August 12th, 2010
Now there ar a lot of unique givings. But what is most effective? High priority properties of good merchandising presents are long-life cycle, an eye-catching desin and a good variance of distribution. For a longlife present, its need to be a really good choice. It can expose his content very much longer. Therefore it is better to use refillable lighters they can be in circulation for a long time. A bad quality present will be used much less than a gift in high-quality. If we take a pen for example you have to know, that the cartridge should be totally full, so your client can use his present for the maximum lifetime performance. Let us talk about the designing of your giveaway. Your must create a long time permanent impression. If yout take bright colouration or a eye-catching desin, its in addiction to the gift. Its not comprehensible if a toy store advertises with an elegant alloy playpen and a real estate agent advertises with colored .
Promotion must be eye-catching
The third key point is the circulation radius. Presents, which gonna be forgotten in a short time have almost no result of promoting. If your give can be used really often, the advertizement of this giveaway might be greater. You must have focused your item which should pe raised. For the right item, T-Shirts and Basecaps can be right way for a good promotion. If such clothing items are not matching the standing of the company it is better to offer pens and lighters, these universal ones can be used for each products. If the design and qualitiy is right, your promotional give can become a constand attendant. If they are used very much, different someones will see them as well. The USB stick is the favorite present in this time.
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February 12th, 2010
As well as by increasing income, profits can be boosted by cutting overhead and by more productive use of time. Employee performance management software, despite often being overlooked, provides a significant asset for enterprises hoping to do this. It’s common knowledge that making the most out of your company necessitates knowing in what areas each and every one of your staff do their best work, and knowing how to customize your systems to match that. The trouble lies in finding and collating this knowledge. Looking at one aspect of this — staff appraisal, for instance — determining progress and keeping track of it is a huge hassle. The first step is to bring employee performance management systems into play. This allows you to appraise the work of each worker. If this was done with conventional approaches, you now have to analyze all of this data by hand just to set goals, and track future advancement. With performance management software, all you need to do is study the different analyses and factors to determine the ideal targets and then chart the employee’s development. This takes away the demands on your time and may even be more accurate. If you want to you can instead make your own analysis, simply utilizing the software to generate and update a record to use as a basis. Not only that, but helping to make your employees more efficient is simply one of the achievements you can make using performance management software. Both clients and suppliers can be studied using such programs, giving you access to still more performance appraisal tools. Identifying the suppliers that stock the higher grade and lowest priced products can be a great boon. Turning our attention to affiliates, clients, and retailers, it’s possible to determine who who is your best seller of any given product or service if there are payment issues, which client experiences the worst loss percentage, and more. With this information available you become able to customize your ordering and selling habits to boost income and reduce expenses. Who couldn’t benefit from that? To add to this, marketing campaigns become much more effective because you’ll have a deeper insight into your market and the location of your biggest audience.
Performance management software allows you to track your suppliers so you can save money and scrutinze your market to customize your plans and boost your profit margin. It renders staff performance management straightforward and more effective as well as helping encourage employees by determining realistic goals dramatically. To summarize, it’s clear that the potential benefits of this system are endless and will depend solely on your own creativity and ability to use the information provided.
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October 11th, 2009
It’s belief in many businesses that, by giving each member of staff some education in occupational health & safety, they are suitably equipped for a disaster. The reality is that, irrespective of the industry you’re in, an education in health & safety regulatory affairs simply isn’t enough. Equipping workers, hiring an enthusiastic supervisior and coordinating frequent drills are all important factors.
Each team must have an approachable supervisor to watch the work area, however this person must also play another function in the company. The supervisor you employ is required to realise that health & safety education is fundamental and have the ability to get other employees feeling enthusiastic about it.
As well as encouraging compliance with health & safety legislation, the supervisor also should make sure that employees perform every task well. This is a challenging task. The supervisor must have in depth understanding of both the business and production not to mention a high standard of knowledge of the latest legislation involving safety, risk appraisal and emergency assistance techniques.
