ethics
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In 2002 the corporate world in the United States was rocked with scandals. Enron, Arthur Anderson, WorldCom, Citi Group, HCA, Tyco and others were headline news in print and the lead story on the television news because of business ethics failures. This caused me to reemphasize and stress to each of my clients then and now, the importance of business ethics and to challenge each of my clients to integrate their core values into their policies, practices and decision making. And I recommend that they rededicate themselves to conducting business to the highest ethical standards.
A 2005 National Business Ethics Survey (NBES) was released by the Ethics Resource Center on October12, 2005. Some of the key findings include:
52% of employees observed at least one type of misconduct in the workplace in the past year, with 36% of these observing at least 2 or more violations.
69% of employees report their organizations implement ethics training, up 14 percentage points from the 2003 NBES.
65% of employees indicated their organizations have a place they can seek ethics advice.
55% of employees who observed misconduct at work reported it to management, down 10 percentage points from the 2003 NBES.
Five of six elements of a formal ethics and compliance program measured by NBES have increased over time with the presence of written standards of ethical business conduct up 19 percentage points since 2004.
The NBES defines misconduct as any behavior that violates the law or organizational ethics standards. The two most common types of misconduct observed by employees are abusive or intimidating behavior towards employees and lying to employees, customers, vendors, or the public.
Types of misconduct most observed by employees include:
21% observed abusive or intimidating behavior towards employees.
19% observed lying to employees, customers, vendors, or the public.
8% observed a situation that places employee interests over organizational interests.
16% observed violations of safety regulations.
16% observed misreporting of actual time worked.
12% observed discrimination on the basis of race, color, gender, age or similar categories.
11% observed stealing or theft.
9% observed sexual harassment.
Note: For the full news release on the NBES go to: www.ethics.org
At the close of 2005 I am still asking the question - How can a company SUSPEND the company’s ethics code? How can an individual businessperson in conducting business or an elected or appointed government official, at the local, state or federal level, waive ethics in their governance activities? And what can be done to respond to this dysfunctional and unacceptable behavior?
Here are five things I believe we need to assure will happen.
1. Business and government need to seriously look at strengthening their ethics programs and demonstrate a commitment to integrity in the way they perform their business and governance activities.
2. Companies and organizations must build ethical values and goals into the Vision and Mission Statements of their strategic plans and make sure the managers and employees understand the importance of these values and ethical standards.
3. Ethics should be integrated into everything the organization and individual does.
4. Organizations should reward ethical behavior and penalize unethical behavior. Everyone needs to be held accountable for his or her actions.
5. Any new ethical issue should be addressed immediately and a definite plan established to deal with the issue.
How does your company or organization address ethics? I would be interested in hearing from you. If you would like to share how your company addresses the subject of ethics, please submit your thoughts to me by going to our contact form on my web site at www.businesscoach4u.com
Glenn Ebersole, Jr. is a multi-faceted professional, who is recognized as a visionary, guide and facilitator in the fields of business coaching, marketing, public relations, management, strategic planning and engineering. Glenn is the Founder and Chief Executive of two Lancaster, PA based consulting practices: The Renaissance Group, a creative marketing, public relations, strategic planning and business development consulting firm and J. G. Ebersole Associates, an independent professional engineering, marketing, and management consulting firm. He is a Certified Facilitator and serves as a business coach and a strategic planning facilitator and consultant to a diverse list of clients. Glenn is also the author of a monthly newsletter, Glenns Guiding Lines Thoughts From Your Strategic Thinking Business Coach and has published more than 225 articles on business.
If you would like to find out more about effectively working with the media and delivering effective interviews on TV and radio, please contact Glenn Ebersole through his web site at http://www.prdoctor4u.com or by email at jgeprman@aol.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 January 22nd, 2008 with comments disabled.
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Ponzi schemes are hot and even its illegal they always will be hot.
if you go to some online forums on how to make money online you will see members posting threads promoting ponzi schemes and even the so called hyips are most of the time a ponzi scheme.
No matter what they have told you the creator of a ponzi scheme doesnt care about your profits. Most people are running ponzi schemes to make some quick bucks from theirself.
