Franchising is a large and growing sector, with over 750,000 franchised outlets in the United States generating $710 billion in annual sales. Franchising allows entrepreneurs to benefit from a proven business model, brand name, and centralized support systems. However, franchisees must pay substantial fees and royalties and adhere closely to the franchisor's standards. Current trends include more international expansion, smaller and mobile franchise locations, and multi-unit franchising.
The document discusses various factors to consider when choosing a business location and layout. It covers choosing the optimal region, state, city and specific site based on criteria like markets, materials, costs and regulations. Location options for retailers include central business districts, neighborhoods, shopping centers and malls. Manufacturers may consider foreign trade zones or business incubators. The layout should support efficient operations and productivity, considering external factors like size, building codes and internal factors like workflow.
The document provides an overview of entrepreneurship and small business management. It defines entrepreneurs as individuals who create new businesses by identifying opportunities and assembling resources. Entrepreneurship is growing globally due to various factors such as the internet and changing demographics. Small businesses are a major part of the economy, creating most new jobs. The document outlines characteristics of successful entrepreneurs and discusses diversity in entrepreneurship. It also addresses challenges such as business failure but emphasizes an ability to learn from mistakes.
The document discusses the importance of strategic planning and business plans for small businesses. It provides an overview of the key elements that should be included in a business plan, such as an executive summary, products/services description, marketing strategy, and financial projections. It also outlines the nine steps in the strategic management process, which includes developing a vision/mission, assessing strengths/weaknesses, scanning for opportunities/threats, and analyzing competitors. The document emphasizes that a business plan and strategic plan can help guide a small business and increase its chances of success.
The document discusses building a bootstrap marketing plan for small businesses. It recommends pinpointing target markets through market research, determining customer needs and wants. It describes bootstrap marketing strategies that don't require large budgets, such as using social media, blogging, videos and events. It emphasizes focusing on customer satisfaction through stellar service, addressing complaints, and retaining existing customers to build a competitive edge on a small budget.
This document discusses business ethics and social responsibility. It defines key terms like ethics, business ethics, and social responsibility. It describes the importance of ethical behavior and establishing a moral culture in a business. It addresses a business's responsibilities to various stakeholders like employees, customers, investors, and the community. It provides guidance on maintaining high ethical standards, managing diversity, and being socially responsible. The overall message is that businesses must consider their ethical obligations and social impacts to protect their reputation, attract talent, and earn the trust of customers.
The document discusses the process of conducting a feasibility analysis and designing a business model for a new business idea. It describes conducting an idea assessment to examine the market need and entrepreneur's ability to address it. A feasibility analysis assesses industry attractiveness, market potential, product viability, and financial projections. Porter's Five Forces model and a business model canvas are tools used to evaluate the competitive environment and key aspects of the business concept. The process involves testing assumptions through customer feedback and potentially adjusting the business model based on what is learned.
This document provides an overview of analyzing business markets and organizational buying. It discusses the key aspects of business-to-business marketing including the buying center process, stages in the buying process, developing marketing programs, and managing customer relationships. Different buying situations and how to target decision makers within organizations are also examined.
Introduction to Entrepreneurship by (Bruce R. Barringer R. Duane Ireland)iqra ishfaq
Introduction to Entrepreneurship by
Bruce R. Barringer
R. Duane Ireland
this chapter is about common myts, characteristics, interest, and types of entrepreneur.
The document discusses various factors to consider when choosing a business location and layout. It covers choosing the optimal region, state, city and specific site based on criteria like markets, materials, costs and regulations. Location options for retailers include central business districts, neighborhoods, shopping centers and malls. Manufacturers may consider foreign trade zones or business incubators. The layout should support efficient operations and productivity, considering external factors like size, building codes and internal factors like workflow.
The document provides an overview of entrepreneurship and small business management. It defines entrepreneurs as individuals who create new businesses by identifying opportunities and assembling resources. Entrepreneurship is growing globally due to various factors such as the internet and changing demographics. Small businesses are a major part of the economy, creating most new jobs. The document outlines characteristics of successful entrepreneurs and discusses diversity in entrepreneurship. It also addresses challenges such as business failure but emphasizes an ability to learn from mistakes.
The document discusses the importance of strategic planning and business plans for small businesses. It provides an overview of the key elements that should be included in a business plan, such as an executive summary, products/services description, marketing strategy, and financial projections. It also outlines the nine steps in the strategic management process, which includes developing a vision/mission, assessing strengths/weaknesses, scanning for opportunities/threats, and analyzing competitors. The document emphasizes that a business plan and strategic plan can help guide a small business and increase its chances of success.
The document discusses building a bootstrap marketing plan for small businesses. It recommends pinpointing target markets through market research, determining customer needs and wants. It describes bootstrap marketing strategies that don't require large budgets, such as using social media, blogging, videos and events. It emphasizes focusing on customer satisfaction through stellar service, addressing complaints, and retaining existing customers to build a competitive edge on a small budget.
This document discusses business ethics and social responsibility. It defines key terms like ethics, business ethics, and social responsibility. It describes the importance of ethical behavior and establishing a moral culture in a business. It addresses a business's responsibilities to various stakeholders like employees, customers, investors, and the community. It provides guidance on maintaining high ethical standards, managing diversity, and being socially responsible. The overall message is that businesses must consider their ethical obligations and social impacts to protect their reputation, attract talent, and earn the trust of customers.
The document discusses the process of conducting a feasibility analysis and designing a business model for a new business idea. It describes conducting an idea assessment to examine the market need and entrepreneur's ability to address it. A feasibility analysis assesses industry attractiveness, market potential, product viability, and financial projections. Porter's Five Forces model and a business model canvas are tools used to evaluate the competitive environment and key aspects of the business concept. The process involves testing assumptions through customer feedback and potentially adjusting the business model based on what is learned.
