The Academy Of Business Strategy – The Closely Guarded Recruitment Secret

The recruitment industry has always been reactive by nature. This is not intended to be a criticism in any way, it is just considered to be convention within the industry. An employer advertises a vacancy, a candidate advertises their CV. Prospective candidates are forwarded onto the employer and prospective vacancies are similarly forwarded onto the candidate. This will invariably result in thousands of candidates applying for each individual vacancy and success is ultimately determined by the efficiency of each individual employer’s recruitment procedure. Candidates are always powerless throughout this process. The introduction of online job boards through the internet has only served to exasperate this problem. They tend to identify success in terms of quantity rather than quality. They will proudly advertise that they have thousands or even millions of candidates registered with them. They will also have hundreds or thousands of vacancies listed too. The implication being of course that if they serve this many customers then they must be good. Having said this, online job boards do provide an important service now within the recruitment industry. They provide portals where both candidates and employers can be introduced to each-other and the service which they provide is far more cost-effective than traditional offline advertising and in most cases they provide a more efficient service too. Unfortunately it does not really do very much to help candidates gain better employment and it is still rather like looking for a needle in a haystack. This is because the service which they provide merely ensures that more and more applicants apply to each individual vacancy. It is also widely accepted within the recruitment industry that any vacancy which we may see advertised is always a peripheral vacancy. What is meant by this is that they tend to be general vacancies which arise from prescriptive change such as expansion, or a merger or acquisition. The very fact that the organization does not have anyone in mind for this vacancy who could be promoted from within tells you that the vacancy is probably a peripheral one. Core vacancies are never advertised. The organization will already have internal candidates in mind for these positions and they are too important to risk employing a candidate who is considered to be an unknown quantity. Consequently core vacancies are always the ones we should be targeting. They are the vacancies which constitute power, influence and life-changing personal benefits. A senior manager or partner at a major financial institution, retail organization or manufacturing company will earn an annual salary amounting to several hundred thousand dollars for their services. A senior Director or Executive Officer at the same company will earn an annual salary amounting to several million dollars for their services. How many jobs do you actually see advertised with annual salaries that exceed 250,000.00 USD? There are traditional recruitment companies who practise what is commonly known as head-hunting, but these still tend to be for peripheral positions. The reality is that anyone who achieves a core vacancy within a major global organization will have developed and implemented a successful career management strategy over a sustainable period of time. It is quite literally the difference between success and failure. Recruitment companies and online job boards alike are already thinking of innovative ways in which they can provide better services. Improving online technology is to some extent gradually enabling them to do this. There are growing improvements in terms of the search engines that are used to pre-qualify candidates for employers and conversely to pre-qualify employers for candidates. However the more recruitment companies or online job boards which choose to move in this direction the more they will have to charge candidates and employers for the services they provide, whereas registration, particularly for candidates has been largely free of charge and candidates have grown accustomed to this of course. It is already clear that those recruitment companies who are starting to charge candidates for the service that they provide, tend to provide much better services. The old adage that “you always get for what you pay” tends to apply here. Ultimately these changes while providing some improvement in the professionalism of recruitment companies and online job boards over time will not change anything at all concerning the type of vacancies advertised. Advertised vacancies will always be peripheral. Candidates who have the most successful careers are always those who are proficient at managing their own career management strategy. It is true that we cannot all aspire to be the CEO of Microsoft, General Motors, HSBC Bank, or Mittal. But we can still ensure that we at least have the opportunity to achieve as much as we can with our careers and we will not achieve this if we are reactive by nature and if we do not take personal responsibility at some point for our own career development. After all an individual’s career development surely constitutes a core activity, not a peripheral one!

Best Practices Costco’s Approach To Hr

When employees are happy, they are your very best ambassadors.”- Jim Sinegal, CEO, Costco.

In 2008, Ethisphere named Sinegal to their list of the 100 Most Influential People in Business Ethics- he was ranked #37. The emphasis on employees at Costco is the key to the company’s success and ability to consistently provide a better shopping experience for its members. Jim Sinegal is the perfect example of how the tone at the top sets the tone for the entire company. Costco has developed a reputation as an employer of choice and has maintained a positive public image, all thanks to their brand ambassadors- their employees.

