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Effective Motivational Skills For Today’s Managers – Life Lessons

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Motivated employees will work more effectively in their jobs and do more to further the bottom-line objectives of a company than unmotivated employees. As a manager, you are in a position to increase the motivation of your employees. This basic managerial skill training in motivation will enable you to become a more effective manager for yourself, and for your company. You will learn how to handle motivational problems, which will help you gain 100% effectiveness of your employees.

What Should You Expect From This Article

As you know, motivation is a complex issue. Many psychologists and researchers spend their entire life investigating people’s motivation to perform. Similarly, there are many books currently out in the bookstores promising to give us the secret for “getting others to do what we wish.”

There are many theories of motivation; and different techniques to solve motivational problems. Rather than attempting to review all these theories, the purpose of this module is to look at six common motivational factors which will make the difference between employees who are motivated and employees who exhibit motivational problems. We will use only as much “theory” as needed to gain basic understanding of each motivational issue. Primarily we will discuss what you can do to solve the motivational problem.

Learning Objectives

Upon completion, you will be able to:

o Recognize what types of employee behavior problems are motivational issues and which are not.

o State in simple language what is the real motivational factor behind different types of problems encountered as a manager and what you can do to correct each problem.

o Apply appropriate steps or response to resolve the motivational problem.

o Motivate average and above average performers to perform even better.

Training Format

This article is designed to do more than just give you information on motivation. Rather, it is set up to teach you skills which you can apply in your day to day jobs.

This will be accomplished by the use of exercises that require your involvement. Active participation will enable you to learn “what to do and how to do it,” better than passively sitting back and being an observer. Keep this in mind as we proceed.

Manager’s Methods Motivate

Many management experts agree that the key to employee morale and motivation is the quality of supervision they receive from their supervisor. It is for this reason that most businesses invest much time, energy, and money in the selection of their managers followed by in-depth training. In fact, this information is designed to assist you, the manager, in developing methods which have been “proven” to produce the highest possible motivation in your employees.

Who Is Responsible For Motivation

Managers share the responsibility in motivating their employees with the individual employees themselves. The manager is 100% responsible for establishing a motivating climate in which the employee works. The employee is 100% responsible for taking advantage of the motivating climate to perform the best they can perform.

Detecting Motivation Problems:

Focus On Behavior

Motivation is not something that we can directly see. That is the major reason why it is so complex. Instead, we observe a situation and notice that some action, tasks, or behaviors that should have occurred, have not occurred. Frequently, we call this a “motivation problem.”

Like a detective, we must be aware of clues which hint of a “motivation problem” in an employee. These clues are behaviors.

Focusing on behaviors has several advantages:

o Behaviors are observable; they require only our attention-not complicated psychological analysis.

o Behaviors are objective; they are not easily open for mis-interpretation.

o Behaviors are measurable; we can count how many times a certain behavior occurs.

o Behaviors are specific and concrete; not abstract like the concept of motivation.

Begin by asking yourself, “What is he not doing? What behaviors, actions, or tasks should she be doing?” Be as specific and precise as possible. “He is not doing it the way he is supposed to” or “she is not committed” or “she has a bad attitude” are not specific behaviors. State the problem in terms of behavior.

Behaviors That May Indicate A “Motivational Problem”

As we have said, instead of focusing on the abstract and complex concept of motivation, go right to the behaviors from which we suspect the “motivation problem.”

Motivation problems can be suspected from such behaviors as:

o Reduced quantity of work output.

o Reduced quality of work output.

o Extended lunch and break times.

o Frequent tardiness.

o Frequent absenteeism.

Motivation Worksheet 1 – (Take a few minutes to answer these questions.)

1. What behaviors indicate “a bad attitude” or “no commitment” in an employee?

2. Think of a particular unmotivated employee that you currently know or have known in a previous position or job. What specific behaviors did this person exhibit (or not exhibit) that leads you to believe they have a motivation problem?

3. List behaviors that you demonstrate when you are feeling unmotivated to do a task?

Selecting “Motivated Employees”

It makes our job of motivating employees much easier, when we start with employees who are “highly motivated.” In other words, motivation comes easier. when we have the “right person for the job.” The “hiring of motivated employees” is a selection decision. Make sure you identify the job-related skills a candidate possesses by thorough questioning. In this way, the job skills an employee possesses can be matched with the job skills required for success on the job. When a match occurs, we can feel confident that the person is the best candidate for the job.

