Operations Business Management

and there is a lot about inventory management, but it is still not complete without a discussion on inventory management in real time.

inventory often emphasizes what a necessary evil, especially in retail. Who wants to risk the loss of customers resulting from product shortages? If they want it, you should have enough to sell. But the classic question was always about how much is enough.

to understand the implications of it, the very first and the realization that one must have is that inventory costs are not only the ones that you see in everyday life. It stretches far beyond the daily costs in the form of additional funds that you need to put in to maintain the operation of the business. Inventory is the eater cash humans number one.

What is the real-time inventory management?

real-time inventory management basically means inventory management as and when depleted. A large part of this strategy depends on technology, and that is why the initial cost scares some skeptics.

and the technology used is basically interact chips and barcodes. They maintain the path of each of the stock that comes in and out of the store. Benefits should be able to do so can be many. All you have to do is make sure that you get a few things in place. You will need to know the following:

How many units do I order?

How much time needs supplier to achieve this?

what point I'm going to order? Order

most retailers time-bound manner. They always seem to have enough of what is not in demand in the market.

It is important to understand the value of real-time and add information to the supply chain. You did not sign anything or reliance on any guesses.

Instead, you are reading the market mind and act according to it. At the same time regardless of the inventory costs and you cut a lot of storage and administrative costs also since you do not need a huge warehouse or stock clerk.

how it works

reduces fixed costs: Fixed costs are a burden on the shoulder of the seller. They drain profits. With the help of the inventory management system in real time, you can bring them down to a minimum. You could make your organization much smaller by virtually eliminating the purchasing department. They do not need to predict demand or place orders. Everything you need to have your suppliers ready. The system will do the rest. Also, because the mechanism to a great extent, the error chances are much lower. Instruments are not forgotten as they are human beings.

is not uncommon to be stuck with a product that customers no longer want. Demands for change faster than you can imagine. Now imagine selling multiple variables from multiple products, you are bound to leave some stuck with unsold inventory. With inventory management in real time, you can measure the pulse of the market by keeping the path of what is sold and when it needs to be ordered, thus reducing these costs to a minimum.

removes Outs Finance: Financial outs and a lack of are the results of errors in forecasting demand. While most of the previous discussion was on the reform of prediction methods, and bought inventory management in real time in a new perspective. It eliminates the need to predict, and thus eliminates all errors associated with it. If the request is running quickly, so you do not cycle command. This is called a flexible supply chain.

improves customer relations: A recent study has exposed that there are some "global customer expectations" that the client expects from each vendor to deal with it. This is the maximum choice, and the maximum value at the lowest price. With the help of inventory management in real time, you can easily advance all three.

simplifies work processes: real-time inventory management significantly reduces the error rate. Since automated a lot of work, there is less chance for error. Moreover run your own all operations on the facts and not on the anticipated expectations.

How to choose?

There are many options available in the market today. Each different business, and therefore by extension stripped of all their needs are also unique. Real time inventory management helps any business.

Partial: It is essential that the real time inventory solution in which you search for management units. Atypical basically means the ability to choose special features that you might want instead of taking the full package.

module and this is very important because the inventory management systems, these are the means to serve the interests of many organizations that have diversified business interests. You may not require half way towards a solution, but the other half may be invaluable for you. So typically it allows you to choose the solution that you think is best.

ease of implementation: inventory management systems, and easier to buy from implementation. A lot of these systems are complex and need to staff training, or in some cases you may have to hire new employees skilled enough to take care of this. So, the choice is, if the system will save you enough money to compensate for the increased costs of training and still be of value. Do not forget to consider the time value of money.

Integration: The ability to measure changes gives knowledge of what is working and what is not director, this is a power that must be harnessed to evaluate the efficiency of the inventory management system.

It is therefore necessary that the system integrates with accounting, human resources and other other systems, which are commonly used in the organization.

A very common mistake is to draw the inventory reports from the new system and continue financial and other reports in the previous method. This gives an accurate position of the effectiveness of the recruitment materials, staff, money and other resources.

In the end,

large companies and small businesses overall efficiency gap between the two players with the biggest being the best. It is imperative that small businesses grow and prosper by adapting to gain a competitive advantage over smaller competitors.

inventory management in real-time is still a relatively unknown commodity. So unleash the potential of this powerful tool, and gain a competitive advantage.

There is an unwritten rule in business that once it goes public company, it ousted the original founders. Myth: business is great for getting the company started, but not so great when Wall Street looking over their shoulders. Part of this thinking is that the founders of the companies and the Dallas Mavericks, the workers with a passionate vision, unconventional in its approach to management and explicitly - sexy kind of problems that make investors uneasy. (What is sexy mob anyway?)

passionate in their approach, seen by some as little more than preachers who work the gospel of their companies all what it's worth, but when faced with the real management challenges, revealing the methodologies to be weaker than a Spider's home.

to put it mildly, this is a gross generalization is very accurate and is.

For example, Steve Jobs was structured with the vision - the creation of the greatest computer is easy to use in the world, and took byte (pun intended) of market dominance IBM. Passionate and visionary, Jobs was in his corner Steve Wozniak to address Apple's structure. Before these men, working on the computer requires extensive knowledge of code just to do a simple task. Many major computer science seemed to reach those who could not understand the basics of computer. Then Apple came along and changed all that attitudes by inventing a computer easy to use requiring no code, no knowledge of programming, just plug and play. With its intuitive interface than visually, Apple re-worked to define a computer means. They changed the computer business forever by creating computers for the rest of us.

Thus, it was not a mystery why the Mac has become a favorite computer for graphic designers - with the emphasis was on the graphical user interface and ease of exit from the square operations, Apple can be used by anyone. Before Mac OS X, and it was all typesetting in advertising agencies and design firms to be sent to the home of the type can be set in neat rows that you see in magazines and newspapers. You never know what kind of look like until he returned. One calculation error can ruin a piece. Typefaces expense of science was spent only to designers with a penchant for mathematics. With applications such as Pagemaker and WYSIWYG (what you see is what you get) communication and destroyed Apple companies independent typesetting overnight. Now it can be done at home all the typesetting of your desktop and can make changes on the spot. Apple was the company that David killed Goliath apples traders began to take on a cult-like obsession.

But everything was not so good at Apple. Jobs direction of the company seems at odds with CEO John Sculley. This was followed by a struggle for power and the board sided with Sculley - Jobs was forced out and had to press a field day. For outsiders it does not make sense. To seasoned business man, it was not soon enough. He considered the founder of the ideology that was what brought the company to the current stage of profitability and a bad reputation as a barrier to the next phase of success. Legend businessman, unable to take the company forward, prevailed.

in the beginning, and it took Apple's executive team on the road, where he was not before, and profits were proof that all was working. Time will tell, however, that the new CEO, several years of lack luster sales, the price of the stock is low enough to make even seasoned board of directors realize that they had made a mistake. Macintosh began to look like IBM's clone. Just another computer.

, for obvious reasons, and it asked functions again at 97 and began brand Apple to make a comeback. Returned entrepreneurship, Apple stopped making products that looked like gray boxes, and began to develop ergonomic designs back to the industrial design. Been incorporated lessons learned from the computer system next functions "in the lines PowerMac new, brought the iMac Apple brand to return to profitability. This was structured with the operational and strategic power implementation.

brought passion and functionality to Apple. has broken the myth of an entrepreneur. and let's not forget the investment Jobs at Pixar before it was acquired by Disney. How wonderful legend orderly lack of understanding of the real work.

on the contrary, executives and managers who grew up through the ranks of Wharton, Yale or Harvard learning the ropes of hard work and numbers crunching, eventually landing a key leadership position after a great deal of spice, are entirely correct. many business needs this pattern of the operating management with more than 50 million commercial enterprise in the United States, I would say most of them are working in the framework of this administrative structure.

just look at the number of law and accounting and engineering offices which must be serious systems have in the workplace . this is not just a happy accident, I tried it and is brought 101 business correctly and often executives to clean up a big mess was created by the founder who do not know any better.

one of my favorite case to re-organize the ideal is a Harley-Davidson. He led the AMF Harley name in the earth back in the 70s by firing employees and streamlining of production to the point that Harley-Davidson has become the laughing stock of the motorcycle industry. In a bid to push to achieve bigger and bigger profits, forgot the Arab Monetary Fund to provide a distinct product. It did not take long for Japanese imports of better quality to flood the American market.

