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Digg it UP - Trusted Management Score Card
The largest problem with getting leads involves working the hardest way possible Vs. working the easiest way. The vast majority of businesses today markets backwards, and then they act all surprised when there's no response.The vast majority of business owners do this. They Create or have services or products from their company and they expect to go out and find people to sell their products or services to.This is a huge mistake. This method of trying to make money can work if you have an unlimited capacity for spending money, wasting time, and have no concern for risk.If you're like most of us, we who want to do things a little more safely and cheaply. There's is one positive way to make a large income.Find Your Market First. Find Out What The People Want. Then let them buy what they've told yo
Reflection
The University of Chicago interviewed 800 Americans in 2002 and discovered that more than 80% had 'only some' or 'hardly any' confidence in the people running major corporations. More to the point, according to the results of the 2002 Golin-Harris survey, 69% of respondents agreed with the statement "I just don't know who to trust anymore". If there is a predominant lack of confidence based on lack of trust, imagine the competitive edge for any company that can offer an environment for individual contributors to flourish with confidence, security and unleashed creativity. Organizations that nurture a culture of trust have an advantage when it comes to hiring and retaining talent. The environment that is fostered inside the organization becomes brilliantly or blazingly apparent to customers, clients and competitors outside it.
______________________________________________________
Words of Wisdom
"It's troubling because a distrustful environment leads to expensive and sometime terminal problems. We hardly need reminding of the recent wave of scandals that shattered the public's faith in corporate leaders. And although you'll never see a financial statement with the line item la
OEM is short for Original Equipment Manufacturer. ODM is short for Original Design Manufacturer.What these manufacturers do is to custom make product for their clients. Factories that have the capabilities to make molds for product. The factory's R & D Dept. ( Research & Development ) and experienced design teams, supported by sophisticated manufacturing automation and in-process testing to deliver low cost, high quality solutions to its clients, will make a proto-type for the client.The factory does have their own mold making machines, plastic injection, etc.Upon approval from the client, the factory will go into mass production and produce that particular item. Once the order or orders have been filled, the manufacturer will see if there is still a need for that it
Score each of the categories on a scale of 1 (low confidence) to 10 (high confidence).
(1) ___ Tolerance: Rate the level of security. How much concern is there about making a mistake? How familiar are you with the term "C.Y.A."?
(2) ___ Confidence: Rate the level of confidence in taking reasonable and measured risks. How much confidence is there with a position or making a decision?
(3) ___ Authority: Rate the level of personal control, the ability to make decisions that pertain to individual specific job responsibilities.
(4) ___ Common Goals: Rate the level of awareness and aligned strategy.
(5) ___ Empathy: Rate the level of compassion and understanding of individual personal objectives and motivation.
(6) ___ Consistency: Rate the level of continuity in decisions, actions and communications.
(7) ___ Integrity: Rate the level of integrity exhibited throughout the organization as exemplified by ethical decisions and actions.
(8) ___ Selflessness: Rate the level of 'self-sacrifice' or parity with regards to activities between management and contributors.
(9) ___ Ownership: Rate the level of personal individual responsibility for success, support of others, and dedication to the common good of the team.
(10) ___ Communication: Rate the level of communication by quality, confidence and honesty (not necessarily the quantity).
Total Score ______ out of 100
How does your score compare with the other people in your organization?
Score 90-100:
A rich environment of trust and confidence that encourages mutual support for common goals. This is an organization that empowers individuals to contribute to shared rewards, as well as an opportunity to experience self-attainment. Individuals within this organization can develop personal talents and enjoy an atmosphere of continuous learning. Even if you feel that you are temporarily in the wrong position, apply your talents and develop your skills and your contributions will deliver lasting personal and professional rewards. The grass really is greener on your side of the fence.
Score 80-90:
This is exceptional. Be proud of your organization and the people around you that treat you like family. Your score indicates that you are honest with yourself, as we as with your coworkers. You have a healthy environment and are willing to acknowledge that there is always a little room for improvement. This is why you will continue to improve, and you will support others to achieve greater goals as well. Create a reminder for yourself to cherish and protect this environment. Some people only realize how good they had it after it is gone. Don't let that happen to you. Recognize, encourage and promote the trust within the organization, and share this experience with your customers and clients.
Score 70-80:
You are beating the odds. This score indicates that you have a foundation of trust, and that there may be some areas for improvement. Compare the different categories for areas of strength. Focus on actions or activities that will promote the areas of strength while you initiate communications to unravel the areas of concern. Sometimes the weak categories are related to specific events, misunderstandings, or possibly even specific individuals. Areas of weakness as illustrated by low scores may take time and planning to remove obstacles and develop trust.