The Costco Way
There a many lessons learned when looking at the Costco story. Many executives once believed that it would be impossible to keep prices low if a company was paying employees high wages and paying for majority of the employee benefits package- Costco is proof that this isn’t always the case. Costco executives understand the impact and importance that good employees can have in an organization. In the Fast Company CEO Interview with Sinegal, they stated that:

“Wall Street grumbles that Costco cares more about its customers and employees than its shareholders; it pays workers an average of $17 an hour and covers 90% of health-insurance costs for both full-timers and part-timers. Yet revenues have grown by 70% in the past five years, and its stock has doubled.”

At Costco, there is a desire to always perform better. Perks such as higher wages, benefits and opportunity for growth allow Costco to attract a large pool of candidates that are of higher quality and are more committed to their job. In the Workforce article, “Welcome to the Club”, they reported that:

“In addition to offering some of the best wages and benefits in the retail industry, Costco rewards employees with bonuses and other incentives. It promotes from within, encourages workers to make suggestions and to air grievances and gives managers autonomy to experiment with their departments or stores to boost sales or shave expenses as they see fit.”

All About the Employees
Much of the emphasis on culture and values at Costco is attributed to the personal interests of Sinegal, their CEO. During the Fast Company interview, they asked Sinegal for his opinion on the rising gas prices- his response:

“Even employees who work at Costco- who make the type of wages that we pay- are being hit at the gas pump. We’re working very hard to schedule people from the same part of town so they can drive together. We’re encouraging van pools. We’re even testing 10-hour days, something we’ve never done in the past. If we can schedule some employees for four 10-hour days, that’s one day they don’t have to drive to work. They’ve got a 20% savings in their gas right there.”

His response to the question really shouldn’t be surprising- I think the shock factor is the fact that a CEO actually takes these types of external factors into consideration when planning for their business. These types of responses paint a clear picture of the culture at Costco. Costco focuses on putting their employees first, which has lead to low employee turnover rates. In the long run, this increased rate of retention has allowed Costco to save on labour costs while continuing to provide employees with significant wages and benefit packages.

When employees feel important and that there is value in the work that they do, it makes it harder to leave their current position and seek out new work. Front-line employees are the ones that interact with your company’s customers each day and are ultimately the ones that communicate the values and culture of your brand to the public. When employees are not passionate about their work or their brand, their attitudes have the ability to influence the customer’s shopping experience. Sinegal started out his retail career as a bagger, working through the ranks to VP Merchandising and Operations at FedMart- eventually co-founding Costco in 1983. Since he has worked in a variety of retail positions throughout his career, Sinegal understands the motivators and impact that every position has on the overall success of Costco.

Tech Crunch discusses the factors of success at Costco in the article “Integrating Ethics Into The Core Of Your Startups: Why And How”, stating that:

“The companys per-employee sales are considerably higher than those of key rivals such as Target and Wal-Mart; customer service at the stores is phenomenal and fast; and Costco continues to expand, both in number of warehouses and in products and services for business and consumer customers.”

The Costco story teaches us all a few lessons that can be applied to our on workplaces: think of the long-term impact of your actions, reduce employee turnover and at all times- let your employees know they matter.

Highly Effective Habits That Make A Successful Ceo

Learn and implement the art of differentiation
Differentiation or positioning has emerged as one of the most important aspects of an entrepreneurs marketing strategy. According to some business experts, differentiation can make or break the success of your product or service in the market, especially for small business owners, start-ups and entrepreneurs. If you can get the differentiation strategy right, you can set your business apart from the crowd.

According to business experts, the parameters on which you can develop your differentiation strategy are the following:

Quality
Service
Price
Perceived Value
Durability
Convenience
Warranty
Financing
Range of Products/Services Offered
Accessibility
Production Method(s)
Reliability
Familiarity
Credentialing

Make sure to communicate to your customer your differentiation and positioning so that your customer can find the answer to the crucial question any customer will ask before investing – What is special about this product/service? Differentiation helps increase gross margins and as the CEO, this area needs your utmost attention.

2.Emphasize personal interaction
Take the initiative to keep an open and interactive communication channel with your clients. Thank them for their business and the relationship the week before Thanksgiving and associate with them in areas outside the business as well. Participate in the charities your large customers support, be a step ahead of others in admitting or identifying mistakes and taking corrective action without delay. When you enable your customers to discover how much you care, they will see you in a differentiated light.