In 1981, AMF sold Harley to a group of investors von Beals and Willie G. Davidson (yes, grandson of co-founder William A. Davidson) led compared to $ 80 million. In order to get back its market share and maintain the Japanese imports in the Gulf, Harley Davidson and he worked closely with the US International Trade Commission, and asked them to impose a tariff of 45% on bicycles imported more than 700cc's. This was a temporary measure designed specifically to protect Harley and raise the prices of Japanese imports. This is a helping hand, which kept the competition at bay.

for the next step to increase quality while keeping costs low. In Japan after World War II, it established George W. Edwards Deming productivity model using a simple way to request inventory only when needed. Before his methods, usually they kept large companies amounts of product in warehouses. It was expensive to store, heat and / or cool and costly insurance. If the stock prices declined, you're stuck with the goods exaggerated. It can be assemble at such a loss that the company may go bankrupt.

Deming, the father of manufacturing just in time for a good reason - one single-handedly helped Japan rebuild after World War II. JIT inventory focused on the order of only when needed, but more importantly, it gave the workers on the assembly plant floor control on product quality, and even the power to shut down the line if part or the final product does not meet their own standards. Quality over quantity.

executive management Harley deliberately returned to what made their company famous - and macho "retro" appeal of the machines, building motorcycles that deliberately adopted the look and feel of previous sessions with allocations based on customer demand. The outsourcing components such as brakes and front forks, shocks, carburetors, and cut the sources of electrical and wheels of corporate foreign manufacturers and quality increased, technical improvements were introduced, the buyers came back slowly.

with JIT methodologies and return to the quality and reputation of Harley-Davidson began to grow into excellent brand it is today. Even went so far as to get to the US International Trade Commission to lift the tariffs previously. Because people are still buying Japanese imported cycles at a premium, so to raise tariffs, the price remained the same, Harley and allowed to charge a premium higher.

Harley brands today include traditional bikes like Fatboy, female biker brands that focus like a Sportster, and a cafe racer inspired V- Rod with it a retro look. Solid management brought Harley Davidson back from the brink of oblivian.

, but what can we learn from all of management styles? First, let's define the two positions. The dictionary defines entrepreneur as "one who organizes business undertaking, assuming the risk for profit." This individual many times takes on all the roles within the company so that profits and / or investors allow for recruitment.

is the executive defined as "one who runs or manages things from the company's business." In other words, oversees the executive power structure and operations every day of the Council, the owners, or investors. Compensation can be in the form of perks, stock options or bonuses.

both cases it seems as if the entrepreneur himself or herself working and operating executive investors.

So what can entrepreneurs learn from CEOs and executives what you can learn from business?

business must understand that their business (es) must be done without them. Structure and systems must be implemented by the management and every member of the organization should know his / her role. When you invest money and bankers heads in a new start-up, is the first thing you're looking for - business structure. The nature of passionate founder may get them to the table, the real everyday business management but, the day looking for him. Look at Ray Kroc, founder of McDonald's. He created a narrow ways to create each product on the list. In a business where margins are very tight profit, Crook showed investors that the structure confirmed profits, whether there was or not.

executives, on the other hand, you should take a page from the owner of the project through to look beyond the numbers and go with their gut. When he made the Mazda Miata, all data marketing, said there is something a little sports car convertible. It was the last thing on the mind of American consumers. But Mazda did the unthinkable - they put the passion back into driving with a fun and affordable bike that brought back the days of British MG midgets and weekends in the country.

made the Miata makes them look like geniuses. It had expected some sort of direction of the market? The truth is that they have not done anything like this. Mazda took a chance that paid off big time. They put the excitement back into driving. interval. Consumers buy because there is an emotional reason to buy. Crunching numbers do not reveal emotion.

balance between the entrepreneur vs. executive methodologies is a simple form - is the right brain thinking versus left-brain thinking. To really take on the business world, it is necessary to integrate the two together. Look at the leaders you admire better. If you look closely, you'll see that it works and a sense of passion for what they do while balancing systems, as well as the integration of the structure that works during their absence.

Jack Welch is a prime example of someone who balances between the two sides of the businessman and executive. The CEO of a very explicit from GE for more than 40 years. Passionate and rigorous, celebrities became mini appear on The Tonight Show with Jay Leno numerous times. Keep a bread and butter parts of GE (large turbines, electric motors, consumers never see things) a strong, while achieving a balance between consumer products (televisions, refrigerators, washing machines, etc.) with the financial services divisions. Really play all the roles.

Now that he has retired, a spokesman also sought for obvious reasons - he knows how to manage the business from both sides.

Look at me Iacocca, former President Bill Clinton and John Johnson, Mary Kay Ash, Donald Trump, Malcolm Forbes, Warren Buffet, Tony Robbins, Hillary Clinton, the HP former CEO Carly Fiorina, etc. are all reflections balance between spirit regulator the strategy executive at. Balance between passion and discipline is what drives all of them.

Wolfgang Amadeus Mozart once said: "There are sublime degree of intelligence nor imagination nor both go hand in hand in the making of the genius of love, love, love, and this is the soul of genius."

The funny part is a son of Mozart, Franz Xaver Wolfgang was rumored to be a musician and a more disciplined better than his father, but he allowed only Xavier shame for him to focus on the action - his back to the audience. The need to work under the famous father was very difficult, and despite the touring extensively, he faded in history. There is again - passion structured logic and the executive branch.

balance between the two seems to be the road less traveled, but it does not have the greatest rewards. In conclusion, my experience in this broad field, so all I can recommend is that if you are an entrepreneur, learn to build the temple, and if you are an executive, and find what is passionate about the company and disclosed. The results stunned.

Thank you for reading,

Brad

BTW: "I love my Mac" when he speaks of Mac users on their computers, iPods and the iPhone is usually used words like strong words for an inanimate object, but this is the target audience of Apple. They have an emotional attachment to Apple products. Most entrepreneurs dream of creating this kind of customer loyalty. How loyal advocates turned into a cult of fanatics like? We ask Steve Jobs and Guy Kawasaki. It is, in my book, the masters. Know your audience and you have to know their emotions.

Also, Apple broke the mold and businesses. It is one of the few manufacturers of consumer products, which also provides the content. This is like TV factory as well as presentations. But unlike SONY, which does just that, and percentages Apple's profit as a percentage of sales margin of more profitable so much to manufacture. One of the best examples I've seen verticle.

this article and my blog, articles and designs etc ... are created on the MacBook Pro, with a 17-inch screen, and yes, I love my Mac.

Also, I'm not a fan of more than analyzes, especially when it comes to basic human nature. Businessmen shoot from the hip and executives to develop a strategy. One start-up builds, maintains the latter, and builds equity. What is there to analyze?

Here are some "lite" reading on the subject:

Let's face it, the products or services offered by the pricing is a nightmare.

路 km from customers out of 100 say - hey this is very cheap, and I will pay you much more than that!

路 How often do you think that in order to respond to the competition you have to lower your prices?

路 how much you do not really understand what the total cost of doing business is like getting a sale, and production costs of the product or service, and the costs of after-sales support, recovering from total business expenses?

So how do you price the above?

Below are five basic points of reference - they're for "V" to the speed of business you want to generate.

