Department of Commerce: business retail renovation is not standardized marketing programs
Business Department of Development and Reform Commission Ministry of Public Security Taxation Business Administration on the issuance of “non-standard remediation commercial retail enterprises Promotions Conduct the work of the special action plan “of the provinces, autonomous regions and municipalities and Xinjiang Production and Construction Corps, Development and Reform Commission (Commodity Prices), Public Security Department (Bureau), State Tax, Local Tax, Trade and Industry Bureau: To implement “the State Council on Promoting the Development of Circulation opinions” (Guo Fa [2005] 19), “The State Council General Office on carrying out special operations to combat commercial fraud notification” (Guo Ban Fa [2005 ] 21), and the Ministry of Commerce and other 11 departments “on the issuance of Notice” (Business rectification [2005] 269), now “retail regulation enterprises do not regulate the work of promotion special action plan “issued by you. Please all regions and departments to implement programs in accordance with the specific requirements and sectoral division of labor, clear job responsibilities and strengthen coordination and cooperation, careful supervision and inspection, effectively doing the work of special operations.
Commerce Development and Reform Commission Ministry of Public Security Administration of Taxation SAIC 2?? Read more
Can Debtors Afford Bankruptcy? Finding Low-Cost Bankruptcy
The latest figures just released by the Administrative Office of the U.S. Bankruptcy Courts on the February 2009 bankruptcy filings, made one vital reality crystal clear to almost every one, namely, that the rate at which the increasingly overburdened and restive American debtors (both individuals and businesses) are filing for bankruptcy, is at its highest levels since the now-famous (or infamous, many would say!) draconian changes of 2005 to the U.S. bankruptcy law. But, even more significantly, that the new filing rate is ominously beginning to return to the old “hated” high bankruptcy filing levels that the nation had reached before that new law was passed in 2005, supposedly meant to correct and drastically curtail or reverse the then pre-existing high filing levels.
This latest trend in American debtor bankruptcy filings strongly underscores a few fundamental points, among others. First, the depth and gravity of the financial straights and difficulties in which the average American consumer and debtor is in today. Second, the reality that, no matter how difficult a legal hurdle and impediment the institutional powers that be (the Congress, the lawyers, or the financial institutions, the courts, etc) may try to place on the path of the American debtors to try discouraging or making it more difficult for them in seeking the bankruptcy relief from their debt burdens, when it really comes time of dire financial and economic crunch, Americans will somehow still find a way, and will still persevere and persist even against all odds, in demanding their constitutional rights to be heard in bankruptcy; and thirdly, the critical necessity, for the average debtor, for finding low-cost bankruptcy filing alternatives to lawyer.
Elizabeth Warren, a Harvard Law School professor and author of several books on bankruptcy, probably sums up the point best this way, alluding to the persuasion of the Congress by various special interests to pass the 2005 law that restricted debtors from filing for bankruptcy: “The credit industry [and other vested interests] did its best to drive up the cost of filing [for bankruptcy]. But when families are in enough trouble, they will fight their way through the paper ticket and higher attorneys’ fees to get help,” adding that “The word is now leaking out [once again] that the bankruptcy courts are open for business.”
THE “UNOFFICIALLY BANKRUPT DEBTORS” – DEBTORS WHO CAN’T FILE BECAUSE THEY CAN’T AFFORD IT
But, even most importantly than that, from the standpoint of the average bankruptcy-seeker today, this raises one fundamental questions, however. Namely, just how do the current growing army of increasingly despairing American debtors who not only seek to file for personal or business bankruptcy, but in a great deal of cases, truly NEED to file one, AFFORD to file bankruptcy – in particular, the high lawyers’ legal cost of filing for bankruptcy? How do these debtors get or find low-cost bankruptcy? A bankruptcy that debtors can reasonably afford?
