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Academic Article Review APA Example and Sample

Academic Journal Article Review Example. Example of a Journal Article Review. Journal Review Example APA. Example of Article Review Assignment pdf.

Journal Article Review

Journal article review refers to a systematic approach to critiquing other scholar’s work in the research field. It is an academic strategy to summarize academic journals with strengths and weaknesses. The academic journal review system allows reviewers to clarify the authenticity and contribution of papers to disciplines in the study. It represents the article’s values with in-depth analysis. The academic journal article review includes a summary, evaluation, and conclusion with strengths and limitations.

Academic Journal Article Review Outlines
  1. Summary of the article
  2. Evaluation of the article
  3. Conclusion (Strengths & Limitations of the article)

 

Academic Journal Article Review Example

How To Review Academic Journal Articles

The author explains how to review academic journals with examples. It certainly enhances students’ ability to review other experts’ works. The example will provide an in-depth understanding of reviewing articles.

1. Summary of The Article

The summary of the article includes Problem Statements, Research Questions, Research Objectives, Research Methodology, Significance, Research Model, Variables and Findings.

The author depicts an example to demonstrate how to summarize the academic journal.

Article Title: Effects of High‐Performance Work Systems (HPWS) on Hospitality Employees’ Outcomes Through Their Organizational Commitment, Motivation, and Job Satisfaction

Problem Statements Research Questions Research Methodology Significance
1. Less research has been done on how HPWSs affect employee outcomes, such as an employee’s health or job satisfaction which is crucial in the COVID-19 situation (Kloutsiniotis and Mihail, 2020a) (Adikaram et al., 2021).

2. Uncertain & highly stressful context has aggravated the problem of burnout (Ayachit & Chitta, 2021), which was customary among hotel employees even before the COVID-19 pandemic (Tsui, 2021; Wong et al., 2019).

1. What are the mechanisms through which HPWSs practices will effect employee job satisfaction?

2. What are the effects of burnout as a mediator in the relationship between HPWSS and employee job satisfaction?

1. Research Method: Exploratory; Quantitative.

2. Research Design: Descriptive

3. Respondents: 202 sample of respondents on hotel employees in Gran Canaria (Canary Islands, Spain) during Spring 2021.

4. Data Collection Method: Survey-based questionnaire (using a paper pen or an electronic version); convenience sampling process

5. Data Analysis: Correlation Analysis; Validity & Reliability using Partial Least Squares- Structural Equation Modelling (PLS-SEM) analysis.

1. To contribute theoretical literature development of HPWSs practices on employee job satisfaction in hospitality & tourism firms.

2. To recommend the practical implications to be useful for HR specialists & hoteliers in the implementation of HPWSs mechanisms in the current pandemic situation, in order to mitigate its negative effects on an employee-centered approach.

 
Research Objectives
1. To examine the direct effects of HPWSs on employee job satisfaction.

2. To examine the indirect effects of HPWSs through a reduction in burnout on employee job satisfaction.
Academic Article Research Model Review Example

Academic Journal Article Variables Review Example
Variables of the Study

Independent Variable [ IV ]

  • High-Performance Organization Systems (HPWSs)

(HPWSs are unique interrelated HRM practices that act in concert to improve employee skills, motivation, and participation in organizations (Dorta-Afonso and Gonzalez-de-la-Rosa, 2022; Messersmith et al., 2011; Sun et al., 2007).

Mediating Variable [ MeV ]

  • Burnout

Burnout is a psychological job-related syndrome that derives from prolonged exposure to chronic job stressors, resulting in a physical, emotional, and mental state of feeling drained (Maslach et al., 2001).

Dependent Variable [ DV ]

  • Employee Job Satisfaction

Job satisfaction refers to feelings resulting from a worker’s perception of the extent to which their job satisfies their needs (Kong et al., 2018).

Academic Journal Article Variables Review Example

Findings of the Article
  1. HPWSs exerted a positive direct effect on job satisfaction but also had an indirect effect by reducing employee burnout for hoteliers and HRM managers during COVID-19.
  2. It was found that the abilities bundle of HRM practices affects job satisfaction, whereas the motivation and opportunities bundles reduce burnout (based on the AMO framework).
  3. In conclusion, this study underlined the importance of HPWSs for hospitality firms given their effects on crucial attitudinal employees.

