Business Environment Assignment Example | Topics and Well Written Essays - 750 words

Theoretical Framework Research Paper Example

Hypothetical Framework Research Paper Example Hypothetical Framework Paper Hypothetical Framework Paper Pack participation had been analyzed and clarified by two hypothetical models, the choice hypothesis, and the socialization hypothesis. The choice hypothesis says that adolescents join posses since winged animals of a similar quill run together. Wherein, young people who have the tendency for introverted conduct would normally choose adolescents who likewise show solitary conduct and unite as one to frame youth packs (Staub, 1996). Then again, socialization hypothesis depends on the procedure of enculturation or socialization of the adolescent to reserved conduct. The dispute is that not all adolescents who join groups are standoffish in the first place yet had been associated into carrying on solitarily (Winfree, Backstrom, Mays, 1994). Simultaneously, determination hypothesis and socialization hypothesis further associate to clarify group enrollment and solitary conduct as in choice hypothesis may clarify pack affirmation, and socialization hypothesis clarifies why and how posse individuals show withdrawn conduct. In this investigation, both the determination and socialization hypothesis give the points of view at which posse participation will be inspected. Research Hypotheses Based on the exploration inquiries of this investigation, it is theorized that the run of the mill posse part will be male, between the ages of 12-16, most youthful or a lone kid, Hispanic and Black American, secondary school drop-out and are keen on weapons, vehicles, and young ladies. It is additionally theorized that group individuals are enrolled in their own neighborhoods and youth posses follow inception ceremonies to test the planned member’s readiness to join the pack. In addition, it is additionally guessed that financial elements, poor relational abilities and useless family frameworks, and poor scholarly execution would incline the young to join packs. Finally, it is conjectured that mental components and financial elements lead the young to join posses. Synopsis of Remaining Chapters This investigation plans to decide the components that lead the adolescent to join posses. This section had concentrated on furnishing the peruser with the foundation of the examination, the enunciation of the exploration issue, the reason and goals of the investigation, the examination questions and the method of reasoning for each examination question just as the conjectured results of the examination, the confinements of the exploration and the hypothetical system of pack participation. The subsequent part will introduce and talk about the related investigations and an audit of the writing on pack enrollment. This section means to furnish the peruser with a comprehension of what has been found in the territory of study what despite everything should be improved comprehend the given issue. The third section will introduce the examination techniques and plan of the current investigation, this part recognizes and clarifies the information assembling and handling of the data that would respond to the exploration inquiries of the examination. This section would give the peruser the fundamental detail that would empower others to duplicate the examination which is a key part of logical request. The fourth section will discuss the consequences of the information examination and how it can respond to the exploration questions and whether it demonstrates or discredits the examination speculations. The last part presents the conversation, ends, and suggestions of the examination dependent on the aftereffects of the investigation. This segment furnishes the peruser with data on the ramifications of the exploration discoveries to the neighborhood network and to groups when all is said in done.

The Pros and Cons of No Credit Check Loans

The Pros and Cons of No Credit Check Loans The Pros and Cons of No Credit Check Loans The Pros and Cons of No Credit Check LoansTaking out a loan with no credit check means taking on some fairly sizeable risks. Make sure youre informed before you borrow one!No credit check loans might seem like a great way to cover a surprise car repair or other unforeseen expense, but these loans can come with serious risks and downsides. Before you borrow, make sure you know everything there is to know about the good and the bad of no credit check loans.Pro: You don’t need good creditIf you have good creditâ€"with a score that’s roughly 680 or aboveâ€"then you probably don’t need to turn to a no credit check loan. Another name for these loans is “bad credit loans” because they are generally aimed at folks whose low FICO scores lock them out from working with traditional lenders.But if you do have bad credit, then a no credit check loan could provide some much-needed bridge financing during a time of great financial need. When your car breaks down or you have a surprise med ical expense, a no credit check loan could be the thing that gets you out of a jam.Traditional lenders like banks won’t lend to people with poor credit scores because they are seen as being at a higher risk of default. No credit check lenders, on the other hand, fill this gap in the financial services sector by lending to folks who don’t have a great history of using credit.Some bad credit lenders still have approval processes that might lead someone with a very low score to be turned down for a loan. But many no credit check lenders don’t perform any kind of underwriting procedures. This means that you can get a loan, no matter how bad your credit.Con: They’re very expensive.This is the downside to no credit check loans enjoying wide accessibility. Since lenders are issuing loans to people with a higher risk of defaulting, the rates they charge necessarily have to be higher than the rates charged by traditional lenders.How high are these rates? It varies from loan to loan, customer to customer, and even from state to state, as these loans are regulated at the state level. But across the board, the rates for no credit check loans are much higher than the rates for standard personal loans.Short-term payday loans, for instance, have an average annual percentage rate (APR) of almost 400 percent, while title loansâ€"which are secured by the title to the borrower’s car or truckâ€"have an average APR of 300 percent.But since most no credit check loans are short-term loans, wouldn’t that mean that their annual rates are beside the point? Not so fast. Later on in this article, we’ll cover how short-term cash advances can end up trapping borrowers in a long-term cycle of debt.In the meantime, you should try shopping around for a soft credit check loan. These are lenders that examine a borrowers ability to repay the money theyre borrowing before they lend to them with running a hard credit check. Not only does this help customers avoid predatory debt cycle s, but it often means lower interest rates too.Pro: They’re fast.No credit check loans are designed as a form of bridge financing, which means that they are designed to bridge the gap between one paycheck and the next. As such, most no credit check lenders are good at getting you your money when you need it: fast.With your typical storefront lender, you can likely walk out the door with the cash you need in hand. And even most online loans that don’t perform hard credit checks can get borrowers their money by the next business day, even when they can’t get them their funds the same day.Con: They won’t help your credit score.This might seem like it’s a pro, but it’s not. If you have bad credit, it’s likely that you have a poor payment history. Out of the five factors that make up your FICO score, your history of paying your bills on time is the most important, comprising 35 percent of your total score.So when you borrow money and you pay it back on time, you want it to count! But most no credit check lenders don’t report your payment information to the credit bureaus, meaning that you won’t get credit for making your payments on time!What’s more, failing to pay back your no credit check loan on time could still end up hurting your score! If the debt gets sent to a collection agency, they will report the account to the credit bureaus, causing further damage to your credit.If you want a bad credit loan that can help your score, you should try looking shopping around for a bad credit installment loan. Many companies that offer these loans (like OppLoans) report payments to the credit bureaus, so paying your loan off on time could help improve your score.Pro: We’re out of pros.No credit check loans are a handy form of short-term bridge financing for people who absolutely need it. But between their interest rates (high) and their chances of positively affecting your score (low), there aren’t many arguments that one can make in their favor.Con : You could get stuck in a cycle of debt.Due to a combination of high interest rates, short terms, and lump sum repayment terms (meaning that you pay the loan off all at once), many no credit check cash advance loans can leave borrowers trapped in a predatory cycle of debt.How does this cycle work? It’s pretty simple: A person takes out a $300 two-week payday loan to cover a surprise expense, then pays the loan backâ€"plus interestâ€"14 days later, for a total repayment of $345.However, that $345 payment is so large that the borrower finds themselves needing another loan to cover future bills. Think about it: Subtract $345 from your paycheck and see how many financial sacrifices you would have to make in order to cover all your other costs.The borrower then has two options: They can roll over their original loanâ€"paying only the interest owed and receiving another two weeks to pay off what they originally borrowed plus another round of interestâ€"or they can take out a brand new payday loan.Either way, they end up in a cycle where every repayment leaves them just as far behind as they were in the first place, with interest charges accumulating but the principal loan amount remaining stubbornly unreduced.According to research from the Pew Charitable Trusts, over 80 percent of payday loan borrowers don’t have enough money in their monthly budgets to cover their payday loan payments. And the Consumer Financial Protection Bureau found that the average payday loan user borrows 10 loans per year.Pro move: avoiding these loans altogether.While borrowing a safer, more affordable installment loanâ€"reports payment information to the credit bureausâ€"can be a great way to avoid predatory no credit check loans. But the best way to avoid them is … to never need one in the first place.This means building up your savings and improving your credit score. Aim for building a $1,000 emergency fund to protect yourself from future unforeseen expenses, and try to build your credit score up past 680, putting you in a better spot to borrow from traditional lenders.Both of these solutions require hard work and a fair amount of financial discipline, but they are totally worth it in the long run. To learn more about how you can build your savings and your credit, check out these other posts and articles from OppLoans:How to Raise Your Credit Score by 100 PointsSave More Money with These 40 Expert TipsBuilding Your Financial Life: Budgeting for BeginnersFinancial Basics: Expert Tips for Smarter SpendingDo you have a personal finance question youd like us to answer? Let us know! You can find us  on  Facebook  and  Twitter.  |Instagram

