Add You - Business

Equip Your Car with Wheelchair Lift
Having wheelchair to get around is not enough no matter how adaptive structures are designed to accommodate disabled people. To extend more on giving comfort, wheelchair lift for car will make the whole idea complete.Imagine having a manual wheelchair without any hoisting device to help the patient in the car, it will take helpers just to accomplish a simple need of getting in and out of the car. If you live alone with a disabled person, life would be impossible without help even by just going to groceries.The patient will end up staying indoors all the time, or will only be limited to simple strolls around the block of a neighborhood. And his world simply ends up smaller and smaller and the world is gaping wide far from reach.Now there goes a question: if there are at least 3 helpers who can carry and help a patient get out of the car, why buy wheelchair lift for car? Primarily, the three helpers may not be always present to do the job. Given enough monetary budget it pays to invest on car wheelchair lift to comple

where you are, you need to know where you’ve been.” Creating a model and varying it to reach the most efficient and effective management-to-staff ratio for your organization will provide you with valuable metrics and a framework needed to reach that goal. It also allows upper management to judge how new programs effect the health of the company.

In addition to the suggested model, you should track other measurable items and combine them with this general model to create an overview of the health of your organization.

In this scenario a company has defined a starting management-to-staff ratio of 1 to 5.8. By using the 1 to 5.8 ratio as a benchmark, the company collects additional information about its management staff and its non-supervisory employees.

The company assigns a percentage value to managerial written evaluations that are properly submitted and completed on time.

The company assesses the management to employee relationships. It assigns values to the Managers perceived health in his/her department and the employees perceived health in the same department.

The company collects information on management and employee over-turn and assigns a value to the causes given for the exit of its employees.

The company assigns value to employee reward programs. Is the employee just an over-achiever, a great team member or does management empower them?

The company tracks the implementation of new programs and the program’s effect on health of the organization.

Using th

The Ultimate Instant Research Tool
You may have heard recently about Google's new product Trends. I read about it in various blogs and feeds so I checked it out. For the first five seconds I just sort of stared at it. "Ok, this is neat, but so what?" I thought. Then it hit me in a huge way.Research, or at least campaign measurement, is vital to understanding the successes and shortcomings in any marketing effort. While sales are the ultimate measure of a campaigns success, Google has developed one heck of an awareness research tool. Let's try this.The all-new Toyota Camry just launched and is big news in perhaps the most competitive automotive segment. It's especially big news if you're Honda, where they rely on the Accord for a good chunk of profits. So, with a $175 million launch behind the Camry, does Honda have anything to worry about? In the old days of 2005, it would have either taken some very deep digging online, or Honda and Toyota would have to wait for the newest Allison-Fisher consumer awareness data. Now in futuristic 2006, awareness can re

There isn’t a steadfast rule in determining a proper Management to Staff ratio. However, there are some guidelines that can assist in establishing a ratio that allows Upper Management to efficiently assess and evaluate a department, department managers to efficiently assess and evaluate employees. And a company to create benchmarks to gauge and define a model ratio that works best with their business model.

First you should define the roles and responsibilities of Management, Supervisors and non-supervisory employees. Here are some suggestions:

Define a Manager:

A Manager has the responsibility for strategic operations, planning and formulates company policy or directs the work of a department. Exercises supervisory authority that is not merely routine or clerical in nature and requires the consistent use of independent judgment.

Additional Related-Duties may include:

Administers one or more policies or programs of a company, Manages, administers, and controls a local branch office of a company, Has substantial responsibility in human resources management, company-to-public or company-to-employee relations, public information, or the preparation and administration of budgets.

Examples of working titles that are often managerial include: Chief Executive Officer, Chief Operations Officer, Chief Administrative Officer, Division Director (of a major function, i.e., Information Systems and/or PBX).

Define a Supervisor:

A Supervisor is an employee who has responsibility for daily operations and the authority to do, or effectively recommend, most of the following actions:

Hire,
Discipline (demote, suspend, terminate),
Reward (grant merit increases, promotions, bonuses),
Assign/reassign duties,
Approve leave requests,
Resolve/settle employee relations’ problems,
Formally evaluate employee performance.

Examples of working titles that are often supervisory include: Crew Leader, Department Supervisor, Operations Supervisor, Shift Manager, and Clerical Pool Supervisor

Define a Non-Supervisor employee:

A Non-Supervisor employee has the responsibility of performing daily activities as directed by Management and/or a Supervisor.

