July 2007
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Did you now you can beat your competition even when they cheat? In the company that started I have been beating the competition city after city even though my competition lacks integrity and I often catch them cheating.
In my industry we are in the business of cleaning fleet of vehicles and we often found companies breaking environmental laws and charging the companies they did business with extra for environmental compliance and then underbidding us in the process. At first we could not understand how they were charging such little amounts of money and still reclaiming the waste wash water.
So we kept redesigning our environmental control and reclamation systems to become more and more efficient until we could compete on price without cheating. Eventually we noticed that they were cheating and we simply advised the industry that, that was unacceptable and we helped advise committees that set up standards in the industry to see that the industry could police itself and do business without environmentally negatively impacting the ecosystems.
Of course this is only one example of how we have beat the competition even when they have been cheating. We often in business find cheaters who cannot pull their own weight in nearly every industry. This is because they have grown old in stodgy and weak and they cannot compete in the real world so they make rules for a created reality.
Unfortunately, they can only do this so long until the customer tells them where to go and when they do; all you have to do is be in the way of the money and have with that customer wants and they will give you unit of trade called a dollar.
It is easy to beat the competition even when they cheat and you should know that anyone who cheats is inferior, weak and therefore you have the moral high ground and they should boost your strength of character and confidence in your ability to cream them.
Indeed, I love winning and I love beating the cheaters without cheating. It must be so demoralizing for them when they lack the integrity, the perseverance and the dedication to it even stand on the same field with us and cannot make single play without cheating. They must be so envious and jealous; maybe that’s what causes them to cheat so much?
“Lance Winslow” - Online Think Tank forum board. If you have innovative thoughts and unique perspectives, come think with Lance in the Online Think Tank and solve the problems of the World; www.WorldThinkTank.net/
To Blame or Not To BlameA man can fall many times, but he isnt a failure until he begins to blame somebody else. (John Burroughs)Fire her, she set me up! John yelled quite loudly. He was incredibly angry and for good reason. However, he was really angry at the wrong person. What he was really saying was […]
Written by info on July 27th, 2007 with comments disabled.
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Business ethics are an almost daily topic in the news, in business schools, in the workplace and in our homes. I pay close attention to business ethics and what is written about them in my daily life as a strategic thinking, planning and business coach. I am still astounded at the remarks of major corporations a few years ago when they said they waived or suspended the ethics code or requirements. I am still at a total loss at how anyone can suspend or waive ethics.
While I may not be able to explain the suspension or waiving of ethics, I do hope to provide some solid advice on what business and other organizations need to do today to present, preserve and promote ethics in their organizations. Here are ten action items I would recommend:
1. Present ethical behavior as a requirement, not an option. Major business corporations are standing trial, literally and figuratively, for very strong violations of ethics. Acting unethically means that eventually you will be caught. Today is a very opportune time to take advantage of the current business environment to present ethical behavior as a requirement, not an option.
2. Present ethics in all daily interactions with internal and external stakeholders. Unfortunately too many people perceive that ethics only need to be presented to “bad” companies that need to reform. Well, my experience indicates just the opposite. Companies with strong track records of ethical, responsible behavior have the most to gain from a well thought out system to assure the cultivating of ethical corporate culture. Every action by every employee in an ethical culture will reinforce and further the companys positive reputation.
3. Present the desired ethical behavior in an ethics code of conduct. Ethical conduct of each employee must become a habit of every minute of every hour of every day. No exceptions, no waivers and no suspensions of the ethics code!
4. Preserve ethics to let everyone know ethics is here to stay. While there may be newcomers to embracing ethics in business, ethical and responsible conduct have always been the standard at many companies. Even when ethical conduct may fail to improve the bottom line as strongly as desired, the alternative of operating unethically is not a viable option. This commitment will preserve and extend the reputation that has been earned through consistent ethical conduct over time.
5. Preserve an ethical culture that serves as a foundation. If you are not put to a test, then it is easy to say you act ethically. However, what do you do when you are faced with the tough ethical decisions? A very positive affirmation that your ethics program is a success is when there is an embedded culture where people will make the right choices, even when those choices are difficult, inconvenient, or adverse to the short-term interests of the individual or company.