2. Evaluation of the Article

The evaluation of the academic article contains the hypothesis, theory, framework, data collection and analysis, and findings of the study.

Journal Article Hypothesis Review Example
Based on the Findings

Hypothesis 1:

  • The findings were aligned with the previous studies that there is a positive relationship between HPWSs and employee job satisfaction in hospitality firms, thus consistent with SET in supporting the mutual gain Thus, consistent with SET in supporting the mutual gain perspective.
  • Based on JD-R theory, it can be concluded that HPWSs have positive benefits offered by the organizations that can help employees overcome daily demands in achieving their desired state within their

Hypothesis 2:

  • The study found that HPWSs practices have negative direct effects on burnout and exert an indirect effect on the job.
  • The indirect effect is explained by to pandemic situation which has brought higher workloads and for the same reasons, it would apply to employment
  • Thus, the study demonstrated that the three HRM bundle practices (abilities, motivation, and opportunities) may alleviate burnout in stressful situations which in turn would increase employee jobs.
Academic Journal Article Adopted Theories Review
Based on Theories:
01. The Social Exchange Theory

This study advocates the mutual gains perspective based on social exchange theory (SET) and it hypothesizes that HPWSs are a way to boost employee job satisfaction as a result of their adherence to the fundamental reciprocity principle (Cropanzano and Mitchell, 2005).

As a result, employees will view HPWSs as an indication that their bosses care about them and will reciprocate by having better attitudes (i.e. a high level of job satisfaction).

Thus, the study has highlighted the usefulness of the SET in explaining the process through which HPWSs influence employee attitude and the significant role of trust as a social exchange which can be evident in the HPWSs.

02. The Organizational Support Theory

This argumentation aligns with the organizational support theory (Eisenberger et al., 1986), another HRM approach that has been considered as a solution to the pandemic challenges (e.g. Chen and Eyoun, 2021; Cheng et al., 2022) to foster employee performance, engagement and commitment (Eisenberger et, 2020; Kurtessis et al., 2017).

This finding is consistent with the organizational support theory in supporting the benefits of HPWSs for hospitality firms that can enhance employee job satisfaction in harsh working

03.   The Job-Demand Resources Theory

The authors use the J-DR theory to propose that HPWSs provide workers with resources, such as skills, autonomy, feedback, and growth opportunities (Bakker and Demerouti, 2017).

Consequently, HPWSs may very well contribute to a reduction in worker burnout, which may in part improve levels of job satisfaction, therefore supporting the mutual gains perspective.

Academic Journal Research Method Analysis
Academic Journal Research Method Analysis

Single Respondents: 

The authors suggested gathering data from both HR managers and employees (multiple respondents).

It would broaden the knowledge of the effects of HPWSs on employee outcomes.

Cross-Sectional studies:

This study is cross-sectional. Therefore, it is suggested that longitudinal studies be performed to examine whether the relationships found here are true.

Disaggregation of HPWSs on AMO:

It shown to affect employee outcomes in varied ways to examine the differential effects of HPWSs on employees’ job satisfaction and dissatisfaction.

The characterization of motivating or hygiene factors can be considered.

May use other mediating mechanisms:

Such as leadership or employee, attitudes & behaviors which HPWSs may be conducive to higher levels of job satisfaction & burnout reduction.

To consider different kinds of job resources & job demands

To examine the differentiation between challenge and hindrance job resources/demands on the development of the current JD-R theory Model (Bakker & Demerouti, 2017).

Conclusion With Strengths and Limitations

This study does not clearly on systems of HRM practices, it explores processes and recommendations to enhance the HPWSs effects, especially in the service sector.

I agree that HPWSs could be considered one of many resources of organizational support that managers may take into consideration the possible negative effects associated with HPWSs & specific bundles of HRM practices.

HPWSs are unique interrelated HRM practices that act in concert to improve employee skills, motivation & participation in organizations.

In conclusion, I learned that the relationship between HRM practices & organizational performance has space for progress and becomes a good indicator of a company’s success.

