Capital market Investment tips

2011-09-05T02:52:00.001-07:00

8 Ways to Reduce Stock Investment Risks - By John S Kiing

2011-04-01T02:26:00.000-07:00

Let us compare stockholders with motor-vehicle drivers. Every year automobiles, trucks, and their drivers cause a fantastic number of deaths and personal injuries, not to mention property damage. The great majority of drivers are careful at least nearly all of the time! Most accidents are caused by a comparatively small number of careless and reckless drivers. A cautious citizen, knowing that he or his family may be the victims of the next accident, could conceivably protect himself by refusing to use motor highways. But the trouble is that motor vehicles save us so much time and energy, and give us so much pleasure when used sanely, that we know their good qualities far outweigh the bad. So we continue to drive, and to hope that the wild drivers will behave, while in our vicinity! In Wall Street, the speculators, in spite of the commotion they raise, are only part of the community, the same as the reckless drivers on the highways. And in contrast to the highway problem, a cautious amateur can invest in such a manner that he runs low risk of having his finances wrecked by the gambler mindset.

Traditionally, being an equity owner of business involves serious risk, sometimes complete failure. An investor, knowing the instances of bad results in small business ventures, may assume that in buying corporate stock he must expect to run somewhat comparable risks, and so he makes no attempt to learn how to reduce the danger. Apparently a great many shareholders have attitudes more or less like this. They may not want to gamble, but they don't bother even to inquire how Wall Street investment risks could be lowered. A serious market investor, wanting to avoid gambling in stock investments, must do some serious investing thoughts. The 8 main ideas for reducing the risks are mentioned below:

1. Avoid Investment Egotism. Realizing that there are several million stockholders in this country, admit to yourself that probably quite a lot of these people are just as smart as you are. Be satisfied with results a little better than average. Don't let your ego runs for 50% if the market average is performing 25%.

2. Avoid Prophets, especially the positive ones. The stock market reflects events and rumors from all over the world, and no man or any group of men can be sure of what is going to happen, or when. Some prophets are paid to write for some companies. They do not always deliver genuine opinion. I would refer to their comments and analysis, but rely on your judgment of market sentiment and stock fundamentals for investing decision.

3. Don't Borrow on Stock. Market price might drop and wipe you out. You do not want excessive interests to incur, and in the worst case, you do not want a lender's call back that affects your key assets like home or business ownerships. Maintenance of your personal and family's stability is a priority over stock investment.

4. Diversify your Stock Portfolio. Don't put all of your capital into one investment, or into just one type. Put part of your savings into common stock, the other part into fixed-price items cashable at any time, to preserve the dollar value. Own stocks in a good number of companies. The larger the number, the better the chance of getting average results. And for real diversification, the companies should be in several different industries. For instance, pick a steel manufacturer, an oil refiner, an electric-power company, an electronics manufacturer, an IT firm, a department-store chain, and so on.

5. Check stock Marketability. Before you buy, make sure that you can sell or redeem it easily and promptly. Stocks of big blue-chip corporations like Microsoft, GE, Google are more liquid and hence easier to be transacted in the market.

6. Choose Skilled Management team. Find out how to pick a stock with great management level of proven competence. Warren Buffett investigates into a company's leadership, credibility in its past performance delivery and the management's capability to propel further growth.

7. Time your Buying and Selling. Adopt rules on timing of your buying and selling stock. The time of action is a major risk in owning stock. After you buy, maybe the price drops; and after you sell, perhaps the price rises. Maintain a standard ratio between the current market value of your stock and your reserve. Also, buy and sell stock only in small installments, never moving a large portion of your capital within a short time. By spreading installments over many months, you obtain a fair average price per share. Patience has a big factor in success of stock investments. If you could sit and wait for the correction times to buy quality stocks, you are on your way to success!

8. Review periodically. Don't put stock away and forget it. At regular intervals, as for example after the close of each week, check back to see how well your stock has performed during the past few weeks or months in comparison to other stocks you might buy.

Added by:Kajol,Name of Sweets.

What is diversification?

2011-04-01T01:51:00.000-07:00

Simply put, diversification is not putting all your eggs in one basket. Or not putting all your money into just one type of investment. All investments are subject to some level of risk. Some more than others.

Improving Your Job Performance – 10 Ways to be a Good Employee

2011-03-28T21:24:00.001-07:00

Improving Your Job Performance – 10 Ways to be a Good Employee

1. Prioritize your “to-do” list at work. Yes, you have a million things to do and a hundred clients to please and at least one difficult boss to placate, and everybody’s screaming “Give me attention now!!” To improve your job performance, prioritize your tasks from the most to least important. This doesn’t mean you have to do the most important tasks first; in fact, taking care of the smaller ones, such as filing or watering the plants, can be an excellent way to take a break from your more stressful job responsibilities.

2. Be as positive as possible, no matter what. Being positive is a characteristic of a good employee that may seem obvious or boring, but it’s so important. Negativity drains energy, makes it difficult to negotiate conflict at work, and decreases your job performance. Avoid slandering difficult coworkers or gossiping about your supervisors. Be slow to criticize your clients, employees, or couriers – whether it’s to their faces or behind their backs.

3. Polish your job skills. If your biggest qualification for your job is that you’ve been doing it for ten years, consider taking a refresher job training course. Adult education classes or night school is a great way to improve your job performance and help you achieve your career goals. Added bonuses: you can network with other professionals, learn great career tips, suss out new job opportunities, and improve your self-confidence at work.

4. Sharpen your networking skills. If you’re planning to stay with your employer, learning how to negotiate a raise, or looking for a new job, keep networking. You’ll learn valuable information, both professionally and personally, if you stay connected to your colleagues and mentors. A characteristic of a good employee is bringing in new business, which is easier to do when you know how to network.

5. Dress professionally and formally. Take pride in your appearance; if you’re not into the current fashion, ask your partner or a salesperson to make sure you’re well dressed. Even if you’re in an entry level job in the service industry, make sure your hair, face and hands are neat and clean. Leaving the nose rings, lip rings and eyebrow rings at home may not improve your job performance, but it will increase your professional appearance – which will help you achieve your career goals. If you’re a businesswoman, you might find 10 Business Casual Clothing Tips for Women helpful.
6. Get good at the fundamental aspects of your job. An often overlooked but hugely appreciated characteristic of a good employee is getting to work, meetings, and workshops on time. If you can’t meet your deadlines, ask for support. Be reliable, consistent, and trustworthy. In other words, be the employee you’d be glad to hire, supervise, and promote.

7. Find work responsibilities that interest and challenge you. To be a good employee, ask for tasks that motivate you. If you’re interested in your work, you’re more likely to do a good job – which can lead to more, and more interesting, job opportunities.

8. Assess your accomplishments at work. When was the last time you accomplished something at work that you’re truly proud of? What was that project or task? If you haven’t accomplished anything you’re proud of, then maybe it’s time to go beyond finding responsibilities that challenge you…to considering a whole new career.

