Abstract
This paper analyzes the Kellogg Company and the manner in which Kellogg runs and operates its business at various locations. It looks at how the company has annual sales of more than $9 billion all around the world, has manufacturing plants in the U.S. and in 16 other countries, and how it markets its products in approximately 160 countries around the world. It discusses some of the strategies, organizational structures, marketing techniques, size, and technology used by the Kellogg Company to sell and maintain its market share, as well as some of the factors that affect the operations of the organization and are generally interdependent on both the internal and external environments affecting the company.

From the Paper
"During the depression in the late 1931, Kellogg was one of the few companies that shortened hours to save jobs and retain their employees. Kellogg believed in the skill set of its employees, morale and employee innovation rate and believed that their employees were their best customers. For over 50 years, Kellogg offered a 30-hour workweek option. When this 30-hour option was introduced in the 1930's employees were paid for 35 hours although they worked only 30 hours. After the depression employees were offered a 30/40-workweek option. This decision was however, eventually reversed. Kellogg went to a normal 40-hour workweek."

Tags:breakfast, cereal, organization, manufacture, employees

Abstract
This paper discusses the history of the Kellogg Company, with particular attention to its current marketing strategies. The paper examines the four Ps of its marketing strategy (price, promotion, product and placement). The paper concludes by analyzing how Kellogg's products are being managed from a marketing point of view and how this can be improved in the future.

Table of Contents:
Section 1: Description Of The Marketing Environment
Section 2: Description Of The Marketing Mix
Section 3: Critique Of How The Kellogg's Brand Is Being Managed From A Marketing Perspective

From the Paper
"On the other hand, though, the company's sluggish performance in the European and Asian markets suggests that the company's marketers are overlooking some important cultural issues that are related to either the brands themselves or another component of the marketing mix that has not been identified yet. The company is well situated, though, to take advantage of these burgeoning markets. For example, a leading food industry expert maintains that cereal is a food that can be easily translated to international markets (Bredahl 75). This author reports that the company believes its consumers' needs concerning nutrition, taste, and convenience are the driving forces for the increased acceptance of its products and that these are worldwide directions of change in terms of consumers' wants and needs (Bredahl 75)."

Tags:global, diversification, cereal

Abstract
This paper focuses on the three most essential aspects of human resource management within Kellogg Company's organization: innovation, recruitment, and leadership. The paper details Kellog's innovative approach to HR management.

From the Paper
"The Kellogg Company in Battle Creek, Michigan, has long been a leader in human resource management, with the three most important aspects of its human resource management being innovation, recruitment and a focus on leadership. Kellogg's innovative approach to human resource management established it as a company that values employees and is willing to make radical changes to manage its resources optimally. To create work for laid-off employees, Kellogg replaced its traditional three daily eight-hour shifts with four six-hour..."

Tags:human resource management, innovation, leadership, recruitment, HR

Abstract
The paper gives criteria for the staffing plan and discusses Kellogg's position within the industry.

From the Paper
"The staffing plan for Kellogg's is predicated on the state of the industry, the position of Kellogg's within the industry, the number and type of staff already on board and the rate of attrition. The state of the cereal industry is not impressive. Although the United States has the fourth highest per capita consumption rate of cereal in the world, with more than billions of packages sold each year, growth in the cereal industry has been slow to non-existent in the early..."

Tags:Kellogg Company, staffing plan, factory, corporate, strategy, recruiting

Abstract
This paper is based on a case study of the Kellogg Company in terms of market share. The writer discusses that Porter's five forces are used to explain the strengths, weaknesses, opportunities and threats. The paper also examines the threat of new market entrants, industry rivalry, threat of substitutes and bargaining power of customers and suppliers. The writer notes that the Company is one of the big four cereal makers.

From the Paper
"There are a number of variables that determine the nature of competition including new market entrants, bargaining power of suppliers and customers, industry economics, and threat of a substitute of a product and/or service. For a corporation to be successful it should create a strategic plan of action in an effort to become the industry leader. The plan should address the corporation's positioning in an effort to combat competitive forces, anticipated shifts in variables in the factors underlying competitive forces, and influence the balance of forces through strategic action."

Tags:kellogg, porter, forces

Abstract
This paper describes research into the Kellogg Corporation pertaining to diversity and inclusion domestically and internationally. It provides a brief history of the company, the background of its organization, and explains the diversity audit methods, recommendations, analysis evaluations and summaries of the company's diversity strategy plan.