In fact, a job candidate that was motivated to learn these key identified job-related skills in the past, will be motivated to use them, and learn additional skills, in the future. All personnel selection decisions are based on the theory that how a person performed in their past job predicts future job performance in a similar job-a job candidate motivated to perform in the past will most likely be motivated to perform in a similar situation in the future. Aim to improve motivation among the workforce by selecting job candidates who demonstrate job-related skills required for success with your company. The selected employee whose job matches their skills will show motivation to do a good job, a greater liking of their job, and a longer stay at their job.

Motivation Worksheet 2 – (Take a few minutes to answer these questions.)

1. Think of a position which you manage. Focus on the job, itself. List the job-related skills for this position. In other words, when interviewing to hire a candidate for the job, what skills should the candidate possess to be successful on the job?

2. In an interview, what might a job applicant say or do to indicate high motivation?

3. List two to three questions that would allow you to test their motivation level?

Training for Success

Training teaches people new skills, new procedures, or new information. It does not directly teach “motivation.” However, training accomplishes something more-maybe a little harder to see-but still extremely important. Training can give an employee the ability to be successful. Employees who show signs of lack of ability can be taught how to perform correctly. Ability produces success. Success is a large motivator. Success breeds more success. Success produces pride of accomplishment; it fuels ambition; it increases personal goals; it increases performance.

Remember: Training produces successful performance and success motivates.

We must look at the problem behavior and decide whether the employee has the ability to do the task. Examine the ability of the employee. Ask yourself: “Does the employee have the knowledge or the skills to complete the task or job successfully?”

Consider the following about the employee:

o Prior work experience.

o Job related skills.

o Completed any of your company supported training programs.

o Special instruction, coaching, or tutoring.

A person with low ability, can be taught, trained, and coached to perform successfully. Once they feel that “good feeling of success” and all that comes with it (pat on the back, acknowledgement, and pay increase), their motivation may increase.

Be advised though, that there are two problem situations you can run into. First, some employees may require so much extra training, teaching, coaching, and tutoring before they attain some success that it requires more on your part than you can realistically give. In this case, you might have to realize that the employee “lacks too much” and other action is required.

The second problem situation is that some people who receive training and accomplish successful performance may still not show an increase in motivation. This can be due to other reasons which we will soon explore. Training is only one of many factors which play a part in motivating employees.

Remember: While training does not guarantee an increase in motivation, it can pave the way for greater motivation.

Motivation Worksheet 3 – (Take a few minutes to answer these questions.)

1. List specific behaviors which indicate poor motivation in an employee you manage.

2) Does the employee have the knowledge or skills to complete the tasks or job duties successfully?

3) What training programs currently exist that can teach, train, and coach the employee to perform successfully?

4) What existing employee could you have them work with to improve their performance in weak areas?

Motivation Through Communication and Goal Setting

Communicating what we expect from our employees and setting appropriate goals for which they should strive plays a big part in their motivation.

In order for employees to do a good job, they must know what it is they are expected to do. This direction comes from you, the manager. The manager has the responsibility of telling the employee in specific, concrete words:

o What should be done

o When to do it

o Where

o How, to proceed step-by-step

o Who else is involved, why it is important, etc.

The manager knows what constitutes a “good job;” ask yourself if the employee has the same understanding of what would be a “good job.” When an employee thinks that he or she has given 100% while the manager thinks that the employee has only given 60%, the problem is not motivation; it is communication.

To determine if the problem behavior is a result of a breakdown in communication, the manager must ask herself, “Did I talk to the employee about my expectations?” That is, we as managers must determine whether we discussed objectives, duties, responsibilities, deadlines and performance. (How we communicate is an entirely additional, yet related, matter that will be addressed in the Communication Skill article). It can be difficult to look at our own behavior as managers, but we need to discover if we have contributed to the problem.

Not only must you, as a manager, tell the employee what needs to be done, but you must also make sure the employee understands your directions as you intend them.

An effective manager accomplishes this by:

o repeating directions

o Cclarifying instructions

o Demonstration

o Checking for understanding

o Observing progress

o Double-checking

o Follow-up

Remember: Good communication prevents misunderstandings and paves the way for employee motivation.