Im sure you have already seen high yield investment programmes where they promise you that they are a team of expert traders making five percent daily or even more. And the fact is that some people actually do believe, even the programme has no proven track record, that their money is traded as it should be. If you see some posting on a forum earn money fast without doing any work than you could say almost sure he/she must be promoting a ponzi scheme.
What exactly is a ponzi scheme
Ponzi schemes or pyramid schemes has nothing to do with investments, business or sales. Simply because they dont trade your money or they dont sell you anything. The fact is that a ponzi scheme uses the money of new investors to pay out old investors. Some ponzi schemes are surviving a few weeks and some of them even a few months. But this is for sure they all go die after some time. Why? Because mathematically its impossible to find new investors.
Or sometimes the legal authorities find out the ponzi scheme and close it.
Charles ponzi: The godfather of ponzi schemes
Charles Ponzi was not the first who created a ponzi schemes but actually he was one of the first people that created a fraud scheme on such a large base. In 1903 Charles Ponzi emigrated from Italy to the United states. He has worked on a post office and studied at the university of Rome, although studied is not a good word for Charles it was more a vacation.
Without almost any money he arrived at the United States and did some jobs there. Four years later he moved to Montreal where he worked in the Banco Zarossi. Zarossi the owner gave a six percent interest on bank accounts. But Ponzi discovered that Zarossi used the money from new client to pay out old client. The scheme failed and Zarossi escaped to Mexico. Ponzi stayed even in prison for fraud for some years but in 1911 he was released. After the war he started his scheme based on postal reply coupons and promised his clients a return of their money in a short time frame of 90 days. His own company called the Securities Exchange Company was a fact. He had a lot of agent that were working for him and in 1920 he had accumulated millions of dollars, a very large sum of money for this time. I think it is no surprise to you that Charles Ponzi lived very luxuriously.
But people were asking questions about his company after an unsuccessful lawsuit.
The Boston Post wrote some negative articles about his company. But however the newspaper offered Charles Ponzi five thousand dollars for his story and it became a headline. However a few days later federal agent closed down his company. On august 13 1920 he was arrested but however some people protested strongly, no wonder at all some of them had invested millions of dollars. He went to jail and stayed there to 1934 after he was released he was deported to Italy. Ponzi spend the last years of his live in poverty and in 1948 he died.
Frederik is an online marketer who blogs about affiliate marketing, adsense and adwords.
In his blog he gives out some good tips that you can pick up to improve your businesses.
Visit my information blog today.
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 January 22nd, 2008 with comments disabled.
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Any day we can pick up the paper, listen to the radio or see someone on television and learn about people whose core values have brought their behaviors to local, state or national attention. From the corrupt officials in Corporate America to the equally corrupted politicians, citizens from school age children to adults can see the affect of poor leadership when positive values or ethics are not present.
Values are the rudder for successfully navigating the challenges or rocks that we face as leaders when sailing through the various business seas. These non-negotiable rules of conduct keep us on course, our direction steady and focused even when the waves become turbulent and may appear to momentarily capsize our vessel.
As people navigate the issues of making good choices and tough decisions, what is so interesting is that very few identify the lack of value or ethics as the real problem especially those in leadership roles. Excuses are made from “It was over 20 years ago” to “that depends upon how you define is.” For if we acknowledge that values are the real issue, we are being judgmental and in America, making judgements are viewed as breaking some unwritten commandment.
When values are present, so are judgements along with personal responsibility and accountability. Without clear and articulated positive core values, we attempt to navigate the easy way around the storm and compromise our own personal integrity.
What I know as an executive coach is that companies who do not proudly display their company’s values statement both on their walls and through the daily behaviors of all shareholders are the first companies to lose loyal customers and market share. Also these same companies, in many cases, are the first ones to complain about having bad business results.
The founding fathers of the United States understood the importance of having a strong rudder or values when crafting the Declaration of Independence in their efforts to navigate the successful creation of a young country. If your business has not invested the time to construct a company’s values statement, now is the time to take such action. If you have a core values statement, take the time to review it as well as your overall strategic plan. Of course, if you want to answer to the rocks, the choice is yours.
