Whether the economy is in recession or business is booming, the market for executives is closely competitive. The sourcing and recruiting for upper-level managers cannot be attributed to growth in the industry and expansion of business. The search for executives is the result of resignation or turnover. A good manager may leave for better income package, but oddly enough, on a scale of one to ten, executives who are enticed to resign and transfer to another employer by an increase in income package would rate no more than a four. Read the rest of this entry »
TOKYO, Japan (Xinhua) — The U.S. dollar shot up to the mid- 79 yen level Monday morning in Tokyo after Japan conducted the first unilateral yen-selling intervention in about three months to stem the yen’s rapid rise.
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WASHINGTON (Xinhua)– U.S. home builders increased significantly their projects in September, but housing permits dropped in the month, adding a mixed picture to the struggling housing market, the Commerce Department said Wednesday.
For September, U.S. privately-owned housing starts were at a seasonally adjusted annual rate of 658,000, 15.0 percent above the revised estimate for August 2011, and is 10.2 percent above the level of September 2010.
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The red tape that usually ushers the job of selling has cause many salespeople to be annoyed and disappointed. They detest dealing with reports and paper works required by overcautious management particularly in the situation of today’s tense economy. Add to this reality that while purchasers generally have full authority to negotiate prices and selling terms, a sales representative’s authority to negotiate is relatively limited. The salesperson can sadly say little more than, “I’ll get back to you”, then obligatorily fill out a call report. The consequence of these inclinations is that salespeople have been forced into the roles of field scouts and paper pushers. The result, high turnover of supposed to be able salespeople.
Innovation is necessary to reverse the alarming inclinations by expanding the salespeople’s realm of responsibility. Examples are:
- Giving the salespeople full jurisdiction over call frequency. For some companies, part of their goals is the making of certain number of calls to existing and prospective clients. The salespeople are given a free hand to plan and schedule the calls as long as the goals and objectives are delivered on schedule;
- Providing the means in handling product complaints and solutions;
- Allocating certain percentage range for negotiating prices.
When the salespeople’s efforts are supported by the highest level technical and clerical support groups, sales will surely become healthy because the sales representatives are motivated to perform better and ultimately sell more.
The best remedy that can help salespeople to do their job in selling: More support and less hand-holding from management.
Whether the economy is in recession or business is booming, the market for executives is closely competitive. The sourcing and recruiting for upper-level managers cannot be attributed to growth in the industry and expansion of business.
The search for executives is the result of resignation or turnover. A good manager may leave for better income package, but oddly enough, on a scale of one to ten, executives who are enticed to resign and transfer to another employer by an increase in income package would rate no more than a four.
What are the reasons why executives leave? One personnel organization that recently completed a study on the reasons why managers leave offers some answers.
Apart from the income package, the primary reasons for leaving a managerial position were ranked as follows:
- Insufficient responsibility or freedom. This situation is common among small and medium size corporations wherein a manager have limited freedom in decision making, every decision to be made must get the approval of the owner.
- Employee is caught behind a slow-moving superior.
- Personality clash with supervisor. There are supervisors who feel prejudice with subordinate resulting conflict.
- Policy or philosophy disagreement with supervisor or company.
- Employer is growing slowly or retrenching.
- Employee was passed over for a promotion.
- Employee does not want to relocate. There are employers who are not mindful about the welfare of their employees like if the employee to be relocated is married or with dependent aged parents.
- Employee believes that his or her contribution cannot be seen by upper management.
- Employee believes management isn’t giving enough support.
- Employee feels out of favor with superiors.
