Choosing the Right Debt Management Service

Published by:

Regardless of age many consumers are guilty of committing financial suicide. For some people juggling bills and robbing Peter to pay Paul is a vicious and endless cycle. The average American lives ten percent beyond their means. For the individual who lives beyond their means, managing finances with the aid of debt consolidation may be the only solution.

Over the decades, there has been overwhelming controversy regarding the efficacy of debt consolidation loans. The truth of the matter a personal loan such as a consolidating loan depends on the lending institutions terms, policies, penalties and interest rate. Generally, consumers who are financially stretched have the propensity for opting for the wrong debt consolidation program.

Review the various types of debt management services to understand the different bill solutions.

Credit Counseling

Credit counseling is recommended for the non-disciplined consumer. Lets say that you are unable to devise a viable budget and you do not have the discipline to follow it. Credit counseling is excellent way to keep the indebted on track of with a growing pile of bills. Not to mention, creditors are more apt to accept a reduced payment plan when the debtor enters a debt repayment plan.

Credit counselors charge the indebted in one of three ways. Certain credit counseling agencies charge nil to a nominal for managing ones debt. Through the contributions of creditors others credit counseling services are compensated for their services. At the same token, some charge a fixed monthly fee. For the consumer, the monthly charge can add up substantially.

Basically, the credit counseling services requires a monthly deposit with the credit counseling service agency. In turn, the deposits are used to make payment to creditors according to the devised schedule. Some agencies require that participants must agree to — not using or accruing any additional credit or debt during the program.

Managing personal finances with a credit counseling service achieves results between 48 months or more. Since debt consolidation involves a timely repayment schedule shop and compare credit counselors with debt consolidation services to compare which will have the shortest term.

The underlying advantage of a debt repayment plan is its ability to alleviate great stress and improve your credit score. Alternatively, using a credit counseling service will not eradicate all debt. The drawback is that a consumer may forget their other debts that are not included in the plan. The debtor should remember to review their monthly statements to confirm that the payments are being made and received.

Finally, just because a credit reporting agency takes over the payment of the indebted bills, it remains the consumers responsibility to confirm that creditors have maintained their promise to eliminate or reduce both interest and/or finance charges.

Debt Repayment Plans

Unlike credit counseling service and debt consolidation loan, debt repayment plans do not remove or erase credit history. According to the legislation of the Fair Credit Reporting Act (FCRA), any accurate information pertaining to an account may remain on the credit report for up to seven years. Not to mention, the creditors may continue to convey information about accounts handled via a debt repayment plan. Any payments with special concessions, missed or tardy payments, write-offs or other may be reported by creditors. They are authorized to even report accounts that employ any type of financial counseling.

Debt Consolidation Loans

Unlike credit counseling services and debt repayment plans, a debt consolidation loan will not tarnish a persons credit. In fact, a person can take out a loan and repay all other bills. Generally, debt consolidation loans reduce the interest rate or stretch out the repayment period of the borrower’s monthly payments. Then the indebted is left with one concise bill. However, the downside may be a high interest on the going price of your debt. Nevertheless, for the person planning on a making a foremost purchase or applying for a new job, managing your finances with a debt consolidation loan, can upgrade your credit rating.

The debt consolidation loan is ideal for the disciplined consumer. For the consumer prone to living beyond their means, a debt consolidation loan is not recommended because the person may be tempted to mount more debt.

Personal Financing Strategy: To curtail credit card debt avoid charging until the balance of each bill is under wraps. To practice responsible charging, only charge what can be afforded to repay monthly.



The Advantages of Enrolling in a Hospitality Management Program

Published by:

Individuals who love working with people and who want to engage in a career making travel a real pleasure can enroll in a hospitality management program. The hospitality field embraces all kinds of amenities, ranging from large hotels and antiquated bed and breakfasts to resorts and casinos, everything that can make guests feel comfortable.

Most of those working in this field have at least a Bachelor’s degree, and graduates who want to advance quickly in their career pursue a Master’s degree in Hospitality management. Although a higher education is not necessary, those who hold a Master’s degree have an advantage because they usually have a background in business operation and in performing supervisory roles. Hence, their extra schooling and experience often leads to better-paying positions.

