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Bali: A Blend of Traditions With Modernity
Marlboro: From ‘Mild as May’ to the Iconic ‘The Marlboro Man’
Badia Rebolledo Abud
Most Inspiring Chief Executives REVAMPING the Future, 2024
The Enterprise World PUBLISHER
MARKETING COORDINATOR (AMERICAS)
Peter J.
PR & MARKETING COORDINATOR
James H.
BUSINESS DEVELOPMENT EXECUTIVE
Katie M.
CREATIVE CONTENT EDITOR
Shalmali W.
CREATIVE DESIGN HEAD
Sankalp K.
GRAPHIC DESIGNER
Divya B.
SOCIAL MEDIA MANAGER
Narendra S.
DIGITAL CIRCULATION MANAGER
Amanda V.
Aswestepinto2024,thebusinessworldiswitnessingasurgeofinnovativeandinspiringleadership. Anewgenerationofchiefexecutivesisemerging,challengingthestatusquoanddriving transformativechange.Theseleadersarenotonlyreshapingtheirindustriesbutalsomaking significantcontributionstosocietyandtheenvironment.
IntheHumanResourceindustry,leadershipplaysanimportantroleinshapinganorganization’s culture,drivingstrategicinitiatives,andfosteringemployeedevelopment.HRleadersmustbeableto establisheasycommunicationandhavetheflexibilitytoplanforandembracechange.Badia RebolledoAbudisonesuchleaderwhohas25yearsofexperiencewithintheindustryandhas generatedsuccessinvariousHRrolesintop-tiercompanies.
InafascinatingconversationwithTheEnterpriseWorld,Badiasharedherprofessionalandpersonal journey,struggles,goals,andvisionasaChiefPeopleOfficerwithintheindustry.Let'stakealookat Badia’sinsightswithintheindustryandtheimpactofherworkthroughouttheyears.
BadiaRebolledoAbud'sfirstencounterwithHumanResourcesoccurredduringherinitialjobat Procter&Gamble.Duringthescreeninginterview,anHRrepresentativesuggestedthatshemight consideracareerinHR.Atthattime,BadiaviewedHRmerelyasafunctionconcernedwith recruitingandpayroll—tasksshethoughtmightberathermundane.However,theHRteampresented acompellingvisionofHR'sstrategicroleanditssignificantimpactonbothemployeesandthe company.Captivatedbythisperspective,shedecidedtoexplorethisfieldfurther.
WhatinitiallydrewBadiatoHRwastheopportunitytomakeameaningfuldifferenceinpeople's professionallives.Asshedelveddeeperintothefield,shediscoveredthatHRisfarmoremultifaceted thanshehadimagined.Eachareasheexplored—fromtalentacquisitionandemployeedevelopmentto organizationalcultureandchangemanagement—fueledhergrowingenthusiasm.
Shalmali W. halmaliS
Forthecoverreadabout-
IntheHumanResourceindustry,leadershipplaysan importantroleinshapinganorganization’sculture,driving strategicinitiatives,andfosteringemployeedevelopment. HRleadersmustbeabletoestablisheasycommunication andhavetheflexibilitytoplanforandembracechange.
ForourIssueof “The Most Influential Business Leader to Watch in 2024,” NicholeDaher, wepresent FounderandCEOofSOSFranchising,leadingher waytorevolutionizeAutismTreatmentforgood.
BadiaRebolledoAbudisonesuchleaderwhohas25years ofexperiencewithintheindustryandhasgeneratedsuccess invariousHRrolesintop-tiercompanies.
InafascinatingconversationwithTheEnterpriseWorld, Badiasharedherprofessionalandpersonaljourney, struggles,goals,andvisionasaChiefPeopleOfficerwithin theindustry.Let'stakealookatBadia’sinsightswithinthe industryandtheimpactofherworkthroughouttheyears.
However,beforewegettohertrailblazingstory,we needtounderstandwhatABAtherapyis.Applied BehaviorAnalysis(ABA)isaleadingapproachfor supportingautisticindividuals.Thisscience-based methodfocusesondevelopingobservable improvementsinbehavior Throughpositive reinforcementanderrorlessteaching,ABAtherapy reducesproblembehaviors,teachesessentialskillslike communicationandindependence,andpromotesalove oflearning.
ABAtherapyhelpsindividualsmovebeyondtheir symptomsandthriveasfunctionaladultswithintheir communities.ThisiswhereNicholestepsinas someonewhojuststartedherjourneyofbeinga stepmotherofanautisticchild.Newtothesituation,she attendedparenttrainingclassesatherstepdaughter’s ABAtherapyclinic.
BadiaRebolledoAbud'sfirstencounterwithHuman ResourcesoccurredduringherinitialjobatProcter& Gamble.Duringthescreeninginterview,anHR representativesuggestedthatshemightconsideracareerin HR.Atthattime,BadiaviewedHRmerelyasafunction concernedwithrecruitingandpayroll—tasksshethought mightberathermundane.However,theHRteampresenteda compellingvisionofHR'sstrategicroleanditssignificant impactonbothemployeesandthecompany.Captivatedby thisperspective,shedecidedtoexplorethisfieldfurther.
Asthechildprogressedinleapsandbounds,everything seemedwelluntilsheturned7,andtheABAclinic terminatedservices.Atthispoint,Nicholediscovered theflawsinthesystem,likethevastmajorityofABA clinicsonlyacceptedchildrenuptoage7.Additionally, theydidnotofferancillaryservicesthatchildrenwith AutismalsoneedinconjunctionwithABA.Nichole foundthistobeaconcerningtrend,asitwasnearly impossibletofindcompletetreatmentforautistickids.
WhatinitiallydrewBadiatoHRwastheopportunityto makeameaningfuldifferenceinpeople'sprofessionallives. Asshedelveddeeperintothefield,shediscoveredthatHRis farmoremultifacetedthanshehadimagined.Eachareashe explored—fromtalentacquisitionandemployee developmenttoorganizationalcultureandchange management—fueledhergrowingenthusiasm.