Leanne Hoagland-Smith, M.S. is a business coach and executive coach with offices in Indianapolis and near Chicago. She writes, speaks and coaches people in businesses to quickly double or triple results through the creation of an executable strategic plan along with the necessary leadership skills “to pull it off.”
One quick question, if you could secure one new client or breakthrough that one roadblock holding you back from success, what would that mean to you? Then, take a risk and give me, Leanne, a call at 219.759.5601 to experience incredible results.
Visit http://www.processspecialist.com/ and explore everything from free articles to connecting with Leanne.
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 January 22nd, 2008 with comments disabled.
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Although it is said that 95% of companies suffer from employee theft, it is probably closer to 100%. Serious theft, however, is a different thing entirely. There is a world of difference between the theft of a few pens and the steady depletion of stock through organized crime within a large organization. This sort of employee theft is estimated as causing over 30% of all company bankruptcies, and many companies are in desperate need of a means of controlling it.
The first action a company must take is to clarify to employees the penalty for employee theft. At the very least, immediate suspension pending investigation must be stated as the initial step. The matter should then put into the hands of your lawyers, and the law processes should be allowed to proceed. You should not dismiss anyone until the case has been proven legally, or you could find that you are the one answering charges. These procedures should be clearly stated on company notice boards and should have union support where relevant.
There are some forms of employee theft that are almost impossible to control. Intellectual theft of company secrets can be controlled theoretically by the introduction of tight contracts with key personnel, such as senior managers and scientists, but if they decide to move to another company such contracts are almost impossible to enforce. Though a contract may state that a senior scientist cannot legally work for another company in the same line of business for a set period of time after employment is terminated, how do you stop them working for a competitor from home or from an overseas facility?
How do you stop customer theft, another form of employee theft that frequently involves an employee either providing a new employer with a customer list, or taking customers that they personally deal with along with them? This is very difficult if not impossible, since you cannot control your customers allegiances.
Proper control starts at the employment stage. Employee theft can be reduced by the use of a rigid employee screening procedure that is designed to detect potential thieves prior to employment. Criminal record and credit rating searches can detect anyone with potential problems that either indicate a previous record of theft or someone who could be tempted, and psychological profiling can achieve the same thing at the interview stage.
For best results, both of these functions are best carried out by professionals. Either company employees trained in these functions or a professional agency will be able to provide the level of service required to reduce the chances of you employing someone who will be tempted to become involved in employee theft.
This action does not resolve your existing problem, but it does help to stop it growing. It reduces the chances of new thieves joining the company. There is another benefit of introducing a strong employment screening procedure. If theft from your company continues and causes harm to shareholders through loss of their capital, they could sue you for negligent hiring. You have to be able to demonstrate that you took all reasonable steps to ensure that you did not employ people who already had convictions for theft and have tried to prevent employee theft at the hiring stage.
Part of the problem in normal companies is that it is neither fully understood, nor clearly stated, where the line is drawn between theft and what is allowed to be taken. Many companies allow substandard or rejected products to be taken home by employees, and others do not. An employee moving from one company to another may misunderstand that these policies are specific to individual companies, rather than general throughout industry. Employees should not be criminalized through ignorance and your failure to clearly state your policy. If you do not allow employees to use rejects, you should clearly state that fact with prominently placed notices. Do not assume that all employers have the same policy.
Your policy with regard to what constitutes employee theft should be clearly stated in the employees handbook if there is one, or along with the acceptance of their application for employment. If you have an induction scheme it can be introduced to them then.
The mistake that many employers make is to try to control serious employee theft themselves when there are many professional companies available that could help them to save a lot more money than it would cost to have the problem controlled.
Advanced Research http://www.arsbackgrounds.com is made up of a team of experts in HR, Risk Management and Legal Investigations. We provide a free consultation to assist you in mitigating your potential hiring risks.
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 January 22nd, 2008 with comments disabled.
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Men cease to interest us when we find their limitations. The sin is limitations. As soon as you once come up to a mans limitations, it is all over with him.
Emerson
Many people wonder about the trends of unethical conduct by todays leaders. Obviously, some executives and government officials have not upheld the standards of their positions by not stopping the unethical behavior among their peers.
