How We Listen by Aaron Copland Essay Example | Topics and Well Written Essays - 250 words

How We Listen by Aaron Copland - Essay Example He succeeds in the clarification because of two main methods: People look on the sensuous plane for pure entertainment. For example, turning on the radio while doing something else and absentmindedly bathes in the sound. A good listener should realize that a lovely sounding music is not necessarily great music. I believe the sensuous plane before the other two is a useful technique since this is the plane most people often relate to the most. Second plane is the expressive one. Copland then discusses the notion of meaning in music. In his view, music has a meaning but the meaning is not concrete, and sometimes it is difficult for it to be expressed in words. This plane explains why music has a moving and relaxing effect on us. It is harder to grasp and requires more deep thought because Copland claims that meaning in music should be no more than a general concept. This issue is very philosophical, and one must accept the train to understand this plane (4).  Ã‚   The next plane deals with the manipulation of the notes and offers a more intellectual approach to enhancing musical appreciation. The actual structure of the music as such the length of the note, pitch, harmony, and tone color are emphasized in this section of the essay. This fundamental study of the structure is necessary to form a firm foundation for the musical piece and to understand the diagnosis of it. This technical and more scientific plane is contradictory to the philosophical sensuous plane. For this reason, it is another useful technique of Copland to use factual observations to explain the listening process to the satisfaction of the readers. After expounding his theory in the way we listen, Copland uses the analogy of a theoretical play to drive the point home. This is yet another useful technique used by him: it gives him the leeway to demonstrate clearly the interrelating of the three planes. Regarding the ideal listener, Copland says: In a sense, the ideal

Topics in the area of international management, marketing Research Proposal

Topics in the area of international management, marketing international strategic decision-making - Research Proposal Example Therefore, organizational culture and power structures have a definite say in defining the image of an organization in the international arena. The important thing is that it is this very image of an organization that constitutes a considerable part of the information required by the international collaborators and competitors. Thus, organizations operating in a globalized scenario, no more afford to be passive or ignorant about the culture and political structures coming within their scope and ambit. To facilitate effective decision-making mechanisms, it is necessary that organizations consciously decide as to what their in house culture and the resultant global perception needs to be. No doubt, such an approach leads to positive outcomes in both local and international avenues. The purpose of this paper is to evaluate and understand how organizational culture and politics influence international strategic decision-making. There is no denying the fact that an organization’s culture and political framework have a direct and conclusive say in the strategic decision-making processes. However, the extent to which organizational culture and power influence international strategic decision-making is a topic that solicits ample scholarly attention and investigation (Nwachukwu et al. 757). Till date, the popular perception has been that though corporate culture and power structures were important factors that aided the understanding of the respective working of individuals and groups employed in an organization, yet such unspoken and intangible parameters scarcely influenced international strategic decision-making (Hunt & Vitell 12). On the contrary, their existed a small but influential group of scholars who held that a formalization of the corporate values and power structures not only defined the roles of the specific employees, but had a direct bearing on the