Bali: A Blend of Traditions With Modernity
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36
Marlboro: From ‘Mild as May’ to the Iconic ‘The Marlboro Man’
44
The Role of Video Marketing in Business Giveaways
In the Human Resource industry, leadership plays an important role in shaping an organization’s culture, driving strategic initiatives, and fostering employee development. HR leaders must be able to establish easy communication and have the exibility to plan for and embrace change. Badia Rebolledo Abud is one such leader who has 25 years of experience within the industry and has generated success in various HR roles in top-tier companies.
In a fascinating conversation with The Enterprise World, Badia shared her professional and personal journey, struggles, goals, and vision as a Chief People Ofcer within the industry. Let's take a look at Badia’s insights within the industry and the impact of her work throughout the years.
Q1. Tell us about your career path in HR. What initially drew you to this field?
Myfirstrun-inwithHumanResourceshappened duringmyfirstjobatProcter&Gamble.During whattheycalledthescreeninginterview,theHR ladysuggestedIkickoffmycareerinHR.Back then,IthoughtHRwasjustaboutrecruitingand payroll—basically,thekindofstuffthatcouldput youtosleep.Buttheypaintedareallycoolpicture ofwhatHRcouldbe,emphasizingitsstrategic importanceandtheimpactitcouldhaveonboth peopleandthecompany.Intriguedbythisvision,I decidedtotaketheplunge.
Whatinitiallyhookedmewasthechancetomakea realdifferenceinpeople'sprofessionallives.AsI dugdeeperintoHR,Ifoundoutit’slikeaSwiss Armyknifeofroles.EachareaIexplored—from talentacquisitionandemployeedevelopmentto organizationalcultureandchange management—fuelledmygrowingpassion.HR,or asIliketocallitnow,People,becameafieldwhere Icould mix strategic thinking with empathy, innovation with good old fundamentals, and create environments where employees could thrive.
Thisjourneyturnedmyinitialcuriosityintoafullblownpassion.ThemoreIlearned,themoreIwas captivatedbytheroleHRplaysinshapingan organization'ssuccessandfosteringapositive workplaceculture.Today,asaChiefPeopleOfficer, mycommitmenttothisfieldisstrongerthanever. Theabilitytoimpactlives,supportgrowth,be disruptive,driveorganizationalexcellence,and leavealegacyiswhatkeepsmydedicationtoHR burningbright.
Q2. How have your goals and vision for HR evolved over time?
MyfirstgigswereintheCentreofExpertise (CoE),whereIwasallaboutdevelopingandrolling outbestpracticesacrossthecompany Thinkofitas HRbootcamp—onlywithfewerpush-upsand morespreadsheets.Duringthistime,Igotmyhands dirtywithtalentmanagement,learningand development,compensation&benefits,payroll, laborlaw,andorganizationaldesign.Bytheend,I waspracticallyaSwissArmyknifeofHR knowledge.
ButtherealadventurebeganwhenIdonnedmyHR BusinessPartner(HRBP)cape.Thisrolewasn'tjust aboutHR101—itwaslikejumpingintothedeepend ofthebusinesspoolwithoutwaterwings.Imoved beyondtheusualHRstuffandgotrightintotheheart ofthebusinessunits.ThisshiftmeantIworkedclosely withleadersandteams,gottoknowtheirunique challenges,andtailoredHRstrategiestofittheirneeds. I felt like a business whisperer, tuning into the rhythms of the company.
Whatstartedasamissiontobringbestpracticestothe tableturnedintobecomingakeyplayerindrivingthe organizationtowarditsgoals.Irealizedthateffective HRwasn'tjustabouttickingboxesanddoingadmin-it wasaboutcreatingastrategicadvantageforthe business.InmyHRBProle,Ifocusedonbuilding strongrelationshipswithbusinessleaders,gainingtheir trust,andshowingjusthowvaluableHRcouldbe. Basically,IbecametheHRsuperherotheydidn'tknow theyneeded.
Ibecameanadvocateforchange,pushingfor continuousimprovementandinnovation.This approachallowedmetoinfluencedecision-makingand helpdrivethebusinessforward.Understandingthe businessinsideoutwascrucialforrecommendingthe bestapproaches,alwayskeepingtheemployeeinmind.
As my career progressed, my vision for HR evolved into a more holistic and integrated approach.
IsawtheimportanceofaligningHRstrategieswith businessgoals,makingsureHRinitiativessupported growthandcompetitiveness.Ichampionedeffortsto boostemployeeengagement,diversityandinclusion, andleadershipdevelopment-keyingredientsforlongtermsuccess.Imean,whodoesn'twanttobepartofa diverseandengagedteamthatkicksbuttandtakes names?
Now,asChiefPeopleOfficer,Icontinuetobuildon thisvision. My goal is to create an inclusive and empowering work environment where everyone can thrive and give their best, being accountable and fully engaged. I'mallaboutleveragingdataandanalyticsto driveinformeddecisions,fosteringacultureofagility andresilience,andpositioningHRasastrategic enablerofbusinesssuccess.I'malwaysonthelookout fornewwaystodothingsbetter,andsimpler,and constantlychallengethestatusquo.
C O V E R S T O R Y
Q3. What are some of the most significant changes you've witnessed in the HR landscape throughout your career?
Asmentionedabove,gettingthegistofHR'sroleinthe businessissteponeinunlockingitspotential.WhenIleft P&G,IrealizedthatnotmanycompaniesputHRinsucha centralroleasP&Gdid.ItwaswildtoseeHRstillstuckin the70s-80smoldofjusthiring,training,paying,and organizingtheChristmasparty.Stufflike“workingfrom home,”childcarepolicy,andempoweringover micromanagingwerelikeforbiddentopics,andtop managementwasn’thavingit.