This document provides an overview of analyzing business markets and organizational buying. It discusses the key aspects of business-to-business marketing including the buying center process, stages in the buying process, developing marketing programs, and managing customer relationships. Different buying situations and how to target decision makers within organizations are also examined.
Introduction to Entrepreneurship by (Bruce R. Barringer R. Duane Ireland)iqra ishfaq
Introduction to Entrepreneurship by
Bruce R. Barringer
R. Duane Ireland
this chapter is about common myts, characteristics, interest, and types of entrepreneur.
The document discusses the importance of effective job analysis for human resource planning and management. It explains that HR planning must be linked to organizational strategy to identify the necessary skills, knowledge, and abilities for roles. A key part of this process is job analysis, which systematically explores job activities, requirements, and conditions. Insights from job analysis inform job descriptions and help ensure an organization has the right people in the right roles to achieve its goals.
The document discusses organizational behavior and management. It provides learning objectives for a chapter on organizational behavior, which include demonstrating the importance of interpersonal skills, defining organizational behavior, showing the value of systematic study, identifying contributing behavioral science disciplines, demonstrating why few absolutes apply, and identifying managers' challenges and opportunities. It also discusses Mintzberg's managerial roles, management skills, effective versus successful managerial activities, and challenges managers face with concepts like responding to economic pressures and globalization.
This document provides an overview of Chapter 10 from the textbook "Management" by Stephen P. Robbins and Mary Coulter. The chapter discusses managing human resources and covers topics such as the human resource management process, identifying and selecting employees, providing skills and knowledge to employees, retaining high-performing employees, and contemporary HR issues. It includes learning outcomes, exhibits, and descriptions of key concepts for each section.
The document is a PowerPoint presentation on Chapter 10 from the 11th edition of the textbook "Human Resource Management" by Gary Dessler. The chapter discusses managing employee careers, including: 1) comparing traditional and career planning-oriented HR focuses; 2) explaining the roles of employees, managers, and employers in career development; 3) describing issues to consider when making promotions; 4) enhancing diversity through career management; and 5) how career development can foster employee commitment. The presentation provides an overview of key topics in career management including the employer's role, making promotion decisions, enhancing diversity, and attracting older workers.
The document discusses diversity in organizations and workplace discrimination. It covers two forms of workplace diversity: biological characteristics and other differentiating characteristics. Workplace discrimination undermines organizational effectiveness and can take many forms such as discriminatory policies, sexual harassment, intimidation, mockery, exclusion, and incivility. The document also examines how characteristics like age, sex, race, disabilities, tenure, religion, sexual orientation, cultural identity, intellectual abilities, and physical abilities are relevant to organizational behavior. Effective management of diversity is important for organizations.
Human resource management gerry dessler chapter#1Humza Ali
This document discusses the role of human resource management. It explains that HR involves carrying out the human resource aspects of a management position, such as recruiting, training, and rewarding employees. Both line managers and HR staff managers have responsibilities relating to HR. The HR department helps coordinate personnel activities and advises line managers. The role of HR is changing due to factors such as globalization, technology, and changing workforce demographics. HR professionals now require both business and HR proficiencies.
The document discusses teams and team effectiveness in organizations. It covers why teams are popular in organizations, the differences between groups and teams, the five types of team arrangements, and the characteristics of effective teams, including team context, composition, processes, and roles. It also discusses how organizations can create effective team players and when to use individuals instead of teams.
The document discusses personality and values in organizational behavior. It covers topics like defining and measuring personality, common personality frameworks like Myers-Briggs and Big Five, and how personality can impact behaviors like job searching. It also distinguishes between terminal and instrumental values and how values shape attitudes and motivation in the workplace. Key frameworks and models are presented to understand these important individual differences concepts.
This document summarizes key aspects of organizational culture from an organizational behavior textbook. It defines organizational culture as shared meanings that distinguish an organization. Common characteristics include adaptability, collaboration, and integrity. Culture is created by founders and sustained through socialization, stories, and symbols. Culture affects outcomes like performance, innovation and ethics. Managing culture requires understanding transmission and influencing factors like leadership, recruitment and training. National culture also interacts with organizational culture globally.
The document discusses attitudes and job satisfaction. It defines attitudes as favorable or unfavorable evaluations of objects, people or events. Attitudes have three components - cognitive, affective, and behavioral. Job satisfaction is a positive feeling about one's job based on an evaluation of its characteristics. The main causes of job satisfaction are job conditions, personality and pay. Outcomes of job satisfaction include improved job performance, organizational citizenship behavior, customer satisfaction and life satisfaction. When dissatisfied, employees may respond through absenteeism, turnover or counterproductive work behaviors.
This document outlines key concepts from Chapter 2 of a marketing textbook, including:
1) Companywide strategic planning involves defining marketing's role, designing the business portfolio, and planning marketing to build customer relationships.
2) Marketing strategy determines how to segment, target, and position the market.
3) The marketing mix consists of product, price, place, and promotion tools used to achieve marketing objectives.
4) Managing the marketing effort includes developing marketing plans, implementing strategies, and controlling performance through evaluation and corrective action.
This document provides an overview of training and development techniques discussed in Chapter 8. It begins with an introduction to employee orientation and the training process. It then discusses various training methods like on-the-job training, apprenticeship training, lectures, and computer-based training. It also covers management development, overcoming resistance to change, and evaluating training efforts. The document is from a 10th edition human resources textbook and aims to help readers understand key concepts around employee training.
The document outlines the key sections of a business plan, including:
1) Executive summary - A short overview of the entire plan.
