Free Essay

Ubs Diversity Case

In: Business and Management

Submitted By lizface
Words 1677
Pages 7
UBS Diversity Case
Liz Wilson
Regis University

UBS Diversity Case Gender discrimination is one of the most common forms of Discrimination there is. It used to be that children were taught that the man made the money and the woman was the homemaker. As time has gone on and the economy has changed, people are realizing that old stigmas are no longer considered to be the truth. Women are now being forced to work alongside their husbands and life partners just to make ends meet. Families can no longer survive on one salary. The sad thing in all of this is that while the stigmas have changed, the stereotypes have not. It is still thought that women are less equivalent than their male counterparts. They are not as sought after as males are in organizations. It is still believed that men are better equipped to be doing many of the jobs on the market. There are male saturated fields that employee primarily males. These tend to be the higher paying, more socially accepted careers. There are several industries that a considered to be female appropriate roles including daycares, housekeepers, salon employees, retail, etc. There are more men in executive leadership positions than there are women. According to DeWitt, in 2005 Laura Zubulake was passed over for a management role, and the promotion was awarded to a male named Matthew Chapin (Dewitt, pg. 320).Edgar Schein takes a deep look into the three levels of culture and how they pertain to discrimination. The first level of culture is artifacts. Artifacts are what we know specifically about an organization. Artifacts are the easiest pieced of an organization to decipher. People who do not work in the organization are able to determine a little bit about the companies values simply by observation, although these outsiders might not know specifically why the artifacts they are noticing came to be. At UBS some of the artifacts that are apparent are: more men than women, the organizational structure, business type, and demographic (Dewitt). It is apparent just by setting foot into a branch that there are more men than women. There are clearly managers and non-managers. Managers are generally tending to the day to day operations, while non-managers are focusing on the client in front of them. The type of business is apparent to the naked eye, when walking into a freestanding location. However, it might not be as obvious to a person walking down the street and simply catches the name of the business. The demographic is easily noticed based upon the people inside of the building as well as outside the business. The demographic is also where a majority of the branches pop up. It would appear that they are catering to upper class individuals, since they are financial investment and banking firm The next level if culture is the espoused values. According to BusinessMate.com, this level is a little more difficult to notice. These things are going to be the intangible things, such as the goals and missions of a company. The leaders of a particular company will set forth the espoused values. There needs to be consistency in these values when it comes to how employees will be managed and how the company wants to be ran (BusinessMate.com, 2014). The UBS shows signs of espoused values amid their organization. According to DeWitt, when the upper level managers are asked in court about how the business is ran, they all say the same thing. They all blame Zublake for the issues that arose in the workplace, rather than how the business was ran (Dewitt, 323). Nobody wants to take blame for the allegations. The third and final level of culture is assumptions. According to Harvey and Allard Schein states that the assumptions are how the employees specifically view the culture of their organization. The assumptions are what are considered to be the shared values of a specific organization (Harvey and Allard, 2012). The assumptions are not related to the espoused values and often there is a large disconnect between how a company is portraying their values, and what their actual values are. At UBS it appears that there is a large he said she said argument going on. They say that they promote the best person for the job, yet, females are consistently passed over for jobs. The women in the company feel that they are discriminated against because they are in a market primarily focused upon men. UBS states that they are treated fairly. If UBS would have set in motion with clear definitions with what they were attempting to accomplish, they may have been able to avoid what they are claiming is a miscommunication, or a misunderstanding of the values that the company set forth. In 2010 UBS is ramping up efforts to ensure that their business is culturally diverse. They are recruiting more people from other countries and trying to higher more women, because according to Dewitt “Women are becoming an increasingly powerful and formidable force in owning and managing wealth” (Dewitt 323). However, these changes are coming five years after the case brought against them. It has taken them five years to change their mindset on how they believe their business should be ran. It is tough to say whether or not a simple change in the way UBS communicated with employees would have changed the outcome of Zublake’s time with the organization, as well as her feelings towards the organization. However, there were things that UBS could have done that might have made their female employees feel equal to their male counterparts. Many people argue that women need a network, a support system to talk to when they struggle in the workplace. However, it is not always necessary. Sometimes it is hard for a female to talk to a male about issues she is having in the workplace. Since it has already been established that UBS was a primarily male driven firm, it would not make sense to have a support system for women there. However, many companies are now turning to third party vendors to run their human resources department. It is important to have an onsite human resources department, because they can learn the culture and dynamic of the company. But at the same time this is not always feasible. UBS could have used one of these third party vendors to outsource some of their HR duties. If the female employees they had felt that they needed to voice their concerns to individuals other than their male leadership team they could have reached out to this vendor. They might find it easier to get answers and solutions, especially if there is a legal team on staff at the vendor saying we had an anonymous claim that there is gender discrimination going on in your company. They might have been able to look at the practices of the company and turn it around before it became a larger issue than it needed to be. A mentoring program at any organization is key. By having somebody one employee is able to rely on, makes the individual feel as though they are valued as an employee. According to Rupert Baumgartner, one of the primary ways that an organization is able to guarantee that all employees feel included, and as though they are productive members of the organization and team, is to have a great training program. One piece of any good training program is to make sure that all employees have another employee that they are comfortable talking to and is able to develop them professionally (Baumgartner, 2009). Although UBS didn’t have many female employees and might appear that they didn’t care about the female input set forth by their female employees, they might have found that by pairing the few women they did have on staff with a male made for a successful business. Especially if the male they were paired with took the time to teach their partner, develop them, listened to their input, and learned another different perspective on how to make the business a success.
In 2015, gender discrimination is still an issue. Unfortunately it will most likely always be an issue. Discrimination in general is still a problem. There is no way to rid the world 100% of discrimination, but every year the world can get a little closer. Gender discrimination is a large problem in the world, yet so are all other topics of discrimination. It doesn’t matter what the organization is, they can still apply the artifacts, espoused values, and assumptions levels to their operation. When talking about discrimination, and specifically the UBS case, it is easy to take out women and replace it whatever other non-dominant group the individual chooses. Regardless of the group of people, if they are feeling discriminated against, or left out, or left behind because of their non-dominant features, they are still going to climb the ladder of inference and stop on Edgar Schein’s levels of culture in an organization. Discrimination of all kinds is still prevalent in all societies. However, gender discrimination is always going to be one of the largest problems until people stop looking at women and thinking homemaker. The world has changed and therefore the blind eyes of civilians need to as well.

