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Atricle Dump - Tales From The Corporate Frontlines: Job Security in Today's Workplace
Almost everything these days is available in a branded version. There are cola brands, electronics brands, clothing brands, car brands – in fact schools and educational institutions are branding themselves and so are people. You will find that independent consultants in any field need to make a brand name out of themselves to succeed. An interesting example is a famous dog behavior psycholog
Differentiating and communicating your product’s unique value to your slice of the global marketplace is becoming more difficult and expensive every day. And with the rising costs of R&D and development necessary to create products that really do offer something exclusive and different, just one expensive, ineffective branding or marketing campaign can mean death. But there is a way for comp
Anonymous Submission
I've worked for the same company for ten years now. At the end of last year, we reorganized, and in the process, over 10% of the workforce was terminated. In the wake of the layoffs, morale hit an all time low. My colleagues in upper management were becoming especially depressed. Every meeting I attended began with a discussion about low morale and productivity, complete with a round table of horror stories to illustrate the nightmare.
Our company couldn't afford to see this happen---we'd just restructured out of financial necessity.
Sick of hearing the horror stories and dire predictions for the company's future, I decided to do a little research; I was sure that I could find at least one solution to the declining morale problem. At the next staff meeting, I'd pass what I learned along to my colleagues. The big question was: What could the company do to heal the hard feelings created by the layoffs and restore a sense of security? Here are some of the answers I found by reading through magazine articles, newspape
For many people, both in and out of business, one of the hardest things to do is listening to experts. Why? Because experts generally give advice that runs contrary to what people want to hear. Experts are not always right, but their opinions are worth consideration, especially if all you have to go on is a gut feeling.There are two television shows where people generally ignore the e
Anonymous Submission
I've worked for the same company for ten years now. At the end of last year, we reorganized, and in the process, over 10% of the workforce was terminated. In the wake of the layoffs, morale hit an all time low. My colleagues in upper management were becoming especially depressed. Every meeting I attended began with a discussion about low morale and productivity, complete with a round table of horror stories to illustrate the nightmare.
Our company couldn't afford to see this happen---we'd just restructured out of financial necessity.
Sick of hearing the horror stories and dire predictions for the company's future, I decided to do a little research; I was sure that I could find at least one solution to the declining morale problem. At the next staff meeting, I'd pass what I learned along to my colleagues. The big question was: What could the company do to heal the hard feelings created by the layoffs and restore a sense of security? Here are some of the answers I found by reading through magazine articles, newspap
If you are in management it behooves you to learn about finite capacity scheduling models and how you can increase your output in your production cycles. Efficiency is indeed the name of the game when it comes to output and low costs. I therefore recommend the book; Freebies For Your Customers - The How To Guide!
Who wants a free pen with your company’s name on it? I don’t and I doubt many others do. I recently advised a small business that was charging customers $10.00 if they wanted to purchase a t-shirt with the business’s name on it to stop. Sure they sold shirts to about 10% of their members but the profit margin was only $4.00 per shirt.Instead, I advised them that during the initial sig
Sick of hearing the horror stories and dire predictions for the company's future, I decided to do a little research; I was sure that I could find at least one solution to the declining morale problem. At the next staff meeting, I'd pass what I learned along to my colleagues. The big question was: What could the company do to heal the hard feelings created by the layoffs and restore a sense of security? Here are some of the answers I found by reading through magazine articles, newspap
Workholding components are usually accuracy made production tooling used to securely and precisely place and hold work pieces in a production line course. Workholding components normally comprises of alignment pins, finders, clamps, jaws, bushings, modular fixtures, and as well of some other vises. A worktable vise has flat; a like jaws and is close to a workbench.A machine vise clamp
* First of all---be honest with our employees. They are smart enough to know that NO employer is going to issue a written guarantee of job security for any length of time. Employers that address the future dishonestly only fuel more feelings of mistrust and insecurity.
* Encourage employees to take advantage of available company sponsored training. A broad based skills set makes them more adaptable to changing conditions and more valuable to the company.
* Empower employees by encouraging individual responsibility. When they feel that they are making a real contribution, employees are more confident and worry less about job security.
* Encourage networking. If by chance the worst does come to pass, employees can build a safety net by keeping in touch with business associates, sales reps, suppliers---all professionals in their field who may become valuable contacts later on.
* Provide a means of record keeping. People rarely update their resumes unless they are forced to use them. Find a way to help employees kee
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