6. Preserve an ethical culture that perpetuates ethics. Consistent compliance with a strong code of ethical conduct will be a major stimulus to having ethics become self-perpetuating. A reversal of behaviors will also occur in that those who speak out against unethical behavior will be the majority, instead of the majority being those who simply ignore and do nothing when they observe unethical behavior. A true ethical culture will evolve into a self-regulating basis on a peer-to-peer level.
7. Promote ethics and their benefits. Too many companies will always look at the cost of something, without looking at the benefits. The same goes for ethics. Too many companies sadly will only look at embracing and enforcing a code of ethics in terms of what it costs, rather than the benefits it will gain. Ethical behavior and a culture of ethics will result in many benefits, including: improved employee relations, enhanced worker productivity, positive morale and an enhanced company image.
8. Promote ethics from the top. If you read Greek history and mythology, you may have come across a well-known Greek saying that a fish rots from the head. In todays business world, the saying is applicable. The message, spoken and unspoken, from the top is critical to reinforcing positive, responsible, ethical conduct. If top executives and top executive management say one thing but do another, the message of ethical behavior gets very confusing. Top executives need to use their positions in the company to insist on and promote ethical conduct. The top executives must walk the talk and hold themselves to the same high standards of ethics they expect of others and demonstrate those high standards in everything they say and do.
9. Promote a company culture where ethics is for everybody. Ethics is not just reserved for your management. It is for everyone, every day. Everyone in your company needs to be trained and persuaded to act ethically. No exceptions!
10. Present, preserve and promote ethics by rewarding ethical behavior. Develop a compensation system that provides a component of benefits and rewards for ethical behavior integrated with performance-based incentives. People who consistently demonstrate they are driven by ethical behavior need to be recognized and celebrated. There must be a clear connection between ethical conduct and potential career advancement. The consequences of a persons unethical behavior need to be discussed immediately and be accompanied by an alteration to their career advancement within the company.
Business Ethics Must Be Presented, Preserved and Promoted
By: J. Glenn Ebersole, Jr., Chief Executive of J. G. Ebersole Associates and The Renaissance Group
Do you have a code of ethics at your company or organization? If you do, is it followed on a consistent basis? Is there a system of rewards and consequences at your company for unethical behavior? Please contact Glenn Ebersole through his website at http://www.renaissanceman4u.com or by email at jgecoach@aol.com today to share an ethical dilemma you face or that your company faces and that you believe you could use a facilitator, guide and coach to assist in dealing with that challenge.
To Blame or Not To BlameA man can fall many times, but he isnt a failure until he begins to blame somebody else. (John Burroughs)Fire her, she set me up! John yelled quite loudly. He was incredibly angry and for good reason. However, he was really angry at the wrong person. What he was really saying was […]
Written by info on July 27th, 2007 with comments disabled.
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Marketing is one of the most important aspects of running a business. Marketing could make or break a business. That’s why it is important to get it right, especially if youre on a limited marketing budget.
Perhaps the easiest way to get your marketing strategy right is to do what your most successful competitors do. But would you steal marketing ideas from your competitor? Is that ethical? There are patent laws, copyright laws, trademark laws, and other laws that make it illegal to steal or to use certain things that belong to another company. But there arent any laws that say you cant use the same marketing techniques that your competitors use.
In fact, some of the most successful business start-ups use other people’s marketing ideas. They use what’s tried and true rather than thinking up new marketing ideas, which may have a higher probability of failure. A winning marketing plan of one form has a higher probability of being a winning marketing plan with a related firm.
Would you do it? Would you steal marketing ideas from a competitor? Perhaps it’s a matter of business ethics for you? Maybe you consider yourself ethical and you don’t steal no matter what. If so, your cognitive dissonance would probably prevent you from stealing marketing ideas. Or, perhaps stealing marketing ideas is not really stealing. Maybe marketing ideas have no ownership and all is fair in business competition. In the end, its up to you.