2) Industry analysis - Description of the industry size, growth, and structure.
3) Company description - Description of the company, products/services, history, and legal structure.
4) Market analysis - Analysis of the target market segments, buyer behavior, and competitors.
5) Financial projections - Pro forma income statements, balance sheets, cash flows, and assumptions.
The business plan provides information about the company, industry, market, and finances to both internal employees and external investors and stakeholders. The executive summary and management team sections are particularly
This chapter discusses evaluating a firm's financial performance through ratio analysis. It introduces various ratios used to measure liquidity, profitability, asset efficiency, leverage, and shareholder value. Ratios like the current ratio, operating return on assets, debt ratio, and price-to-earnings ratio are calculated for Starbucks and compared to peer averages. The chapter also discusses limitations of ratio analysis when making comparisons between firms.
This chapter discusses identifying and analyzing opportunities for domestic and international expansion. It covers developing an opportunity assessment plan with sections on the idea, market, management team, and timeline. Information sources for industry, competitors, and governments are provided. International entrepreneurship involves conducting business across borders and dealing with differing economic systems, currencies, regulations, and cultural factors. Strategic considerations for foreign market selection and entry strategies like exporting, licensing, and direct investment are also outlined.
This document summarizes key topics from Chapter 6 of an organizational behavior textbook, including perception, attribution theory, decision making, creativity, and implications for managers. It discusses how perception influences behavior, common biases that affect decision making, and a three-stage model of creativity involving preparation, incubation, and illumination. Managers are advised to consider perception, recognize decision biases, adjust decisions to cultural and organizational contexts, and combine rational analysis with intuition to improve decision making.
This document summarizes key points about employee testing and selection from a chapter in a human resource management textbook. It discusses the importance of reliable and valid selection tests, and how to validate tests through establishing criteria validity and predictive validity. Various types of tests are described, such as cognitive ability, personality, and work sample tests. Guidelines for developing a fair and legal testing program are provided. The document also covers legal and ethical considerations around privacy, defamation, and applicants' rights.
This chapter discusses employee safety and health. It covers the Occupational Safety and Health Act and the Occupational Safety and Health Administration (OSHA), which sets safety and health standards. The chapter examines causes of workplace accidents like unsafe conditions and employees' unsafe acts. It also discusses controlling workers' compensation costs, workplace exposure hazards, dealing with substance abuse, violence at work, and evacuation plans. The goal is to minimize unsafe acts by employees and deal with important occupational health problems.
This chapter discusses personnel planning and recruiting. It covers the recruitment and selection process, including forecasting personnel needs, determining internal and external candidate sources, and evaluating recruiting effectiveness. The key steps in recruitment are deciding what positions to fill, building a candidate pool through sources like referrals, screening applicants, selecting candidates through interviews, and making offers. Effective recruiting requires evaluating factors like the job market and legal compliance.
The document summarizes key concepts from Chapter 3 of a marketing textbook. It discusses analyzing a company's microenvironment and macroenvironment. The microenvironment includes internal departments as well as suppliers, marketing intermediaries, customer markets, competitors, and publics. The macroenvironment covers demographic, economic, natural, technological, political, and cultural forces. Marketers must understand how these environmental factors influence customers and the business. They can take proactive, reactive, or uncontrollable approaches to responding to changes in the environment.
The document discusses 10 strategies that small businesses can use to go global: 1) create a web presence, 2) rely on trade intermediaries, 3) form joint ventures, 4) engage in foreign licensing, 5) consider international franchising, 6) use countertrading and bartering, 7) export, 8) establish international locations, 9) use importing and outsourcing, and 10) become an expat entrepreneur. It also examines barriers to international trade such as tariffs, quotas, and cultural differences, and reviews major trade agreements that can reduce trade barriers. The key to success in global markets involves learning about the global environment, seeking assistance, recruiting multicultural employees, and determining the best opportunities.
This document discusses franchising. It defines franchising as a business model where a franchisor licenses its trademark and business system to franchisees in exchange for fees and royalties. There are two main types of franchises: product/trademark franchises and business format franchises. Business format franchises, like fast food restaurants, are the most common. The document outlines the key considerations and steps for both franchisors developing a franchise system and prospective franchisees purchasing into an existing franchise opportunity.
The document discusses the importance of effective job analysis for human resource planning and management. It explains that HR planning must be linked to organizational strategy to identify the necessary skills, knowledge, and abilities for roles. A key part of this process is job analysis, which systematically explores job activities, requirements, and conditions. Insights from job analysis inform job descriptions and help ensure an organization has the right people in the right roles to achieve its goals.
The document discusses organizational behavior and management. It provides learning objectives for a chapter on organizational behavior, which include demonstrating the importance of interpersonal skills, defining organizational behavior, showing the value of systematic study, identifying contributing behavioral science disciplines, demonstrating why few absolutes apply, and identifying managers' challenges and opportunities. It also discusses Mintzberg's managerial roles, management skills, effective versus successful managerial activities, and challenges managers face with concepts like responding to economic pressures and globalization.
This document provides an overview of Chapter 10 from the textbook "Management" by Stephen P. Robbins and Mary Coulter. The chapter discusses managing human resources and covers topics such as the human resource management process, identifying and selecting employees, providing skills and knowledge to employees, retaining high-performing employees, and contemporary HR issues. It includes learning outcomes, exhibits, and descriptions of key concepts for each section.
The document is a PowerPoint presentation on Chapter 10 from the 11th edition of the textbook "Human Resource Management" by Gary Dessler. The chapter discusses managing employee careers, including: 1) comparing traditional and career planning-oriented HR focuses; 2) explaining the roles of employees, managers, and employers in career development; 3) describing issues to consider when making promotions; 4) enhancing diversity through career management; and 5) how career development can foster employee commitment. The presentation provides an overview of key topics in career management including the employer's role, making promotion decisions, enhancing diversity, and attracting older workers.