The Slogan For The National Party - 2018 Words

Apartheid was the slogan for the National Party, representing Afrikaners. The slogan was a platform of racism and segregation. This policy cruelly and forcibly separated people, and had a fearsome state apparatus to punish those who fought against it. What made the policy unique was it made segregation part of the law (History.com Staff). Apartheid was seen as worse than segregation because it was introduced in a period when other countries were moving away from racist policies. All Government action and response was decided according to the policy of apartheid. In South Africa the white people are in the minority, and many were worried that they would lose their jobs, culture and language which explain how people were thinking (History.com Staff). Here we observe how the whites responded in a time where they felt a need to â€Å"protect the weaker members from exploitation† and set forth moral rules that would be imposed and enforced upon everyone to act a particular w ay in society (Melchin, pg 21). The first major action was the Defiance Campaign launched in 1952; this Campaign brought Africans, Coloureds and Indians together against the common enemy and was a direct reaction by the liberation movements to the unjust laws passed by the government. Some Whites also joined the struggle alongside Africans, Indians and Coloureds in different campaigns. What did I take from just researching Apartheid was a bit more than I can chew. It’s a life of struggling, despair,Show MoreRelatedHistory and the Novel 1984848 Words   |  4 Pagesoppose them. Those in power are a single party dictatorship in which one party controls state, and all other parties are forbidden. Other important features that distinguish or help define totalitarianism include restricted or eliminated constitutional rights, state terrorism, and totalitarian rulers are known as ideological dictators. The government of Oceania, in the novel 1984, is an example of totalitarian society. Germany, under Adolf Hitlers National Socialism is another example of totalitarianismRead More history and the novel 1984 Essay examples840 Words   |  4 Pagesoppose them. Those in power are a single party dictatorship in which one party controls state, and all other parties are forbidden. Other important features that distinguish or help define totalitarianism include restricted or eliminated constitutional rights, state terrorism, and totalitarian rulers are known as ideological dictators. The government of Oceania, in the novel 1984, is an example of totalitarian society. Germany, under Adolf Hitler’s National Socialism is another example of totalitarianismRead MoreR. W Seaver Persuasive Essay1402 Words   |  6 Pagesand gain more revenue than other corporations who they believe may get in the way of their success. Ira C.Herbert, an executive of the Coca Cola company, addresses R.W Seaver with a persuasive letter regarding the use of the â€Å"It’s the Real Thing† slogan. In response to Herbert’s letter, R.W Seaver, a representative of the publishing company Grove Press, also writes an influential letter and defends the utilization of the same phrase by establishing how Coca Cola would not be affected in providingRead MoreAnalysis Of Financing Freedom1042 Words   |  5 PagesGarza Professor Sharifian GOVT 2306-71003 October 29, 2017 Financing Freedom: Interest Groups and Campaigns in Texas Winning an election for public office in Texas is no easy task. After one decides on their platform, they must condense that into a slogan, convince an apathetic public to vote, and most importantly, fund their campaign. Nothing in life is free. This includes public offices in state government. In a perfect world an individual would not have to spend a small fortune to get elected intoRead MoreTheu.s. Obama And Donald Trump1339 Words   |  6 PagesRight now is a perfect time to reflect on the history of our nation. Dissecting the history of immigration in the united states may reveal that the slogan â€Å"Make America Great Again† may not be so crazy. Throughout our history nativists and restrictionists have been pleading to keep immigrants out of America and would be head over heels at the idea of â€Å"building a wall†. It is interesting to compare the clashing viewpoints of Americans throughout history to the debates between Hillary Clinton and DonaldRead MoreIn George Orwell’S Famous Book 1984, The Party Runs The1536 Words   |  7 PagesIn George Orwell’s famous book 1984, the Party runs the slogan â€Å"Who controls the past controls the future: who controls the present controls the past† (Orwell 74). This slogan is a common idea when it comes to The Ministry of Truth. The Ministry of Truth is Orwell’s way of predicting both modern day media manipulation and propaganda because it shows how the media can and does change the past, present, and future. In 1984 propaganda is used to manipu late the population by turning them against oneRead MoreElection For Texas Election1006 Words   |  5 Pagesfactor includes number of votes and the amount of resources that the candidates puts on. In my case, the number of votes that I would secure and resources that I have would seek to influence my spending levels. The campaigns that are targeted to national levels can be higher costs as compared to the district levels. Being a new person in the race would mean that I would have to invest more expenses as compared to incumbent individuals. 1 According to The Texas Tribune, â€Å"The past elections of U.SRead MoreThe Quiet Revolution781 Words   |  4 Pageseconomic change (Winston Knoll Collegiate). The Union Nationale party was in power since 1944, it held conservative outdated values. The election of June 1960 was the beginning of revolutionary changes that were about to happened in Quebec. The election of June 22nd 1960, when the Liberal Party of Quebec ran by Jean Lesage finally won 51.5% against Union Nationale. â€Å"The main issue of the election was indicated by the Liberal slogan, It s time for a change(The Canadian Encyclopedia, 2012)†. TheRead MoreHillary Clinton : A Successful Woman Essay1545 Words   |  7 Pagescampaign slogan Stronger Together. In an interview when she was asked what does her slogan mean Hillary responded with, â€Å"Look, we are stronger together, we are stronger together in facing our internal challenges and our external ones. We are stronger together if we work to improve the economy †¦ We are stronger together if we have a bipartisan, even nonpartisan, foreign policy that protects our country† (Kliegman, 2016). Clinton was so focused on trying to unify the country and wanted her slogan to expressRead MoreEssay On How Much Does It Cost To Run For Office1183 Words   |  5 Pagesaccomplish. For this, only I wonâ€⠄¢t be success in my aims. So, I would go and ask for support of different kind of non-profit organizations that are opened specially to control the drug users in Texas. The organization like National Institute of Alcohol Abuse and Alcoholism and National Council on Alcoholism and Drug Dependence, Inc will support me. It is because that organization is also a non-profit organization and the main aim of the organization is to control the drug users as much as possible. So

Walt Disney Company, By Robert B. Sherman, Composer And...

THIS CONTRACT is between P.L.Travers, hereinafter â€Å"Author,† Walter Elias Disney, The Walt Disney Company, hereinafter â€Å"Producer,† and Don DaGradi, co-writer, Robert B. Sherman, composer and lyricist, Richard M. Sherman, composer and lyricist, hereinafter â€Å"Crew†. In consideration of the promises made by each to the other, Author, Producer and Crew agree as follows: WHERE AS, AUTHOR is an amazing writer and has the RIGHTS to her books. WHERE AS, AUTHOR wants a LIVE ACTION movie. WHERE AS, AUTHOR wants Script Approval. WHERE AS, PRODUCER wants the rights to make the movie. WHERE AS, PRODUCER wants to share the rights to the movie. WHERE AS, PRODUCER wants the movie to be musical partially. WHERE AS, CREW wants script approval. WHERE†¦show more content†¦Ã‚ ¬ Display EVERY character’s emotion properly. CREW  ¬ SCRIPT ALTERATION.  ¬ SONGS approval.  ¬ Approval of ANIMATION and CHARACTER Design. 3. VALUE ADDING. AUTHOR: Future film adaptation offers. Bonus and Incentives based on a stated figure of success. Name would mentioned on the credit scene or start of the movie. Name would be on the movie cover and during the premiere. Best seat in the house during the premiere. PRODUCER: Get the first offer to make a film adaption of the author’s book in future for 5 years. Share the rights to the film and characters. Name would be on every cover and the first one to come up on the screenplay. Bonus and Revenue would be received. CREW: Have a share in the revenue. Bonuses would be received based on script adjustment i.e., few changes more bonus. Name should be on the credit scene. Would be invited to every premiere. 4. ASSIGNMENT. Unless this contract specifically provides otherwise, Producer may assign this contract and the Author’s services stated on this contract to any successor to Producer’s franchise or to other Producer in the industry. Author must report to the new assignee Producer promptly upon being informed of the assignment of this contract and will faithfully perform her services under this contract. The assignee Producer will pay Author’s necessary travelling and