Tino Buntic created TradePals to provide free advertising to business professionals, entrepreneurs, freelancers, salespeople, and trades people across North America. Visit the site and create a professional profile to get started.
To Blame or Not To BlameA man can fall many times, but he isnt a failure until he begins to blame somebody else. (John Burroughs)Fire her, she set me up! John yelled quite loudly. He was incredibly angry and for good reason. However, he was really angry at the wrong person. What he was really saying was […]
Written by info on July 26th, 2007 with comments disabled.
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In the world today, particularly in this country, there seems to be total obsession with the most trivial of affairs in every day life. In the midst of international disasters, there seems to be unhealthy interest in the incarceration of a totally self-indulgent offspring of one of the nation’s oldest and most aristocratic families. In the midst of world turmoil, is this really that important?
With the pending national election of a new president, and a large number of candidates in the race, much more television time is given to the childish cat fight of a pair of stars of a daily talk show, supposedly for the females of the morning. These two allegedly intelligent ladies of the morning talk show became embroiled in what might be considered an exchange of words that would have been appropriate to the green room and not aired on national television. To borrow a phrase from a well know tele personality, “Give me a break!”
But this little nonsensical exchange of words is the talk of the town. Even the Donald got involved. Or, at least, involved himself. Sure does smack of playground spats that we all remember and know about.
The point here, where is all this childish nonsense going to end? Is this more important than the real issues of the nation and the world. In some spots in the world, people are dying and we seem to be interested in a couple of tele hot shots airing their differences while we watch with total involvement. Give me a break.
It is time we awakened and smelled the roses. We need to become involved with what is really important and stop being obsessed with triviality. Who should really care when two tv stars air their differences with so such vulgarity. There are so many more really important issues that should, that MUST be addressed. There needs to be a dialogue started on some of the real issues facing this nation. Or, actually, the world.
I realize that what I am putting down here will, in the main, be ignored. This is just a tiny speck in a huge sandstorm of controversy. Probably it will never become an irritant in the right places. But, if we don’t begin taking the time to let our opinions be known, nothing will happen. There will continue to be more interest in the trivial moments than the really important happening in the world.
I heard the point being emphasized on a television talk show last night that we, as a nation, have ceased to be readers, but watchers. We have become a nation of listeners, totally focused on being spoon fed all the issues, no matter the importance. And the visual and audio power of this replacement of printed media is stifling the ability to consider and judge the issues.
This is just a comment. And I know it will be generally unimportant in the main. But a little bit here, a little more there, maybe it will pique someone’s interest and we can begin a dialogue that will make a difference. And, if someone gets involved and starts that important discussion on the issues, this little missile of words will have worked the magic. We need to start thinking, reading, and not be watching so much.
Dale R Smith drsmith7684@sbcglobal.net
http://www.dalzmoneytree.com
Career spent in teaching and training, both as a civilian and military trainer. Mr Smith has been a teacher in public schools, college and university and both the US Army and US Navy. A graphic artist and photographer with many prize winning designs
To Blame or Not To BlameA man can fall many times, but he isnt a failure until he begins to blame somebody else. (John Burroughs)Fire her, she set me up! John yelled quite loudly. He was incredibly angry and for good reason. However, he was really angry at the wrong person. What he was really saying was […]
Written by info on July 25th, 2007 with comments disabled.
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Rumours have been abounding all week that another major competitor has just bitten the dust spectacularly but, until it’s confirmed and maybe even afterwards I think it’s best to leave that alone.
All in all, though, not very good for the reputation of the recruitment industry which is never that good anyway. Even in a world where ridiculous surveys - like the analysis of Oxford which cost the City Council 15,000 which found that the city had a good university - are the in-thing, you wont come across any polls that put recruitment anywhere near the top of the most admired way to spend your working life. No-one ever grows up with a burning desire to be in it, most end up in it by accident and like many professions theres more than the odd practitioner whod be more honest if they turned up to present wearing a Stetson and spurs, rather than a suit.