Offering basic training in health & safety really is not sufficient for your workers. To successfully identify a hazard they need to put their skills into practise. Employees need to know the best way of eliminating safety hazards as well as how best to act if the unexpected happens. Your employees are only completely prepared when everything has become second nature.
The right safety equipment is equally as critical to the well-being of your employees as any training. Without the appropriate apparatus or if they find that equipment is damaged when they are needed, the safety training your staff have undergone is basically for nothing. Regular maintanence of your equipment is invaluable. When anything does not come up to the relevant criteria, make sure that it’s fixed quickly and put it back in the proper place.
Your workers have to get appropriate health and safety training, however they also must have good quality equipment, the chance to practise, and a knowledgeable supervisor who gets the workforce to be enthusiastic about being healthy at work. Then adopting the various safety regulations soon become a part of the workforce’s working habits instead of something for staff to remember.
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September 25th, 2009
It’s a common misconception in a lot of businesses that, if all of their staff have the required level of health and safety training, they now have everything they need to prevent a catastrophe. The truth is though, staff need much more than basic training in health and safety and risk assessment. You must supply your staff with a competent supervisor, not to mention provide the right safety gear and give them the chance to practice. Those in a supervisory capacity has an even greater purpose to play than just general supervision. Whomever you select as the supervisor requires great communication skills and believe that training is great.
On top of ensuring compliance with health and safety legislation, the function of a supervisor also includes overseeing employee performance. This isn’t a simple job. Good business knowledge is a must for a supervisory role in addition to a very high standard of comprehension of the latest legislation regarding safety, risk assessment and emergency assistance techniques. It just is not enough to provide your employees with health and safety education. Your staff must practise risk assessment and the identification of hazards. Staff additionally must have insights into the steps necessary to remedy the situation as well as how to react if anything unexpected happens. Employees are only really prepared when their training and procedures have become a habit.
Education is by all accounts useless without safety apparatus. When they are without gear they need, or even find that supplies are not functioning properly in a crisis, the education they have already finished will have been a waste of time and effort. It’s a good idea to schedule frequent inspections to ascertain if you have all the essential supplies and to make sure it’s working properly too. If you have a fault with your safety equipment, have it mended or serviced as soon as you can.
Your workforce need to receive appropriate health & safety training, but they also must have good quality apparatus, frequent practise sessions, and a supervisor who has the kind of enthusiasm that is infectious. When you follow this advice you will find that health and safety legislation will be ingrained in your business culture not something that staff have to try to remember.
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September 17th, 2009
To learn more, we suggest you surf to our exceptional website for performance review form tips…
The current economy means that it’s easiest to ramp up profits by minimizing expenses, not a growth of income. An often omitted asset in this, however, is quality employee performance management software.
It is common knowledge that a profitable business customizes its systems to the abilities of each employee in order to get the most out of them. While this information is important, it isn’t too easy to get hold of. Identifying and keeping track of progress through employee performance appraisal alone can be a significant amount of work. You first put employee appraisal systems in place in order to appraise all work carried out by each member of staff. And if you’re using traditional methods, you will have to examine all of that data by hand simply to set goalposts, and track future progress.
Using performance appraisal software, you simply look at the different analyses to deduce the ideal goals and subsequently follow the employee’s development. By doing this you remove a major demand on your time and probably also find yourself with more accurate information. It’s also possible, of course, simply to use the system to record raw information like performance review forms and to make your own assessment.
Not only that, but helping make your employees more efficient is only one of the achievements you can make using performance management software. It’s often worth studying suppliers and clients to better reduce costs by precision ordering. You can find out who provides products with the best quality, for the best prices as well as identify those with high loss rates or poor delivery times. Clients can be assesed in terms of a different metric, and just as with suppliers and internal questions it’s possible to help your bottom line. With this information at hand you become able to customize your ordering and selling habits to boost income and minimize costs. Who couldn’t benefit from that? With this data you can determine a priority demographic. With this in mind marketing becomes more effective and simpler to plan.