Hospitality management programs are available throughout the country at reputable technical schools, community colleges, career colleges, colleges and universities and even online schools. The degree programs ranging from certificate to master’s degree allow students to choose an area to focus on to help them increase their earning potentials in the future, and this includes having more opportunities to work in various settings such as casinos, spas, catering, and resorts.

Certificate programs, as well as associates degree programs, can give students a solid foundation for starting a career in the field of Hospitality Management. They offer courses such as relevant computer programs, hotel maintenance, front office procedures, housekeeping, tourism sales, accounting, and leadership.

A bachelor’s degree in Hospitality Management is attractive to those who want to have a successful career in this field. And students often pursue a bachelor’s degree in a college or university which can provide them a solid background in various skills necessary for a stable career in hotel and travel management.

In general, the coursework for this degree can be divided into two categories, namely general business management and hospitality-specific topics. Classes under general business management include accounting, management, marketing human resources, and communication. Courses under the second category are more specialized and specific, often centering on hospitality law and ethics, food service, and public relations for hotels.

This unique combination of courses is due to the very nature of the job. Being a diverse field, a hospitality management program offers a wide range of opportunities. While there may be jobs in this field that are rather routine such as managing hotels and their employees, some jobs are more specific. For instance, a hospitality manager may be responsible for overseeing the marketing department of a large hotel chain or more specifically the staff catering at a bed and breakfast.

Other jobs may be those related to front desk customer service, banquet services, housekeeping, or security. Those who work in large hospitality chains often find themselves in a setting where there are many various opportunities and which can give them better chances of advancing in their careers.

One of the main reasons that a lot of people are attracted to hospitality management is the working hours. In general, this isn’t a 9-to-5 schedule. Employees often work not only during night shifts but also on weekends. They should also expect to work long hours during special events. However, the career also has a lot of bonuses. It provides better opportunities for meeting many people and living a very active lifestyle.

In general,   job  opportunities are expected to grow in the field of hospitality  management . Careers in this field include managerial and corporate administration positions. To make the most of this favorable market, interested individuals should start preparing by enrolling in a hospitality management program. It’s usually best to enroll in a reputable and accredited school as this will give them a higher value in the job market. Schools that offer career placement services are also good choices as they will give students better chances of landing in a job right after they graduate.



Exploring Career Opportunities in Executive Management

Published by:

Many individuals strive to achieve a career in executive management. When an individual is in a management position that is considered “executive”, it normally indicates the very top of the management grid. These positions rest in many major corporations and business establishments. Often, executive managers are referred to by an assortment of other names. These names may include:

1. Chief Executive

2. Chief Operating Officer

3. Vice President

4. General Manager

5. Chief Officer of Financial Affairs

In this article, we will explore various career opportunities in executive management, as well as the educational requirements and compensation for these types of positions.

Education

In order to qualify for a career in executive management, it is essential to obtain a college degree. Normally, this particular educational degree is for business management. This type of educational degree will allow you to acquire a detailed understanding of all the major components of a business. This educational background will teach you about the business from a variety of angles.

You will learn about the accounting of a business, financial situations and aspects of a business, the human resource department, the production of a business, information systems and the role that they play in business organizations, as well as various types of information regarding the marketing of a business. This type of educational background is a must if you are pursuing the career of executive management. This is because, as a general or executive manager, you are required to know your business inside and out. If you are not familiar with these components of your business, then you will not be successful in your career.

The following details an example of coursework that you may be required to take if you are interested in executive management:

1. Financial Accounting

2. Information Technology

3. College Algebra

4. English Composition

5. Principles of Management

6. Managerial Accounting

7. English Composition

8. Software Productivity Tools

9. Oral Communications

10. Public Speaking

11. General Psychology

12. Writing for Business and Technology

13. Entrepreneurship

14. E-Commerce

15. Human Resource Management

16. Microeconomics

17. Various Business Electives

It is imperative that you understand many concepts if you are looking to enter the field of executive management. An example of these concepts includes employee motivation, communication, leadership, problem solving, conflict resolution, team building, and many more similar topics. As an executive manager, it is essential to ensure that you understand how to control the operations that occur in your business. You must also learn to set goals that are both strategic as well as tactical.