If an observer was to review past leaders conduct, one would be able to appreciate the ethics involved for 21st century organizations. There are still problems to solve and challenges to discover. As people continue to be hired or elected in order to gain power for the wrong reasons, society will continue to see unethical conduct. However, people must expect high standards from todays leaders and never compromise their own principles in the process.
Organizations can be most effective when they build their organizations around shared values. However, leaders must buy-in and become value advocates. Leaders must model the way, and they must demand proper ethical behaviors from their peers. This can be clearly understood from a biblical context. 1 Corinthians 15:33 reads, Don’t fool yourselves. Bad friends will destroy you. People, especially leaders, need to pick their friends and associates carefully.
President Harry Truman said, Men make history, and not the other way around. In periods where there is no leadership, society stands still. Progress occurs when courageous, skillful leaders seize the opportunity to change things for the better.
Therefore, it is important that leaders align themselves with the right people.
Just as God provided Adam the instructions to lead humanity, leaders must provide a blueprint for greater ethical conduct for others. Therefore, this responsibility is in the hands of todays leaders hands.
References:
Ciulla, J.B. (1998). Ethics: The Heart of Leadership. Westport, CT: Praeger.
Heuser, B. (2005). The Ethics of Social Cohesion. Peabody Journal of Education. 80(4), pp.8-15.
Kern, C. (2003). Creating and Sustaining an Ethical Workplace Culture, Pepperdine University.
King, S. (2006). The Moral Manager. Public Integrity. 8(2), pp.113-133.
2007 by Daryl D. Green
Daryl D. Green has published over 100 articles in the field of decision-making (personal and organizational), leadership, and organizational behavior. Mr. Green is also the author of four books, including More than a Conqueror: Achieving Personal Fulfillment in Government Service. Do you want to improve your life? Do you want to make better decisions? If you answer “yes,” then go to the ‘master decision-making’ website at http://www.darylgreen.org
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 January 22nd, 2008 with comments disabled.
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This article relates to the Diversity in the Workplace Competency, commonly evaluated in employee satisfaction surveys. This competency explores whether your organization provides understanding and supports interaction among diverse population groups while respecting individuals’ personal values and ideas. Research shows that by fostering a climate where equity and mutual respect are intrinsic, an organization can create a success-oriented, cooperative and caring work environment that draws intellectual strength and produces innovative solutions from the synergy of its people.
All businesses can benefit from a diverse body of talent bringing fresh ideas, perspectives, and views to the workplace. However, a diverse workforce means that the managers within your organization must be capable of capitalizing on the mixture of genders, cultural backgrounds, ages, and lifestyles present in your staff to respond to business opportunities more rapidly and creatively.
This short story, Diversity—-and Success, in the Workplace, is part of AlphaMeasure’s Compilation, Tales from the Corporate Frontlines. It illustrates how one manager recognized and used a diverse team to achieve the best possible work product for the company, and win new business as well.
Anonymous Submission
It was a project unlike any our small ad agency had ever undertaken. A new client, selling a completely different product than we usually worked with. And our team had been awarded the opportunity to develop the perfect campaign and win the continued business of this new client. We all looked at our project manager, who was with us now for six whole months, like he had lost his mind. Why not team A? They had twice the experience and were always the group chosen to woo new clients with their work. Surely they were a safer choice. Why risk the client on us?
Our project manager patiently explained that out team had the required diversity for this project. If ever a project demanded workforce diversity—this was it. We looked around at each other, sure enough, we referred to ourselves as the “odds and ends” we were all so different. Our writers and designers represented a mixture of newbie talent, on fire with ambition, more mature people on their second careers, and new hires who earned their stripes far away, in big city agencies. We worked okay together, but our projects so far were small cast offs from the senior teams.
Yes, the project manager continued, this campaign required a diversity that the more entrenched teams lacked. More of our members represented the target demographic, and the deadline demanded quick turnaround. That was one of the reasons our company had landed the project. Times were tight and potential long-term clients were nothing to sneeze at. He was confident that if we pulled together, we’d achieve the best possible outcome for everyone— a brilliant campaign that would lure the new client onto our roster forever.