Goal Setting

There is one particular type of communication that has been repeatedly shown to be effective in improving employee motivation. This is the communicating of goals or objectives.

A goal or objective is simply a task we are attempting to accomplish. Goals direct our behavior. They help us follow a straight-line course to our ultimate objective. They prevent us from being like leaves being blown helplessly by the wind.

Goals and objectives foster motivation. We see the progress we are making toward our goal. We feel we are getting somewhere. Without goals, it is not always clear when we have been successful. Goals serve as a yardstick by which to measure our accomplishments.

Some objectives are too broad in scope to strive for directly. For example, to increase profits is a difficult goal to tackle all at once. Large scale goals need to be broken down into intermediate goals. Even intermediate goals sometimes require smaller goals that can be accomplished in a shorter amount of time.

A goal should be (using SMART acronyms):

o Specific: it should include who, what, where, when and how built into it.

o Measureable: progress toward the goal should be recorded frequently.

o Attainable: it should be reasonable and realistic; there should be a very good certainty of accomplishing it.

o Realistic: should also pass the reasonable and realistic test.

o Timebound, set and agreed to mutually developed: the highest motivation will occur when the employee plays a part in setting the goal, together with the manager. The employee should have input setting the goal.

Motivation Worksheet 4 – (Take a few minutes to answer these questions.)

Think of an employee that has a motivation problem. Focusing on the employee’s behavior, write 3 goals for the employee to attain that will bring his work performance “up to par”.

1)

2)

3)

Motivation Through Appraisal and Feedback

One of the most powerful ways to change the motivation of an employee is to appraise how he is performing his job duties and then to feed this information back to him.

I suggest you use two separate systems to provide employee appraisal and feedback. The Employee Performance Review (by whatever name you call the form) evaluates the job performance of individual workers in terms of pre-identified objectives and clearly notifies the employee “how they have done” in achieving these objectives. The Progressive Discipline System (by whatever name you call the form) also evaluates the job performance of individual workers in terms of job expectations and then clearly notifies the employee “how they have fallen short” in working up to these expectations. Although Employee Performance Review emphasize positive performance while Progressive Discipline emphasizes undesirable performance, both work in exactly the same way: they provide feedback to the employee on how they are doing in reference to a standard.

This can produce motivation in an employee. First, it communicates to the employee exactly, “where he stands,” and secondly, it points to what type of coaching, counseling, or information the employee requires to get to “where he wants to go or sometimes must go.”

Appraisal and feedback systems are ways to tell the employee that “she is on the right track.” If not where they should be, this in itself often provides the motivation to self-correct and “get back on track.”

Both of these programs are made even more powerful and hence motivating by the consequences attached to them. The result of a “favorable” performance appraisal can mean an increase in salary-a very definite motivator for some people. The result of an “unchanged” progressive discipline report can mean suspension or even separation of employment, a very definite motivator in the sense that employees will work to avoid the negative consequence.

Remember: Appraising employee performance through Employee Performance Review or Progressive Discipline and feeding back to them the results motivates by “pointing the employee in the right direction”

and “making clear how far they must go.”

Motivation Worksheet 5 (Take a few minutes to answer these questions.)

1) Think of an employee you manage who did not perform to your performance standards on a specific task.

2) What was the desired performance?

3) Describe the feedback you should give immediately upon completion of the task so the employee “gets back onto the right track”.

4) How would you “point the employee in the right direction” by using an Employee Performance Appraisal or Progressive Discipline?

Motivating Work Assignments

Ideally, the work itself should be highly interesting and hence motivating to the employee. This is partly determined in the selection process where job candidate’s skills and interests are assessed and compared to the requirements of the job. When delegating tasks be sure to consider the skill level of the parties involved, the needs of the job, etc. as well.

Even after a job candidate is hired, placement of the employee into a specific work assignment can foster or stifle motivation. For example, a stereo buff would be more highly motivated to sell stereos or other electronic products than draperies.

Employees can have different preferences in many ways:

o Some employees may prefer a large variety of different job duties whereas others may prefer only a small set number.

o Some employees like to face challenge and complexity within their job whereas others may prefer the simple or routine.

o Some employees may prefer to work independently, apart from others, whereas other employees prefer to work in an area with other employees.

o Some employees may prefer to work on tasks where they can receive instant feedback on their efforts, whereas others may not require such instantaneous and continuous feedback.

The point is that you can increase the motivation of your employees if you can match their need for different degrees of autonomy, variety, challenge, complexity, and feedback to the available work assignments. To the best that you can, tailoring the work assignments to the employee’s primary needs and abilities, will result in a higher level of performance from that employee.

This is not to suggest that you should bend to every desire of an employee.

Meeting an employee’s individual interests on the job will help that employee like their job more. They in turn, will be more willing and motivated to help the manager achieve bottom-line objectives. When both get what they respectively want, then a win/win situation exists. The manager wins because he will have a motivated, effective employee; the employee wins because his needs are met.

When an employee knows he is benefitting, he will be motivated to perform better. If an employee gets to do parts of his job that he likes to do, then the employee will be more willing to do those things that have to be done as well.

See what your employees would like to gain from their employment besides money. Ask, “What else does this employee want from his job here.” Some answers might be:

o “A good recommendation for future jobs.”

o “A chance to learn firsthand about the world of business before going to college and studying business.”

o “An opportunity to learn skills like cashiering, customer service, selling, or management, etc.”

o “A chance to get out of the house and be around people like other employees and customers.”

o “To be aware of the latest market trends, fashions – wanting to be first to see what’s new.”

To meet people’s interests and thus produce greater motivation, a certain amount of compromise and negotiation must take place between a manager and employee. It is difficult to balance the needs of an employee and those of a manager, who is trying to fulfill their company’s bottom line performance, but compromise and negotiation gives the manager some control to accomplish both at once.

Motivation Worksheet 6 – (Take a few minutes to answer these questions.)

List the names of employees you manage under the type of work assignment which would motivate them to perform best.

Task Variety versus Set Types of Tasks

Challenge and Complexity versus Simple and Routine Tasks

Independent Tasks versus Working as part of a Group

Tasks which produce instant feedback versus Tasks which produce delayed

feedback.

Do the actual assignments of your employees regularly include the types of assignments most motivating to them?

Rewarding Good Performance

One major reward an employee obviously earns through their work performance is their paycheck. Financial compensation for doing a task is as old as the institution of gainful employment. There has been a development in recent years, however, of a new system of rewarding employees that affects their motivation to perform. This is the concept of paying for performance.

The idea behind paying for performance is simple. Most people, including managers, have the belief that if I do this, I deserve to get that. If I do twice as much, then I deserve to get more in return. What we receive, we say we have earned.

One of the most common examples of a pay for performance system is tipping. The waitress knows that her performance directly affects the tip she will receive. If she does a good job, she can be reasonably sure that she will receive a tip. She also knows that if she does an outstanding job she will merit a larger tip than if she just does the bare minimum.

The employee can feel that their work performance will be rewarded on the basis of merit due to the performance appraisal system. By their performance, they can affect their financial rewards. If they fail to meet their objectives, they won’t be compensated as much as if they had met their objectives. If they work hard and exceed their objectives, they will be financially rewarded for the effort; and if they perform extremely well and clearly exceed the objectives, they will receive, or rather have EARNED, a proportionately large pay increase to reward their behavior.

Employee Performance Review is designed to measure performance against a standard so that the quantity and quality of job performance can be reliably determined. It serves as the vehicle for determining merit pay increases.

How To Make A Merit System Motivating

Employees must be aware of the system; that their work performance can earn them additional rewards. They must believe that it is realistically possible for them to earn the rewards. They must believe the system is fair; how much extra they earn needs to be worth the extra performance they “put out.” As a result of informing employees of the connection between their job performance and available rewards, they:

o Develop a “winning” mental attitude.

o Set their own high performance goals.

o Increase their performance level.

In order to produce “highly motivated” employees, it is extremely important to pay attention and to actively play a part in influencing rewards for employee’s performance. As manager, you have control over these consequences.

Although financial compensation is the primary reward, you are making a serious mistake if you believe that this is the only reward that is important to an employee. Money is not a dependable motivator. In fact, it is true that:

o For some individuals, money is not motivating.

o When employees have the inaccurate perception that only small merit increases are available, money loses its power to motivate.

o Money may motivate just before performance appraisal time, but it can also have no effect on performance the prior eleven months.