The document discusses diversity in organizations and workplace discrimination. It covers two forms of workplace diversity: biological characteristics and other differentiating characteristics. Workplace discrimination undermines organizational effectiveness and can take many forms such as discriminatory policies, sexual harassment, intimidation, mockery, exclusion, and incivility. The document also examines how characteristics like age, sex, race, disabilities, tenure, religion, sexual orientation, cultural identity, intellectual abilities, and physical abilities are relevant to organizational behavior. Effective management of diversity is important for organizations.
Human resource management gerry dessler chapter#1Humza Ali
This document discusses the role of human resource management. It explains that HR involves carrying out the human resource aspects of a management position, such as recruiting, training, and rewarding employees. Both line managers and HR staff managers have responsibilities relating to HR. The HR department helps coordinate personnel activities and advises line managers. The role of HR is changing due to factors such as globalization, technology, and changing workforce demographics. HR professionals now require both business and HR proficiencies.
The document discusses teams and team effectiveness in organizations. It covers why teams are popular in organizations, the differences between groups and teams, the five types of team arrangements, and the characteristics of effective teams, including team context, composition, processes, and roles. It also discusses how organizations can create effective team players and when to use individuals instead of teams.
The document discusses personality and values in organizational behavior. It covers topics like defining and measuring personality, common personality frameworks like Myers-Briggs and Big Five, and how personality can impact behaviors like job searching. It also distinguishes between terminal and instrumental values and how values shape attitudes and motivation in the workplace. Key frameworks and models are presented to understand these important individual differences concepts.
This document summarizes key aspects of organizational culture from an organizational behavior textbook. It defines organizational culture as shared meanings that distinguish an organization. Common characteristics include adaptability, collaboration, and integrity. Culture is created by founders and sustained through socialization, stories, and symbols. Culture affects outcomes like performance, innovation and ethics. Managing culture requires understanding transmission and influencing factors like leadership, recruitment and training. National culture also interacts with organizational culture globally.
The document discusses attitudes and job satisfaction. It defines attitudes as favorable or unfavorable evaluations of objects, people or events. Attitudes have three components - cognitive, affective, and behavioral. Job satisfaction is a positive feeling about one's job based on an evaluation of its characteristics. The main causes of job satisfaction are job conditions, personality and pay. Outcomes of job satisfaction include improved job performance, organizational citizenship behavior, customer satisfaction and life satisfaction. When dissatisfied, employees may respond through absenteeism, turnover or counterproductive work behaviors.
This document outlines key concepts from Chapter 2 of a marketing textbook, including:
1) Companywide strategic planning involves defining marketing's role, designing the business portfolio, and planning marketing to build customer relationships.
2) Marketing strategy determines how to segment, target, and position the market.
3) The marketing mix consists of product, price, place, and promotion tools used to achieve marketing objectives.
4) Managing the marketing effort includes developing marketing plans, implementing strategies, and controlling performance through evaluation and corrective action.
This document provides an overview of training and development techniques discussed in Chapter 8. It begins with an introduction to employee orientation and the training process. It then discusses various training methods like on-the-job training, apprenticeship training, lectures, and computer-based training. It also covers management development, overcoming resistance to change, and evaluating training efforts. The document is from a 10th edition human resources textbook and aims to help readers understand key concepts around employee training.
The document outlines the key sections of a business plan, including:
1) Executive summary - A short overview of the entire plan.
2) Industry analysis - Description of the industry size, growth, and structure.
3) Company description - Description of the company, products/services, history, and legal structure.
4) Market analysis - Analysis of the target market segments, buyer behavior, and competitors.
5) Financial projections - Pro forma income statements, balance sheets, cash flows, and assumptions.
The business plan provides information about the company, industry, market, and finances to both internal employees and external investors and stakeholders. The executive summary and management team sections are particularly
This chapter discusses evaluating a firm's financial performance through ratio analysis. It introduces various ratios used to measure liquidity, profitability, asset efficiency, leverage, and shareholder value. Ratios like the current ratio, operating return on assets, debt ratio, and price-to-earnings ratio are calculated for Starbucks and compared to peer averages. The chapter also discusses limitations of ratio analysis when making comparisons between firms.
This chapter discusses identifying and analyzing opportunities for domestic and international expansion. It covers developing an opportunity assessment plan with sections on the idea, market, management team, and timeline. Information sources for industry, competitors, and governments are provided. International entrepreneurship involves conducting business across borders and dealing with differing economic systems, currencies, regulations, and cultural factors. Strategic considerations for foreign market selection and entry strategies like exporting, licensing, and direct investment are also outlined.
This document summarizes key topics from Chapter 6 of an organizational behavior textbook, including perception, attribution theory, decision making, creativity, and implications for managers. It discusses how perception influences behavior, common biases that affect decision making, and a three-stage model of creativity involving preparation, incubation, and illumination. Managers are advised to consider perception, recognize decision biases, adjust decisions to cultural and organizational contexts, and combine rational analysis with intuition to improve decision making.
This document summarizes key points about employee testing and selection from a chapter in a human resource management textbook. It discusses the importance of reliable and valid selection tests, and how to validate tests through establishing criteria validity and predictive validity. Various types of tests are described, such as cognitive ability, personality, and work sample tests. Guidelines for developing a fair and legal testing program are provided. The document also covers legal and ethical considerations around privacy, defamation, and applicants' rights.
