Monday, August 13, 2018

Sonic Restaurant

Sonic started as a sole proprietorship. A sole proprietorship is an organization that is owned and managed by one person. That one person was Troy N Smith Sr. the founder of Sonic. The business success grew so it evolved into a partnership. When two or more people legally agree to become co-owners of a business the organization is called a partnership. A partnership helped sonic grow because two is people working together. The more financial resources make an organization much more stable. The shared management gives shared responsibilities and a much more well-rounded business. Along with adding the skills of both owners a general partnership would cause for longer survival. Later Sonic grew even greater into a Corporation. A corporation is a legal entity with authority to act and have liability separate from the owner. The advantages of corporations more money investment, limited liability, size perpetual life, ease of ownership, ease of drawing talented employees, separation of ownership from management. I believe that Sonic would not have survived had it stayed a sole proprietorship it would have had no room to grow and might have been successful locally but would not have grown any more. 
            In my opinion Sonic has a few things that set them apart from other drive in restaurants. The ability to put in your order over a radio so the customers doesn’t have to leave the comfort of their car. Next trait that sets Sonic apart from other drive in restaurants is its employees. They ride roller blades will bringing the customers their food. This style of customer service is unique and makes Sonic stand out.

Wednesday, August 8, 2018

Ethical Decision-Making

I choose this article about a model for ethical decision making in business: reasoning, intuition, and rational moral principles. Many facts from this article I choose that I heard many time from my professor, instructors, and social media. A person decides to do a group activity to study on the strategic decision making and got thirty-two people to participate included sixteen effective and sixteen non-effective thinkers. I like what they think with self-interest, rationally, honesty, and justice. Self-interest examples are hold yourself as the primary value and pursue values with a long-term approach, do not sacrifice your interests for others, choose your work based on what you love to do, pursue profits, adopt a long-term perspective (not profit by any means), and enjoy life (work and other values). Rationally examples are adhere to reality through observation and logic, decide based on facts versus emotions, do analysis before deciding, strive for objectivity: seek outside expert opinion, use diverse teams, “embrace skeptics”, check quality of information, and postpone decisions until the relevant information is in. Honesty examples are do not attempt to gain values by faking reality, do not cheat or pretend to try to gain a value, and be honest toward yourself as well as to others. Justice examples are judge people objectivity and grant them what they deserve, hire best people and reward them, provide honest criticism, terminate non-performers, the golden rule, and apply justice to yourself: be accountable for your actions and take deserved credits. These words are powerful and truth because they are based on my life’s actions to have a decision-making by moral principles.
Political is a great example for the president in our country must be careful with his poor leadership decision-making can impact on us to see how he decide and need to solve immediate. President of our country must set a best ethical behavior because he is the role for many of Americans could look up and says, I want to become like him. Social is part of the society that we should decide that can impact on social because people decided on social media whether followers will follow you or disagree with you. Cultural can be tricky because you should be careful with your poor leadership decision-making applied with the situation with cultural behavior or discrimination. Ethical behavior is what you show to everyone that will see your ethical decision and part of your characteristic. “The effective functioning of social system ranging in size from the local PTA to the United States of America is assumed to be dependent on the quality of their leadership” (Vroom & Yetton, 1973, p.3).
Pressure from management, ambition and discrimination, and negotiation tactics from another article I choose. “According to the Merriam Webster Dictionary, dilemmas are situations or problems where a person has to make a difficult choice; an ethical dilemma is a problem where a person has to choose between a moral and an immoral act. Employees must deal with pressures to perform and help the company succeed as well as personal temptations to take the easy way out. In the end, workers will likely face many dilemmas in their careers; companies should provide training and information to assist them in making the right decision” (Mann, Diversity is most common that the workplace must handle but most of employees are not comfortable with different background and it put an ethical dilemma for the company have to solve. I think a best way to have a training for the culture because everyone comes to this country with their different backgrounds. I enjoy meeting people at the workplace because they are interesting people which I don’t understand why other employees dislike them.
The reason I choose this article because I agree with their model is related with moral principle because that’s how we raised from our parents, teachers, grandparents, or someone who we look up teaches us from right and wrong, how to behave, how to be honest, and respect for others. That applied to the workplace and we set the good example to be effective for the company who we work for. I believe that a team player is best example for now because I am currently working and show how I can be with honest, reliable, good work ethic, and be happy. “These ethical dilemmas can be difficult for workers to grapple with, especially if they don't know what the company's official guidelines are. Therefore, it is in an organization's best interest to provide ethical training to its employees, to help them identify unethical behavior and give them tools with which to comply” (Mann,