9. Find out who’s hiring in your field. It’s important to know what’s going on in your industry. This doesn’t mean you have to “cross over” to another job or organization. If, for instance, you find out that Business B is hiring New Employee X, and the job description interests you but you don’t want to jump ship at your current job, find out if you can bring those tasks to your current position. One way to be a good employee is to reevaluate your job description to match the industry trends and client needs.

10. Stay as healthy as possible. To improve your performance at work, take care of yourself. Get plenty of sleep, eat nutritious food, and exercise regularly. Deal with mental, emotional, or spiritual issues; don’t ignore your problems. Good employees are balanced in most, if not all, areas of their lives.

Added By: Kajol,Name of Sweets.

15 Tips on Choosing a Career

2011-03-26T08:32:00.000-07:00

A friend’s son, recently graduated from college, has just moved back home. Surely this is a scenario being played out all over North America and beyond.
The son’s next task is to get a job, of course, but he faces a familiar problem: He doesn’t know what he wants to do.
It’s tough enough for new grads to find jobs nowadays. If the new grad doesn’t know where to start, it’s even tougher. If you are wondering “What do I do now?” here are a few things to consider:
1. You may not find the “perfect” career right after graduation. In fact, you probably won’t. This is normal.
2. You’ll likely have a number of different jobs and careers in your lifetime. In a very real and important sense, all jobs/careers are temporary.
3. Don’t be afraid to change your mind. You are allowed to adjust your course, to completely start over. Again, this is normal.
4. You can seek advice from others as to what line of work to enter but in the end it needs to be your decision. It will be one of your first decisions as an adult. Exciting! (It may not be a perfect, permanent decision. See Nos. 1-3.)
5. People want to help you. Really. Feel free to ask for advice. But be prepared to think critically about it. Not all advice is automatically good.
6. While you’re at it, be sure to ask more than one person for advice. Ask 10. Or 15! And then compare and contrast their answers.
7. The careers you already know about (the ones your parents are in, the ones you see on TV) are only a tiny percentage of the vast universe of career possibilities. You have more options than you think you have. Go out and explore.
8. Just because you are good at something doesn’t mean you have to do it for a living. You are probably good at many things. They are most likely not all moneymakers, or even desirable careers.
9. It takes a long time to truly master a skill, profession, or job. Don’t think you need to start at the top. What fun would that be? Very often the journey, the getting there, is the best part.
10. You have more resilience and energy than you think you do. Don’t be afraid to stretch yourself, or to take (intelligent) risks.
11. Money shouldn’t be your only criteria for choosing a line of work, but don’t completely discount it either. Money is important. It often becomes more so as you get older.
12. You may find that money and power, if you ever get any, can be addictive. But a career based only on the acquisition of money and power rarely fulfills people in the long run.
13. Everyone says to “follow your passion.” But if you don’t know what that passion is, don’t beat yourself up about it. Hunt your passion down. Actively look for it.
14. Don’t give up too soon. Finding your life’s work may take a surprising amount of persistence. Every successful happy person got to be that way by trying stuff that didn’t work and then trying something else.
15. In all your endeavors, always put together a Plan B. What would you do if the situation you were in fell apart? If a decision turned out to be a bad one, how would you back out of it? Usually we never need to implement our Plan B. But it’s always a good idea to have one.

Risk Involved in Share Market Investment.

2011-03-25T23:21:00.000-07:00

Let us have a look on the composite risk involve in the market during operation:-

i. Interest rate
risk: This arises due to variability in the interest rates from time to time. A changes in the interest rates establishes an inverse relationship in the price of the security i.e. price of securities trends to move inversely with change in rate of interest. Long term securities shows greater variability in compare to short term securities by this risk

ii. Purchasing power risk:

It is also known as inflation risk and the inflation affect the purchasing power adversely. Inflation rates vary over time and changes unexpectedly causing erosion in the value of real return and expected return. Thus purchasing power risk is more in inflationary conditions especially in respect of bond and fixed income securities. It is not desirable to invest in such securities during inflationary situations. Purchasing power risk is however less in flexible income securities like equity shares or common stock where rise in dividend income off-sets increase in the rate of inflation and provides advantage of capital gain.

iii. Business risk:

Business risk arises from sale and purchase of securities affected by business cycles, technological changes etc. Business cycles affect all types of securities viz. there is cheerful movement in boom due to bullish trend in stock price where as bearish trend in depression brings down fall in the prices of all types of securities. Therefore securities bearing flexible income affected more than the fixed rated securities during depression due to decline in their market price.

iv. Financial Risk:

This arises due to changes in the capital structure of the company. It is also known as leveraged risk and expressed in the terms of debt-equity ratio. Excess of debt over equity in the capital structure of a company indicates that the company is highly geared even if the per capital earnings(EPS) of such company may be more. Because highly dependence on borrowings exposes to the risk of winding up for its inability to honor its commitments towards lenders and creditors. So the investors should be aware of this risk and portfolio manager should also be very careful.
By taking in to accounts of all the above factors, investment decision are taken in the share market.

Added By: Kajol,Name of Sweets

20 ways to motivate your employees without raising their pay

2011-03-24T07:43:00.001-07:00

It is a costly mistake to get lost in the false theory that more money equals happy employees.

Believing this is costing you valuable time, revenue, employees...and even threatening your own job. Cash will always be a major factor in motivating people and a solid compensation plan is critical to attracting and keeping key personnel. But the key is that additional cash is not always the only answer and in many cases not even the best answer.

Too many bonus or commission checks get cashed, spent and forgotten just that quickly. Grocery stores and gasoline stations are among the necessary stops that
seem to get in the way of using your extra cash on something special for you.

One alternative to giving commissions or bonus dollars is to give gifts through a catalog point system.

The company you choose will provide you with catalogs, price sheets and point checks at no charge. The structure for your bonus plan can remain the same but instead of awarding cash to your employees you award equivalent points. Those points may then be used to purchase an enormous variety of gifts or travel plans from the catalog.

The stimulation involved is long-lasting. It begins with the employee being able to browse the catalog choosing what they will strive to earn. The catalog acts as a tangible reminder of their goal. The gift itself will last as evidence of their achievements.

Whenever I have implemented this program, the employees are overwhelmingly in favor of the point system as opposed to cash. This type of program is very popular with employees because they purchase things they would never normally have the "money" to afford.

With solid compensation in place, let's look at non-monetary motivation...20 steps to success.

1. Recognition/Attention. When your employees accomplish something they have achieved something. Your recognition is appreciation for that achievement. I believe that most managers don't give enough recognition because they don't get enough. Therefore, it doesn't come natural to do it. If this applies to you, you need to drop this excuse like a bad habit! Become a giver! Look at the price. Recognition is free!

2. Applause. A form of recognition yes, but a very specific form. Physically applaud your people by giving them a round of applause for specific achievements. Where? When? The answer is wherever and whenever. At meetings or company-sponsored social gatherings, a luncheon, or in the office. At the end of a shift, before a shift, and whenever possible in the middle of a shift.