From time to time, traditional supervisory duties will relegated to employees. Here are some qualifiers that should assist in determining if a non-supervisory employee should be considered a supervisory employee.

Supervisory Qualifiers:

Is the employee making disciplinary or reward decisions? If yes, then the employee is acting in a supervisory role.

Is the employee the source person for difficult questions and problems from less experienced coworkers? If yes, then the employee is acting in a supervisory role.

Is the employee coordinating the team's leave schedule or work schedule? If yes, then the employee is acting in a supervisory role.

Is the employee presenting project updates to the manager? If yes, then the employee is acting in a supervisory role.

Is the employee responsible only for providing performance data toward the evaluation of team members? If yes, then the employee is acting in a non-supervisory role.

Is the employee responsible for formally evaluating staff assigned to a project but does not grant leave requests, make hiring or general staffing decisions, or discipline or reward employees? If yes, then the employee is acting in a non-supervisory role.

Determining Management to Employee Ratio:

Obviously having too many Managers as compared to employees can bog down the departments’ policy process, create confusion in the chain of command, diminish a manager’s related duties and can lead to the dreaded micro-managed environment.

Having too few Managers as compared to employees can result in duties being prioritized, not in order of importance, but in order to fulfill extended commitments. This action results in projects being placed on the back burner; delegation of traditional manager duties to less qualified subordinates and skewed performance reports.

Thus, it’s important to establish a Management-to-staff ratio that strives to create a balanced and healthy work environment for Managers, Supervisors and Employees.

This is a suggested formula to determine management-to-staff ratios. This formula may need to be tweaked depending on your specific department expectations.

Management-to-staff Ratio = [N+(S-1)]/S

where:

N=Number of non-supervisory employees
S=Combined number of supervisors and managers

"S minus 1" excludes the top company executive from being considered a supervised employee. Therefore, for those companies that are directed by more than one top executive, the “S minus 1" should be replaced with "S minus the number of top executives." For example, if your company does not have an executive director, but is directed by three full-time, salaried commissioners, the formula "[N+(S-3)]/S" will be used.

As an example, lets assume that a business has one (1) CEO, four (4) managers of four different departments and employees 25 non-supervisory employees.

The formula would equate to [25 + 5 –1]/ 5 or a management to employee ratio of 1 manager for 5.8 employees.

Why is the ratio important?

This is just a guideline to establish a model. The ultimate goal of this model is to maximize efficiency in employee supervision while allowing managers/supervisors to effectively manage. It should be expanded to allow CEO’s to collect and interpret related collected metrics about the health of his/her company.

Obviously if you have too few managers/supervisors in the chain of command, then those managers/supervisors will not be able to efficiently and effectively manage the employees or keep pace with written evaluations, schedules and other employee related programs. On the other hand, employees may carry too much responsibility and control too much of the department. These are measurable ‘health’ factors of your organization.

A wise person once stated “to know where you are, you need to know where you’ve been.” Creating a model and varying it to reach the most efficient and effective management-to-staff ratio for your organization will provide you with valuable metrics and a framework needed to reach that goal. It also allows upper management to judge how new programs effect the health of the company.

In addition to the suggested model, you should track other measurable items and combine them with this general model to create an overview of the health of your organization.

The company assigns a percentage value to managerial written evaluations that are properly submitted and completed on time.

The company assesses the management to employee relationships. It assigns values to the Managers perceived health in his/her department and the employees perceived health in the same department.

The company collects information on management and employee over-turn and assigns a value to the causes given for the exit of its employees.

The company assigns value to employee reward programs. Is the employee just an over-achiever, a great team member or does management empower them?

The company tracks the implementation of new programs and the program’s effect on health of the organization.

Using th

My Visit To A Past Winner Of The WOW! Award
After presenting The WOW! Awards I always hope that the service standards will be maintained. I want other people to experience exactly the same great service that I’ve seen.Last week I had the privilege to visit a past winner. The business is called Harris Lipman and they’re based in Whetstone, North London.Having phoned to make the appointment, I got this letter.Dear Mr WilliamsI have been advised by Howard that you are visiting our offices on Friday 19 October at 2.00pm and I am writing to you to see whether you would like to accept our offer of having your car valeted whilst you are attending our offices, at our expense.Whilst we make every effort to visit our client’s wherever possible, I am sure you can appreciate that it is a significant time saving to us when clients such as yourself do take the time and effort to visit us, and we felt that we would like to offer this service as a token of our appreciation.I shall call you within the next two to three days to see whether you would like t to

lity for daily operations and the authority to do, or effectively recommend, most of the following actions:

Examples of working titles that are often supervisory include: Crew Leader, Department Supervisor, Operations Supervisor, Shift Manager, and Clerical Pool Supervisor

Define a Non-Supervisor employee:

A Non-Supervisor employee has the responsibility of performing daily activities as directed by Management and/or a Supervisor.