Supporting the Commander’s Leadership Philosophy Essay Example for Free

Supporting the Commander’s Leadership Philosophy Essay This thesis will cover the Support of the Commander’s Leadership Philosophy, command climate, strategies, and the role of the gunnery sergeant’s importance in the execution of the Commander’s leadership philosophy for Marine Fighter Attack Squadron 214, Marine Corps Base Quantico, Virginia. We feel that the command climate at this unit is good. The three strategies that we will use to discuss this will be communication, training and leadership and how important they are in order to establish an effective and productive environment. We will also discuss how the gunnery sergeant’s important role is the key to ensuring that these strategies are well executed. The process used in analyzing this units’ command climate was through the assistance of the Commander’s Leadership Philosophy, blotter, and miscellaneous command photos. Command Climate The assessment of the unit is good within the Commander’s philosophy. The Commander’s policy will have more of a significant change in the command. The Commander stands by his policy by being a band of brothers. He has done a good job making it clear about upholding our traditions as Staff Non Commissioned Officers (SNCO) and Non Commissioned Officers (NCO). The Responsibilities, Leadership, and Core Values are what the Marine Corps is about. By following theses values and the Commanders’ philosophy the command should be able to carry on the mission and goals set before the Squadron. Commander’s Philosophy of Leadership The Commander’s expectations for the Squadron as a whole is Teamwork, Leadership, and Communication. According to base reports they have less than 10 percent of incidents within the Squadron. That’s what team work is about taking caring for each other. Taking time to get to know you’re Marines. One person is not stronger than a team. This plays a big part with every Marine in the unit pushing for success. The leadership is a key role, Honesty is the best policy, and a college degree does not make you a leader. Any Marine can be a leader; for the mission to be successful we need loyalty and core values. By the command climate survey showing that the unit takes care of each other, this is another step to success. Communication the most important part of the Commander’s philosophy. This is what holds all of the Commander’s three words together (Team work, Leadership, and Communication). Keeping lines open are very important. Knowing what’s being said in meetings, passing the word down to the Marines and making sure they understand what is going on. Our SNCO’s and NCO’s are essential to this action. Any delay with this action will create problems within the unit. The Commander has an open door policy, but the Marines will utilize the chain of command. With the command policy in place the unit should have no problems achieving their mission of success. Strategies to Create/Foster Positive Command Climate As part of ensuring the command climate stays positive and even further improve, the following are three strategies formulated in order to define and implement the commander’s vision and expectations from his squadron: Communication Leaders must be able to clearly express the commander’s vision and expectations to their Marines. They must dedicate the time necessary to ensure that their Marines have a full understanding of commander’s intent, mission, and how they are to contribute to the squadron’s success. The senior Leadership will facilitate the clear communication of such by means of more daily interactions with their subordinate Marines and get feedback to ensure that the vision and expectations of the commander are understood. The Noncommissioned officers (NCO), on the other hand, should provide the same to their junior Marines and ensure the same feedback is received. Training Senior leadership will ensure an NCO Professional Military Education (PME) is conducted once a month to discuss small-unit leadership, by means of guided discussions on core values and how they relate to their daily operations on and off-duty and to their surroundings. A junior PME is also to be conducted once a month and should be guided by an NCO, to discuss the same issues. Also, physical training (PT) will be held at the squadron level on Fridays and from Mondays through Thursdays on the smaller unit levels. This ensures consistency in PT, but at the same time allows Marines to take advantage of regular weekend liberty, vice conducting PT events on Saturdays. Leadership As part of leadership, the mentoring program must be implemented across the squadron as a great tool to counsel, coach, look after the welfare of, and ensure Marines accomplish the mission in support of commander’s vision and expectations of teamwork, leadership, and communication. Also, a Values-Based Leadership Integration (VBLI) program will be incorporated into small-unit leadership. The VBLI is a good tool in that it improves communication skills of each Marine during a guided discussion as well as builds and sustains trust and loyalty between subordinates and leaders. Overall, making ever Marine relate better to the commander’s vision and expectations. Gunnery Sergeant’s Importance As the Company Gunnery Sergeant for VMF 214, my main responsibility is, to ensure that the strategies developed to improved command climate aboard