marketing mix

Topics: Management, Organizational studies, Organization Pages: 12 (2096 words) Published: March 25, 2014



Dr David Redfern

In the 1970s I worked in the car industry (BL Cars) and then in an iron foundry (Beans Foundries) in what was then called Personnel. Later in the 1980s and early 1990s I was employed in the bus industry leaving West Midlands Travel as Industrial Relations Manager. Initially the business was publically owed but later by the workforce.

I have been at University College Salford and then the University of Salford for nearly 20 years. It has been my privilege to have been associated with Chartered Institute of Personnel and Development programmes throughout that time. The programmes have evolved over the years but have awarded either a PG Dip HRM or MSc HRM.

I was awarded my PhD in 2006 and since that time have also supervised PhDs in HRM. I was CIPD programme leader from 2008-12 and most recently have been awarded the role of co-ordinating CIPD accredited activities within Salford Business School as CIPD Link Tutor.

I have contributed to the launch in September 2012 of exciting new programmes focused on MSc HRM&D. I am Chair of the CIPD Manchester Branch until May 2013 it has 4.800 members and is the second largest in the country. The branch engages and interacts with members providing a diverse and rich range of activities and support. I consider myself fortunate to have had an interesting and rewarding career.

Jonathan Lord

Jonathan is a Lecturer in Human Resource Management and Module Leader. He has previously been a H.R. Director, Manager and Consultant, working across all three sectors. Specifically Jonathan has worked within the transport and construction industries, as well as carrying out HR projects within the public and voluntary sector.

Jonathan has a Master of Arts degree in Human Resource Management. The major research undertaken involved an analysis of Recruitment and Selection techniques within the Private, Public and Voluntary sectors, analysing the reasons why there are differences in the usage of techniques. Jonathan also gained a Bachelor of Arts (Hons) degree in Human Resource Management from the University of Stirling and is a Chartered Fellow of the Chartered Institute of Personnel and Development. Jonathan is currently in the process of completing a Doctorate qualification, the area of research focusing on the purpose of employment tribunals and their effectiveness.


Organisations play a major and continuing role in the lives of us all, especially with the growth of large-scale private sector companies (such as IBM, Virgin, Tesco and so on) as well as public sector bodies (such as NHS hospital trusts, local government, and the civil service).

The term ‘organisations’ refers to a variety of different types of institutions which utilise various social and technical arrangements to bring a number of people together into a relationship in which the actions of some are directed by others towards the achievement of certain tasks (whether this be manufacturing and selling computers or delivering health care). Such organisations should be viewed less as a predetermined structure into which people are ‘slotted’ and more as an ongoing and ever-changing coalition of people with quite different and often conflicting interests and purposes who are willing, within limits, to meet the requirements of management.

Organisational Behaviour (OB) is a field of study which is concerned with the analysis and understanding of the behaviour of people within such organisational settings. This specific OB module will embrace an understanding of the following areas:

the behaviour of people
the process of management
the organisational context in which behaviour and management take place organisational processes and the execution of work
interactions with the external environment of which the organisation is a part

The study of organisational behaviour necessarily involves an interdisciplinary...
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