References
Baumgartner, R. (2009, March 3). Organizational Culture and Leadership: Preconditions for the Development of a Sustainable Corporation. Wiley InterScience, 17, 103-113. Retrieved January 22, 2015, from http://web.a.ebscohost.com.dml.regis.edu/ehost/pdfviewer/pdfviewer?sid=555e02c7-0953-48d9-becc-36105eca5cd8%40sessionmgr4001&vid=16&hid=4209
DeWitt, A. O. (2012). The UBS Diversity Case. 318-327. Retrieved January 20, 2015
Harvey, C. P., & Allard, M. J. (2012). Understanding and managing diversity: Readings, cases, and exercises (5th ed.). Upper Saddle River, NJ: Pearson. Retrieved January 3, 2015
Schein, E. H. (2014, April 14). Edgar H. Schein's Model of Organizational Culture. Retrieved January 22, 2015, from BuisnessMate.Org: http://www.businessmate.org/Article.php?ArtikelId=36…...

Similar Documents

Free Essay

Diversity

...Diversity Tabitha Davenport Cultural Diversity February 10, 2011 Richard Gilbert Diversity Cultural diversity is the idea that cultural identities, whether a difference or a similarity should be maintained and valued. America experiences much of this diversity as it is the “melting pot” of countries. The philosophy of America that “all people are created equal” is false because of people keeping racism alive. When a group of people think they are superior to another group this is racism. Diversity is the unification of many cultures living, learning and advancing together for the greater good of the society (Schaefer, R 2011). The primary dimensions of cultural diversity include age, ethnicity, gender, race, sexual orientation, and mental/physical abilities. The secondary dimensions may include geographic location, income, family status, education, military, and work experience. Diversity and Inclusion Diversity, being the fusion of many cultural groups residing in harmony can relate to the workplace as well as the home. Developing a diverse environment in the workplace creates an “inclusive” feeling among employees. Diversity is the encompassing of the differences and the similarities of each employee. Diversity, according to Harvey & Allard, 2009 (p. 1) is “the ways in which people differ that may affect their organizational experience in terms of performance, motivation, communication, and inclusion.” Inclusion occurs when these diverse employees......