 Journal Review Example APA

The author demonstrates some examples of the article review APA that students can replicate to complete article review assignments. The author illustrated this journal review example for students’ instructions.

Article Review Example APA-1

ARTICLE REVIEW
Selected Article Title: Artificial intelligence adoption among human resource professionals: Does market turbulence play a role?
Author : Md Asadul Islam, Faraj Mazyed Faraj Aldaihani, Seyed Ghasem Saatchi
Publish year:2023
Journal: Wiley Online Library
Quartile:  Q1
Citation Count: 01 (as of 06/01/2024 via Google Scholar)
Citation: Islam, M. A., Aldaihani, F. M. F., & Saatchi, S. G. (2023). Artificial intelligence adoption among human resource professionals: Does market turbulence play a role? Global Business and Organizational Excellence, 42(6), 59-74.
URL: https://onlinelibrary.wiley.com/doi/10.1002/joe.22226

Introduction

In Islam et al.’s article above, they examined the mediating role of market turbulence on Artificial intelligence adoption among human resource professionals in the tourism and hospitality industry of Malaysia. The authors also investigate the antecedent of artificial intelligence (AI) based on the Technology Acceptance Model (TAM) and Technology-
Organization-Environment (TOE) model. This paper identifies what factors influence HR employees to accept and use AI technology in organizations. Based on the data collected from 389 HR employees, the study proves that Perceived Ease of Use, Perceived Usefulness, Technology Competency, Top Management Support, and Competitive Pressure positively and significantly affect AI adoption. Additionally, Market turbulence (MT) moderates the relationship between all IVs and DV (AI adoption). According to Saunders’ Research Onion, the research philosophy is positivism, an approach to theory development is deductive, methodological choice is quantitative, and survey.

Evaluation

The paramount output of this study is the factors that motivate employees to use new technology. Additionally, market turbulence plays a role in accepting innovation. According to the problem statement, there is little descriptive research on AI adoption in HRM with a limited theoretical contribution. Therefore, this empirical research plays a crucial role in contributing to the existing literature. Many studies show that AI enhances HRM performance. However, a few current studies question the ability to adopt AI tools by HR employees. AI tools become crucial due to the COVID-19 pandemic changing organizational structure, business model, and operational context. It inspired the authors to conduct this empirical research.

The authors adopted two important theories (TAM & TOE) to include in this research are very relevant. The IVs have been adopted from both models and extended in the new context. As per data collection sections, the authors distributed approximately 700 survey questionnaires through non-probability convenience sampling. It is very difficult to get an appointment to meet HR employees physically, Therefore, the authors chose the non-probability convenience sampling method to select people randomly and subjectively.  Participants received a cover letter summarizing the purposes and usefulness of this research. However, of the 534 survey questionnaires collected where 389 were considered useful.

The authors used the partial least squares-structural equation modeling (PLS-SEM) to analyze the data and reveal results. They utilized a confirmatory factor analysis (CFA) test to ensure reliability and validity measurement.

This study explains the antecedents and market turbulence role of AI adoption among HR professionals in the tourism industry that have both theoretical and managerial significance. In short, human resource professionals will accept new technology to enhance performance. It will assist the organization to achieve competitive advantages.

Conclusion and Limitations

The study examined the relationship between perceived ease of use (PEOU), perceived usefulness (UP), technology competence (TC), top management support (TMS), competitive pressure (CP), and AI adoption (AIA) using SEM-PLS. This study offers significant implications for theoretical and managerial perspectives. The tourism and hospitality industry in Malaysia includes hotels, restaurants, airline companies, and tour and travel agencies. These organizations encounter both local and international competition. Therefore, this study assists the top management in setting new policies. The manager needs to develop the employees’ knowledge regarding the perceived ease of use and perceived usefulness of AI technologies.

The first limitation of this study is collecting data from both male and female employees only from Malaysian tourism organizations. Therefore, the researchers suggested to conduct more research in cross-sectional approaches. The authors also recommended conducting more studies on this topic in a longitudinal method. However, this research has significant outcomes with testing theory highlighting how market turbulence can foster the relationship between AI adoption and organizations.