Compensation

Executive managers are compensated according to the size of the organization that they work for, as well as the type of industry that they are responsible for. Most businesses in the United States are now considered to be “small businesses”, or “private organizations”. Individuals that are in the place of an executive manager in these types of businesses are often paid generally less than individuals who have the same role in major companies and businesses.

Normally, an executive manager is compensated by a salary. This salary may pay on a weekly, bi-weekly, or monthly basis. When you break a salary down into an hourly rate, most individuals in this capacity make approximately $18.00 per hour and up. This is a common rate of pay for those who work in a small or private business organization. For those that work in major businesses and corporations, the standard rate of pay per hour averages out to be around $21.00 per hour or more.

Many individuals who are in the career of executive management often receive periodic raises and bonuses for the overall productivity of the business in which they manage. This may or may not be a standard procedure. However, in the sales business and the call center business, many executive managers receive rewards based on the amount of sales, the amount of resolved customers, and call handle times. These bonuses and raises can be anywhere from the low hundreds to the high thousands.

Examples of Industries

There are many industries that hire the services of an executive manager. Some examples of these include:

1. Software Companies

2. Call Centers

3. Hardware Companies

4. Telephone Companies

5. Cell Phone Services

6. Furniture Sales

7. Financial Institutions

If you are interested in acquiring a career in the field of executive management in the United States or Canada, you may consider checking out these companies:

1. PRC – United States

2. Microsoft – United States

3. HSBS Bank – Canada

4. Canquest Communications, Inc. – Canada

5. Service Quality Management Group, Inc. – Canada

6. Sykes Enterprises – United States



Incentive Pay No Substitute for Strong Management

Published by:

Productivity is the key to just about everything when it comes to making a satisfactory profit in today’s business environment.

Years ago, incentive programs became especially popular as a technique to help employees think like managers. Incentives were originally designed to exploit the “what’s in it for me” mindset many of us were born with.

Immediately following the installation of an incentive plan, however, many managers make the mistake of believing that they no longer have to manage.

This is a huge mistake!

Incentive plans are no substitute for established management techniques. But when incentive programs are combined with quality management activities, organizational productivity almost always rises.

The most frequently occurring productivity problem I observe on consulting assignments is that many employees don’t have a clear cut feel for how their jobs are measured. There are two key reasons:

1. Management has never sat down with their employees and explained how their respective jobs are measured. Or,

2. Management has never taken the time to determine the best ways to measure each job in the company.

Whichever the case, if employees don’t understand specifically what is expected of them in measurable terms, productivity frequently suffers.

I have found that preparing a position specification is an invaluable tool that helps alleviate both of these situations. The position spec clearly outlines the parameters of the job, what results are expected, how the job is measured and what behavioral style management believes will perform the job most effectively.

(To receive a FREE sample of a position specification, send an email to Bill@BillLeeOnLine.com)

After employees have a good understanding of how their jobs are measured, it’s critically important to take the next step: it’s now time for managers to spend some quality time with each employee discussing ways to produce the desired outcome.

For example, one of my clients designed an incentive plan that rewarded salespeople for improving gross margin. What the manager forgot to do was to coach the salespeople on how to deal with pricing objections, sell related items or “sell up.” (Of course, my Gross Margin book was written specifically for this purpose. To order your copy, see Shopping Cart at http://www.BillLeeOnLine.com)

Another client offered to pay an incentive if safety goals were achieved, but failed to educate the organization on techniques to reduce accidents and injuries.

Another client offered to pay an incentive to employees who made suggestions for cost-cutting, but stopped short when no informal idea-sharing sessions were organized to give employees an opportunity to brainstorm ideas among themselves.

Most employees work hard now, so work ethic is not always the issue. The problem usually lies in a lack of understanding of specifically what to do differently to achieve more desirable results.