So when a major national paper recently featured a recruitment professional in a How I made it column I had high expectations that this would elevate the industrys status to a new high of street level. Boy, was I disappointed. Our hero started off on his own by secretly arranging a big bank loan and taking a lease on an office above a nightclub, before persuading several of his current employers clients to give business to his new company. So far so tacky, but it got worse - he resigned by leaving his car keys on the receptionists desk, saying see you, Im off and walking out without even having the guts to tell his former boss he was going.
As a blue print for success, I didnt much rate this so Schadenfreude came to mind when I read that one of the clients he nicked went bust, costing him several thousand pounds.
A few years later, he decided to expand. Organically? Sadly no. Instead he reverted to his old tricks by opening a second office, staffing it by hiring four people from a competitor and getting them to bring clients with them. This time he was sued by his rival and had to pay 40,000 compensation.
Now, at this stage, you might think our hero doesnt come across as very nice. And youd be largely right about that because when, despite all his ducking and diving, his firm got into trouble yet again, he hired a management consultant to analyse the problems.
In a shock development, they found that the biggest problem was him - his management style of shouting, putting people under intolerable pressure and encouraging a ruthless culture where success meant you stayed and failure quite the opposite was dragging the whole place down.
Rather sadly, if you are from the treat people OK and things tend to work out OK side of the tracks, Mr. X then went on a few courses and is now doing very well indeed. But I cant help feeling that underneath, nothing much has changed. His advice on building a company is simply to give it a go as starting up a business is like taking part in a boxing match.
In his case with below the belt punches positively encouraged, Id imagine.
In 1995, with Maria Manzo, he set up the UK office of BSA Advertising - a USA - owned agency - which he ran until deciding to set up Giraffe Advertising.
Advertising Agency & Website Design Company London UK
To Blame or Not To BlameA man can fall many times, but he isnt a failure until he begins to blame somebody else. (John Burroughs)Fire her, she set me up! John yelled quite loudly. He was incredibly angry and for good reason. However, he was really angry at the wrong person. What he was really saying was […]
Written by info on July 24th, 2007 with comments disabled.
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Henry just arrived home from a long day at work. He is reading the newspaper in his favorite chair waiting for dinner to be served. The phone rings. Henry yells out at the kids and his wife, If it is for me tell them I not home. Julie, his oldest, answers the phone. She has been told not to lie and now he is telling her to lie. She is confused, but she does as he says and tells the caller he isnt in and then takes a message. She didnt feel good about lying, but she was obedient. There didnt seem to be any consequences to lying.
Sue observes her parents discussing hiding their assets from the government so as not to pay taxes. Her father is a very successful business man and earns an excellent income. They have everything money can buy, and they have respect from the community. They have all the illusions of success and they want more. If they dont declare all their income, they can have even more. They argue that it is stealing, but her father prevails. Later that week, Sue steals a candy bar from the store. She worries about getting caught, but nothing happens. There is something to this. Her choices are not resulting in negative consequences and she gets to enjoy the candy.
Bobs parents drink every night. They like to have a good time. People are over all the time and consume a lot of alcohol. There is laughter and more laughter. They appear happy. One night Bob comes home and he is drunk. He was having a good time with his friends. The parents are angry with him. He doesnt get it. He yells You drink whats wrong with it?
The Merriam-Webster Dictionary defines ethics as the discipline dealing with what is good and bad and with moral duty and obligation. Using this definition, did these parents behave in a clear ethical manner? Take a minute and think about it. I am sure that you will all come up with different answers. In these seemingly insignificant examples, these parents demonstrated, by their actions, far more than any of their words. They demonstrated that unethical choices did not result in negative consequences, and if you can get away with it, do it. What, therefore in todays society, is the motivation for making ethical choices?
Children are born pure and moral. There is no conscious mind at birth, no conscience and thus no choices to make. They cry when they are hungry, and they laugh when they are happy. This is a time they are completely dependent on their parents and they learn to develop trust that their needs will be met by their parents. This trust is paramount for maturing through life and will eventually be part of choices made later in life. The babies evolve into toddlers where they learn autonomy and the word no. They are learning about controlling their bodies by walking and toilet training and affecting the behavior of the parents. Still, the conscious mind has yet to develop.