Some 1.1 million (1,064,000) American debtors filed for bankruptcy this past 2008 year – filings which, many analysts are quick to remind us, were carried out by these debtors in spite of, and under tough conditions of, a whole host of stringent, restrictive requirements and drastically increased legal fees imposed by the 2005 law. But, even more significant, from the stand point of the debtor or bankruptcy-seeker, is another closely related FACT: that, worse still, according to experts, THERE’S NEARLY AS MANY AMERICAN DEBTORS MORE who wanted to file for bankruptcy and are eligible, but could not, because they simply couldn’t AFFORD the lawyers’ legal fees. These are debtors who Justin Harelik, a bankruptcy lawyer with Price Law in Los Angeles, call the “unofficially bankrupt debtors” – debtors who are all but bankrupt but only lack the lawyers’ hefty price to make their status official!
YEARLY NUMBER OF BANKRUPTCY FILINGS SINCE 1998
Source: creditslips.org
Year…….Bankruptcy……. Filings……… Source & Notes
1998…….1,442543……….AO data……(Office of U.S. Courts)
1999…….1,319,465………AO data
2000…….1,253.444………A.O data
2001…….1,492-129………AO data
2002…….1,577 ,561……..AO data
2003…….1,589,383………AO data
2004…….1,597,462………AO data
2005…….2,078,415………AO data……..includes spike in filings before 2005 bkr. law
2006…….590,544………..AACER data…(Automated Access to Court Records)
2007…….826,665………..AA.CER data
2008…….1,064,000………AACER data
EVEN THE LAWYERS AGREE, THEIR BIG FEES IS A PROBLEM WITH DEBTORS
In deed, though many bankruptcy lawyers would rather that it be shaded, many other lawyers, themselves, objectively acknowledge that the lawyers’ legal fees for bankruptcy is a principal frequent issue and concern to debtors and clients in bankruptcy law practice.
“You have to pay the Chapter 7 legal fees upfront in cash. You can be too poor to go bankrupt,” is how Professor Robert M. Lawless of the University of Illinois College of Law once put it.
Another observer, Jenny C. McCune, a contributing editor at Bankrate.com, notes that rather astoundingly, we’ve now come to Read more
Event Management System: Essential for Successful Events
Event management system has become a growing trend among all people and an organized business strategy for the businesses globally. It has also become an important part of the households when it comes to organize several family functions like wedding ceremonies, anniversaries, birthday parties, festivals and other events. Apart from this, it also helps in organizing various corporate events like conferences, meetings, exhibitions, seminars and product launch. Event management system only requires to be organized in the most effective manner to make an event successful.
The entire process of management system includes marking the target audience, planning the event concept, researching of Read more
EMPLOYEE ENGAGEMENT ? A TOOL TO IMPROVE PRODUCTIVITY
Introduction
In a highly competitive market for both customers and talented staff, employee engagement is the current Holy Grail. Many companies realize that maximum productivity doesn’t come from just a “satisfied” or “happy” employee. They know that the most productive and loyal employee is known as an engaged employee.
Employees are engaged when many different levels of employees are feeling fully involved and enthusiastic about their jobs and their organizations. Engagement is the willingness and ability to contribute to company success the extent to which employees put discretionary effort into their work, in the form of extra time, brainpower and energy” according to a Towers Perrin study.
Engagement at work was conceptualized by Kahn, (1990) as the ‘harnessing of organizational members’ selves to their work roles. In engagement, people employ and express themselves physically, cognitively, and emotionally during role performances. The second related construct to engagement in organizational behavior is the notion of flow advanced by Csikszentmihalyi (1975, 1990). Csikzentmihalyi (1975) defines flow as the ‘holistic sensation’ that, people feel when they act with total involvement. Flow is the state in which there is little distinction between the self and environment. When individuals are in Flow State little conscious control is necessary for their actions.
An organization’s productivity is not only measured in terms of profit, new products, customer satisfaction, and employee satisfaction, but also in terms of employee engagement. Employees are said to be engaged, when there is a positive attitude towards the work and also a high degree of commitment. An organization’s capacity to manage employee engagement is closely related to its ability to achieve high performance levels and superior business results.
Employee engagement is the thus the level of commitment and involvement an employee has towards their organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.’ Thus Employee engagement is a barometer that determines the association of a person with the organization.