Then,boom!Thepandemichit,andsuddenlyHRwasin thespotlight,inthedecision-makingcar,andeveninthe driver’sseat.Covidpushedusintothefutureinjustafew months.Leadersstartedaskingusforanswersand guidance,finallyseeingourworthasstrategicpartners. We’vegottokeepridingthiswaveforaslongaswecan.
Throughoutmycareer,Ihavemadechangesthat,when sharedwithothers,oftenelicitdisbelief.I’veintroduced unlimitedholidays,trustingemployeestomanagetheirtime andwell-being.Irolledoutflexiblebenefitstocatertoour diverseworkforceneeds.Ialsoshiftedfromhierarchiesto wirearchies,empoweringprocessownersatalllevelsto takechargeandbeaccountable.
ThebiggestchangesI’veseeninHRinclude moving from an admin role to a strategic one, embracing tech and data analytics for decision-making, and recognizing the importance of mental health and well-being. Theshiftfrom aone-size-fits-allapproachtopersonalizedemployee experienceshasbeenamazing.HRisnolongerjustabout managingpersonnel;it’saboutfosteringacultureof continuousimprovement,innovation,andinclusivity
Q4. In your opinion, what are the most pressing challenges facing HR professionals in 2024?
Alright,let’stalkaboutattractingandkeepingtalent. We’restilldealingwiththeaftermathofthePandemicwhen everyonestartedquestioningtheirwell-beingandwhere theywanttowork.RemembertheGreatResignation?Yeah, thatshookthingsupbigtime.Now,companiesare scramblingtolookcoolandstreamlinetheirhiring processestosnagtoptalent.Tokeepfolksaround,weneed toampuptheemployeeexperiencewithautonomy,career growth,andflexibleworksetups.Ifwedon’tknowour audience,it’sliketryingtoplaypinthetailonthe donkey—blindfolded.
Nextup,employeeengagementandwell-being. KeepingemployeesengagedislikefindingtheHolyGrail forcompanysuccess,butit’satoughnuttocrack. Disengagedemployeesarelikeabadvibethatspreads, hurtingproductivityandculture.HRisallaboutcreating workplacesthatsupportwork-lifebalanceandthe company’sEmployeeValueProposition(EVP).Buthey, thisisn’tjustHR’sjob.Weneedthebigwigsonboard too,orit’salljustawasteofeffort.
Andthenthere’snavigatingnewHRtech.WithAIandallthese digitaltoolspoppingup,we’vegotopportunitiesgalore—butalsoa fewheadaches.Sure,techcanboostefficiencyandproductivity,but italsomeansalotoftrainingandchangemanagement.ManyHR leadersfeelliketheirtechstrategiesareoutofwhackwiththeir businessneeds.So,pickingandusingtherighttechiskey.Imagine itlikearollercoasterridewithoutaseatbelt—techisalways updating,andwe’vegottokeepuporriskflyingoff.Thetrickisto startusingdatatoouradvantagetopushthebusinessforward.
Q5. Can you share an example of a time you had to lead your team through a complex challenge? How did you approach it?
Aftermorethantwodecadesofbouncingaround allsortsofcompanies,cultures,leaders,andteams, it'stoughtopindownjustonechallengingevent withmycrew.WhatI'drathersharearethekey thingsthat,lookingback,helpedmyteamweather
thestormsandcomeoutwiththeirheadsheldhigh, learningatonalongtheway.NoticeIdidn’tsaywe alwayscameoutsuccessful-thatwasn’talwaysthe case-butwesurehadablastandlearnedalot!
Fromdayone,myteamslearnthe importance of ownership and accountability IfIhavetodoyourjob, you'renotneeded.Justtobeclear,owningisdifferent fromknowing.I'malwaysupforteachingand coaching,andIknowthatlearningtakestime. However,accountabilityisabouttakingresponsibility foractionsandtheirconsequences.
Ilovedevelopingpeople,butthey'vegottowantto grow Youcantakeahorsetothewell,butyoucan’t makethemdrinkthewater.I’mnothuntingforspecific hardskills;I’maftertherightattitudebecausethat’s somethingyoucan’tteach.So,whenwesetourminds todeliversomething,comerainorshine,we’reallin.
Whenfacingachallenge,you'vegottoget creative,evendabblinginthose'OhmyGod,are younuts?'ideas.Onlybyseeingtheproblemfrom everyangledothebestsolutionsemerge.The trickishavingaleaderwho'swillingtoriskitall. That’swhereIcomein,andIloveshakingthings upaslongasitmakessenseandisrightforthe business.
Finally, a clear vision. You can have it all: the attitude, the accountability, the creativity, and the support, but if you don’t know where you’re heading, well, then you’re probably already there.
Aclear,simplevisionthat’schallengingandgives youasenseofaccomplishmentandalasting legacyiswhatturnsworkintopassion,andthat, mydearreaders,iswhentheystartpayingyouto dowhatyoulove.
Q6. Looking back, what would you consider your biggest accomplishment in HR?
Reflectingonmy25-yearcareerinHuman Resources,it'schallengingtopinpointasingle accomplishmentasthemostsignificant. However,threekeymomentsstandoutand haveprofoundlyshapedmyjourney:
1. OpeningtheLatinAmerica HeadquartersofP&GinPanama
Thisexperiencewasapivotalmomentinmy career.Leadingtheestablishmentofanew regionalheadquartersallowedmeto personallyconnectwiththefamilieswho relocated,creatingaclose-knitcommunity. Thisprojectwasakintoastartupwiththe backingofasubstantialbudget,anditwas completedinrecordtimebyintegratingbest practicesfromP&G'sglobaloperations.
2. BuildingaHigh-PerformanceTeamat Nestle
Oneofmymostrewardingexperienceswas transformingagroupofprofessionalsintoa high-performanceteam.Guidingand challengingthemtobringouttheirbestand watchingthemgrowwithinorbeyondthe organizationwasincrediblyfulfilling.This processofdevelopingtalentandwitnessing theirsuccessbecameaddictiveand underscoredtheimportanceofleadershipand mentorshipinHR.
