases, I do not completely agree with these two statements. I disagree with the statement about the quantitative approach being â€Å"dead,† however, I do agree with the statement about switching to a more qualitative approach to fully understand why people commit crimes. However, incorporating the quantitative approach and qualitative approach into one study will result in a thorough conclusion. This paper will explain the quantitative and qualitative approaches in research, discussing the positive and negative aspects of each approach, along with including how a combination of these approaches in a study will result in theShow MoreRelatedThe Learning Goals For A Professional Nurse987 Words   |  4 Pagescombination of personal fears and topics which are needed to improve my standing as a professional nurse. The first learning goal of this course is understanding the research process. This will be covered in module four of the course. 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The Development Bank of Singapore Limited Human Resource Report

Question: Human Resource Report on The Development Bank of Singapore Limited. Answer: Introduction The DBS Bank Limited is arguably the leading financial services provider in the Asian region, having its headquarters in Singapore (DBS Bank Ltd, 2016). According to the DBS Bank Ltd (2016), this multinational financial services group has over 280 branches spread across 18 markets. Furthermore, the corporation has in the recent years increased its presence in Southeast Asia, South Asia, and Greater China. The organization was established in 1968 by the Government of Singapore with the objective of it taking over the industrial financing operations from the then Economic Development Board (Sufian Majid, 2007; National Library Board Singapore, 2016). Subsequently, DBS Bank Ltd (2014) points out that the company has market-dominant positions in asset management, consumer banking, debt and equity fund-raising, treasury and markets, and securities brokerages in Singapore. Incidentally, this report provides a proposal on the finance manager positions job design and analysis, recruitment a nd selection that the DBS Bank Limited can adopt to fulfil its staffing needs in view of its overall Project Management (PM) strategies. Job Analysis for the DBS Bank Limited Finance Manager Position According to the DBS Bank Ltd (2014), a considerable portion of the companys success is attributed to its high regard for its employees. The DBS Bank Ltd (2014) further observes that through the banks effective management strategies, it has managed to ensure that it puts value to its workforce. In fact, recruiting individuals based on their talent is the banks initial step of building a workforce that has facilitated the firm to achieve its project management strategies. Thereafter, the company imbues the recruited individuals with a sense of purpose, offers them with sufficient training, and encourages them to aim high when executing their duties and responsibilities in the organization. The DBS Bank Ltd (2014) explicates that in order to have a high competent workforce; the bank has focused on providing its employees with differentiated experiences, including rewards and recognition, work-life balance, and learning and development. Thus, it is arguable that due to its outstanding c ompetitive edge as a financial provider in Singapore and the Asian region as a whole, the DBS Bank Limited Human Resource (HR) department has put in place an efficient and effective job analysis mechanism for acquiring and retaining a highly talented workforce. Fundamentally, job analysis refers to the process of identifying and determining in detail the particular job requirements and duties as well as the relative significance of these duties for a specific job (Singh, 2008; Stanton et al., 2011; Sanchez Levine, 2012). On the other hand, Goffin et al (2011) describe job analysis as the process in which judgements are made concerning data collected on a job. Therefore, the job analysis for the finance manager position in DBS Bank Limited needs to involve a comprehensive identification and determination of the duties the individual will perform as well as the minimum requirements, both academic and professional experience, the person should have so as to occupy this position in the company. Overall, this identification and determination will generate the ideal job description and specification of the banks finance manager. Traditionally, some of the works performed by finance managers include managing and auditing the companys financial pe rformance, ensuring that the organization complies with the statutory financial regulations, developing and reviewing budgets as well as financial reports (Van Horne Wachowicz, 2008). Hence, it is suggested that when conducting a job analysis for the DBS Bank Limiteds finance manager position, the HR department will have to match the academic and professional