Mann, T. (2018). What causes an ethical dilemma in conducting business? Retrieved from
Vroom, H. & Yetton, P. (1973). Leadership and decision-making. University of Pittsburgh, PA: Feffer and Simons, Inc. Retrieved from
Woiceshyn, J.J. (2011). A model for ethical decision making in business: Reasoning, intuition, and rational moral principles. Journal of Business Ethics. 104,3,311-323. Retrieved from

What is My Why?

What is my “why”? What makes me tick? Simon Simek talks at length in his TED Talks video about a person’s “why” (YouTube 2017). What motivates and drives people? From an early age, it was instilled in me to leave something better than I found it. This level of respect includes physical space as well as interactions with people. This no doubt helped contribute to my personal and professional philosophy.
            My professional philosophy is to help make the world a better place. Yes, I know that sounds like cheesy pageant talk, but it is true. In many positions I have had a great impact on changes within the organization. As I continue to learn and be meant toward by seasoned professionals, my practices continue to evolve. In the past I had been very intimidated by those with in a higher level leadership position. In my current position, I have had no choice but to overcome that fear and hesitation.
            In many ways, I am a transformational type of leader. I continue to evolve and change based on many factors. Many instances and interactions may vary on how I approach the leaders within their respective organizations. The transformational leadership approach also takes into account both the leader and follower need level and how their needs play off of each other. Having assessed the followers need level, the leader can encourage the growth of the followers and stresses the importance of morals and values (Northouse, 2016, pp. 177).
            Recently, I worked with an actor that was in Mr. Deeds, starring Adam Sandler. It happened to be on T. V. so I turned it on to watch the actors’ performance. At the end of the movie, Adam Sandler’s character asks the audience of stakeholders in his company, what they wanted to be when growing up. Many of those in the audience stood up and blurted out what they had once aspired to be as children and then what they currently do. Many of those realized that they had deviated from what they had planned to be while growing up. While things change and people grow up, there is still an underlying root that drives you. Sometimes you take another path from your wants passion. Sometimes it takes one person to help re-ignite that stagnant drive for successful. I like to find why motivates others-to find their why-and help them apply that to their professional life.
            In my current position, it is sometimes difficult to establish long-term goals within the organization. As a contractor, we are always subject to funding. My goal is to continue to evolve how my program looks with in the state and show that it is a continued need and benefit to not only the population we serve but also to other organizations for further development of programming.
            I see myself staying with the organization for at least another year possibly two. At that point I hope to have created enough contacts and networks to help further my passion through my talents and acquired knowledge, of being an actor and producer. I know I’m already doing mini production role tasking‘s in addition to my money making job. I hope to be able to make the acting and production, my main form of work and money making within the next 10 years.
            As for the decision making and leadership planning exercise, I feel that it’s just a further extension on where I want to be and the steps I need to take to get there. Every exercise and discussion allows me to continually consider other processes and broadens my scope of leadership methods and decision-making.


Northouse, P. G. (2016). Leadership: theory and practice. Thousand Oaks, CA: Sage Publications.
 Youtube (2017). TED TALK with Simon Simek -- Why Your "Why" is So Important. Retrieved from:

Monday, August 6, 2018

Influential Factors on Leadership Decision-Making

Decision Making Theories and Factors

I work in a local county hospital. The hospital started out as a small, single brick building. As time went on, the hospital grew larger, with different departments and an emergency room. They eventually built another building next to it to serve as the family clinic. The hospital covered all of the basic needs of patients inside and outside of the community. We offered emergency services, physical therapy, cardiac rehab, respiratory therapy, sleep lab, a clinic with many family physicians including a cancer care infusion center, lab and radiology services, plus an inpatient floor, including a separate area for obstetrics. Although we offered so much, there was always a feeling of wanting more. The CEO was continuously asking for input from the employees and the patients of ways that we could do more for our community. Over some years, the idea started forming of us building on more and adding bigger and better equipment. The remodel would also bring in visiting physicians from other cities to help in specialty areas. The idea was to provide extended and specialty services to the employees, community members and even those outside of our area to prevent them from having to go to bigger cities to get the same procedures done. The idea was amazing and made sense, but then the numbers started flowing in. The CEO and board of directors had to decide what services would be offered and what new departments and equipment would be involved because it all came down to money. No matter which way the discussion went, the amount of money needing to be spent on this project was going to be huge. Is the idea worth the debt and is it going to provide the imagined outcomes? Once the plans were all made up, the CEO had to decide to sign the papers or not to complete the transaction.