Informative Speech About Eating Disorders Free Essays

f SPEECH PLAN FOR INFORMATIVE SPEECH Title:â€Å"What lifestyle do you want to live? Understanding Your Credit† Topic:Credit Reports and Credit Scoring Specific Purpose:I want my audience to understand the factors that make up their credit scores. Thesis Statement: The factors that make up the credit scores are: payment history, debt, length of credit history, new credit, and type of credit used. (www. We will write a custom essay sample on Informative Speech About Eating Disorders or any similar topic only for you Order Now myfico. com) Organizational Pattern:Categorical Forms of Support:Explanation, graphs, expert testimony, statistics. MESSAGE DESIGN Develop Introduction Get their attention:Comparison slide of house, car, and job. Make it hit home:Review the first slide. For many, the difference of these two types of lifestyles has nothing to do with knowledge or work ethic, but is based solely on their credit. Reveal Topic:Understanding Your Credit, What options do you want? Aspects of Speech:We are going to review the different factors that make up your credit score: Your payment history, debt, length of credit history, new credit, and type of credit used. Most of the slides and data provided are from FICO, the Fair Isaac Corporation, which the company that compiles credit scores. Transition:Let’s see how much we can cover in 6 minutes. 4-S Development of Main Points Signpost first factor:First, let’s talk about the payment history. State first factor:The Payment History is the largest single contributing factor to your credit score. Support first factor:The Payment History makes up 35% percent of your credit score. (www. myfico. com). The Payment History includes: Revolving Accounts, Installment Accounts, Collections, and Public Records. Listings remain on the payment history for 7 years; and bankruptcy information can remain on the payment history for up to 10 years. Summarize first factor:The payment history receives most of the attention when you and when lenders look at your credit. To keep a high credit score, you must keep your payment history completely clear of negative listings. The FTC estimates that as many as 75% of all credit reports include errors and inaccuracies (www. ftc. gov). For this reason it is important Signpost second factor:Next, let’s talk about debt. State second factor:The second largest factor that influences your credit score is your debt. Support second factor:When your credit score is calculated, the Fair Isaac Corporation will look at how much debt you have. This will make up 30% of your credit score. Debt will not necessarily lower your credit score, although that depends on where the debt is located. The type of debt that is most heavily considered when calculating your credit score is your debt to credit ratio with your revolving accounts. According Lexington Law Firm (www. lexingtonlaw. com), to maximize your credit score you need to keep your credit card balances below 20% of their total balance within the FICO scoring updates in 2008. Your debt will also be looked at by lenders to evaluate your debt to income ratio, although this does not affect your score. Summarize 2nd factor:When we think of fixing our credit, most of us think of paying off our debts. This will not necessarily raise our credit scores, except in the case of lowering our credit card balances. Your credit score relies more heavily on making the payments on time, and your ratios then how much debt you have. Signpost third factor: Next let’s review the 3 smaller factors that influence your credit score. State third factor:The 3 smaller factors that influence your credit score are the length of credit history, new credit, and the types of credit that you use Support third factor:These other three types of credit make up the last 35% of your credit score, so together, they are just as influential to your credit score as your payment history. First they take the length of your credit history into account, FICO and lending institutions want to make sure that you have established long habits of utilizing your credit responsibly. Second creditors feel that it is a red flag if you are trying to apply for too many new forms of credit in a short period of time, so they track your inquiries (every time a creditor checks your credit for a purchase). These inquiries are most influential on your score for 1 year after they are made and completely fall off of your score after 2 years. The last factor is the types of credit used. FICO and lenders prefer that you have experience in paying off loans and using credit cards, although using only one of these types of credit can be sufficient to satisfy most of the 10% of the weight in this factor. Summarize third factor:As we establish credit, it is important that we keep a long stable history in our credit reports. Closing credit cards may hurt your credit because it will lower the length of your history. These small factors are usually discarded as we try to establish our credit, but for many, make up the difference between a 720 and an 850 credit score. Develop Conclusion Summarize points:In our society, we are constantly being judged by our credit score. For most of us, our standard of living will be determined by this score. It is important to keep a clean payment history, low balances on credit cards, and multiple credit lines for a long period of time to get the score that you need. Here is a listing of the tiers of credit scores and interest rates you may receive by being responsible with your credit. Restate your purpose:Your credit is important, and it is tracked for years at a time. If you’ve made some mistakes, look into getting it fixed, and learn the principles of keeping a high credit score so you’re not caught unawares of traps in the future. Close: REFERENCES 1. Fair Isaac Corporation (FICO). www. myfico. com/crediteducation 2. Lexington Law Firm, John Heath, Directing Attorney. www. lexingtonlaw. com 3. Federal Trade Commission, The Impact of National Credit Reporting under the Fair Credit Reporting Act. http://www. ftc. gov/bcp/workshops/infoflows/statements/cate02. pdf How to cite Informative Speech About Eating Disorders, Essay examples

Will Technology Save the Publishing Industry free essay sample

The Internet has had a significant impact on newspapers. The development of online communication has led to important transformations at an organizational level, The internet has involved changes in access, production and circulation of information. These changes are distinguished by the speed with which news reaches the reader, the low cost of distributing information and the opportunity to establish more direct contact and interaction with its users. Because information is available to everyone, the Internet raises the bargaining power of customers, who can quickly find the lowest-cost provider on the web. The internet also raises the bargaining power over suppliers by reducing the barriers to entry and from the elimination of distributors and other brokers that stand between them and their users. The same reduction of barriers that increase the bargaining power of customers also increases the threat of new competition by eliminating or reducing the need for a sales force and many physical assets that might have inhibited the entry of new business that could pose a threat. We will write a custom essay sample on Will Technology Save the Publishing Industry? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page With a reduction in the differences between existing companies, the number of competitors increases, the geographic market widens making it more difficult to sustain operational advantages and puts pressure to compete on price with rivaling competition. Internet technology is based on universal standards that any company can use, making it easy for rivals to compete on price alone and for new competitors to enter the market. Some companies are better than others at using the internet, which helps those companies in creating new and better strategic opportunities. The internet and today’s forever changing technology have forced newspapers and publishing companies to revamp their business models. Newspaper and book publishers are changing their business models to those that create innovation outside of their core products. Prior to internet technology, newspaper/book business models had little record of innovation. Newspapers and book publishers must take better advantage of what the internet has to offer. For newspapers they could partner with Google or Yahoo, sharing in the revenue or charging for premium news and opinions. One more option would be using Ebook technology and making their printed content readily available for quick downloads to Kindles and similar devices for a fee. Along with revenue earned by advertising the fees charged would help off set the costs of printing the news content in ink. Publishing companies are taking advantage of the internet by investing more money in the Kindle and IPad and less money in bound books. Devices like the Kindle and Ipad have revolutionized how people read books or get their news. Ebook technology could be the answer to the publishing worlds prayers with their ever growing popularity. However for publishing companies to take advantage of that popularity they must develop a fee structure that will not just profit the device makers but them as well. By training their employees in internet technology, offering their content in multiple formats- printed or on digital demand viable business models could be developed by newspapers and book publishers. In order for printed newspapers or bound books to survive the impact of the internet, publishers must be willing to accept that the newspaper of yesterday is gone along with the bound book. They have been replaced by faster, easier, and more condensed ways to deliver their content to the consumer. If newspapers and publishers can continue to figure out ways to cut the costs of printing and continue to think of innovative ways to receive fees for the content they deliver they just might be able to survive. No matter how fast or convenient it becomes to access the news or to acquire an Ebook, the feeling of cuddling up with a book with its pages marked and worn or the comfort the printed newspaper brings us at the breakfast table can not be replaced and those things are worth saving.

New Years Resolutions in August (Has the heat gotten to Brenda)

