Aida Model Essay Example for Free

Aida Model Essay Every day were bombarded with headlines like these that are designed to grab our attention. In a world full of advertising and information – delivered in all sorts of media from print to websites, billboards to radio, and TV to text messages – every message has to work extremely hard to get noticed. And its not just advertising messages that have to work hard; every report you write, presentation you deliver, or email you send is competing for your audiences attention. As the world of advertising becomes more and more competitive, advertising becomes more and more sophisticated. Yet the basic principles behind advertising copy remain – that it must attract attention and persuade someone to take action. And this idea remains true simply because human nature doesnt really change. Sure, we become increasingly discerning, but to persuade people to do something, you still need to grab their attention, interest them in how your product or service can help them, and then persuade them to take the action you want them to take, such as buying your product or visiting your website. The acronym AIDA is a handy tool for ensuring that your copy, or other writing, grabs attention. The acronym stands for: Attention (or Attract) Interest Desire Action. These are the four steps you need to take your audience through if you want them to buy your product or visit your website, or indeed to take on board the messages in your report. A slightly more sophisticated version of this is AIDCA/AIDEA, which includes an additional step of Conviction/Evidence between Desire and Action. People are so cynical about advertising messages that coherent evidence may be needed if anyone is going to act! How to Use the Tool: Use the AIDA approach when you write a piece of text that has the ultimate objective of getting others to take action. The elements of the acronym are as follows: 1. Attention/Attract In our media-filled world, you need to be quick and direct to grab peoples attention. Use powerful words, or a picture that will catch the readers eye and make them stop and read what you have to say next. With most office workers suffering from e-mail overload, action-seeking e-mails need subject lines that will encourage recipients to open them and read the contents. For example, to encourage people to attend a company training session on giving feedback, the email headline, How effective is YOUR feedback? is more likely to grab attention than the purely factual one of, This weeks seminar on feedback. 2. Interest This is one of the most challenging stages: Youve got the attention of a chunk of your target audience, but can you engage with them enough so that theyll want to spend their precious time understanding your message in more detail? Gaining the readers interest is a deeper process than grabbing their attention. They will give you a little more time to do it, but you must stay focused on their needs. This means helping them to pick out the messages that are relevant to them quickly. So use bullets and subheadings, and break up the text to make your points stand out. For more information on understanding your target audiences interests and expectations, and the context of your message, read our article on the Rhetorical Triangle. 3. Desire The Interest and Desire parts of AIDA go hand-in-hand: As youre building the readers interest, you also need to help them understand how what youre offering can help them in a real way. The main way of doing this is by appealing to their personal needs and wants. So, rather than simply saying Our lunchtime seminar will teach you feedback skills, explain to the audience whats in it for them: Get what you need from other people, and save time and frustration, by learning how to give them good feedback. Feature and Benefits (FAB) A good way of building the readers desire for your offering is to link features and benefits. Hopefully, the significant features of your offering have been designed to give a specific benefit to members of your target market. When it comes to the marketing copy, its important that you dont forget those benefits at this stage. When you describe your offering, dont just give the facts and features, and expect the audience to work out the benefits for themselves: Tell them the benefits clearly to create that interest and desire. Example: This laptop case is made of aluminum, describes a feature, and leaves the audience thinking So what? Persuade the audience by adding the benefits.giving a stylish look, thats kinder to your back and shoulders. You may want to take this further by appealing to peoples deeper drives giving effortless portability and a sleek appearance and that will be the envy of your friends and co-workers. 4. Conviction As hardened consumers, we tend to be skeptical about marketing claims. Its no longer enough simply to say that a book is a bestseller, for example, but readers will take notice if you state (accurately, of course!), that the book has been in the New York Times Bestseller List for 10 weeks, for example. So try to use hard data where its available. When you havent got the hard data, yet the product offering is sufficiently important, consider generating some data, for example, by commissioning a survey. 5. Action Finally, be very clear about what action you want your readers to take; for example, Visit www.mindtools.com now for more information rather than just leaving people to work out what to do for themselves. See more at: file:///C:/Users/GOPAL%20RATHORE/Downloads/AIDA%20%20Attention-Interest-Desire-Action%20-%20Communication%20Skills%20Training%20From%20MindTools.com.htm#sthash.nCxC0EZx.dpuf