Article Review Example APA-2

Selected Article
Title: Transformational Leadership and Job Performance: The Mediating Role of  Work Engagement
Author: Lai, Tang, Lu, Lee, & Lin.
Publish year: 2020
Journal: SAGE Open (published by SAGE)
Quartile:  Q2
Citation Count: 194 (as of 28/10/2022 via Google Scholar)
Citation: Lai, F. Y., Tang, H. C., Lu, S. C., Lee, Y. C., & Lin, C. C. (2020).          Transformational leadership and job performance: The mediating role of work engagement. Sage Open, 10(1), 2158244019899085.URL: https://journals.sagepub.com/doi/abs/10.1177/2158244019899085

Introduction

In Lai et al.’s article above, they explored the mediating role of work engagement (WE) between the relationship of transformational leadership (TFL) and employee job performance (JP) and helping behavior (HB). Specifically, how the nurses’ work engagement intervenes in the impact of transformational leadership of head nurses on the job performance of nurses. The study shows that TRL gives rise to WE but not JP and HB. We mediated the relationship between  TFL JP and HB. The results are able to support all three of their hypothesis.

Evaluation

The central argument is that it is important to comprehend the factors and underlying mechanisms that give rise to employee motivation, which makes them perform well in their in-role task and perhaps go the extra mile. In addition, because of a wider variety of work behaviors, work-engaged employees are more likely to help their peers. Transformational leaders provide robust and common goals for employees and convince them that those goals are meaningful. Transformational leaders may improve employee task performance and helping behaviors through work engagement. Work-engaged employees deploy themselves to the in-role task and devote their energy to behavior that gives rise to achieving organizational goals.

In short, employees will get work-engaged when transformational leaders can get their buy-in by providing meaningful goals, offering a safe and supportive environment, and providing accessible resources. The paper did well in reducing concerns about common method variance (CMV) errors where it uses three waves of study, collecting data from leaders and members.

The paper did provide practical implications for personnel selection and leadership training:

During day-to-day interaction, lower level (ward head nurse) TFL, who have more contact with members, might have more opportunities to (i) instill in members the organization’s vision and collective goals, (ii) offer emotional support when members feel frustration or help them overcome difficult tasks with new solutions immediately. Through training, leaders may enhance their coaching skills including how to set unit goals, communicate with members about these goals, motivate members to achieve goals, invent new methods for problem-solving, and cheer up members when they experience setbacks.

The research could have better explained the mechanism of how TFL leadership gives rise to WE by using the job demands-resource (JD-R) model (Bakker and Demerouti, 2016). The JD-R model proposed two paths in their model: (i) motivational path and (ii) health-impairment path. According to the motivational path, job and personal resources give rise to employee engagement. It subsequently affects an employee’s job performance.

In Lai et al.’s article above,

JD-R could be used as such that TFL can be conceptualized as job resources for the employee that give rise to employee engagement and consequently lead to better job performance and helping behaviors among nurses. In addition to that, the paper could have tested their assumption on psychological fulfillment (i.e. psychological meaningful, psychological safety, and psychological availability) that led to employee engagement. Meaning, that instead of directly testing TFL to WE, it is possible that TFL  led to meaningful work and then led to WE.

The paper did a good job of representing the work engagement among nurses. However, in terms of gender, this is insufficient to make generalizations about male nurses even within the same industry. The author disclosed the limitations of the study such as the generalizability of their findings, as they collected from one profession and it was dominated by females. Additionally, some citations could have been more recent. For example, when citing past studies to demonstrate empirical evidence: “prior research highlights the positive relationship between motivation and members’ performance (e.g., Cerasoil et al., 2014)”. One of the explanations could be that when initiating their study above in 2019, citing a 2014 paper was still acceptable because it was still within five years back then.