Around four the child learns initiative and how to participate in cooperative play with his/her peers. The parents cease to be the only people in their world. They are generalizing the behavior with their parents to their peers. During school age the child learns how to be industrious. The discipline of doing homework enters into the picture. The conscious mind begins developing and the ability to discern right and wrong evolves.
The fifth stage of development is where they learn identity. This is where they are once again separating from the parents and trying on new roles of behavior. These are the teen years where every boundary is tested and retested. These are the years that a child no longer accepts the values of the parents based on their word only. They are developing their own set of ethics. Each stage is predicated on successful completion of the earlier stage. (Eight Stages of Development developed by psychiatrist, Erik Erikson www.childhooddevelopment.com). It is important to note that five of the eight stages occur during the first 18 years of a childs life. This leads one to believe that childhood and the teen years are critical times of development.
The lessons of ethical behavior are partly determined on moving successfully through the stages of development and have sufficient autonomy to define ethical choices. What they learn at home is primary and paramount to their developing positive ethical choices. If the parents behavior is congruent between actions and words, likely the child will have the same congruency or at least experience dissonance between his/her actions and words.
What happens when there is a lack of congruency between the parents behavior and their words much like what happened above (this is the dont do as I do, but do as I say mentality)? How do the teens learn right and wrong? How do they make ethical choices while living under an umbrella of ethical illusions? Unless ethics is taught in school or they have an adult mentor, they may never have the opportunity for ethical development. They might not understand that ethical choices equal positive results, and that unethical choices equal negative consequences.
In school, teens are under constant pressure to perform in ways that are expected of adults. Frequently they succumb to lying and cheating to ensure success as modeled in some cases by their parents. Without ethical development, they possibly will grow into adults and focus on success whatever the cost. They will create the illusion of success.
Recognizing the need for ethical training, Chuck Gallagher, an international keynote speaker, created the Choices Foundation (a non-profit organization). Through this organization Chuck Gallagher travels to high schools and colleges teaching ethics from his personal experiences. Ethic programs do make a difference.
On a crisp October day in 1995, Chuck Gallagher took 23 physical steps opened a door and began a new experience that was life-changing.
Gallagher captures the heart of the audience in an honest way that deals with human emotion. For information on Chucks keynotes and workshops go to http://www.chuckgallagher.com or for a free ezine on Ethical Choices contact Chuck at chuck@chuckgallagher.com.
For information on the Choices Foundation (a non-profit organization) and the presentations on ethics given by Chuck Gallagher, visit http://www.chuckgallagher.com.
To Blame or Not To BlameA man can fall many times, but he isnt a failure until he begins to blame somebody else. (John Burroughs)Fire her, she set me up! John yelled quite loudly. He was incredibly angry and for good reason. However, he was really angry at the wrong person. What he was really saying was […]
Written by info on July 23rd, 2007 with comments disabled.
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I know that diversity has been a big topic of conversation ever since the early 1990s when research supported the demographics that by the year 2000, 85% of the entering workforce would be female, African-American, Asian-American, Latino, or new immigrants. The fact that white males would be a minority entering the workplace was a wake up call for corporate America.
How have we done sine then? I suggest that there has been definite improvement in the area of hiring but it seems that once women and minorities are hired, there are informal, relatively unconscious systems in place that prevent advancement of the minority worker or women, even today.
If there is to be a true advancement in the area of valuing diversity, then the system must be revised so that there truly is equal opportunity for advancement for everyone, including the white male. I am not advocating for a system that promotes workers who are incompetent to meet some type of quote system.
What I am suggesting is that management begins to closely examine the formal and informal systems that are in place that prevent advancement by women and minorities. Of course this is a monumental task and many would like to believe that it is unnecessary—that there is no problem here. That is part of the problem. On the surface, it seems that things or improving, however, under close scrutiny there are many flaws.