3. CulturalTransformationatKrispy Kreme
Overthreeyears,Iledacultural transformationthatengagedtheorganization ataglobalbenchmarklevelandestablished effectivecommunicationacrossalllevelsin theretailsector-afeatrarelyachievedinthe industry Thepersonalfeedbackfrom employeesateverylevel,thankingmeforthe positiveimpactandlegacyIcreated,hasbeen thehighlightofmycareer.KnowingthatI havetouchedlivesandmadealasting differenceisthemostfulfillingexperienceI havehad.
Q7. What skills and knowledge do you believe will be most critical for HR professionals to succeed in the future workforce?
Resilienceandtheabilitytounlearnandrelearnareessential.In today'sdynamicworkplace,wemustbeadaptable,muchlike chameleonsinthiszoocalledaworkplace.Survivalisn'tabout strength;it'saboutadaptability Thosewillingtotakerisks,admit failure,andapplytheirlearningstoimprovewillthrive.
Criticalandanalyticalthinkingareparamount.It'snotenoughto understandthedata;wemustknowhowtoleverageiteffectively Thisrequiresadeepunderstandingofourbusiness—itsgoals, objectives,weaknesses,competition,andorganizationalstructure. Wemustalsohavein-depthknowledgeofwhatmotivatesour employees,howtheylearn,andwhattheyneedtosucceed
Empathyisfundamental,itshouldbeanucleotideoftheHRDNA. Ifyoucan’tbeapeople’ssafehaven,youarefailingatyourjob. Peoplewillnotrememberwhatyousaidbuthowyoumadethem feelandthatcanchangelives.
Assertivecommunicationiskey.Ourroleismultifaceted;while wemustadvocateforthebusiness,wearealsothevoiceofthe employees.
Agoodsenseofhumorisamust-have.Wespendmostofourdays interactingwithcolleagues,infrontofacomputer,andmanaging deadlines,problems,andchallengestoreachobjectives.
Maintaining a positive attitude can lighten the mood and energize even the toughest days.
Additionally,havingtheabilitytolaughatyourselfmakesyou approachable,relatable,andeasytotalkto.Humorbreaksdown barriers,bridgesgaps,andhelpsestablishstrong,positive relationships.
Q8. How do you think the role of HR will evolve in the coming years, particularly with the rise of automation and technological advancements?
HRisinforawildride,especiallywithautomationandtechtaking over.Ifwehaven'tcaughtontothewholedatathingyet,it'slike we'vebeennappingthroughthebestpartsofthemovie.We're drowningindata—thinkpopcornatatheater—butifwedon’tknow whattodowithit,it’sjustgoingtospilleverywhereandmakea mess.
Torockthisnewera,we'vegottogetcomfywithunlearningand relearning.Thatmeansditchingtheoldstuff,pickingupnewtricks, androllingwiththepunchesastheycome.
Let'srethinkourcoregig—shakinguppolicies, benefits,andallthoseHRgoodiestofitwhatour peepsneedtoday.Daretoinnovateandkickoldhabits tothecurb.Theworstthatcanhappen?Wejustgo backtotheoldways.Buttheupsides?Totallyworth it.
Ditchthestatusquo.Inaworldwherejuststaying stableisn'tenough,we'vegottochasenewideas. Businessmodelsarealwaysreinventingthemselves, sowhyshouldn’tHR?Byembracinginnovationand transformation,wecanmakesureourorganizations notonlykeepupwiththechangesbutalsoleadthe charge.
Q9. Describe your leadership style. How do you empower and motivate teams within HR?
“A leader is as good as their team”: Thishasbeenmy go-tomantrathroughoutmycareer.
AsChiefPeopleOfficer,Iknowmyjob,especiallyat thetopofthecorporatefoodchain,isallabout empowering,enabling,envisioning,andenergizing myteam.Mymaingigistobringoutthebestinthem, shakethingsup,andnudgethemoutoftheircomfort zonessotheycanhittheirfullpotential.IfIhaveto dotheirjob,thenwhat'sthepointofhavingthem?
Iloveunleashingmyteam'screativityandcreatinga spacewheretheyfeelpumpedtosuggestandtrynew things. Leadership isn’t a one-size-fits-all deal; you’ve got to adapt to the person, the situation, and the timing. Butsomethingsneverchange:trust, empowerment,motivation,andrecognition.When you'vegotthesedown,theresultscanbeoutofthis world.
Trustingmyteammeanslettingthemmakedecisions andowntheirwork.Thisbooststheirconfidenceand sparksinnovation.Motivatingthemmeansgetting whatmakeseachpersontickandsyncingtheirgoals withthecompany’svision.Recognizingtheirhard worknotonlyliftsspiritsbutalsokeepsthegood vibesandperformancerolling.
What’scoolaboutthisapproachisthatitworks everywhere.Nomattertherole,level,orindustry, everyonethriveswhentheyfeelvalued,heard,and recognized,knowingtheircontributionsmatter.This isthekindofvibeIaimtocreateinHRandacrossthe board.
Inpractice,I’mallaboutspottingchancestocelebratewins,give constructivefeedback,andkeepthecommunicationlineswide open.Iencouragemyteamtotakerisksandlearnfromflops, fosteringacultureofcontinuousimprovementandresilience.I livebythedeveloper’smotto: “fail fast, succeed faster.” By settingclearexpectationsandprovidingthesupportand resourcesneeded,Ihelpmyteamshineanddrivethecompany forward.
Plus,Ifirmlybelievethathavingfunatworkiskeytokeeping thingspositiveandproductive.Throwinginmomentsofjoyand camaraderiebuildsstrongerrelationshipsandcutsdownstress, makingtheworkplacemoreenjoyable.Nottakingmyselftoo seriouslyisaruleIliveby.Life'stooshortandtheofficedays toolongtospendtheminabadmood.