Using plaques or trophies is another effective way of applauding your people. Although "wooden applause" is often successfully used in the form of Employee of the Month plaques, more creative ideas are sorely underutilized. Take the time to be creative, matching special accomplishments with unique awards.

3. One-on-One Coaching. Coaching is employee development. Your only cost is time. Time means you care. And remember your people don't care how much you know... until they know how much you care.

Whenever the emphasis is on positive feedback, I make sure to do this coaching in "public." Whenever you recognize and encourage people in "public," it acts as a natural stimulant for others who are close enough to see or hear what's taking place.

4. Training. Is training ever finished? Can you possibly overtrain? NO and NO. For whatever reasons, too many people feel "My people have already been trained" or "I've got good people...they only need a little training." But training never ends. Schedule "tune- up" training sessions. These should be led by you or by a supervisor with help from specific employees who show a particular strength in the skills taught. I know this takes time, but these types of training sessions will continually enhance the performance of your people and the productivity of your business.

5. Career Path. Your employees need to know what is potentially ahead for them, what opportunities there are for growth. This issue is a sometimes forgotten ingredient as to the importance it plays in the overall motivation of people.

Set career paths within your organization. Do you promote from within? I hope you can answer yes to that. Although specific circumstances require you to look for talent outside your company you should always first consider internal personnel. If you do this you are sending a very positive message to every one that there are indeed further career opportunities within your organization.

6. Job Titles. When you talk about job titles you are tapping the self-esteem of people. How someone feels about the way they are perceived in the workforce is a critical component to overall attitude and morale. Picture a social gathering that includes some of your staff. The subject of work inevitably comes up. Will your people be proud, or embarrassed, to share their title and workplace? The importance of feeling proud of who you are and what you do is monumental.

Be creative as you think of possibilities for titles. Have your staff come up with ideas giving them input into the titles. Bottom line, you are dealing with pride...and pride enhances a positive attitude...and a positive attitude is the foundation for continuing success.

7. Good Work Environment. A recent industry study shows just how inaccurate your results can be. Employers were asked to rank what they thought motivated their people
and then employees were asked to rank what really did motivate them.

Employers felt "working conditions" was a nine (or next to last) in terms of importance. What did the employees say? Number two! Working conditions are very important to the way employees feel about where they work.

Cosmetically, does your office look nice? Are there pictures on the walls, plants and fresh paint among other features that generally make people feel good about their environment? Does their work space have enough room or are they cramped in a "sardine can?" What about furniture? Is the desk the right size, chair comfortable? Is there file space and do they have the miscellaneous office supplies needed for maximum performance? Is the temperature regulated properly so they don't feel they're in the Amazon jungle one minute and the North Pole the next?

8. On-the-Spot Praise. This too is associated with recognition but the key here is timing. When there is a reason for praising someone don't put it off for any reason! Promptness equals effectiveness. Praise people when the achievement is fresh on everyone's mind.

What is effective is for us to get off our keisters and go out and tell whoever it is what a great presentation it was or applaud them for the sale...praise them promptly for what they accomplished or achieved! Don't allow time to creep in and snatch away any ounce of the positive impact that praise can have when it is delivered promptly.

9. Leadership Roles. Give your people leadership roles to reward their performance and also to help you identify future promotable people. Most people are stimulated by leadership roles even in spot appearances. For example, when visitors come to your workplace use this opportunity to allow an employee to take the role of visitors guide.

A great place to hand out leadership roles is to allow your people to lead brief meetings. Utilize your employees' strengths and skills by setting up "tune up" training sessions and let one of your employees lead the training. The best time to do this is when new people start.

Or, assign a meeting leader after someone has attended an outside seminar or workshop. Have them lead a post show, briefing the other employees regarding seminar content and highlights.

Have your employees help you lead a project team to improve internal processes.

10. Team Spirit. Have a picture taken on your entire staff (including you!), have it enlarged and hang it in a visible spot. Most people like to physically see themselves as part of a group or team.

When running contests in your area, try to create contests and affiliated activity that are team driven. People driving to reach goals together definitely enhance team spirit solely because they must lean upon others and be prepared to be leaned on.

One very effective idea for me has been building a collage of creative ideas with the "Team" theme. All employees are responsible for submitting a phrase referring to TEAM on a weekly rotation. Each of these ideas (such as TEAM: Total Enthusiasm of All Members or There is no I in Team) is placed on a wall, creating a collage of Team-oriented phrases. Don't have one person responsible for this...do it as a team.

11. Executive Recognition. This is the secret weapon. And like any secret weapon, timing is most critical. If this is used too often the value is diminished. And if it is used only for special occasions and rare achievements the value is escalated. We talked earlier about general recognition and the positive impact that has on your people. That will go up a few notches when it comes from an executive. Some of the same vehicles can be used here such as memos and voice mail. To add yet another level of stimulation, have an executive either personally call to congratulate someone (or a group) or even show up in person to shake hands and express his or her appreciation.

12. Social Gatherings. Scheduled offsite events enhance bonding which in turn helps team spirit, which ultimately impacts your positive work environment. Halloween costume parties, picnics on July 4th, Memorial Day or Labor Day, and Christmas parties are only some of the ideas that successfully bring people together for an enjoyable time. Some others that I've used with equal success are softball games (against other companies or among employees, depending on staff size), groups going putt-putt golfing or movie madness.

13. Casual Dress Day. This will apply more to the Business-to-Business world based on the difference in normal dress codes from the Business-to-Consumer arena. For those required to "dress business" every day a casual day becomes a popular desire. Use holidays to create theme color casual days such as red and green before Christmas or red, white and blue before July 4th, or black and orange prior to Halloween. This will add to the impact you're trying to have by calling a casual day in the first place. Establish pre-vacation casual days for each individual employee to enjoy on the day before his or her vacation.

Major sports events are a perfect opportunity for casual days to support your local or favorite team with appropriate colors, buttons, and logo wear. Spontaneous casual days produce a lot or stimulation based on the element of surprise. Announce a casual dress day for the following work day "just because." Use individual or team casual dress days as contest prizes or awards for specific accomplishment.

14. Time Off. Implement contests that earn time off. People will compete for 15 minutes or 1/2 hour off just as hard as they will for a cash award. And in many cases, I have had people pick time off over cash when given the choice. Put goals in place (padded of course) and when these goals are reached by individuals, teams or the entire staff, reward them with time off. Allow early dismissals, late arrivals, and extended lunch periods or additional breaks.

15. Outside Seminars. Outside seminars are a stimulating break. Because outside seminars are not always cost efficient for most people, consider on-site seminars or workshops for your staff. Use outside seminars as a contest prize for one or two people. Then set up a structured plan for those seminar attendees to briefly recreate the seminar to the rest of your people when they return. Now everyone gets educated for the price of one.

16. Additional Responsibility. There are definitely employees in your organization who are begging for and can handle additional responsibility. Our job as managers is to identify who they are and if possible match responsibilities to their strengths and desires.