You can track your suppliers in order to minimize costs and stay aware of your target market so that you can make more money employing performance management software. It renders staff performance management quick, simple, and much more effective when encouraging employees through definable achievements decidedly. With that taken into account, it’s clear that the potential benefits of this system are endless and will depend exclusively on your own ability to use what you learn…
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August 19th, 2009
Numerous human resource managers believe that, by giving each member of staff some education in workplace safety, they have everything they require to cope with an emergency. Realistically though, training in health & safety regulatory affairs simply isn’t enough. You need to provide your employees with sufficient supervision, the appropriate equipment, and last but not least regular practice.
To learn more, you are advised to visit this excellent resource for safety policy clues
Every team must have an effective supervisor to oversee the work area, yet this individual also needs to play a greater purpose in the company. Your selection of supervisor must be enthusiastic and also see health & safety training as important. As well as following health & safety legislation, the supervisor must furthermore make sure that each employee performs efficiently. This is not a simple task. In depth business knowledge is an essential in a supervisory role not to mention an in depth comprehension of the latest legislation regarding safety, risk assessment and first aid.
It simply isn’t enough to send your employees to a health & safety training program. To successfully spot a problem area they need practise. Staff in addition must have a good comprehension of the required precautions that they’ll need to put in place and also how to manage if disaster strikes. Only when these procedures become a habit are employees properly protected. Training is in reality useless without the required safety supplies. Should staff find they are lacking the equipment they require, or find out that they’re damaged only after an emergency has occurred, then all the education your staff have completed is wasted. It is vital to perform thorough checks often to ensure that you are in posession of all of the required gear and that it’s all in a good state of repair. When an item will not meet the relevant criteria, make sure it is fixed or serviced as a matter of urgency. Health & safety education is critical to the health of your personnel, but they need decent apparatus, scheduled practise excercises, and an experienced supervisor who can get the workforce to be enthusiastic about working safely. And then abiding by the various safety regulations before long become part of the staff’s working habits rather than something challenging that staff have to make an effort to remember.
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June 1st, 2008
The demand profile of products that have been on the market for a while, using tried and tested supply routes, can be forecast with reasonable accuracy, allowing inventory levels to be lowered to healthy levels. In an ideal world, the manufacturer will produce the right quantity for the demand that is out there and each point in the chain, through importer, wholesaler and retailer, will draw as much stock as they need on a just-in-time basis. In reality, of course, most products have not had years to mature in a tried and tested supply chain. There is no art to setting a computer system to count ‘em in and count ‘em out again and tell you how many more to order. There is art and almost beauty in a system that can:
1. Take into account the forecast temperature and other weather variables
2. Take account of local, regional, national and world festivals and events that skew demand
3. Use fuzzy logic to mix in this time-yesterday, -last week, -last month, -last year parameters
4. Take account of pricing of the product, including opposition pricing
5. Include related product performance (if you are selling tinned peaches and a load of low priced fresh peaches come onto the market, you may need to trim your forecasts)
6. Fluctuations in currency values and the economy the any given location
7. Demand variations caused by tv shows or films. Product marketing is usually well co-ordinated with a film producer, for instance, but there are often side-effects: some products that were not purposely placed in the film will still see a spike in demand (or even a fall in demand in some cases). Also,
competitors may have been caught sleeping, simply unaware of the placement. That brings us to no.8….
8. Market intelligence. What are your competitors up to, or more importantly, what will they be up to?
The above just deals with the demand side. On the supply side of things you may also want your system to take account of optimum production runs, cubing in shipping containers and other vehicles, factory shut-down times, industrial disputes etc etc.