New Years Resolutions in August (Has the heat gotten to Brenda) August might be a strange time to talk about New Year’s Resolutions, but I got to thinking†¦Ã‚   let’s get real: We’re three quarters through the year, there’s a fall chill in the air, and if we don’t buckle down now on those January promises, the year will be over before we know it. That’s why I took a look at my list for 2012 with the idea that I will hold myself accountable for anything on the list that has not been done. Here’s what I promised for 2012 and the current status of the task (as you read this list, I invite you to think about the standing of your own resolutions, if you’re brave enough to check the list): 2012 New Year’s Ressaylutions 1. Create a new template for my website that brings me more into the technology of 2012. It seems the work of designing a website is never done. Despite having completed this task, I’m still tweaking, and tweaking some more. Stay tuned for a new home page that will make my services easier to find. I have an idea in my head about what that will look like and will probably hire a designer to make it a reality. 2. Create new e-lists for past clients, and survey past clients. Thanks to Jeanne, my awesome Virtual Assistant (she is a real person, not a computer, don’t worry), I have been able to complete all these projects! Most exciting is that I have now invited all my clients from 2012 onto my various e-lists. And new clients will be automatically invited to join. I’m so happy that I will be reliably keeping in touch with the people I have worked with! I feel so much more relaxed now that regular correspondence is guaranteed and not a random occurrence like it was a year ago. Ahhhh†¦. My current project is a survey that has gone out to clients to identify my Unique Selling Proposition. This project has several phases and I’m partway through the first one now. You may have received that survey already! 3. Revise autoresponders from 2011. Also thanks to Jeanne, all my autoresponders have been converted from summaries of my articles (with links to the full article) into emails that include the complete article. I trust this format is more user-friendly and makes my messages more fun to read. 4. Publish my e-book on Kindle Wow did that one happen! As you all know, How to Write a KILLER LinkedIn Profile (now in its 3rd edition) is trending as #1 in the Business Writing Category on Amazon. Next project is to publish a Spanish-language version of the book. An initial translation is complete and I will be working on finalizing it and converting it to Kindle format in the next few months! I will also continue to revise the e-book as changes are made in LinkedIn, and as I learn more about the site’s functionality. I am committed to staying on top of the latest developments as I educate people about How to Write a KILLER LinkedIn Profile. 5. Report on and count success stories in 2012. See 212 Success Stories for 2012. It has been more challenging than I expected to keep track of my clients’ news†¦Ã‚   but with my new client lists I think that will change! There are 56 successes on the list so far, and more coming soon. 6. Continue to write and share about writing issues, job search issues, and sometimes life issues that strike my fancy each week and that my readers care about.   I’ve been doing this regularly- and I hope you continue to enjoy and get value from what I write. If you have requested topics, please let me know. How DID she do it? As I look at the list above, what strikes me most is how much I have relied on other people to make my resolutions a reality. It took my Virtual Assistant Jeanne, my web designers Ivan and Meher, my publisher Brian, my clients who created and reported on their successes, and other authors and educators who sparked ideas and insights to share with all of you. The other thing I notice is that some of the tasks on my list seemed HUGE when I started them; but by taking them one step at a time, they miraculously got completed. Are there items on your resolutions list that you would be sure to complete if only you enrolled the right support? Are there items you’ve given up on because they are too overwhelming? What if you asked for help? If an appointment with a friend or a personal trainer is the only thing that will get you to the gym, there’s no shame in that! If you need a resume writer to make sure you start your job hunt, hire one! I have a great resume writer to recommend. What if you took the first small step in a larger project? Organizing one drawer is a great step if you aim to organize your house. Signing up for a LinkedIn account is the first step to having a KILLER profile. (You know where to go if you want The Essay Expert’s input in the process.) For my part, I promise to keep on plugging. It looks like I’m right on track to fulfill on my 2012 â€Å"Ressaylutions.† How about you? I wonder what we will all be up to in 2013? Category:Life and LeadershipBy Brenda BernsteinAugust 20, 2012

Best Quotes to Pair With Vintage Photos on Social Media

Best Quotes to Pair With Vintage Photos on Social Media Sharing old photos of people, places, and events on social media is a good way to reminisce and add nostalgia. If youve decided to share your favorite images on social media during a Throwback Thursday, Flashback Friday, or some other tagged event involving sharing, there are some great ways to make your contribution even more special - and good things to know about sharing photos in general: Share one photo a week or less. Dont overwhelm your friends and followers with too many old photos. Just because you found an album of old photos doesnt mean you should bombard your social media followers. Choose one day a week, such as a Throwback Thursday or a Flashback Friday, and maybe even skip a week between postings.Be certain youre sharing only old photos. Dont make the mistake of incorrectly tagging recent photos with something like #tbt (Throwback Thursday), for instance. Stick with the old  pictures you would find in a photo album or a stack of Polaroids. Vintage pictures are hugely popular, so the older, the better.Make sure you choose the best photos - ones that tell a story. For instance, if you were a baseball player, post a picture of the time when you scored your first home run. Post pictures that were taken with your entire family  on vacation. Share a picture of a younger you doing something you still do today.Choose photos that might make people laugh. Unflat tering pictures of yourself from the past always make people smile. The goofier you look, the better. That said, if someone else looks unflattering, you might want to get their permission first. After all, this is supposed to be fun. Add other elements that make the sharing more special, such as a special quote from a famous person. The next time you are sharing vintage images online, try pairing them with some of the following vintage quotes from famous poets, novelists, storytellers, and others - these are sure to give an extra appeal. John Banville The past beats inside me like a second heart. Julian Barnes Memories of childhood were the dreams that stayed with you after you woke. Deb Caletti Summer, after all, is a time when wonderful things can happen to quiet people. For those few months, you’re not required to be who everyone thinks you are, and that cut-grass smell in the air and the chance to dive into the deep end of a pool give you a courage you don’t have the rest of the year. You can be grateful and easy, with no eyes on you, and no past. Summer just opens the door and lets you out. Willa Cather I guess everybody thinks about old times, even the happiest people. Sidonie Gabrielle Colette What a wonderful life I’ve had! I only wish I’d realized it sooner. Walt Disney All our dreams can come true, if we have the courage to pursue them. Albert Einstein Only a life lived for others is a life worthwhile. Ralph Waldo Emerson â€Å"For every minute you are angry, you lose 60 seconds of happiness.† William Faulkner How often have I lain beneath rain on a strange roof, thinking of home. Neil Gaiman I miss the way I took pleasure in small things, even as greater things crumbled. I could not control the world I was in, could not walk away from things or people or moments that hurt, but I took joy in the things that made me happy. Kahlil Gibran Yesterday is but todays memory, and tomorrow is todays dream. Arsene Houssaye Always have old memories, and young hopes. Charlotte Davis Kasl A lifelong blessing for children is to fill them with warm memories of times together. Happy memories become treasures in the heart to pull out on the tough days of adulthood. Elizabeth Lawrence There is a garden in every childhood, an enchanted place where colors are brighter, the air softer, and the morning more fragrant than ever again. Laurie Lee Bees blew like cake-crumbs through the golden air, white butterflies like sugared wafers, and when it wasnt raining, a diamond dust took over which veiled and yet magnified all things. C.S. Lewis Gratitude looks to the Past and love to the Present; fear, avarice, lust, and ambition look ahead. You are never too old to set another goal or to dream a new dream. Cesare Pavese We do not remember days; we remember moments. Your time is limited, so don’t waste it living someone else’s life. Don’t let the noise of others’ opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. Stay hungry. Stay foolish. Marcel Proust There are perhaps no days of our childhood we lived so fully as those we spent with a favorite book. Vladimir Nabokov One is always at home in ones past. Eleanor Roosevelt The future belongs to those who believe in the beauty of their dreams. Dr. SunWolf Some things can only be understood when you’re in a tree house. With a pile of warm chocolate chip cookies. And a book. Charles R. Swindoll Each day of our lives we make deposits in the memory banks of our children. Oprah Winfrey The biggest adventure you can take is to live the life of your dreams. Lisa Whelchel Theres something about childhood friends that you just cant replace. The Wonder Years Memory is a way of holding onto the things you love, the things you are, the things you never want to lose. Memory is the diary that we all carry about with us.

The Role Of The Born Global Firms In International Business Assignment

The Role Of The Born Global Firms In International Business - Assignment Example b) Globalization and born global businesses are highly related to each other. One is the cause of the emergence of the other. Both the emerging globalization and the born-global businesses share some common issues with each other. Here, the issues found in the article have been briefly discussed.ïÆ'Ëœ Trade barriers are totally removed from most of the European economies of western countries. There each of the companies from domestic to international all of them competes with each other according to their potentiality.ïÆ'Ëœ The emerging industrialization, as well as modernization, caused globalization in the eastern economies like India, China. This indirectly helps the born global firms of the European countries to get a global market for performing their business.ïÆ'Ëœ It has also been observed nowadays, that the regional integration like NAFTA and the European Union has massively increased, which made easy for a born global firm to expand its business internationally (Case 1).à ¯Æ'Ëœ The growing integration in the global financial market has made the born global businesses more effective in the emerging economies. When the European countries would suffer from the debt crisis, the born global firms of those countries were much concerned to expand their business initially in the developing economies so that they can give potential threat to their American rival in the global financial market.Q.2. The smuggling business is growing rapidly among the spiritual Syrian people

Project Management for General Motors Essay Example | Topics and Well Written Essays - 1500 words