Still thinking that he was crazy, we began our work. The entire process was amazing. Our brainstorming sessions produced several great concepts that we developed eagerly. The newbies provided smart, stylish slogans, while the latecomers worked overtime to combine them with vibrant design. Our client loved it. So much so that our firm was awarded three more projects with the expectation that our team would do the required work.
Yes, our project manager was crazy. Crazy enough to go against the usual procedure and capitalize on the workforce diversity of our team to the benefit of the company. We succeeded —with his guidance, of course.
2005 AlphaMeasure, Inc. - All Rights Reserved
This article may be reprinted, provided it is published in its entirety, includes the author bio information, and all links remain active.
Measure. Report. Improve your organization with AlphaMeasure employee surveys.
Josh Greenberg is President of AlphaMeasure, Inc.
AlphaMeasure provides organizations of all sizes a powerful web based method for measuring employee satisfaction, determining employee engagement, and increasing employee retention.
Launch your employee surveys with AlphaMeasure.
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 January 15th, 2008 with comments disabled.
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Everywhere you look there is information on how individuals can protect themselves from credit card fraud. This information can be found at banking institutions, libraries, on TV, on the Internet, its everywhere. However, that isnt the case for businesses. How can your business protect itself from these fraudulent individuals who make purchases for products or service online or over the phone? Like most business, you may ship the products before discovering that the credit card is stolen. In this case, your company suffers the bill and the true owner of the credit card cannot be held reliable.
Nevertheless, these are the steps to protect your business from fraudulent individuals and avoid this terrifying situation.
1. It is important that you gather all the information associated with the credit card. This can be done by requesting all of the information exactly as it is shown on the card. This information includes: The cardholders name (Exactly as shown on the card, including middle name or middle name initial). Request all 16 digits on the credit card. Request the credit card verification number. This number is the last 3 or digits located on the back of the card after the account number. Request the expiration date on the card. Request the billing address for the card which in most cases should not be a P.O. Box. Requesting this information is very important. The fact is that most card thieves only have the card number. They will not have any other information associated with the card. By having all of this information you will be able to utilize address verification services. Address verification service compare the billing address given by the customer to the banks database and alerts the user if the addresses are different.
2. Pay particular attention to customers who list a different billing address and mailing address. In some cases, card thieves may also have the cardholders ID. In this case they will be able to supply the billing address; however, request for the product to be sent to a different address. You may opt to call the bank of the credit card and ask them to call the cardholder to verify the purchase.
It is definitely advised not to ship orders internationally with a different billing and mailing address.
3. In most fraudulent cases, the card thief will request a next day delivery. They want to get the product fast and without being caught. This is a red flag and should be carefully observed. If the order is larger than your typical orders, most definitely question it. Remember, the card thief is not concerned about how much he/she is spending; it is not their money. Most likely, he/she needs a large quantity for resale.
4.As a business owner, you want to do everything it takes to protect your business from fraudulent activity. It may be resourceful to have all the information collected validated by the customer. Since you are not meeting with the customer directly, it is wise to request that the customer fax you a copy of the credit card and photo id. This may seem extreme, but not as extreme as been taken for thousands of dollars in products. This precaution should most definitely be exercised for large orders involving heavy sums of money.
5.If you do find yourself a victim of this fraudulent activity, take immediate action to reduce loss.
a.Immediately inform your local police department. Make sure to answer all the questions the police may ask and give them all the information that you have.
b.Contact the bank of the credit card. Request that the issuing bank calls the customer to inform them of the situation. Make sure to give the issuing bank all the information that you have. Including, the billing and mailing address the card thief submitted. When the cardholder calls your company, explain the importance of the situation and why it is vital that he or she also reports the incident to the police.
By following these steps you are taking the necessary action to protect your business from credit card fraud.
William King is the director of Canada Wholesale, UK Wholesalers and Dropshippers Directory. He has 18 years of experience in the marketing and trading industries and has been helping retailers and startups with their product sourcing, promotion, marketing and supply chain requirements.
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 January 15th, 2008 with comments disabled.
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How We Got Here!