Try this: Whether you are launching a new incentive program or you have an existing incentive program that has been in place for a while, call a meeting for the specific purpose of discussing obstacles your people are encountering and brainstorm solutions to those obstacles. Then a couple of weeks later, call another meeting to discuss how the solutions are working and if necessary tweak them.

Based on my experience, these additional steps will greatly improve the odds that your incentive compensation program will be a success.



11 Tips to an Organized Job Search

Published by:

So, you are searching for a new job? Perhaps you are making a voluntary career transition. Maybe you have been laid off, or worse, fired. Regardless of the reason for your career move, one fact remains true: if you are conducting a job search, it is vital that you take an organized approach. Managing this search is just like managing any other major project. You must create an infrastructure that allows you to operate in an efficient and productive manner. A successful job search requires forethought and action. Here are some tips for conducting an organized job search.

  1. Declutter and Pre-Purge – If you are looking for a new job, it will be difficult to do so if your physical space is covered in clutter with piles of papers everywhere. Take some time to declutter. Purge any unnecessary items, file papers that you need to keep, recycle junk mail, and get some order back into that space! It will be easier for you to concentrate on your job search without all of that chaos and clutter around you. Just be careful that you don’t spend too much time decluttering that you start using it as an excuse to procrastinate with regard to your job exploration. A few days should suffice.
  2. Create a Job Search Schedule – Let’s face it – searching for a job is hard work! If you are still employed while you are looking for a new position, be prepared to have an extremely busy schedule. If you are currently unemployed, realize that you do, indeed, have a job – conducting a job search! Create a schedule that gives you ample time for all of the activities you need to focus on in order to succeed: resume and cover letter preparation, surfing the web for jobs, networking, interviewing, follow-up, etc. Block out time in your calendar for job search activities and treat that time as you would any traditional work commitment. Be consistent in the amount of time you spend each day and week on new job activities so that you keep your momentum going, and don’t lose focus and miss valuable opportunities.
  3. Get Your Gear in Order – Update your resume, cover letter, references, and writing sample (if applicable). Ask for letters of recommendation and testimonials from previous or current supervisors, co-workers, and professional colleagues. Get some nice new stationery, and stock up on print cartridges for your printer. If you want to use an outside source for printing, some local printing shops will copy resumes for free during an economic downturn, so ask around! Be sure to have a computer with high-speed Internet access. An all-in-one machine for printing, copying, faxing and scanning will also come in handy during a career move.
  4. Create Job Search Central – Set aside space at home (or wherever you will be conducting your search activities) and make it job search central. Keep all of your job-search related supplies in that location, which will make it easy for you to find them when you need them. This will also help you to get into search mode when you are in that space.
  5. Create a Career Move Paper Management System – You may be acquiring a lot of paper in your search: resources, articles, sample resumes and cover letters, business cards of networking contacts, contact-us-later or rejection letters, etc. To the extent that you can maintain these items in a paperless fashion, go for it. But if you have to maintain hard copy paper, be sure to create a job search paper management or filing system, to be stored in your job search center. Keep it simple and use whatever system makes the most sense to you for ease of use (binder, portable filing bin, traditional filing cabinet, etc).
  6. Plan Job Search Activities – Plan out job search activities on a daily basis, such as phone calls to make, resumes to send, online applications to fill out, informational interviews to conduct, etc. Write down your search activities as calendar items, to-do’s, or tasks so that you take them seriously and treat them as measurable goals. Be realistic with regard to what you can reasonably accomplish in one day, but also challenge yourself!
  7. Track Activities – Organizing your job search involves keeping track of all information and communications. Keep a record of where you sent your resume and when, whom you have spoken to, when interviews took place, etc. This information will prove vital when deciding when to follow-up with leads. You can track all of this information using a calendar such as Outlook or Google, or an online tool such as JobFiler.com. Whatever tools you use, it is important that you be able to track the status of your job search.
  8. Manage Job Search Email – In today’s world, much of your job search will likely be conducted by email. Therefore, before you even start your search, whittle down the amount of email in your inbox so that you can hyper-focus on your job search emails, which will add up quickly. Create folders within your email system using categories that make sense to you, such as Companies Applied To, Contacts Submitted Resumes To, etc.
  9. Polish Your Online Profiles – If you are searching for a new job in today’s market, you would be remiss not to develop an online presence on social media sites, especially LinkedIn, which is the most “professional” of the social media sites and can essentially serve as your online resume. But also consider other social media sites such as Facebook and Twitter. The opportunities are endless for employers and contacts to find you online. You may even have your own website, e-zine, or blog. Maybe you post articles on various article-marketing sites, or serve as a guest blogger on other blogs. If you maintain profiles on any of social media sites, or have any type of online presence, be sure to polish your profiles so that they promote the image you want potential employers and contacts to see.
  10. Change Your Greetings – Change the message that greets callers for any phone number that you plan to use for your job search so that it sounds professional, and conveys the information you want callers to hear. Be prepared, not embarrassed!
  11. Stay Positive – The longer a job search takes, the more chance you have of becoming negative about it. Try to maintain a positive attitude to the extent you can by monitoring your progress and staying active in your search. When the going gets rough during a job search, many people take a back seat and give up, which is counter-productive. Try to stay focused and make valuable contacts that are likely to lead to a job. However, don’t be all consumed by your search for a job! Maintaining some balance in your life at this time will serve you well. Get adequate sleep, eat well, see family and friends for pleasure, and make time for exercise.