Words: 545 - Pages: 3

Premium Essay

Learning Ubs

...BKAS1013 ICT FOR ACCOUNTING (SEMESTER A121) GROUP ASSIGNMENT 4: COMPUTERISED ACCOUNTING PACKAGE SUBMISSION DUE: 20 DEC 2012 (THURSDAY) Pustaka Fajar Sdn Bhd sells both academic and non-academic books. The company starts its business operation since 2001. The company hires two permanent workers and a part time worker in managing the business operation. As the business is growing, Mr. Shahrul Naim, the CEO of Pustaka Fajar start to realise the importance of handling his business accounting records in more efficient manner. Taking into consideration the potential of IT, he decided to consider UBS accounting to support his company’s accounting function. Suppose you are working for accounting package dealer and consulting service. You have been assigned by your manager to facilitate Pustaka Fajar Sdn Bhd in the conversion processes. For a start, you have accumulated the following information about the company: a. Address: <specify your own address> b. Company registration no: <specify your registration no.> c. Current accounting period for the company is March 1st, 2012 to February 28, 2013. d. The management intends to computerise its accounting system effective June 1st, 2012. Ms. Zahra, an account officer of Pustaka Fajar supplied the following accounting-related information: A. Trial balance as at May 31, 2012 B. Debtors and creditors aging analysis as at May 31, 2012 C. List of books maintained D. Stock values......

Words: 1705 - Pages: 7

Premium Essay

Diversity Awareness Case Study

...Planning Spring 2013 IOWA STATE UNIVERSITY Department of Community and Regional Planning DIVERSITY AWARENESS CASE STUDY – ASSIGNMENT 1 Beyond  simple  “text  book”  learning,  in  this  course  we  will  strive  to  connect  the  material  with  current  happenings  in  our  world  and  communities.    You  will  have  an  opportunity  to  do  this  in  this  two‐part  assignment.  In assignment 1 you will find and research a diversity awareness project.  This first part will  focus  on  learning  what  other  groups  and  organizations  have  done  to  promote  diversity  awareness.   Then,  in  assignment  2  you  will  develop  a  campaign  for  promoting  diversity  awareness  in  your  own  academic community – the College of Design.    BACKGROUND INFORMATION  Iowa State University has many projects and initiatives focused on social justice and diversity.  Each unit  and  department  creates  educational  programing  and  events  to  meet  the  needs  of  their  students,  faculty, and staff.  The College of Design Diversity Board, the University Diversity Committee, and other  departments want help developing a Diversity Awareness Campaign that:        Is inclusive to all Iowa State University students, faculty, and staff,  Encourages sensitivity towards and connections across differences,   Initiates dialogue and training opportunities related to diversity concerns,  ......

Words: 813 - Pages: 4

Premium Essay

Diversity

...technical and interpersonal skills in order to thrive in today’s business world. These skills include leadership, motivation, team work, conflict-resolution abilities and an understanding of diversity and diversity management. Today’s work population is constantly changing; we encounter different people from all walks of life. As a result there is more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. Maximizing and capitalizing on workplace diversity has become an important issue in the field of management. According to some experts “Diversity can have two competing perspectives. The first perspective embraces the “information value of diversity” and the importance of “celebrating our differences”. The second perspective believes that diversity contributes to conflict because “similarity attracts” and therefore, it is best not to draw attention to diversity and instead emphasize that as human beings our commonalities far outweigh our differences. The first perspective argues for customization, while the second advocates for homogenization. Whatever your perspective, the facts remain the same; today’s work population is changing and with any change comes both challenges and opportunities for organizations and their leaders. Diversity Management is a combination of programs, policies and activities that support an environment wherein employee differences are valued and integrated into each part of the organization's......

Words: 3620 - Pages: 15

Premium Essay

Ubs History

...UBS AG is a Swiss global financial services company that is headquartered in Basel and Zürich, Switzerland. The company provides investment banking, asset management, and wealth management services for private, corporate, and institutional clients worldwide, as well as retail clients in Switzerland. The name UBS was originally an abbreviation for the Union Bank of Switzerland, but it ceased to be a representational abbreviation after the bank's 1998 merger with Swiss Bank Corporation.[3] The company traces its origins to 1856, when the earliest of its predecessor banks was founded. UBS is the biggest bank in Switzerland, operating in more than 50 countries with about 63,500 employees globally, as of 2012.[4] It is considered the world's largest manager of private wealth assets; with over CHF2.2 trillion in invested assets,[5] a leading provider of retail banking and commercial banking services in Switzerland. According to the Scorpio Partnership Global Private Banking Benchmark 2013, UBS had assets under management (AuM) of US$1,705.0 billion, representing a 9.7% increase in AuM versus 2012. UBS suffered among the largest losses of any European bank during the subprime mortgage crisis and the bank was required to raise large amounts of outside capital. In 2007, the bank received a large capital injection from the Government of Singapore Investment Corporation, which remains one of the bank's largest shareholders.[6][7] The bank also received capital from the Swiss......