(1). Vital

This is what you need to charge to recover the total cost to run your business. It's based on numbers and will be a combination of:

路 fixed costs: they described as fixed because they do not usually change with the work that 're-size it. Usually this will be your premises, information technology, and manufacturing processes and often your employees as well. Lower is better and outsourcing is a good way to contain these costs. Thinking of renting office space, using cloud computing, and temporary staff and temporary contract.

路 variable costs: change depending how much work you are doing. This is like cholesterol, the "good" because there is a relationship based more direct evidence between what you produce and the price they charge. However, it may mean that the implementation of this work may incur additional costs to stock and work and funding.

Message: you draw but do not get paid!

2. viable

This includes all of the above, but now you are able to build in the margin over direct costs begin to provide a return for you. This includes time spent in the business, and the cost of the capital they have invested business risks taken.

NOTE: It is very likely that you will be able to restore 'premium stress "even personal sure to keep the work / life balance of good and build a good support network.

message: You draw and you do get paid!

3. The size

this is a difficult area.

post. Why? because most business is not necessarily good business!

Let's explore this little bit more.

路 If you were not've got a good understanding of the true costs of your - this is not uncommon for many companies because it worked out, "once" when I started up - but did not provide the time to look into it again - then it is very likely that you do not have to deal with your core costs.

路 issue here is not the volume of sales, but profitability. Are you sure that every 拢 1 spent to get 拢 1 and lot back to cover all the vital things that we talked about earlier.

路 many companies fall into the trap when the pricing of the volume of business of ignoring fixed costs on the grounds that they are already covered by what they are doing now so they can be ignored. But what if you do not get to work to cover the fixed costs? Ouch!

message: You do more work, but you make less profit!

4. Vision

If you start a business and then awareness and understanding of the potential and desire to what you have to sell will be minimal.

. What you need to do is to create a demand and the good news is - assuming that you have what people want - that with the advent of social media this could probably be done in a low direct cost way (as in spending money ) but not low-cost method of indirect (as is the case at the time).

Post Why? Because you will need to blogging, twittering, on Linked In and Face Book and others. And try to get a handle on "opinion leaders" - those people who will be friends and this is a 'must have. "

Why is this important? Because the price which can charge is directly affected by the economic model of "supply and demand". therefore, the more you can create a demand for what you have and the higher prices you can charge if the display is in any form is prohibited.

message: more the demand of the same costs base means more profits.

5. value

so far, so good. I hope you have found this logic to some extent. We are now in a world of fairies and fantasies. that because some of the stuff out there is not necessary that there should be no relationship between what it costs and what you charge.

Post Why? because the value - as opposed to the cost - is the rule of buying individual this done may be with prestige, exclusivity, status, being in the first 100. the good news is that these people will not be price sensitive so you can charge almost what you want - within reason.

do not make any assumptions about where the value is in the buyer's eyes. You can test this in a number of ways. Orthodox model is the pre-launch market research and I would like to mix this with a close review of who actually bought the product and why. Carefully examine what this tells us about buying motives and perceptions of the value of the most important value is delivered.

message: Value is in the eye of the buyer.

The first step is to determine what your customers and clients and wants of the business and what are the objectives, business and hopes to meet and achieve six sigma project. They can include such a detailed list instead of the work will be thoroughly to find the best process to meet all needs.

when it comes time to measure, talking about measuring customer needs against the needs and with the administration. What if the business will be able to meet customer needs in a way that would not be harmful to business will be the same investigation. This also works in the opposite direction to make sure that the company also needs to meet customer needs.

Next, a team of six sigma analysis of the options that have been created and how it will affect how they are to achieve the current production. During this phase, you are creating many options, better and more rewarding and go to the next step of the DMADV (define, measure, analyze, design, verify the process). It will be identified errors in current operations and options created to cope with errors.
during the design process, and will create a new process that will correct the existing problems or create new processes that will achieve the desired results. Best design chosen previously may go through several changes to better optimize production performance of the face.

Finally, and will check everything to be accurate. There may be a dry production runs through this stage in order to ensure that the production will go smoothly and that the final results will be satisfactory for both business and customers.

During the last two stages, can be used for simulation, as well as other forms of design and verification process. If, at any stage, satisfactory success can not be achieved, and they will try again. Still nothing can Lalo be found to fix the problem, there is still a great ask a question of the detailed documents that are stored away, perhaps to the reputation should use Six Sigma team in finding a solution to the problem that stopped the project.

as is the case in all daily interactions, it is important to remember will talk with people from different background and life experiences. Talk and listen effectively are critical to creating an atmosphere of respect with others. Show respect for all, and can encourage open communication to help bring you the staff motivated and homogeneous while colleagues impressive.

improve communications + better results
= more success

three important communication technologies:

1. create safety in the conversation by encouraging others to participate and express their concerns and their goals.
2. create mutual purpose by understanding what others consider the point may be paraphrase back to put clarity in conversation.
3. communication with respect by actively listening to someone else. Pay full attention to the conversation and encourage participation.

my 22 years of experience in business management taught me that building and respect for people with different personalities and different viewpoints relationship is imperative.

The main objective is to develop positive communication style through building a relationship with others. This is a big part of getting ideas across in this, cooperative and constructive manner with mutual respect.

10 ways to achieve maximum results Communications

1. clear and consistent messages in your conversations delivery
2. management to communicate with the knowledge and awareness of the issues of the conflict management
3. work on you first. Do not try to change the other person.
4. handle all discussions with respect and you will receive respect in return
5. stay within the limits of your values, and maintain emotional balance during conflicts
6. inspire, stimulate and motivate others
7. actively listen.
8. never make the other person wrong
9. and during the conflict, to find common ground, and then solve the problem with that in mind
10. not be a victim or play the role of villain in the conflicting situation

concept communicate better when it counts the most is intended to guide ultimately greater appreciation and respect for others, while maximizing the outcome of the talks.

communication and leadership are inseparable.

we have the ability to stimulate, inspire, and motivate people to high levels of performance is directly linked to our ability to communicate well. Be ready with the skills to solve your disputes at any time. Through communication with sympathy, but with force and diplomacy, effective communication to all of those around you will model, and the results will affect the bottom line happily.

about the conflict:

• inevitable conflict
• conflict is evolving because we are dealing with people's lives, jobs children, pride, self-concept, ego and sense the mission or purpose
• early signs of the conflict can be identified
• there are strategies available to the decision and do can
• Although the inevitable, and the conflict must be a minimum, converting and / or resolved

• weak and telecommunications respect
• individual authority seeks
• dissatisfaction with management style
• weak leadership
• lack of openness
• change in leadership
• some body language
• differences, regardless of the case
• withholding bad news
• surprises
• a strong public statements
• airing of differences through the media
• conflicts in the system of values ​​
• increasing lack of respect
• lack of openness in the budget problems or other sensitive issues
• lack of clear objectives
• not discuss the progress and failures in relation to the objectives, and the failure to assess the supervisor to some extent, completely or at all

when they are not aware of what the other person needs or if you are not listening to the message is a good one, saying: occurs conflict. This behavior is unconscious is what prevents you from achieving maximum results in the talks. When a person is actively working in these different communication skills and habits, and achieve better results and less stress occurs in the dialogue process.

devastating conflict when:

• surrounded attention away from other important activities
• undermines the morale or self-concept
• attracts individuals and groups, and the reduction of cooperation
• increases or sharpens difference
• leads to the actions of irresponsible and harmful, such as fighting, calling on the name of

• results in clarifying the problems and important issues
• results in finding solutions to problems
• involves people in solving important issues for them
• encourages communication authentic
• helps to release emotion, anxiety, and stress
• builds the cooperation of the people who join to resolve the conflict
• helps individuals to develop the understanding and skills