Q10. What advice would you offer to aspiring HR leaders who are just starting their careers?
Alright,buckleup,futureHRrockstars!Ifyou'redivingintothis world,makesureit'sbecauseyougenuinelylovehelpingpeople. ThebestHRfolksI'veseenhavethiscrazypassionfortheir work,anunshakablesenseofjustice,andaknackfordoingthe rightthing-evenwhenit'stough.
Theyradiatepositivitylikethey'resolar-poweredandalways havetimeforemployees,nomatterhowswampedtheyare. Thesepeoplearelikesuperheroes,readytotakeabulletfortheir teamandmarchforwardtogether.Andthisisn'tjustatthetop levels—it'severywhere.Theyembracetheirrolelikeit'stheir lifemission,seeingthemselvesascatalystsforchangewhostand theirground.
If you're the kind of person who loves making friends and can keep a secret better than a spy, then HR might just be your jam. Be that go-to person everyone trusts for honest answers and no BS.
Andhey,staytruetoyourself.Nobodyneedsanothercarbon copyoftheguynextdoor.Shakethingsup,rocktheboat,andbe memorable.Afterall,there'snothingmoreexcitingthan someonewho'sunapologeticallythemselves.Nowgooutthere andshow'emwhatyou'vegot!
C O V E R S T O R Y
Isn'titpeacefultowake upearlyinthemorningto thesoundofwaves?
Beachesarecalming.Lotsoffeelingsandemotions.Sittingbythe shorewithyourlovedones,talkingaboutthesefeelingsandlife,how comfortingwouldthatbe?Itjustmakesmefeelnostalgic.
Balihassomebeautifulbeachesandatropicalclimate.Beitacalm eveningoraraveevening,Bali’sbeachesadaptthemselvestothemood ofours.Itisnotonlyaboutbeautifulbeaches.Balihasaninteresting history,aninsightfulcultureandtraditions,andanappetizingcuisine. Toexperiencethisandtogetawayfromreality,arelaxingtriptoBali wouldbeagreatidea.
History
7th-8th Century
10th-12th Century
13th-15th Century
16th Century
19th Century & Independence
The Dutch Empire
Balisawsomeimportanteventsuntilitsindependence.ThehistoricalrootsofBalicanbetraced backtothe7thcenturywhentheChineseandtheIndianspaidavisit.ThatiswhentheBalanese wereintroducedtoHinduism.
ChineseandIndiantradersintroducedHinduismandscripturestoBali,with Hindupriestsinfluencingtheintroductionofthecastesystem,thoughthe BalineseadopteditmoreflexiblythaninIndia.TheearliestBalineseinscriptions fromthe8thcentury,writteninSanskritandintheformofstupas,indicate Buddhistinfluence.TheexactoriginsofBuddhism'sintroductiontoBaliremain unclear.
BaliwasruledbythekingUdayanaWarmadewa.Helatermarried Mahendradatta,thequeenoftheIsyanaDynasty,whoruledtheeastJava.This agesawtheconstructionofGoaGajahtemples.AfterKingUdayana,hissons continuedtheruletillthenextcentury.
Majoreventshappenedbetweenthesecenturies.In1284,thekingsofthe SinghasariDynastyfromthejavainvadedBali.Thisresultedinthechangeof BalinesecultureandthedominanceofJavaneseculture.
In1343,TheMajapahitDynastyconqueredBali.Thisinvasionwasledbythe greatGajahMada.Thiserahadanimpactandresultedinthedevelopmentof architectureandculturalchanges.
Bali,afteryearsofresistancefinallybecameindependentinthe15century.
ItwasconsideredastheGoldenErainthehistoryofBali.Thisperiodsawthe establishmentoftheGelgeldynasty,ruledbythekingDalemWaturenggong.The arrivalofIslamchangedBali’soutlook.BalibecamethecenterofIndo-Jave culture.
The17thcenturysawsomeimportantwars.
DuringthetimeofWorldWarII,theJapaneseinvadedBali.Balifinallybecame independentin1950.
Betweentheyears1585and1597,ThePortugueseandTheDutchvisitedBali. TheDutchEastIndiaCompanystartedtheopiumandslavetradeinthisera.
Baliisclosetotheequator,whichiswhyithasatropicalclimate.TherearemainlytwoseasonsinBali.Oneisdryandthe otheriswet.ThedryseasonisveryhumidandlastsfromMaytoSeptemberatatemperaturerangingfrom26to31degrees C.ThewetorrainyseasonstartsinOctoberandlaststillApril.Youwillexperiencehumidityandatemperaturerangingfrom 27to34degreesC.
Themosthappeningseasonisthedryseason.Itisthebesttimetotakeastrollonthebeachwithcooloceanicwavesflowing andsoftsandtouchingyourfeet.ThisisthepeaktimeinBaliasmostfamiliesplantripsduringthesummerseason.The beautifulsunsets,uniqueculture,andcalmrainforestswillmakeyoufallinlovewiththeIsland.
b).
Balihasgotsomebeautifulplantlife.Ithostsawiderangeofrainforests,mangrove,palm,andbambootrees.TheBalinese usethisplantlifeforvariouspurposes.Theymakebasketsandmatsfrompalmtrees.Palmoilismostlyusedtomakelotions andcooking,whileorchidsareusedasspiritualofferingsattemples.
TheanimallifeinBaliisnotdiverse,butyoucanfindsomemischievousanddangerouscreatures.Thefamousmonkeybreed Macaqueisfoundhere.ThesemonkeyslingeraroundneartheUluwatuandLempuyangtemples.Theislandishometosome venomoussnakeslikecobrasandkraits.DoyouknowthatthepeopleinBaliconsiderthisanimaltheirprotectorofhome? ThelizardGeckoisknownforitsloudnoise.Itsavorsdangerousmosquitos.
c).Religion
ThepeopleinBalifollowBalineseHinduism,alsoknownasAgamaHinduDharma.TheybelieveinandworshipTheHoly Trinity.AnotherimportantreligiontheyfollowisAnimism.Itistheoldestbeliefsystemwherepeopleworshiptheir ancestors.TheirconnectionwithnatureisspirituallyupliftingastheyworshipMotherEarth.Theybelieveinthesystemof TriHataKarna,whichistherelationshipbetweenhumans,nature,andspiritualbeings.Otherkeybeliefsincludekarma, moksha,andreincarnation.