3.Better communication
For a small and medium scale business, communication holds the key to greater visibility. Put more emphasis on verbal communication with your clients and customers rather than the impersonal voice mail and email. When emailing, make sure your email message is clear and concise in its message, the tone is polite and the grammar is correct. Read your email carefully before clicking the send button, because once thats done you cant take it back.

4.Never stop learning and improving
The way to success is through constant learning and improvement. There is no escalator to success. You have to take the stairs. And the most important steps are those of time management, prioritizing tasks, handling multiple tasks at the same time, following organized schedules and employing technology for faster execution. Build these habits into your daily routine and you will find your desk clean at the end of the day.

5.Identify the low performers
Identify the complainers, the gossipers and the low performers. Complaining and gossiping is a cancer inside the company and should not be tolerated. Low performing people drag the whole company down, especially if your people see that you will tolerate this. If you do not take corrective action, everyone will see that they can keep their job by just putting in their time, and productivity will suffer immensely. Upgrade your people on a regular basis.

6.Keep your vision firmly set on future targets
Take a reality check on what the future holds for your business. Develop a 5 year strategic plan, and dont let it just sit on the shelf. Consider Exit Planning as a strategy to cause your company to be more valuable both now and into the future. Work toward the goals you have set with a clear vision of how you will methodically go about taking the steps necessary to achieve them.

7.Get practical insights from other CEOs
Confer with other CEOs and business leaders to get some practical and proven insights into problems you are facing in your business. The best way to do this is by becoming a member of an established CEO Group in Atlanta or anywhere else. In a CEO Coaching association ; CEOs, general managers and executive coaching experts get together to discuss and deliberate on issues and problems of business management, leadership and corporate strategies.

The Power of Travel to Find New Tips For Productive Innovation

I’m staying in a Dutch hotel in a German city. This English quote is painted on my hotel room wall: “The best thing about the future is that it comes only one day at a time.”–Abraham Lincoln

To me this quote suggests

What does this quote suggest to you? Share it with your team as a
meeting starter and see where it takes you and your group. You’ll surely
get nice insights that you can put to work to strengthen your approach
to creativity and innovation.

While attending a networking
reception, I met the CEO of a very fine confectionery company. We got to
talking about why he continues to attend trade shows–he’s a highly
regarded expert in his industry. He made two points that struck me as
very helpful for meaningful innovation:

Point 1:
He talked about how important it is to get out and see for yourself
what’s happening. What’s new? Who’s doing what? Who’s attending? Who
isn’t attending? Ideas start to pop.

What have you attended so
far this year that has taken you away from your daily work grind? What
are you planning to attend that will expose you to new ways, new people,
and different thinking? Sure, we’re living in a connected world. Who
needs to travel when you can just log-on? There is some truth to the old
phrase–you have the world at your doorstep. Here’s a different phrase
to consider–I need to get out in the world and meet the people I
wouldn’t normally meet, see what I normally wouldn’t see, experience
what I normally wouldn’t experience. Innovation comes from unexpected
connections. Go get connected in new ways.

Point 2:
I asked this gentleman what he liked to talk about when he met people?
Right away he said, “Different business philosophies.” I asked for an
example. He talked about the business philosophy of practicing
“incremental improvements.” He went on to talk about how he believes
incremental improvements, over time, degrade the product–flavor and
texture. Before you know it, your product doesn’t live up to its
reputation for excellence. He emphasized you have to fight for what you
believe is right for your product.

I had never heard incremental
improvement described this way before. It got me thinking about
screening questions to ask when you are thinking about implementing an
incremental improvement:

I’m really glad I met this gentleman. He gave me another way to think
about innovation. Isn’t that what it’s all about? There is no one right
way. There are many ways. Go find some new ways to think about
innovation for your business.

Until next time …

Fro 2012 In Hyderabad Concluded Successfully With Tremendous Business Response

Hyderabad February 24th, 2012: After proving the worth through 44 successful demonstrations in most major cities, FRO 2012, India’s National Franchise & Retail show was embarked in Hyderabad recently. The show was presented by Franchise India Asias largest integrated franchise solution company and Indian Franchise Association (IFA). The show laid a platform for companies to present and expand their franchised concepts by networking with potential entrepreneurs in Hyderabad and surrounding cities.