The CEO needed to decide what the possible outcomes would be. He needed to look at all of the alternatives, risks and consequences that could be involved. “Decision-making is usually defined as a process or sequence of activities involving stages of problem recognition, search for information, definition of alternatives and the selection of an actor of one from two or more alternatives consistent with the ranked preferences” ( He had to decide how his decision would impact the hospital, the community, patients from other towns and also all of the stakeholders involved. When leaders make decisions, it is not just about themselves, but about everybody involved. According to, decision and behavior may be the core characteristics of decision-making phenomena. “They involve the process of human thought and reaction about the external world, which include the past and possible future events and the psychological consequences, to the decision maker, of those events” ( The CEO later confirmed that his decision would positively impact himself, the hospital, the community and everybody else involved. They built on a brand new surgical department, inpatient department and obstetrics department. Each department includes brand new equipment and also the space to move in other equipment as necessary for specialized procedures. The visiting specialty surgeons and doctors provide services at our hospital on a weekly - monthly basis. We now provide services at our small town hospital that nobody else provides for miles around. Our employees and patients can access so much of what they need right here in our small town. The CEO made a good decision and provided patients with an ease of access, comfortable environment and a close to home situation. With the services we provided before, we were surviving, but with the impact of the decision made by the leader, we are now changing lives. 

5. Explain how and why leaders face complex problems having to make decisions on how technology can best serve an organization and its consumers. If decisions to upgrade software systems must be made, how should a leader evaluate the options? How does a leader plan a systems upgrade? Are the Vroom-Yetton-Jago decision-making models the best method for making decisions for a technological change? Why? How? Provide reasoning.

Leadership and the process of decision-making have been in the works for so many years now. Many of the ideas have stayed the same and many new ideas have also been brought to the surface. Either way, there is nothing like the changes that technology has brought to the world. Technology is a whole new world. Technology brings change, impact, new ideas and also fear. Leaders may fear technology because of the major changes that it can bring, and also because it provides so many more alternatives, risks and consequences to consider. “In the process, CEO, CFOs and COOs are becoming more immersed in technology decisions, while CIOs and CTOs -- and their IT staff members as well -- are being asked to join in on high-level decision-making teams” ( According to, many business leaders are being pulled into the technology world because that is what the business world is going to, leaders have to grasp the complexity of it all and also depend on other executives much more now specifically in the information technology department. 

Leaders need to evaluate several options when deciding to upgrade software, and they can do so and plan implementation by answering certain questions and evaluating situations. “Drawing on their long study of the difficulties managers have had in closing this gap, the authors identify half a dozen key challenges that managers responsible for implementing new technology must surmount: their inescapably dual role, the variety of internal markets to be served, legitimate resistance to change, the right degree of promotion, the choice of implementation site, and the need for one person to take overall responsibility” ( Upgrading software and introducing new technology brings more options, decisions and work for leaders. The leader must take on a dual role as educator and implementer when it comes to introducing new software. Leaders need to analyze the situation and decide their role and how far they can dive in and still be an effective leader.  

The Vroom-Yetton Decision Model is the best method for making decisions for a technological change. “The Vroom-Yetton model is designed to help you to identify the best decision-making approach and leadership style to take, based on your current situation” ( Not every situation is the same so it is major to have access to a model that can form to your specific situation. Also, the Vroom-Yetton Decision Model can help determine the most effective means of reaching a decision and provide consistency and order to a process. It is easy to use for everybody, so all team members can be included in the process. Also, according to, researchers have found that managers are more effective, and their teams are more productive and satisfied, when they follow the model. When using the Vroom-Yetton Decision Model, three factors need to be considered and those include decision quality, team commitment and time constraints. The model framework consists of seven yes/no questions that clearly direct the leader and the team towards a decision because the answers to the questions lead them to a code. “This code identifies the best decision-making process for you and your team” (

6. Managers at every level of an organization are designated some form of legitimate power to exert control. To be a leader, it’s not always necessary to rely on legitimate power to assume control. Explain how you, as a leader with and without legitimate power, can use decision-making to theories, concepts, and models to assume control. 