Beingabeachperson,Ireallyfinditcomfortingtojustsit bytheshoreandwatchthesunset.Baliperfectlyblends tranquilityandbeautywithitsnaturalenvironmentand beaches.Withahistorydatingbacktothe7thcentury,it becameahomeforvariousethnicgroups.Theirbelief system,religion,andculturefillyouwithsomuchpositivity thatitactslikeaspiritualawakeningforus.Theancient templesrestorethecalmness.Baliisdefinitelyoneofthe bestplacestoeaseyourtiredmind.
1.CheckouttheBeaches
Baliisknownforitseccentricbeaches.Areyoua beachperson?Baliisthego-toplaceforaperfect beachcation.
HerearethefamousbeachestoexploreinBali:-
Ÿ CrystalBay
Ÿ KelingkingBeach
Ÿ PuyungBeach
Ÿ DiamondBeach
Ÿ NusaLembongan
2.SpiritualExploration
Thename,TheIslandofGods,reflectsthe importanceofspirituality.Itisthehometosome ancientandhistorictemples.
Thesetempleshaveahistoryof1000years:-
Ÿ LempuyangTemple
Ÿ PuraBesakih
Ÿ UlunDanuPuratanTemple
Ÿ GoaGajah
Ÿ PuraTanahLot
3.MusttryBalineseFoodandDrinks
Balihasexquisitecuisinethatyoushouldnotmiss outon.
Herearethemust-trydishes:-
Ÿ NasiGoreng
Ÿ Nasiaayamandcampur
Ÿ BabiGuling
Ÿ Luwar
Ÿ BebekBetutu
Top5beverages:-
Ÿ KopiLuwak
Ÿ BintangBeer
Ÿ StarkCraftBeer
Ÿ Arak
If you are one among many individuals who have busy lives, then nding time for education is a task that seems impossible. That is why most people are going for online MBA programs, as they offer you an option of studying when convenient with no effects on the job. However, how do you choose the appropriate one among the many programs available? Here, we will highlight some of the best online MBA programs with guidance on nding a program that matches your schedule and career goals.
OneofthebestonlineMBAprogramsisavailableat theKenan-FlaglerBusinessSchoolattheUniversity ofNorthCarolinaChapelHill.Thisparticular programisfamousforitstoughstudycourse,which hasagreatemphasisonimprovingleadershipamong individuals.Itoffersitsstudentsdiversechoicesin studyfields,includingfinance,entrepreneurshipas wellandmarketing,hencemakingitvery customizable.ItisanAACSB-accreditedprogram thatcombinesliveinteractiveclassesadministered overtheInternetwithself-pacedhomework assignments,makingitaninnovativeandenjoyable placeforlearning.
OnthelistofthefinestonlineMBAprograms,KelleySchoolofBusinessatIndianaUniversityranksamongthetop competitors.Intermsofflexibility,theKelleyDirectOnlineMBAprogramishighlyratedsinceitenablesstudentstofinish theminjust2years,whileotherscanspendupto5yearsbasedontheirtimetables.Allmajordisciplinesinbusinessare cateredforinitscurriculum,andfacultymembersarerecognizedfortheirmasteryandcommitmenttothesuccessof students.
USCMarshallSchoolofBusinessprovidesatremendousonlineMBAprogramwithadvanced technologyalongsideprofoundlearninginbusiness.Thecoursetargetsprofessionalswhoarealready establishedintheircareersbutneedtosharpentheirleadershipandstrategicthinkingskills.It’snot surprisingwhythisprogramhasbeenrecognizedasbeingamongthebestonlineMBAprogramsin Americaconsideringitscurriculumthatfocusesoninnovationandentrepreneurshipexclusively.
CarnegieMellonUniversity’sTepperSchoolofBusinessisprominent foritsemphasisonanalyticsandtechnology,makingitaperfectchoice fortechindustryprofessionalsseekinganOnlineMBA.ItsonlineMBA entailsbothonlinecoursescombinedwithsomeface-to-facesessions acrossmajorcitieswithintheUSA.It’ssuitableforthosepeoplewho wantphysicalinteractionratherthansolelyrelyingononlineplatform courses.
OneofthemostflexibleonlineMBAprogramsthathasbeeninexistenceisprovidedbyWarringtonCollegeofBusiness, UniversityofFlorida.Ithasbothanonline-onlyformaswellasahybridform.Therefore,studentsmayoptforwhichever bestsuitsthem.Thecourseworkcanbetakenthroughanonlineorpart-timebasisformatwherestudentsmeetwiththeir tutorsacoupleoftimesinasemesterbutlearnattheirownpaceduringtherestofthetime.Theprogramalsoboasts accreditationfromAACSBandgivesattentiontoareaslikefinanceandmarketing,amongothers.Affordabilityandgreat ROIcharacterizeWarrington'sonlineMBA.
AnonlineMBAprogramwithhigh customizationisprovidedbytheNaveenJindal SchoolofManagementattheUniversityof TexasatDallas.Itcomeswithvariousmajors andelectivesforstudentswhowanttospecialize intheirfields.Thisway,professionalscan choosetofocusonparticularaspectsofbusiness accordingtotheirpreferences.Itsreputationfor qualityanditsflexiblestructureplacesitamong thebestonlineMBAprogramsinAmericatoday
RossSchoolofBusinessattheUniversityof MichiganoffersanadvancedonlineMBA thatisspeciallytailoredtosuittheneedsof workingprofessionals.Liveinteractive classesandself-pacedcourseworkare incorporatedintotheprogram,whichallows studentstocontactfacultyandpeerswhile jugglingtheirotherresponsibilities.Forits focusonleadershipdevelopment,theRoss onlineMBAhasmaintainedagood reputation,hencegivingstudentsaccessto vitalnetworksinbusiness.