Words: 1332 - Pages: 6

Premium Essay

The Global Integration of Diversity Management: a Longitudinal Case Study

...1916 The global integration of diversity management: a longitudinal case study Aulikki Sippola and Adam Smale Abstract Whilst the extant diversity management literature has provided a comprehensive array of theoretical frameworks and empirical studies on how organizations can and have approached the management of a diverse workforce, the same cannot be said about the literature on diversity in an international setting. Indeed, from a diversity management perspective we know surprisingly little about how multinational firms are responding to the increasing globalization of their workforce. This study seeks to contribute to this underresearched area through an in-depth longitudinal case study of TRANSCO, a well-known European MNC, which has been attempting to integrate diversity management globally throughout its worldwide operations. Adopting a Finnish host-country perspective, the study investigates what TRANSCO has been integrating, how it has tried to facilitate this and the challenges that have arisen throughout the process. The results indicate that TRANSCO has committed a considerable amount of resources to the global diversity management integration process, reflected in the myriad of integration mechanisms utilized. In terms of their integration strategy, it was evident that TRANSCO was able to achieve global consistency at the level of diversity philosophy, but was forced to rely on a more multi-domestic approach to implementing diversity policies and practices.......

Words: 11681 - Pages: 47

Free Essay

Diversity

...Does workforce diversity always result in better organizational performance? In today’s global competitive environment, workforce diversity became a competitive edge that helps firms better understand different cultures and different ways of conducting business globally (“Benefits and problems”). Taylor Cox emphasized that increasing workforce diversity for better organizational performance is still an essential business issue that receives great attention, as “most of today's small business owners and corporate executives recognize that attention to the challenges and opportunities associated with the growing trend toward culturally diverse work forces can be a key factor in overall business success”. Rob McInnes identified 7 factors that motivate companies to diversify their workforces: As a Social Responsibility: companies exercise corporate social responsibility role by diversifying their workforces and supporting their good living. As an Economic Payback: “diversifying the workforce, particularly through initiatives like welfare-to-work, can effectively turn tax users into tax payers”. As a Resource Imperative: companies shouldn’t be hindered from attracting best talents available in the markets because of discriminatory practices. As a Legal Requirement: law requires companies not to be discriminatory in their employment practices or they will be exposed to penalties, as “fines and loss of contracts with government agencies”. As a Marketing Strategy:......

Words: 2740 - Pages: 11

Free Essay

Diversity: Business Case vs Moral Case

...examine the business case for ethnic diversity in the British National Health Service (NHS). It seeks to contextualise issues around diversity within the current political environment, and identify the barriers to diversity in the NHS. The business case has been very strongly argued as justification for introducing both managing diversity and equal opportunity initiatives - here the paper examines the inconsistencies of using that argument, and maintains that the only justification worth presenting is that based on (deontological) moral arguments. Design/methodology/approach - The paper is conceptual in nature exploring the respective cases for diversity using a broad range of the available literature brought together as part of a rapid evidence assessment. It does so in order to make some far-reaching claims about the future justifications for active diversification of senior management in key public sector institutions. Findings - The distinctions between the business and moral cases are false, in that both have ethical reference points. However, the business case is not only difficult to translate to public sector institutions; there are also evidential problems with its adoption. In light of this the conclusion here is that the moral (deontological) case is the only one that has any long term value for proponents of diversity. Originality/value - The value of this paper is that it examines the confusion that surrounds different cases for advancing diversity as a policy......

Words: 9347 - Pages: 38

Premium Essay

Business Law and Ethics Case Study on Diversity

...Case #1 Webb vs. City of Philadelphia This case involves Kimberlie Webb and the City of Philadelphia (mainly the police department). The case was heard by the United States court of appeals, third circuit in 2009. The suit was filed because Webb believed her religious rights were being decimated against. Webb is a Muslim woman who servers on the Philadelphia Police Department. Webb asked permission to wear a headdress that would not cover her face or ears due to her religious beliefs. She was disciplined for failing to comply with Police Department Directive 78 (which basically states that all officers must wear a certain uniform and dress in a certain way in order to appear uniform and unbiased). The Philadelphia Police Department stated that in order to obtain their overall collectiveness could not allow Webb to wear her headdress because it would be obvious what her religious beliefs were and would allow citizens to see that the Police Department is impartial, meaning they could lose the trust and respect of the community. The Judges in this case dismiss the case because for a group of people to be uniform (collectively similar) their cannot be any appearance of religion and that all those who serve must appear neutral to better server the community. Anything to separate identity could be costly when it comes to the overall good of protection. The Judge(s) decide this because if it seems that the police department is partial then citizens may not or will not...

