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Added for You - Rotten to the Core: The Story of How the Best and Brightest can be Ruined
CV Writing and Resume Writing is a serious part of starting the Job hunting process. In today's competitive job market, were every candidate wants a recruiter or employer to give their CV or Resume the attention it deserves, if you want your application to be taken seriously and you want your CV / Resume to be separated from the bulk feel free to consider and include the following 9 qualities in your CV or Resume.Your chances of securing interviews is likely to increase by up to 50% if you skilfully articulate these points However only include these qualities if you genuinely have them.Industry Targeted/Job Specific Qualifications or Training -Recruiters and employers absolutely love this, candidate that do not require extra training and already has a catalogue of relevant job specific qualifications always stand out.Evidence of adding to the bottom line of a company or business - If you can prove this and it is cl
I like to think of incentives and recognition as wonderful little gifts that are awarded to the best and brightest for going above and beyond or for one’s voluntary willingness to perform a potentially undesirable function in attempts to a
All spinners wish that the spinning productivity of their mill (ring frame production in gms/spindle shift) has the optimum level of efficiency. Though there are many aspects that limit the actual production like ring diameter and its age, lift, age and make of the ring frame, its maximum mechanical speed, type of spindle drive, lot size, fluctuating production program, poor control on RH, lower HP of main driving motor, greater percentage of untrained workers, impoverished technical knowledge of subordinates etc.Today, there is a pressure from the management to decrease the conversion cost to its lowest possible level because of cut throat competition in both the local and export markets. Ring spinning contributes approximately 70 per cent to the total conversion cost. Hence it is possible to speed up the ring frames to its maximum speed mechanically possible considering that spinning preparatory can feed ring frames at high speed. Also, neither the spinning
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I admit this topic is not the norm when it comes to the subject of employee moral. Usually this type of discussion involves companies that are not in tune with the pulse of their workforce and have severe performance issues that could be further aggravated by either non-existent or poorly functioning incentive programs.
The one thing you will not walk away from at the conclusion is that somehow recognition is wrong, or that employees should not be motivated, and that incentives are no longer a viable factor in performance related issues. However, sometimes while trying to do the right thing excessively well can actually produce the wrong results, for the right reasons.
I believe that the greatest management principle explains that what gets rewarded gets done. If you are not getting the desired result within your organization, ask yourself what behaviors are being rewarded. It’s a very simple, but very powerful question.
I’ve practiced it, trained others on it, and believe it should represent the cornerstone in any improvement initiative. Over past 8 years, I’ve created countless bonus structures, incentive plans, and contests designed to drive sales performance, attendance improvement, attrition reduction, and quality initiatives for entry-level employees all the way up to senior managers. When I say, “I believe in recognition, and incentive programs”, I mean it and have the experience to back it up.
I like to think of incentives and recognition as wonderful little gifts that are awarded to the best and brightest for going above and beyond or for one’s voluntary willingness to perform a potentially undesirable function in attempts to as
Jay instructed a customer of his to offer a rare coin collection to new customers for just $19. He was actually losing a couple of dollar on every sale! But .... of the 50,000 people who bought the coin collection for $19, nearly 10,000 come back and bought.Pretty impressive, don't you think?Your current customers will make you more money than any others methods, so I hope that you're paying attention.If you give them good information and a good customer service for high quality, then it will be very easy to sell to these people again and again!You need to know that statistics show that 20% of your customers will buy from you over and over again. Give them more bonus, reward them for being loyal customers and they will continue to buy from you.For exemple, you have 1,000 customers who bought a product for just $20. After 3 days you email them and sell 250 of them another product for $20 worth of your product. From these sales you earn
The one thing you will not walk away from at the conclusion is that somehow recognition is wrong, or that employees should not be motivated, and that incentives are no longer a viable factor in performance related issues. However, sometimes while trying to do the right thing excessively well can actually produce the wrong results, for the right reasons.
I believe that the greatest management principle explains that what gets rewarded gets done. If you are not getting the desired result within your organization, ask yourself what behaviors are being rewarded. It’s a very simple, but very powerful question.
I’ve practiced it, trained others on it, and believe it should represent the cornerstone in any improvement initiative. Over past 8 years, I’ve created countless bonus structures, incentive plans, and contests designed to drive sales performance, attendance improvement, attrition reduction, and quality initiatives for entry-level employees all the way up to senior managers. When I say, “I believe in recognition, and incentive programs”, I mean it and have the experience to back it up.