This chapter discusses employee safety and health. It covers the Occupational Safety and Health Act and the Occupational Safety and Health Administration (OSHA), which sets safety and health standards. The chapter examines causes of workplace accidents like unsafe conditions and employees' unsafe acts. It also discusses controlling workers' compensation costs, workplace exposure hazards, dealing with substance abuse, violence at work, and evacuation plans. The goal is to minimize unsafe acts by employees and deal with important occupational health problems.
This chapter discusses personnel planning and recruiting. It covers the recruitment and selection process, including forecasting personnel needs, determining internal and external candidate sources, and evaluating recruiting effectiveness. The key steps in recruitment are deciding what positions to fill, building a candidate pool through sources like referrals, screening applicants, selecting candidates through interviews, and making offers. Effective recruiting requires evaluating factors like the job market and legal compliance.
The document summarizes key concepts from Chapter 3 of a marketing textbook. It discusses analyzing a company's microenvironment and macroenvironment. The microenvironment includes internal departments as well as suppliers, marketing intermediaries, customer markets, competitors, and publics. The macroenvironment covers demographic, economic, natural, technological, political, and cultural forces. Marketers must understand how these environmental factors influence customers and the business. They can take proactive, reactive, or uncontrollable approaches to responding to changes in the environment.
The document discusses 10 strategies that small businesses can use to go global: 1) create a web presence, 2) rely on trade intermediaries, 3) form joint ventures, 4) engage in foreign licensing, 5) consider international franchising, 6) use countertrading and bartering, 7) export, 8) establish international locations, 9) use importing and outsourcing, and 10) become an expat entrepreneur. It also examines barriers to international trade such as tariffs, quotas, and cultural differences, and reviews major trade agreements that can reduce trade barriers. The key to success in global markets involves learning about the global environment, seeking assistance, recruiting multicultural employees, and determining the best opportunities.
This document discusses franchising. It defines franchising as a business model where a franchisor licenses its trademark and business system to franchisees in exchange for fees and royalties. There are two main types of franchises: product/trademark franchises and business format franchises. Business format franchises, like fast food restaurants, are the most common. The document outlines the key considerations and steps for both franchisors developing a franchise system and prospective franchisees purchasing into an existing franchise opportunity.
The document discusses the process of buying an existing business, outlining the key stages and considerations. It begins with conducting self-analysis and developing criteria to identify suitable businesses. The stages of acquisition include search, due diligence, valuation, deal, and transition. Due diligence involves assessing the seller's motivation, business assets, legal issues, and financials. Valuation methods include balance sheet, earnings, and market approaches. The deal involves negotiating terms that achieve both the buyer and seller's goals, such as price, payment structure, and non-compete agreements.
This chapter discusses franchising as a form of business. It explains that franchising involves a franchisor licensing its trademark and business methods to franchisees in exchange for fees. The chapter describes the key types of franchise systems and agreements. It outlines the steps to establish and purchase a franchise from both the franchisor and franchisee perspective. The advantages and disadvantages of franchising are presented, along with important legal and ethical considerations.
The document discusses 11 myths of e-commerce that entrepreneurs should avoid: 1) Customers won't automatically flock to a new website, promotion is needed; 2) Online customers expect a good experience and are unforgiving; 3) Launching an e-commerce site has significant startup costs beyond just design; 4) Making money online requires a sound business strategy, not just a website; 5) Privacy and security are top concerns for customers. Additional myths addressed include not needing an online strategy, technology being more important than the business, customer service not mattering, flashy designs not being better, and order fulfillment not being crucial. The document provides tips to address each myth.
The document discusses franchising in India and internationally. It provides an overview of key statistics on the franchising industry globally and in India. Some of the main points covered include:
- Franchising is well established in Western countries like the US and brings in over $1 trillion annually in the US.
- Franchising is growing in acceptance and scope in India, with over 600 franchisors and 40,000 franchisees, generating $8-10 billion in annual revenues.
- The education and retail sectors dominate Indian franchising, though other areas like healthcare and professional services are growing.
- Factors like entrepreneurial culture and consumerism support franchising growth in India, while challenges include lack of regulations and
The document discusses franchising, including its meaning, types, benefits, costs, and evaluation process. It provides definitions for key terms like franchisor and franchisee. The main points are:
1) Franchising involves a franchisor granting a franchisee the right to use its trade names, trademarks, and business methods to sell products or services.
2) There are different types of franchises like sales, store, and service franchises. Franchisees receive benefits like brand recognition but must follow the franchisor's procedures.
3) Evaluating franchises requires analyzing the franchisor, franchise opportunity, market, and one's own skills and capital to determine the best fit. Th
The document discusses franchising, including its meaning, types, benefits, costs, and evaluation process. It provides definitions of key terms like franchisor and franchisee. The main points are:
1) Franchising involves a franchisor granting a franchisee the right to use its trade names, trademarks, and business methods to sell products or services.
2) There are different types of franchises like business format, area, and single/multi-unit franchises.
3) Benefits include lower capital requirements and access to an established brand, while costs include royalty fees and less independence.
4) Carefully evaluating the franchise opportunity, franchisor, and market fit is important before
- Franchising has become a major sector of the US economy, with annual sales of over $1 trillion and accounting for 44% of total retail sales. More than 3,000 franchisers operate over 350,000 franchised outlets in the US.
- Under a franchise agreement, a franchisee pays fees and royalties to a franchisor in exchange for using the franchisor's brand name, business model, and other resources. This provides franchisees with training, branding, and an established business system.
- While franchising offers benefits like brand recognition and support, there are also drawbacks such as high startup costs, contractual restrictions, and ongoing royalty fees for franchisees. Prospective franchisees must
This document discusses different forms of business ownership including sole proprietorships, partnerships, corporations, S corporations, and limited liability companies. It provides information on the key characteristics of each type of ownership as well as factors to consider when choosing a structure such as tax implications, liability, capital needs, and control. The percentages of businesses organized as each type are also shown.