TheW.P.CareySchoolofBusinessat ArizonaStateUniversityhasahighly esteemedonlineMBAprogramthatis bothflexibleandaffordable.This programisintendedforindividuals whoarealreadyemployed,anditcan takeaslittleas21monthstofinish.The W.P.CareyonlineMBAisdeemed amongthetopmostexcellentonline MBAprogramsinAmericasinceit concentratesonleadership,innovation, andinternationalcommerce.
ChoosingthebestonlineMBAprogramsisanimportantdecisionthatcanimpactyourcareerforyearstocome.The programslistedaboveareamongthebestintheUSA,eachofferinguniquestrengthsandopportunities.Asyou evaluateyouroptions,consideryourcareergoals,learningpreferences,andbudgettofindtheprogramthatbestfits yourneeds.
Remember:
The best online MBA programs are not just about earning a degree—they’re about gaining the knowledge, skills, and network you need to succeed in today’s competitive business environment.
During the 1960s, scientists came up with research that stated “Cigarettes cause cancer and are bad for health.” This put $8 billion industry and 7,50,000 occupations at stake. Many business's sales dropped, except for one that went from having a 1% market share at the time to becoming the 4th largest tobacco company within less than a year - Marlboro.
Marlboro not only managed to sail through the cigarette ads ban in the 1970s but also became worldwide popular. Today, it is one of the most popular US cigarette brands. Through this article, we will learn how it became a known brand and its marketing strategies and adaptations to stay relevant in the 21st century.
Marlboro is a brand that has become synonymous with rugged masculinity and freedom. It is an American brand of cigarettes owned and manufactured by Philip Morris USA. Philip Morris started a shop in London where he sold tobacco and rolled cigarettes in 1846. When he passed away from lung cancer in 1873, his brother Leopold and his widow Margaret kept the business going. They even opened a factory on Great Marlborough Street, London, which inspired the name of the brand. In 1902, a branch was opened in New York to sell many types of cigarettes. The name "Marlboro" was ofcially registered in the US in 1908, but the cigarettes didn't hit the market under this name until 1923. When they were launched in 1924, they were promoted as "America's luxury cigarette" and were mostly sold in fancy hotels and resorts.
Marlboro started as a brand that promoted cigarettes for women. They were milder and had a lter to be different from the stronger unltered cigarettes that men usually smoked. The lter had a red band to hide lipstick marks, and the tagline was ‘Mild as May’. But that changed in the 1960s when the era saw a major change in the tobacco industry when scientists published a study that cited the destructive nature of it on people's health.
Thebusinesseswerehavingahardtimeafterthestudywasreleased.Peopleweregettingwaryofsmokingwhichaffected theirsales.Toretaintheirsalesandimage,manybusinessesattemptedtodownplaytheseriousnessofthegovernment’s reportorevenchallengeditsvalidity,exceptMarlboro.Ratherthandenyingorignoringthestatistics,thebranddecidedto changeitsidentitytoapproachawideraudience.
Itcameupwithanadcampaignthatisregardedasthemostsuccessfuladvertisingcampaignofalltime- The Marlboro Man. Thecampaignwasfirstconceivedin1954byLeoBurnett,aimingtorepositionthebrandfromawomen'scigarettetoa men'scigarette.Itfeaturedthetagline “Come to Marlboro Country,” invitingconsumerstojointhecowboylifestyle symbolizedbythebrand.Thisrepositioningledtoaremarkableincreaseinsales,from$5billionin1955to$20billionin 1957,representinga300%increasewithintwoyears.
TheMarlboroManbecameasymboloftheidealAmericanman,embodyingtoughness,hardwork,andindependence. DarrellWinfield,whomodeledforthebrandfrom1968to1989,becametheidealposterchildfortherugged,independent self-imagethatPhilipMorriswantedtoassociatewithitscustomers.
Ithasalsomadeitswayintopopularculture,beingreferencedinvarioussongsandevenservingasaninspirationfor charactersinmovies,suchas"HarleyDavidsonandtheMarlboroMan".Thecampaigninadvertentlymanagedtoattract womenaswell,demonstratingitsappealthattranscendsgender.Despitetheevolutionofmarketingregulationsandantismokingcampaigns,theMarlboroManremainsaniconicandenduringsymbolinadvertising.
Marlboro has diversied its product offerings in response to changing consumer preferences and regulatory pressures. The brand has introduced variations such as Marlboro Lights, Marlboro Menthol, and Marlboro Ultra Lights to cater to smokers seeking different experiences. With the growing demand for alternatives to traditional cigarettes, it has also released smokeless tobacco products and ecigarettes.
By introducing Marlboro HeatSticks, a heated tobacco product, the brand made its rst move into the emerging market of reduced-risk products. The brand offers different types of cigarettes to meet diverse consumer preferences and market segments.
From full-avored options to menthol varieties, it has various options available through its extensive product lineup.
In 2008, Philip Morris International made big changes to its brand worldwide. They created a new way to organize the different kinds of Marlboro cigarettes into three groups: Flavour, Gold, and Fresh. This new system was meant to meet the different tastes of adult customers. All three groups still had the same brand style and feeling of condence.
One of the most pressing challenges for the brand has been the global decline in smoking rates. In the United States, the percentage of adults who smoke has decreased from 20.9% in 2005 to 11.5% in 2021.
The rise of alternative nicotine products, such as e-cigarettes and nicotine pouches, has intensied competition in the nicotine market. Marlboro has faced signicant challenges from new entrants offering these products. The market for reduced-risk products (RRPs) is highly fragmented, with many brands experiencing double-digit growth in recent years.