Words: 1186 - Pages: 5

Premium Essay

Ubs Diversity

... 2. Analyze the UBS organizational culture using Edgar Schein's "Model" of Levels of Organizational Culture:  Artifacts (visible), Values (espoused and operational), and Basic Underlying Assumptions.  See p. xv in the Harvey & Allard text for an overview of Schein's Levels of Organizational Culture. A. Surface Level Artifacts * The merger of the Union Bank of Switzerland and the Swiss Bank in 1998 resulted in the second largest bank in Europe. * Acquired the U.S. Paine Webber Group Inc. to become the world’s largest wealth management firm. * Employment of approximately 64,000 people in over 50 countries. B. Espoused and Operational Values * The president and COO of UBS stated that “Diversity is one of our core values” (p. 322) * UBS is committed to its diversity efforts and will continue to ensure that it has an open and diverse work environment. C. Basic Underlying Assumptions * Appointed Joseph Yam to its board as a market driven diversity strategy. * Persuaded customers to use the 21 of 27 Beijing Securities branches that they sold to another company. * UBS still believed that their work environment was diverse and disregarded the Subulake ruling. 3. Based on the circumstances in this case, indicate two (2) areas where UBS may have overlooked "gender diversity issues.”  Provide one (1) specific recommendation to address each issue.  Specific examples and support are expected! A. One gender diversity issue that was......

Words: 613 - Pages: 3

Premium Essay

Diversity

...INTRODUCTION As we enter the 21st century, workforce diversity has become an essential business concern. In the so-called information age, the greatest assets of most companies are now on two feet. Undeniably, there is a talent war raging. No company can afford to unnecessarily restrict its ability to attract and retain the very best employees available. Although we all share many traits and needs, human beings are different and unique. While diversity has always existed, globalization, an increase in immigration, the sexual revolution and the output of the open formerly taboo subjects - such as living with a disability and gender preference - were placed in front -plan diversity of our concerns and the need to accept it. In the workplace, diversity encompasses elements that are evident, among other demographic differences such as gender, ethnicity and age, and more subtle differences, for example, the way we think or solve problems, social class or education. Because of the variety of backgrounds and approaches, it is not always easy for people to get along in the workplace (Diversityworld.com, 2014). However, it could be quite different. By learning to understand the challenges posed by differences and accept different points of view within your workgroup, you can use the strengths that represent a diverse team, in addition to expanding your horizons. Workforce diversity refers to organizations that are becoming more heterogeneous with the mix of people in terms......

Words: 2686 - Pages: 11

Free Essay

Colorectal Case Summary Ub

...Case Summary: Colorectal Cancer 1) Overview a. Duke’s tumor stage correlates prognosis (Late stage worse prognosis) b. Often leads to hepatic metastasis 2) Adenoma-Carcinoma sequence a. Majority of colon cancer arise from polyps (adenomas) b. Accumulation of genetic mutations / events resulting in uncontrolled growth (dysplasia) c. Over time results in carcinoma 1. APC mutation on chromosome 5 (Early adenoma) 2. K-ras mutation on chromosome 12 3. TGF β, SMAD4 mutation (Late adenoma) 4. P53 mutation on chromosome 17 (Carcinoma) 5. Metastasis d. Evidences 1. Foci of cancer are frequently seen within large polyps 2. Adenomatous (dysplastic) tissue is frequently seen adjacent to large cancers 3. Similar distribution of polyps and cancers within the colon 4. 10-15 year progression of polyp to cancer 5. Reduction of polyps causes reduction in subsequent incidence of cancer 3) Tumorgenesis a. Chromosomal instability 1. Gain of function – oncogenes 2. Loss of function – tumor suppressor genes (APC genes in FAP) b. Epigenetic alteration (microsatellite instability) i. Altered methylation or defective mismatch repair genes resulting in erroneous DNA synthesis Increased mutation rate and microsatellite instability ii. Exemplified by germline mutations causing HNPCC /Lynch syndrome which is characterized by premature and proximal location of colon cancer c. Common pathways 1. Mutations in Ras pathway, Wnt pathway, loss of p53 tumor...