Entrepreneurship chapter 3 full slides pptbahmed0192
This document discusses the importance of conducting a feasibility analysis before launching a new business venture. It describes the key components of a feasibility analysis, including product/service feasibility, industry/market feasibility, organizational feasibility, and financial feasibility. For each component, it outlines the purpose and provides guidance on the primary issues to consider when evaluating feasibility. The document emphasizes that a feasibility analysis should be conducted early in the business planning process to screen ideas before dedicating significant resources. It provides templates and frameworks for assessing the desirability and demand for a product/service, as well as the attractiveness of the target industry and market.
Francorp will assist Happy Learning Center in developing a franchise business model to enable deeper market penetration across India. Key aspects of the assistance will include developing standardized business processes, manuals on operations, training, marketing and audits. Francorp will also recommend the most suitable franchise ownership models considering factors like competition and city profiles. The overall engagement aims to establish successful franchisees through a comprehensive franchise program that addresses critical areas like supply chain management, branding and CRM.
Francorp will assist Happy Learning Center in developing a franchise business model to enable deeper market penetration across India. Key aspects of the assistance will include developing standardized business processes, manuals on operations, training, marketing and audits. Francorp will also recommend the most suitable franchise ownership models considering factors like competition and city profiles. The overall engagement aims to establish successful franchisees through a comprehensive franchise program that addresses critical areas like supply chain management, branding and CRM.
Franchising has grown significantly since the mid-19th century with brands like Ford, Shell, and McDonald's. It allows franchisors to expand more quickly while providing franchisees with established business systems and brand names. There are three main types: product distribution, business format, and management franchises. Franchising is important for small businesses as it provides economies of scale, standardized quality, and a proven business model. Both franchisors and franchisees must carefully consider factors like support provided, rights and obligations, and financial viability. Overall, franchising can be a successful business strategy when both parties enter with proper preparation and legal protections.
Conductor C3 2019 - What’s Next, Now: The Modern Media MixConductor
Collin Colburn, Forrester
ow does organic marketing fit in with the modern media mix? And how do you make it pay? Guest speaker Collin Colburn will highlight the trends that are shaping ROI metrics and integration of SEO.
Franchising has grown significantly since the mid-19th century, especially in food and restaurants. It allows brands to expand internationally quickly while providing assistance to franchisees. There are three main types of franchises: product distribution, business format, and management. Franchising is important for small businesses as it provides access to recognized brands and support networks. Both franchisors and franchisees must carefully consider various legal and financial factors. With proper due diligence and contractual agreements, franchising can be a proven model for small business success.
Franchising has grown significantly since the mid-19th century, especially in food and restaurants. It allows brands to expand internationally quickly while providing assistance to franchisees. There are three main types of franchises: product distribution, business format, and management. Franchising is important for small and medium enterprises as it allows them to leverage recognized brands and systems for improved productivity and reduced risk. Both franchisors and franchisees must carefully consider various legal and business factors such as financial investment, support provided, and intellectual property rights. With proper diligence, franchising can be a proven model for business success.
An Employment Franchise offers individuals the opportunity to establish their own business within the dynamic field of staffing and workforce solutions. As a franchisee, entrepreneurs gain access to a proven business model, comprehensive training, ongoing support, and a recognizable brand name in the industry.
This document provides an overview of the size and trends in the Australian franchise industry. It notes that Australia has over 1,160 franchise systems and 73,000+ franchise outlets generating $144 billion in annual sales. The number of franchise systems has grown significantly in the past 10 years. There has been strong growth in mobile, at-home, and business outsourcing franchise opportunities. The document discusses evaluating yourself as a potential franchisee and evaluating specific franchise opportunities and systems. It stresses the importance of seeking professional legal and financial advice before entering a franchise agreement.
This document discusses the requirements for constructing and operating a food establishment. It explains that the design process requires an architectural team and results in construction documents. It also outlines the need for permits, including a certificate of occupancy to use the building and a permit to operate a food establishment. Facility layout and flow, as well as construction materials, are designed to limit cross-contamination. Building systems like plumbing, electrical, and equipment must meet food safety standards.
This document contains information about safely holding and serving food. It discusses proper hot and cold holding temperatures for time/temperature control for safety foods and using time as a public health control. It also covers requirements for tableware, self-service areas, catering, temporary food establishments, mobile food units, and vending machines to prevent food contamination and foodborne illness.
This document discusses food safety and proper hygiene practices for food service workers. It covers three main topics:
1) Personal hygiene practices like proper handwashing, hair restraints, clean clothing and prohibiting bare hand contact with ready-to-eat foods to prevent spreading pathogens.
2) Common foodborne illnesses caused by bacteria, parasites and viruses that can sicken millions each year.
3) Conditions and symptoms food workers must report, such as infections from Salmonella, E. coli or Norovirus, to help prevent contaminating food. Proper hygiene is essential to food safety.
This document provides guidance on proper food storage in commercial kitchens. It discusses dry storage, refrigerated storage, freezer storage, and garbage storage areas. It provides requirements for preventing contamination during food storage, including prohibiting storage in inappropriate areas and separating raw and ready-to-eat foods. Storage cleaning guidelines and specific guidelines for storing various food products like meat, poultry, fish and eggs are also outlined.
This document provides guidance on food safety best practices related to preparation, cooking, cooling, reheating, and donating food. It discusses topics like allowed food additives, minimum cooking temperatures, proper cooling methods, and consumer advisory requirements. The document emphasizes that following food safety guidelines is important to limit bacterial growth and prevent foodborne illness, especially in highly susceptible populations.