VMF 214 are planned and executed properly to ensure maximum success. Communication among the SNCOs will be crucial in order for these strategies to work. Before making any changes, as the Company Gunnery Sergeant, my initial task will be to hold a meeting for SNCOs. The purpose of this meeting will be to ensure that all SNCOs understand and can clearly articulate our Commander’s vision and expectations to our junior Marines. This will not only help us eliminate the â€Å"I assumed† factor out of the equation, but it will show our junior Marines that we know what we are talking about, that we have a plan to correct the situation, and that we will lead them to success. To improve communication in the command will be the first agenda, there will be a staff meeting once a week for all SNCOIC in the command conference room. We will use this opportunity to discuss the progress of our strategies and any other issues around the command. The NCOs will be required to sit down with their junior Marines once a week as well, before they sit down with their SNCOs. This will allow our young leaders the opportunity to develop their leadership skills by mentoring the junior Marines on the things accomplished in their sections and in the command on a weekly basis. All Squadron safety briefs will be reviewed by the Company Gunnery Sergeant for accuracy and relevance to the topics we want to focus on. Before the start of any holiday weekend, all SNCOICs will be required to submit a vehicle inspection checklist on all their Marines. I expect the NCOs to perform most of the vehicle inspections, but I also expect the SNCOs to be involved in this process. The goal is to ensure our Marines safety, so they can enjoy their liberty and comeback to work ready to accomplish bigger and better things for the command. The training is our Second agenda and the training section (S-3) will provide the Company Gunnery Sergeant with a list of Marines names that need to complete their resident PME. Those Marines will get that information passed down from the Company Gunnery Sergeant with school dates. In return, those Marines will be required to respond NLT close of business 3 April 2012, with the date of the course they choose to attend, or a valid response on why they are unable to attend during fiscal year 2012. Physical training (PT) will be conducted at the squadron level on Fridays and at the section level Monday through Thursday. We will add cross-training in all levels of the squadron to be done periodically, to improve proficiency of Marines, ensuring they are trained to handle their respective duties and those of others in case the latter are out of the office due to Temporary Active Duty, leave or liberty, and Personnel change of duty. Last but not the least, there will be a command field meet the last week in August. This can infuse Marines with camaraderie and teamwork and foster esprit de corps. We will be implementing the Professional Reading Program for all sections. SNCOs will be required to build a folder for all Marines in their section to include themselves; the No Later Than (NLT) date will be 3 April 2012. By this date, all NCOs will be counsel by their SNCOs and all NCOs will counsel the junior Marines on the commander’s vision and expectations for all Marines belonging to VMF 214. Furthermore, as part of the check in process, all Marines checking in to the command will be required to write a one page essay explaining what they understand about the commander’s philosophy. This can be submitted to their SNCOs NLT one week after checking in to the command. As part of the Professional Reading Program, every Marine will be required to submit at least one book report to the Sergeant Major or senior leadership. Finally, our leadership will show strong in these few ways, at the conclusion of weekly section PT, every other Thursday session a Valued-based Leadership Integration session will go. A SNCO will lead that section on a chosen VBLI that can cover work or life. The mentoring program will be fine tuned and we will ensure that every Marine has a folder with detail information in it. All Marines will have a mentor to help with life events or skills training and all safety documents for TAD or other wise to include holiday routines will be logged in this folder. It will be the SNCOs to assist the younger Marines that will be in the leadership position of a Mentor. The squadron will implement Hails and Farewells and will be conducted every month to introduce new Marines to the squadron and to recognize achievements and say farewell to departing Marines. Conclusion In conclusion, we discussed how important it is to have an effective command climate and that all strategies must be imposed for a command climate to have successful results. We talked about having effective communication and how important it is for a unit to understand the commander’s intent, how conducting adequate training will promote core values and how leadership is the glue that holds the trust and loyalty between subordinates and leaders. We also discussed how the gunnery sergeant’s importance is an additional key to success and in the end, the Support of the Commander’s Leadership Philosophy, positive command climate that was evident in Marine Fighter Attack Squadron 214, strategies, and the role of the gunnery sergeant’s importance is essential for the satisfaction and the development for the Squadron.