Organization is one of the single most important things you can do to keep your job search manageable. Just like being organized helps you improve any other area of your life, home, or work, it will also help move along your job search in quick and efficient fashion and with less stress. It may even wind up being the key to finding that dream job you always wanted.

Good luck!



Property Management – Tips On How To Find Ideal Management

Published by:

Property management can be a tough job to run by yourself. Ideally, we would like for a building and/or tenants to be able to operate and live as smoothly as possible without having any problems to deal with. However, this is never the case, as there is always something that needs taking care of around a property. If you are in need of a property manager, then read on.

When searching for someone to hire to take care of maintenance and assistance for a space you own, you want the overall experience to be as beneficial as possible. As far as considering whom to hand this job to, do not choose your cheapest option. This decision should eliminate a lot of work and stress from your life and create a job for someone else. So, make the best choice based on character and work experience an individual or company has.

To help you with weighing decisions, definitely ask for references from those you are interviewing. Make trips to places that all potential hires are currently managing. Observe how these places seem to be taken care of and contact residents or owners to ask about how well the area is maintained. If there are buildings that a managing business has operated in the past, be sure to contact these as well to find out how well of a job was done and why the company no longer manages them.

If the real estate in question is to function as an apartment complex, ask about the procedures your potential hires practice. You will want to know how thorough they are in regards to rent collection, resident screening, leasing processes, response times to tenant requests, and eviction notices.

Before signing any property management agreements or hiring anyone, be thorough and work out overall budgets for all areas concerned, such as monthly repairs. Checking with other management companies for estimate comparison for these amounts is a good place to start. It is also a good idea to constantly monitor the costs of repairs.

Upon hiring, agree on an account to place all rent deposits. Have the business sign on to this account along with your name. This way, you will have access to all funds, should there be any disputes.

In order to avoid rent being pocketed by your managing company, request that a monthly roster be made all tenants with current contact information. Some companies may say an apartment is vacant when a resident still lives there and keep the rent money.

These are a few tips and precautions that can be taken to find quality property management and maintain a good business relationship. A lot of work is necessary for keeping an area of real estate operating optimally, so take this into consideration before assigning anyone the job. Trust is a key issue when handing over the care-taking duties to another party, but you should still take measures to assure that your premises is running legitimately.



How to Earn a Project Management Certification With Ease

Published by:

Project Management is one of the hottest careers in the world today. Project managers with proven skills and experience can find exciting, well-paid and high potential job opportunities in a wide range of fields.

However, the job market and company’s employers have became more demanding today as they would require and desire a PM certification for anyone that they would like to recruit as project manager. The significance of the certificate demonstrate the necessary mastery on projects on the job which is required.