This document discusses proper cleaning and sanitizing of equipment and facilities in a foodservice operation. It emphasizes that cleaning must remove visible dirt before an item can be properly sanitized, and outlines appropriate methods, tools, and schedules for cleaning equipment, utensils, and facility areas. Frequency of cleaning is an important part of preventing cross-contamination.
This document discusses types of pests and rodents that can be found in food establishments, including rats, mice, flies, cockroaches, and insects. It also discusses precautions that can be taken both inside and outside the establishment to control pests. This includes discussing integrated pest management programs and proper use and storage of poisonous or toxic materials for pest control.
This document discusses food establishment inspections and staff training. It provides details on the government agencies that regulate food safety, including the FDA, USDA, and CDC. It explains that food establishments must be inspected at least once every 6 months and inspectors have authority to inspect during all hours of operation. Inspections evaluate compliance with food safety codes and result in a report of any violations. Staff must be properly trained on food safety through assessments, documented training programs, and corrective actions to prevent foodborne illness. Training topics include food allergies, cross-contamination prevention, and safe food handling.
The document discusses various pathogens that can cause foodborne illness, referred to as "bad bugs". It focuses on six pathogens that the FDA and CDC consider highly infective and easily transmitted by food employees. These six pathogens are Salmonella, Shigella, E. coli, norovirus, Clostridium perfringens, and Campylobacter. The document also discusses bacteria, viruses, parasites, fungi, and toxins that can cause foodborne illness. It provides details on specific pathogens like Listeria, norovirus, and Shiga toxin-producing E. coli. The intrinsic and extrinsic factors that influence bacterial growth are explained.
The document discusses food safety controls and time/temperature monitoring. It explains that some foods can become hazardous if left in the temperature danger zone between 41-135°F for too long, as bacteria can grow rapidly. These are called Time/Temperature Control for Safety (TCS) foods. The document outlines the proper flow of food and three preparation processes. It also discusses monitoring temperatures of foods using various thermometers and calibrating them, as well as monitoring time through logs to ensure foods are reheated or cooled properly within required timeframes.
The document discusses US food law requirements for food sources. Food must comply with laws, not be prepared in private homes, have proper labeling, and be from suppliers that meet requirements for foods like fish, beef, and eggs. The FDA Food Code provides guidance for states but is not federal law. The USDA inspects and grades meat and poultry for wholesomeness and quality. Use-by dates are added voluntarily but food may still be safe after dates pass. Recalled foods must not be received or used. Receiving deliveries properly is important to comply with FDA rules regarding temperature, packaging, and labeling of foods like eggs, milk, and shellfish.
This document discusses food safety management programs including personal hygiene programs, receiving and storage programs, and cleaning and sanitization programs. It describes the responsibilities of the person in charge, including ensuring proper food temperatures, cleaning procedures, and staff training. Finally, it outlines hazard analysis critical control point programs and crisis preparedness, including establishing a crisis management plan and procedures for ceasing operations if a health hazard arises.
This document discusses various types of food hazards - physical, chemical, allergen - and how to prevent them. It focuses on allergen hazards, describing the top 9 allergens and strategies to prevent cross-contact between allergens. Cross-contamination is also discussed, how it can spread pathogens and the importance of cleaning between tasks. Intentional contamination seeks to harm others, while accidental contamination is unintentional; prevention strategies include training employees on food safety and defense.
This document provides guidelines for food preparation including preventing cross-contamination, proper thawing, cooking to the correct internal temperatures, cooling food correctly, reheating food safely, and using proper preparation practices for specific foods like eggs and produce. It also covers requirements for partial cooking, consumer advisories, cooling time and temperature abuse, approved food additives, and special practices that require a variance.
The document provides an overview of financial planning and analysis for small businesses. It discusses the importance of financial planning and describes the basic financial statements - balance sheet, income statement, and statement of cash flows. It also covers creating projected financial statements, ratio analysis, and interpreting 12 key financial ratios to evaluate business performance and health. An example is provided of ratio analysis for Sam's Appliance Shop, identifying areas where the business's ratios differ from industry medians.
This document discusses pricing strategies and techniques for small businesses. It covers factors that influence pricing like image, competition and value. It also discusses different pricing methods for new and existing products, as well as for manufacturers, retailers and service businesses. Additionally, it examines the impact of credit cards, debit cards and mobile payments on pricing. The key points are that pricing is both an art and a science, and it has a significant influence on profits.
This document discusses various sources of financing for small businesses, including equity and debt capital. It describes equity sources like personal savings, friends and family, crowdfunding, accelerators, angels, venture capital firms, and going public. It also outlines debt sources like commercial banks, Small Business Administration loan programs, and online lenders. The document provides details on each type of financing, including average financing amounts, requirements, and processes for obtaining capital from different sources.
The document discusses leadership and building an entrepreneurial team. It emphasizes that entrepreneurs must be leaders and outlines qualities of effective leaders, such as creating a vision and culture of trust. It also stresses the importance of strategic recruiting and hiring, providing benefits to retain employees, and succession planning to transition leadership to the next generation.
Managing cash flow is essential for a small business's success. Cash flow refers to the timing of a business's cash inflows and outflows, and is different from profits. The document outlines five steps to create a cash budget: 1) determining a minimum cash balance, 2) forecasting sales, 3) forecasting cash receipts, 4) forecasting cash disbursements, and 5) estimating the end-of-month balance. Managing accounts receivable, accounts payable, and inventory, known as the "Big Three", is also important for cash flow. Techniques to avoid cash flow crises include accelerating cash collections, stretching payment times, and minimizing inventory levels.