Supervisory Qualifiers:

Is the employee making disciplinary or reward decisions? If yes, then the employee is acting in a supervisory role.

Is the employee the source person for difficult questions and problems from less experienced coworkers? If yes, then the employee is acting in a supervisory role.

Is the employee coordinating the team's leave schedule or work schedule? If yes, then the employee is acting in a supervisory role.

Is the employee presenting project updates to the manager? If yes, then the employee is acting in a supervisory role.

Is the employee responsible only for providing performance data toward the evaluation of team members? If yes, then the employee is acting in a non-supervisory role.

Determining Management to Employee Ratio:

Thus, it’s important to establish a Management-to-staff ratio that strives to create a balanced and healthy work environment for Managers, Supervisors and Employees.

This is a suggested formula to determine management-to-staff ratios. This formula may need to be tweaked depending on your specific department expectations.

Management-to-staff Ratio = [N+(S-1)]/S

where:

N=Number of non-supervisory employees
S=Combined number of supervisors and managers

As an example, lets assume that a business has one (1) CEO, four (4) managers of four different departments and employees 25 non-supervisory employees.

The formula would equate to [25 + 5 –1]/ 5 or a management to employee ratio of 1 manager for 5.8 employees.

Why is the ratio important?

In addition to the suggested model, you should track other measurable items and combine them with this general model to create an overview of the health of your organization.

The company assigns a percentage value to managerial written evaluations that are properly submitted and completed on time.

The company assesses the management to employee relationships. It assigns values to the Managers perceived health in his/her department and the employees perceived health in the same department.

The company collects information on management and employee over-turn and assigns a value to the causes given for the exit of its employees.

The company assigns value to employee reward programs. Is the employee just an over-achiever, a great team member or does management empower them?

The company tracks the implementation of new programs and the program’s effect on health of the organization.

Using th

The Seven Worst Types of Employers – From the View of Employers of IT Contractors
1. Those that make it clear from the start that there is a 'caste system', with the management at the top, the permanent employees next, with the contractors being the 'untouchables'.2. Those that say "I could never work just for money the way you guys do". Most companies and managers forget that contractors need to be motivated too. They don't work for money on a day-to-day basis. They take the job for money, just like the permanent employees. Managers are usually the biggest de-motivators of contractors, especially when they say things like, "You shouldn't need to be motivated when you earn the money you do".3. Those that keep a beady eye on the people that work for them, to make sure that everyone is working every minute of every day. It increases the stress on workers who already have deadlines. Everyone needs to have a mental break every so often to be fully effective, so why should they have to hide this from their dumb employer?4. Those that ban contractors from any benefits, e.g. using the Sports & Social Club fac

Is the employee responsible only for providing performance data toward the evaluation of team members? If yes, then the employee is acting in a non-supervisory role.

Determining Management to Employee Ratio:

Thus, it’s important to establish a Management-to-staff ratio that strives to create a balanced and healthy work environment for Managers, Supervisors and Employees.

This is a suggested formula to determine management-to-staff ratios. This formula may need to be tweaked depending on your specific department expectations.

Management-to-staff Ratio = [N+(S-1)]/S

where:

N=Number of non-supervisory employees
S=Combined number of supervisors and managers

As an example, lets assume that a business has one (1) CEO, four (4) managers of four different departments and employees 25 non-supervisory employees.

The formula would equate to [25 + 5 –1]/ 5 or a management to employee ratio of 1 manager for 5.8 employees.

Why is the ratio important?

In addition to the suggested model, you should track other measurable items and combine them with this general model to create an overview of the health of your organization.

The company assigns a percentage value to managerial written evaluations that are properly submitted and completed on time.

The company assesses the management to employee relationships. It assigns values to the Managers perceived health in his/her department and the employees perceived health in the same department.

The company collects information on management and employee over-turn and assigns a value to the causes given for the exit of its employees.

The company assigns value to employee reward programs. Is the employee just an over-achiever, a great team member or does management empower them?

The company tracks the implementation of new programs and the program’s effect on health of the organization.