• to meet the head of the struggle for
• set goals
• plan ahead and communicate often
• be honest about the fears
• agree to disagree. Otherwise healthy understanding builds better decisions
• Get individual ego out of the management style
• Let your team has created. People will support what helps create
• openly discuss differences in values ​​
• constantly stress the importance of following the policy of
• communicate honestly. Avoid playing "gotcha" games of the type
• provide more data and information than is required
• develop a sound management system

and disputes usually involve:

• changes in the way "we did always things"
• concepts of core values ​​
• determined, articulate advocates from each side
• inability to breach of
• rumors rampant
• Council elections

search for the causes of conflict It is bound to be successful in resolving the conflict.

eight possible causes of the conflict as follows:

1. conflict with the self
2. needs or wants are not fulfilled
3. values being tested
4. perceptions being questioned
5. assumptions that are being made
6. having minimal knowledge
7. are very high / very low expectations
8. Personal or race, or gender differences exist

acknowledge feelings point of view of the person other. Rahim allow people to feel whatever you feel and discuss their concerns. This gives the example for others to hear and accept your feelings as well. You can also actively listening, and give respect to someone else because they express their ideas. This leads to better outcomes for conversation. Ask questions more "open" and creative: "How would you like that movie?" It is an open question that calls for a wide range of answers. "did you love her?" Only refers to "yes" or "no" does not encourage discussion.

Exercise:

• listen more carefully and more responsive
• explain your intent to others and openly invite their opinions
• make an effort to express about yourself more clearly and completely
• transfer of criticisms and complaints in your requests and positive statements and the use of appropriate language to communicate with them.
• avoid controversy over the individual ranking or position. Showing the position logically possible.
• avoid the "win / loss" data. Discard the idea that someone should win
• avoid changing your mind in order to avoid conflicts and achieve harmony (people pleasing)
• avoid a majority vote, the Mediterranean, bargaining, or flipping a single currency. These measures do not lead to a consensus
• maintain the position held different views on both natural and healthy group
• Send an agreement in principle as the suspect. Explore the underlying causes of a clear agreement and to ensure that members agreed willingly

reprint this material
are welcome to use one of these substances. Just make sure you include the "author" box below:

Cheryl Vallejos

Prime community leaders

www.PrimeLeaders .com

Heping good managers become great leaders!

our lives are full of meetings. It seems we can not do without. It seems that business meetings, community meetings and organizational meetings and periodic meetings, etc., to be among al-Qaida. So here are ten tips or rules of the road to make all your productive meetings.

Tip 1 - Create the purpose and goal of meeting

seek attendance to introduce the aim of the meeting (ie what issue do not want to discuss / solution and what are the expected results (ie, what you want to achieve .)

Tip 2 - appointment and distribution plan in advance

once you have a purpose and objectives table constructed about the purpose and objectives mode. distribution of the agenda before the meeting. Include any documents that would to be needed at the meeting. Ask and expect the audience to read the material before the meeting. in this way, the value of time in the meeting not to consume read the meeting materials.

Tip 3 - identify facilitator and Note Taker

assigned the role of facilitator meeting and took note ahead of the meeting. facilitator will be responsible for managing the meeting. each facilitator and note taker will be responsible for meeting the minutes of the case.

Tip 4 - Create the beginning and end time

to set the time, which begins meeting and when it would finish. People respect the time schedules by adhering to the beginning and the end of the applicable times. If someone arrived late start without them and start all over again when they arrive (even if it is the boss).

Tip 5 - Use an effective technique

PowerPoint slides, conferences, seminars, online, electronic white boards ... there are a lot of ways for a meeting these days. There are a lot of technical tools to enhance meetings. Select and use tools efficiently and effectively. Do not choose the technology in order to exist. Sometimes the old fashion paper flip chart work just fine.

Tip 6 - Keep the discussion of the Organization

facilitator must keep moving the meeting to discuss the organization and on the right track.

Tip 7 - stick to the agenda

Try not to move away or deviate from the agenda. If necessary, to decide how to extend the meeting without time. For example, you might shorten the time spent by some of the items on the agenda, if you extend the time for others or add a new item to the agenda.

Tip 8 - Keep focused discussion and in point

stick to the purpose and goals. If attendance facilitator does not need to focus the meeting to the purpose and goals.

Hint 9 - Summary at the end with deliveries, schedules and responsibilities

at the end of summarizing the meeting results and next steps. It should be developed with the completion schedules and parties responsible for the completion and should be identified.

Tip 10 - minute follow-up and other documents

facilitator and takes note that the published minutes of the meetings. It should include minutes of deliverables, schedules and responsibilities assigned.

Following these tips will not necessarily ensure that the meeting will be fruitful, successful. Require good meeting facilitator and attendees / participants who will adhere to these rules of the relevant road. Develop criteria for the meetings of the company and other organizations, make it clear that it is expected to follow them all. This will result in fruitful meetings successful.

quality management techniques usually on behalf of Total Quality Management (TQM). The basic concepts of quality management are:

- continuous improvement process
- Customer Focus
- Prevention of defect
- Global Responsibility

process of continuous improvement happen in incremental steps. It should not be stopped in any case. The first step in improving the quality of workers to look at the work and effort in terms of being part of an ongoing business process.

continuous improvement is an ongoing effort. To strengthen the process of improving the quality improvement project identified with a specific goal. Draft pick with a specific plan to help improve the overall quality management. After this set the appropriate project team to improve it. Identify the steps of the project using a graph, identify disparities and problems in the project. Identify the root causes of the problems and recommend improvements, and implementation. Measuring results and proceed to final implementation. Then start a new project.

must be the motive behind the process of continuous quality improvement of the senior management, but the implementation of a member of the core team and other staff. Improved selection of projects need to focus and pointed. Priority should be given to the problem of dangerous areas and processes that have been selected to improve, and improve the goals to give the appointment to the members of the project team. This is a procedure top to bottom. There are many techniques the difference that can be used to improve the quality of the effort. Training should be provided so that the teams know how to use these quality techniques.

employees who were hired for the project to improve the teams need to know how to use these technologies. Managers need to know the superior of these technologies as well, because it's their job to make it easy to push efforts to improve quality.

everyone is a customer - external and internal customers. External customer is someone who buys a product or service. Internal customers are those who take advantage of what another group providers. This has profound implications to some extent. It means that every work group has to think about providing value for those who use their products. This involves knowing exactly what the user requirements, and to ensure that the process provides it. The first point to improve the quality to determine the customer's requirements. When simple requirements somewhat, and this can be done just by talking to them.

when dealing with external customers and the product is very complex, and determining customer requirements can be very time consuming and require detailed analysis. A useful tool for identifying customer requirements and ensure the inclusion of these needs in the design of the product is a function of quality deployment matrix. Identify customer requirements accurately is an important aspect of quality control. Obviously, it is less expensive to correct an error in determining the customer's requirements before the product is produced it afterwards. So spend the time and effort to learn the needs properly at the beginning of time well spent.

prevention of defect or avoid saves money. Product manufacturing process begins with the specifications. Is created drawings and parts are made and assembled, and the product is delivered to the customer. The cost of correcting an error by a factor of at least ten increases as the product moves through each of these stages. The defect is to prevent or avoid with catching errors as in the game as possible or prevent them from happening at all.

overall responsibility deals with the fact that the overall quality is not only the responsibility of the Inspection Department, but is the responsibility of everyone in the organization. It should be improving the quality of quite rampant. Must each work group to be in the area concerned with the search for ways to improve the quality of the process.

in order to simplify this article and strategic planning will be used to mean the same thing. Budgets and objectives are relevant, so is the implementation of business strategy. The implementation of the strategy in the final stage in the strategy of business (before the monitoring and control). It can be defined as the translation of strategy into organizational work through the organizational structure and design, resource planning and management of strategic change. '' Definition of the analysis, it becomes clear that the implementation of strategic business strategy, therefore, is how to integrate the various components in successfully implemented well.