experience of the candidate with the skills and requirements of performing the said conventional duties of finance managers. Ideally, the prospective finance manager must have at least a bachelors degree in financial management or related field and moreover, a minimum of five years experience working as a finance manager in a reputable company. Besides using the job analysis to develop the job description and job specification for the banks finance manager, it is recommended that the analysis should also be used for other purposes such as: determining the positions compensation, the training needs, performance review, and the selection procedures (Dowling, 2008; Jackson, Schuler Werner, 2011). Furthermore, it is suggested that the analysis should be conducted using the task inventories approach because, compared to the other methods, it is significantly cost-friendly and effective (Swanson, 2007). Essentially, the main aspects that the job analysis should entail include: duties and tasks, tools and equipment, requirements, relationships, and environment (Fine Getkate, 2014). Job Design for the DBS Bank Limited Finance manager Position Job design, according to Grant (2007), is a fundamental function of the Human Resource Management (HRM) that is related to the specification of methods, contents, and relationship of jobs within an organization so as to satisfy the organizational and technological requirements as well as the personal and social requirements of the individual holding a particular job. Moreover, the tenets of job design are mainly focused towards the manner in which the nature of a persons work influences their behaviour and attitudes at the workplace, especially relating to the characteristics such autonomy and skill autonomy. Often, the central aim of developing a job design is to enhance job satisfaction, to reduce employee problems such as absenteeism and grievances, to improve quality, and to expand through-put (Oldham Hackman, 2010). Thus, when developing the job design for the DBS Bank Limited finance manager, it is proposed that the HRM should emphasize on achieving the mentioned aims. Thus, t o ensure that the companys finance manager is sufficiently motivated to attain the objectives of the banks PM strategies, it is suggested that their job design is developed in a way that is consistent with five core job functions or dimensions: skill variety, task significance, feedback, autonomy, and task identity (Hackman Oldham, 1976). In the context of skill variety dimension, the DBS Bank Limited HR department need to ensure that the finance manager should be in a position to use a wide variety of skills. According to Hackman and Oldham (1976), individuals that have to use a broad range of skills and activities to complete a particular job find their job more satisfying. In regard with task identity dimension, Hackman and Oldham (1976) observe that the employees who engage in a job activity from the start to the end are more satisfied with their work. Hence, it is proposed that the DBS Bank Limited needs to design its finance manager job design in such a way that the holder of the position gets involved in an activity from its start to its eventual completion. Subsequently, empirical evidence demonstrates that the more times people are told about their performance, the more the probability of them being interested in doing a good job (Hackman Oldham, 1976). Therefore, the DBS Bank Limited needs to design the finance manager position in a manner where the holder will be reminded repeatedly about their performance; for example sharing the customer satisfaction scores. Incidentally, Hackman and Oldham (1976) point out that a job is more likely to satisfy people if they are involved in the decision-making process as opposed to being told what to do. Hence, this report recommends that the banks finance manager job design should be such that the holder of the position is capable of making and implementing decisions without undue or direct influence from other quarters of the organization. In the task significance dimension, Hackman and Oldham (1976) establish ed note that job have a higher degree of satisfaction if the people believe that their contribution makes a difference, and are tangible value to the organization, colleagues, or the larger community. Accordingly, it is opined that the DBS Bank Limited HR department should design the finance manager position in a manner that the holder feels that their job is important to the bank. Recruitment Strategies and its Implementation One of the main and important overall strategic objectives of the DBS Bank Limited is to attract and retain talent (DBS Bank Ltd, 2014). However, in the contemporary HRM practice, due to increased competition amongst and between various industry and market players in the economy, finding competent candidates to fill various job openings in an organization has been identified as one of the most difficult