Engagement is most closely associated with the existing construction of job involvement (Brown 1996) and flow (Csikszentmihalyi, 1990). Job involvement is defined as ‘the degree to which the job situation is central to the person and his or her identity (Lawler & Hall, 1970). Kanungo (1982) maintained that job involvement is a ‘Cognitive or belief state of Psychological identification. Job involvement is thought to depend on both need saliency and the potential of a job to satisfy these needs. Thus job involvement results form a cognitive judgment about the needs satisfying abilities of the job. Jobs in this view are tied to one’s self image. Engagement differs from job in as it is concerned more with how the individual employees his/her self during the performance of his / her job. Furthermore engagement entails the active use of emotions. Finally engagement may be thought of as an antecedent to job involvement in that individuals who experience deep engagement in their roles should come to identify with their jobs.
When Kahn talked about employee engagement he has given important to all three aspects physically, cognitively and emotionally. Whereas in job satisfaction importance has been more given to cognitive side.
HR practitioners believe that the engagement challenge has a lot to do with how employee feels about the about work experience and how he or she is treated in the organization. It has a lot to do with emotions which are fundamentally related to drive bottom line success in a company. There will always be people who never give their best efforts no matter how hard HR and line managers try to engage them. “But for the most part employees want to commit to companies because doing so satisfies a powerful and a basic need in connect with and contribute to something significant”.
Definition:
Employee Engagement
“The state of emotional and intellectual commitment of a person,
group or organization to the entity with whom they are employed.”
Source: Hewitt
“Engagement is not about “WHAT” our people do.
It is the driver of “HOW” they do it and “WHO” they do it for.”
Source: Hewitt
A positive attitude held by the employee towards the organization and its values. An engaged employee works with colleagues to improve performance within the job for the benefit of the organization. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.
Why Employee engagement?
Conditions that prevent employee engagement seldom alleviate themselves. They should be assessed and addressed as soon as possible. Left to multiply, negative employee satisfaction issues can result in:
* Higher employee turnover – Employees leave, taking their reservoir of knowledge and experience to another workplace.
* Diminished performance – Competency of the workforce is reduced, at least for short term, until new employees are trained .
* Lost training investment – Time and money invested in training and development programs for departing workers is wasted.
* Lower morale – Remaining employees can be overburdened with new duties, in addition the unresolved issues that already prevent their full engagement. To counter the above problems, the firm must take relevant steps to engage their employees in the work.
Four dimentions of employees engagement:
What do I get?
When employee’s needs are met, the positive emotions that result encourage employees to look beyond the work in front of them and to care about the overall welfare of the business. More importantly, it’s hard to create passionate, engaged customers without passionate, engaged employees.
What do I give?
Managers can influence employees’ most basic needs by setting clear expectations and providing needed resources.
Personally, managers can create meaningful relationships within workgroups and position employees so that they can do what they do best.
Professionally, managers can provide challenging work and opportunities to learn, grow, and make significant contributions.
Do I belong?
Primarily it is important that the employees have to recognize their contribution towards the growth of the organization which leads to the growth of the employees in the organization. They must know about the objectives, vision and mission of the enterprise.
How can we grow?
Work units that follow these dimensions of engagement perform at a much higher level than work units that fail to meet them. Everyone in the organization should ready to accept the opportunities and challenge the threats faced by the organization. And it is important to know about the strength and weakness of the organization.
Engagement Drivers:
Organizations that believe in increasing employee engagement levels focus on
1. Culture: It consists of a foundation of Read more
Automation Control, Electrical, Instrumentation, Mechanical Maintenance Consultancy Services
Where mechanization provides human operators with machinery to assist, automation reduces the need of mental requirements. Automation has a notable impact replacing human operators in task and operations. Henmak Technologies is a leading system integration consultancy firm offering various automation control and mechanical serivces. It is a Nigeria based company handling provision and installation of Rockwell Automation Industrial controls Spares and Motor Controls.
Automation and Control
Automation in general words is the use of automated control system for reducing human intervention and man power. Technological developments in the field of automation have contributed greatly to Read more
<>WordPress ·