In contrast to money, all of the following rewards for performance are extremely dependable:

o Sense of Achievement Recognition of a “Job Well Done”

o Greater Responsibility

o Advancement/Promotion

o Increase Status in Eyes of Others

o Personal Growth

o Appreciation/Thanks by Manager

Any of these can be used in addition to money to reward performance. Each of these rewards can be delivered by you, the manager, in less than 30 seconds. And, they have the advantage over merit increase of being available every day. They cost you nothing-they give you a powerful tool to increase other’s motivation.

All it takes is a statement like:

“Joe, you should feel really proud over obtaining a sales volume like you did this week.” (Sense of Achievement)

“Sally, I noticed that you did an excellent job helping customers today, especially since you were covering more than one area.” (Recognition of a Job Well Done)

“Bob, you have done so well with the routine duties, I think you’re capable of handling some responsibilities of a larger nature. How would you feel about becoming responsible for …. ?” (Greater Responsibility)

“Lisa, even though your performance appraisal is more than 5 months away, I want to tell you that you’re accomplishing so many things that I’m considering some type of promotion for you, if you keep this up.” (Advancement/Promotion)

“I want to announce to everybody at this meeting that Tom has been doing an outstanding job and is a top-notch worker.” (Increase Status in Eyes of Others)

“Jane, since you’ve started, you have really learned the relationship of mark-up to gross margin.” (Personal Growth)

“Gary, I really appreciate you doing this. Thanks a lot.” (Appreciation/Thanks by Manager)

Motivation of people will be seriously affected, if the consequences of performing is punishing or “makes no difference.” When an employee who is working the best they can receives penalties, insults, humiliation, boredom, or frustration, he or she will begin to avoid doing the work and will quickly demonstrate “poor motivation.” Few people seek out painful experiences. Thus, if you know that an employee is not working “up to par,” explore whether the employee received a negative reaction for doing so. Ask yourself, “is there a negative consequence for doing a good job?”

Conclusion

Motivation is a complex issue. Rather than attempting to investigate motivation in its complexity, this basic management skill training reviewed six common motivational factors which make the difference between employees who are motivated and employees who exhibit motivational problems.

In reality, high levels of motivation are produced by a combination and interaction of these six factors, not by any one factor acting alone.

“Motivated employees” selected for the job will be easier to train; more receptive to communication and feedback; more interested in their work assignments; and more effective performers who will merit reward.

Employees “trained for success” will learn to communicate better; use feedback constructively; and perform their work assignments more efficiently which may increase their interest. All of this in turn, may result in a high level of performance that would merit reward.

Clear communication and goal setting goes hand-in-hand with the objective setting procedures of performance appraisal; aids the learning of new, more interesting, work assignments; and promotes goal attainment which is rewarded.

Appraisal and feedback can bring out the employee’s feelings and interest in the work assignment and serve to reward behavior which merits reward.

Assigning “motivating work assignments” enables the employee to meet his interests and needs which will usually result in quality work that merits reward.

Motivated employees will work more effectively in their jobs and do more to further the bottom-line objectives of a company than unmotivated employees. There are six important and necessary factors that need to be considered in improving an employee’s motivation to perform. By using the theory and recommendations presented in this article, you can be confident that you will be able to successfully motivate your employees. In addition, you will be incorporating a valuable skill into your managerial repertoire.

Remember, in order to motivate others, you must be Motivated yourself! Have fun, make a ripple…

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The Basics of the Amazon Affiliate API

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For those who are not technically minded when it comes to programming or affiliate marketing through Amazon, one has to know the basics of an Amazon affiliate API.

An API stands for application programming interface. It is a specific set of codes or rules and also, specifications, which are used in software programs in communicating with one another. It basically functions as a crossing point between several software programs and their interactions.

An API is usually created for various things like, computer applications, inventories, libraries, and even operating systems. An API can be very meticulous and detailed, including specifications for protocols, routines, and structures of clusters of data. All these are used in the interactions between the program that implemented the API and the program that uses it, or the “consumer program”.

In the context of web development and marketing through the Internet, publishing API’s have allowed several communities in the web to share content and data between several and different applications and programs. While the content is created in one specific place, it can be dynamically shared, posted, updated, and edited in several locations in the World Wide Web.