Conclusion

The ward head nurse’s transformational leadership has an impact on nurses’ outcomes (i.e. job performance and helping behavior) through work engagement. Such individual employee outcomes are not only affected by monetary means but rather the perceived support of his or her surroundings (i.e. leadership, job characteristics, support, feedback, autonomy, etc.). It means employees’ behavioral outcomes are influenced by their psychological processes. Whereby, when certain psychological conditions of the employees are fulfilled, they are more likely to express themselves as a member of the organization and perform their in-role tasks well. This is in line with Kahn’s (1990) theory of the psychological condition of engagement that posits a work-engaged individual would need to be psychologically present. To meet that presence,  one must experience psychological meaning, psychological safety, and psychological availability.
Example of a Journal Article Review- 3
Title: Socially responsible human resource management and hotel employee organizational citizenship behavior for the environment: A social cognitive perspective

Link: Article Link

Introduction of the Article

Zhao and Zou(2020)  conducted a study “Socially responsible human resource management and hotel employee organizational citizenship behavior for the Environment: A Social Cognitive Perspective” in which they, drawing inspiration from Social Cognitive Theory, SCT, explored the relationship and interplay of three key predictors that could modulate an employees’ response towards OCBE;  SRHRM, which goes beyond offering enough pay and excellent working conditions and focuses on addressing employees’ personal and family needs, employee’s own Moral reflectiveness and Responsible leadership who form rules and norms and can directly motivate employees. While previous studies focussed on micro-level factors like psychological aspects, this study integrated them with macro-level factors, SRHRM.

Evaluation of the Article

The researchers hypothesized that: Hypothesis-1, SRHRM was positively related to employee OCBE. Hypothesis-2 Moral reflectiveness mediated the relationship between SRHRM and OCBE. Hypothesis-3, Responsible leadership moderated the positive relationship between SRHRM and moral reflectiveness. Hypothesis-4 Responsible leadership via moral reflectiveness moderated the mediated relationship between SRHRM and employee OCBE.

Employees from a large hotel group in Shanghai, China participated in the study. A total of ten hotels were chosen from three categories of hotels, three economy, three upscale, and four luxury hotels. The two-phase survey was conducted between 2018 -2019. The first batch of questionnaires on SRHRM and moral reflectiveness was given to 340 of the full-time employees, and 310 returned the completed questionnaires. In January 2019 second batch of questionnaires on OCBE and responsible leadership was dished out. 270 completed were returned.

SRHRM was measured by employing a six-item scale from Orlitzky and Swanson (2006). Moral reflectiveness through a five-item developed by Reynolds (2008), OCBE was measured with Ten items developed by Boiral and Paill´e (2012) and responsible leadership was evaluated by using the five-item scale developed by Voegtlin (2011).

Statistical analysis of questionnaires revealed that SRHRM had a positive impact on OCBE (p < 0.05), thus it supported Hypothesis 1. As for the second hypothesis, moral reflectiveness was found to be positively associated with OCBE (p < 0.01) whereas the positive impact of SRHRM on OCBE was not significant (p > 0.05) providing initial evidence to support Hypothesis 2.  An indirect effect of SRHRM on OCBE through moral reflectiveness was found significant, further supporting Hypothesis 2. Hypothesis 3 indicated that responsible leadership moderated the relationship between SRHRM and moral reflectiveness. It was found that SRHRM was more significantly related to moral reflectiveness when responsible leadership was low as compared to when it was high. This supported Hypothesis 3. While testing Hypothesis 4, i.e., the indirect influences of SRHRM on OCBE, the moderated mediation effect of H4 was supported.

Conclusion

Based on their findings, the authors suggested that organizations should adopt strong HR policies. Induction process with a clear job description and through interviews organizations should select individuals who are naturally environmentally friendly. Then they must reinforce OCBE culture through training, evaluation, and providing incentives. Similarly, hotels should employ, train, and promote leaders who can support these cultures by engaging and motivating employees. However, the study was limited to one hotel and only to a responsible leader. Additionally, other leaders in the organization like servant leaders, and ethical leaders may be considered in future studies.

 

Business Plan Examples For Students About Food

Food Business Plan Sample pdf. Sample Business Plan for Food Products. Business Plan Examples for Students about Food.

Food Business Plan Sample

The food business plan sample refers to the business proposal example for food products. The author presents a food business plan example for students and employees about food. It helps them write business plan samples for food products, including cookies, cakes, burgers, popcorn, and sandwiches. Therefore, students can follow this food business plan sample for writing other business plans relevant to food products. The business plan sample for food shows how to start a new business with food products. It is also known as a business plan and business report sample for food products.