17. Theme Contests. Over the years my contests have produced up to 170% increase in performance. But equally as important, they've helped maintain positive environments that have reduced employee turnover by 400%.

Overall the most successful contests seem to be those affiliated with different themes. Holidays, anniversaries, sports and culture are examples of ideas to base contests on. Sports, without a doubt, provide the largest opportunity for a wide variety of contests. Even Culture can be used to create theme contest. My favorite is using the '50s and '60s as a theme for a contest that I run at least once a year.

18. Stress Management. There are many articles and books available on the subject. Make this reference material available to your people. Make sure they know it is available and encourage them to use it.

If possible, have an in-house seminar on stress management techniques. So that production time is not lost, you might consider having a brown bag luncheon with a guest speaker on this subject. Because stress is an ongoing concern, anytime is a good time for a seminar like this to take place.

Be as flexible as you can with breaks during the course of the day.

19. Pizza/Popcorn/Cookie Days. Every now and then pizza, popcorn, or cookie days will help break up that everyday routine and help people stay motivated. Because it is a natural tendency for people to get excited in anticipation of something, structure some of these days in advance. Then buy some pizzas or different cookies or even whip out some different types of popcorn.

20. Gags and Gimmicks. Use different gimmicks as awards to help inspire performance increases from your people. The key to awards is establishing the perception of priceless value that is associated with them. They should be recognized as status symbols in your environment. Here are some of my ideas:

Plastic/rubber whale for "whale" of a performance.

Pillsbury dough boy for the person raisin' the most bread.

Cardboard stars for star-studded performances.

Plastic phonograph records for setting a new record.

California raisins for those with the highest percentage of "raisin" their productivity.

Special parking space for the person who drives the hardest.

Toy cymbals for those "symbolizing" total effort.

Special Mountain Dew can for that person who exemplifies the "can do" attitude.

A figurine of E.T. for out-of-this-world performance.

The Eveready Bunny for those that keep going, and going, and going.

Large Tootsie Roll replica for those on a "roll."

A drum for the person that "drums" up the most business.

10 Things You Should NEVER Say to Your Boss

2011-03-21T21:08:00.000-07:00

We all have bad days at work. Sometimes it reflects on the things we say to our coworkers and superiors. What you say tells a lot about you as a professional and creates impressions that could hunt you for years.

Getting a pink slip because your boss didn’t like something you said is something that will probably not happen to you on the spot. However, one careless phrase may adversely affect your entire career, especially if it creates a long lasting impression of you. Subconsciously, your boss may pass you for a promotion or let you go during layoffs simply because of the impression they got years ago due to something you said in the past. People have good memory when it comes to impressions. Chances are, you boss wouldn’t even remember exactly what you said but they are sure to remember what they have thought of it!

The following are some of the things you can say that can put at risk your career:

1. “Why do I need to do this? This is stupid!”

Don’t ever say this to your boss! This questions their authority and their judgment about something that they believe has to be done. It belittles your boss and the entire enterprise. If your boss has asked you to do it, they must think it is important enough. By saying this you openly challenge their competency as a boss. Not a very smart move!

2. “That’s not in my job description”

The weaker players are the first ones to get pink slips. In this economy, companies keep employers who can wear many hats, even if it is not technically in their job description, and who don’t complain about it. If your boss thinks you are unwilling or incapable to do what you’ve been asked, you will be considered a weak player.

3. “It is not my fault”

Your boss doesn’t really care whose fault it is. Most of the time they just want the problem fixed. When you say it is not your fault, you sound as if you don’t want to fix the problem, or worse: that you are trying to cover up your mistake by pointing fingers at someone else. This behavior tells to your boss that you are not only unreliable, but that you can’t be trusted.

4. “This is not my problem”

If your boss has brought it up – it is your problem. Moreover, a problem at work is everyone’s problem. Saying this just shows that you don’t care and that you are not a very good team player. Ultimately, getting things done at is the manager’s responsibility and saying it is not your problem automatically turns it into your boss’ problem.

5. “I don’t know how to do it”

You may actually not know how to do something but it is all about how you say it. Saying “I just don’t know” shows a weakness and it also may be interpreted as an excuse that you just don’t want to do it. Tell your boss that you are prepared to do the task but that you may require assistance or guidance because you haven’t done it before. Ask them if they or someone else can provide it to you.

6. “I am overqualified for this”

Maybe you are, maybe you are not. However, you are at work and instead of playing a big shot, you should just roll up your sleeves and get the work done. Do it yourself or delegate it to someone else – but get it done! This is what your boss expects of you and anything less will show them that you are actually not qualified to get things done (kind of the opposite of the message you were trying to get across).

7. “It is impossible to do”

When you say this, it does not sound like it is actually impossible, it sounds like: “I don’t know how to do it” or “I don’t want to do it”. Either way, if someone else ends up doing this task and they manage to do it, what you said will make you look like an incompetent idiot. This could be an irreversible mistake so don’t say it unless you are ready to bet your professionalism on it.

8. “I don’t get paid enough to do this job”

With the current rate of unemployment, there are millions of people who don’t get paid at all. They will be glad to have your job. This is exactly what your boss will think of the situation. Enough said.

9. “I will try”

Your boss doesn’t want you to try it; they want you to do it. Trying is not an option, you either do it or you don’t. Saying “I will try” will tell your boss that they cannot depend on you. It will not give them the assurance they need that the task will be taken care of.

10. “I don’t have time for this”

Translates into “I don’t want to do this”. If you are over your capacity, just tell your boss that it may conflict with other work and talk to them about prioritizing tasks.

The bottom line: your boss wants to hear solutions. They don’t want to hear complaints or see you pass the puck. When you do too much of it, you make their life more difficult. Your boss still needs to get work done so they will either have to do it themselves or find someone else to do it. In which case, they don’t see much value in you and you are out!

Added by: Kajol,Name of Sweets.

Discover How to Motivate Your Manager - 10 Tips for Success.

2011-03-18T00:40:00.001-07:00

Let me ask you a simple question - does your manager motivate you? If you're lucky then the answer will be yes. However, when I'm running a seminar for managers and team leaders on team motivation, the comment I hear most is - "How can I motivate my team when my manager doesn't motivate me?" So the next question is - what are you going to do about it?

One of the best ways to motivate your team is to give them feedback on their performance. You tell them when they do things you do like and you tell them when they do things you don't like.

It's exactly the same with your manager. Now, I appreciate that we're getting into scary territory here but you're going to have to take some action. There's no point in saying that your manager needs to change because that's unlikely to happen unless you do something about it.

The rules for giving your manager feedback are almost the same as those for your team.

1. Do it ASAP - When your manager says or does something you do or don't like you need to say something right away. If it's something you do like it's not much use saying something weeks later. - "Thanks for helping me with that difficult customer last week Dave." Dave is going to have a bit of a problem remembering that situation and the effect of the feedback is totally wasted.

It also makes sense to tell Dave about something you don't like as soon as possible.