An API usually allows a very large range of calculating functions that can be written in several ways as for them to be able to operate in different systems. However, this usually requires the re-compiling of each operating system platform. Once compatible, an API can allow compiled codes to function without having any changes to the system.

Once an API is made, there are two options in releasing them. The first is that the general public be protected of information regarding the API’s released or to be released. The second option offers that the API be freely available to the public. Some API’s, however, offer a mix of the two options mentioned.

One of the top online shopping and auction websites in the world is Amazon. And, like most online companies nowadays, they also offer affiliate programs. Being a trusted website, many people have now signed up an account with Amazon and use affiliate programs through the Amazon affiliate API. Affiliate marketing has not only enhanced the business of sellers in Amazon, but also help many people generate additional income as affiliates.

While the Amazon affiliate API is free to the public, it only requires the affiliate marketer to create an account with Amazon. No need to worry, however, as signing up in Amazon is absolutely free of charge. There can be some premium accounts or options, but downloading the API is totally free.

Using the Amazon affiliate API can be a huge asset to small and large businesses alike. Not only can it help generate the traffic of interactive blogs or websites, it also helps them expand their networks in business. Also aside from earning some profit out of this, merchandise can also easily and quickly be promoted through an affiliate program or network.

So, the next time you think about venturing into affiliate marketing, go ahead and check out Amazon and the Amazon affiliate API.

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Working From Home Secret Report By Ewen Chia – A Full Review

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What is the “Working From Home” Secret Report? It is the latest product from Ewen Chia after his “No Sales System”. Every affiliate marketer alive or making real money online should know who he is. This is the man who is behind many successful launches of make money online reports like Secret Affiliate Weapon aka SAW. He is also adored by many gurus today as their favorite JV partner. But is the “Working From Home” Secret Report worth your read?

The Working from Home or WorkingfromHome.com sales page is not ready yet so hold your horses. It will be launched on 21 April. But for now, Ewen Chia has put up a cool video showing the 5 simple steps you need to get rich online. It comes with a free video transcript. The video sounds a little fuzzy. You can watch it as I have put up the link on my online marketing blog below.

After reading through the “How to Get Rich From Home in Just 5 Simple Steps”, I find the 5 steps rather practical. This man is a logical marketer and the steps are simple to grasp and timeless. All these will work today, tomorrow or in the future.

1. Find a Market with a Growing Demand

It is critical to find a market with an ever increasing demand to consume. This is the best market to get into. Forex trading, stock investing, weight loss and make money online markets are good examples. Selling to such a market, working from home will make you rich.

2. Find a Top-Quality Product That is a Solution to Someone’s Problem

Using the solution-problem approach is the most effective way to sell. With a quality product, all you need is to market it and be focused. However, I like to add that it is always better to focus on one, then duplicate and multiply your success to other markets.

3. Finding an Affiliate Program with a Complete Sales Funnel

As an affiliate, you want to make the most money out of your prospect. If he is going to buy the $20 ebook through your affiliate link, why not sell him an upsell for $67?

An affiliate program that comes complete with such a system and rewards the affiliate is worth considering. This point, I agree.

4. Focus on Cash Earning Activities

Many a times, I find myself distracted just like many affiliates. When you see an interesting email title or video post, you will be curious to watch it. Hours go by quickly if you do not channel your energies to the tasks or work that really matter to your business.

This is not a money making technique or a SEO trick but still, it is good advice for people working from home and wanting to get rich from home using the internet.

5. Take Action

I love to tell all my online marketing students and subscribers this. I am glad that Mr Super Affiliate, Ewen Chia himself agrees completely.

Many affiliates know a lot. But why is it that only 95% succeed?

There is one big problem. Most know but fail to APPLY!

Taking action will get you to a good start. Inculcate that into your lifestyle and you will be well on your way to quitting your job. Start working from home and enjoying the kind of lifestyle you can dream of in your rat race.

Judging from this free report on the “5 Simple Steps to Get Rich from Home on the Internet”, I expected the report to be a no-nonsense, zero-fluff 50-page report.