There are systems that can do some of the above. There are also systems that claim to do the whole lot. You will understand, though, that stock management is still very much a human-led activity. A real person needs to see the quantities that the computer has decided to order. There always must be an override facility. Somewhere in the chain a human being must take responsibility for the amount that is ordered. There must always be a watching brief over the variables that any system uses. Most stock management systems are self-correcting. Even the most crude operations have a self-correcting feature where, for instance, out of stocks result in an increased order quantity next time and over-stocks will obviously see a downward adjustment. And that illustrates the point of this article. No system is perfect. Demand and supply patterns do not follow predictable paths - forecastable perhaps, but not predictable. There will be overstocks and out-of-stocks.
The answer? Well this depends on the product’s profitability and how critical it is to your business. If a product is very profitable then it would be a crime to run out of stock. You must maintain stock quantity at well above comfortable levels. The high profitability will pay for the extra costs of storage and even pay for write-off or write-down costs if the product suddenly becomes obsolete (it happens!). On the other hand, a low profit product can easily be tipped into a loss-maker by adding overheads that it cannot sustain. High volume products are high volume for a good reason and they are probably being worked in a very competitive environment. The only long terms answer is to drive down supply
costs. A way of mitigating the situation is to get the marketing people to find some space between your product and all the others out there. You need an edge so that volumes can go even higher, thus allowing a pro-rata reduction in costs or even so that you can eventually raise the price of your product to match its perceived higher value (I admit that this is simply unthinkable for some
products, whatever marketing you throw at it). Just bear in mind that a small operating loss is just the flip side to a small operating profit. Do not panic. On the other hand, it could take weeks or even months to recover from an out-of-stock. The loss of goodwill could be a major blow. You need to be in
profit for longer periods than when you are in loss, so tweak the controls and don’t take an axe to stock inventories if an overstock has temporarily drawn your product into a loss. The important thing is the long term requirement that you keep the customer supplied and maintain - and grow - demand. High volume demand is a valuable thing. It may seem like you are the busy fools, but you have volume and goodwill, and most companies would do anything for that.
When all is said and done, most points in the chain will keep strategic stock. Some will keep investment stock. Some stock, whether planned or otherwise, will be held for long periods of time. Take, for instance, Christmas lines. Many do not suffer from changes in fashions. The same product will sell year after year. It makes sense, therefore, to mothball some Christmas lines for most of the year until their time comes round again. Did I say mothball? This is apt, of course and brings me on to my last point. If you plan to keep stock for a long period, either intentionally or otherwise, don’t forget that it needs some looking after. So, if it is clothes, beware of moths! If it is food, beware the sell-by of use-by date. And for EVERY product, and for everyone out there, beware of DUST!
It simply amazes me that products can come out of storage complete with an added layer of dust. Even well packaged products suffer as the dust finds its way to the primary product. Before I open a tin of beans, I will always wipe off any dust, as this may otherwise find its way into the food. Expensive items - take electrical goods, for example - can be affected to the point that they may need to go back to the factory for a clean up. The worse thing, though, is that customer perception will be damaged.
Pallet covers are inexpensive and add only the tiniest percentage to costs. They cover the tops of pallet - where most dust will settle. Pallet shrouds cover the sides as well. They will provide even greater protection not just against dust but also against water from overhead sprinklers.
If you are in the business of stock management, then you will know that the human being is an essential part of the process. There is no computer system out there that has ever been able to do all of it on its own. After all the number crunching has been done - and that is the scientific bit - it is time for the experienced and skilled stock manager to weave his or her magic - and that is the artistic bit. Stock management is more than just looking at numbers. Computers see numbers. People see products and customers.
Vernon Stent is the content writer to http://www.5es.co.uk who proudly sell pallet covers and pallet shrouds.
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May 27th, 2008
The director of telemarketing operations at a financial services company looks out across his 3600 square foot call center on a typical Monday morning. “Look at all those empty chairs”, he laments. “It is sickly Monday and my partiers are taking their usual unscheduled day long break”. The problem of the “three day weekend” or absenteeism in general doesn’t just affect the manager in this setting. What about the other 80% of the work force who showed up? They are now burdened with additional duties while filling the vacancies that have temporarily developed.
