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Understanding the Principles and Practices of Internal Assuring the Quality of Assessment
Healthy choices of fast food essay
Healthy choices of fast food essay
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Recommended: Understanding the Principles and Practices of Internal Assuring the Quality of Assessment
Internal Assessment
Strength:
Enterprise culture & Strong management
Tim Hortons(TH) has one of the most famous enterprise cultural construction in Canada, and it becomes a national culture. As a well-known coffee shop, TH has already created an idealized brand image. According to a resource from The Globe and Mail, the whole idea of TH is a home feeling (Friesen, 2014). In addition, RBI has the strong management team. The new leadership team has decades experience of combined restaurant industry, and included senior executives from both TH and Burger King(BK).
Drive-thru service
RBI has the drive-thru service, and this type of service brings 70% of sales revenue to BK. As Rodrigo indicates that although there are many competitors provide drive-thru service, BK
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As Fred Pinto, who is the chief executive of Ocean Rock, mentioned that “Prior to the 2014 merger of Burger King and Tim Hortons that formed Oakville-based Restaurant Brands International, the beloved doughnut chain had three women on its twelve-member board.” (W.L., 2016) It is an inevitable tendency of adopting a policy which plans to boost gender diversity on the board and in senior management. (CBC NEWS, 2016) Gender diversity is not only providing job opportunities for women, but also it is a positive attribute to the measures of corporate companies.
Healthier food options TH has an advantage in terms of providing healthier food options. Although TH’s coffee and donut are the most classic productions, its chain has come out with a new promotion highlighting menu items which will not endanger customers’ health. In addition, the company launched a nutrition calculator which allows its consumers to build their individual “Tim Hortons Meal”, the purpose of it was to figure out how much calories and grams of fat they are consuming. (Ferreras, J. ,2015)
Threats:
Diversity in the retail marketplace is something that is significant to the company’s success. Retailers are comprised of people selling things to people. Thus, the people that do the selling must be a good representation of the people that are doing the buying. Companies that are well diversified in their hiring practices, as well as organizational goals, are well recognized by the public. Likewise, companies that are unjust in the functioning of their company will be viewed in a negative light, which could lead to decreased sales and company accountability. Taking this into consideration, observing the diversity profiles for two major retail companies can lead to a firm understanding behind their success and company values.
K&T Enterprises Ltd is the biggest Tim Horton’s franchise in western Canada. After almost 18 years growing, this company has become a key player in their field of Canada. The purpose of my report is to evaluate K&T’s current situation and strategic plan in orde...
In the August 27th, 2014 article from The Globe and Mail, “Tim Hortons: How a brand became part of our National identity”, Joe Friesen observes that the intended merger of Tim Hortons with Burger King is not an ordinary business transaction, since Tim Hortons’ effective infiltration of the Canadian identity has made it an epitome of its culture and values.
Looking into a brief history of how the Tim Hortons franchise became what it is today, Tim Horton opened his first restaurant in 1964 in Hamilton Ontario. Tim Hortons had the focus to sell top quality, always fresh product with great value and service. This first store started off with only coffee and two types of doughnuts, Apple Fritter and Dutchie. In 1967, Tim Horton joined with Ron Joyce becoming full partners of the newly formed company. After Horton’s tragic death in 1974, his wife sold her husband’s share of the company which had now expanded into 30 restaurants, to co-owner Ron Joyce for one million dollars. She quickly regretted the decision and tried to overturn afterward, but was unsuccessful in doing so. As of today Ron Joyce has taken the small coffee and doughnut restaurant and transformed it into a multibillion dollar franchise, made up of 4304 ...
