Will You Add? - Business

Islam in the Workplace
Suggested practice for HR personnelMuslims now form one of the largest religious groups in the UK. At a time when great misunderstandings and stereotypes circulate the media and society regarding the religion, it is crucial for an effort to be made at all levels to go beyond archetypal images and to begin to understand Islam and Muslims.With a population of approximately 1.5 million Muslims and growing, UK based companies are employing more and more young Muslim men and women. With this increase comes a greater need for HR practitioners to be aware of the respective cultural sensitivities.As with individuals from any background, if they do not feel comfortable and understood in their office or company, it is likely that they will eventually seek employment elsewhere. In order to maximise retention of young Muslims, it is ever more important therefore, that their sensitivities are kept in mind.The following information contains basic tips and guidelines for HR staff and others to bear in mind. Please note that these are very generic guidelines. Muslims differ from generation to generation, culture to culture, some are more devout than others and interpretations and practices of the faith are n

can be planned for individual winners; team against team; store against other stores; or managers versus managers. Efforts against quotas for individuals, departments or total store can be just as productive and exciting. Contests can run for one day, one week, or as long as a month. Variety is important. Total sales, multiple sales, older or higher priced goods, new or reactivated charge accounts, etc.

Money is generally the greatest motivator, but should be used wisely. More isn't always better and how it is applied is very important. A $20 bill being passed around all day to the salesperson who has written the sale with th

What's Holding You Back From Your Next Raise? What Women Need To Do To Make More Money At Work
Many women complain that we don’t make as much money as the men we work with, but sometimes we hold ourselves back from making more money. In a study conducted by Carnegie Mellon University, researchers found that women tend to undervalue their work more than men and often don’t request salary increases when they have the opportunity.Before you negotiate your next salary increase, you should take time to consider what could hold you back. I’ve heard women tell me many reasons that they don’t ask for more money. Here are some of the common ones:1. It’s not “nice” to ask for more money. Some women have been brought up to think that there is something wrong with discussing salaries and are not comfortable with the topic. This is an important skill that we need to learn. We work hard and deserve to make enough money to take care of ourselves and our families, so we need to get used to the idea of discussing money.2. I will be rewarded for my hard work. Hard work is important but it’s not enough. In many companies, managers are so busy that they don’t have time to pay attention to the great work you do unless you TELL THEM clearly what you are doing, how it benefits the company, and how it impac

Employee motivation is probably the most important single manageable factor for success and profitability of all the facets of specialty store retailing. It is too vital to be handled on a hit or miss basis, depending on the whim or spirit that stirs the store owner or manager from time to time.

To be effective, employee motivation must be promoted on a day-to-day, month-to-month basis. It is a function that can and will pay enormous dividends.

There are almost as many effective ways of motivating employees as there are ways of enticing customers into your store. Of course, there are also innumerable ways to "turn off" your associates and it is equally important to recognize these poor practices so they can be avoided. A disgruntled salesperson is unlikely to present a shining countenance to a prospective customer.

Some store owners and/or managers prefer to drive rather than lead and this manifests itself in a tense and uneasy store atmosphere. Fear destroys confidence as well as pride in one's place of employment; its effect on productivity is negative and destructive in the long run.

It is desirable for management to be highly enthusiastic, articulate and effervescent although each person comes across in a different way. Sincerity, fairness and candor are essential. True personal interest in your associates problems is valuable.

One of the very best ways to motivate is to consciously try to help bring out the very best in your staff and to do everything in your power to develop leadership talent and knowledge. There is great satisfaction in being able to point to successful people and honestly claim that you contributed to that success. This kind of interest comes through to all your people and enhances the image of your store.

Motivation and teaching are closely related. They should start from the first day of employment. Discipline as well as rewards are part of the motivation program. Both should be thoroughly and constantly explained to be effective.

Loyalty and pride are instilled by making people feel they are important to the business; that their opinions are sought and listened to; that they are respected as persons and treated accordingly and that they will share in the success of the business in the degree of their productivity and contribution. This all comes under the umbrella of involvement. Involving people to bring out the very best.

Another general area of motivation relates to competitions within the store. These add spice and excitement to routine. Contests can be planned for individual winners; team against team; store against other stores; or managers versus managers. Efforts against quotas for individuals, departments or total store can be just as productive and exciting. Contests can run for one day, one week, or as long as a month. Variety is important. Total sales, multiple sales, older or higher priced goods, new or reactivated charge accounts, etc.

How to Be Prepared for a Layoff
If you are concerned that your company might be planning a layoff, your best course of action is to be prepared. Employees often see warning signs that their jobs may be at risk. Such signs could include poor company performance, earlier rounds of layoffs, conflicts with their manager, increased manager intervention and involvement, and poor performance reviews. Employees see the signs, but aren’t as proactive as they should be in looking out for their future. Here are steps you can take to be prepared for a layoff.Update your resume. Start complying a list of your accomplishments in your present job. In particular, focus on quantifiable achievements. Bring home a copy of the position description your human resources department has developed for your job. Use this position description to check the content of your resume. If you need help, get it from the Internet, resume writing books, or a professional resume writer.Create a portfolio. Make copies of positive letters you have received from customers and letters of recognition you have received from your employer. If you have a job where you create materials that are not company confidential such as brochures or operating manuals, make copies

associates and it is equally important to recognize these poor practices so they can be avoided. A disgruntled salesperson is unlikely to present a shining countenance to a prospective customer.