With the challenge of recruiting qualified workers becoming more difficult all over the nation, the last thing American businesses can afford is to have major portions of its existing work force abusing drugs - on or off the job. The truth is that most employees do not engage in illicit drug use and most do not want to work side-by-side with drug abusers. A majority of employees are parents who are concerned about the effects of drug abuse on their children, now and in the future. Given this profile of the typical American workers, it is clear that substance-abuse prevention can and should be viewed as a common concern of both employers and employees.
We interviewed one company that has recognized the true damage that drugs in the workplace causes and why it is still prevalent. Labwire, Inc. (http://www.labwire.com), a Houston, Texas based developer of online security solutions, began addressing what many medium and large size companies have consistently failed to addressthe true cost effectiveness of their testing programs. “What stops companies from being effective about drug prevention in the workplace is the apparent cost to do so”, states Dexter Morris, President of the company. “What most companies don’t understand is the wasted cost of NOT using the latest in technology management in handling such issues,” he added.
Drug use in the workplace costs this country billions of dollars every year in lost productivity, increased health problems and workplace accidents, to say nothing of the problems it causes us at the federal and state level with associated family problems. Contrary to the typical portrayal of drug abusers, many apparently functional drug and alcohol abusers manage to hold down full or part-time jobs, masking their destructive problem from their employers. In fact, over seventy four percent of all current illegal drug and heavy alcohol * users hold down some type of job. *(Those drinking five or more drinks per occasion on five or more days in the 30 days preceding the survey). According to the U.S. Department of Labor, more than 8 million Americans use some type of illegal substance.
The overall cost of illicit drug abuse is estimated to have been $160.7 billion in 2000, and 69 percent of these costs are from productivity losses due to drug-related illnesses and deaths. Reducing substance abuse positively impacts America’s economic landscape.
Medium businesses bear the greatest burden of substance abusers. Traditionally, larger employers participate in drug-free workplace practices. As a result, medium to large employers who do not have drug free workplace policies in place are - in essence - adversely selected against in terms of the employees that are left to hire. Another thing to note is that substance abusers will steer away from drug-free workplace companies. They will work for those businesses that don’t have a policy or a program and where there is no drug testing involved. Let’s face it, no abuser wants to be detected.
“The fact that medium and large size companies are at greatest risk is why we developed our web-based employee screening process. Any company can deploy this system inside of 30 days”, says Morris confidently. “In fact, we can train up to 100 human resource people on how to use our system in only 60 minutes online”.
Morris went on to say that just the cost of workers compensation claims can bury a company.
Drug-using employees are 3.6 times more likely to be involved in workplace accidents and five times more likely to file a workers’ compensation claim. Between thirty eight and fifty percent of all workers’ compensation claims are related to substance abuse per the National Council on Compensation Insurance.. Substance abusers are three times more likely to use medical benefits than other employees.
According to Edward Poole, president and COO of OHS Health and Safety Services Inc., in Costa Mesa, Calif., several government and private industry studies concluded that each drug user in the workplace “can cost an employer an average of $11,000-$13,000 annually.” Despite studies and surveys that indicate a significant number of substance abusers hold jobs and work while under the influence, Poole points out that many employers have an “it can’t happen here” attitude about substance abuse in the workplace. “Once they get in there and implement a policy and start testing employees, they’re usually very surprised by the results,” he says.
Poole tells the story of one client who operated a small, local delivery service. When a representative from OHS Health and Safety Services visited the business owner, he stated repeatedly that there was no reason to conduct drug testing in that workplace. After all, the company had only 63 employees. After a couple of years of rebuffing them, the delivery service owner called OHS to start up an immediate screening program. Apparently the company had a change of heart after observing unusual behavior in their workforce. OHS showed up unannounced one day after performing roughly 45 days of drug free workplace education, and did what’s called a “sweep.” They were going to test every employee in the workplace.