Negotiation styles

Negotiation styles Summary: First of all we will know what was the meaning of Negotiation Styles. The negotiation styles are nothing but the way of culture,behavior,skills of th people of different organizations. The negotiation styles are different for different people in different regions the negotiation styles of the people vary from one region to another region. In a international business organization If we go to another country and if we make decisions on our own we may able to give a bad decision in that country because the decision taken by our own was not more reliable than the decision of the people of that country hence the negotiation styles plays a key role in making in a better decision in international business organization. For example let us compare the negotiation styles of two countries in a international business organization. An England clothes manufacturer Peter England has found by researching that the the manufacturing of formals would save them up to 80 % on their cost of production of the same items produced in India.The company decided to send the England negotiators to india to make an agreement to make a best deal with Indians The planning and production manager hired me to give a advice to give a advice to his team to make a best deal with the Indians. I made a PEST and SWOT analysis of Indias macro and micro environments. This analysis shows me that Indian culture has unequal distribution of wealth and power. A personal relationship with Indians would help the team to run negotiation process easily and profitably. 1.1 Clients Description: My client of peter England is a clothes manufacturer who was one of the famous manufacturer in manufacturing the formal clothes. 1.2 Clients Description of Problem: The client has has arised a problem for me tthat â€Å"Our planning and production department had a research and found that if Peter England outsources the production of formal clothes in India to a third partywe can save upto 80% of the current costs of production of the this items. These savings include with the human resources cost and equipment maintenance, insurance of plant production and material, employees, transport etc. A negotiators team to be sent to India to make a discussion and negotiate on the cost of production of formal wears. It was necessary for the team of negotiators to fully understand the Indian culture. since the production margin of peter England in manufacturing the formal wear was been saved. The margin of the production of the product depends on the negotiators and the skills bring up by them. 1.3 What the Client requires of Me: The manager of the planning and production , Mc Farland approached me and asked me to give a suggestion to the team of negotiators to increase the margin of production of the product making a deal with the negotiators of India.The client also asked me to give a detailed information about the cultural differences between the England and India.He also asked me about the detailed description of the negotiation styles in India and how it is carried on the culture of India.So that it would help the team of negotiators in achieving their targets. 1.0 Overview of the situation The client had made a research and had had decided that he had a potential to save up to 80 % in manufacturing the formal clothes of his company Peter England. However the potential of savings in manufacturing the product depends on the team of negotiators who are being sent ot India. It is very important that they understand the Indian culture and market to get the best possible results.They should understand the values, interests, goals, ethical principles and assumptions of the Indian culture.Hence the success of the project depends up on the team of negotiators who must understand the ethics,culture of the Indians an their ability to compete with them for the best. The team of negotiators should have a SWOT analysis to understand the depth. I is also essential for the team to to have a PEST analysis in terms of its political, economic, social and technological issues and conditions in the Indian environment. 2.0 Analysis of the situation According to Moran and Stripp (1991), negotiation takes place when two or more parties have both common and conflicting interests and interact with one another for the purpose of reaching a mutually beneficial agreement. 3.1 PEST analysis: PEST is the acronyms for Political, Economic, Social and Technological. This analytical tool is used by companies to analyse the overall environment or the macro environment of a country and industry before entering into business with them. 1. Political The political environment of India is quite safe. It is the policy of Indian government to facilitate western companies to invest and outsource their operation to India. The negotiators must have an in depth knowledge of Indian laws and regulation regarding foreign investors. 2. Economic Indias economic condition is also good. It is rapidly becoming the hub for investment from western world in south Asia. Indian Rupee has gained strength in the recent times which shows that the market is growing and gaining strength. Also the difference between the US dollar and Indian rupee will enable the client to pay handsomely to the manufacturers in India and yet keep their costs low because 1 US dollar is worth 50 Indian Rupees (approximately). This would help in getting the loyalty of India manufacturers. 3. Social The Indians are highly inspired and influenced by the Americans. The Indian society is quite acceptable of western cultures. There is also a tendency of psychological inferiority on part of the Indians as the Indian sub continent has been ruled by the westerners (British) for a hundred years. The negotiators might like to take advantage of these facts and talk the Indian team into their required results. However, they need to remember that in order to make best use of their visit, the team must get in friendly terms with the Indians. This can only be achieved through socialising outside office hours. These social events might include going to restaurants, bars, clubs etc together. Also, the negotiators should be able to see beyond the role of Indian negotiators and should be able to find out the hidden interests and priorities of their counterparts. 4. Technology Indian is on its way to becoming the main technology hub of the east. High quality and latest technology of all sorts is available in India. Any machinery required for the production plant can be obtained from India or otherwise can be imported from China at low cost. 3.2 SWOT analysis SWOT is an acronym for strengths, weakness, opportunities and threats. Here, SWOT analysis is used to analyse the micro environment in India. 