 Category :: Management Articles |
Author :: Wendy Cobrda  |
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| Article Title :: Big Company Intelligence on a Small Company Budget |
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| Information is the lifeblood of the economy. That’s especially true for businesses, because the ability to identify current customers and locate new prospects makes the difference between boom and bust. So how do successful companies do it? Through targeted market research, which usually means arcane computer systems, large staffs, and six-figure budgets.That situation is ripe for change, according to the CEO of Catenate, LLC, Wendy Cobrda. “Solutions that used to sell for $100,000 plus are now available for less than $5,000. And even better, these tools are web-enabled, which allow companies of all sizes to easily access the information they need instantaneously for a relati (read full article) |
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| Category :: Management Articles |
Author :: Andrew E. Schwartz |
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| Article Title :: Dealing with Marginal Performers: The Therapeutic Approach |
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| --PREPARATION: The purpose of the therapeutic approach is to spark an employee toward improved performance through counseling. The manager’s goal is to help the employee recognize the existence of a problem, accept the need for change, and formulate his or her own program for improvement. The manager should critically assess his or her own attitudes and opinions. It is important to try to eliminate all personal bias and prejudice or at least be aware of any such emotions no matter how little effect they seem to be having. For the most positive results, the manager should be noncritical or at least noncommittal toward the marginal performer. In addition, the interview should be conducted (read full article) |
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| Category :: Management Articles |
Author :: Sanjeev Himachali |
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| Article Title :: Competencies for HR Professionals in Knowledge-based Industry with Reference to IT, ITES-BPO's |
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| Introduction“High performing HR function affects bottom line nearly 10%”- A surveyCompetencies have become integral part of HR field. In the last 25+ years, the competency approach has emerged from being a specialized and narrow application to being a leading method for diagnosing, framing and improving most aspects of Human Resource Management. Changes to business practice have forced HR professionals to adjust their role and the contributions they make as well as to obtain new skills and competencies to meet these demands.In a survey conducted in USA the following were the observations: (Source Internet)1) HR professionals from high-performing companies a (read full article) |
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| Category :: Management Articles |
Author :: Harry Greene |
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| Article Title :: Conventional business change is the problem not the solution |
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| Since the beginning of business, various methods for operating and developing the business have been identified and refined. These have evolved into the conventional methods that we use today. We improve management and effect business change by adding new conventional methods on the existing methods in place.
We now have a large business change and management improvement industry. There are thousands of books explaining business and management improvement. Management gurus put on all kinds of seminars. Many companies participate, such as vendors with packaged solutions, websites selling improvement methods and techniques, business change consultants and their methodologies, etc. (read full article) |
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| Category :: Management Articles |
Author :: Jeffery J. Downs |
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| Article Title :: Online Billing: To Suppress or Not To Suppress? |
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| Electronic billing or online billing presents opportunities to significantly reduce the cost of sending bills and receiving payments. Experts have identified three areas of cost savings:
1. Decrease in postage from paper suppression
2. Decrease in the number of calls to a customer service organization
3. Decrease in the number of days a sale remains outstanding.
In this article we will explore how to effectively use online billing to decrease the dollars spent on paper and postage.
In order to save on paper and postage you must encourage the customer to decline receiving a paper bill. Some companies rightly ask the question, (read full article) |
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| Category :: Management Articles |
Author :: Andrew E. Schwartz |
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| Article Title :: The Punitive Approach to Marginal Performers |
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| MANAGING A MARGINAL PERFORMER: Often a marginal performer, even after therapeutic counseling, may not understand that his or her work is seen as substandard. The manager will have to ask the employee directly how the performance could be improved. If the manager still meets with resistance or avoidance, as a last resort he or she will have to give suggestions.THE PUNITIVE APPROACH: If the unsatisfactory performer refuses to commit to a self-proposed improvement program, or belligerently denies that a problem exists, the manager has only coercion or intimidation left as options. Although the punitive approach seldom works, situations under which it is the sole recourse do exist. Of (read full article) |
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| Category :: Management Articles |
Author :: Andrew E. Schwartz |
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| Article Title :: Counseling Interviews for the Marginal Employee |
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| ACTIVE LISTENING: The most frequent cause of failure in therapeutic counseling interviews is the interviewer’s tendency to talk too much. Numerous studies have shown that in counseling interviews the average manager will talk as much as 85 percent of the time. For a counseling interview to serve its purpose of drawing out responses from the employee, the interviewer must be an effective listener, not a talker. The manager must know how to ask questions which force the employee to speak about his or her unsatisfactory performance. After asking the question, the interviewer should remain silent, thus compelling the employee to speak.NEVER BE AFRAID OF SILENCE: Most people talk too (read full article) |
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| Category :: Management Articles |
Author :: Andrew E. Schwartz |
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| Article Title :: Reprimanding Marginal Employees |
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| THE MARGINAL PERFORMER: Every manager must, from time to time, deal with a marginal performer — an employee whose work, for the most part, is satisfactory, but who regularly fails in some specific area or areas to maintain a satisfactory level of performance. The work of the marginal performer can be classified as substandard in some cases but not so poor as to warrant immediate termination.FIVE DEADLY SINS FOUND IN REPRIMANDING EMPLOYEES: 1. Lacking a complete understanding of the rules and/or not making them clear to others. 2. Ignoring the seriousness of an offense as well as any mitigating and aggravating circumstances. 3. Failing to get all relevant facts and acting on hears (read full article) |
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| Category :: Management Articles |
Author :: Martin Haworth |
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| Article Title :: Delegation for Business Leaders - How Letting Go Works |
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| A leader’s role is to focus on those areas of operation where he or she can deliver the greatest value and this requires huge shifts in perspective of the role. Leaders differ from managers in terms of accountability.Whilst a leader is accountable for the strategic growth of the organisation and the delivery of results, a manager is more responsible of delivery of shorter-term results through people.These are, of course, generalisations and roles vary.Developing others through delegation is a great way to grow skills and confidence in your workforce. Through utilising the viewpoints of others, you create the variety of solutions which might well esca (read full article) |
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| Category :: Management Articles |
Author :: Michael Mercer |
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| Article Title :: Instantly Uncover Your Corporate Culture |
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| Best Definition of “Corporate Culture”If you ask 10 people to define “organizational culture,“ you will get 11 different answers!Fortunately, from my consulting and writing on leadership and organizational change, I created my definition of organizational culture:“Corporate culture is how every employee knows she or he must act – even if no one is watching.”Knowing your company’s culture proves crucial for multiple reasons, including:+ Only organizational changes that fit into your company’s culture will succeed.Changes not fitting into the culture will fail and not achieve desired results.+ Hire employees who fit into t (read full article) |
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