Sample Business Plan For Food Products

Sample Business Plan for Food Products
Sample Business Plan For Food Products

1.0 Executive Summary

We established the Food Vile around the area of the 17th residential college (Kolej Tujuh Belas) and the Faculty of Medicine and Health Science, University Putra Malaysia (UPM). Our business provides delivery services of light foods at times when the cafeteria is less accessible or during rush hours. The emphasis on food delivery has led to the birth of our company’s name, Food Ville.

The main reason for us starting this business is that we notice most students have the problem of getting something to eat early in the morning. The cafeteria usually sells heavy meals, such as in the morning, and students will either not have enough time to eat or have no appetite for those kinds of food. We also found that most students skipped breakfast to rush to class, which is highly unhealthy.

Besides peak hours in the morning, students also usually crave light foods at night while being busy with academic matters. Unfortunately, the only vending machine for soft foods is only available in Block D, which is far away for some students. Thus, we want to serve these students by having delivery service to their doorsteps, saving them time and energy.

2.0 Background

2.1 Introduction to Business

Food Ville is a new restaurant at the 17th residential college (Kolej Tujuh Belas) and the Faculty of Medicine and Health Science, University Putra Malaysia (UPM).

Sandwich is our main product and also the main idea to start our entrepreneurship. After that, we decided to sell various foods such as buns, nachos, popcorn, and ice gem biscuits to attract the attention of the people; therefore, each of our committee members provided new ideas and products to increase our business sales.

We started this business because we wanted to provide customers with cheaper and more affordable food. We also spotted that time is a problem for most students here in the faculty, as most of us need to rush to class early in the morning and might not have time for breakfast. Late at night, the café is also closed and thus limiting access to food. Thus. We provide delivery service for our customers, especially early in the morning and also at night. Our foods are good for breakfast before class and supper late at night.

2.2  Agreement Letter

This letter outlines the terms and conditions of the agreement that shareholders need to agree to:

  1. The name of the business is Food Ville.
  2. The business operation starts on 17 November 2019 and ends on 7 December 2019
  3. The organization is as below:

Business Plan Examples for Students about Food

  1. Shareholders agree to pay RM25.00 as start-up capital.
  2. The profits and losses from the business will be distributed according to the money that had been contributed.
  3. Each partner must work as a team to implement the company and solve problems.
  4. We take every decision or action based on discussion by every partner.
  5. The top management is the only authority to approve any expenses or transactions.
  6. All rules and regulations stated in the agreement are conclusive. Any future changes will be made according to the suitability and importance of the business.
  7. If any member is found violating this agreement, a police report will be made, and law action will be taken accordingly.
2.3  Objectives of Business

Food Ville has the following goals and objectives:

  1. Become an established community destination with a customer satisfaction rate of at least 90% by the end of the operation period.
  2. Achieve cash flow self-sufficiency by the end of the operation period.
  3. Repay debt from original financing by the end of the operation period.
2.4 Vision and Missions Statement

Vision: To become the most accessible Foods provider in 17th Residential College as well as the Faculty of Medicine and Health Sciences.

Mission:  To provide quality and yummy Foods for breakfast and supper as well as fast and flexible delivery services to achieve 100% customer satisfaction.

2.5  Company Overview

The company’s motto, “On The Run,” was chosen as our characteristic and also as an attraction to our customers due to our fast and punctual special delivery services. Below is our company’s logo.

The logo also consists of our company’s name, “Food Ville,” as we want our customers to know that we also sell a variety of Food in addition to sandwiches. Our motto, “On The Run,” is attached to the logo, which means we are always ready to serve and deliver our products quickly and on time.

3.0 Administrative and Human Resource Plan

3.1  Business Strategy

Business strategy is crucial in order to maintain or amplify a company’s growth. Good business strategies are not influenced by the personal preferences of corporate management. Based on strategy in our company, there are some highlights on the function of every department to ensure the plan runs significantly. In order to meet the targeted goal in our business plan, we have put as much emphasis on the efficiency of each department. Our company has made several strategies to achieve our objectives. We have chosen the system based on every department suggestion in our company.