, organizational structure and design aspect of the definition has to do with how to take advantage of the human resources in the organization, mobilize and organize addressed through the use of the organization; and the design side is that most employers the company can leave if you were not motivated or given the position the right to work in the organization and other words untapped.

next aspect in the implementation of business strategy - Resource Planning determines what resources need to be created and discarded. It deals with identifying resources, and how these resources will be deployed and controlled to create the necessary competencies to implement strategies successfully. This configuration of resources depends on the protection of the unique resources, that is where the strategy is based on the uniqueness of certain resources, such as legal means, and installation resources together (any combination of resources to create competence) business process reengineering (ie to create improved dynamic performance) and exploiting experience by learning and continuously improve the efficiency improvement. One of the many problems is a conflict arises between departments on the allocation of special funds, where money is involved in the implementation of the strategy.

strategic change management is the next element in the implementation phase. This change includes a gradual change who builds only on skills and routines and beliefs of the organization so that effective change, and transformational change, which requires the organization to change the model over time.

in building a strategic management system and budget process should be linked with business strategy. In the beginning the budget process and thus, is set budget and organizational goals and objectives up to the next budget by budget managers, which is aimed at the production of the main budget, which combines the business units and the budgets and functional main task. From the budgets of the period, the budget director builds the core budget. This is then adjusted to calculate the expected value of shareholders' equity, which in turn serve as a test on the company's strategy. This is the point that can be verified by strategic analysis. If the strategic plans do not create shareholder value, they are taken through the cycle adjustment strategy. Once in the main budget and, therefore, the blue prints strategy is through the appointment of the budget to be used and the strategy for its implementation.

get adequate budget is one of the main requirements for the implementation of effective business strategy. The question is where the interaction of implementation of the budget and the strategy work?

There are many flood of evidence of failure in the implementation plans and business strategies in spite of reasonable analysis. Someone has said that good planning can greatly reduce the risk of business failure.

plan to drop the activity in the future. It is usually activated in the budget, if quantified. Thus, the next period of time in which relate to the budget expressed in terms of money. And defined as the financial statement, or quantitative, prepared by a specific accounting period, including plans and policies that must be followed during that period.

In general, they are prepared and procedural methodology budgets usually tracked by most organizations (although the procedures may vary depending on the size and type of leadership vary similar organizations) as follows:

communications details: officials for the preparation of the budget must be aware and informed the company's strategic plans (plans or goals) so that the budget has been designed accordingly. This means that long-term plans of the organization must be taken into account in the formulation of the budget.

main budget, which limits the organization's performance factor. It is usually the demand for sales. If the organization can not make more of their products and sell because consumers do not accept that the price, which restricts the application of the company. Management may not know the extent of factors, for example, the device and the ability of the distribution and sale of resources, even the budget, has prepared a draft. This is the starting point in the preparation of the budget. Once this factor is selected, the appointment of the rest of the budget that can be drawn.

preparing sales budget: These are usually the norm or the initial budget, which was prepared based on sales forecasts and that most of the other budgets emerge because it has proven to be the main factor for most organisation.This budget leads to initial preparation of budgets for the following: the final inventory is good and production resources for the production and overhead costs, raw materials (stocks), raw materials (purchase)

and why is all budgets including full conformity and with another one summed up in a major budget consists of the profits in the budget and account losses and balance sheet in the budget monetary and budget.

cash budget is one of the most important planning tools that can be used for any organization. And it sees its usefulness when it indicates that there is insufficient cash resources to fund planned operations. The cash budget can show four functions or give management an indication of the potential problems that may arise so that management can avoid such problems scenarios.

implications of the situation is one of the regions that interact with the budget implementation of the business strategy. For example, when the cash budget shows the position of the surplus in the short term, and pushed the administration to make either short-term investments, and pay creditors in early to get a discount or increase sales by increasing the debtors and balances, the deficit in the short term, the appropriate actions to be taken by management and include creditors increase, reducing the debtors and arrange an overdraft to finance the deficit. The others dealt with surplus cash position over the long term through a long-term investment, and expanding organically or through acquisitions or diversifying and others. And long-term deficit can be dealt with by raising funding or divestment opportunities in the long term.

is allocated budgets and goals (strategies) clearly to those areas and activities of the organization, which is seen as a priority. If the important things that should be achieved, and priority strategies implemented, we must provide the resources.

However, research in the joint sites between organizations and identifies resource acquisition (ie budget), and the acquisition of cooperative interaction and organizational gain power as part of the difficult implementation processes. Thus, fights between regulatory largest budgets also affect budget planning and affect the implementation of the strategy. For example, where resources are limited and can be restricted, strategic opportunities limited. Since the budget planning is usually annual, often bound budgets to be different from the current situational needs, especially in the latter part of the budget period. Because of this, it has been folded budgets designed to allow for changes in the level of activity, which may result from adaptive changes in the functional and competitive strategies.

It must also be noted here that while the role of financial managers today's fast-moving upstream in the strategic plane, the challenge becomes even promising in light of the accelerated pace of change. This reality, which become obsolete traditional approaches to corporate governance, such as 3-5 years fixed annual planning and fixed budgets. Providing useful financial vision, sooner rather than later managers need to think about business strategy as a process, of course, the ongoing correction is like a series of real options from the statement of projected cash flows and a single.

implementation of the strategy can be likened to the human body without a soul (budget). If there is no spirit in the body, it is considered dead. In the same vein the budget is that the spirit (especially when implementing a new business strategy) to implement the business strategy; and therefore, to that the two are linked and interdependent.

behavior that is reinforced is the behavior is repeated.
behavior is rewarded behavior is repeated.

This is a simple, profound but, the concept is the root cause of greater productivity weakness, broken relationships, and the issues of negative staff and rising doing business costs more than any principle other management, as well as organizations rush that grow and flourish each year's performance.

why the concept - you get the behavior you reward it mean and what is the impact on the culture of the organization and overall performance?

Let me give you an example. You want an employee who is always late to be on time, but do not ask him to delay that after only 10 minutes. So I wish and I hope that the person could just get them - the policy is to be on time. But unfortunately, it did not get the message unspoken and still late. By not addressing this problem, you are sending the message that being late is acceptable behavior. It also sends a message to other employees who are on time, but you might want to be late once in a while, that being late is fine.

There are two ways to reward behavior directly and indirectly. The example above is a bonus behavior indirectly - do nothing. Here is an example to reward the behavior directly. Let's say you want your salespeople to spend more time to get a new job, but your rewards compensation sales activity sales volume of the program only a new account and not. DA, and you wonder why you have a problem?

There are thousands of ways that managers reward the behavior they do not want, and then act surprised when you get the most from it.

what you are rewarding the behaviors in the organization that you need to change? One easy way to determine what these behaviors is to look at the behavior and then determine why this person is acting this way. If you do not like the behavior, you need to change the bonus system. I'm not just talking here about financial rewards - but the social, material and so on.

If you are in a relationship and all you have to do is ever criticize the other person in accordance with the standards of your own, do not be surprised if he / she stopped communicating with you. If you're a fool PIK person's dress, attitudes, feelings, goals or ideas to die, do not be surprised if he / she does not want to be around you. You can get the behavior you reward.

The first step in changing behavior is to identify the behavior you want to change it. Next is to assess the bonus system that is in place either directly or indirectly - Why do they act this way. Next, look at your own behavior and how they contribute to the proceedings. This is not an easy task, but one that will pay handsome dividends in productivity, improve morale, and improve communication bottom line better.

movie, The Social Network, is a powerful picture of how Facebook founder Mark Zuckerberg and his team began with a dream and $ 1,000 start-up, to become the youngest billionaire in the world . At the point of writing, the value of Facebook to be worth at least $ 50 billion, this means that they are worth more than eBay, Yahoo, and Time Warner. This is a very impressive result given the fact that Facebook was launched in February 04.

and there are also a lot of lessons that this film can teach us about leadership and management of the team, this is the final series of the trilogy. There may be some information in the film, which was exaggerated to increase the level of excitement, even Zuckerberg himself, and calls for the social network "inaccurate." Hence, I would like to take all of this information with a pinch of salt Most of the lessons learned from the film itself, and not from real life.