Not a day goes by that you dont see one industry authority or another remarking on the ugly state the residential real estate mortgage lending industry is in. We see the reason(s) for this are the exotic loans, fraud, reckless underwriting, thinly capitalized lenders, wholesale funding sources consolidating or simply closing their doors, Congressional hearings being scheduled it truly is a mess and like the old saying goes, industry wide everybody has an opinion on WHY? Heres mine:
Todays LOs & AEs are commission salesmen at heart and that is the core problem. Back when I was a young broker, we were institutionally trained to help the public and do the right thing for them. Today, an originator is focused on making the almighty commission check. It puts their interests above that of the client. Most people dont understand that commissions are actually a new payroll structure for LOs and AEs that first came into being nine years ago. Before that, these mortgage professionals were paid salary with small bonuses for achieving their production goals. Some industries focus on closing sales, but our business should focus on fixing the lives of customers; as a by product, we earn a living wage and maybe sometimes a handsome one - the pay is a by-product of the activity. After the subprime industry nearly collapsed in the Fall of 1998 and there were thousand of people unemployed, those weaken but still standing organizations (frightened to offer bigger salaries yet eager to pick up some good people, began this commission concept); once property values soared and rates plunged for several years following, those commissioned people had the surprising opportunity to earn big dollars it was ‘easy money’ for many. This new business paradigm (commissions) went full force and has been at the core of the subsequently developing problems.
Once the hearings and etc. have all been completed, the Loan Officer & Broker force decreases significantly, and the lending consolidation and failures slow and all the blames been handed out it will be time for industry leaders to determine how to fix this mess so it doesnt happen again.
The remedy is to get back to what worked for decades before - remove the big gagging commissions from the ranks of the LOs and AEs. Paying the origination side of this business big commissions cannot help but attract the wrong type of individuals, and corrupt even the most honorable people. The commission approach tends to suggest that the origination force is, or should be, a SALES function, which is absolutely incorrect. The job description of AEs and LOs are actually a customer service type of position, not a sales/closer type of job for as far back as I can remember prior to the beginning of this last industry cycle. With this adjustment, the money saved by the owner operators will help to suitably capitalize their diluted ranks again.
The payroll structure I talk about here, is what my first employer did for the 45+ years before I started with them, and the way I did it in my own company for the next four decades. Since I was there as an employer for a long while, and have seen the effect, both before and after, this change to commissions, I have a perspective different than many.
As more owner operators revert back to this business model, there are any number of significant positive improvements which flow from it. The biggest one, is a more confident healthier attitude of the employer. And, since they already know getting a mortgage is the largest single financial transaction most Americans make in their entire life, they come to realize leaving such an important life changing event up to a salesmen LO who, just last week was selling used cars, etc. has been a momentous mistake. Actually showing up to a commercial office to work, will produce a better appearance/image both for their employees and the industry as a whole; no more mortgage professionals working at home in their Jammies with the Bunny feet. One thing of course, is that since a ’salary’ will be offered to new hires, employers are more sensible about who they hire/invest in, and the degree and intensity to which they’ll train them; consequently personnel quality becomes far superior and more productive then previously. This also results in no more work at home loan officers because now theyre W-2ed employees who will work in the employers premise where their activities can be properly supervised and monitored. Formerly, being at home, they surely violated The GLB Act daily in many ways as well.
This change back to pre 1998 thinking will tend to create true mortgage professionals, like the public deserves, not some ‘closer’ looking for a STATED Eager Earner 100% Option Arm with a 4 point YSP with every applicant.
Article by Peter Samuel Cugno, Chairman & CEO of Secret! University, the educational division of Americas Money Center, Inc. with 40 years experience in the subprime industry niche. Questions or comments may be directed to Peter 310-833-4068 or online at: http://www.americasmoneycenter.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 January 15th, 2008 with comments disabled.
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More than likely you have seen them cropping up all over the internet: work from home schemes promising participants vast sums of money for selling a product, stuffing envelopments, clicking ads, making phone calls, etc. The plans are as varied as they are innovative. Unfortunately, many are scams meant to extract cash from your wallet and certain to leave you feeling miserable and stupid. So, just how can you make sure that a work from home plan is legitimate? By continuing to read on for some suggestions to help you avoid being cheated.