Score 60-70:
There is risk of losing talented individuals. The talent that does not abandon ship will be underutilized and demoralized. The first step to creating an environment of trust is to be honest with yourself, then honest with your peers. Honesty does not mean confrontation with each other, but it may be necessary to confront some difficult topics with fierce and open communications. It will take conscientious effort to improve and sustain, but it is worth the investment of time and energy. Remember that the first step to becoming trusted is to allow yourself to be trusting.
Score Below 60:
The race is on to see who will leave first, typically the customers will be the first to go, and then the employees. Get help, this isn't funny anymore. The employees who stay will feel trapped, as personal perception becomes clouded to believe that there is nothing else better. The confident individuals will eventually recognize another opportunity and go to greener pastures. Loyalty, like trust, is a two way street. The bigger risk is that the individuals who flourish in this type of environment are satisfied with taking advantage of the organization, coworkers, and eventually even the customers.
Reflection
The University of Chicago interviewed 800 Americans in 2002 and discovered that more than 80% had 'only some' or 'hardly any' confidence in the people running major corporations. More to the point, according to the results of the 2002 Golin-Harris survey, 69% of respondents agreed with the statement "I just don't know who to trust anymore". If there is a predominant lack of confidence based on lack of trust, imagine the competitive edge for any company that can offer an environment for individual contributors to flourish with confidence, security and unleashed creativity. Organizations that nurture a culture of trust have an advantage when it comes to hiring and retaining talent. The environment that is fostered inside the organization becomes brilliantly or blazingly apparent to customers, clients and competitors outside it.
______________________________________________________
Words of Wisdom
"It's troubling because a distrustful environment leads to expensive and sometime terminal problems. We hardly need reminding of the recent wave of scandals that shattered the public's faith in corporate leaders. And although you'll never see a financial statement with the line item lab
You’ve very likely heard of someone who is making a good living as a medical transcriptionist. He or she might even be working from the comfort of their home. And you’ve probably asked yourself if this might be a career option for you.It may well be. Let’s take a look at the facts.What exactly is medical transcription? In the course of their work, doctors and other healthcare professionals make dictated recordings of various things including physical examination observations, patient history, operative reports, referral letters, discharge summaries, observations regarding imaging data and so on.A medical transcriptionist listens to these recordings and transcribes them into medical reports, correspondence, etc. She listens to a segment of recording, pauses the playback and keys in what is said before moving on to
(7) ___ Integrity: Rate the level of integrity exhibited throughout the organization as exemplified by ethical decisions and actions.
(8) ___ Selflessness: Rate the level of 'self-sacrifice' or parity with regards to activities between management and contributors.
(9) ___ Ownership: Rate the level of personal individual responsibility for success, support of others, and dedication to the common good of the team.
(10) ___ Communication: Rate the level of communication by quality, confidence and honesty (not necessarily the quantity).
Total Score ______ out of 100
How does your score compare with the other people in your organization?
Score 90-100:
A rich environment of trust and confidence that encourages mutual support for common goals. This is an organization that empowers individuals to contribute to shared rewards, as well as an opportunity to experience self-attainment. Individuals within this organization can develop personal talents and enjoy an atmosphere of continuous learning. Even if you feel that you are temporarily in the wrong position, apply your talents and develop your skills and your contributions will deliver lasting personal and professional rewards. The grass really is greener on your side of the fence.
Score 80-90:
This is exceptional. Be proud of your organization and the people around you that treat you like family. Your score indicates that you are honest with yourself, as we as with your coworkers. You have a healthy environment and are willing to acknowledge that there is always a little room for improvement. This is why you will continue to improve, and you will support others to achieve greater goals as well. Create a reminder for yourself to cherish and protect this environment. Some people only realize how good they had it after it is gone. Don't let that happen to you. Recognize, encourage and promote the trust within the organization, and share this experience with your customers and clients.
Score 70-80:
You are beating the odds. This score indicates that you have a foundation of trust, and that there may be some areas for improvement. Compare the different categories for areas of strength. Focus on actions or activities that will promote the areas of strength while you initiate communications to unravel the areas of concern. Sometimes the weak categories are related to specific events, misunderstandings, or possibly even specific individuals. Areas of weakness as illustrated by low scores may take time and planning to remove obstacles and develop trust.