1. Strengths The Indian society is open and friendly towards the westerners. The government has made laws to support foreign investors The negotiators being westerners will have a psychological edge over their Indian counterparts. Beauty Expressed Inc. will be able to pay attractive amounts to the Indian manufacturers and yet keep their cost low due to the difference in the two currencies. Also India is famous for its high quality fabric and low cost productions. 2. Weakness The Indian culture is very different from the US culture and therefore their negotiating styles and ways are much different from each other and work on entirely different variables from each other. For example, in the Indian culture, it is more important to secure a good relationship with the other partyeven if you have to losesomething. Whereas, in the US culture, getting the most out of the deal is more important than keeping the other party happy. 3. Opportunities The client would be able to save huge amounts due to the availability of low cost labour in India. 4. Threats There can be potential delivery issues as deadlines are considered flexible in the Indian culture where as they are considered absolute in the US culture. In addition to this, the US negotiators might not be able to achieve their targets if they fail to understand the variables working behind the attitudes of Indian negotiators. 3.3 Overall Analysis: In order to understand the Indian culture so that the appropriate negotiation style and technique can be adopted, we would use Hofstedes Five Cultural Dimensions. Hofstede calculated the cultural dimensions of many countries which can be accessed on his website in the form of graphs. We will use these to analyse the Indian culture. 1. Power Distance Index Hofstedes Power distance Index measures the extent to which the less powerful members of organizations and institutions accept and expect that power is distributed unequally.(www.clearlycultural.com) As the figure 1 shows that PDI for India is 77 against a world average of 56.5 (Fig 2) and that of US which is only 40. This indicates a high level of discrimination in Indian society with regard to power and wealth. 2. Individualism Individualism means the degree to which individuals are integrated into groups. (www.clearlycultural.com). Figure 1 one shows that the IDV for India is at 55 against that of US at 91 and a world average at 50. This shows that the Indian culture is inclined more towards collectivism rather than individualism. 3. Masculinity Masculinityrefers to the distribution of roles between the genders in a culture. (www.clearlycultural.com)India has Masculinity as the third highest ranking Hofstede Dimension at 56, with the world average just slightly lower at 51(Fig 2) 4. Uncertainty Avoidance Index Uncertainty avoidance deals with a societys tolerance for uncertainty and ambiguity. (www.clearlycultural.com) UAI for India is 40(Fig 1) as compared to a world average of 65 (Fig 2). This shows that the Indian culture is open to new and unknown vistas. (Greet Hofstede Cultural dimensions, 2009) 5. Long-term Orientation Long-term Orientation deals with Virtue regardless of Truth. Values associated with Long Term Orientation are thrift and perseverance. Indias Long Term Orientation (LTO) Dimension ranks 61 against that of USA at 29 (Fig 1) in the graph, while the worlds average is at 48(Fig 2). This huge difference must be note as it shows how differently the two cultures operate. The Indians would concentrate more on building a long term relationship while doing business with another party whereas, the Americans would focus just on getting the job at hand done. The LTO score indicates that the culture is perseverant and parsimonious. ( http://www.geert-hofstede.com/) 4.0 Solutions and Recommendations A thorough analysis of the Indian culture, its comparison with the American culture and its SWOT and PEST analyses reveal that the Indian market is very suitable for outsourcing the manufacturing of T-shirts and trousers. In order to achieve their target, the team of negotiators must keep in mind the following. Choose the appropriate strategy by developing a personal relationship with their Indian counterparts. As we have seen that the Indians are more prone to concentrate on building a long term relationship, the negotiators should try to cash this attribute and ask for their required targets. Project the correct personal and organisational images. Study and understand the basic cultural differences and intelligently use this information. Ask the most relevant questions. These might be outside the business area but will help in making the process of negotiation smooth. Offer and request the appropriate types of concessions at the right time. Here the tendency of the Indian culture to develop long term relations again plays a vital role. Indian manufacturers can be very loyal and giving if they are promised a long term partnership ie, the negotiators should capitalise on the long term orientation of the Indian culture. Remain focused on their targets but show flexibility in order to achieve them. This would ensure a smooth and fruitful negotiation. The team should try to impress and keep in hand the leader of the Indian negotiation team. This means that they should capitalise on the tendency of the Indian culture to respect and accept difference in power. Beauty Expressed Inc.s team should focus on a people oriented negotiation rather than a task oriented discussion. They should give more importance to the team lead of the Indian team. The negotiators should not adopt a sequential style of negotiation in fact they should adopt the holistic style of negotiation and deal with the problem as a whole. This implies that they should not try splitting the problem into parts. The negotiators should try to use a collaborative style and create a win-win situation. This would not only help them achieve their goals but would also help them create a long term relation with their Indian counterparts. 5.0 Forecasts and Outcomes The project of outsourcing manufacturing of T-shirts and trousers to an Indian company is feasible. However, the positive outcome of this project depends entirely on the success of negotiation between the team from Beauty Expressed Inc. and their Indian counterparts. This is possible if the team follows the above mentioned recommendations and be sensitive to Indian culture, its demands, dimensions and variables upon which it works.

An Epidemic Essay -- Health, Coronary Heart Diseases

The focus of this research is coronary heart disease (CHD) and the vulnerable population in the community in Duval County, Jacksonville, Florida. To understand the population, one must be aware of the demographics of the community in question. Duval County is on the Northeast coast of Florida and has a population of over 900,000 (Duval County Health Department, Institute for Health Policy and Evaluation Research [DCHD], 2008). Of this population, 64.4% is white, 31.3% is black and 4.1% is other races (DCHD, 2008). Approximately 51% is female and 49% is male (DCHD, 2008). Duval County consists of suburban, rural, and urban areas and has a total of six health zones made up of zip codes (DCHD, 2008). The community in emphasis is The Clara White Mission and its surrounding area. The Clara White Mission is located in health zone one and their zip code is 32206. Health zone one is considered the most urban area in Duval County with a population density of 2766.5 people per mile compared health zone five being the most rural with a population density of 177.1 people per square mile (DCHD, 2008). Zone one also has the largest number of minority residents in Duval County, which is 83% of the population compared to the lowest minority in zone six with a population of 18% (DCHD, 2008). In Duval County 41% of all blacks live in zone one. Health zone one has the lowest average household income with $21,815 and the highest poverty level with 26% of the population living below poverty level in comparison health zone five has the highest average household income with $53,972 and the lowest poverty at a rate of 5% (DCHD, 2008). Duval County’s average household income is $41,118 (DCHD, 2008). In 2000, health zone one had the lowest e... ...ck, and 470,000 will have a recurrent attack this year (AHA, 2010). CHD makes up for more than half of all cardiovascular events in men and woman over the age of 75 years old (AHA, 2010). Furthermore, the lifetime risk for developing CHD after the age of 40 is 32% for women and 49% for men (AHA, 2010). In closing, it is apparent that the population, density, income and education, and race may be associated with the CHD mortality and morbidity rates in this population in Duval County. In addition, other factors may be associated with the CHD rates as well, such as behavioral risk factors and access to health care. We need to emphasize the health and wellness of the vulnerable population in the community of 32206 in Duval County. To help these individuals achieve healthy lifestyles and avoid or better manage CHD, for their future we need to create awareness.

