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Consumer behaviour in hamilton clothing sector
Get PDFThere is fierce competition in the clothing industry in New Zealand. This study analysed major determinants that influence consumer behaviour, especially in Hamilton. The background of this research is stated at the beginning of the report. In addition, there are 14 factors that may impact on purchase intentions, including store image, employee politeness, client’s gender, quality of products, and word of mouth. The researcher conducted primary research and gained data through a questionnaire. 150 informants participated in this research.
After the analysis, respondents’ features are demonstrated in descriptive statistics, and answers to the research question are described in the results section. The first finding of this research is that employee politeness and consumer’s gender can impact on the budget people would like to spend in an apparel store. Another finding of this research is that store image, word of mouth, and product quality are the major determinant of the frequency that clients will visit a garment store.
The researcher provides some recommendations for all clothing retailers to improve sales performance; firstly, coach staff before they provide service to your clients. Secondly, offer chairs and entertainment for the consumer’s partner. Thirdly, increase the investment for the store’s decoration, and design a stunning shopping bag for customers to carry. Fourthly, offer clients coupons or discounts when they bring their friends to purchase products together. Finally, retailers should focus on the industry’s movement and make adjustments rapidly
Mahi Tahi
Get PDFMahi Tahi is an exhibition by Ying Wang in collaboration with Joe Citizens Waka project. It documents the process of creation and the multi disciplinary approach that the project has
Piano and Eggs - June 2018
No full textThe School of Media Arts, Wintec is proud to present “PIANO & EGGS” - a series of breakfast concerts held on the second Monday of every month from 7am-8am. The concerts take place between the Creative Waikato space and Miltons Canteen on Alexandra Street in Hamilton.
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MONDAY 15th June- 7am
You will be treated to collection of songs by Monique Clementson, Chris Symon & Kyle Chuen accompanied by maestro David Sidwell
Watchtower (2007); Pearl (2007) Exhibited in Shift: Blue Roof Museum Exchange Exhibition. 3 November - 1 December 2018
Get PDFWintec School of Media Arts lecturers and their counterparts, artists from Blue Roof Museum in Chengdu, mainland China
Shift
No full textA major new exhibition of modern art created by artists in the Waikato and the Chinese city Chengdu is opening this weekend .
Hosted by the Wallace Gallery in Morrinsville and titled Shift, the exhibition will feature the work of 11 artists affiliated with Wintec's School of Media Arts and seven from the Blue Roof Art Museum in Chengdu.
Curated by Wallace Gallery's Eliza Webster and Ding Fenqi from Blue Roof, it will open at 11am on Saturday with a musical concert that will feature a world premiere of one of the pieces performed by Jeremy Mayall, Kent MacPherson and Megan Rogerson-Berry
Social work kete: Designing social media use in Aotearoa New Zealand
Get PDFOral Presentation
Submitter: Deb Stanfield, Te Kuratini o Waikato (Wintec), Aotearoa New Zealand
The social work kete: Designing social media practice in Aotearoa New Zealand
Kete is a Māori word used widely in contemporary Aotearoa New Zealand. For English speakers, it is translated to mean “basket” or “kit,” is traditionally flax woven, and symbolises a vessel containing knowledge, principles and practices to guide us in our lives and in our work. The social work kete represents the toolkit of the profession and is a metaphor commonly used by social workers in this country to describe that which informs their practice and reflects their identity as professionals.
This presentation describes how participants in an ongoing mixed methods Aotearoa New Zealand study explored their social work kete to make sense of social media and its place in their practice. For example, the kete was described as a source of professional wisdom to guide ethical and competent social media use. It was also described as needing replenishment, lacking the technical and critical skills required in this digital age. Participants expressed fear about “shiny” new social media tools invading the kete, displacing core interpersonal skills so important to the profession. They were also enthusiastic about the potential of social media for the profession, for social justice and democracy, and considered how a modern social work kete might be woven to reflect social change while still retaining the core identity of the profession.
Social media and other forms of internet technology have a profound and continuing impact on society. Social workers are grappling with its ethical and practice implications, are asking questions about its risk to vulnerable people, and its impact on equality. This presentation shares creative, cultural insights from social workers in Aotearoa New Zealand who participated in interviews and focus groups exploring their relationship with social media
CacophonyViz: Visualisation of Birdsong Derived Ecological Health Indicators
Get PDFThe purpose of this work was to create an easy to interpret visualisation of a simple index that represents the quantity and quality of bird life in New Zealand. The index was calculated from an algorithm that assigned various weights to each species of bird.