I had the opportunity to look at it. Ewen Chia’s Working From Home Secret Report will teach one:

1. How to create a new website and bring it from $0 to a 5 figure in 30 days

2. What are the 4 important stages of excellent online businesses

3. How to research a market and know if it is profitable within minutes, ie whether people are buying stuff

4. How to earn without your own website, piggybacking on one of the most popular sites.

5. Ewen Chia’s “one million dollar” blueprint and duplicate it for your own success.

6. Learn why even a “One Page” website you create can beat all the super affiliates with huge lists of 10,000s of subscribers. Real examples will be revealed.

7. Master the 4 ways to get ready buyers ready to spend their money on your products.

8. How to create a product ready to sell in less than 7 days sharp.

There are other secret techniques illustrated in the report. It is ideal for anyone working from home or anyone desiring to do so. Find out more about Ewen Chia’s Working from Home Secret Report at my online marketing blog.

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Two Way Pagers

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Two-way pagers are so called because they can not only display a message, but allow the recipient to send a reply as well. Two-way paging is mainly offered in large metropolitan areas.

These pagers use the Personal Communications Services (PCS) band, which relies upon low-power signals that are picked up by many small signal towers within a given area. Even a small pager is capable of containing all the necessary PCS technology to receive and send messages. Two-way narrowband pagers enable users to reply to the alphanumeric message directly from the paging unit, and offer guaranteed delivery.

A two-way pager, in some cases, can serve as an alternative to a mobile phone. Paging Network, a pager manufacturing company, lets you record a message and have an answering service on the machine. Big companies such as Apple Computer, Hewlett-Packard, MobileMedia Corporation, Motorola, AirTouch Communications, Casio Computer, Mobile Telecommunication Technologies (Mtel), and Sharp either manufacture two-pagers or offer a two-way paging service.

Apart from sending and receiving pages, two-way pagers can handle e-mail and brief voice messages in both directions.

Prices of these tiny devices manufactured by companies like Motorola, Glenayre and Research in Motion range from $200 to $400. Many vendors, however, are now putting emphasis on rent-to-own programs to eliminate this up-front expense and attract more customers.

Carriers like SkyTel, PageMart, PageNet and Bell South Wireless Data charge $25 to $100 every month for two-way service provided by them. The actual rate depends on the volume of characters a user sends and receives.

Two-way paging offers the same convenience as email does. A user can receive a message in the middle of a meeting, and reply immediately without the distraction of using a cellular phone.

Two-way pager manufacturers now hope to rope in third-party software developers to create add-on services and transform these pagers into something like a cross between a laptop and a personal organizer.

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How Do Websites Make Money For Their Owners?

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Some people start websites for no specific purpose. In reality, however, a website can be a good source of money. You just need to know how it can be used for money. This starts with picking the right web design expert who can create your web pages with your purpose for making money online in mind. There are usually two main ways that a site can earn money for you. One of those ways is advertising. This may sound new to you right now because you are just a novice. When you visit websites, though, do you see banners displayed on those pages? These are tools for advertising.

How does advertising work?

It starts with you. All you need to do is to attract advertisers to your blog or website via internet marketing. They will come to your web portal and request to advertise their businesses there. The site does not require a lot of popularity and authority on search engines to succeed. If it can draw real human beings from socio sites like Facebook and Twitter its age will not matter. Your site will still be picked by advertisers for their marketing needs. What you will need is a price tag that different categories of businessmen can accept.

The other method of earning money through your website entails affiliate marketing. This type of marketing is very common among web entrepreneurs. It can be done in two ways. First you can create a service or a product and attract affiliate marketers who can promote it on your behalf. Another way to do affiliate marketing is to sign up as an affiliate of various companies. You could as well join an affiliate network to avoid dealing directly with individual companies. Whatever method you choose, just stay focused. Prior to joining any affiliate program, just consider the following opportunities.

Pay Per Click – Simply called PPC, this kind of money-making opportunity entails getting paid only when a web visitor clicks the affiliate company’s banner. The trick to getting a high conversion rate with PPC is using properly designed banners. They should be irresistibly gorgeous, catchy and meant for targeted audience.

Pay Per Impression – Also called CPM, this opportunity pays according to the amount of banner impressions displayed on a site. This is the number of times a banner is displayed on your website. The M stands for a thousand in Latin numerical structure. This amount is very easy to earn because each time a web visitor opens a page you receive some money. It can be a very good strategy to make money online with if you get a lot of traffic per day.