Zinczenko shares his personal story about how fast-food restaurants such as Taco Bell and McDonald’s led to a weight problem during his high-school years. He claims that the ease of accessibility and lack of healthy alternatives make it all too easy to fall into the cycle of unhealthy eating. Zinczenko also contends that the lack of nutrition labels on fast-food products leaves the consumer in the dark about what he or she is actually consuming. At the time Zinczenko wrote his article, fast-food restaurants were not willingly disclosing nutritional values of their products. Today this has changed. Fast-food companies, including McDonald’s, have put the full nutritional information of their products directly on the packaging and wrappers. All other fast-food establishments either post it on the menu board (Panera), offer easy access to pamphlets containing all nutritional information of their menu in store, or have it easily accessible online (Taco Bell, KFC). I am sure that this is a helpful step forward toward educating the public as to what they are consuming, but has this new knowledge to consumers had a dramatic change toward ending obesity? No. People have always known that eating a Big Mac and fries with the giant soft drinks that McDonald’s and other chains offer is not healthy; putting the nutritional labels on these items has done little to nothing to stop people from eating these high-calorie meals. This again leads back to the point that people as consumers need to be more accountable to themselves and stop blaming others for what they willingly choose to put in their
In February 2015, Ellen Pao’s lawsuit against Kleiner Perkins, a venture capital firm, for gender discrimination went on trial. Pao alleged that she had been treated unfairly by her ex-bosses and passed on numerous times for promotion in favor of her male counterparts. While Pao did not win her lawsuit, the trial brought back to light the problem of gender discrimination and of the glass ceiling in corporate America. Since women started to enter the workforce, there always have been barriers and obstacles that prevented them from reaching the higher ranks on the corporate ladder. Public recognition that there was indeed a problem of discrimination helped giving women assurance
First, our company should understand the importance of gender diversity. In the first article “Why Workplace Gender Diversity Matters”, Anne Marsan pointed out directly that most tech companies lack of gender diversity. Then she explained several reasons why gender diversity matters to companies. Using logos, she mentioned that women in U.S. purchased 50 percent of computers, 50 percent of cars and 80 percent of consumer goods. In other words, organizations with gender diversity are better to connect with
p1, 2012). This is another socially conscious point that will be valuable when considering Tim Hortons strategic plan over the next decade.
One of the recommendations that I would give to Tim Hortons would be to complete a thorough market research report whenever they can and as well as a competitor analysis of the major companies that are achieving great success in the industry, such as Starbucks and McDonalds. By analyzing the ways in which the competitors are adapting to the constant changes in the market today and figuring out the major moves they’ve made in terms of marketing and strategical planning and execution, while at the same time evaluate their customer segmentation techniques (qualitative versus quantitative) and who they’re specifically targeting in terms of attracting the customer’s attention and persuading the customer to buy and product, or if they did an exceptional
The report also highlights the implementation of gender diversity in various S&P Companies, Fortune 500 Companies and the patterns followed in various UK-based companies. Several academic findings have been also included to provide information about the trends that are likely to be developed in coming years. The cost-benefit analysis has also been included to identify the concerns that the organizations have to address. Lastly, the report highlights the various steps that the management and the leadership can take towards efficient and effective corporate governance.
One of the main benefits of menu labeling is giving consumer’s information directly to help them understand what exactly they are consuming. The average calorie intake for consumers is 1,800 to 2,000 per day. Even though consumers may not feel like they are eating too much, sometimes over half of the recommended calories will be consumed in just one meal. Menu labeling will allow consumers to track their calorie intake if restaurants will have the calories displayed on their menu. Most importantly, menu labeling focuses on the prevention of chronic diseases, which are typically related to obesity (Diets in Review). By providing nutritional information, restaurants could gain new customers. Since menu labeling is not being implemented in all restaurants, consumers are currently looking for establishments who provide nutritional
The foundation for developing an effective diversity management program relies on leadership commitment and the CEO should communicate the organization’s position on diversity management and his or her sincere belief in the importance of diversity (Cañas & Sondak, 2010). Indra Nooyi, the current Chairman and CEO of PepsiCo, is a leader who demonstrates a strong passion for managing diversity. In this paper I will be discussing Indra Nooyi’s personal and professional background, the status of diversity within PepsiCo before her role as CEO, the leadership philosophy on managing diversity Indra Nooyi has taken, the strategies she has used to implement diversity management, and her diversity related goals. I will conclude with a discussion on the current status of PepsiCo in terms of diversity, their future diversity goals and how Nooyi’s diversity management efforts have affected the overall success of the company as a whole.
Jefferson P. Marquis, Nelson Lim, Lynn M. Scott, Margaret C. Harrell, Jennifer Kavanagh "Managing Diversity in Corporate America, An Exploratory Analysis" Rand Corporation. Web. 29 June 2015.
The purpose of this research is to provide a substantial assessment/explanation/analysis of the degree to which the McDonald’s operates based on a universal cultural or whether it is most strongly influenced by the national culture of that country. The researcher will explain how McDonald’s uses diversity and organizational initiatives to contribute to the corporate bottom line. Finally, the researcher will evaluate the company’s bottom-line rationale for diversity initiatives.
The argument for gender-diversity enhancing boardroom effectiveness and performance in listed companies has been made. The evidence herein is also very compelling. However, If gender-diversity is to enhance corporate governance in listed companies; then women appointees to directorship positions will be required to have suitable training, development, as well as experience. Furthermore, tokenism’ alone will not allow listed companies realize the tangible and intangible benefits of diversity, including gender diversity, in corporate governance.