Employers recognize the certification as evidence of an individual’s commitment to increase both theirs and their company’s efficiency and productivity with adequate skill sets. Certification is also becoming the standard if you want to compete in today’s fast-paced workplace. There are many certifications on project management which are available today,

1. The PMP® Certificate Program – This program offers the PMP® Certificate Program on-site for employers from all types of industries, namely for manufacturing, software technology, biotechnology, health care, construction, etc with customization.

The skills and knowledge you gain in this course will help you avoid making costly mistakes and increase your competitive edge in this profession. The PMP certifications can be achieved through some tough examinations.

2. The CAPM® credential recognizes a demonstrated understanding of the fundamental knowledge, processes and terminology as defined in the book on PMBOK® Guide that are needed for effective managing project skills.

The CAPM was created for project team members, and entry-level project management employees working to establish and demonstrate fundamental project management knowledge. The CAPM provides a view of the process and terminology of project assessment and provides employers with an indication of knowledge level. It also provides opportunity for less experienced team members to learn the standard project management terminology and processes.

3. And if you are already an experienced PM or a senior level manager who wanted to get some additional skills, then APMC® is for you ( APMC refers to advance PM certificate ) , you should enroll in this program to expand your knowledge focusing on today’s higher-level strategic PM issues. This program is ideal if you are a PMP®. The APMC® program is designed to help you deal with complex project management issues you face everyday, from managing risk and quality to managing portfolios and multiple projects.

4. If you have 3+ years experience of managing projects and the required education, you may apply for MPM(TM) ( Master Project Manager) Board Certification or CIPM ( Certified international project manager )to better equip yourself with a more advanced certificate for your career path.

The Project Management Institute’s (PMI), Project Management Professional (PMP) credential was developed to provide an indication of project management skill level. With the growing importance of Project handling techniques, the importance of recognized certificates in PM is growing. In this situation it becomes really important that one gets proper certificates from a well-know institute to make sure that he or she stands a chance of having a successful career as a project Manager.

A certification in the PM field may help one in making a giant leap in your career. Preparing for the PMP certification exam is a tough job. Although it may be a time consuming, and tough at the same time, it can act as a great resource for you to be paid competitively due to this certification.



Employee Motivation – 10 Tips to Boost Job Performance

Published by:

Increase Employee Performance by Harnessing the Power of Motivation

Employee motivation and productivity can be enhanced and improved by creating a work environment that maximizes the factors that affect performance. These factors are simple to understand, easy to measure, and can add tremendous value to any organization that is willing to implement them. Use these 10 tips to make sure that your employees are energized and inspired to produce the best results possible.

1. Interesting Work

Intrinsic motivation comes from the shear joy and pleasure of doing a task. When you read a great book, no one has to pay for each page you read. It is a pleasure to learn how the story unfolds and watch the plot develop. It is the same way with employee motivation. To maximize employee performance, find out what employees like about their jobs and then try to add more tasks that align with their own natural interests and talents.

2. Appreciation & Recognition

William James said, “The deepest desire in human nature is to be appreciated.” It does not matter how much you pay someone, everyone want to know that their efforts are being seen and appreciated, especially by their manager. Don’t just send them a thank you e-mail – that just means you care enough to hit the “Enter” key. If you really want to thank someone buy them a real “Thank You” card and describe how their behavior and performance has added value to the team and organization. Make it a point to catch people doing things right and they will inevitably do things right more often.

3. Feeling Involved In the Work Process

Research shows that when people get to participate in creating a system or process, they are much more likely to follow it than one simply imposed upon them by an outside expert. Recognize that the people doing the job have the knowledge of how things can be done better, faster, and cheaper. If you want them to tell you, then make it easy for them to offer suggestions and reward employees who contribute ideas that add value to the bottom line.

4. Achievement

Napoleon once remarked, “It is amazing how willing men are to risk their lives for a little bit of tin and ribbon to wear upon their chest.” Awards and prizes can serve as a great motivator to harness the power of healthy competition. It is always better to use rewards that are meaningful and inspiring. When an employee exceeds your expectations, then make sure you recognize their achievement. On the day someone retires, they will pack up these awards and prizes to serve as fond reminders of a wonderful career.