Score 60-70:
There is risk of losing talented individuals. The talent that does not abandon ship will be underutilized and demoralized. The first step to creating an environment of trust is to be honest with yourself, then honest with your peers. Honesty does not mean confrontation with each other, but it may be necessary to confront some difficult topics with fierce and open communications. It will take conscientious effort to improve and sustain, but it is worth the investment of time and energy. Remember that the first step to becoming trusted is to allow yourself to be trusting.
Score Below 60:
The race is on to see who will leave first, typically the customers will be the first to go, and then the employees. Get help, this isn't funny anymore. The employees who stay will feel trapped, as personal perception becomes clouded to believe that there is nothing else better. The confident individuals will eventually recognize another opportunity and go to greener pastures. Loyalty, like trust, is a two way street. The bigger risk is that the individuals who flourish in this type of environment are satisfied with taking advantage of the organization, coworkers, and eventually even the customers.
Reflection
The University of Chicago interviewed 800 Americans in 2002 and discovered that more than 80% had 'only some' or 'hardly any' confidence in the people running major corporations. More to the point, according to the results of the 2002 Golin-Harris survey, 69% of respondents agreed with the statement "I just don't know who to trust anymore". If there is a predominant lack of confidence based on lack of trust, imagine the competitive edge for any company that can offer an environment for individual contributors to flourish with confidence, security and unleashed creativity. Organizations that nurture a culture of trust have an advantage when it comes to hiring and retaining talent. The environment that is fostered inside the organization becomes brilliantly or blazingly apparent to customers, clients and competitors outside it.
______________________________________________________
Words of Wisdom
"It's troubling because a distrustful environment leads to expensive and sometime terminal problems. We hardly need reminding of the recent wave of scandals that shattered the public's faith in corporate leaders. And although you'll never see a financial statement with the line item la
People send money because they're in the habit of sending money by mail. Charity is habit forming; giving by mail is a special variety of this benign affliction. When he became involved in direct mail fund raising in the late 70s, he was told that only about one in four adult Americans were "mail responsive" - that is, susceptible to offers or appeals by mail. By the turn of the century, according to the Simmons Market Research Bureau, two out of every three adults were buying goods or services by mail or phone every year. Many purchases involved telemarketing - but there's no doubt Americans are now more mail responsive.Surveys also reflect the growing importance of direct mail appeals in the fund raising process. Research shows that fund raising letters are the top source of new gifts to charity in America.People
Score 80-90:
This is exceptional. Be proud of your organization and the people around you that treat you like family. Your score indicates that you are honest with yourself, as we as with your coworkers. You have a healthy environment and are willing to acknowledge that there is always a little room for improvement. This is why you will continue to improve, and you will support others to achieve greater goals as well. Create a reminder for yourself to cherish and protect this environment. Some people only realize how good they had it after it is gone. Don't let that happen to you. Recognize, encourage and promote the trust within the organization, and share this experience with your customers and clients.
Score 70-80:
You are beating the odds. This score indicates that you have a foundation of trust, and that there may be some areas for improvement. Compare the different categories for areas of strength. Focus on actions or activities that will promote the areas of strength while you initiate communications to unravel the areas of concern. Sometimes the weak categories are related to specific events, misunderstandings, or possibly even specific individuals. Areas of weakness as illustrated by low scores may take time and planning to remove obstacles and develop trust.
Score 60-70:
There is risk of losing talented individuals. The talent that does not abandon ship will be underutilized and demoralized. The first step to creating an environment of trust is to be honest with yourself, then honest with your peers. Honesty does not mean confrontation with each other, but it may be necessary to confront some difficult topics with fierce and open communications. It will take conscientious effort to improve and sustain, but it is worth the investment of time and energy. Remember that the first step to becoming trusted is to allow yourself to be trusting.
Score Below 60:
The race is on to see who will leave first, typically the customers will be the first to go, and then the employees. Get help, this isn't funny anymore. The employees who stay will feel trapped, as personal perception becomes clouded to believe that there is nothing else better. The confident individuals will eventually recognize another opportunity and go to greener pastures. Loyalty, like trust, is a two way street. The bigger risk is that the individuals who flourish in this type of environment are satisfied with taking advantage of the organization, coworkers, and eventually even the customers.
Reflection
The University of Chicago interviewed 800 Americans in 2002 and discovered that more than 80% had 'only some' or 'hardly any' confidence in the people running major corporations. More to the point, according to the results of the 2002 Golin-Harris survey, 69% of respondents agreed with the statement "I just don't know who to trust anymore". If there is a predominant lack of confidence based on lack of trust, imagine the competitive edge for any company that can offer an environment for individual contributors to flourish with confidence, security and unleashed creativity. Organizations that nurture a culture of trust have an advantage when it comes to hiring and retaining talent. The environment that is fostered inside the organization becomes brilliantly or blazingly apparent to customers, clients and competitors outside it.