2. Do it in private - You really don't want members of your team or your colleagues hearing what you say to your manager be it good or bad.

3. Check that it's okay to speak - Make sure that you have your manager's full attention. There's no point in trying to make your point if they have something else on their mind or they're working on their computer. It's also good manners and shows respect.

4. Announce your intentions - If your manager is not used to receiving feedback from you, what do you think runs through their mind when you pull up a chair or ring them on the phone - they think it's bad news, or your about to complain about something or you've done something wrong or there's a problem.

It's important therefore to tell them up front what you want to speak about.

You might say - "Linda, I'd just like to thank you for something you did today." Or if it's something you don't like you might say - "Linda, I'd just like to talk about something you said today that I'm uncomfortable about."

5. Tell them how YOU feel about their behaviour - This is nothing to do with any one else. Don't say things like - "The team don't like the way you speak to us." Use lots of "I" messages; say things like - "I'm unhappy with the way you told me how to do that job today. It made me felt embarrassed in front of my team members. Would you be prepared to speak to me in private in future?"

6. Focus on one thing at a time - Don't confuse your manager with a whole list of behaviours. If it's things that you do like then you're in danger of coming across as patronising. If it's things that you don't like, then it may come across as a whinger.

7. Be specific - When you're giving your manager feedback it's important to focus on job related behaviour and not on the personality of the individual. If you feel a bit uncomfortable, try to focus on the manager's behaviour in terms of how they said or did something. That's what you're giving feedback on, not them as a person.

It becomes easier if you're using "I" messages and being very descriptive about what you've seen or heard. You could say something like - "I liked the way you showed me how to layout that report - thank you Jeff." Or - "Jeff, I'm concerned by the way you told me how to do that report. It's important for me to get it right, would you be prepared to spend a bit more time explaining what you require?"

8. Include the customer and the organisation - Whenever appropriate; relate what your feedback is about to how the customer or the business could be affected. This of course could be an internal or an external customer.

9. Get input - When giving constructive feedback, it's important to get the manager's input. You might say - "I'm unhappy with the number of tasks you've asked me to do this week and I'm concerned that I may not be able to do them in the best interests of the business. However I'm willing to listen to what you have to say and discuss how we can make efficient use of my time."

10. Don't leave them low - This is particularly important after giving feedback on something you're not happy about. This isn't an attack on the manager; it's about job related behaviour. Think about how you feel when one of your team speaks to you about something they're unhappy about. It can leave you low and possibly stressed.

Some years ago after a particularly "difficult" meeting with my sales team I was feeling a bit low. However, at the end of the meeting one of the team said - "Alan, we're all going for a beer and we want you to join us. We have no hard feeling towards you and we like you as our manager." You can bet that made me feel good.

There's still a culture in some organisations that doesn't allow the boss to be challenged. It's a case of - "The boss tells me what to do and it's my job to do as I'm told." It's also the case that some managers don't want to say anything to their boss for fear of being perceived as negative or a whinger.

Be brave and give your boss some positive feedback. The occasional compliment or descriptive thank you will work wonders for your relationship. And if the boss is doing or saying something you don't like, give him or her some constructive feedback using the rules above. If you follow these rules, then you're much less likely to be seen as a whinger.

Added by: Kajol<Name of sweets>

11 Things That Annoy the Boss

2011-03-14T21:42:00.000-07:00

Whether you think so or not, you're annoying. Maybe not all the time -- maybe not even some of the time -- but at least once in your life, you've annoyed someone.

Probably your boss.

We asked bosses to tell us what their employees do to irritate them on a daily basis. Straight from the source, here are 11 things you do to annoy your boss:

1. "By far the biggest annoyance is when their actions don't even faintly reflect a minimum level of enthusiasm for a given project and despite being told how excited someone is to be working on something, you wind up with items that either have obvious errors, common sense mistakes or show a minimum of effort.

Bottom line: You can tell when someone has phoned something in, and it's aggravating having to micromanage and go back to fix obvious hiccups that could easily have been prevented. Which always fascinates me: How do people not think you'll notice?" -- Scott Steinberg, CEO, Lead Analyst, TechSavvy Global

2. "Asking the boss to make your life easier.

True story: 'I would like to work from home three days a week. How can you make this happen for me?' This one really ticked off the boss.

Try instead: 'What would I have to do to make telecommuting three days a week possible?' Now you sound like a contributor!" -- Kate Nasser, The People-Skills Coach.

3. "Consistently going off on personal tangents in meetings. Get organized and get to the point. Time can make or spend money. Which do you think the boss prefers?" -- Nasser

4. "Many of my contract teachers annoy me -- why? They ask things that make me question whether or not they are actually 'all there.' Because of the nature of this job, everything is communicated online. I send VERY detailed e-mails with all the information plus some -- and yet still get silly questions. 'What are the hours again?' 'What days do I work?' Another annoying thing is when I hire a teacher -- and they accept all of the terms and then play the 'I want more money' card because they feel they deserve it.

It also annoys me when I do interviews. I set up a time to interview people and they don't answer their phones. Or they don't include their number in their confirmation e-mail. Make my life a little easier -- please and thank you." -- Jillian Zavitz, programs manager, TalktoCanada.com

"When I was an HR Director and now, when I'm a career coach, what annoys me a lot was/is:

5. Questions asked before information was presented (because the answer was usually in the presentation.)

6. Employees who 'miss' the spirit of the issue and make literal (unimportant) statements or who respond with the 'rules' because they miss the point.

7. Employees who make no effort to get along with others in the department and look for faults.

8. Employees who forget that no matter what their job is, they work in a business that needs to make money."

-- Bettina Seidman, Career Coach, SEIDBET Associates

9. "An employee who consistently, day after day, arrives a few minutes late and/or leaves a few minutes early. [Also], when an employee's personal cell phone rings. I don't mind if it buzzes or vibrates, but I ask that all ringers be turned off." -- Alexander Seinfeld, Executive Director, Jewish Spiritual Literacy, Inc.

10. "Where do I start? I own a boutique public relations agency, and the most irritating thing my employees do is they do not check their work. I've told them innumerable times how to compose successful e-mails to clients and press, and each time they write an e-mail it's like the first time all over again. Spelling mistakes, grammatical mistakes, missing info -- even though they've seen me craft identical e-mails dozens of times, could simply use spell check, and do a quick re-read to find and fix their errors. It's beyond irritating, especially because it's so preventable. It's gotten to the point that I have to write every e-mail for them before they can send it -- even when it's as simple as 'Hi there, I just wanted to check in to make sure you received the package we sent you last week' -- otherwise it will be filled with errors." -- Samantha Slaven-Bick, Samantha Slaven Publicity

11. "Working in numerous radio stations, I've been supervisor and trainer to many newcomers. The one main thing that positively drove me crazy was that people would come to me with questions before they'd even attempted to find the answers on their own. It was the largest red flag of laziness. I'm always happy to answer questions, but if you have no ability to answer them yourself or seek out the answers yourself, why did we hire you into your role, again? -- Natalie Nicole Gilbert

Added by: Kajol,Name of Sweets

100 Things Restaurant Staffers Should Never Do (Part 2)

2011-03-14T21:26:00.001-07:00

51. If there is a service charge, alert your guests when you present the bill. It’s not a secret or a trick.

52. Know your menu inside and out. If you serve Balsam Farm candy-striped beets, know something about Balsam Farm and candy-striped beets.