Why would a company make a commitment to this self-introspection? Wouldnt it make things worse before they got better? The answer to the second question is quite possibly yes. The answer to the first question is bottom line dollars and cents, as well as the fact that it is the humanitarian thing to do.
America is a multicultural nation that is becoming more multicultural daily. That is a reality. Unless a company intends to market and sell to only mainstream America, the contributions of minorities and women in the workplace are invaluable. This does not even begin to touch on the advantages of diversity for the global market!
Addressing the diversity issue is a three-part one. The first step is what I call Awareness. This is a time for individual self-reflection for each member of the workforce. There are many skilled training programs available that are designed to raise the awareness of the individual. If this step is missed, then taking the next two steps will be ineffective.
Individuals must develop a certain amount of empathy and understanding for the experience of being a minority in the country. With this empathy and understanding, a new motivation will develop to learn more and to be in tune with the needs of female and minority workers on the job. Even those who believe that they are aware and knowledgeable will be surprised at how much they really dont know.
The second step involves honoring, respecting and valuing the diversity of each individual. Diversity is so much more than race and ethnicity. It has been defined as a total way of life and is learned. Take a white person and have him raised by African-American parents, and his culture will be that of African-American. Conversely, a black child raised by Caucasian parents will have a Caucasian culture.
When difference is truly honored, respected and valued, no longer are people concerned about who is right and who is wrong. There is a place for everything and no one is wrong. What works best in one situation may not work best in another. Everyones opinion is valued. Instead of shutting down when differing views are expressed, the new paradigm is to listen for the wisdom in the difference and the means to incorporate it into the way things are currently done for the good of all.
The final, and perhaps the most difficult, stage is to examine the systems that are already in place. One of the systems that has continually been blamed is that to get along in the world of work, women and minorities need to act like white males. It is this acculturation that will currently get a person ahead.
This is fine in the short run for the company, however, in the long run, when embracing difference, having workers who are comfortable with their own culture and can bring with them the advantages and benefits from that culture into the workplace is invaluable. Also, setting it up so minorities and females realize that they must acculturate on the job is not a good thing for the worker. People want to be their authentic selves in all situations and why shouldnt they be permitted to be that unless it interferes with the quality of the products or services produced?
There are several other systems in place of which most in management are completely unaware. It generally takes a consultant from outside the system to come in and do a complete analysis of what is working and what is not. Once the areas for improvement have been identified, then the real work begins!
There are some companies in America who have been working on workplace diversity for years and are still striving for higher levels. To truly be committed to the process is probably a lifetime commitment. Diversity appreciation is more of a journey than a destination.
To learn about diversity, visit www.CoachingforExcellence.biz and check our events calendar for upcoming teleclasses, chats and workshops or you may email Kim at Kim@CoachingforExcellence.biz or phone 708-957-6047. Coaching for Excellence provides training, consulting and individual coaching in the area of diversity. Choice Theory is the theory underlying all the work we do. Get started today. You dont want to be the company that didnt attend to the diversity issue and be left behind in the marketplace.
Kim Olver has an undergraduate degree in psychology, a graduate degree in counseling, is a National Certified Counselor and is a licensed professional counselor. Since 1987, Kim has extensively studied the work of Dr. William Glassers Choice Theory, Reality Therapy and Lead Management. She was certified in Reality Therapy in 1992 and continued her studies to become a certified instructor for the William Glasser Institute. She is an expert at empowering people to navigate the sometimes difficult course of life—teaching them how to get the most out of the circumstances life provides them. She offers free chats, assessments, a blog and an eZine, as well as workshops, teleclasses, e-courses, counseling and coaching.
Visit her website at http://www.CoachingforExcellence.biz or contact her at (708) 957-6047.
To Blame or Not To BlameA man can fall many times, but he isnt a failure until he begins to blame somebody else. (John Burroughs)Fire her, she set me up! John yelled quite loudly. He was incredibly angry and for good reason. However, he was really angry at the wrong person. What he was really saying was […]
Written by info on July 22nd, 2007 with comments disabled.