The show boasts tremendous business opportunities for the serious investors with more than 100 stalls and 4104 business visitors. The inaugural of the show was addressed by Mr. P Udaya Shanker, Director General, NIMSME as the Chief Guest along with the prominent Mr. Murali Bukkapatnam, President , TiE Hyderabad & CEO, Mandava Spas & Hotels Pvt Ltd, Mr. Gaurav Marya, President, Franchise India, and Ms. Ashna G Sharan, CEO, Franchise India Exhibitions.

Commenting on the occasion, Mr. Gaurav Marya, President, Franchise India said Franchising in India has witnessed impressive growth of around 30-35 per cent year after year over the last 4-5 years with an estimated turnover of $4 billion. It is helping transform good ideas into businesses. The FRO serves as a platform to identify, foster and commercialise innovative business start-up ideas and to meet the demands of today’s dynamic entrepreneurial arena.

Ms. Ashna G. Sharan, CEO, Franchise India Exhibitions said, FRO is all about getting people the knowledge that they need to take their ideas to create a successful business. FRO 2012 in Hyderabad continues to facilitate startups and businesses in growth stages to expand across the fringe of the Indian subcontinent. Franchise India has always displayed and generated a unique value added proposition for the participants by organizing specific and target-oriented seminars. The two-day sessions will pave the way for propelling hopeful capitalists into the business realms of starting, running and expanding a business. The event also puts collectively a business matchmaking program, as well as the most comprehensive conference schedule.

Franchise India has always displayed and generated a unique value added proposition for the participants by organizing specific and target-oriented exhibitions and seminars. The show covered wide range of business sectors, supplying the needs of not only existing businesses but also of aspiring and intrepid entrepreneurs all under one roof. The participating brands were enthusiastic of getting connected with investors. The key objective of the show was to focus on main areas entrepreneurial entity, which will feature an advantage on pre-entrepreneurship, how to explore business opportunities and putting a business plan together, managing entrepreneurship, reflections and transformation for scaling up a business. The exhibition gathered serious investors, entrepreneurs, professionals, suppliers, and corporate representatives from all across India.

Some of the popular brands exhibited were Athiya Organizational Competencies (P) Ltd, Brainworks, Buzz, Chhabra 555, Coffee Beans & Tea Leaf, Cookieman, Gelato, IFB, Juice Saloon, Mother Earth, Moti Mahal, Mystic Spa, Rockport, Seacret, Wig o Mania, MAPP, La Salle, Tatha, Pasta Bar Veneto, Hoffmen, Discount Pandit, Shawarma Express, Blue Mantra, Arabian Oud, Brewberry, Bionics Hospitality, Cookscape, Addons, Dentistree, Bawree, F-Studio, Skydeelz, Beyond Petals, Roy Jewellery, Kwality Walls, Everonn, STC Technologies, Kent RO Systems, Green Trends, Sebille Educations Pvt Ltd, Cafe Buddy’s Foods Pvt. Ltd, Cuppa Coffee, MYTVS, Ashika Fashion, Expact Group, Agrimart, Eshvens Edutech Pvt Ltd, MDN Edify Education Pvt. Ltd, IXI Logistics Pvt. Ltd., HPS, Sportybeans, New Zealand Naturals, Zinc n Rock, Athiya, Elixir Training Services Pvt.Ltd, Edvance Learning, Marry Brown, Just Blue.in Caf, Cache Furniture, Gitanjali Lifestyle, iServ Commerce India Pvt Ltd ( Fun Mango), Lolipop, Ferns n Petals, Nature Essence, Orra Diamond and many more.

Entrepreneurship Summit 2012, organized by Franchise India, in association with the Government of Indias Ministry for MSME and Indian Franchise Association, will be viewing the presence of over 150 national brands looking for expansion in south India. The Entrepreneurship Summit 2012, conference is information rich, must attend for new business owner and start-ups. This experience will allow hopeful entrepreneurs to establish important contacts and to learn about the newest trends in their industry. The Entrepreneurship Summit 2012 at There are going to be sessions on writing business plans, finding funding, marketing your company and a panel of experienced startup founders & Business Leaders offering hands on advice.

The year 2012 will see the horizontal expansion of the service sector, with many new and unique services being offered for the first time, on that scale and level. Services being a majority segment of the franchising business in India, it will be a major driver for the industry as a whole. We expect the sector to grow by 30% and the consumer products sector by over 25% in 2012, thus driving the overall industry by around 25-30% in 2012. Among the services, education segment, the largest amongst the service offerings, is poised to grow by 18-25% next year, according to Franchise India.