53. Do not let guests double-order unintentionally; remind the guest who orders ratatouille that zucchini comes with the entree.

54. If there is a prix fixe, let guests know about it. Do not force anyone to ask for the “special” menu.

55. Do not serve an amuse-bouche without detailing the ingredients. Allergies are a serious matter; peanut oil can kill. (This would also be a good time to ask if anyone has any allergies.)

56. Do not ignore a table because it is not your table. Stop, look, listen, lend a hand. (Whether tips are pooled or not.)

57. Bring the pepper mill with the appetizer. Do not make people wait or beg for a condiment.

58. Do not bring judgment with the ketchup. Or mustard. Or hot sauce. Or whatever condiment is requested.

59. Do not leave place settings that are not being used.

60. Bring all the appetizers at the same time, or do not bring the appetizers. Same with entrees and desserts.

61. Do not stand behind someone who is ordering. Make eye contact. Thank him or her.

62. Do not fill the water glass every two minutes, or after each sip. You’ll make people nervous.

62(a). Do not let a glass sit empty for too long.

63. Never blame the chef or the busboy or the hostess or the weather for anything that goes wrong. Just make it right.

64. Specials, spoken and printed, should always have prices.

65. Always remove used silverware and replace it with new.

66. Do not return to the guest anything that falls on the floor — be it napkin, spoon, menu or soy sauce.

67. Never stack the plates on the table. They make a racket. Shhhhhh.

68. Do not reach across one guest to serve another.

69. If a guest is having trouble making a decision, help out. If someone wants to know your life story, keep it short. If someone wants to meet the chef, make an effort.

70. Never deliver a hot plate without warning the guest. And never ask a guest to pass along that hot plate.

71. Do not race around the dining room as if there is a fire in the kitchen or a medical emergency. (Unless there is a fire in the kitchen or a medical emergency.)

72. Do not serve salad on a freezing cold plate; it usually advertises the fact that it has not been freshly prepared.

73. Do not bring soup without a spoon. Few things are more frustrating than a bowl of hot soup with no spoon.

74. Let the guests know the restaurant is out of something before the guests read the menu and order the missing dish.

75. Do not ask if someone is finished when others are still eating that course.

76. Do not ask if a guest is finished the very second the guest is finished. Let guests digest, savor, reflect.

77. Do not disappear.

78. Do not ask, “Are you still working on that?” Dining is not work — until questions like this are asked.

79. When someone orders a drink “straight up,” determine if he wants it “neat” — right out of the bottle — or chilled. Up is up, but “straight up” is debatable.

80. Never insist that a guest settle up at the bar before sitting down; transfer the tab.

81. Know what the bar has in stock before each meal.

82. If you drip or spill something, clean it up, replace it, offer to pay for whatever damage you may have caused. Refrain from touching the wet spots on the guest.

83. Ask if your guest wants his coffee with dessert or after. Same with an after-dinner drink.

84. Do not refill a coffee cup compulsively. Ask if the guest desires a refill.

84(a). Do not let an empty coffee cup sit too long before asking if a refill is desired.

85. Never bring a check until someone asks for it. Then give it to the person who asked for it.

86. If a few people signal for the check, find a neutral place on the table to leave it.

87. Do not stop your excellent service after the check is presented or paid.

88. Do not ask if a guest needs change. Just bring the change.

89. Never patronize a guest who has a complaint or suggestion; listen, take it seriously, address it.

90. If someone is getting agitated or effusive on a cellphone, politely suggest he keep it down or move away from other guests.

91. If someone complains about the music, do something about it, without upsetting the ambiance. (The music is not for the staff — it’s for the customers.)

92. Never play a radio station with commercials or news or talking of any kind.

93. Do not play brass — no brassy Broadway songs, brass bands, marching bands, or big bands that feature brass, except a muted flugelhorn.

94. Do not play an entire CD of any artist. If someone doesn’t like Frightened Rabbit or Michael Bublé, you have just ruined a meal.

95. Never hover long enough to make people feel they are being watched or hurried, especially when they are figuring out the tip or signing for the check.

96. Do not say anything after a tip — be it good, bad, indifferent — except, “Thank you very much.”

97. If a guest goes gaga over a particular dish, get the recipe for him or her.

98. Do not wear too much makeup or jewelry. You know you have too much jewelry when it jingles and/or draws comments.

99. Do not show frustration. Your only mission is to serve. Be patient. It is not easy.

100. Guests, like servers, come in all packages. Show a “good table” your appreciation with a free glass of port, a plate of biscotti or something else management approves.

Added by : Kajol,Name Of Sweets

BANGLADESH INCOME TAX RATES

2011-03-14T08:43:00.000-07:00

Bangladesh personal income tax rates for assessment year 2010 - 2011 is progressive up to 25%.

Bangladesh Income Tax Rates for individuals other than female taxpayers, senior taxpayers of 65 years and above and retarded taxpayers - Assessment Year 2010 - 2011

First                      BDT 1,65,000              Nil
Next                      BDT 2,75,000              10%
Next                      BDT 3,25,000              15%
Next                      BDT 3,75,000              20%
Rest Amount                                           25%

Bangladesh Income Tax Rates for female taxpayers, senior taxpayers of age 65 years and above - Assessment Year 2010 - 2011

irst                      BDT 1,80,000              Nil
Next                      BDT 2,75,000              10%
Next                      BDT 3,25,000              15%
Next                      BDT 3,75,000              20%
Rest Amount                                           25%

Bangladesh Income Tax Rates for retarded taxpayers - Assessment Year 2010 - 2011

First                      BDT 2,00,000              Nil
Next                      BDT 2,75,000              10%
Next                      BDT 3,25,000              15%
Next                      BDT 3,75,000              20%
Rest Amount                                           25%

Minimum tax for any individual assessee is Tk. 2,000
Non-resident Individual: 25% (other than non-resident Bangladeshi)
On Dividend income: 20%

Income tax is one of the main sources of revenue in Bangladesh. It is a progressive tax system. Bangladesh Income tax is imposed on the basis of ability to pay. The more a taxpayer earns the more tax he should pay. This is the basic principle of charging income tax in Bangladesh. The tax system aims at ensuring equity and social justice. Tax rates in Bangladesh also differs between male and female individuals.

Time to submit income tax return: Unless the date is extended, by the 30th day of September next following the income year.