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A solid search engine marketing, or SEM, strategy often closely resembles a modern investment portfolio. Some attention is given to short-term gains; some to middle-of-the-road opportunities; and, some to emerging markets. But most of the core portfolio is dedicated to models with proven results, accurate tracking and long-term profits.
With Internet competition building at a wild pace, many companies have trouble looking beyond the glamor of top positioning on a paid-search results list. These companies need to be looking, instead, for an SEM partner that can not only see past the fervor, but also be willing to share those realities and set a new course.
An SEM firm that sets realistic expectations from the beginning has a stronger chance of keeping pace with competitive campaigns and accurately determining where to dedicate dollars on Google, Yahoo! and MSN.
When establishing a strategy that maximizes return on investment and gives clients a well-rounded approach, an ethical SEM firm examines:
– Market Optimization: Finding keywords that will garner results now, as well as offering potential keywords for campaign expansion, as budget allows, is critical. This shows the firm understands the client’s desire to see results quickly, but also participate in long-term, dynamic campaigns.
– Flexibility: Adding and removing keywords or turning campaigns on and off at will can make a client uncomfortable, at first. But by showing day-to-day comparisons and trends, the client becomes familiar with the benefits of a more-flexible strategy.
– Competitive Position and Approach: Many clients assume it’s best to be at the top of paid search results. This mindset can limit a campaign’s effectiveness if consumers are buying based on more than a simple see-it-first approach. When price, timing, delivery and location to name a few - are factors, clients benefit from a well-researched strategy that reflects their customers’ Internet shopping habits.
And, because not every company is basing the success of its paid search campaign on dollars earned versus dollars spent, a good SEM firm can use its analytical tools and its experience to demonstrate real potential and honest results on more-specific levels, like cost per acquisition and impact on consumer awareness.
By partnering with an experienced, honest SEM firm, companies can look forward to building an Internet strategy that mirrors today’s top-performing investment portfolios. With balance, consistency and flexibility, the effectiveness of an overall campaign can take advantage of short-term gains and find opportunities for long-term success.
Aaron Wittersheim is president of Whoast Inc., a Chicago based search engine marketing firm. For more information, visit http://www.whoast.com
To Blame or Not To BlameA man can fall many times, but he isnt a failure until he begins to blame somebody else. (John Burroughs)Fire her, she set me up! John yelled quite loudly. He was incredibly angry and for good reason. However, he was really angry at the wrong person. What he was really saying was […]
Written by info on July 22nd, 2007 with comments disabled.
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75% of victims eventually left an organization because of bullying. Since over 80% of bullies were in management positions, they had some measure of power over their victim, which they exploited to their own sadistic ends. Campaign Against Workplace Bullying (C.A.W.B)
C.A.W.B defines workplace bullying as; the repeated, malicious verbal mistreatment of a victim (the recipient) by a harassing bully (the perpetrator) that is driven by the bullys desire to control the victim.
The objective of any workplace bully is control, power, domination and subjugation. The means by which that objective is attained varies from bully to bully but can include deception, corruption and collusion, negligence, dereliction of duty, conspiracy, or even criminal acts.
The Canada Safety Council states that bullies tend to be insecure people with poor or non-existent social skills with little empathy. Like other criminal types they look for system failings and fester in the insecure corporation finding satisfaction in their ability to attack and diminish the capable people around them. A workplace bully subjects the victim to unjustified criticism and even minor fault finding. In addition, the bully humiliates the victim, especially in front of others, and ignores, overrules, isolates and excludes the victim.