Aquaria In Relation To Science :: essays research papers

The hobby of fish keeping is much more difficult than it seems. It is also directly dependant on science. The bacterial cycle is one aspect related to science. As is how different filters work. Water conditions such as temperature, ph, and salinity play a big role in successful fish keeping as well. Science and Fish keeping go hand in hand.   Ã‚  Ã‚  Ã‚  Ã‚  When a tank is first started fish waste and excess food begins to decompose at the bottom. One type of bacteria breaks it down to ammonia, which is highly poisonous to fish. Then a second type of bacteria breaks down the ammonia to nitrites, nitrites are also moderately poisonous to fish in small amounts. Lastly a third type of bacteria converts nitrites to nitrates which are not harmful to fish but build up to toxic amounts generally within a few months. That is why 20% water changes every two weeks is essential to healthy fish keeping. It generally takes a tank 21 days to cycle. During those 21 days there are 3 days where the ammonia spikes to a large amount and 2 days later on when nitrites spike generally.   Ã‚  Ã‚  Ã‚  Ã‚  There are 2 types of filtration for fish tanks biological and mechanical. Biological is what I spoke about in the previous paragraph. Those bacteria grow best on objects besides gravel. That is why having plastic plants and other dà ©cor in the tank doesn’t just make the tank look nice but also give the bacteria a better place to grow. Mechanical filtration aids in biological filtration in two ways, the water is filtered through a medium that helps dissolve the ammonia and nitrites into smaller pieces easier for the bacteria to convert, and filter out bigger objects from the water such as excess food. Generally the filter media is activated carbon within a floss cartridge.   Ã‚  Ã‚  Ã‚  Ã‚  The ph value in a tank doesn’t generally matter for basic to medium aquarium hobbyist. As long as it is between 6.5 and 7.2, ph ranges from acidic to base water. Some fish however like higher more acidic ph values, where as some fish are very stressed in acidic water and are more susceptible to disease and death. Temperature is very important to maintain to a certain extent. Most tropical and salt-water fish enjoy temperatures from 68 °F-78 °F. It is essential to have a heater in your tank to maintain the temperature. Salinity is important to monitor and control in salt water tanks.

Niche Marketing

1) What is niche marketing? The word ‘niche’ is defined as: A special area of demand for a products or service. The word ‘marketing’ is defined as: The opportunity to buy or sell. Niche Marketing means buying or selling a product or service in a special area of demand. All that really means product or service is being sold to the people who are most interested in that particular product or service and not to the world in general. Often time big businesses use niche marketing. For example, a company that makes computers and computers accessories might advertise all-in-one such as copy, printer and scanner to the home computer user while at the same time advertising single function machines to large businesses. One of the things that make niche marketing so attractive to sellers is that their advertising budgets go further. It costs less to advertise to a specialized market that it does to advertise to a broader market. Niche marketing must be designed to meet the unique needs of the targeted audience. Niche marketers must tailor their product to meet those unique needs. Example, I have design a product to make poodle grooming easy enough for the untrained professional to do it, those who own poodles will be most interested in the products. Those who own Blood Hounds or cats will not care so much. 2) As an automobile retailer, what would you propose to increase sales volumes through niche marketing? Toyota is a huge multinational company. At first glance, it appears that Toyota focuses on the auto business as a whole both from a marketing and production standpoint. Notwithstanding this fact, Toyota is excellent when it comes to niche marketing. Toyota will search for niches for which it can supply a product in need. Toyota was one of the first companies to realize there was a group of car buyers who would be very interested in environmentally friendly cars. To answer this need, it came up with the legendary Prius. The Prius is the first mass production hybrid car. Where other car manufacturers saw Toyota taking a huge risk, Toyota saw it as an opportunity to identify a new niche and establish its brand in that niche. In marketing, it is often the first brand on the scene that takes the day. Once Toyota took the plunge, it pursued an effective niche marketing plan. It didn’t promote the Prius in just any media. It focused on media outlets that were watched, read or listened to by people concerned about the environment. For example, it heavily promoted the car through environmental groups and their publications. As the only game in town at that time, Toyota not only dominated the niche. 3) Explain the role of RMI. RMI create brand awareness and communication tools which have been use from any company’s. They publish their own magazine naming Automobil. RMI also responsible for assisting its members with all matters surrounding the motor industry while ensure that members do comply with high level of business and offers a revenue generating device through its unique niche status.