5. Job Security

If everybody had what it takes to be an entrepreneur, then there would be no General Electric or Toyota and we would all be buying products from artisans and craftworkers. Thankfully, many people prefer to be part of a large organization and can be more productive when they get to focus on doing their job instead of worrying about developing a business plan or marketing strategy. Telling people that they are lucky to have a job creates an atmosphere of fear and worry that decreases job performance. Instead, tell your employees that the company is lucky to have such a skilled and committed workforce and people will take pride in their work and their company.

6. Increased Responsibility

We all know that some employees lack ambition and have no desire to advance on the job, but the vast majority of workers want a chance to take on more responsibility and add more value to the organization. Always be aware of opportunities for training that will equip your employees with the skills and tools they will need to advance in their career. Always try to fill open positions with internal applicants before looking for an outside candidate. This will create a culture of career development and preserve institutional memory and organizational knowledge so that it can be transferred to rising employees as they advance in their own career.

7. Good Wages

Robert Bosch, founder of the world’s largest automobile parts supplier, said, “I do not pay good wages because I have a lot of money; I have a lot of money because I pay good wages.” If you want motivated, high productive employees you have to pay such people according to their ability and performance. Good employees are motivated by more than just good wages, but never allow low wages to be the wedge a competitor can use to steal away your best people.

8. Good Working Conditions

If you want to get the most out of people you need to create an environment that facilitates success. At the minimum, you must offer a safe, clean, and sanitary work site. To get the most out of employees, help them take pride in their workspace, even if it is only a cubicle or workstation. Allow people to personalize their own work sites with photos or small trinkets so they will feel like they have a place that belongs solely to them.

9. Being Part of a Team

Being part of a dysfunctional team is an emotionally draining experience that results in low morale, low productivity, and high turnover. The great coach, Vince Lombardi, once remarked, “Individual commitment to a group effort — that is what makes a team work, a company work, a society work, a civilization work.” We are all social beings and we all want to be part of a healthy team where we can give and receive support, help, and encouragement. Organizations can harness this natural human desire by aligning employee efforts to achieve goals that are mutually beneficial to both the organization and its employees.

10. Help with Personal Problems

How many times have you heard about a bad boss who told their employees to leave their problems at the door so they could focus on their job? Unfortunately, they probably left their motivation and productivity at the door as well. Smart managers know that it is not their job to be a counselor or therapist, but it is there job to recognize when one of their employees is having personal problems that are affecting their job performance. They need to have open lines of honest communication so that employees can feel encouraged to ask for help and then be directed to their Human Resources Department or their Employee Assistance Programs.



Typical Qualities of the Best Managers

Published by:

The entrepreneurial manager actively seeks a job that entails considerable decision-making, individual accountability for his decisions, objective feedback of results, and the risk of failure.

He welcomes additional responsibility instead of shirking it. Others also have contributed substantially to our storehouse of information on motivation. A manager is a member of two distinct groups. He is the communications link between his superior officers above and those who report to him below. He communicates upward and downward. He represents his people to upper management, and the degree to which he is effective in satisfying their needs is commensurate with the degree of confidence his subordinates have in him and the degree of cooperation they give or withhold. In the ideal situation, they believe, people are committed to work accomplishment by striving for common organizational goals and purposes which engender mutual trust and respect at all organization levels.

The primary job of the manager is to achieve results through others. If his subordinates are not motivated to help him do so, he has failed as a manager. The morale, attitude, motivation, creativity, quality, and productivity of the work team are up to the manager. If the results of the group in these areas do not meet the manager expectations, it is because he has not provided the climate, conditions, and leadership which encourage his people to give fully and freely of their energies and ideas-to take calculated risks.

No manager will call forth from within neither himself that longed-for total commitment, nor will he be able to make his full contribution, unless and until:

• His position, including priorities, is clearly defined.

• He knows what constitutes a job well done in terms of specific results.

• He knows what and when he is doing very well.

• He knows where and when he is falling short of his manager’s expectations.

• He is made aware of what should be done to correct unsatisfactory results.

• He is made aware of his opportunities for personal and professional growth and development within the organization.

• He knows that his manager recognizes the value of his contribution and will make it known to others.