______________________________________________________
Words of Wisdom
"It's troubling because a distrustful environment leads to expensive and sometime terminal problems. We hardly need reminding of the recent wave of scandals that shattered the public's faith in corporate leaders. And although you'll never see a financial statement with the line item la
Agriculture, as the case in India, has been the backbone of economy and chief source of income for the people of Bangladesh, the country made of villages. Government wants to decrease poverty by getting highest productivity from agriculture and achieve self-reliance in food production. Apart from agriculture, the country is much concerned about the growth of export division. Bangladesh have accelerated and changed her exports substantially from time to time. After Bangladesh came into being, jute and tea were the most export-oriented industries. But with the continual perils of flood, failing jute fibre prices and a considerable decline in world demand, the role of the jute sector to the country's economy has deteriorated (Spinanger, 1986). After that, focus has been shifted to the function of production sector, especially in garment
Score 60-70:
There is risk of losing talented individuals. The talent that does not abandon ship will be underutilized and demoralized. The first step to creating an environment of trust is to be honest with yourself, then honest with your peers. Honesty does not mean confrontation with each other, but it may be necessary to confront some difficult topics with fierce and open communications. It will take conscientious effort to improve and sustain, but it is worth the investment of time and energy. Remember that the first step to becoming trusted is to allow yourself to be trusting.
Score Below 60:
The race is on to see who will leave first, typically the customers will be the first to go, and then the employees. Get help, this isn't funny anymore. The employees who stay will feel trapped, as personal perception becomes clouded to believe that there is nothing else better. The confident individuals will eventually recognize another opportunity and go to greener pastures. Loyalty, like trust, is a two way street. The bigger risk is that the individuals who flourish in this type of environment are satisfied with taking advantage of the organization, coworkers, and eventually even the customers.
Reflection
The University of Chicago interviewed 800 Americans in 2002 and discovered that more than 80% had 'only some' or 'hardly any' confidence in the people running major corporations. More to the point, according to the results of the 2002 Golin-Harris survey, 69% of respondents agreed with the statement "I just don't know who to trust anymore". If there is a predominant lack of confidence based on lack of trust, imagine the competitive edge for any company that can offer an environment for individual contributors to flourish with confidence, security and unleashed creativity. Organizations that nurture a culture of trust have an advantage when it comes to hiring and retaining talent. The environment that is fostered inside the organization becomes brilliantly or blazingly apparent to customers, clients and competitors outside it.
______________________________________________________
Words of Wisdom
"It's troubling because a distrustful environment leads to expensive and sometime terminal problems. We hardly need reminding of the recent wave of scandals that shattered the public's faith in corporate leaders. And although you'll never see a financial statement with the line item la
Do you know booklets are now used for marketing?The booklets which are deemed as just an ordinary type of small panes that are fastened together with card cover are now recognized by many business-minded individuals as an effective medium that offers great marketing potential. What’s great about them is that they are very handy in the sense that they are easy to mail to your prospects.What to Consider? When you want to make a nice-looking booklet, you should consider on what to make. This means you have to make your mind up on how you will do it, will you create a booklet in a printed copy or in an electronic download version. You can choose between the two by deliberating on your own liking but you must take into account that your personal predilection may not be applicable to others. Hence, there are several considera
Reflection
The University of Chicago interviewed 800 Americans in 2002 and discovered that more than 80% had 'only some' or 'hardly any' confidence in the people running major corporations. More to the point, according to the results of the 2002 Golin-Harris survey, 69% of respondents agreed with the statement "I just don't know who to trust anymore". If there is a predominant lack of confidence based on lack of trust, imagine the competitive edge for any company that can offer an environment for individual contributors to flourish with confidence, security and unleashed creativity. Organizations that nurture a culture of trust have an advantage when it comes to hiring and retaining talent. The environment that is fostered inside the organization becomes brilliantly or blazingly apparent to customers, clients and competitors outside it.
______________________________________________________
Words of Wisdom
"It's troubling because a distrustful environment leads to expensive and sometime terminal problems. We hardly need reminding of the recent wave of scandals that shattered the public's faith in corporate leaders. And although you'll never see a financial statement with the line item labeled "distrust", the WorldCom fiasco underscores just how expensive broken trust can be." - Robert F. Hurley, "The Decision to Trust"
"A person who trusts no one can't be trusted." - Jerome Blattner
"Trust men and they will be true to you; treat them greatly, and they will show themselves great." - Ralph Waldo Emerson
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