About the Organizer, Franchise India

Franchise India is Asias largest integrated franchise solution company since 1999, with an absolute authority on Franchising, Licensing, Retailing, Real estate and Marketing. The company has consulted several major brands over these years like Sbarro, Peter England, Barista, Booster Juice, Videocon, Perfect Wellness, Satya Paul, Bwitch, HCL, MGF, Quality Walls, Tata, Gitanjali, HSBC, Levis, JK Tyres, Lakme, Ddamas, Adidas, Euro Kidz, The Apollo Clinic, Chhabra 555, Kidzee, Motilal Oswal, Rosebys, Next, Welhome and more, through media, advisory and exhibitions. With its strategically formed divisions, Franchise India has created its own niche as the pioneers of franchise industry and a small business authority.

About Franchise India Exhibition

Franchise India exhibition is one of the key initiates by FIHL .Since its inception in 2003 FIE have benefitted over 4.5 lacs business investors with over 250 shows held both in India and overseas. In 2011 alone FIE has touched over 200,000 business buyers and assisted over 850 companies in their franchise journey with the help of our franchise & retail opportunity expo which is the ultimate opportunity for thousand of business oriented people to discover a plethora of opportunities from all across the country. If you are interested in franchising, whether that is from franchiser or franchise capacity, then one thing that you need to do before making any business decision is to visit a franchise expo.

For further information, please contact:
Ruchika Malhotra | Sr. Manager PR & Corporate Communication | +91 – 9311911705|| Anchit Aggrawal | Sr. Executive Marketing & PR | +91 9650170570 | |for more details log onto www.franchiseindia.com, www.franchiseindia.net

The Superdry Success Story

One of the biggest success stories in the world of fashion in the recent history is a brand that has gone about the business of making, marketing and even selling clothes in a very different way from any of its competitors and even from the established way of doing things in the fashion industry.

The founder of the now famous Superdry label is man called Julian Dunkerton who is now CEO of the parent company that owns the label. Julian Dunkerton had been in the clothing industry for almost twenty years before he started the label. In its first full year of operations after going public, the company has broken records as far as profits, sales and growth go and even the founder Julian Dunkerton admits that in all his years in the clothing industry he has never seen growth and results like this.

All this is made even more incredible by the fact that the clothing brand has nearly tripled profits over the previous year in one of the worst economic down turns that most people have experienced recently and at a period where most businesses are struggling with the fall out of the recession that we are in.

As the growth and the success of the popular label gets bigger and bigger it is now taking advantage of the incredible success that it is experiencing with practices like refusing to pay for store space in malls. Founder Julian Dunkerton says that a lot of the mall owners are in fact paying the company to open retail stores in their malls due to the fantastic amount of foot fall that they generate. Out of the fifteen million pounds that the company spent on opening new retail locations last year, three million pounds came directly from the landlords and owners of the properties that Superdry leased to open its stores.

Julian Dunkerton also lets people in on another secret that he says is key to the group’s success and that is that Superdry’s label has many logos instead of just one like most competing brands and in fact unlike any other brand on the shelves today. This helps the buyers of the brand feel like they are wearing something unique as even if they walk into a club where there are many other people wearing products from the same company, they are unlikely to be seen in the same logo.

Is Market America A Scam Or Is The Forty Five Year Plan The Real Scam

First off, let’s talk about what exactly is Market America and then talk about how it can help you like it’s helping so many others escape the rat race and the 45 year plan.

So, let’s first talk about what exactly is market America, and then we will discuss how their Unfranchise business system is helping so many people get out of what I like to call the 45 year plan scam.

Market America is an 18-year-old company with a proven business plan called the Unfranchise business development system. Are they a scam? Not in the least. Quite the contrary. They are one of the most solid and legitimate opportunities for a savvy entrepreneur that has ever been created. What their mission of creating a system for entrepreneurs to build an ongoing residual income, they are fulfilling this goal more and more each day. With an A+ rating from the Better Business Bureau along with 3000+ brand name companies partnering with market America as well host of other incredible achievements, they are the real deal and will be around for a long time.