Most cases of bullying involve a serial bully: one person to whom all the dysfunction can be traced. The serial bully has done this before, is doing it now and will do it again. The serial bully in the workplace is often found in a job which is a position of power, has a high administrative or procedural content but little or no creative requirement. - Tim Field, a workplace bullying specialist based in the United Kingdom
According to Tim Field; The bully, is adept at escaping from accountability. This is largely because of their amazing ability to use deception and misperception to turn the tables on their accuser. Field notes that, when called to account, the bully instinctively denies everything and then mounts an aggressive counter-attack based on distortion or outright fabrication. The purpose is to avoid answering the question, thus avoiding the requirement of accepting responsibility for their behaviour. This tactic forces the victim into giving another long explanation to counter the bullys allegations. Quite predictably, the bullys original transgression is forgotten.
www.insurium.com
To Blame or Not To BlameA man can fall many times, but he isnt a failure until he begins to blame somebody else. (John Burroughs)Fire her, she set me up! John yelled quite loudly. He was incredibly angry and for good reason. However, he was really angry at the wrong person. What he was really saying was […]
Written by info on July 22nd, 2007 with comments disabled.
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Integrity in business is a quality that is highly under-rated by executives these days. Many executives are so “pushed and pulled” by a not so hidden force called the “profit motive” that they often find themselves compromising something that without which they could lose all credibility and trust from those they are trying to retain business from.
Isn’t it ironic that something (i.e. the profit motive) that is supposed to help guide businesses into the black often drives them blindly into the red? Why is this? Well it’s because often executives who run such businesses put profits above their own personal and business integrity. This treacherous mistake can easily lead one to ruin as has been witnessed in some recent scandals i.e. Enron, World Com, Arthur Anderson and others less publicly known.
As an Executive Coach, Psychiatrist and Specialist trained in the underlying emotional issues that lead to ethical dilemmas, I have witnessed that the main causes of such ethical tragedies stem from an executive’s low self esteem. Yes, you heard it correctly, “low self esteem”. Seems ironic doesn’t it as many of us may consider some of the stalwarts of the business world who run these huge companies as the heros of our age. In fact, when one scratches the surface of these CEO’s one finds a very different kettle of fish.
A key sign of this low self esteem is as follows. Just reflect on the gruelling pace that these executives keep, some working almost constantly and neglecting health, relational needs, family commitments and other personal needs and desires. Only someone with low self esteem, or a low self regard would do something like this to themselves.
Those among us who think that such a pace is normal, acceptable and necessary are likely to question my judgement on this. That’s fine. All I ask of those individuals is to notice how they feel about themselves. I might suggest that if they are sacrificing “life and limb” just to survive then that probably doesn’t make for a very happy existence. Does it? So how happy are you really? How happy are these executives.
Such a grueling pace and out right disregard for personal needs and desires is a clear sign of low self esteem. Often executives are so unaware of how badly they feel or how empty they feel emotionally because they are too afraid to feel such feelings. The fear is that feeling such feelings might cause them to collapse or to seriously start doubting themselves. Of course this fear is quite terrifying as it portends, at least in their minds, possible decompensation at every level.
Yet it is this same fear that is forcing such executives to drive themselves harder, to take chances that are riskier to themselves and to their organizations and thereby causing them to come closer to the brink of collapse anyway. Sounds like a “no-win situation” doesn’t it?
Well the truth is that there is a way out of this vortex. If any of this is resonating with you and you are sufficiently concerned about how trapped you feel in all of this then feel free to visit the web site below. Before its too late.
Dr. Nick Arrizza is trained in Chemical Engineering, Business Management & Leadership, Medicine and Psychiatry. He is a Key Note Speaker, Author, Stress Management Coach, Peak Performance Coach & Researcher, Specializes in Life and Executive Performance Coaching, is the Developer of a powerful new tool called the Mind Resonance Process(TM) that helps build phyiscal, emotional, mental and spirtual well being by helping to permanently release negative beliefs, emotions, perceptions and memories. He holds live workshops, international telephone coaching sessions and international teleconference workshops on Physical. Emotional, Mental and Spiritual Well Being.
Personal Url: http://www.telecoaching4u.com
To Blame or Not To BlameA man can fall many times, but he isnt a failure until he begins to blame somebody else. (John Burroughs)Fire her, she set me up! John yelled quite loudly. He was incredibly angry and for good reason. However, he was really angry at the wrong person. What he was really saying was […]
Written by info on July 21st, 2007 with comments disabled.
Read more articles on ethics.