Using th

Masters Degree In Criminal Justice
Do you feel a need to take an active part in the promotion of peace and order in your community? Or do you simply need to add more excitement and meaning in your career life? Then, take a masters degree in criminal justice and move on to a new chapter in your life of crime solving, law enforcement, and rehabilitation of criminals. These are just a few things you can do with a background on criminal justice.Several Areas of ExpertiseGetting into the field of criminal justice does not always entail putting yourself in harm’s way or in the line of fire. It is not all about brandishing a gun and running after criminals in car pursuits. Although that need may arise, some criminal justice practitioners work behind desks and in laboratories or lecturing enforcers to process evidences, profile criminals or devise rehabilitation programs for convicts. Some also get involved in policy-making and public relations.Several universities and colleges offer masters degrees in the different areas of criminal justice. You can get training

and managers

As an example, lets assume that a business has one (1) CEO, four (4) managers of four different departments and employees 25 non-supervisory employees.

The formula would equate to [25 + 5 –1]/ 5 or a management to employee ratio of 1 manager for 5.8 employees.

Why is the ratio important?

In addition to the suggested model, you should track other measurable items and combine them with this general model to create an overview of the health of your organization.

The company assigns a percentage value to managerial written evaluations that are properly submitted and completed on time.

The company assesses the management to employee relationships. It assigns values to the Managers perceived health in his/her department and the employees perceived health in the same department.

The company collects information on management and employee over-turn and assigns a value to the causes given for the exit of its employees.

The company assigns value to employee reward programs. Is the employee just an over-achiever, a great team member or does management empower them?

The company tracks the implementation of new programs and the program’s effect on health of the organization.

Using th

Printing Press Development
There are a lot of new technologies used in the printing press industry. Make it from simple to very complicated machines that for sure will lead to the transformation of printing services. And even more, latest technologies are still innovating for faster and accurate printing results.The original method of printing was block printing, pressing sheets of paper into individually carved wooden blocks usually called(xylography). It is believed that block printing originated in China and the earliest known printed text, the Diamond Sutra (a Buddhist scripture), was printed in China in 868 A.D. The technique was also known in Europe, where it was mostly used to print Bibles. Because of the difficulties inherent in carving massive quantities of minute text for every block, and given the levels of peasant illiteracy at the time, texts such as the "Pauper's Bibles" emphasized illustrations and used words sparsely. As a new block had to be carved for each page, printing different books was an incredibly time consuming activity.After the

In addition to the suggested model, you should track other measurable items and combine them with this general model to create an overview of the health of your organization.

The company assigns a percentage value to managerial written evaluations that are properly submitted and completed on time.

The company assesses the management to employee relationships. It assigns values to the Managers perceived health in his/her department and the employees perceived health in the same department.

The company collects information on management and employee over-turn and assigns a value to the causes given for the exit of its employees.

The company assigns value to employee reward programs. Is the employee just an over-achiever, a great team member or does management empower them?

The company tracks the implementation of new programs and the program’s effect on health of the organization.

Using the collected metrics and values the company will start with an initial evaluation of its health and be able to tackle the most problematic areas, then those less problematic areas. The company can then use the historical and current measurements to move toward a goal of efficient and effective management.

This is a short article on the power of models and how they can assist a company in self-assessment and evaluation. There are a number of books and specialist in this area.

* - The formula, [N+(S-1)]/S, is mentioned on several US Government sites as the accepted formula for determining the Management to employee ratio.
* - Portions of this article are from government sites related to employee management.

Article by Charles Carter www.cs2communications.com

HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.addyou.info/article/23505/addyou-Management-Span-of-Control-and-The-Power-of-Models.html">Management Span of Control and The Power of Models</a>

BB link (for phorums):
[url=http://www.addyou.info/article/23505/addyou-Management-Span-of-Control-and-The-Power-of-Models.html]Management Span of Control and The Power of Models[/url]

We at Jean's Restaurant Supply want you to succeed with your business venture and rising energy costs are on the forefront of everyone's minds. Inefficient, or inefficient use of, food preparation equipment is the second-largest energy drain on your restaurant's profits. So here at Jean's Restaurant Supply, we have compiled some energy-saving tips for your commercial broilers and fryers.

In the Music Biz, marketing makes the difference between artist and musicians succeeding or failing. There are a few marketing key terms that you should know to be able to market your music successfully. This article deals with the first and most important marketing technique - branding.

Preparing for a career in health administration is pretty easy if you have a plan and just follow your plan. However, if you don't know how to get to your end goal you will feel confused and lost much of the time and very well won’t find your way to the career of your dreams.

Tags

Links

Add You - Management Span of Control and The Power of Models

Related Articles: