The Billabongs Development Case Study Example | Topics and Well Written Essays - 2250 words

The Billabongs Development - Case Study Example The name of the company- Billabong, means 'a place of stagnant creek water'. Billabong’s logo has 2 parallel and motionless waves. According to the Merchants, this was meant to depict the uniqueness of the Aboriginal culture and its interpretation of an oasis. The main factor that distinguished Billabong’s boards from those produced by other local companies were the triple-stitching method which made Billabong’s surfing boards short and thus more durable.When Billabong first began to market its products to the Australian market in 1975, its products were well received. This allowed for the company to be able to create more products and thus increase sales. By 1981, the Merchants had been able to move to a larger headquarters and reached $1 million in total annual sales. To gain more publicity for their company, they funded competitions such as the World Final Surfing. Billabong would soon branch into other nations such as South Africa, New Zealand, Japan, and the United States.  As the brand grew in popularity, the Merchants made the decision to begin creating other sports apparel. They began to experiment with manufacturing and marketing artifacts such as snowboards. In all the expansion efforts, Gordon Merchant was at the forefront of designing and marketing new brands.The surfing industry would witness great development all through the 1990s as professional surfing profited from a newfound respectability. By the end of the 1990s, the Billabong Corporation had been restructured to take advantage of the growing international opportunities in the sector of board-related sports.

Career management Essay Example | Topics and Well Written Essays - 1000 words

Career management - Essay Example This is attributed to tightened global economy where everybody is need of an employment opportunity. Many people find themselves staking up jobs with minimal career requirements. As they get deeper into these miscellaneous jobs, their career objectives fade until they lose the passion to have a career. This has been the case in many nations. However, human resource analysts argue that the economic conditions have forced people to abandon their career to look for other jobs with minimal requirements. The increasingly unemployment rates have also played a major role in making people abandon their careers (Zunker, 2005). For instance, in Greece many people have moved away from the country to look for employment opportunities in other countries. In foreign countries, these individuals do not stick to their current career but look for the most available employment opportunity. However, human resource analysts say that these are not reasons enough for people to abandon their career for men ial jobs. People should be responsible for the growth of their careers regardless of the economic conditions (Nathan & Hill, 2005). The major questions are why should people be responsible for their own careers and what are the advantages of growing ones career. An argument by Grant (2009) claims that people should ensure that their careers grow with each step of their professional life. Human resources specialists argue that, individuals are responsible for their own mishaps when it comes to seeking for employment. Many organizations administrators say that many people fail during interviews because they lack depth in their respective careers. Over the years, the quality of interviewees has dropped significantly which begs the question if career objective s are being abandoned. If individuals would strive to expend the depth in their careers, many people would find employment in the expending industrial industry. To prove this point, the global industrial market has over the past 5 years grown by about 13 percent (Grobler, 2005). With the growing industrial industry, it would be obvious to assume that employment opportunities would be available in these hubs. However, this is not the case as many people around the globe are in need of jobs. Many organization opt the use of machinery as their output tools. This is mainly attributed to the fact that people don’t have the depth in their careers that would drive the industry towards its success. If people could take responsibility and build their careers effectively, the human resource demand in the industries would return rise to the expected heights. Another reason why people should take responsibility of the careers is to maintain the economy growth. Behind the success of all global commercial giants there are personalities responsible for this success. However, the quality of these personalities has diminished in years. Individuals still at the helm of commercial giants are of old age since there is no such quality in the young generation. The quality of management skills required to run large companies has been a difficult thing to find. Many organizations have opted to retain the ageing administration. If this trend goes on, 10 years from now we will have companies with no appropriate management teams. In an argument by Werner (2008) this has been caused by the young generat