Better Business Bureau Check with your local Better Business Bureau {BBB} to determine whether the company has had any complaints levied against it. If it is an out of state concern, check with the BBB in the area [state] where the company is based.
State Attorney Generals Office — Every state has an Office of the Attorney General and in most cases it is this office that is tasked with investigating complaints against companies. Some states allocate this responsibility to their Bureau of Consumer Affairs agency or similar department.
Online Forums, Blogs, etc. — Google a search on the internet for the companys name and narrow the results further by including negative words such as complaint, scam, judgment, etc. If a company is up to no good, likely that information has been published somewhere. Caution: too much praise about a company could be a company plant placed online to create a positive spin about their operation. Conversely, bad news could be a single disgruntled person. Get as much additional and independent information before making a determination whether something you read online is actually true.
Personal Investment — If you have to pay for the product, i.e. to receive a list of companies providing information work information, etc. this should be a warning flag to you. Any outlay of cash on your part should raise some concern.
MLM — Some work at home businesses are nothing more than multi level marketing [MLM] schemes. This means you make a percentage of the sales of people you bring in to the business below you. Not all MLM schemes are illegal…unethical may be another matter!
In all, exercise extreme caution before agreeing to any work from home plan. If a work from home plan sounds too good to be true, than likely it is false. Ask hard questions and do not sign a contract before letting a legal professional [of your choice] review the plan.
Copyright 2005 — Matthew Keegan is The Article Writer who writes on a variety of topics including: advocacy, automobiles, aviation, business, Christian themes, family, news, product reviews, travel, writing, and more. Samples from his portfolio are available right online.
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 January 15th, 2008 with comments disabled.
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Jorge was a young construction worker, sitting near the front of the bus. Natasha was an older lady confined to a wheelchair. She asked him about his orange safety vest, “Where do you get those?”
The vests are highly reflective and are easily seen by oncoming automobile traffic. Natasha thought that a similar vest might protect her as she crossed the street from the bus stop to her house in the evening.
Jorge stood up, took the vest off, and presented it to Natasha as a gift.
In a world that seems less concerned with the well being of others, than with grabbing what you can, Jorge’s selflessness stands out as a welcome gesture.
In our personal lives and the business world there is room for improvement in manners and etiquette. In the business etiquette training video America the Rude, the lack of good manners and honesty is pointed out as a growing problem.
“As common courtesy becomes less common and good taste is all but a contradiction of terms, Americans continue to push the envelope of socially acceptable behavior. Does the Golden Rule still apply, or are people too busy to care about the feelings of others? This program probes the apparent erosion of decorum in the United States, which has had a profound impact on respect for authority, trust for one another, and willingness to give a helping hand. Experts include Professor Stephen Carter, of Yale University; psychologist Arnold Nerenberg, author of Overcoming Road Rage; and Pier Forni, of Johns Hopkins University’s Civility Project.”
— Ad copy for America the Rude
Doing nice things for people should be the norm, not the exception. In our shrinking world, we need to make the effort. We still need to adhere to the golden rule, “Do unto others as you would have them do unto you.” Is that really so hard? Of course, if were easy, we wouldn’t need training videos like America the Rude, which is actually the first tape in a two-part series called Truth and Consequences: Is America Going Downhill? The second video is called Liar, Liar, Pants on Fire.
Lies and rudeness seem to be so prevalent that small courtesies really stand out. This is good for people and businesses that do practice polite customs like expressing pleasantries and sending thank you notes.
Who really wants to be an oaf or a bumpkin? In today’s world it’s easier than ever to be a gentleman or a lady. Sometimes all it takes is a smile, a nod of recognition, or the gift of a used plastic vest.
Don Doman is a published author, video producer, and corporate trainer. He owns the business training site Ideas and Training (http://www.ideasandtraining.com), which he says is the home of the no-hassle “free preview” for business training videos. He also owns Human Resources Radio (http://www.humanresourcesradio.com), which broadcasts HR and business training information, program previews, and training samples from some of the world’s great training speakers twenty-four hours a day. You can listen and learn on Human Resources Radio.
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Written by info on January 15th, 2008 with comments disabled.
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