Who should submit Income Tax Return ?
- If total income of any individual (other than female taxpayers, senior taxpayers of 65 years and above and retarded taxpayers) during the income year exceeds Tk 1,65,000/-.
- If total income of any female taxpayer, senior taxpayer of 65 years during the income year exceeds Tk 1,80,000/-
- If total income of any retarded taxpayer during the income year exceeds Tk 2,00,000/-.
- If any person was assessed for tax during any of the 3 years immediately preceding the income year.
- A person who lives in any city corporation/paurashava/divisional HQ/district HQ and owns a building of more than one storied and having plinth area exceeding 1,600 sq. feet/owns motor car/owns membership of a club registered under VAT Law.
- If any person subscribes a telephone.
- If any person runs a business or profession having trade license and operates a bank account.
- Any professional registered as doctor, lawyer, income tax practitioner, Chartered Accountant, Cost & Management Accountant, Engineer, Architect and Surveyor etc.
- Member of a Chamber of Commerce and Industries or a trade Association.
- Any person who participates in a tender.
- A person who has a Taxpayer's Identification Number (TIN).
- Candidate for Union Parishad, Paurashava, City Corporation or Parliament elections.
- Any company registered under Companies Act, 1930 or 1994

Added by: Kajol,Name of Sweets

BANGLADESH VALUE ADDED TAX (VAT) RATES

2011-03-14T08:42:00.000-07:00

The general rate of Value Added Tax (VAT) in Bangladesh is 15%.

- Value Added Tax (VAT) is imposed on goods and services at import stage, manufacturing, wholesale and retails levels;
- A uniform VAT rate of 15% is applicable for both goods and services;
- 15% Value Added Tax (VAT) is applicable for all business or industrial units with an annual turnover of Taka 2 million and above;
- Turnover tax at the rate of 4% is leviable where annual turnover is less than BDT 2 million;
- Value Added Tax is applicable to all domestic products and services with some exemptions;
- Value Added Tax (VAT) is payable at the time of supply of goods and services;
- Tax paid on inputs is creditable / adjustable against output tax;
- Export is VAT exempt;
- Cottage industries (defined as a unit with an annual turnover of less than BDT 2 million and with a capital machinery valued up to BDT 300,000) are exempt from Value Added Tax;
- Tax returns are to be submitted on monthly or quarterly or half yearly basis as notified by the Government.

Tax Rebate for Investment in bangladesh

2011-03-14T08:40:00.000-07:00

Rate of Rebate: Amount of allowable investment is either up to 25% of total income or BDT 500,000 whichever is less. Tax rebate amounts to 10% of allowable investment. Types of investment qualified for the tax rebate are:

- Life insurance premium
- Contribution to deferred annuity
- Contribution to Provident Fund to which Provident Fund Act, 1925 applies
- Self contribution and employer's contribution to Recognized Provident Fund
- Contribution to Super Annuation Fund
- Investment in approved debenture or debenture stock, Stocks or Shares
- Contribution to deposit pension scheme
- Contribution to Benevolent Fund and Group Insurance premium
- Contribution to Zakat Fund (Zakat: Islamic Tax)
- Donation to charitable hospital approved by National Board of Revenue
- Donation to philanthropic or educational institution approved by the Government
- Donation to socioeconomic or cultural development institution established in Bangladesh by Aga Khan Development Network

Tax Rebate for investment

2011-03-14T08:38:00.001-07:00

Rate of Tax Rebate:

Amount of allowable investment is either actual investment in a year or up to 25% of total income or Tk. 10,00,000/-
whichever is less. Tax rebate amounts to 10% of allowable investment.

Types of investment qualified for the tax rebate are:
- Life insurance premium ,
- Contribution to deferred annuity ,
- Contribution to Provident Fund to which Provident Fund Act, 1925 applies ,
- Self contribution and employer's contribution to Recognized Provident Fund ,
- Contribution to Super Annuation Fund ,
- Investment in approved debenture or debenture stock, Stocks or Shares ,
- Contribution to deposit pension scheme approved by the government,
- Contribution to Benevolent Fund and Group Insurance premium ,
- Contribution to Zakat Fund ,
- Donation to charitable hospital approved by National Board of Revenue ,
- Donation to philanthropic or educational institution approved by the Government ,
- Donation to socio-economic or cultural development institution established in Bangladesh by Aga Khan Development Network ,
- Donation to ICDDR,B, Dhaka Community Hospital,
- Donation to philanthropic institution- CRP, Savar, Dhaka,
- Donation upto five lac to (1) Shishu Swasthya Foundation Hospital Mirpur, Shishu Hospital, Jessore and Hospital for Sick Children, Satkhira run by Shishu Swasthya Foundation, Dhaka, (2) Diganta Memorial Cancer Hospital, Dhaka, (3) The ENT and Head-Neck Cancer Foundation of Bangladesh, Dhaka; and (4) Jatiya Protibandhi Unnayan Foundation, Mirpur, Dhaka;
- Asiatic Society of Bangladesh;
- Muktijudha Jadughar;

BANGLADESH CORPORATE TAX RATES

2011-03-14T08:37:00.000-07:00

The standard rate of corporate tax in Bangladesh is 27.5% in 2010 - 2011 tax year. This is the standard corporate tax rate applicable to publicly traded companies in Bangladesh, a list including tax rates for other corporations are as follows:

Publicly Traded Company                                     27.5%
Non-publicly Traded Company                              37.5%
Bank, Insurance & Financial Company                   42.5%
Mobile Phone Operator Company                          45%
Publicly Traded Mobile Operator Company             35%

If any publicly traded company (excluding Mobile Operator Company) declares more than 20% dividend, 10% rebate on total tax allowed.

Corporation

2011-03-14T08:28:00.001-07:00

In a general sense, a corporation is a business entity that is given many of the same legal rights as an actual person. Corporations may be made up of a single person or a group of people, known as sole corporations or aggregate corporations, respectively.

Corporations exist as virtual or fictitious persons, granting a limited protection to the actual people involved in the business of the corporation. This limitation of liability is one of the many advantages to incorporation, and is a major draw for smaller businesses to incorporate; particularly those involved in highly litigated trade.

Brokerage

2011-03-14T08:27:00.001-07:00

A brokerage is a firm that acts as an intermediary between a purchaser and a seller. More commonly, a brokerage is referred to as a brokerage firm. To broker a deal is to communicate with both the buyer and seller as to acceptable price on anything sold or purchased.

A broker, a single person, or the brokerage firm completes any necessary legal paperwork, obtains the appropriate signatures, and collects money from the purchaser to give to the seller. Since the buyer and seller are employing the brokerage to complete the deal, the brokerage may collect a portion of the money obtained. In some cases, a brokerage receives money from both parties. In others, the brokerage receives a commission only from the seller.

Book value.

2011-03-14T08:26:00.000-07:00

When dealing with stocks, analysts often will want to know the book value of the common stock. Essentially, the book value has to do with the calculated worth of the company’s common stock as of the most recent balance sheet. There are several elements that go into calculating the current book value which make the information necessary in a number of different applications.