Consumer preferences have shifted towards reduced-risk products due to growing health concerns about traditional smoking. This shift has prompted Marlboro to introduce low-risk and health-conscious alternatives to stay in the market.
Marlboro has historically held a dominant position in the cigarette market, with a signicant market share in the U.S. and a strong global brand value. Marlboro's global brand value was reported to be over 36 billion U.S. dollars as of 2022, making it the most valuable cigarette brand worldwide. However, its share value keeps uctuating and has seen a decline in recent years. Yet, it is still one of the popular brands in the tobacco industry despite the challenges and controversies.
Videomarketingisapowerfultoolthatcan significantlyimprovetheimpactofyour corporategiveawayprograms.Byleveraging thevisualanddynamicnatureofvideos,you cancreatemorecompellingandmemorable giveawaycampaignsthatresonatewithyour targetaudience.
Ifyou’replanningongivingawaycustom lanyards,totebags,tumblersorother brandedaccessoriesduringyournextevent, tryallocatingresourcesintomakinga complementaryvideotoleavealasting impressiononyouraudience.Thisallows youtoenjoythefollowingbenefits:
Thedigitallandscapehasmadeitmore challengingtocaptureandretainthe attentionofyouraudience.Comparedto statictextsandimages,videosare inherentlymoreengagingtoaudiences sinceitcombinesvisuals,sound,and movement.Usingvideomarketingin yourcorporategiveaways,then,allows youtocreatecontentthatimmediately grabsattention.
Ashortvideohighlightingthegiveaway itemsandtheirbenefitscanpiquethe interestofyourintendedaudienceand encouragethemtolearnmoreby attendingyoureventorjoiningyour program.Bykeepingyouraudience engagedwithinterestingvideocontent, youincreasethelikelihoodofthem participatinginyourgiveaway
Oneofthebiggestadvantagesofvideo marketingisitsabilitytoconvey complexinformationquicklyand clearly Whenrunningacorporate giveaway,it’scrucialthatyouraudience understandstherules,entry requirements,anddeadlines.Awellcraftedvideocanexplainthesedetails conciselyandeffectively.For giveaways,forinstance,youcancreate anexplainervideothatwalksviewers throughthestepstojointheprogram, ensuringthere’snoconfusion.Byusing videomarketing,youcanimprove participationratesandlesseninstances ofmisunderstandings,makingyour campaignmoresuccessfulasaresult.
Corporategiveawaysofteninvolve productsorservicesthatyouwant topromote,andvideomarketingis effectiveinshowcasingthese itemsinawaythatstaticimages ortextdescriptionssimplycan’t match.Bydemonstratingyour productsorservicesinaction,you canhighlighttheirfeaturesand benefitsmorevividly.Usevideos todemonstratehowtousethe productandshowpotential participantsit’svalue.
Socialmediaplatformsare essentialchannelsforpromoting corporategiveaways,andvideos areamongthemostshareable typesofcontentonthese platforms.Algorithmsonsiteslike Facebook,Instagram,andTwitter oftenprioritizevideocontent, meaningyourgiveawayvideois morelikelytobeseenbyalarger audience.Bycreatingengaging andvisuallyappealingvideosfor yourgiveaways,youcanleverage socialmediatoreachabroader audienceandimproveyour brand’sexposure.
Trustisacrucialfactorinthesuccessofany marketingcampaign,andvideomarketing cansignificantlyenhanceyourbrand’s credibility.High-quality,professionalvideos demonstratethatyou’reseriousaboutyour promotionaleffortsandarewillingtoinvest inthem.Thisprofessionalismcanbuildtrust withyouraudienceandmakethemmore likelytoparticipateinyourgiveawayand engagewithyourbrand.Forinstance,you canshowthemavideothathighlightspast giveawaywinners.Theexperiencesofthese previouswinnerscanshowpotential participantsthatyourgiveawaysare legitimateandworththeeffort.
Byusingdynamicvisualsandpersuasive language,youcanencourageviewerstoact quicklyandenteryourgiveawaybeforeit ends.Acountdowntimervideoisan effectivewaytohighlightthelimitedtime thatyourtargetaudiencehastojoinyour giveawayprogram.Theinclusionofthis assettoyourmarketingcampaigncancreate asenseofurgencyandpromptviewersto takeimmediateaction.Thisurgencycan drivehigherparticipationratesandensure thatyourcampaignreachesitsgoalsmore quickly.
Personalizedmarketingresonates moredeeplywithaudiences,and videoisanexcellentmediumfor deliveringtailoredmessages.Videos thatspeakdirectlytoyourtarget demographicempoweryoutoaddress youraudience’sspecificneedsand interests,makingyourgiveawaymore relevantandenticing.Forinstance,if amajorityofyourtargetaudienceis madeupofyoungprofessionals,you cancreateavideothathighlightshow yourgiveawayitemscanenhancetheir dailylivesorcareers.
Oneofthekeybenefitsofvideo marketingistheabilitytotrackand analyzeviewerbehavior Video marketingplatformsprovidedetailed analyticsonmetricssuchasview counts,watchtime,andengagement rates.Thisdataisinvaluablefor assessingtheeffectivenessofyour giveawayvideosandidentifyingareas forimprovement.
Forexample,ifyounoticethat viewersaredroppingoffbefore reachingthecalltoaction,youcan adjustyourvideocontenttokeepthem engagedlonger.Byleveragingthese insights,youcanrefineyourvideo marketingstrategiesandcreatemore impactfulcorporategiveawaysinthe future.
Integratingvideomarketingintoyour corporategiveawaysisnotjust beneficial—it’sessentialforstanding outintoday’scompetitivelandscape. Byprioritizingvideomarketingin yourpromotionalefforts,youcanhave abetterchanceofachievingyour goalswithyourgiveawaycampaign andbuildstrongerconnectionswith youraudience.