Administration and Human Resources Department
  • Ensure all the business operations are followed according to the procedure and manage the co-workers and administration problems.
  • It addresses and solves problems that affect people management programs in the long run.
Marketing Department
  • To ensure that our products are fully advertised and promote our best services by giving a reasonable price.
  • We are promoting the business and mission of an organization through social media.
Operational Department
  • To ensure that all the equipment and material run smoothly and also to maintain the operation of all products are effective and of good quality.
  • This department has the ultimate accountability for profit and loss and seeks to maximize return on investment for the shareholders.

4.0  Marketing Plan

4.1 Introduction

The marketing plan is the process of marketing which includes finding, understanding, and meeting customers’ needs as well as building public awareness of the brand. It is used to determine the effectiveness of how a company’s product is being known to the public and helps to ensure that the marketing plan, marketing strategies, and overall business strategy all work together. A company should always have a proper and systematic marketing plan in order to run things smoothly.

Our company, Food Ville, managed to have a very proper and systematic marketing plan because of a skillful marketing manager. Our marketing manager can market, market and promote our products to be well-known to the residents of 17th college as our target markets are them. Before our company even decided to sell our products, which include various types of Foods, our marketing manager managed the marketing plan in an efficient way. Some of the marketing strategies used included promoting through promotions like posters or social media accounts, pricing strategies, and many more.

4.2  Product Description

Our products are sandwiches, buns, ice gem biscuits, nachos with cheese, and popcorn.

For sandwiches, there will be two flavors: tuna and egg mayonnaise. The sandwiches are made with hard dough bread, giving customers a better taste and texture to enjoy the sandwiches. We will also add salad to the sandwiches to balance the customers’ diets and provide high nutritional value. The sandwiches are packaged with plastic wrap.

For the bun, we will buy the bun from the supplier and repack them to sell. Hence, we will order 100 units of bun every three days from the supplier to ensure that the bun we sell to the customers is always fresh and the customers can believe in our brand. The type of bun consists of a pizza bun, hot dog bun, ten-coins bun, chocolate doughnut, chicken floss doughnut, creamy bun, and gourmet bread topping with butter and sugar.

For the biscuits, our product is ice gem biscuits. We will buy a bucket of ice gem biscuits which is 4 kg, and repack them into small packages for sale. There are two types of packages, one is a small pack, and another is a large pack. The small box contains 50g of ice gem biscuits, while the large pack contains 100g of ice gem biscuits.

We will buy a large packet of potato chips for the nachos and repack them into small packages, which are 50g of chips for sale. And we also have a small can of cheese in it.

For the popcorn, we buy 1 kg of each flavor of the popcorn, which is butterfly caramel popcorn and mushroom caramel popcorn, then repack them into small packages, which is 50g of popcorn.

4.3  Target Market

The main target of our business is UPM students, lecturers, and staff from the Faculty of Medicine and Health Science, who do not have enough time to prepare or eat their breakfast due to the morning class. We also target the people who are looking for cheap and affordable breakfast and supper—the archery students are also in our target lists.

4.4  Competitions

Other businesses are also selling bread and Food in the area of 17th residential college (Kolej Tujuh Belas), such as the cafeteria and the coop mart of 17th residential college. Moreover, the price of bread and Food is also affordable for the students, and this will compete with our business. Therefore, our company supplies fresh homemade sandwiches and different kinds of the bun, with free special delivery services to become our company’s attraction.

4.5  SWOT Analysis

We have followed to identify favorable and unfavorable circumstances (internal or external) that may affect Food Ville’s business operation.

Table 3 below shows the analysis.

SWOT Analysis

4.6  Marketing Strategies

In promoting our Foods, various marketing strategies were chosen.

Delivery services

In terms of services, our company uses delivery service as a major platform for promoting our Foods. We deliver food for the morning (breakfast) and also late at night for supper. We always want to deliver food to meet the customer’s demand and satisfaction. Apart from that, we have also set 2 employees to deliver food.

Location

In selling our Foods, we solely used delivery services as a major platform as we do not have a specific stall or a fixed location to see our products.

Pricing strategies

Food Ville sells food at a very reasonable price in order to attract more customers. Even though we sold our products at reasonable prices, we managed to lower the price at the end of the carnival to sell and finish up the stocks fully.