In this article, I will share about teamwork and how it can help you unlock the true potential as a leader.

proper delegation of work. can be the whole team succeed only when you know what their ranges. In one of the scenes in the social network, Mark Zuckerberg wanted to expand the face book, and managed his team for their role, and what I was supposed to do. When the two women who were in the living room, asked if they could help in any way, he refused without a lot of thought to it at that moment, he knew he did not require help them in any way. On the other hand, he said, on the face of others specifically what were their duties. The

and even the brothers Winklevoss defined roles for their team. They knew that were deficient in a special talent when the programmer left the team to focus on his studies. Thus when news leaked that Zuckerberg was able to shut down traffic Harvard with a "joke", he arrived on the spot to him and sharing their ideas with him so that he can work for them.

Once you know what is supposed to be made up of your team, you will be able to find the right person for the job. You need to set goals stretched and measurable for them, and you also need to see the progress. Effective delegation and not just push away jobs that were supposed for you. Actual delegation is to make sure that the person who has the right skill to do what he or she knows best.

For example, let's assume that you're going to increase your customer base with promotional blitz. First, you need to know the members of your team are in this project. Second, then you need to determine who is doing what, and accomplished through a certain period of time. After that, Jane must come with packages of products and links with other partners, and John must reach the X advertising companies with marketing materials. And then once in the planning stage is over, the real work must begin so that the project begins to roll with the momentum of all parties.

quality relationship building first, then your business . Now, not every partner work together in the beginning. It's your job to settle the differences. And quickly. In the social network, and it was Eduardo Saverin his own ideas in ensuring the success of the company. However, Mark Zuckerberg was also his ideas. While he was chief financial officer Saverin in the business, and proceeded to pull Zuckerberg Sean Parker, founder of Napster in the team. Parker portrayed Saverin and be a mutual dislike for each other, and when your colleagues doubted each other, unless you find time to sort things out, and simply be swept many of the issues under the carpet, and will worsen.

as a leader, and you need to take the time to understand your business partner because people want you to understand their aspirations and dreams. They want you to understand what they are good at, and where they can be placed in respect of projects. Why do you want to put a person with zero knowledge in sales without training first? And I have spent the time to understand whether he even likes the sales? So by investing the time to understand your core team members at work, you will be building quality relationships.

therefore understand your team, and they will learn to understand you. It will surely take a long time and this is a fun and rewarding part in building a team.

update is an effective approach to making existing central and distributed systems more responsive to business needs. To meet the demand for business innovation and agility, and organizations that are looking to improve the structure, flexibility and re-use of their work.

an article he wrote in the Harvard Business Review titled tranquility "professional management mind to achieve optimum utilization of the best," provided that the problems by companies in developed countries face was very similar to the problems faced in the third world countries today.

points of influence in organizations are the beliefs and outlook of their leaders and decision-makers. And a sense of purpose and vision and commitment of the leadership institution plays a crucial role in the results that can be achieved. However, it is essential to realize and accept the fact that if the organization is to survive must change and evolve.

if the organization is going to develop, it must be several important strategies and operational practices and methods in general make changes. Because they evolve, it is leaders and staff to be able to comply with regulatory changes or that the restructuring process will not be successful.

to be very easy, because the organization has to be seen as a dynamic system, like any other system, it will not work when they are not concerned with all the ingredients work together smoothly and efficiently. This basically means that any change in the organization should be reflected through a reorganization within the workforce. This is the only possible way to bring about change successfully.

However, it is necessary to update of any kind has to be approached from the perspective of the risks and benefits. It will be another reason to upgrade is to reduce the overall support and operational costs. This is justified only if the savings exceed the cost of the update update. In addition, any change conducted by the organization must include a plan carefully crafted to enable the human element in the organization to understand, to be willing and able to implement the required changes. Otherwise, the cost of modernization will deliver a return on investment for the organization may be, in fact, add additional costs on the initial investment.

when looking to determine where the change needs to take place it is a fact that the organizational restructuring can help in achieving the visionary management gains on the best ways to align the human resources available with the company's needs to ensure the highest level of performance and thus accomplished to ensure the best current success and continued strong profitability and healthy future within the organization.

, solve your problem has been cited capacity for innovation and creativity in the use of knowledge and information for many times as a key competitive advantage in any organization. However, there is a difference in the modernization of a relatively young organization, and the organization that has been in operation for many years.

modern problems can be solved within organizations of aging?

many organizations in the world today proudly proclaims: "We are in the process of restructuring our organization!"

Sometimes I wonder if I could not be more accurate for them to say, "We are in the process of creating a hybrid that will have no clear identity."

restructuring process is cumbersome and takes too long, the result which does not take the form immediately. An activity that goes to the roots of the organization, because it shakes the foundations on which the parent organization was built. He asks whether or not the assumptions made by the founders of the organization remains. That raises uncomfortable questions about the optimal size of the organization. It calls into question the degree of transparency in the financial management of the organization.

and when these questions are directed at the administration, which also happens to be the owners, things can become uncomfortable. When departments are audited processes accurately, many individuals can feel threatened personally. Comfort is directly proportional to the intensity of the resistance and hostility expressed towards the restructuring of the whole project.

restructuring such an ambitious and challenging project, and it is impossible to study all aspects of it in the context of this column. Change Exterior and interior design of the organization is expensive, but it's easy because the carpets, furniture, walls, and even the company logo are without feelings and have no voice. So far the most difficult of the restructuring is part of dealing with people. Fears and insecurity on the surface during this process as never before. Everyone seems to be working on a short fuse and the sounds and the nerves are always on the rise.

many companies are still working on the precise vertical structure and its parental management style.

those who are used to this approach we assume that this is something you accept as part of the reality. Do the minimum, follow the rules, and bow to the authority of, and forget about the whole experience when you go out of the company. Many of the owners of these companies want to change because they see the writing on the wall is very clear: "to adapt to the new millennium and the reality or die."

now the owners want employees to assume more responsibility and management and was the king of them company, etc ... but these employees have been conditioned to a completely different set of values ​​and practices. Paralyzed because if they did not receive clear instructions or "does not / do not do" directives. Frustration on both sides mounts. Owners begin to recruit new blood as a means to break the deadlock dependency exhibited by older employees.

a new breed of staff may be a foreign education, it has 2-8 years of work experience outside the organization; perhaps never lived culture in the organization; has been granted a specific type of organizational structure and working relationships related thereto, and comfortable with "high-tech" information processing in decision support systems, telecommunications and transportation. This individual at risk of acting with an air of superiority in the organization and to the people in it.

perception of the two categories of staff facing each other within any organization you care to imagine. Think about how you will feel individuals: jealousy, resentment, anger, fear, frustration, intolerance and even active hatred will surface. Add to this mix the explosive strains and pressures to restructure the organization and you have a good idea of ​​what to expect when launching such an operation. So what do you do? avoid it? Postpone it? You can not, so what do you do?

First of all, you have to prepare yourself for the worst. Second, recognize the fact that you will make some of the toughest decisions of your entire business career during this period. Third, brace yourself to deal with high stress levels are unusual for the coming 2-3 years. The worst period is within one year. You will also need to face the fact that you will see, a great material rewards in the near future, which may have to rethink and change course several times during the process, where you can test things and people. You simply can not predict the effect on the human chemistry in different parts of the organization.

what the organization can do to facilitate the necessary change enough and update itself effectively?

recruiting the best: "venture capital firms, with the talent and commitment to the recognition as the most important elements for success, and spend a lot of time to choose and follow the best people because it does not make a quantitative analysis of the projects."

