Marco Trend Analysis of Smartphones in the Telecommunication Industry Research Paper

Marco Trend Analysis of Smartphones in the Telecommunication Industry - Research Paper Example A competitive environment therefore is affected by the following six macro trends: Demographic, sociocultural, economic, technological, regulatory and natural environment (Mullins & Walker, 2010). This paper will analyze the macro trends that affect the smartphones in the telecommunication industry and how the trends might impact the successful marketing of the smartphones by different telecommunication companies. The first macro trend is technological trend such that the telecommunication industry has to keep up with latest technology in the market. Many customers in the western world do not only buy smartphones but buy them keeping in mind the latest operating systems and other features that are make the devices perform better and faster. Statistics showed that demand for smartphones in Europe and the U.S stalled in 2011 because many customers waited for the flagship of devices that featured the latest versions of key operating systems. Slowdowns are also seen in Asian and Latin Am erica of about 23.9% compared to last year 28.2%. This figure show the leading provider of smartphones, Nokia, as other companies trailed behind (Wall St. Cheat Sheet, 2011). This trend is seen to go on for the coming decade and this is because of the new technologies that emerge every year such as Symbian systems, android systems, windows systems and increased processing capabilities and power. The second trend is the sociocultural trend such that we have witnessed the growth of the mobile phones from the texting and calling only device to a device that has helped us connect with friends and family all over the world. Social networking, gaming and shopping are part and parcel of our daily lives. The smartphones have changed how people engage in these activities. At the moment many smartphones allow for instant communication both through text and video. In five years’ time, with the development of the 3G and 4G lite technologies, will see the smartphones take advantage of thi s and bring video conferencing to the phone. Many companies will need to adapt to the change in the industry and focus on how to best meet the social needs of the people. The third trend is the economic trend where a look at the previous three two years show a decline in the sale of smartphones because of the economic recession. Many people opted to buy budget phones because of increased prices that they could not manage. People’s spending reduced as the impact of the recession took toll on them. The market of smartphones declined. In the coming years the economy in many parts of the world is picking up and more people are bound to buy smartphones. This is because companies have realized the need for the people in the lower end of the market to own such products in order to build the economy. Many have come up with smartphones that are cheap and affordable. A good example is the Nokia C3 smartphone and the ZTE Blade. These phones have the latest technology at reduced prices ( Mohapi, 2011). The trend is seen to continue with many of these companies wanting to penetrate other untapped markets such as Africa. Increased sales will be seen in these areas if the smartphones will be cheaper as is the trend now. The above identified trends will affect the marketing of smartphones in one way or another. Marketers need to come up strategies

UK Employment Law Essay Example | Topics and Well Written Essays - 3000 words

UK Employment Law - Essay Example Under UK employment laws , an employee is one who is working under a contract of employment and the contract may be in writing, or it may be implicit subject to terms and conditions mentioned under the employment contract . Before the enactment of the Industrial Relations Act 1971 and the Employment Protection (consolidation) Act 1978, an employer had unlimited rights to dismiss an employee for any reason or for no reason with few exceptions . However , scenarios have changed a lot after introduction of the abovementioned legislations. Now, if an employer has terminated an employment contract of an employee either under unfair dismissal or under wrongful dismissal, an employee can seek relief under any of the following processes ; a claim can be made under common law for wrongful dismissal , or a claim can be made under ERA (Employment Rights Act) 1996 for unfair dismissal or a claim can be mader under Pt XI for redundancy or Pt II under ERA,1996 . Though , under UK law , an employer is legally entitled to dismiss an employee whenever he wishes and for whatever reasons, provided that he gives due notice in this regard but this right has to be used judiciously and without ulterior intention . If an employer has not conducted an intenral enquiry or not followed correct disciplinary procedures , then , an affected employee may approach the employment tribunal or courts in UK against his unfair or wrongful dismissal. If a person is dismissed unfairly due to his age on the allegation that he is very slow in his work, then, an affected employee may seek protection under s 4 of Equalities Act 2010. Any unfair dismissal due to direct discrimination by an employer will be held illegal under section 13 of the Equalities Act 2010.... o demonstrate incapability of the employee ,i.e., not able to perform the duty as anticipated under section 98(2) (a) of the ERA ; or if there is a misconduct on the part of the employee i.e., like declining to accomplish lawful commands of the employer or availing unauthorised leave without prior permission from the employer under section 98(2) (b) of the ERA; or if the employer is able to demonstrate that dismissal is due to redundancy under section 98(2) (c) of the ERA; or if there is a statutory illegality under section 98(2) (a) of the ERA; or on some other substantial reason under section 98(1) (B) of the ERA5 If a person is dismissed unfairly due to his age on the allegation that he is very slow in his work, then, an affected employee may seek protection under s 4 of Equalities Act 2010. Any unfair dismissal due to direct discrimination by an employer will be held illegal under section 13 of the Equalities Act 2010. Instances of direct discrimination include unfair dismissal o n the basis of the religion (being a Muslim, unfit to work in a bar), gender (being a woman not fit to work for certain types of jobs), and dismissal of an employee due to his old age. The following are the illustrations of unfair dismissal of an employee by an employer. Dismissing an employee as he asked for flexible working time; declining to acknowledge the working time rights by an employee and insisting to avail rest breaks ; dismissing an employee for his involvement in the trade union activity; making an employee to resign by offering the exact notice period ; dimissing an employee for his participation in legal industrial action for more than three months or less ; for providing jury service , requesting time off by an employee ; dismissing an employee for availing adoption leave ,