I like to think of incentives and recognition as wonderful little gifts that are awarded to the best and brightest for going above and beyond or for one’s voluntary willingness to perform a potentially undesirable function in attempts to a
Are Product Margins Merely Margins of Error? Packaged goods companies continue to fight for every drop of margin they can squeeze out of a crowded category. Traditionally, the brand was powered forward through product innovation, research and development. New advertising campaigns rolled out when product improvements warranted them.Preference and margins cannot be found in product enhancements and efficacy — these two improvements are simply the cost of doing business. In today’s crowded market space your preference and margins stem directly from your brand. In reality most brand marketers and managers are actually product managers and are hard pressed to describe their own brand in any terms other than banal category benefits.This pit-fall is not to be unexpected. Universities and colleges fail to understand the intricacies of a brand and thus do not prepare future brand executives accordingly. Furthermore, i
I believe that the greatest management principle explains that what gets rewarded gets done. If you are not getting the desired result within your organization, ask yourself what behaviors are being rewarded. It’s a very simple, but very powerful question.
I’ve practiced it, trained others on it, and believe it should represent the cornerstone in any improvement initiative. Over past 8 years, I’ve created countless bonus structures, incentive plans, and contests designed to drive sales performance, attendance improvement, attrition reduction, and quality initiatives for entry-level employees all the way up to senior managers. When I say, “I believe in recognition, and incentive programs”, I mean it and have the experience to back it up.
I like to think of incentives and recognition as wonderful little gifts that are awarded to the best and brightest for going above and beyond or for one’s voluntary willingness to perform a potentially undesirable function in attempts to a
Six months ago, I had communication with a national corporation about their consideration to developing a corporate strategic philanthropy program. They didn't have one at all. I kept thinking, imagine the impact this corporation could have in communities where they have a presence! WOW! It would be phenomenal for them and communities. Let me say this corporation is big. Okay, they are huge.Well, they were kind enough to let me know that they had just hired a public relations firm to create one for them. I thought to myself, "What a pr firm? No please no." But what to do next, just wait and see what they come up with. Just one month ago, I visited the corporations website. There it was, just as I thought was going to happen. They have a program, but it is a cause-related marketing program. I was crushed and let me tell you why.Cause-related marketing programs are based on two things. One is a one-on-one partnership between a company and a charity. The ot
I’ve practiced it, trained others on it, and believe it should represent the cornerstone in any improvement initiative. Over past 8 years, I’ve created countless bonus structures, incentive plans, and contests designed to drive sales performance, attendance improvement, attrition reduction, and quality initiatives for entry-level employees all the way up to senior managers. When I say, “I believe in recognition, and incentive programs”, I mean it and have the experience to back it up.
I like to think of incentives and recognition as wonderful little gifts that are awarded to the best and brightest for going above and beyond or for one’s voluntary willingness to perform a potentially undesirable function in attempts to a
Do you have an idea for a private clothing label that will make millions? Does the idea involve a need for trendy fashionable tees and tanks that you will then alter and style into sellable product? You know what you want to do with the blank shirts, but the challenge lies in finding…or making…blank apparel that is “cool” enough to meet your standards. There are two solutions.Solution 1: Lease an empty warehouse. Import fabrics. Purchase cutting machines and sewing machines. Hire staff to design the blanks, cut the fabric, and sew the garments. Hire staff to manage your other staff. Waa-la…blank garments.Solution 2: Do a little research on the internet, possibly talk to a few people who have faced your challenge with their own business, and then purchase your ready-to-alter trendy blank apparel from a company who has done all the work of ‘Solution 1’ for you.There are a number of companies that exist solely for the purpose of providing blanks to th
I like to think of incentives and recognition as wonderful little gifts that are awarded to the best and brightest for going above and beyond or for one’s voluntary willingness to perform a potentially undesirable function in attempts to assist the organization. Employees work for their agreed pay rate, and these gifts are sprinkled around to promote an environment of appreciation and good will for a job that is both appreciated and well done.
With all this good will in the air, what seems to be the problem? What happens in the midst of the chaotic business environment is the context of the incentive can become confused. Without context, the meaning and objective is no longer anchored and becomes subject to interpretation. These suggestive interpretations can originate from poor communication, lack of specificity, or failure to maintain the differentiation between job expectations and an incentive or reward. In a worse case environment, context and interpretation loss can create an informal employee contract where performance is no longer contingent on their agreed to wage, but rather on the existence and significance of an incentive.
To help your visualization I’ve included both obvious and subtle situations that can result from interpretation - context loss.
Attendance Trap… To discourage absenteeism an incentive bonus is put in place, as a result employees come to work and have great attendance. Supervisors support this policy by encouraging workers to come to work so they do not miss out on the bonus. The employees continually receive this incentive, but then attendance improves for the organization, and the bonus is dissolved.
• What is the context in which this employee will view this situation?
• How will they view the value of attendance without the incentive?
Sales Slip… An incentive program is put in place to boost poor sales performanc
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