"the imposition of development in the intense early: ... For most professionals learning curve depends heavily on interaction with the customer, where it operates under the watchful eye of an experienced coach."

"Assessment and herbs. Professionals like to be evaluated, to compete, to know they have excelled against their peers. But they want to be evaluated objectively and the people at the top of this field."

"professionals boost 'abilities by capturing knowledge in systems and programs. Electronic systems replace the leadership and human control measures to solve the problem. As it can eliminate the most routine tasks, freeing staff for more personalized or work skilled, allowing tasks to be more decentralized, exciting and rewarding. "

" to overcome the reluctance of professionals to exchange information. information sharing is critical because intellectual assets, unlike physical assets, the increase in value with use. "

These points give a brief overview of the many valuable opinions put forward in the HBR article. It is well worth looking for this issue, read the entire piece.

What are the symptoms that organizational restructuring is necessary?

* Staff morale was deteriorating.
* workforce productivity deteriorate and / or stagnant (staying the same).
* customer satisfaction are in decline and / or fewer new customers are doing business with the organization.
* staff performance increased errors or gaps when trying to satisfy customers' demands appear.
* There is a need for new competencies (skills) to meet the expectations and regulatory requirements and customers.
* There seems to be confusion on what individuals, departments, teams, etc ... is responsible for what these groups or individuals will be responsible for.
* It seems that the results of the delivery is not clear.
* departments and functional areas or parts of the organization significantly over the lack of or may not have sufficient resources to meet regulatory requirements.
* Performance Evaluation somewhat biased.
* channels of communication within the organization and is inconsistent, ineffective or entirely too cumbersome to be reliable.
* technological changes required by the changing markets creates resistance and / or barriers to the workflow.
* turnover is growing.

These are just a few of the symptoms that may indicate the presence of an urgent need to restructure parts or all of the organization.

However, it is very important to understand that without the restructuring and, in most of the result in bigger problems and more dangerous than they are now to be experienced well thought out, well designed plan.

organization may have a commercial strategies and ideas is great but does not have a clear effect on how the process of organizational restructuring plan. It is necessary to design and facilitate a clear definition of the different roles, showing what is required of each individual, and the dependencies between the channels of communication that will be implemented during and after the restructuring process. This better ensures that all investments to facilitate the restructuring and to deliver measurable return on investment.

If you have read any material on organizational productivity, or the employee's performance during the past seven years, and chances are good that you came across the concept of employee engagement. Employee engagement is the first proven method to translate the ideas and perceptions of employees in measurable indicator or a leading indicator can predict employee productivity, customer satisfaction, and retain the best performance, and more. During the difficult macro-economic times, and achieve and maintain employee engagement significant challenges that your business can not afford to be delayed until "better times."

It is important to understand some facts about the current economic challenge:

• There were 14 cases of panic the market over the last 150 years.
• Although the market in 1929 fell more than 75% of the top to the bottom in May 1932, over the next five years, the market rose 367% !!!!
• Most of the recessions in the market continues to 15 months - an average loss of 36%.
• Most market bottoms side pass for 5 to 10 months.
• average market expand to an approximate of 68 months and is growing at 176%.

employees need answers about 401K assets now ! The

employee participation is traditionally the field of human resources, training, or development of the organization. However, as employees are forced to deal with the worst recession since the Depression, a proactive approach to educate employees on how to take advantage of this "panic" will go a long way to keeping your employees work. This is where you can be independent investment adviser external recorder played an important role in maintaining your employees work. This short article provides a simple scheme for staff involvement and suggests how you can partner with an expert to ensure yourself that what benefits specialists can effectively help in stabilizing and, in fact, increase the participation of employees on their retirement concerns.

What Do You Need to Know About Post ?

understand what needs to be done starts with understanding a little more about the clash. Although it is outside the scope of this paper to provide all aspects of employee participation, and there are a few things about the participation of employees that need to know the following:

(1 ). What is employee engagement? Post staff is the level of employee emotional attachment positive, neutral or negative, her / his institution and its objectives, Director, position, and coworkers / peers. Is the degree of advocacy, pride, loyalty felt by and displayed through the behavior of the employee.

(2). Why should I care? To organization, and the value of lay involvement as an indicator of behavior in the future and effort estimates. When measured properly, and provides statistical engaging way to maximize the return on human capital. Increase the participation of employees enables the leaders to increase the economic contribution and improve business performance while enhancing the quality of work life! In a world of changing markets and excessive intellectual work that is difficult to measure, and employee participation is a fundamental management tool and direct responsibility for leadership. Organization that post master's staff has a fundamental and sustainable competitive advantage over its competitors that do not.

(3). What is the feasibility study for the employee Post? Very committed staff perform at the highest levels, and deal with problems better, and respond to change and better, and flexible staff who are committed to cut more cognitively. And most importantly, to serve the customer and organizations facing staff and higher engagement are better at creating and maintaining strong relationships with customers. In summary, increased commitment usually means greater business results. Specific studies have shown that high levels as a result of engaging in:

• higher than the average per capita productivity, learning and innovation application
• greater loyalty (stay with the company is one of the least staff work)
• staff more lively and enthusiastic, making them more productive in the group's efforts and makes it fun to work with
• ownership of the largest in the solution enterprise customers problems
[1945004high] quality discretionary effort with a longer duration and intensity more positive than less staff than working completely the other
• economic contributions of employees of the business that are constantly employed costs exceed

put your head in the sand is not the best option at this stage. You will become more knowledgeable and proactive give the employee a sense of confidence and trust my parents are being taken care of.

(4). How to engage employees is measured? As management tool, and measures the degree of participation of the individual in advocacy, loyalty, commitment, pride, and more, to the organization and its goals. And it calculates the measure in favor of the participation of employee responses collected through survey questions. Although the various survey companies have different models of attraction and use different questions, in general, between 4 and 12 study elements provide the required results to calculate the level of participation or as a result. Important results can be sliced ​​and diced in different ways in order to determine the organizational level and at the level of business unit strategy, and at the unit level, and other levels, including the results of the different demographics. And also the results can be compared externally depending on the companies' standard database. " Results industry, regional and results, country results, the other sub-groups can further enhance the value to compare and work planning.

will be easy to measure the impact on your 401K participants. Are they actually put more money in the market? Are they really buy low? They sleep better at night?

What Drives Employee Engagement?

participation to understand the psychological components of motivation and performance at work. Increased participation starts affecting one or more of the things that caused the clash. In the most simple design, and participation is a combination of:

(1). Employee sense of safety and security of - We all have a strong need to feel physically and emotionally safe and secure in our environment both at present and in the future. This need extends to our family and our friends, our society, and so is the leadership survival instinct present in all people. We often use the word "trust" to describe the state of being safe and secure with others.

(2). The employee a sense of belonging - for humans and naturally social (tribal) and there is a strong need to be identified or associated with a group that we find desirable or enhances the important thing for us. Identify with, ranging groups as wide as business organizations, religious groups and social organizations, ethnic groups and cultural groups and more as a means for "ground" ourselves to a set of values, actions, thoughts and behaviors that we find attractive or desirable.

(3). Employee sense of importance - we all have a deep need to feel important, good, smart, unique, special, or different in a way that separates us from the others. This makes us feel that our lives and contributions have a goal and meaning, and that we have or will make a difference in some way in this world.

all the concepts that were very considered "sensitive, feely" emerge as the necessary administrative tool. By modifying a single management approach at the local level and change the structures and systems at the organizational level, and participation can be increased, leading to enhanced performance results (with some delay).

how the external environment affects the post?

in the case of large-scale economic challenges, most everyone who works happy to get a job. Some of the staff who were working before in moderation, you may be quite happy to enjoy their work to become very active. However, for most employees, even those who love what they do, are proud of the organization, and go the extra mile to help the customer, the current recession negatively affect their participation.

is there is simply no doubt that the current recession is affecting employee engagement. Past business cycles have affected only a small number of employees. The current economic downturn has affected almost everyone's sense of security and safety.

even if you have a job, your investments fell. Even if your investments up (which is very unlikely) value of your home constantly, and so even if the work in your organization is relatively stable or grow and affect the "doom and gloom" critics daily cable and staff who know a friend or a family member or neighbor who may lost jobs mean that your employees are suffering from anxiety and stress, which affects their productivity.