Market America was created and formed out of necessity almost 19 years ago when the CEO and founder of the company had enough with the traditional MLM world of false promises lots of hype and B.S., and so he set out to change that by combining the best of franchising and all their proven systems with the power of network marketing to create a hybrid type of business model that is called the Unfranchise.

The other reason why Market America was founded was like any good business to fulfill a need or want. In this case after studying statistics globally, JR, the founder of market America discovered that for every 100 people to retire at the age of 65, meaning most of them here have worked for at least 45 years of their life, hence the 45 year plan scam that I referenced earlier in this article, out of those 100 people who are retired at age 65 only 5% will make it successfully financially.

Out of every 100 people who retire at the age of 65, of the 5 percent that succeed, 3 out of 4 do so by owning their own business. So the fact that you are looking at other alternatives that are entrepreneurial in nature, means you are already ahead of 95% of people. Good for you!

It doesn’t take a genius to look at the statistics and realize that the financial plan that were all sold on for a lives can actually be called a scam. The bottom line is that it does not work and it has been failing people for more than 50 years.

It should come as no surprise to you that hundreds of people every single day are going online, just online alone, and looking at market America as an option for them to get with out of the 45 year plan or at least to be a substitute for what they’re not getting out of their job.

The greatest thing about all this is you now are aware of it and have the knowledge which is so important because knowledge is power, to do something about it change your life. If there is one thing that both the 45 year plan and market America cannot teach you, it is how to become a world-class professional and skilled entrepreneur in this new economy.

Why Study Management

You may be wondering why you need to study management. If you are an accounting major, a marketing major, or an major other than management, you may not understand how studying management may help you in your career. We can explain the value of studying management by looking at the universality of the management, the reality of work, and the rewards and challenges of being a manager.

The Universality of Management:
Just how universal is the need of management in organizations? We can say with certainty that management is needed in all types and sizes of organizations, at all organizational levels and in all organizational work areas, and in all organizations, no matter what country they are located in. This is known as the universality of management. Managers in all these settings will plan, organize, lead, and control. However this is not to say that management is done the same way. The differences in what a supervisor in a software applications testing facility at Microsoft does versus what the CEO of Microsoft does are a matter of degree and emphasis, not of function. Because both are managers, both will plan, organize, lead, and control, but how they do so will differ.

Graduation students
Download Graduation students from (c) Dreamstime.com
Since management is universally needed in all organizations, we have a vested interest in improving the way organizations are managed. Why? we interact with organizations every single day of our lives. Does it frustrate you when you have to spend three hours in department of motor vehicles office to get your driver’s license renewed? Are you irritated when non of the sales persons in a department store seems interested to help you? Do you get annoyed when you call an airline three times and their sales representatives quote you three different prices for the same trip? Theses are all examples of problems created by poor management. Organizations that are well managed develop a loyal customer base, grow, and prosper. Those that are poorly managed find themselves with a declining customer base and reduced revenues. By studying management, you shall be able to recognize poor management and work to get it corrected. In addition, you shall be able to recognize good management and encourage it, whether it is in an organization with which you are simply interacting or whether it is in an organization in which you are employed.

The Reality of Work:
Another reason for studying management is the reality that for most of you, once you graduate from college and being you career, you will either manage or be managed. For those who plan on management careers, an understanding of the management process forms the foundation upon which to build your management skills. For those of you who don’t see your self in a management position, you are still likely to have work with managers. Assuming that you will have to work for a living and recognizing that you are very likely to work in an organization, you shall probably have some managerial responsibilities even if you are not a manager. Our experience tells us that you can gain a great deal of insight into the way your boss behaves and the internal workings of organizations by studying management. Our point is that you don’t have to aspire to be a manager to gain something valuable from a course in management.

Rewards and Challenges of Being a Manger:
We cannot leave our discussion of the value of studying management without looking at the rewards and challenges of being a manager. What does it mean to be a manager? Being a manager in today’s dynamic work place provides many challenge. It can be a tough and often thankless job. You may have to deal with a variety of personalities and many times have to make do with limited resources. It can be a challenge to motivate works in the face of uncertainty and chaos. And managers may find it difficult to effectively blend the knowledge, skills, ambitions, and experience of a divers group of employees. Finally, as a manager, you are not in full control of your destiny. Your success typically is dependant upon others, work performance.