Project Management for General Motors - Essay Example Contemporary business produces great stress, so facilities to reduce this stress are required. It would be very functional for leasers to have indoor sporting facilities in the same building they work. This saves their time and provides great opportunity to increase quality of their work. It also provides good choice for the place of various corporate parties. Developing a huge modern office complex with entertainment facilities allows General Motors to enter new market. General Motors is new in the office leasing market, but the originality of the idea may give company profit. One portion of the revenue is supposed to receive from office rooms leasing. It is supposed that small offices will give 35% of the revenue, medium offices will give 40%, and big offices will give 25% of the revenue from the office rooms leasing. The sporting and entertainment complex is supposed to be a source of another portion of the revenue. It is assumed that disco halls will give 10% of the revenue, bars will give 20%, playing machines will give 15%, billiard will give 10%, bowling will give 10%, pool will give 15%, gymnasium will give 20%, shooting gallery will give 5%, and ping-pong hall will give 5% of the revenue. The project is planned to build 40-floors office complex with various office rooms and 10-floors underground parking. ... High-Level Scope The project is planned to build 40-floors office complex with various office rooms and 10-floors underground parking. Offices for small companies will be situated at the lower floors: there should be from 1 to 3 rooms per office. Offices for medium companies will be situated at the medium floors and have from 4 to 6 rooms per office. Offices for big companies will be situated at the higher floors and have more than 7 rooms per office. Some great companies may rent the entire floor. A conference hall and a rest room should be also situated at every floor. There should be dining hall, supermarket, hairdressing saloon, dentist and other services at the ground floor. They should work to 10 pm, so that people could use them after work. Corporate entertainment floor is situated at the 40th floor of the office complex. It includes various indoor sporting and entertainment facilities such as disco halls, bars, playing machines, billiard, bowling, pool, gymnasium, shooting gallery and ping-pong hall. Measuring Success of the Project Useful project success measures are often hard to define. Many of the potential measures such as revenue and cost savings are beyond the direct control of the project team and will not be measurable until long after the project is finished. When this is the case, the project manager must determine what it can influence. (Duncan, 2004) Duncan suggests using the following checklist to help ensure that project measures are good measures. They should be: Complete-anything unmeasured is likely to be compromised. Relevant-variances clearly indicate a need for corrective action. Valid-measuring what you intended

Hospice Care: Death With Dignity Essay -- Dying with Dignity

The beginning of life is celebrated. Books and resources are shared among friends and family in preparation for becoming a new parent. So, what happens as one approaches the end of life? Unfortunately, the same care and sharing rarely occurs in those circumstances and many face the prospect of dying unprepared. Though most people state they would prefer to die at home, this is often not where death occurs. Many Americans spend their last days attached to medical apparatus that keeps the body alive, but it does not allow for communication with family and often requires heavy sedation. Additionally, this level of treatment comes at a high price. As a society, we must become as comfortable in addressing the end of life process as we are with the beginning of life. One way that this can be done more effectively is through increased knowledge and use of hospice care. Hospice care is a viable option that provides health care cost savings, comfort to the patient, and support to the caregivers, however as hospice systems become more commercialized, care must be taken to avoid the pitfalls that are inherent in larger organizations. Hospice care is a relatively young option in the United States, with the first hospice organization founded in 1971 after gaining acceptance in England in the 1950s (Jensen, 2012). Hospice care is provided to those who are diagnosed with a terminal condition that is expected to culminate in death within six months. Unlike regular health care which focuses on curative procedures, hospice services focus on the comfort of the patient in order to ease the process of dying. These services provide benefits to the patient and the caregivers, as well as showing cost savings. It is no secret that healt... ...NHPCO facts and figures: Hopice care in America. Alexandria, VA. Perry, J. E., & Stone, R. C. (2011). In the business of dying: Questioning the commercialization of hospice. Journal of Law, Medicine & Ethics, 39(2), 224-234. doi:1111/j.1748-720X.2011.0059.x Robinson, L., & Segal, J. (2012). Quality of life at the end of life: A guide to hospice and palliative care at home or in a hospice facility. Retrieved from Helpguide.org: www.helpguide.org/elder/hospice_care.htm Seeger, P. (2012). Turn, turn, turn lyrics. Retrieved from metrolyrics.com: http://www.metrolyrics.com/turn-turn-turn-to-everything-there-is-a-season-lyrics-the-byrds.html Taylor, D., Ostermann, J., Houtven, C. V., Tulsky, J., & Steinhauser, K. (2007). What length of hospice use maximizes reduction in medical expenditures near death in the US Medicare program? Social Science & Medicine, 1466-1478.