This work is important as it forms a part of the ongoing work by the Cacophony Project which aims to eradicate pests that currently destroy New Zealand native birds and their habitat. The map will be used to promote the Cacophony project to a wide public audience and encourage their participation by giving relevant feedback on the effects of intervention such as planting and trapping in their communities.
The Design Science methodology guided this work through the creation of a series of prototypes that through their evaluation built on lessons learnt at each stage resulting in a final artifact that successfully displayed the index at various locations across a map of New Zealand.
It is concluded that the artifact is ready and suitable for deployment once the availability of real data from the automatic analysis of audio recordings from multiple locations becomes available
IT Infrastructure
Get PDFThe role of “IT infrastructure” covers all the knowledge and framework linked with IT in term of software, hardware, and security (Physical and IT) of an organization. During the internship period the main course is to evaluate the existing structure (Applications, Infrastructure management tools and services, servers, storage, network, and facilities as shown in the figure), day to day IT structural methodology and based on the initial investigation provide the recommendations. Also, implement the changes to meet business goals. During the internship, will perform meetings with service providers (hardware and software) and vendors in term to facilitate the budget for any enhancement in the existing structure
Current challenges that New Zealand small: Medium sized enterprises face in retention of employees: With a focus on the landscape industry
Get PDFEmployee retention is a growing concern in Human Resources. Poor employee retention results in businesses incurring increased expenses. Businesses have to search for, recruit and retain employees when job vacancies occur. This is a costly process; therefore businesses are taking a greater interest in human resources and the retention of employees. There is very little literature focusing on employee retention in the landscape industry, so research collected was broadened to other industries with similar attributes to create viable results.
The study investigates what factors influence employee retention in small to medium-sized enterprises with a focus on the landscape industry in New Zealand. Research is done on employee retention influencers in similar industries due to the limited amount of research on employee retention in the landscape industry. No research on large businesses was used as the principles of a large organisation would not be compatible with small – medium-sized enterprises. No primary research was used as there was only an available candidate pool of four people and it was believed this would not give viable results or insight into the topic.
It was found that employee retention improved in businesses when the business’ organisational culture, values and beliefs matched those of the employees. It was found that when there was a mismatch between culture and employees, employees did not identify with or connect as well with the business, and this caused conflict and resulted in employees wanting to leave the organisation. Leadership was another key influencer on employee retention. Poor leadership causes misunderstanding, miscommunication, and therefore conflict and poor productivity, and has negative effects on organisational culture, resulting in worsened levels on employee retention. Career advancement was another significant influence on employee retention. When employees see a path to both develop and move forward within the business, this is firstly a highly motivational factor but also a factor that improves employee retention. When employees see that the business promotes internally, employees will feel there are greater opportunities at that particular business. Remuneration/ Rewards are the reason employees work in the first place. In industries such as the landscape industry where the hours are long and tiresome, improved remuneration package/rewards improve employee retention, as employees’ most desired need is being better satisfied. The final factor influencing employee retention is employee engagement, which can be improved to better retain employees. This can be done by giving employees more opportunities to take on responsibility and more challenging tasks. This will improve employee engagement as the work employees do gains more variety, and employees are actively challenged and pushed to work at their best
High staff turnover at a central city motel
Get PDFThis study aims to investigate the high staff turnover at a central city motel and to develop a human resource strategy to improve retention. The study uses a qualitative approach in which data was collected through semi-structured interviews and was analysed by themes to obtain results. The thematic analysis of results led to finding causes of high employee turnover at the motel and also helped in recommending strategies to curb the issue. The study found that career advancement and work-life balance were the main factors affecting employee turnover. It also found other factors such as training and motivation lead to high turnover. The study recommends that to retain staff at a central city motel, a strategic human resource plan to develop a career pathway should be adopted. Also, to reduce the struggle between work and personal interests, steps to create a balance should be explored. Research must be conducted on a broader platform to analyse employees from other motels and the hospitality industry to determine their views on high staff turnover