The initial book value of any asset is either the cash value of the asset, or the acquisition cost. Cash assets, of course, are not subject to depreciation. Buildings, land, and operating equipment would tend to be valued based on the acquisition cost initial, with the understanding that the total cost of acquisition includes both the purchase price and any other expenses associated with the acquisition, such as broker fees or other types of processing fees.

Cash dividend

2011-03-14T08:24:00.001-07:00

A cash dividend is a cash payment that is extended to shareholders by the issuing company. Dividends are normally paid according to terms that are outlined in the bylaws of the corporation, unless the board of directors works with the shareholders to defer payments for a period of time. Generally, cash dividends are paid out of the profits earned by the corporation during the period cited, although it is possible for a cash dividend to be paid even when there is no net profit for the fiscal period under consideration.

The Gross Domestic Product or GDP

2011-03-14T08:23:00.001-07:00

The Gross Domestic Product or GDP is a measure of all of the services and goods produced in a country over a specific period, classically a year. The GDP considers the market value of goods and services to arrive at a number which is used to judge the growth rate of the economy and the overall economic health of the nation concerned. As an economic measure, the GDP can be a very useful yardstick, but it has some serious flaws which have led some people to propose the use of alternate measures of economic and social well being.

Stock market

2011-03-14T08:22:00.000-07:00

A stock market is a place where buyers and sellers trade company stock for a set price. In the financial world, “stock” simply means a supply of money a company has raised from individuals or other organizations. If you buy stock, then you own a part of a company. This part is called a “share.” People who own stock are referred to as "shareholders" or "stockholders."

What is Risk?

2011-03-13T23:43:00.000-07:00

Expose to a chance of loss or damage; "We risked losing a lot of money in this venture"

50 Worst of the Worst (and Most Common) Job Interview Mistakes

2011-03-13T12:30:00.000-07:00

1. Arriving late.
2.   Arriving too early.
3.   Lighting up a cigarette, or smelling like a cigarette.
4.   Bad-mouthing your last boss.
5.   Lying about your skills/experience/knowledge.
6.   Wearing the wrong (for this workplace!) clothes.
7.   Forgetting the name of the person you’re interviewing with.
8.   Wearing a ton of perfume or aftershave.
9.   Wearing sunglasses.
10.   Wearing a Bluetooth earpiece.
11.   Failing to research the employer in advance.
12.   Failing to demonstrate enthusiasm.
13.   Inquiring about benefits too soon.
14.   Talking about salary requirements too soon.
15.   Being unable to explain how your strengths and abilities apply to the job in question.
16.   Failing to make a strong case for why you are the best person for this job.
17.   Forgetting to bring a copy of your résumé and/or portfolio.
18.   Failing to remember what you wrote on your own résumé.
19.   Asking too many questions.
20.   Asking no questions at all.
21.   Being unprepared to answer the standard questions.
22.   Failing to listen carefully to what the interviewer is saying.
23.   Talking more than half the time.
24.   Interrupting your interviewer.
25.   Neglecting to match the communication style of your interviewer.
26.   Yawning.
27.   Slouching.
28.   Bringing along a friend, or your mother.
29.   Chewing gum, tobacco, your pen, your hair.
30.   Laughing, giggling, whistling, humming, lip-smacking.
31.   Saying “you know,” “like,” “I guess,” and “um.”
32.   Name-dropping or bragging or sounding like a know-it-all.
33.   Asking to use the bathroom.
34.   Being falsely or exaggeratedly modest.
35.   Shaking hands too weakly, or too firmly.
36.   Failing to make eye contact (or making continuous eye contact).
37.   Taking a seat before your interviewer does.
38.   Becoming angry or defensive.
39.   Complaining that you were kept waiting.
40.   Complaining about anything!
41.   Speaking rudely to the receptionist.
42.   Letting your nervousness show.
43.   Overexplaining why you lost your last job.
44.   Being too familiar and jokey.
45.   Sounding desperate.
46.   Checking the time.
47.   Oversharing.
48.   Sounding rehearsed.
49.   Leaving your cell phone on.
50.   Failing to ask for the job.

i hope u will be befitted reading this......

Added by: Kajol,Name of Sweets

7 Things Your Boss Should Never Say to You

2011-03-13T12:19:00.000-07:00

1. "I pay your salary. You have to do what I say." Have you not heard? It's the 21st century. Threats and power plays just do not cut it anymore (and they were always a terrible way to manage). Yes, you pay people's salaries but that doesn't mean you're their lord and master. You are their leader, however. Leaders lead by inspiring, teaching, encouraging, and, yes, serving their employees. Good leaders never need to threaten. So keep your word, set a good example, praise in public, criticize in private, respect your employees' capabilities, give credit where credit is due, learn to delegate, and when you ask for feedback don't forget to respond to it. (Another sentence to be avoided: "Do what I say, not what I do."

2. "I don't want to listen to your complaints." Hey, boss, you have this backwards. You do want to listen to employees' complaints. That's part of your job. You should be actively seeking feedback, even negative feedback. It may be annoying, even painful, but that's why you get the big bucks. Complaints point to where your processes and practices need improvement. And even if a problem absolutely can't be helped, allowing your employees to vent can go a long way toward restoring morale and building loyalty.

3. "I was here on Saturday afternoon. Where were you?" This kind of "subtle" pressure to work 24/7 is a good way to burn out your employees. You won't get that much more productivity out of them, and you will destroy morale. You may choose to work seven days a week. That's your call. But your employees shouldn't have to. If you observe that they are working way more than their job descriptions call for, consider that maybe it's because you're overloading them. Look for ways to fix this problem.

4. "Isn't your performance review coming up soon?" Maybe you're trying to motivate an employee to do a better job. Maybe this is just a ham-handed way to remind underlings of who has the power. Who knows. Either way, a statement like this is not only tacky and passive-aggressive, it's ineffective. If you really want to motivate people, consider giving them a stake in the success of your enterprise. Show employees you value them. Let them know what they have to gain by doing a good job. The results may surprise you.

5. "We've always done it this way." Want to crush your employees' initiative? This is a good way. News flash: Your employees may actually have a pretty good idea of how to do their jobs. Maybe they know even more than you. Your job as boss is to encourage them to have the energy and motivation to be innovative. In fact, employees who come up with better ways to do things should be celebrated and rewarded. (Hint: Cash is nice.)

6. "We need to cut costs" (at the same time you are, say, redecorating your office). Nothing breeds resentment more than asking employees to tighten their belts while you, to their eyes, are living it up. Even if the office redecoration can be totally justified in business terms, or the budget for it was a gift from your uncle, it still looks hypocritical and is demoralizing. Being sensitive to other people's feelings is good karma. Leading by example is the best way to lead.

7. "You should work better." Managers need to communication expectations clearly, to give employees the tools they need to do a good job, to set reasonable deadlines, and to offer help if needed. When giving instructions, ask if they understand your instructions. Don't assume. You may not be the stellar communicator you think you are. If your employees are making mistakes, or not performing up to par, consider that maybe it's because you're giving them vague instructions like "you should work better."

Added by: Kajol,Name of Sweets