Outline:
Introduction/Executive Summary
Kellogg Organizational Background
Criteria/Audit Methods
Kellogg's Diversity Initiatives
Evaluations of Kellogg Diversity Initiatives
Conclusion/Recommendations
References

From the Paper
''As a premiere food processing company for over a century, the Kellogg Corporation has consistently been in the forefront as the food industry leader domestically as well as internationally. Since the company's inception in 1906 by Will Keith Kellogg originally based out of Battle Creek, Michigan, this corporation has amassed an annual profit over $13 billion with 30,600 employees stemming various backgrounds, races, cultures and countries. Within the last 20 to 30 years, Kellogg has continued to evolve with globalization efforts spanning to areas such as Spain, Germany, United Kingdom, Philippines, Scotland, Korea, Japan, India, Australia, Thailand, France, Canada, Mexico, Venezuela, Brazil, Ireland, India and even in United Bakers, Russia. Fully embracing the climate of diversity successfully, Kellogg continues to integrate not only individuals of diverse cultures but entire countries into its organizational culture while pressing forward with mixed ideas, processes, accomplishments and lucrative projects or brands (Kellogg Our History).''

Tags:globalization, cultures, policies

Abstract
This is a case study analyzing the diversity of the Kellogg's company's workforce. The paper looks at many facets, mainly through the administration and human resources positions. It provides a perspective on Kellogg's strategic goals with various tables and charts for visual representation. The conclusion focuses on how Kellogg's has failed and succeeded with accountability, diversity and organizational processes.

From the Paper
"Presently, in the 21st century, the new millennium HR has moved well beyond just processing benefits, compensation, taxes, orientation, and interviews (internal activities) and has found itself adjusting to being an integral part company level, organizational decisions dealing with the recruiting and placement of the workforce. So now HRM is not only thoroughly involved into the organizational process but HR offices are measured and evaluated on external goals as well as internal goals which essentially propel the company forward in a supportive fashion. A collaborative relationship based on mutual concepts, plans, and processes between the administrative executives, managers and the HR representatives are now more of a consultative event at the organizational management briefing (730). To navigate through organizational issues, the HRM must construct its own core competencies to deal with daily problems within the company but still adhering to the company's goals. Basically, a logical combination of experience, knowledge, company data along with the mission objectives, the HRM has to find ways to submit or suggest innovative, forward thinking solutions to solve organizational issues."

Tags:management, diversity, communication, analysis, audit

Abstract
This paper provides a financial analysis of both General Mills and Kellogg's. It provides an overview of each company and then discusses their financial ratios. It looks at their corporate valuations and their capital management strategies. The paper finally analyzes their dividend policies and how these affect the company as a whole. The paper concludes by briefly comparing the companies' success.

Table of Contents:
Overview
Financial Ratios
Profitability
Return on Assets
Capitalization/Leverage
Market Valuation Ratio
Corporate Valuations
Capital Management Strategies
Dividend Policies
Conclusion

From the Paper
"The markets in the most developed nations have been shifting to a more health conscious diet and both General Mills and Kellogg have responded to this shift by introducing more healthy products. For example Kellogg has introduced an entire product line, the Start Smart Healthy Heart, that addresses this growing market demand for healthier food products ("Boyle"). Additionally, both companies have benefited from emerging and expanding markets in China and India where the demand for their products is expected to someday rival the demand in their home market. Kellogg has an edge over General Mills in terms of brand awareness and identity but unless Kellogg can gain control of its debt profile General Mills may be able to out spend Kellogg into the number one position."

Tags:markets, profitability, assets, valuations, dividend

Abstract
This paper explains that Halliburton, its subsidiaries, and subcontractors play a prominent role in Iraq by providing a wide range of services, including fighting oil fires, pumping oil, supplying soldiers with hot meals, shelters and beds, and transporting materials across dangerous stretches of road. The author points out that, while the company offers incentives for employees to work in Iraq, it is experiencing a high rate of employment turnover due to the dangers many employees face on a daily basis. The paper relates that, although the company has come under scrutiny in recent years due to its involvement with Vice-President Cheney and its accounting practices, it has still managed to win billion-dollar military contracts due to its expertise in the oil service industry.

Table of Contents
Introduction
Halliburton Oil
Providing Services
Kellogg, Brown, and Root
Private Over Military
Fighting Fires
Improving Oil Production
A Year of Hard Work
The Price of Danger
The Most Dangerous Job
High Turnover
Code of Business Conduct
Chow Billing
Overcharging for Oil
War for Profit?
Conclusion

From the Paper
"Halliburton Oil is a "service firm for the oil and gas industry that currently has more than 24,000 employees and subcontractors in Iraq." The company, which was established in 1919, is based in Houston, Texas and "describes itself as one of the world's largest providers of products and services to the petroleum and energy industries."
The company was "headed by Vice President Richard Cheney before he accepted Bush's invitation to be his running mate in the 2000 presidential election. Cheney is credited with dramatically expanding Halliburton's operations by bringing in billions of dollars in new contracts, but has repeatedly denied any role in company operations after his departure."

Tags:service, military, contracts, danger, turnover

Abstract
The paper discusses how General Mills is a producer and manufacturer of consumer packaged goods; primarily food products. The paper relates that its primary industry is the consumer foods industry and the company maintains operations in more than 100 countries in every major region of the globe. The paper explains that General Mills is one of the leading competitors in its consumer foods industry which is dominated by a host of competitors. The paper points out that only several have the scale and market presence that General Mills has, of which one is Kellogg.

Tags:general, mills, kelloggs