Despite these challenges, being a manager can be very rewarding. You are responsible for creating a work environment in which organizational members can do their work to the best of their ability and help the organization achieve its goals. In addition, as a manager, you often have the opportunity to think creatively and use your imagination. You help gather find meaning and fulfillment in their work. You get to support, coach, and nurture others and help them make good decisions. You shall get to meet and work with a variety of people-both inside and outside the organizations. Other rewards of being a manger may include receiving recognition and status in the organization and in the community. Playing a role in influencing organizational out comes, and receiving attractive compensation in the form of salaries, bonus, and stock options. Finally, organizations need good managers. Nothing greater ever happens by it self! its through the combined efforts of motivated and passionate people that organizations accomplish their goals. As a manager, you can get satisfaction from knowing that your efforts, skills and abilities are needed. Author of this article also writes articles about cost and management accounting.

Rashid Javed is an Asian author. He writes about financial statement analysis, contribution margin, and Operating Leverage.

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Is Being A Silpada Designs Independent Representative Right For You

In 1997, Teresa Walsh and Bonnie Kelly had founded Silpada Designs. They happened to be room mothers for children in the same classroom. The two women struck up a conversation and discovered that both had a common interest in sterling silver jewelry. They tried several business ventures but each time were unsuccessful. This prompted them with an idea to design their own jewelry and show them at their own jewelry parties. Since those humble beginnings, their Company, Silpada Designs has had phenomenal growth over the years empowering a vast number of Independent Silpada Designs Representatives all across the country.

Silpada home shows and jewelry parties can bring in several hundred dollars at each party. Typical sales can run around seven to eight hundred dollars for the jewelry collection. Silpada Home Designs are very lenient on how their representatives run their jewelry parties. The representatives are free to run their parties as choose. This gives a large advantage over other home parties that specializes in the jewelry market, a definite advantage for those that are seriously considering this type of venture. Representatives do not have to follow any sales script, push a particular product, or for that matter required to throw any parties. Silpada Designs even allows you to be creative in your marketing by allowing you to sell jewelry directly, over the internet, by phone or any other creative ways provided that you do not miss represent the product. Many representatives are so enthusiastic about the jewelry line and they sometimes are their own best customers. What better endorsement can you possible have?

Make no mistake; Silpada Designs is a Multi Level Marketing (MLM) opportunity. But do no let that scare you. A Silpada Representative is not bound to hold a certain number of parties or is under any quotas or minimums for sales. The number of parties is strictly up to you. However, holding as many parties as you can earn you a great deal of money. In addition, like other MLM opportunities reps can earn prizes, jewelry and vacations for doing an outstanding job. The general commission for representatives is thirty (30) percent of retail sales for jewelry and fifteen (15) percent for accessories. You can also earn residual income from down line sales made by your recruits. Again, no requirements to recruit or have a down-line sale force.

Sound good right! So the question becomes, “How much is this going to cost me?” Unfortunately, for those that are on a real tight budget, its going to be a little costly. Its going to cost you for a certification fee, learning materials and of course some product. Figure almost two hundred dollars for the certification and learning materials and two to five hundred dollars for some starter product (cost of product to reps are at a fifty percent discount) to show. So I would estimate four to seven hundred dollars to get you going.

If you want to do this but you are concerned about the startup cost, I suggest that you go to a couple of Silpada Design parties and just see for yourself how well the jewelry and accessories sell. If you truly belief that you can make a go at this and you want to be in business for yourself, but have the startup cost, save up over several months or borrow it from family or friends if you feel the need.

Go into this venture with both eyes open and your feet firmly planted on the ground. Remember not to take on more that you can deliver. We all believe that it is easy to sell anything, but retail sales are very volatile and have a lot of ups and downs to it. Keep a keen eye on seasonality and run your business like a professional CEO. Never the less, this is well presented business model and is generally a very easy business to run.

The best part of the Silpada Designs business plan is that this opportunity has instant credibility in that the Silpada Designs Representative receive his or hers commission upon making the sale. You simple collect the money, take your commission and send the remainder to the company for payment and shipment. Other companies do it differently than Silpada Designs. They require all sales profits to be delivered to the company for payment and shipment of the product, then the company sends a commission check, sometimes have the representative wait weeks on end to get paid.

So, is being a Silpada Designs Independent Representative Right for You. I would hope so. Build a career, have fun, set your own schedule and make money at the same time. No experience is necessary, and you can learn as you go. Its one of the easiest ways imaginable to have your own business.