The document discusses creativity, innovation, and entrepreneurship. It explains that creativity involves developing new ideas, innovation is applying creative solutions to problems, and entrepreneurship systematically applies creativity and innovation to marketplace needs. The document also outlines techniques to enhance creativity such as brainstorming, mind mapping, and overcoming mental barriers that limit ideas.
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In this chapter, you will:
1. Describe the three types of franchising: trade name, product distribution, and pure.
2.A. Explain the benefits of buying a franchise.
2.B. Explain the drawbacks of buying a franchise.
In addition, you will:
3. Understand the laws covering franchise purchases.
4. Discuss the right way to buy a franchise.
5. Describe the major trends shaping franchising.
Most franchised outlets are small, but as a whole, they have a significant impact on both the U.S. and global economies.
In the United States alone, about 3,800 franchisors operate nearly 750,000 franchise outlets, and more are opening constantly.
Figure 8.2 provides a breakdown of the franchise market by industry.
Franchising also has a significant impact on the global economy. Because the United States franchise market is the most mature in the world, U.S. franchisors are expanding globally to reach their growth targets.
Franchisees do not establish their own autonomous businesses; instead, they buy a “success package” from the franchisor, who shows them how to use it.
Franchising is built on an ongoing relationship between a franchisor and a franchisee. The franchisor provides valuable services, such as a proven business system, training and support, name recognition, and many other forms of assistance; in return, the franchisee pays an initial franchise fee as well as an ongoing percentage of his or her outlet’s sales to the franchisor as a royalty and agrees to operate the outlet according to the franchisor’s terms.
Three basic types of franchises operate in almost every industry: trade-name franchising, product distribution franchising, and pure franchising.
Figure 8.4 shows the International Franchise Association’s Franchise Business Index, a composite measure of the economic health of the franchise industry that includes six different indicators.
For many first-time entrepreneurs, access to a business model with a proven track record is the safest way to own a business.
An effective advertising program is essential to the success of every franchise operation.
A basic principle of franchising is to use franchisees’ money to grow their businesses, but some franchisors realize that because start-up costs have reached breathtakingly high levels, they must provide financial help for franchisees.
A franchise owner does not have to build the business from scratch.
Prospective franchisees must understand the disadvantages of franchising before choosing this method of doing business. Perhaps the biggest drawback of franchising is that a franchisee must sacrifice some freedom to the franchisor.
Franchisees use many of the same sources to finance franchises that independent entrepreneurs use to finance start-up companies.
This figure shows a breakdown of franchise royalty fees.
Although franchisees own their businesses, they do not have the autonomy that independent owners have. To protect its image, a franchisor requires that franchisees maintain certain operating standards.
Before signing on with a franchise, it is wise to find out the details of the training program the franchisor provides to avoid unpleasant surprises.
Figure 8.7 shows a breakdown of the number of outlets operated by U.S.-based franchises.
Many myths surround franchising.
The FDD applies to all franchisors, even those in the 35 states that lack franchise disclosure laws. The purpose of the regulation is to assist potential franchisees’ investigations of a franchise deal and to introduce consistency into the franchisor’s disclosure statements.
In a recent decision known as Browning-Ferris Industries (BFI), the National Labor Relations Board (NLRB) overturned more than 30 years of regulatory practice and franchise law by declaring that franchisors are considered “joint employers” with their franchisees. Even though franchisees make decisions about hiring, paying, scheduling, and firing their employees, the ruling holds franchisors jointly responsible for those decisions.
By asking the right questions and resisting the urge to rush into an investment decision, potential franchisees can avoid being taken by unscrupulous operators.
Do you have what it takes to be a successful franchise owner?
Franchising has experienced three major growth waves since its beginning. The first wave occurred in the early 1970s, when fast-food restaurants used the concept to grow rapidly.
The second wave took place in the mid-1980s, as the U.S. economy shifted heavily toward the service sector.
A third wave began in the early 1990s and continues today. It is characterized by new low-cost franchises that focus on specific market niches. In the wake of major corporate downsizing and the burgeoning costs of traditional franchises, these new franchises allow would-be entrepreneurs to get into proven businesses faster and at reasonable costs.
Franchisees today are a more diverse group than in the past.
People of all ages and backgrounds are choosing franchising as a way to get into business for themselves.
One of the major trends in franchising is the internationalization of American franchise systems. Franchising has become a major export industry for the United States, with franchises focusing on international markets to boost sales and profits as the domestic market has become saturated.
This table shows the top 10 countries that present the greatest potential for franchisors, according to a cross-country analysis of five factors, including the availability of business infrastructure and a suitable labor force, sufficient market size, and the government regulatory environment.
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Mobile franchising is one of the fastest-growing segments in the franchise market because mobile franchises typically have lower capital requirements than brick-and-mortar businesses, and they offer a marketing advantage: the ultimate in convenience for customers because the product or service comes to them.
As the high cost of building full-scale locations continues to climb, more franchisors are searching out nontraditional locations in which to build smaller, less expensive outlets.
It is not unusual for entrepreneurs who convert their independent stores into franchises to experience an increase of 20% or more in sales because of the instant name recognition the franchise offers.
Refranchising not only increases franchisors’ profitability because it generates more royalty income for franchisors but also provides capital to finance international expansion.
Franchisors are finding that multi-unit franchising is an efficient way to do business. For a franchisor, the time and cost of managing 10 franchisees each owning 10 outlets are much less than managing 100 franchisees each owning 1 outlet. A multi-unit strategy also accelerates a franchise’s growth rate. Not only is multiple-unit franchising an efficient way to expand quickly, it also is effective for franchisors who are targeting foreign markets, where having a local representative who knows the territory is essential.
Driving the trend toward multiple-unit franchising are area development and master franchising.
This “buddy-system” approach works best when the two franchise ideas are compatible and appeal to similar customers.