Cost per Action – Alternatively called Pay Per Sale, this opportunity offers the least conversion rate. It however offers the highest payment rate. This simply means that a lot of hard work will be needed to make bucks with this method. Money is only earned if the customer who clicks a banner on your site actually buys the item from the advertiser’s shop. Another call to action may include signing up for a service. To have success with this method you must first select an advertiser that suits your target audience. Also you will require a nice web design or layout to capture the attention of your prospects.

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Finance

How Much Compensation Can I Claim For A Head Injury

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Damage to any part of the head will have a different effect on the quality of life of a sufferer. For example, if you have a detached retina as a result of a blow to the head then this will mean a different level of compensation than if you have endured stitches because of a blow to the head. If the brain has been affected then you are likely to receive much more because the negative influence on your life is usually greater.

Please note that the amounts detailed below should be taken for guidance only.

Eye injury compensation amounts vary from £1,450 – £25,750 but if you experience complete loss of sight in one eye then figures usually start from £32,250. Often psychological conditions can occur following a head injury and claimants have received up to approximately £66,000. Damage to teeth, cheekbones, the jaw, hair and facial scarring see claimants awarded from £1,000 to £64,000. Brain damage is the most severe form of head injury and figures vary greatly.

Brain injuries range from minor to severe. Below is an approximation of what you will receive in each case.

Severe brain injuries – £185,000 – £265,000.

Moderate to severe brain injuries – £144,000 – £185,000.

Moderate brain injuries – £28,250 – £144,000

Minor brain injuries – £10,000 – £28,250.

Minor head injuries – £1,450 – £8,400

Factors considered in a head injury compensation claim

If a person is unable to continue work then financial losses will be awarded. Special damages may also be granted if a victim has suffered a brain injury, taking into account any particular adaptations to a home, specialist care or equipment needed as a direct result of the injury.

Under normal circumstances the following aspects are considered: –

What the life expectancy of the injured party is

The level of dependency on others

The presence of epilepsy and the likelihood of it developing in the future

The extent of physical limitations

The level of communication possible

Next steps

It may not be your first reaction to contact a personal injury lawyer straight after a head injury. You might not think it is a major enough injury to seek compensation for or you may have experienced a lot of stress as a result of an accident. Either way, please contact specialist head injury claims lawyers who will be able to give you straightforward advice on whether or not you are likely to receive compensation and what amount you will be looking to pursue.

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Whose Phone Number is This? Find Out Using a Reverse Phone Lookup Directory

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Do you want to satisfy your curiosity on who owns a particular phone number or you want to locate a loved one who has not been picking your calls? There are various websites on the internet that offer reverse phone lookup services. These websites allows their subscribers to have access to details of a particular phone number they are interested in. These services are carried out through an easy process online even right from the comfort of your home.

If you are receiving prank or threatening calls and you are wondering whose phone number is this? or you want to know the details of the person behind it, there are three major ways to find out.

If the number is a listed number, you can easily make use of the white or yellow pages to know the details of the owner of the said phone number. Most times, these services are free and are easily accessible on the internet.

However, if the phone number you want to lookup is an unlisted or cell phone number, then, you can carry out your search using the various search engines on the internet. Many numbers and their details do float on the internet. Daily on the internet, many people do list their numbers and details on social networking sites, blogs, message boards, business websites etc with the search engines indexing the numbers and their details.

By simply inputting the number on the search box of your favorite search engine, click on search and from the information generated you will know whether you are successful with your search or not. The down side to this method is that most times the information generated by the search engine may not correct or outrightly outdated.

For a fast and convenient method of tracing a phone number, getting an accurate and updated information, and moreover, being on a safer side, it is highly recommended to use the services of a paid reverse phone lookup directory.

Reverse phone lookup directory work in tandem with telecommunication carriers by paying to have access to their various databases and thereafter compiling the information in a central database and made ready to be accessed by their subscribers.

By subscribing and paying a minor fee of $15 for a single search and $40 for unlimited searches, you will be availed the substantive information you need like the full name, past and current address, marital status, office address etc.

The benefits of using the services of reverse phone lookup service is that you can easily find out the owner of any phone number regardless whether it is a land line or cell phone number. More so, you will be provided the full details of any phone number.

In addition to these, they offer money back guarantee for up to 60 days in the event that you are not satisfied with their service.

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