In Division There is Opportunity
Unless companies adopt an holistic approach to security that focuses on building and fostering a culture of honesty and integrity, GAP’s will appear in their defenses and in their ability to perform their mission of selling their products and services. Once GAP’s are exposed, they can be exploited for the personal gain of the individual(s) exposing them. Once this occurs, the only question remaining will be; can you cope with the crisis being caused and to what extent is "damage control" required. Insurium has the solution www.insurium.comIn order, to adequately protect your corporate assets (People, Property, Income and Reputation), companies need to understand what they are exposed to. This requires a corporate understanding that integrates business and technological perspectives. When we speak of risks associated with assets, we need to evaluate all risks and incorporate these risks into our strategic and crisis planning. Implementing prevention strategies will ultimately reduce the risk of an occurrence. Occurrences could range from minor to major occurrences inhibiting a company from continuing its mission.The risk of disaster and mismanagement are inherent in the corporate world and therefore, upper

and candor are essential. True personal interest in your associates problems is valuable.

Call Center Software and Telemarketing Issues
Just how important is having a top-notch call center with the right software, technology and agents in place to the overall effectiveness of your company?Imagine this scenario.A customer has a pressing question pertaining to your business that needs to be answered immediately.Thus, they call your business and are routed to your call center.Now that customer is placed on hold, or in queue, for twenty minutes.And when they finally do get to talk with one of your call center representatives, they find him or her to be ineffective. The call center rep can provide no answers to any questions, and the customer is left with a less-than-glowing opinion of your company at the moment.This less-than-ideal scenario reveals the importance of having properly managed and highly trained Customer Relationship Management (CRM) professionals in place.Oftentimes, the call center is the liaison between the customer and a company’s management. In other words, the call center is the place for customers and representatives to interact. Customers pose questions, and your agents provide quick answers and other valuable information. A customer enters the call uncertain of something and leaves with

part of the motivation program. Both should be thoroughly and constantly explained to be effective.

The Reason People Go Broke In Business
How many times have you seen businesses down the local city street start in big ways, then in less than five years and even at times, in less than a year-they are completely vanished from the spot? That is the big reality of to our today. In the United States 60-70% of businesses are expected to fail from the first moment they have initiated. Such statistics have to be analyzed in a different perspective as per my offline business experience and my online business current portfolio.According to my results, plenty of learning lessons from the past and many stories from many of my past and current partners- both offline and online businesses do not achieve their maximum financial potential or go virtually broke in most cases because of not having the proper vision. You see, today- there are less than 100 of offline businesses being started worldwide and virtually less than 10% of that 100 businesses are being started online and pushed into the market online.The reason I say 100 businesses is because of my own judgment and own statistics. Even while we are in the new millennium, people confuse having an offline business and being self-employed. People also confuse and even re-phrase the having of a website, w

In setting up any monetary reward plan it is necessary to establish criteria that relate to the area of responsibility of the individual. It is a mistake to tie a salesperson's incentive compensation to gross margin since salespeople do not determine markup or markdowns. Likewise, in a centrally controlled, multi-store environment a store manager should not have his bonus based on net profit because he cannot control many of the elements that determine that figure.

Plans must be tailored to each unique store and situation. For selling staff, some retailers prefer commission plans, while others insist on salary only. The repetitive presentation and constant application of principals on which each plan is based are of major significance.

Before trying to set up an incentive plan you must first decide by what standards you want to measure employees. Observe employees on the job and compare the behavior of those who perform well with those who don't. Define which areas would produce the highest profits if performance were improved. The details of the specific plan or plans used must rest with management and should be tailor-made to fit each situation and, in many cases, each individual. Since every person within your organization is unique, what motivates one person may not motivate another.

The simpler the plan, the better. However, simplicity itself cannot be given excessive consideration since it is necessary to cover every major measurable factor of a job. Ideally, incentive compensation plans should have no limit or cap on potential earnings. The more a person earns for him or herself, the more the company will profit, provided the plan is soundly developed. Thus, management should be proud and pleased to have a high earning team rather than ever feeling that its employees are overpaid.

For incentives to be effective it is imperative that the right kind of employees be hired. Not everyone responds positively to productivity incentives. For some people incentives translate to increased stress and poor performance.

Regular reviews during the year are important in stimulating effort. Everyone want to know how they are doing.

Following are ideas for setting up compensation plans for different jobs within the retail store.

1. Salesperson

Methods of compensation in retail apparel stores can vary all the way from straight salary to straight commission with countless variations in between. The m

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Transformer is an electrical machine so as to transfer power commencing one circuit to a different by transformer attractive combination through no affecting parts.

It is well known that inadequate hand washing can lead to the spread of germs. However, as cleaning professionals it is sometimes overlooked how important this is in our industry. Even if your cleaning staff is wearing gloves, it is still important that they spend the extra time necessary to make sure chemicals and germs are thoroughly washed off their hands

Now that you've chosen your products, ordered it and received it promptly, what's the next step? The proper distribution of your products spells the success or the utter failure of your promotional products marketing plan. When developing the strategy for the distribution, you should take into consideration its costs over the cost of your promotional product. Even if it does come in a bit higher, try to limit it to an amount that would still ensure you get a considerable ROI.

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Will You Add? - Motivating For Higher Performance

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