• He knows the importance of his contribution.

• He feels that his manager wants him to succeed and progress.

• He is shown concrete evidence that there are ample rewards for exceptional performance.

Just as recruitment and utilization are dependent on sound management practice, so is motivation. The job falls back on the manager shoulders and fits into place in the model of human resources management.. Development is an interactive process involving the man, his manager, his job, and the work environment. All are interdependent and supportive. Developing managers is an integral part of the manager job. This is not a personnel program, nor is it a personnel function or responsibility. It is part of every manager’s line assignment and part of his responsibility to his company, to his people, to his boss, and to himself. One of manager key job requirements should be to provide a replacement for himself. He can insure his own promotion if he does so. The days of keeping managers separate from one another with no lateral communication are gone forever. This practice inhibits development.



The Importance of Human Resource Management

Published by:

Human resource management involves a good leader, a healthy work environment, and a good job to produce a motivated employee. A results-oriented approach to employee relations requires management skills in identifying problems, setting priorities, and developing and evaluating alternatives as well as the ability to communicate, initiate action, implement it, measure it, control it, and change its course as necessary.

The roots of most management problems lie in the organization’s misuse of its human resources. In most cases this is not deliberate, but is a problem of inattention resulting from a lack of knowledge of how to identify the real causes of those problems.

The human resources executive is well aware that the real causes are poor human relations practices at all levels of management. Any of the problem areas may be a result or manifestation of anyone or several of the listed causes. Good managers do not treat the symptoms; they root out the underlying causes. The human resources executive assists in the process and, in large measure, provides the solutions. The end result is a permanent and lasting cure and hence reduced costs and increased productivity.

Effective human relations do not happen by chance; it is the result of careful management planning, implementation, and follow-up. Professional training is a prerequisite. Therefore, a number of professional disciplines are stressed in the following specification for the human resources executive.

Personnel Specifications for Human Resources Executive

Age – Over 30; it is highly doubtful if anyone under 30 years of age could have acquired the skills included in this personnel specification.

Education – Minimum of a bachelor degree, preferably in psychology, the behavioral sciences, communication, or business administration and to have a master degree in business administration, behavioral sciences, or psychology.

Knowledge – Modern management tools and techniques such as organization, information systems, accounting and finance; business planning; controls; personnel management tools and techniques, including job evaluation, compensation, manpower planning, union relations, training and development; understanding of motivation, utilization, and recruitment tools, techniques, and practices.

Experience – At least 15 years of progressively more responsible, successful assignments as specialist, supervisor, and manager in a manufacturing enterprise, including:

Management by objectives.

• Supervisory and manager development.

• Communication.

• Performance appraisal systems.

• Personnel and union relations.

• Recruitment (including executive search).

• Compensation and benefits.

• Policy formulation and administration.

• Behavioral sciences, applied.

• Manpower inventories.

• Workforce adjustments.

• Orientation, induction, and training.

• Preparation of position descriptions and job evaluations and establishment of performance standards.

• Personnel practices: cafeteria, safety, testing, research, fair employment, attitude surveys, workmen’s compensation, unemployment compensation, suggestion systems, security.

Demonstrated skills and abilities. These must include the following:

• Ability to identify and resolve real management problems.

• Ability to work with senior management, line and staff.

• Interviewing skills in employment, discipline and discharge, promotion, transfer, layoff, orientation, exit interviewing.

• Counseling Ability to speak and write clearly, concisely, and effectively.

• Motivation.

• Leadership, as demonstrated by the ability to build an effective team.

• Ability to identify and implement innovative approaches to the solution of employee relations problems.

• Planning, organizing, integrating, controlling, and measuring.

• Decision making, as to both quality and timing.

• Teaching.

• Priorities.

• Negotiating.

Personal characteristics – These must include the following:

Flexibility and adaptability – High energy level coupled with good health.

• Dynamic leadership ability.

• Creativity; willingness to try new approaches and take calculated risks.

• Results orientation, with a need to achieve.

• Service orientation.

• Sensitivity and concern for others.

• Ability to relate with equal effectiveness to top managers as well as hourly rated employees.