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Answer Upon - How To Find An Organization Worth Working For
Preparing for job interviews, candidates try to collect information to formulate their best answers to questions that are most likely going to be asked. Despite this extensive preparation, the actual interview could turn to be boring. Worse still, you could begin to sense the interview’s failure. Unless you do something to turn the situation around, it is going to be a battle lost. So what better way to save the interview than by asking a few pertinent questions? (Hint: you should be doing this anyway!)Top 7 Questions You Should Ask An InterviewerThe questions you ask should not just be for the sake of asking but they must demonstrate your interest in the position and the company. In addition
**How do employees learn/know what is expected of them?
**Is there latitude for creativity and innovation?
Inclusion vs. Exclusion
**Are people of various backgrounds and personal preferences welcomed?
**Is there a Diversity program?
**How successful has the organization been at fostering diversity?
**What is the percentage of (women or minorities, etc.) in management positions?
Rewards and Recognition
**Are employees appropriately rewarded and recognized?
**What is the basis for rewards and recognition? (i.e., individual vs. team vs. organization based; performance vs. tenure)?
**Are non-sales based contributions recognized? <
Nothing screams elegance like good quality leather. The quintessential marks of success are good leather briefcases. In the days of old, leather briefcases were mainly used to carry legal briefs to court. Now, however, they exude quality and professionalism, and have since significantly evolved into a status symbol.The Evolution of the BriefcaseLeather briefcases were originally designed after the limp satchels of the 14th century. These satchels were used to carry money and valuables. In 1826, a Frenchman named Godillot designed the first hinged iron frame of leather briefcases. Subsequently, the Gladstone and the oval-topped Rosebury followed suit. These made way for the popular metal
Hidden behind the endless talk of organizational values, are profit-driven, high-pressure labor camps trading paychecks -- and diminishing perks – for your soul. All of which means that uncovering a company's corporate culture is a critical task for today’s job searcher. As important as the job itself.
To find a company that recognizes you have needs and desires beyond the workday – children, aging parents, personal interests, church and self -- start with the highest level view of the qualities that make any organization spiritually rich:
**Trust, active participation, mutual respect, and a feeling of belonging.
**Open, honest communication flowing up, down and across an organization
**Congruity -- stated values are healthy and consistently practiced.
**Leadership emerges and is welcomed at all levels
The cumulative result of these four patterns is a high "group intelligence" which produces organizations that are flexible, responsive, and able to react to change quickly. These companies respect you as an individual and are productive, profitable entities.
3 Steps To Uncovering Cultural Truth
You may never completely know a corporate culture until you have worked at the company for a while, but you can get darn close with the right kind of research. And do be pro-active. If there is an organization that you have even a inkling that you might like to work for – take them through this 3-step process.
1. Know your own cultural values. Use the list of questions below to create your own prioritized “cultural checklist”.
Community Spirit/Mutual Resepct
**Do employees at all levels address each other by first names?
**How are new employees assimilated into the company?
**What programs or events exist to foster team spirit?
**How were you greeted?
**What do employee’ voice mail greetings sound like?
Work-Life Balance
**Is there a flex-time program?
**Is tele-commuting an option?
**Is there daycare?
**Is there a corporate wellness program?
Open, Two-way Communication
**What mechanisms does the company have in place to get feedback from its **employees?
**Is salary information accessible to all employees?
**How are decisions made - and how are those decisions communicated?
**Who sits where at meetings?
Atmosphere
**Is it relaxed or formal?
**Is there a casual dress code? Does it operate at all levels of the organization?
**Are you free to drop into your bosses office? His boss?
**Are all employees on a first-name basis?
Performance
**To what degree does the company emphasize results?
**What opportunities exist for training and personal development?
**How do employees learn/know what is expected of them?
**Is there latitude for creativity and innovation?
Inclusion vs. Exclusion
**Are people of various backgrounds and personal preferences welcomed?
**Is there a Diversity program?
**How successful has the organization been at fostering diversity?
**What is the percentage of (women or minorities, etc.) in management positions?
Rewards and Recognition
**Are employees appropriately rewarded and recognized?
**What is the basis for rewards and recognition? (i.e., individual vs. team vs. organization based; performance vs. tenure)?