Nine people immediately walked off the job. Says Poole, “One or two probably had deeply rooted beliefs in the right to privacy and all that crap, but it is probably safe to say that most of those nine employees would have tested positive.” Out of the 54 who took the drug test, 19 tested positive for marijuana and several tested positive for cocaine as well. “The employer was shocked,” says Poole, “Most employers have no clue how many employees are working under the influence.”
Once a company decides to confront its potential workplace issue regarding illicit drug use the problem of finding the appropriate security company crops up. “There are a lot of companies professing to have the expertise to address drug screening issues”, Morris cautions. “Just find out what their track record is and talk to some of their clients”.
Many companies are heading the warnings about drug abuse in the workplace. According to data on companies that test employees, drug testing increased from twenty one and a half percent to almost eighty five percent in one six year period - a two hundred and fifty percent increase. Recent evidence suggests that drug testing has now leveled off and in fact has decreased slightly, but primarily among medium businesses. National studies indicate that sixty six percent of the country’s largest firms engage in some type of drug testing. Among Fortune 500 companies, during the late 1980s and early 1990s, drug testing likewise increased in use. For example, in 1985 about eighteen percent of Fortune 500 companies tested their employees. The number increased to a high point of forty percent by 1991. Among Fortune 1000 firms, forty eight percent of employees are subject to drug testing.
“These are good trends overall”, says Morris when asked about the increase in drug screening across the US. The weakness in screening program administrations (drug testing and background screens) by medium and large size businesses is the increasing focus of Labwire’s business model. “We know what the solution is for tens of thousands of companies, and we are it”, concludes Morris. With companies like Labwire, who are building affordable applications, coming onto the scene, maybe your call center manager will have better attendance on future Monday mornings.
Laura Betterly
Press Direct International
Press Direct International is a global information web site providing indispensable information tailored for professionals in the financial services, media and corporate markets. Our information is trusted and drives decision making across the globe. We have a reputation for speed, accuracy and freedom from bias. For more info visit www.pressdirectinternational.org
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May 16th, 2008
‘Goodwill’ is regarded as an intangible asset in a business. Goodwill carries a value over and above the tangible assets of a business, and representing all benefits derived from the distinctive location, trade and brand names, credit rating, reputation, cusotmers and patronage of the business. When a business is sold, a charge is usually applied for the goodwill as one of the assets.
Goodwill develops by virtue of quality of products or service found beneficial by the customers, clients, users, vendors etc. and the manner and style in which the products or services are presented. Good advertising helps in accelerating pace of development of goodwill and prestige. Usually advertising and other image building techniques take goodwill and sales to new heights of fame, renown and prestige. Sponsoring sports and social events, donations to charity etc help in enhancing prestige and fame.
A brand name can help add to the goodwill of the business besides acquiring its own goodwill value. Truly great brands are far more than just labels for products or trademarks; they are symbols that encapsulate the desires and liking of consumers as well their trust and confidence. In most cases products acquire fame under their brand name rather the name of their manufacturer as we see in case of cold drinks and soaps etc.
On other hand there are many companies, which are famous, and their name helps in generating confidence and trust in their different products. The products of Pharmaceutical and Electric Companies and different brand names for their products may not be as famous as the company itself. It is the prestige and goodwill of the company that helps in improving competitive position of the product in the market.
Trademark as a name, symbol, or other device identifying a product, officially registered and legally restricted to the use of the owner or manufacturer becomes an intangible asset and part of good will that can be sold separately or its use allowed to different manufacturers in different areas. Most franchise businesses owe their success to the fame and prestige attached to their brand names. Most chains of hotels and restaurants have been able to expand their franchise business world wide merely on the strength of goodwill attached to their brand names. Investors find it safe to rely on the prestige of the trade name rather than developing their own trade mark. Though they benefit from the guidance of well experienced experts and the prestige attached to the trade name, they have to pay royalty to the owners of the trade name.
Considerable efforts, ingenuity and investment are entailed in popularizing trademarks and brand names and building prestige for the organization. Content of the human intellect are deemed to be unique and original and to have marketplace valueand thus to warrant protection under the law. Intellectual property includes but is not limited to ideas; inventions; literary and art works; medicines, chemical, business, or computer processes; and company or product names and logos. Intellectual property protections fall into four categories: copyright (for literary works, art, and music), trademarks (for company and product names and logos), patents (for inventions and processes), and trade secrets (for recipes, code, and processes). Laws in many developing countries need to be reviewed and improved as concern over piracy of software, movies, music etc is being continuously expressed by the producers of movies and developers of software.
Relentless and persistence efforts are always required to maintain and enhance goodwill. Quality of products or service is of prime importance but many other factors are also important. Here is a partial list of the factors that can help in improving or damaging the goodwill.
1. Best possible quality for Sales presentation and distribution channels must be ensured. The quality of advertising, wrappers, packing and warranties is also vital. Location of offices and furnishings of high standard and good taste are always helpful.
2. Customer care and after sales service. Great damage comes from inattention and rude behavior of staff. Good service leads to multiple sales. If you take good care of your customers, they will open doors you could never open by yourself. Always strive to provide service above and beyond what the ordinary organization would give. It will help you build long-term relationships, trust, and referral business.
3. A comprehensive advertising and goodwill maintenance program must be kept under constant review. Advertising in papers and magazines, television, radio and Internet must be planned with great care based on assumption or surveys of your penetration in markets of different segment of population. Selection of site for hoardings, posters etc. must also be made in consultation with the experts.
4. Innovation and Research: By encouraging feedback from clients and sales outlets you can make improvement in designs and contents of new models or launch new and improved products. You must also keep a watch on fads and trends in those segments of population where your products are used.
5. Provision for participation in trade shows and in charity program and sponsoring sports and cultural events must be made in your budget.
End of article - Words 843
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Shah N. Khan is editor of Weekly Fraternity Briefs http://www.yahoogroups.com/group/fraternity2 He also works as a marketing and management consultant for outsourcing different jobs via Internet in South Asia to achieve economy in labor costs or to help business organizations in publishing and editing ezines for customers and prospects. Email shah1936@yahoo.com
http://www.geocities.com/pinclub
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April 8th, 2008
The pressure and focus on bottom lines for a manager is
tremendous. The manager spends the entire day in number
crunching and taking decisions purely on the basis of optimum
profitability. While this may seem quite good, the manager may
actually be losing money for the organization by losing focus on
a broader and more valuable aspect of vision and leadership.
World class organizations and managements are those that while
being profitable have also a great vision. Everyone is very
clear about the direction in which the organizations is headed
and willingly contribute towards achievement of those goals and
visions. The sharing of vision is so effective that most of the
employees and more so the management believes that it is their
vision and not the organizations.
None of these great organizations have bottom line as a vision
or mission statement. The vision is something larger and so
powerful that they result ultimately in healthy bottom lines.
A vision statement like ‘To Be The Best’. Let’s Do It’. ‘We Are
in the Happiness Business’. None of these vision statements
reflects profitability even remotely. If anything they do not
even talk about their business. The vision talks about a
philosophy. In fact they are so compelling and bold that they
may actually be resulting in huge investments or short term
losses to implement. However the powerful vision leads people to
think their work is worthwhile. Millions of ordinary
organizations with bottom line focus is not able to enjoy the
kind of profitability that an organization with a compelling
vision does.
Visioning requires leadership not management. Visions are also
not for the squeamish and the weak. Visions are for the bold and
the futuristic. Great visions entail a great leadership.
The world and the markets are drawn to great visions. It is a
kind of force that generates immense attention and positive
recognition from the markets, consumers and stakeholders. A
Great vision unleashes a positive force, passion and energy
shaping the organization into a force to reckon with.
The result is a great leadership, inspired managements and
healthy bottom lines.
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