Why should employers do?

Typically, activities and initiatives that aim to raise the level of participation of the staff have been targeted mainly at strengthening the feeling on the staff of belonging (for example, team- building, inclusion, etc.) or a feeling of significance (eg, communications , bonuses, incentives, training, special projects, job rotation, etc.). This traditional interventions are still important. However, when they feel anxious most basic things your employees, these activities do little to temporarily "relieve" anxiety.

should ensure that the function of everyone is safe? of course not! Instead, as Specialist subsidy, you can take an active role to stabilize the employee a sense of safety and security on the financial concerns. You can do this by bringing in unbiased independent consultant, registered investment to help you focus on a mix of effective communication, training, training, and advice!

The following four procedures that human resources and / or financial manager can take to make a difference during this global slowdown:

(1). Positive reporting

when positive financial information that is relevant to the present staff, officially shared, often, and completely. This could include the financial statements of companies, (for example, revenue, sales, cost of sales, etc.), industry or sector data (such as analysts' reports, and a decrease in material / commodity costs), state or regional data (such as a decline in State unemployment rate), and national data, (for example, the rate of inflation and consumer) confidence and, as appropriate, international data (for example, an increase in the GDP in India if you sell in India). If your organization's administrators plan change, communicate the information a positive result. 12-20 choose the relevant communication and economic statistics for positive change at least monthly useful.

Can you guess how very emotional when your employees think about 401K assets dropping perhaps 30 to 50%? You can get a tremendous amount of loyalty and trust by reducing your employee concerns through education and advice on what to do in this market decline.

(2). Communication perspective

regardless of the size and complexity of your organization, and share the collective thoughts of the team's senior management on the current crisis. When do you expect sales to change? What about profits / margins? What inflation model do you support? Or how it will affect the package of incentives your organization? Something as brief as a one-page "modernize the financial weekly" sends every Monday summed up the previous week could shed light on the assumptions and perspectives of your great team. This shows that the team is aware of what is happening in the world, and considered this information as part of their planning process. (Note: Some people do not think this is the case).

individuals will identify with the other employees, and the vast majority of all participants 401K, to know they are not alone, and it really is time to take advantage of the situation - buy low!

(3). Empowerment through training

few financial education organizations or information or basic awareness of the benefits exceed 401K plan. Now is the time to do more! At a minimum, and to work with the director of a plan to provide updates to the company-sponsored benefit plans. Consider providing financial training company take care of the important topics for employees, such as credit card debt reduced, and management of the home budget, and giving priority to the expenses and take purchasing decisions, understand the types of investment, how to invest, etc. This type of training staff shows that the organization cares sincerely help them get through the downturn, while empowering employees about their financial future and reduce anxiety through knowledge and skills. More importantly, the employment of all star to come in and give "advice" for employees on what to do in this frightening environment.

empower your employees with the knowledge that what we are going through economically at the moment is in fact nothing new. It was different, but the same is still depressed in many ways. Teach them that if you really want to make money, and now is probably the best time in their life to increase your 401K contribution. By understanding this concept will help keep employees focused on the job, the client, or the level of service is not to worry about the market.

(4). Make it personal

This procedure is highly effective in empowering employees, and the reduction of fear, and create a path forward. On company time, it provides financial review Profile voluntary and confidential to all interested employees in the process. With an external partner or to provide those comments the company a personal financial advisor and when it is available, the use of foreign company for continuous phone or online training resources.

conclusion

upon the arrival of the bad economic times, and there is a direct impact on more than just the bottom line. Employees can easily lose confidence in the leadership and confidence in the future of the organization. The leaders must show these times an opportunity to reduce financial anxiety employee and enable employees with their financial future through knowledge reap the benefits in the short and long term. These companies have a greater commitment and effort of the staff, both in good and bad times.

some commercial departments weekly progress report for the benefit of the team meetings, employees, or any other status. And spends while other managers claim a lot of time in meetings, employees should return to biblical tools that have proven successful for business communications in the past. There are pros and cons to both options. Meetings for example can generate new ideas, and to find solutions to the problems of the group, and help the process of effective decision-making. Those are the pros of the meeting. Most people con largest note is the cost of meetings at a time that can be used for other work. This is true whether the meetings are not productive and in any case the transfer of the team or individual work along. This con frustrating is the case in meetings that are held strictly to put everyone on whatever you are doing other often. The best held most of the meeting, when asked to collective participation and activity.

pros to return to the writing tool, such as a weekly (or monthly) report that this imposes on individuals to focus on what is most important for the management or business, asking only for assistance as needed, and submit their ideas for solutions side side with implementation plans. Of course, another pro is that it reduces the time required to attend the meeting. Cons progress report some loss to cooperate with the team or other personnel, may result in the loss of not meeting camaraderie or team spirit, and. And individual solutions or decisions may not be as good as what the team has come up with. However the pro here is that the decision may be reached as quickly.

whether it is to report on progress in a written report or provided as part of the meeting, the Director of the group to determine exactly what should be in the Progress Report . And the development and use of a standard format to provide help individuals focus on what is important to manage it and not to waste time reporting on the activities and incidentals day after day. In the long run, it saves administrators valuable time, as well as they get the exact information they want and clarification on how they can help in their reports directly to do their job better. Here are four sequential elements in the progress reports that have worked well for managers in the past.

A. relevant to the work report or recipe statistics goals gauges.

This is the numerical data that the coach may want to see at the occasion, but can be skipped when you are in a hurry. This will be the personal goals and opportunities related to work individually and collectively to the shareholders and the objectives of the project managers and lower-level leaders of the difference.

b. # Highlight major accomplishments or secondary priority projects.

Director will put an end to how many items can include report progress. This helps the person gives a progress report to focus on only the high-priority items. Most of the managers was a challenge # 5 individuals to shareholders or 3-5 for project managers and team leaders.

C. Description issues, barriers or problems faced along with possible alternatives are considered and solutions that are planning to implement.

In this section, the Director discover anything that could affect the individual's ability to do the job better or potential problems with the project team or sliding reasons. If the person giving the report very confident and capable, and this section should be the items less than those listed in the field of achievement. If this section was to have a lot of issues, then the patient may need training to build confidence or a mentor to help them become more capable.

D. explain how management can help.

In this case, the director will be the one to get the progress report. If this report is written, and often this section is primarily read and director. Then the director will read back on, although the report to better understand the need. In this way, the knowledge of the Director of whether they need to talk over the phone with someone who gives a progress or planning a meeting to talk with the individual. If you do not give a progress report at the meeting, someone had volunteered to help or give a possible solution through the department issues were no longer needed to assist the Director.

using the four elements of the interim consolidated report makes it easier for individuals writing reports, planning offers the meeting, or just talk about topics related to the work of concentration. Reverence not only saves time, but it helps in choosing the best and the right things to communicate. Use these four components written reports or individual agendas in sub-staff or preparatory meeting to make sure everyone is focusing on the business of high-priority items.

understanding of what makes a good report and the pros / cons do progress in meetings or print will make managers and reports directly reporting more efficient and more effective. When trying to decide how to do progress reports, balancing the pros and cons as well as the benefits and costs. And then determine what kind of progress reporting method fits business needs by looking at the purpose of the general meeting and the main reason for the reports.