**Are non-sales based contributions recognized?
An expense report is the statement covering all the expenses of official or personal travel of an employee that is to be submitted to the employer for the purpose of reimbursement. Expense reports also serve the purpose of personal record of the expenses or for accounting and tax payment preparation. The expenses generally include air/train fare, hotel accommodations, food expenditures and other travel-related expenses. Often, the employees take too much time for the submission of expense report, but the process should be quick. The process of expense reporting can be made simple and quick only through automation with web-based expense report management software like Expense Management Automation (EMA) and
**Open, honest communication flowing up, down and across an organization
**Congruity -- stated values are healthy and consistently practiced.
**Leadership emerges and is welcomed at all levels
The cumulative result of these four patterns is a high "group intelligence" which produces organizations that are flexible, responsive, and able to react to change quickly. These companies respect you as an individual and are productive, profitable entities.
3 Steps To Uncovering Cultural Truth
You may never completely know a corporate culture until you have worked at the company for a while, but you can get darn close with the right kind of research. And do be pro-active. If there is an organization that you have even a inkling that you might like to work for – take them through this 3-step process.
1. Know your own cultural values. Use the list of questions below to create your own prioritized “cultural checklist”.
Community Spirit/Mutual Resepct
**Do employees at all levels address each other by first names?
**How are new employees assimilated into the company?
**What programs or events exist to foster team spirit?
**How were you greeted?
**What do employee’ voice mail greetings sound like?
Work-Life Balance
**Is there a flex-time program?
**Is tele-commuting an option?
**Is there daycare?
**Is there a corporate wellness program?
Open, Two-way Communication
**What mechanisms does the company have in place to get feedback from its **employees?
**Is salary information accessible to all employees?
**How are decisions made - and how are those decisions communicated?
**Who sits where at meetings?
Atmosphere
**Is it relaxed or formal?
**Is there a casual dress code? Does it operate at all levels of the organization?
**Are you free to drop into your bosses office? His boss?
**Are all employees on a first-name basis?
Performance
**To what degree does the company emphasize results?
**What opportunities exist for training and personal development?
**How do employees learn/know what is expected of them?
**Is there latitude for creativity and innovation?
Inclusion vs. Exclusion
**Are people of various backgrounds and personal preferences welcomed?
**Is there a Diversity program?
**How successful has the organization been at fostering diversity?
**What is the percentage of (women or minorities, etc.) in management positions?
Rewards and Recognition
**Are employees appropriately rewarded and recognized?
**What is the basis for rewards and recognition? (i.e., individual vs. team vs. organization based; performance vs. tenure)?
**Are non-sales based contributions recognized? <
Women all over the map are living out their creative dreams through their careers! Creative, business-savvy women have learned that creative business ventures are the perfect way to excel in the job of their dreams. You, too, can find a creative outlet, and you too, can build your own creative career.Pinpoint That Passion No matter what your personal flair involves, may it be writing, art, design, dance, or even making birdhouses, you can take your interests to the next level. You can create a dream job for yourself by following your passions and your interests.The first and most important thing is to discover your creative outlet. Searching for a fitting artistic endeavor can
1. Know your own cultural values. Use the list of questions below to create your own prioritized “cultural checklist”.
Community Spirit/Mutual Resepct
**Do employees at all levels address each other by first names?
**How are new employees assimilated into the company?
**What programs or events exist to foster team spirit?
**How were you greeted?
**What do employee’ voice mail greetings sound like?
Work-Life Balance
**Is there a flex-time program?
**Is tele-commuting an option?
**Is there daycare?
**Is there a corporate wellness program?
Open, Two-way Communication
**What mechanisms does the company have in place to get feedback from its **employees?
**Is salary information accessible to all employees?
**How are decisions made - and how are those decisions communicated?
**Who sits where at meetings?
Atmosphere
**Is it relaxed or formal?
**Is there a casual dress code? Does it operate at all levels of the organization?
**Are you free to drop into your bosses office? His boss?
**Are all employees on a first-name basis?
Performance
**To what degree does the company emphasize results?
**What opportunities exist for training and personal development?
**How do employees learn/know what is expected of them?
**Is there latitude for creativity and innovation?
Inclusion vs. Exclusion
**Are people of various backgrounds and personal preferences welcomed?
**Is there a Diversity program?
**How successful has the organization been at fostering diversity?
**What is the percentage of (women or minorities, etc.) in management positions?
Rewards and Recognition
**Are employees appropriately rewarded and recognized?
**What is the basis for rewards and recognition? (i.e., individual vs. team vs. organization based; performance vs. tenure)?