Establishing Strategic Pay Plan

INTRODUCTION The Companies Act, 1956 provides for a variety of companies of which can be promoted and registered under this Act. The three basic types of companies which may be registered under the Act are: †¢ Private companies; †¢ Public companies ; and †¢ Producer companies PRIVATE COMPANY Section 3(1)(iii),a private company means a company, which has a minimum paid up capital of one lakh rupees or such higher paid-up capital as may be prescribed , and by its articles: a) Restricts the right to transfer its share, if any ) Limits the number of its member to fifty c) Prohibits any invitation to the public to subscribe for any share in , or debenture of the company d) Prohibits any invitation or acceptance of deposit from person other than its member, directors of their relative. PUBLIC COMPANY Section 3(1) (IV), public company means a company which: a) It not a private company; b) Has minimum paid –up capital of five lakhs rupees such higher paid – up ca pital as may be prescribed; ) Is a private company which is a subsidiary of a company which is not a private company A public company may be said to be an association consisting of not less than 7 members, which is registered under this Act NOTE every public company existing on the commencement of the companies (Amendment)Act, 2000. with a paid-up capital of less than five lakh rupees, was required to within the a period of two year from such commencement, enhance its paid-up capital of five lakhs rupees.Where a public company failed to do so such company was deemed to be Defunt Company within the meaning of section 560. EMPLOYEE STOCK OPTION SCHEME (ESOS) Employee Stock Option Scheme means the option given to the Whole Time Directors, Officers and Employees of the Company which gives them a right or benefit to purchase or subscribe the securities offered by the Company at a predetermined price at a future date. THE MINIMUM WAGES ACT, 1948 ACT NO. 11 OF 1948 1* 15th March, 1948. ] A n Act to provide for fixing minimum rates of wages in certain employments. The Minimum Wages Act, 1948 is designed to â€Å"prevent exploitation of the workers and for this purpose it aims at fixation of minimum rate of wages which the employer must pay â€Å"The minimum rate of wages fixed or revised may consist of the basic rate of wages to be adjusted according to the variations in the cost of living index number (cost living allowance).It also includes house rent allowance. The Payment of Wages Act 1936 – according ,all organisation employing less than one thousand employees must pay the wages before expire of the seventh day after the last day of wages period and before the expiry of the tenth day in case it employs thousand or more employees . all payment must be made on working days . n case of terminated employees all wages earned by them shall be paid before the expire of the second working day from the day employment is terminates. All wages must be paid in curren t coin or currency or by cheque or credit in the bank by prior authorisation. FIXING OF MINIMUM RATE OF WAGES. Fixing of minimum rates of wages. – ) fix the minimum rates of wages payable to employees employed in an employment specified in Part I or Part II of the Schedule and in an employment added to either Part by notification under section 27: Provided that the appropriate Government may, in respect of employees employed in an employment specified in Part II of the Schedule, instead of fixing minimum rates of wages under this clause for the whole State, fix such rates for a part of the State or for any specified class or classes of such employment in the whole State or part thereof; b) Review at such intervals as it may think fit, such intervals not exceeding five years, the minimum rates of wages so fixed and revise the minimum rates, if necessary: Concepts of Wages: While evolving, wage policy, three concepts of wages, viz, I) minimum wages, ii) fair wages, iii) living wages are generally considered.These are broadly based on the needs of workers, capacity of the employee to pay, & the general economic conditions prevailing in a country. Minimum Wage Minimum wage is one which provides not merely for bare sustenance of life, but also for the preservation of the efficiency of worker. For this purpose, the minimum wage must also provide for some measure of education, medical requirements & amenities. Fair Wage Fair wage is understood in two ways. In a narrow sense, wage is fair if it is equal to the rate prevailing in the same trade & in the neighbourhood for similar work. In a wider sense, it will be fair if it is equal to the predominant rate for similar work throughout the country. Living Wage Living wage is a step higher than fair wage.Living wage may be described as one which would enable the wage earner to provide for himself/herself & his/her family not only the bare essentials of life like food, clothing, & shelter, but a measure of frugal co mfort including education for children; protection against ill health; requirements of essential social needs; &/or measure of insurance against the more important misfortunes including old age. WHAT IS COMPENSATION? Compensation may be in the form of financial returns, tangible services, and benefits received by employees as part of their employment. It does not include other forms of rewards such as recognition and interpersonal relationships etc.Extrinsic Rewards are rewards that an employee receives because of the job itself, including cash compensation, benefits, promotions and job security. Intrinsic rewards come from the work environment and are valued internally by the employee. Job satisfaction, self-esteem, achievement, growth, and professional and personal development are some examples of intrinsic rewards. COPONENTS OF COMPENSATION SYSTEM Compensation systems are designed keeping in minds the strategic goals and business objectives. Compensation system is designed on the basis of certain factors after analyzing the job work and responsibilities. Components of a compensation system are asfollows:TYPES OF COMPENSATION Compensation provided to employees can direct in the form of monetary benefits and/or indirect in the form of non-monetary benefits known as perks, time off, etc. Compensation does not include only salary but it is the sum total of all rewards and allowances provided to the employees in return for their services. If the compensation offered is effectively managed, it contributes to high organizational productivity. †¢Direct Compensation †¢Indirect Compensation Compensation Strategy Strategic compensation is determining and providing the compensation packages to the employees that are aligned with the business goals and objectives.In today’s competitive scenario organizations have to take special measures regarding compensation of the employees so that the organizations retain the valuable employees. The compensation sys tems have changed from traditional ones to strategic compensation systems. OR Compensation Strategy is the organization’s plan for how compensation decisions on the types and amount of pay are made, based on the interests of the employees and keeping with the organization’s mission and competitive position in the market. COMPENSATION POLOCIES A compensation policy provides general guidelines for making compensation decisions. Some employees may perceive their firm’s compensation policies as being fair and unbiased and other may have different opinions.The result of these perceptions may well have an effect an employee’s perception of fairness and result in lower productivity or turnover. Pay leaders. Pay leaders are organizations that pay higher wages and salaries than competing firms. Using this strategy, they feel that they will be able to attract high-quality, productive employees and thus achieve lower per-unit labor costs. Market Rate: it is the aver age pay that most employers provide for a similar job in a particular area or industry. Pay followers: companies that choose to pay below the going rate because of a poor financial condition or a belief that they do not require highly capable employees Labor Market is the geographical area from which an organization recruits employees and where individuals seek employment .Market Rate is the rate of pay established for a â€Å"benchmark job† outside of the organization. It is determined though the collection of pay data gleaned from surveys of numerous organizations Forms of Pay Base Pay is compensation based on time worked, such as an annual salary or an hourly wage and it does not include pay benefits, overtime or incentive pay Performance Pay is a monetary onetime payment made to an employee, team or the whole organization for achieving results established at the beginning of a performance cycle . Merit Pay is a monetary reward given in recognition of outstanding performan ce which increases base pay. It may be paid in a lump-sum or added incrementally to base pay.Indirect Pay is part of an employee’s total compensation package, non-cash items or services provided to employees in return for their contribution to the organization (i. e. , health benefits, paid time off). Sometimes the costs for the items are shared by the PAY STRUCTURE Once job analysis has been done organizations need to decide upon the pay structures. Pay structure refers to the process of setting up the pay for a job in an organization. The process deals with internal and external analysis to estimate the compensation package for a job profile. Internal equity, External equity and Individual equity are the most popular pay structures. Job description provides the in depth knowledge about the job profile and its worth. Pay structures are the strong determinant of employee’s value in the organization.It helps in analyzing the employee’s role and status in the orga nization. It provides for fair treatment to all employees. Pay structures also include the estimation of incentives. The level of incentives also depends on the level of job position in the organizational hierarchy. †¢Internal Equity The internal equity method undertakes the job position in the organizational hierarchy. The process aims at balancing the compensation provided to a job profile in comparison to the compensation provided to its senior and junior level in the hierarchy. The fairness is ensured using job ranking, job classification, level of management, level of status and factor comparison. †¢External EquityHere the market pricing analysis is done. Organizations formulate their compensation strategies by assessing the competitors’ or industry standards. Organizations set the compensation packages of their employees aligned with the prevailing compensation packages in the market. This entails for fair treatment to the employees. At times organizations off er higher compensation packages to attract and retain the best talent in their organizations. Motivation is the activation of an energized goal-oriented behavior. It is seen not only humans, but even animals show a level of motivation to achieve their goals. People with a vision always control their destiny and the life they live.If a person is without a vision in life, he or she is controlled by the will of others and end up living a life not their own, but one that is on terms dictated by others. Everyone takes up a job as they are motivated by some factor or the other. Some are motivated by the challenge they will face in carrying out their job, some are motivated by the level of fame they may earn, others and majority of people are motivated by the money they will earn. The last factor plays a major role in making or breaking a company. People will work better when they are motivated enough with the pay scale, the incentives and the perks they are offered in return of a job well done. Introduction to Equity TheoryEquity theory helps propose the idea about individuals who think of themselves as over-rewarded or under-rewarded. These individuals will experience distress that tries to restore balance. Equity thus measures the contributions and benefits earned by each individual. It is not necessary one need to put in exactly the same contribution as the other partner, as long as there is a balance between contributions and benefits. Thus, every individual employee feels his contribution and work needs to be rewarded with equal pay. If the individual feels underpaid, s/he will come under distress and feel hostile towards the company. To avoid this feeling of hostility, equity theory comes into play. What is Equity?When individuals think their inputs are rewarded according to their outputs and are equal to others around them, they are satisfied. But when they notice others are getting more recognition and rewards, in spite of doing the same amount of work, they become dissatisfied. This leads to feelings of unworthiness and under-appreciation. This is the opposite of equity, wherein the outcome (rewards) are directly proportional to the quality and quantity of work of the employee. When all employees are rewarded equally, the general feeling about the organization becomes fair and appreciable. The following equation will help explain what equity is in a clear and concise manner:Individual’s outcome = rational partner's outcome Individual’s own input rational partner's input Equity Theory Examples As the main focus of the researchers moved towards employees and their motivation factors, following the Hawthorne Study results, there were many theories put forward to understand employee motivation. The following are the five major equity theory examples that have helped in understanding motivation. Maslow's Need-Hierarchy Theory: Maslow put forward five levels of needs of employees. These needs included physiological, safety, eg o and self-actualizing.Maslow put forward an argument that said the lower level needs of employees need to be satisfied before the next higher level need is fulfilled to motivate them. The motivation was categorized into factors by Herzberg; motivators and hygiene. The motivators including intrinsic factors like achievement and recognition help produce job satisfaction. The hygiene or extrinsic factors like pay and job security lead to job dissatisfaction. Vroom's Theory: This theory was based on the belief that employee effort leads to performance and performance leads to rewards. These rewards can be positive or negative. The positive rewards lead to a more positive employee ho is highly motivated. The negative rewards lead to obviously a less motivated employee. Skinner's Theory: This theory states that the positive outcomes will be repeated and behaviors that lead to negative outcome won't be repeated. Thus, managers should try to reinforce the employee behavior, such that it le ads to positive outcomes. Negative reinforcement by managers will lead to negative outcomes. Adam's Equity Theory Model: This theory shows that employees strive to achieve equity between themselves and their coworkers. This equity can be achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs.Application of Equity Theory of Motivation When a manager is striving to achieve employee satisfaction, motivation levels, etc. then he should consider Adam's Equity Theory. Therefore, he should consider the balance and imbalance that is seen in the inputs and outputs of the employee. When we talk about equity theory, we use the terms input and output. An input is the contribution made on the part of the employee. This input helps determine his/her reward or pay. Some of the inputs made by an individual towards his/her organization include: †¢ Ability to do his/her job †¢ Adaptability around the company environment †¢ Flexibility à ¢â‚¬ ¢ Tolerance †¢ Determination Enthusiasm to complete a task or job †¢ Commitment towards his/her work and organization †¢ Hard work †¢ Loyalty †¢ Time given to the company †¢ Efforts take to complete tasks as required †¢ Personal sacrifice †¢ Trusting superiors when it comes to delegation and management †¢ Support given and taken from colleagues Outputs are the tangible and intangible rewards or pay given to an individual based on his/her inputs. These outputs include: †¢ Salary received in accordance to company policy, experience and work done †¢ Job security †¢ Employee benefits †¢ Recognition for work done †¢ Responsibility entrusted upon an individual †¢ Praise received Examining EquityThe process of assessing internal equity can serve to highlight many organizational problems. First compensation philosophies need to be identified and examined for fit with internal equity adjustment plans. Next, manag ers need to know whether the organization has the funds to implement such a plan. Questions that managers may need to consider are †¢ Is the pay structure properly defined or is it inadequate? †¢ What are employees making in comparison to those with identical skills and equally important experience? †¢ How are employees compensated for internally developed experience versus external experience brought with them to the organization? †¢ Is length of service valued? What is the turnover rate and what, if any, impact does internal equity have on it? †¢ Is the organization unable to attract candidates to a position because it cannot maintain market-competitive salaries? †¢ Has the organization needed to increase compensation for a position, resulting in it being higher paid than the same type of jobs with more skills or responsibilities, thus throwing salaries out of alignment? †¢ Does the organization have consistent hiring and promotion practices? EST ABLISHING STRATEGIC PAY PLANS STEP 1 SALARY SURVEY SALARY SURVEY Organizations have to bridge the gap between the industry standards and their salary packages.They cannot provide compensation packages that are either less than the industry standards or are very higher than the market rates. For the purpose they undertake the salary survey. The Salary survey is the research done to analyze the industry standards to set up the compensation strategy for the organization. Organizations can either conduct the survey themselves or they can purchase the survey reports from a reputed research organization. These reports constitute the last 2-5 years or more compensation figures for the various positions held by the organizations. The analysis is done on the basis of certain factors defined in the objectives of the research. Uses of salary surveySalary surveys are a consultative tool that employers and associations use to obtain salary information that is useful in determining the competitiv e wage rates needed to attract and retain competent employees. Employers can use surveys in different ways; as well as establishing a competitive salary structure, they can use the surveys to support their job evaluation system. When job evaluation and survey data are used jointly, internal and external equity are mutually reinforced. The focus of surveys tends to be on collecting base salary information and they can also be an effective means of researching trends in the design of benefits packages and pay systems. This explains how to identify salary surveys which are relevant to the needs of organizations within the not-for-profit sector, and specifically within community-based agencies.It also provides information on the meaning of some survey terms and discusses the value of survey participation. Objectives of Salary Survey †¢To gather information regarding the industry standards †¢To know more about the market rate i. e. compensation offered by the competitors †¢To design a fair compensation system †¢To design and implement most competitive reward strategies †¢To benchmark the compensation strategies Commercial, Professional and Government Salary Surveys BLS gives: †¢ Area wage surveys †¢ Industry wage surveys †¢ PATC surveys Private consultants Hay Associates, Heidrickand Struggles, and Hewitt Associates publish data covering compensation for top and middle managementTypes of Compensation Surveys There are two types of compensation surveys undertaken by the organizations. †¢Standard Surveys Standard surveys are undertaken by organizations on a regular basis. These surveys are conducted annually based on the organizational objectives. These surveys attempt to cover the same companies every year and provide the same time of analysis. The reports are published annually by the research organizations. The organizations willing to formulate their compensations strategies based on the surveys purchase the reports fr om the research organization. †¢Custom Surveys At times, a few organizations need to know some specific information.The surveys which cater this need are known as custom surveys. The organizations either higher research organizations to conduct theses surveys for them or they themselves conduct the survey by sampling few of the competitors on their own. These surveys do not have any time interval. They are undertaken as the need arises. Survey Reports The survey reports consist of the analysis and conclusion drawn from the evaluative data based on the objectives of the study. The reports also include the data, facts and figures to support the analysis and conclusion. The supportive data and annexure provided in the report form the basis for the un-biased conclusion and validation of the analysis. BENCHMARK JOBSA benchmark job is one well-known in the company industry and one performed by a large number of employees. In addition to surveys, there are other ways to obtain compens ation data. Some professional organization periodically conducts survey, as do several industry associations. The compensation Survey contains pays and benefits information. Compensation data are presented by worker traits and by characteristics of the establishment. The survey attempts to respond to common question from employers such as: What is the average salary for administrative assistants in my area? How have wage cost changed over the past year? How Have benefit cost, and specially health care cost, changed over the past year?What is the average employer cost for a benefit plan as opposed to a defined contribution plan? Useful Online Sources for Collecting and Analyzing Salary Survey Data This section lists websites which can be useful for managers in community-based organizations in Canada who are seeking salary survey data that is already published or available by subscription or who wish to conduct or commission a survey. Some sites offer information at no cost. Others re quire payment. †¢ Canadian Society of Association Executives (CSAE) at www. csae. com †¢ Economic Research Institute at www. erieri. ca; and, www. salariesreview. com †¢ Human Resources Internet Guide at www. hr-guide. com †¢ Peter T.Boland & Assoc. Inc. at http://ptbaconsulting. com/NonProfitSurvey. html †¢ Statistics Canada’s Labour Force Surveys are available at www. statcan. ca †¢ Toronto Board of Trade at www. bot. com †¢ Vault Employer Research at www. vault. com STEP 2 JOB EVALUATIONS JOB EVALUATION Job Evaluation involves determination of relative worth of each job for the purpose of establishing wage and salary differentials. Relative worth is determined mainly on the basis of job description and job specification only. Job Evaluation helps to determine wages and salary grades for all jobs. Employees need to be compensated depending on the grades of jobs which they occupy.Remuneration also involves fringe benefits, bonus and other b enefits. Clearly remuneration must be based on the relative worth of each job. Ignoring this basic principle results in inequitable compensation. A perception of inequity is a sure way of de-motivating an employee. Job evaluation is a process of analyzing and assessing the various jobs systematically to ascertain their relative worth in an organization. Jobs are evaluated on the basis of content, placed in order of importance. This establishes Job Hierarchies, which is a purpose of fixation of satisfactory wage differentials among various jobs. Jobs are ranked (not jobholders) Scope of Job EvaluationThe job evaluation is done for the purpose of wage and salary differentials, demand for and supply of labour, ability to pay, industrial parity, collective bargaining and the like. Methods of Job Evaluation Analytical Methods Point Ranking Methods: Different factors are selected for different jobs with accompanying differences in degrees and points. In the point method, rates assign nume rical values to specific job factors, such as knowledge required and the sum of these values provides a quantitative assessment of a job’s relative worth. We will walk though an example of how the point method works. Select job Cluster Let us assume that we are going to develop a point system for an administrative job cluster. Identify Compensable FactorThe next selects the factors for measuring job value. These factors become the standards used for the evaluation of jobs. Determine Degrees and Define each compensable Factors The next consideration is to determine the number of degrees for each compensable job factor. Degrees represent the number of distinct level associated with a particular factor. The number of degrees needed for each factor depends on job requirements. If a particular cluster required virtually the same level of formal education fewer degrees would be appropriate than if some jobs in the cluster required advanced degrees. Evaluator must divided each facto r into number of degrees. Determine Factor WeightsThe committee must then establish factor weights according to their relative importance in the job to be evaluated. In our example let us example let us assume that the committee believes that education is quite important for the administrative job cluster and sets the weight for education at 35 percent. The weight of the other four factor were determined by the committee: Job Knowledge-25; Contact – 18; Complexity of duties – 17; and Initiate – 5. The percent total is 100 percent. Determine Factor Point Values The committee than determines the total number of point for the plan. The number may vary, but 500 or 1,000 points may work well. Our committee has determined that 500- point system will work fine Job Evaluation Worksheet (500-Point System) Job Factor |Weight |1 |2 |3 |4 |5 | |Education |35% |35 |70 |105 |140 |175 | |Job Knowledge |25% |25 |50 |75 |100 |125 | |Contacts |18% |18 |36 |54 |72 |90 | |Complexit y of Duties |17% |17 |51 |85 | | | |Initiative |5% |5 |10 |15 |20 |25 | Factor Comparison Method: The important factors are selected which can be assumed to be common to all jobs. Each of these factors are then ranked with other jobs. The worth of the job is then taken by adding together all the point values. Non-Analytical Methods Ranking Method: Jobs are ranked on the basis of its title or contents. Job is not broken down into factors etc. Job Grading Method: It is based on the job as a whole and the differentiation is made on the basis of job classes and grades.In this method it is important to form a grade description to cover discernible differences in skills, responsibilities and other characteristics. Compensable Factors are the most important characteristics of a given job, on which pay rates are established and relative worth evaluated. They are determined by their ability to further an organization’s strategy and relate directly to the work itself. The four major cr iteria most often used to measure jobs are skill, effort, responsibility and working conditions. Job Evaluation Process: The job-evaluation process starts with defining objectives of evaluation and ends with establishing wage and salary differentials Objectives:The main objective of job evaluation, as was studied earlier, is to establish satisfactory wage and salary differentials. Job analysis precedes the actual programme of evaluation. Job Analysis: It provides job-related data which would be useful in drafting job description and job specification. Job description provides the information relating to duties and responsibilities. Job specification provides information relating to the minimum acceptable quality of an employee Job Evaluation A job-evaluation programme involves answering several questions. The major ones are: i. Which jobs are to be evaluated? ii. Who should evaluate the job? iii. What training do the evaluators need? iv.How much time is involved? v. What should be t he criteria of evaluation? vi. What methods of evaluation are to be employed? Wage Survey: Now that the job hierarchy has been established with the help of evaluation methods, it is time to fix wage and salary differentials. Before fixing such differentials, the wage rate must be ascertained. It is here that wage survey assumes relevance. Employee Classification: The last phase in the job evaluation process is to establish classification. Employee classification is the process of assigning a job title to every employee in the organization. Computerized Job Evaluations †¢ Other methods can be time consuming CAJE or computer automated job evaluation streamlines things †¢ Simplifies job analysis †¢ Increases objectivity †¢ Manages data †¢ Uses structured questionnaire and statistical models STEP 3 GROUP SIMILAR JOB PAY GRADE A pay grade is comprised of jobs of approximately equal difficulty or importance as established by job evaluation. †¢ Point method: t he pay grade consists of jobs falling within a range of points. †¢ Ranking method: the grade consists of all jobs that fall within two or three ranks. †¢ Classification method: automatically categorizes jobs into classes or grades Pay Structure Pay Structure is a hierarchy of jobs within an organization. Jobs are ranked based on content and value to the organization.The pay structure includes all the pay rates for different jobs within a single organization, factoring in the number of pay grades/levels with or without ranges, differences between grades/levels, and the criteria used to determine the differences. Pay Grade Pay Grade is a grouping of jobs of the same or comparable value to the organization. Each job within a pay grade will have the same pay range – minimum, midpoint, maximum. Movement to another grade is through promotions or demotions. Pay Range Pay Range is the upper and lower limit of pay rates to be paid for jobs in a pay grade, from minimum to max imum. Movement through a pay range is a result of experience, seniority, training, etc. Broad banding Broad banding is the condensing of multiple salary grades into several broad and wide ranging grades.Benchmark (or key) job is a standard job from either within the organization or outside the organization used as a reference point for pay comparisons. These jobs have relatively the same job content and there is not much difference in their rates of pay. Hierarchy (or Job Structure )is a ranking of jobs based on their value to the organization STEPS 4 PRICE EACH PAY GRADE THE WAGE CURVE The relationship between the relative worth of jobs and their wage rates can be represented by mean of a wage curve. This curve may indicate the rates currently paid for jobs within an organization, the new rate resulting from job evaluation, or the rates for similar jobs currently being paid by other organizations within the labor market..A curve may be constructed graphically by preparing a scatter gram consisting of a series of dots that represent the current wage rate Developing a wage curve involves the following: †¢ Find the average pay for each pay grade †¢ Plot the pay rates for each pay grade †¢ Fit the line called a wage line through the points just plotted †¢ Price the jobs STEP 5 FINE TUNE PAY RATE Correcting Out-of-Line Rates The wage rate for a particular job may fall well off the wage line or well outside the rate range for its grade, as shown. This means that the average pay for that job is currently too high or too low, relative to other jobs in the firm. You should raise the wages of underpaid employees to the minimum of the rate range for their pay grade. PAY RANGES A grade is a horizontal grouping of different job that are considered substantially equal for pay purpose ? Grades enhance an organization ability to move people among jobs within a grade with no change in pay. ? The objective is for all the jobs that are similar for pay purpos e to be placed within the same grade ? How many pay grades? A. Number of Jobs B. Organization hierarchy C. Reporting Relationships ? Pay ranges refer to the vertical dimension of the pay structure ? Each pay grade will have associated with it a pay range consisting of a midpoint and a specified maximum and minimum. ? Midpoints correspond to the competitive pay policy. ? Midpoints are the control point of range. The midpoints represent base pay for a seasoned employee. ? The midpoint can be determined as soon as the pay grade limit are set. ? Find the Job Evaluation point value in the centre of the pay grade. ? Substitute that point value for x in your equation of the pay line ? Solve the equation for Y. this value is the midpoint of the range. Range spread is a based on some judgement about how the ranges support career path, promotions & other organization system. Range spreads vary between 10 to 150 percent. Once the midpoint (based on the pay policy line) and range spread (based on Judgement) are specified, minimum & maximum are calculated Minimum = midpoint / [1+ (1/2 range spread)Maximum = Minimum + [range spread x Minimum] Pay ranges are a series of steps or levels in a pay grade, usually based on years of service Sample pay grade schedule PRING MANAGERIAL AND PROFESSIONAL JOBS What Determines Executive Pay? †¢ CEO pay is set by the board of directors taking into account factors such as the business strategy, corporate trends, and where they want to be in the short and long term. †¢ CEOs can have considerable influence over the boards that determine their pay. †¢ Firms pay CEOs based on the complexity of the jobs they fill. †¢ Shareholder activism and government oversight have tightened the restrictions on what companies pay top executives. Boards are reducing the relative importance of base salary while boosting the emphasis on performance based pay. Compensating Professional Employees †¢ †¡ Compensating professional employ ees, like engineers and scientists, presents unique problems. †¢ †¡Analytical jobs like these emphasize creativity and problem solving, compensable factors not easily compared or measured. †¢ Determining professional compensation presents another question how is ? performance? to be defined and measured? †¡ †¢ Compensable factors focus on problem solving, creativity, job scope, and technical knowledge and expertise. †¡ †¢ Firms use the point method and factor comparison methods, although job classification is most popular. COMPENSATING BASED PAY MEANINGCompetency–based pay means the company pays for the employees range, depth, and types of skills and knowledge, rather than for the job title he or she holds. Experts variously call this competency -, knowledge–, or skill -based pay. Why Use Competency—Based Pay? [pic] Competency–Based Pay in Practice Main elements of skill/competency/knowledge based pay programs: 1. A syst em that defines specific skills 2. A process for tying the person’s pay to his or her skill 3. A training system that lets employees seek and acquire skills 4. A formal competency testing system 5. A work design that lets employees move among jobs to permit work assignment flexibility [pic] ———————- 10 9. 0 8. 0 7. 0 WAGE RATES 100 200 300 400 POINT VALUE OF JOBS Salary Survey FACTOR COMPARISONRATE Extrinsic Reward Intrinsic Reward Compensation JOB RANKING INTERNAL EQUITY POINT SYSTEM JOB CLASSIFICATION ORGANISATIONAL FAIRNESS MARKET RATE INDUSTRY STANDARDD COMPETITORS RATE EXTERNAL EQUITY Determine Degrees and Define each compensable Factors Identify Compensable Factor Select job Cluster Determine Factor Point Values Determine Factor Weights Validate Point System Object of Job Evaluation Job Specification Job Analysis Job Description Job Evaluation ProgrammeWage Survey Employee Classification ESTABLISHING STRATEGIC PAY PLAN Jo b Evaluation Pay grade grouping Price Pay Grade- Wage Curve Fine–Tune Pay Rates Tune Rates Compensating Executives And Managers BASIC PAY Short-term Incentives Long– term Incentives Executive Benefits/perks Competency-Based Pay Supports High-Performance Work Systems Strategic Aims Performance Management PAY GRADE STRUCTURE 8 7 6 5 4 3 2 1 100 150 200 250 300 350 I II III IV V PAY POLICY LINE Our Monthly salary (‘000) PAY Our Job Evaluation Points EASTABLISHING PAY PLAN

