Actual for You - Business

How to Make Sure Your Ideas Appeal to Everyone
You will be more effective delivering presentations when you use gender neutral speech.This avoids offending people by implying stereotypical behavior. It also makes your message more inclusive, which increases its appeal to all of the peopl

Starting Your Own Courier Service
Sooner or later everyone has dreamed of quitting their job and starting their own business. Unfortunately the main thing that stops or prevents someone from making the dream a reality is usualy what I call the 'two F's', and this is 'friends' and '

PREPARING EMPLOYEES FOR THE PERFORMANCE APPRAISAL INTERVIEWS: Remind employees to give some thought to the purpose of performance appraisal: it is a means to learn from the past, plan for the future, and improve effectiveness and work satisfaction. The performance appraisal discussion is an opportunity to motivate, recognize, and reward your employee. It is a time for you and your employee to share perceptions about the employee’s accomplishments during the performance period. It is meant to be a culmination of all previous communications made during the performance period.

PREPERATORY QUESTIONS FOR EMPLOYEES BEFORE A PERFORMANCE APPRAISAL: 1. What is the overall purpose of your job? Think about what your contributions are to the operation of your work group, department, and the university as a whole. What is the output of your job, not just the specific tasks you perform? Why does your job exist? 2. What are your major areas of responsibility? Which are the most important? Why? 3. What are the performance expectations of your job? What is your understanding of how well each part of th

My Ten Insights to Playing a Bigger Game (Part 1)
I was talking to a friend of mine who had invested in a very high end coaching program last year. As I was asking him about his experience and what incentivized him to invest in his growth he said, 'I knew if I really wanted to take my game to a wh

ness and work satisfaction. The performance appraisal discussion is an opportunity to motivate, recognize, and reward your employee. It is a time for you and your employee to share perceptions about the employee’s accomplishments during the performance period. It is meant to be a culmination of all previous communications made during the performance period.

Be Aware to the Characteristic of your Interviewer
I’ve observed that people who interview job candidates tend to enhance a certain individual distinction. If you can sense an interviewer's style and build rapport, you’ll have confidence in specific information.Here are the following charact

shments during the performance period. It is meant to be a culmination of all previous communications made during the performance period.

Joint Ventures - How Much to Charge
How much should you make from a Joint Venture? 10%? 20%? 50%? Should it be of the net or gross profit or off the top? How do you decide? This is an important consideration, especially for people who are used to paying peanuts and those who are used

s the overall purpose of your job? Think about what your contributions are to the operation of your work group, department, and the university as a whole. What is the output of your job, not just the specific tasks you perform? Why does your job exist? 2. What are your major areas of responsibility? Which are the most important? Why? 3. What are the performance expectations of your job? What is your understanding of how well each part of t

Get Your Printers to Print Your Business Cards in Bright Colours
Get your printers to print your business cards in bright colours as this attracts the eye and few people will be able to resist taking a card from you. You need the name of your business to be printed in bold letters so that it is easy to read. T

form? Why does your job exist? 2. What are your major areas of responsibility? Which are the most important? Why? 3. What are the performance expectations of your job? What is your understanding of how well each part of the job must be performed? 4. How can your performance be measured? How do you know when you succeed in each critical area? What happens when the job is well done?

QUESTIONS CONTINUED: 1. Which tasks or functions, if not completed, would make performance unacceptable in your job? 2. In which areas of the job have you done especially well during the time period to be reviewed? What helped you to do well? In which areas would you like to make improvements? How could this be done? 3. How has your supervisor influenced your effectiveness and job satisfaction? What could he/she do to provide more guidance and assistance for you? 4. What changes in your job, procedures, or interpersonal communications would you suggest to your supervisor to:

--improve your performance? --increase the effectiveness of your position?

-- provide you with greater job satisfaction?

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There is an inherent relation between learning and change. Think about how you changed when you grew up; during those years where you absorbed most new knowledge and experience is where you changed most. And then there comes a time where we tend to learn less. After we have finished school or graduated the urgency to learn ...

Although email has received a lot of bad press, there’s still no better or cheaper way to communicate. Ask your customers for their preference, would they rather receive updates, newsletters and discounts via regular mail or email?

Before relocating to a foreign country or culture, it is customary for the professional or executive to go through some orientation to learn how to behave and what to expect (i.e., the dos and don’ts of survival). For this purpose, many organizations employ the Power Distance Index (PDI) developed by Geert Hofstede (1991) as one of the five factors to measure the hierarchical relationships between subordinates and leaders such as respect for authority, in different cultures (i.e., countries). It would be helpful if a public database exists with objective cultural ratings of organizations (i.e., public, private, government agencies, universities, etc.) similar to the PDIs. In selecting a place of employment, the potential employee could use the PDI rating. The employer could also use it to retain current employees and as a recruitment tool.

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