**Are non-sales based contributions recognized? <
So why should you run away from any ad agency that talks about branding?Simple. The ad agency doesn’t know the first word about results.And if you want to INVEST in advertising instead of GAMBLING in advertising, you really can’t afford to listen to the “Branding or Name recognition” madness.Branding is a disservice to the buying public. It’s like having a lamp and hiding it under your bed. The light doesn’t help you. The light doesn’t help your family members and friends.When you’re branding: service to the customer becomes second to bragging or being creative for the sake of being creative. Got Milk? Really? Got Milk? Really. So what?What Is This Hot Babe Doing In Your C
Open, Two-way Communication
**What mechanisms does the company have in place to get feedback from its **employees?
**Is salary information accessible to all employees?
**How are decisions made - and how are those decisions communicated?
**Who sits where at meetings?
Atmosphere
**Is it relaxed or formal?
**Is there a casual dress code? Does it operate at all levels of the organization?
**Are you free to drop into your bosses office? His boss?
**Are all employees on a first-name basis?
Performance
**To what degree does the company emphasize results?
**What opportunities exist for training and personal development?
**How do employees learn/know what is expected of them?
**Is there latitude for creativity and innovation?
Inclusion vs. Exclusion
**Are people of various backgrounds and personal preferences welcomed?
**Is there a Diversity program?
**How successful has the organization been at fostering diversity?
**What is the percentage of (women or minorities, etc.) in management positions?
Rewards and Recognition
**Are employees appropriately rewarded and recognized?
**What is the basis for rewards and recognition? (i.e., individual vs. team vs. organization based; performance vs. tenure)?
**Are non-sales based contributions recognized? <
Did you know that that you can earn an accredited college degree without stepping into a classroom or visiting a college campus? Everyday busy people like you from all walks of life actually are earning their college degree without the hassle of attending classes, driving to campus, or giving up their job just to fit into the traditional college schedule. Why wait on your job future when you can start now on the road to a college degree.Today’s competitive job market practically demands a college degree. Without a college degree, job advancement can be difficult since you will be competing with others with more specialize skills, usually learned from the classroom. If you are already working it is ha
**How do employees learn/know what is expected of them?
**Is there latitude for creativity and innovation?
Inclusion vs. Exclusion
**Are people of various backgrounds and personal preferences welcomed?
**Is there a Diversity program?
**How successful has the organization been at fostering diversity?
**What is the percentage of (women or minorities, etc.) in management positions?
Rewards and Recognition
**Are employees appropriately rewarded and recognized?
**What is the basis for rewards and recognition? (i.e., individual vs. team vs. organization based; performance vs. tenure)?
**Are non-sales based contributions recognized?
**What recognition programs are in place?
Physical Environment
**Does the physical environment provide comfort and inspire productivity?
**Is the space attractive, clean and well-kept, with equipment in good working order?
**Are there differences due to status or function?
**Are personal office/cube spaces decorated ?
Groups and Networks
**How political is this company?
**How are promotions earned?
**Are there collegial groups within the company?
History
**Does the company have a sense of history…of legacy?
**Is it communicated inside and outside the company?
**What are the stories and myths that people talks about?
**Are these shared internally and externally?
**In what ways does the organization fulfill its social obligations to the community?
2. Research the company's culture. The obvious sources are the company's annual report and website, but take these with a grain of salt. These are institutional views used to “woo” shareholders, clients and potential employees. For greater objectivity, talk to company employees, or try WetFeet.com or Vault.com.
3. If you interview...arrive early. Unannounced if possible -- and spend time observing how current employees interact with each other, how they are dressed, and their level of courtesy and professionalism. During your interview, ask questions from the grid above to get a feel for the corporate culture. If you get a chance to meet with employees, ask one or more of these questions:
1. What 5 words would you use to describe your company?
2. What's it really like to work here?
3. What skills and characteristics does the company value?
4. Do you feel as though you know what is expected of you?
5. How do people from different departments interact?
6. What behaviors get rewarded in this company?
7. How effectively does the company communicate to its employees?
Your decision to work for a company is a very big deal. Look beyond the job and the paycheck -- and make sure it’s a match worth your commitment.
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