and time-consuming aspect of a firms HR function (Harzing Pinnington, 2010). Thus, Harzing and Pinnington (2010) opine that in order for companies to acquire and maintain a competitive advantage in terms of obtaining and retaining the best talent that can help them meet their strategic objectives, it is important that they use a mix of recruitment strategies and methods for their workforce. Moreover, the HR department of these organizations need to ensure that the recruitment strategies they use are objective and consistent. Therefore, when recruiting the DBS Bank Limited finance man ager, it is imperative that the HR department recognizes a recruitment strategy that is both cost-effective and less time-consuming. In other words, the HR department should identify and use a recruitment method or a mix of recruitment strategies that are efficient in helping the company acquire the best talent in the market. Accordingly, Price (2007) explicates that there are three main phases involved in any recruitment process: (i) development of the selection criteria for the position; (ii) selection of the recruitment methods; and (iii) development of the job posting. Thus, in recruiting the DBS Bank Limited finance manager, it is suggested that the HR department needs to consider and implement the mentioned three stages. The author further elucidates that there are several options available when selecting the recruitment method for a particular job in an organization. These methods include: internal recruitment, print, advertisements, internet recruiting, and the use of recruitment agencies. However, for the purpose of ensuring that the recruitment process in the bank is significantly efficient in terms of cost and time, this report recommends the utilization of the internal recruitment method by the banks HR department for the position of the finance manager. Overall, this recruitment method provid es the banks current employees as well as volunteers an opportunity to apply for the open job position. Boxall Purcell (2011) assert that the strategy is closely linked to career development and succession planning. Incidentally, if implemented appropriately, this recruitment approach has a potential of yielding the DBS Bank Limited several benefits. First, the management of the company already has a good idea about the capability of the employees. Second, this approach provides the bank with an opportunity to reward the volunteers or employees for their past performance. Third, the recruitment strategy retains the banks investment in the employee or volunteer, especially if such employees have been trained by the company. Fourth, the approach reduces the amount of time required to orient the holder of the position in the company. Finally, the recruitment method minimizes the costs and time involved in the recruitment process. Nevertheless, to mitigate the potential drawbacks invol ved in the isolated use of the internal recruitment process, this report proposes that the HR department should also consider using a mix of the other methods of recruitment that have been mentioned in the preceding discourse. However, the choice of the mix has to take into account the efficiency of the approaches in terms of cost and time. Furthermore, it is proposed that the implementation of the recruitment should only involve senior members of the company because the position in question is relatively on the top part of the banks organizational structure. Selection Strategies and its Implementation As pointed out earlier, hiring the right people is critical to any business. However, the process of selecting the ideal candidates who have applied for the job opening is never easy due to a number of reasons (Daley, 2006). These reasons include the position attracting a large number of applicants, limited time to identify the appropriate candidate, and the majority of the applicants having the same or almost equivalent requirements needed by the subject job vacancy. Thus, to mitigate some of these selection challenges, Armstrong and Taylor (2014) explicate that the HR department should always consider using a combination of strategies that would enable the organization identify and hire the right people who will facilitate the overall attainment of the organizations objectives. Nevertheless, besides ensuring that the selection process filters the candidates and identifies the ideal candidate or candidates for the job opening, the HR department need also to factor in the issue of di versity. The implication of this consideration is that the HR department has to make a balance between performance and diversity within the organization. According to Shore et al. (2009) and Avery (2011), diversity in organization has been found to be crucial in promoting a companys reputation and brand in the market. One way of achieving diversity is through hiring a diverse workforce. Therefore, when selecting the DBS Bank Limited finance manager, a significant emphasis needs to be put on hiring an individual who will help the bank attain its diversity objective. Nevertheless, this selection should as well ensure that there is appropriate balance between the performance level of the candidate and their diverse contribution to the organization so as to avoid a possible trade-off of a highly performing potential holder of the position. Fundamentally, there are two main types of selection strategies: single stage and multistage selection (Gatewood, Feild Barrick, 2015). The authors observe that in most instances, multistage selection strategy has been identified to be more effective than the single stage approach in hiring the best talents because it strikes an important balance between hiring a diverse workforce and high performers. Thus, this report recommends the use of multistage selection in the selection of the DBS Bank Limited finance manager. Further, to implement this method effectively, the HR department need to consider at least three parameters: Knowledge, skills, abilities, and other attributes (KSAOs), logistical challenges, and cost as well as time. Conclusion The DBS Bank Limited is arguably one of the leading financial service provider in Singapore and the entire Asian region. Thus, when hiring its financial manager, it is important that its HR department develops and implements an appropriate job analysis and job design that would enable the company in identifying and selecting the best candidate that would add value to the company. It is suggested that the banks HR department should focus on using the ideal recruitment and selection strategies for this position by ensuring that the approaches are both cost-effective and less time-consuming. Overall, from the preceding discourse, this report concludes that the effective implementation of the identified approaches would add value to the DBS Bank Limited by reducing the possible loss of time and money in recruiting and selecting the firms finance manager. References Armstrong, M., Taylor, S. (2014). Armstrong's handbook of human resource management practice. London, UK: Kogan Page Publishers. Avery, D. R. (2011). Support for diversity in organizations A theoretical exploration of its origins and offshoots. Organizational Psychology Review, 1(3), 239-256. Boxall, P., Purcell, J. (2011). Strategy and human resource management. Palgrave Macmillan. Daley, D. M. (2006). Strategic human resource management. Public Personnel Management. Current concerns, future challenges, 5, 120-134. DBS Bank Ltd (2014).About DBS Bank Asias Safest Bank - Singapores Bank of Choice. Retrieved 11 June 2016, DBS Bank Ltd (2016). DBS Bank - The Development Bank of Singapore Limited. Retrieved 11 June 2016, Dowling, P. (2008). International human resource management: Managing people in a multinational context. Boston, MA:Cengage Learning. Fine, S. A., Getkate, M. (2014). Benchmark tasks for job analysis: A guide for functional job analysis (FJA) scales. Oxfordshire, UK: Psychology Press. Gatewood, R., Feild, H., Barrick, M. (2015). Human resource selection. Nelson Education. Goffin, R. D., Rothstein, M. G., Rieder, M. J., Poole, A., Krajewski, H. T., Powell, D. M., ... Mestdagh, T. (2011). Choosing job-related personality traits: Developing valid personality-oriented job analysis. Personality and Individual Differences, 51(5), 646-651. Grant, A. M. (2007). Relational job design and the motivation to make a prosocial difference. Academy of Management Review, 32(2), 393-417. Hackman, J. R., Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational behavior and human performance, 16(2), 250-279. Harzing, A. W., Pinnington, A. (Eds.). (2010). International human resource management. Sage. Jackson, S., Schuler, R., Werner, S. (2011). Managing human resources. Cengage Learning.n.

Special K Case Essay Example

Special K Case Paper Kellogg is a U. S. company, which offers the Special k cereal and accompanying products (cereals in different flavors as well as granola bars and protein shakes) that are healthier options for people who are aware of their diet and want a better lifestyle. Kellogg expands the market by targeting women who skip breakfast to stay slim. The marketing strategy helps to position the brand as a healthy alternative. The commercials we chose offer a weight management plan designed to lose weight in 2 weeks by consuming Special K products. The commercials chosen are both from the same campaign and the same year- 2009. In this report we have taken into consideration different international advertising factors to show Kellogg’s international advertising strategy. In this report we used several factors of international ad models to determine that Kellogg uses a hybrid international marketing strategy. Hybrid Advertising Strategy see table 1 Based on the environmental analysis below, we concluded that Kellogg’s uses a hybrid strategy known as pattern advertising (1). We considered these environmental factors: †¢Political and legal: Kellogg uses a global approach because both countries have similar advertising regulations; therefore, there is no need for diversification. †¢Economic: Kellogg’s uses a global approach because both ads target the same market consisting of middle and upper class working women who have a similar income, age, and knowledge of healthy lifestyle. †¢Sociocultural: Kellogg’s uses a local approach because in the American advertisement the idea of time and logic is very important. We will write a custom essay sample on Special K Case specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Special K Case specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Special K Case specifically for you FOR ONLY $16.38 $13.9/page Hire Writer In contrast, in the Mexican advertisement Kellogg appeals to emotions and the idea of personal satisfaction. †¢Technological: Kellogg’s uses a global approach because they are aware that their target markets, who are middle to upper class working women, have the technology (television, internet) to see the commercials. Creative Execution see table 1 Creative execution, or the manner in which ads are carried out and presented, is different for U. S. and Mexican ads. The impact of the message depends not only on what is said but also on how it is said in these ads (2). Messages are presented in a mix of different execution styles: †¢Straight sell: is presented in both ads. Here, the straight sell relies on the specific benefits/attributes of the product-the target audience can lose 3 kilos in 2 weeks (Mexico)/6 lbs in 2 weeks (U. S. ) with the help of Special K products. Both ads show that by buying Special K products, the target audience will enjoy the reward of weight loss. †¢Rational vs. emotional argument: the rational argument, or the supporting claim, is presented in the U. S. ad by stating that loosing weight will lead to the â€Å"healthier new you. This is because in the U. S. the rational argument appeals to the monochromatic culture with low power distance like U. S. On the other hand, the emotional appeal is demonstrated in the Mexican ad when it shows the woman feeling great about herself. The emotional appeals to collectivistic cultures with high power distance like Mexico. †¢Demonstration: the actual use is seen only in the Mexican ad because Mexico is a collectivistic culture heavily relying on the opinion of family, friends, etc. so therefore the target audience is able to connect with the woman eating and enjoying the Special K cereals. High-context cultures, like Mexico, are relational, collectivist, intuitive, and contemplative. Therefore, women in Mexico need to relate to the everyday situation when using Special K products. Americans rely on reason and individualism and therefore they don’t have the need to connect with the woman in the ad. †¢Slice of life: both ads portray a real-life situation involving a problem-not being able to fit into jeans- and then both ads focus on how to resolve the problem by eating Special K, losing weight, and finally fitting into those jeans again. The slice of life is effective for everyday products such as cereals that consumers feel good about if they see real people buy and use them. †¢Dramatization: it is used in the Mexican ad where there is a scenario in the form of a story- bad shopping experience and not being able to fit in your regular size-and the problem solution-eating special K products and losing weight. The reason for dramatization is that Mexico uses emotional/dramatic appeal in the advertising. On the other hand, U. S. commercials rely on the rational/lecture appeal. Also, Mexico is a high context culture meaning that they use more dramatizations in commercials while they do not have to use many words to explain the situation. In contrast, U. S. is a low context culture, so ads are based on words and explanations. †¢Personality symbol: there is a central character (woman) that the audience can identify with in both ads. Special K is positioned as a cereal for adults, targeted to women and their ongoing concern with losing weight that is heavily influenced by popular culture in both Mexico and U. S. Humor: humor is used in Mexican ad when the woman tries to fit into jeans in the dressing room while her husband waits, and then she dances around when she is finally able to fit her jeans. The commercial is targeted to women, who can relate to main character because they think about the times when they tried to fit into jeans in the dressing room, and therefore they get the joke. As stated previously, the Mexican ad is appealing to women’s emotions and this is accomplished with the help of humor. †¢Lifestyle: how well a product fits in consumer’s lifestyle is presented in both ads. Both ads show how easy it is to integrate Special K products into their lifestyle and lose weight. Special K ads are targeted towards working, middle class women, who do not have time to prepare difficult healthy meals, and therefore they can grab Special K cereal in the morning and pack healthy snacks for the whole day without any special, lengthy preparation. Advertising appeal see table 1 Both advertisements have an emotional appeal to their consumers, but the appeals are presented in different manners (1). Both advertisements present the issue of weight loss and women struggling to fit into their clothes. The American advertisement shows a woman trying on her jeans next to a dryer giving the impression that because she put her jeans in the dryer and they shrunk and won’t fit. Then it presents a clock, which indicates that it’s time to lose weight. Americans are very concerned with time, and the idea of losing 6 pounds or a jean size in 2 weeks can be very appealing to the American woman. In the Mexican advertisement, the advertisement involves the sense of personal satisfaction. A woman can be seen in a dressing room trying on many different garments that don’t fit her correctly while outside the dressing room a man is waiting impatiently for her. The commercial explains that no matter what, women will always have a reason to take their time. The advertisement encourages them to accept the challenge and gives them a chance to be able to win a full day of shopping. The commercial also says they can debut a new figure in new clothes. The Mexican advertisement not only has to appeal to the fact that women will lose 3 kilos in 2 weeks, but they can also win new clothes. Message see table 1 The American Special K advertisement claims that you will lose 6 pounds in 2 weeks if you take the Special K Challenge. The Special K Challenge requires you to eat their cereal and other snacks and follow the diet plan they give you. If you do this, you will lose weight. They claim that if you lose this weight, your clothes will fit you better and you will be much healthier. The Mexican Special K advertisement claims that if you use the Special K Program, you will lose 3 kilos in 2 weeks. If you use this program to lose weight, you will look better in your clothes. Also, if you buy Special K products, you will have a chance to win a new wardrobe that will flatter your new figure. Copy/ copywriters see table 1 Both ads use copywriters to communicate what the product is intended for and what it is supposed to do. In the American advertisements, they advertise the Special K challenge while in the Mexican ad they advertise the Special K program (programa de special K). Both ads in different words refer to the same thing, but are not copied from English to Spanish. Also, the slogan of the Mexican add is †because you can† (porque tu puedes) while the one in America is â€Å"It’s never too late to start a healthier new you† they both appeal to a slimmer healthier life, but again are interpreted and not presented with the exact translation. Neither of the ads present slang terms, but the American ad does present the term â€Å"wake up call† which for American means the time to change something, but in the Mexican society such idiom does not mean anything. Target market appeal see table 1 Number of people in ad: The Mexican ad reflects the collectivist culture by having many people in it. It is very busy, with many people in line and husbands waiting for their wives. The American ad, on the other hand, shows only one person, therefore appealing to the individualistic aspect of American culture. †¢Masculine values: Both countries have a masculine culture, but the difference is that the Mexican ad reflects on the competitive aspect, and the American ad reflects on the individual achievement aspect. Risk: Mexico is much more risk averse than the United States, so the Mexican ad backs the product with a promise of winning a shopping spree. The American ad just states that you can lose weight, therefore making you take the risk of purchasing the product for a vague reason. †¢US product: Mexico has an overall positive attitude towards the United States, and therefore like American products. Therefore, The Special K brand is portrayed very similar in both advertisements. †¢Availability of time: The product is a convenient and quick meal, so it appeals to people that are in a hurry. The product is portrayed in a similar manner in both advertisements. †¢Independence of media from government control: Both countries have limited government control of broadcast television, so the company is able to freely express themselves in the ads, taking into account cultural factors. †¢Relative importance of visual versus verbal in a message: Both cultures rely on visuals to portray a message and appeal to people. The ads both use imagery (i. e. more red in the Mexican commercial, minimalism in American) to appeal to the target market. The American ad, however, relies on verbal delivery to get the message to the viewers. †¢Importance of self-service retailing: In both cultures self service retailing plays an important role for the deliverance of products to the population. Both ads expect the customer to purchase the product at their local grocery store. †¢Development and acceptance of international trademark or trade name: Red, which is used for the theme color of Special K, is important in Mexican culture. The Mexican commercial underlines the red color, using it more than the American ad. Also, Special K does not mean anything bad in Mexico, so the name is acceptable. †¢Applicability of products’ theme or slogan to other markets: Both slogans are different, but they imply the same thing. Both slogans are geared to appeal to the culture. Global media decisions see table 1 Both ads are television ads that implement sight, sound, motion, and color. Television advertising is intrusive in nature meaning that the viewer doesnt have to be actively involved to receive message. Special K is targeted towards middle-class working women and therefore both Mexican and U. S. ds run on television in the morning when women usually turn on the TV while preparing breakfast and in the evening while preparing dinner. The reason for this is the intrusive nature of TV advertising. Special K commercials also run on TV during the TV programs targeted to women. Advertising Objectives see table 1 Both Mexican and U. S. ads are hybrid of persuasive an informative advertising. The pe rsuasive advertising motivates users to take action in the form a lifestyle change with the help of Special K products. There is an ongoing issue of weight loss presented in both ads and solution to lose weight. An informative advertisement communicates to create and build brand awareness by positioning Special K products as a cereal for adults that fits into working woman’s lifestyle. It informs the audience about the benefits (weight loss, healthier lifestyle) of the product. Big Idea see table 1 If your clothes are feeling tight, then you should eat Special K to be able to fit into them again. The big idea of both of these advertisements is that this product is a tasty, easy way to lose weight. This definitely appeals to many people who want to lose weight but do not have a lot of time. Also, they have many different Special K products so that the people who are trying to lose weight will have a lot of variety in the food they eat. In the Mexican ad you also have a chance to win a new wardrobe that will fit your new figure. Push/pull strategy see table 1 Both the American and Mexican advertisements use a pull strategy. Kellogg assumes that the target market has knowledge of the product. The ad’s wording them to try Special K and see for themselves that the product will help to lose weight, thus creating demand for the product. The customer will subsequently go to their retailer in search of the product. The ads encourage women to take the â€Å"special k challenge† and lose 6 pounds in 2 weeks. The Mexican ad also offers a free shopping spree for women that can fit into a specific red dress after the challenge. These challenges and offers make women look for the product at their local store. Table 1 Factor/ CountryUnited StatesMexico Hybrid advertising strategyPoliticalGlobal TechnologyGlobal EconomicalGlobal Socio-culturalLocal Creative executionStraight sellyesyes Rational/ motional argumentRationalEmotional demonstrationnoyes Slice of lifeyesyes dramatizationnoyes Personality symbolyesyes Humornoyes lifestyleyesyes Advertising appealyesyes MessagePromisesLosing 6 pounds in 2 weeks. Losing 3 kilos in 2 weeks. Benefit/ claimClothes will fit better and consumer will be healthier. Clothes will fit better and consumer will have a chance to win new clothes. Copy/copywriteCopywriteCopywrite Target marke t appeal# of people in ad 1 character-IndividualismMultiple characters-Collectivism Masculine valuesMasculine-individual achievementMasculine-competitive RiskMore risky-no promise behind Less risky-win shopping spree U. S. productAmerican is goodAmerican is good Availability of TimeLimited-convenientLimited-convenient Independence of media from government controlYes-choiceYes-choice Visual v. Verbal in messageVerbal-minimalisticVisual-dramatization Importance of self-service retailingPeople know where to buyPeople know where to buy Development and acceptance of international trademark Kellogg known Kellogg known Applicability of product’s theme or sloganVisible in adVisible in ad Global media decision Television advertisement-short commercialTelevision advertisement-short commercial Advertising objectivesHybrid of persuasive and informativeHybrid of persuasive and informative Big ideaFlavorful and convenient way of losing weight. Flavorful and convenient way of losing weight. Pull strategyKnown to target marketKnown to target market Works Cited 1. Keegan, Warren J. , and Mark C. Green. Global Marketing. 6th. New Jersey: Pearson Education Inc. , 2011. Print. 2. Lakdawala, Ali. Advertising Messages. Scribd. Scribd Inc. , 2011. Web. 29 Nov 2011. .