The Battle of the Bulge :: World War II History

The Battle of the Bulge The purpose of this speech for the class is to gain better knowledge of one of the most tragic and devastating battles of World War II, the Battle of the Bulge. To Better understand The Battle of the Bulge I will explain to you the cause of the battle, location of the battle, when it took place, who was the battle fought between, the number of soldiers involved, and the number of casualties. The prelude to the Battle of the Bulge began on a winter day in mid-December of 1944. Three powerful German divisions, were the last German offensives in the west at that time during World War II. They began after the Normandy invasion in June 1944. Allied had forces swept rapidly through France but became stalled along the German border earlier that year in September. On December 16, 1944 taking advantage of the weather, which kept the Allied aircraft on the ground, the Germans launched a counteroffensive through the semi-mountainous and heavily-forested Ardennes region in Germany, and advanced 31 miles into Belgium and northern Luxembourg near the Meuse River. Their goal was to trap four allied armies, divide the Americans and the British to force negotiated peace along the western front, and retake the vital seaport of Antwerp in Belgium. Thinking the Ardennes was the least likely spot for a German offensive, American staff commander chose to keep the thin line, so that manpower m ight concentrate on offensives north and south of the Ardennes known as the "bulge" in the Allied lines. These American lines were thinly held by three divisions in the Allied Army and part of a forth division, while fifth division was making a local attack and the sixth division was in reserve. Division sectors were more than double the width of normal defensive fronts, therefore there were more men scattered along a larger area. The German advance was halted near the Meuse River in late December. Even though the German Offensive achieved total surprise, nowhere did the American troops give ground without a fight. Within three days, the determined American stand and the arrival of powerful reinforcements insured that the ambitious German goal was far beyond reach. In snow and sub-freezing temperatures the Germans fell short of their interim objective- to reach the rambling Meuse River on the edge of the Ardennes. But they managed to avoid being cut off by an Allied Pincer movement.