The price of our products is as follows:

Price List of Food Business plan sample pdf

Promotion

Social media is used as a platform to promote our various types of Foods. We managed to promote Food Ville so that it is known to all 17th college residents through social media accounts like Instagram, Twitter, and also Facebook.

We also did a few other promotions by distributing our posters to students, lecturers, and academic staff of the medicine and health sciences faculty.

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5.0 Operation Plan

5.1 Introduction

The operation plan is part of the business’s strategic plan and is important for effective business leadership. The operation plan can describe how the plan works, including listing all the strategies and providing a budget summary and the workflow from input to results of the business.

Operation management refers to the administration of business practices to create the highest level of efficiency possible within an organization. In order to have good operation management, each of us must understand the processes essential to what a company does and get them to flow and work together. This involves utilizing resources from the suppliers, raw materials, and equipment.

The operation plan is a crucial part of our business. The Operational plan aims to provide organization personnel with a clear picture of their tasks and responsibilities in line with the goals and objectives. Therefore, we divided the operation plan into several parts: operation objectives, operation strategies, material planning, and implementation schedule to ensure our business runs effectively.

5.2  Operation Objective

The operation objectives for Food Ville:

  • To ensure the operations of our business run smoothly
  • To produce high-quality products that can fulfill our customer satisfaction and expectations.
  • To have a good service and function well to meet our customer’s demand
  • To ensure our business is profitable and able to expand
  • To accomplish consistency in the services offered
5.3  Operation Strategies

In order to ensure that our business runs smoothly throughout the week and meets our objectives, we set the following strategies:

  • Build a delivery service schedule.
  • It also ensures the Foods that are being delivered meet the guarantee that has been offered by us.
  • Ask for feedback on our Foods.
5.4 Process Planning
5.5 Material Planning
  • For buns, nachos, popcorn, and biscuits, we ordered them from the supplier.
  • For sandwiches:
Raw materials Fix assets
  • Bread
  • Mayonnaise
  • Salad
  • White pepper
  • Canned tuna
  • Egg
  • Water heater
  • Spoon
  • Knife
  • Plate
5.6 Implementation Schedule

6.0 Financial Plan

6.1  Introduction

A financial plan is a process of framing objectives, procedures, and budgets regarding the financial activities of concern. We use it to ensure effectiveness and adequate financial and investment policies.

Generally, an organization uses the financial plan to know an individual’s current pay and future financial state by using current known variables to predict future income, asset values, and withdrawal plans.

A financial plan is one of the most crucial parts of a business. Some of the important financial plans are:

  • Firstly, it provides the direction of one’s business
  • Secondly, it helps understand how finances impact one’s business
  • It also helps to manage income better.
6.2  Objective of the Financial Department

A few objectives have been determined as below:
Firstly, it determines capital requirements.
Secondly, It utilizes the fund sufficiently for different purposes.
Thirdly, the financial department maintains proper cash flow.

6.3 Project Implementation Cost

Project Implementation Chart For Business Plan

Source of Fund:
Our own money is used as the start-up capital with a contribution of RM25.00 per shareholder and a loan of RM50.00 from our lecturer, Dr. Sabrina, bringing the total start-up to RM350.00.

Conclusion

Food Ville Sdn Bhd has a net profit margin of 30.13%. For every RM 1 in sales, the business makes a net profit of RM 0.30.  The 12 shareholders will share the profits.

Food Ville Sdn Bhd also has a break-even point of RM 266.95. Since sales passing this break-even point means that Food Ville Sdn Bhd can start making profits.

Buns have a break-even point at RM 103.77 (sale of 52 units), and the egg mayonnaise sandwich has it at RM 39.21 (sale of 20 units). The break-even point for a tuna sandwich is RM 36.58 (sale of 13 units). For nachos with cheese, it is RM 27.26 (sale of 4 units); for 50g ice gem biscuits, it is RM 6.69 (sale of 4 units); for 100g ice gem biscuits, it is RM22.95 (sale of 8 units) while popcorns have a break-even point at RM 30.48 (sale of 13 units).

The return on investment value for the business is 0.961, or 96.1%. Therefore, the shareholders can get back RM 0.96 as profit for every RM 1 capital invested in the business.

Appendices

Appendices Sample