Cleopatra And Nefertiti The King Of Egypt - 1051 Words

When thinking of ancient civilizations, Egypt comes to mind. Cleopatra and Nefertiti are two of the most recognizable names in all of human history. One was at the forefront of a religious revolution, the other took on the Roman Empire. Through a comparison, we discover that Cleopatra had more of a historical impact because her actions led to the end of Egypt’s autonomy. Cleopatra was the queen of Egypt from about 51 B.C.to about 30 B.C. She was a member of the royal dynasty called the Ptolemies. The Ptolemies were not Egyptian, but Greek, â€Å"which makes Cleopatra approximately as Egyptian as Elizabeth Taylor.† Despite this â€Å"within the country their legitimacy derived from a fabricated link with the pharaohs†, and they took over and ruled Egypt for 300 years; Cleopatra was the last of that royal line. Rome was gaining power and territory. Cleopatra inherited the throne of Egypt when she was eighteen years old, but she had to share it with her 12 year old brother. Cleopatra got kicked out of power by her brother s friends because the two did not get along. In 48 BC, Julius Caesar arrived in Egypt and declared that he would settle the dispute between Cleopatra and her brother, and â€Å"She had no choice but ingratiate herself with the new master of the Roman world.† To further protect her kingdom, Cleopatra having Caesar over to her side, began an affair with him. For the rest of her rule,â€Å"she struggled tot run the implacable Roman tide to her advantage, changing patrons againShow MoreRelatedPersonal Statement : Cleopatra Vii, And Hatshepsut Of Egypt1473 Words   |  6 PagesThesis: In my examination to identify leaders that characterized the attributes that represent pioneering, energizing, deliberate, resolute, commanding, affirming, and inclusive dimensions of leadership, I have chosen Nefertiti, Cleopatra VII, and Hatshepsut of Egypt. Leading a country takes more than just having a high status. 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