Words: 835 - Pages: 4

Premium Essay

Wealth Management Crisis at Ubs (B)

...EUROPEAN UNIVERSITY OF LEFKE NAME: JESSE RYAN JOHNSON STUDENT ID: 154262 COURSE: CRISIS MANAGEMENT (CASE ANALYSIS) WEALTH MANAGEMENT CRISIS AT UBS (B) INTRODUCTION UBS has taken decisive and proactive steps to strengthen its crisis resilience by transforming its strategy and significantly improving its capital strength. The Swiss bank UBS became embroiled in controversy starting in 2008 when the U.S. Federal Bureau of Investigation (FBI) made a formal request to travel to Switzerland to probe a multi-billion-dollar tax evasion case involving the bank. The investigation had, in part, been prompted by disclosures made by Bradley Birkenfeld, a former UBS banker in Switzerland, who testified to the U.S. Department of Justice (DOJ). The issue started by Birkenfeld's whistleblowing and resulting controversy created unprecedented pressure on UBS, the Swiss banking industry and the Swiss government from the U.S eager to claw back delinquent taxes from assets their taxpayers had stashed in offshore accounts maintained by UBS and other Swiss banks. On February 2008 the US department of justice DOJ announced a deferred prosecution agreement with UBS. Whose term allowed UBS to avoid criminal indictment in return of payment of $780 million which comprises interest, penalties, and restitution for unpaid taxes, as well as the 250 names of the US Client who invaded TAXES by hiding assets in Switzerland. Other countries followed the US lead, relying on data that was stolen from...

Words: 1332 - Pages: 6

Free Essay

Case Diversity Management

...LA GESTION DES MINORITÉS DISCRÉDITABLES : LE CAS DE L’ORIENTATION SEXUELLE Christophe Falcoz et Audrey Bécuwe Présentation des auteurs Christophe Falcoz et Audrey Bécuwe sont partis du constat qu’il était trop facile d’opposer l’approche égaliste antidiscriminatoire au « diversity management » (approche anglo-saxonne). Ils tentent donc de démontrer que la question du genre et du sexe n’est pas forcément distincte de celle de l’orientation sexuelle car les gai et lesbiens ne sont pas forcément confrontés aux même difficultés. Il étoffe cette analyse une distinction goffmanienne qui population stigmatisée et population stigmatisable. Dans la première partie de leur recherche, l’utilité des politiques de management de la diversité, sont mises en avant plutôt que la lutte contre la discrimination des les gays et lesbiens qui veulent se dévoiler sans risque au travail. C’est en voulant trouver des soultions à la source plutôt que des solutions curatives q’ils mettent en évidense le fait la stigmatisation des gais et lesbiens ne vient non pas comme l’articulation entre un sexe biologique et d’une construction sociale et culturelle des rapports hiérarchisés de sexe mais plutôt comme les multiples configurations dominées ou dominantes entre le sexe, les rapports de force entre les sexes et les sexualités (hétéro, homo, bi, trans…) Les études gays et lesbiennes se sont développée en même temps que les études féministes et de genre mais d’un point de vue politique...

Words: 723 - Pages: 3

Free Essay

Ub Analysis

...a threat from other substituteslike Vodka, Wine and Rum. If the competitors decide to make these segments more popular thenthere is a threat for the dominant market share of UB group in the liquor segment. Suppliers: The UB group is dependent upon barley producer for their beer production. Any change in barley prices affects the price of beer.   SWOT ANALYSISStrengths: 1.Market share of 48 % in beer segment.2.Market share of 59 % in spirits segment.3.Strong brand image in India.4.Global presence of the brand.5.Known for quality and innovation.6.Aggressive advertising.7.Financial backing from UB group. Weakness: 1.Over leveraged position leading to short term cash flow problems.2.Dominant single brand Kingfisher.3.Expensive brand maintenance.4. Static market growth rate.   5.Long development cycles. Opportunities: 1.Growing beer market.2.Demand for better quality.3.Increase in disposable income.4.Low per capita beer consumption.5.Any deregulation in the excise policies with reference to taxation and duty on beer whichcould drastically push up the demand for beer. Threats: 1.Advertising and market restrictions.2.Entry of foreign liquor brands.3.Cloning of successful brands.4.Growth in substitutes.5.Economic downturn.6.Negative perception of alcohol in India.7.High taxes. STRATEGY 1.The UB group should increase the profitability of their breweries unit in line with theFMCG industry. This can be done by increasing the market share in high price liquor  brands......

Words: 583 - Pages: 3

The Gallows | Medikamente von Apothekern | Independence Day Contraataque .. BluRay 3D 1080p