Motivational Methods Paper Essay

Every manager in an organization must develop the necessary skill of motivation, and apply it to their staff in order to work more efficiently. This ability is a key role for each department and it is of utmost importance that it be applied in a manner that is both beneficial to the organization and staff as well. Each staff member has a role to play in accomplishing goals and it is the duty of the managers to facilitate and motivate their staff. This paper will address three motivational methods to motivate staff for upcoming changes for the organization. Motivation can be defined as: â€Å"Forces within individuals that account for the level, direction, and persistence of effort they expend at work.† (Lombardi, Schermerhorn, 2007). Individuals who possess a strong work ethic and integrity will put 110 percent into their job, those who do not will do just enough to slide by and stay under the radar. Managers must motivate and inspire staff to continue to give that 110 percent while receiving acknowledgment and respect. In other words; â€Å"Motivation is getting people to do what you want them to do because THEY WANT to do it. The challenge is to give them a reason to want to do it because doing it will satisfy a need they have. You have to tune in to their needs, motives and reasons, not yours.† (Saleem, 2007). Upon learning that upper management is going to implement changes within the organization a manager is tasked with identifying what makes their staff motivated, what makes them perform at peak levels? What does the staff need? â€Å"Needs are unfulfilled physiological or psychological desires of an individual†. (Lombardi, Schermerhorn, 2007). Each individual will have different needs; however it is possible to identify what the team needs by simply asking them. One may think that by developing a list of needs and instructing each member to put them in order of priority it is possible to get an accurate picture of where  to start with the team and how to introduce the up-coming changes in a manner that will motivate the team to accept these in a positive and professional manner. Howev er, â€Å"A study, published in 1999 by Kenneth Kovach of George Mason University, compared associates’ ranking of what they wanted from their jobs with what their bosses thought was important to the associates. The results of the study were somewhat surprising. At the top of the associates’ list was interesting work, followed by appreciation of work, a feeling of being â€Å"in on things†, job security, and good wages. Employers thought good wages, job security, promotion/growth, good working conditions, and interesting work were most important to their staff.† (Bessel, 2012). The key here is to listen to the responses from the staff when asked what is important to them, and then we can identify their motivation. One motivation theory is the Two-Factor Theory, developed by Frederick Herzberg, (Lombardi, Schermerhorn, 2007), which identified that what really made the 4,000 respondents he questioned, enjoy their jobs were factors which related to the job itself, he labeled this satisfier factors. These are items such as feeling pride and a sense of achievement, recognition, and room for advancement. As it turned out, things relating to the setting of the job were what they enjoyed least about the job, he labeled this hygie ne factors. These are items such as work environment and conditions, interpersonal relations, policies, quality of supervision, and salary. These negative factors can be remedied with improving policies to enable staff to feel more satisfied in their environment, such as adding soothing environmental sounds, music, or providing chair message for example can help create a less chaotic work environment and positive hygiene factors. However, in using this method it is also important to be conscious that the two-factor theory is a complementary theory, improving the hygiene is also along with improving the satisfier factors as well. Common sense means that one follows with the other, recognition must also come along with environmental motivation. A second motivation theory is Acquired Needs Theory, from David McClelland, which is based on the needs of individuals. He identified three needs; first, the need for achievement as a desire to go above and beyond the norm of what is expected. Then second is the need for power, which could include control over others, or to be able to provide influence and responsibility over them. The third is the need for affiliation which  is a desire to have friendly and warm friendships with others. (Lombardi, Schermerhorn, 2007). These are all needs that people acquire over time of life experiences and a savvy manager will create a work place that is responsive to these needs. The manager must allow these staff members to takes risks and challenges and encourage their ability to work with little supervision. Delegating higher responsibilities to these individuals creates security for the team and enables the manager to respond to other concerns that normally they may not be able to give the proper attention to. The third method of motivation is motivating through job design. Utilizing the two previous methods of motivation based on the needs of staff, a manager can then create jobs by assigning the required tasks to those individuals who are appropriate to accomplish job performance and job satisfaction for themselves as well as the organization. To make the future changes the organization is anticipating it is essential that the managers utilize their skills to â€Å"tailor job design† (Lombardi, Schermerhorn, 2007), to fit the strengths of staff with their own specific qualities and needs, this includes four specific areas, one, job simplification: identifying work processes and tasks for staff to work in clearly defined and specialized tasks. Managers can utilize lesser skilled staff to perform duties of lesser complexity, allowing others with higher skill levels to focus on areas of greater need. Job rotation allows the manager to create flexibility and understanding of other areas, creating a better relationship and moral between departments. Job enlargement integrates or combines tasks previously done by separate workers, this is an option that a manager should do with caution because it could have an opposite reaction to the motivation they are trying to create. The final alternative in job design is job enrichment which is essentially delegating some of the responsibilities of the manager to another individual creating a broader scope to their current position and allowing the manager to take on other responsibilities they may have had a hard time giving the appropriate time to. By focusing on these three types of motivational methods I intend to accomplish introducing the staff and motivating them into the future of the organization while taking into consideration their needs and skill levels to better serve them and the organization. Through personal experience, being motivated to provide superior service and customer satisfaction in the health care  industry, individuals who are appreciated, recognized, and offered more responsibility will work hard to meet deadlines and provide excellent patient care. This is a win-win situation for any health care organization and management team. References: Bessel, I. (2012). Understanding Motivation: An Effective Tool for Managers. Retrieved from http://edis.ifas.ufl.edu/hr017 Kovach, Kenneth. (1999). Employee motivation: Addressing a crucial factor in your organization’s performance. Human Resource Development. Ann Arbor, MI: University of Michigan Press. Lombardi, D.M., & Schermerhorn, J.R. (2007). Health care management: Tools and techniques for managing in a health care environment. Hoboken, NJ: John Wiley & Sons. Saleem, H. (2007). Motivating your staff. Retrieved from http://www.dirjournal.com/guides/motivating-your-staff/

The Leadership And Legacy Of John Fitzgerald Kennedy

Camelot: The Leadership and Legacy of John Fitzgerald Kennedy Carson Ray Senior Division Individual Historical Paper Paper Length: 2,470 words To the average person, Camelot was an era of promise, hope, perfection, and the struggle for equality. It was America’s only real with national royalty as the people looked to the president and first lady for fashion, their connections to Hollywood and the very rich, and how to comport themselves in a most glamorous manner.. It was also a time of promiscuity, secrecy, betrayal, attitude, and youth; however, the life and presidency of John Fitzgerald Kennedy was much more complex than just what was observed and revered by the American public. The presidency of John Fitzgerald Kennedy ushered in years of equality and advancement of the great United States even while his life ended before he could realize the fulfillment of many of his ideals. His achievements are a direct result of the matchless leadership displayed by Kennedy in his presidency. The legacy of John F. Kennedy should be remembered for his privileged and rebellious childhood, innovation of the presidency and pre sidential elections, his influence and effort in the civil rights movement, his ability to fight the spread of communism, his achievements in the United States efforts in the space race, and his ability to better the nation in a short period of time. At a young age Jack Kennedy displayed great intelligence and leadership. Born intoShow MoreRelatedThe Leadership Styles of John F. Kennedy and Ronald Reagan Essay980 Words   |  4 PagesThe purpose and the intent of this paper are to compare and contrast the leadership styles and scope of influence of two historical leaders. This paper will capture what made this historical leader effective looking at these points of interest one) Integrity, two) Knowledge, three) Sincerity of purpose and four) Care for others. 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