As a beginner leader, without legitimate power, gaining power is a process. The power gained comes from more than one place and that depends on the actions of the leader. A leader begins with a certain amount of power just by being announced as the leader. Team members relate the title to power. The leader must gain influence to increase power. Not being able to gain influence can decrease power. The influence must be over all team members. “Leaders must be able to influence their followers to achieve greater performance; their superiors and peers to make important decisions; and stake-holders to ensure the vitality of the organization” ( The leader must build relationships to build trust and confidence among the group. A leader can prove himself in situations but that process must be continuous to keep the influence and power flowing. “Through strong communication, constant learning and the courage to pursue profitable opportunities, a leader earns wealth, notoriety and privilege” ( A leader must also be looking out for his team members, not just himself. He must get on a personal level with his team members, show them he cares and provide the feeling that he wants them to perform well. Team members need encouragement, rewards and knowledge from somebody that cares about them. Power can also be gained through legitimacy.

According to there are seven sources of power for a leader, and those include the powers of position, charisma, relationships, information, expertise, punishment, and reward. “The top three most frequently leveraged sources of power are: the power of expertise, the power of information, and the power of relationships” ( Leaders must use their knowledge and expertise in decision-making theories, concepts and models to assume control because that is a proven way to do it. 

A leader can gain power through competence. Knowing and sharing information and ideas on decision-making concepts, theories and models will help others see that the leader fits well within the leadership role. “A leader is expected to be an expert in his field with the ability to analyze a situation and develop several potential solutions” ( When a leader does not share knowledge and expertise the team members may feel that they are not leading them towards their objective, and some of the leader’s power can be lost. Some decisions may come easy, but many complex situations will come along needing the assistance of decision-making models, theories and concepts. It is important for a leader to keep up with their own research and education. The leader is to know their role and keep up with the times and complex situations. Team members expect to be guided by their leaders through knowledge and motivation. The team members may come up with many of the ideas and be a huge part of the final decision, but the leader is looked up to as the final say. To gain power, a leader must provide many things to their team members, and a big part of that is sharing knowledge on decision-making. Knowledge is power in a leadership role.



Friday, July 20, 2018

When You’re Put on the Spot in a Meeting, Don’t Panic

Being put on the spot during a meeting can be an unwelcome surprise. But if you’re prepared to speak up and say something useful, you can turn it into an opportunity to show your expertise. Before your next meeting, look through the agenda and write some notes about questions you have and any points you might raise. If you’re called on in the meeting, speak slowly and confidently, and introduce your comments with some context so that colleagues know where you are headed. Of course, if someone asks you a question that catches you off guard, don’t be afraid to say you don’t know the answer. Practice some simple responses for these moments: “I don’t have that information, but I will get it to you by 1 PM.” And always end by asking, “Did I answer your question?”

Tuesday, July 10, 2018

Leadership versus Management Decisions

What is leadership decision-making versus management decision-making?

Leadership and management decisions need to coexist as a team even though management decisions specifically effect the employees, while leadership decisions effect the employees, customers, stakeholders, and the organization as a whole. Managers get to directly impact employees by keeping them clear on the business policies, performance levels and possible personal issues. Leaders have the responsibility of effecting the entire organization, customers and stakeholders through their actions, beliefs and values. Both roles are important, but one is much larger than the other. Managers have the responsibility of focusing on employees, while leaders have the responsibility of focusing on everybody involved. Managers help initiate employees into the business and help them keep the rules and their performance in tact. Leaders have the ability to provide a stronger environment by personal interactions, influencing others with a strong belief system and promoting a better future.
According to Rodriguez (2017), leaders value input from their employees and let them in on the decision making process which makes them feel important and included. Rodriguez (2017) explained management decision making as a dictatorship that did not allow for employee input, just putting new policies into place and expecting people to follow them. Rock Star Leadership (2015) provided the strengths that management positions can hold and that includes looking after staff, understanding the business, translating business information to the staff, and performance and management counseling. Managers need to keep the staff on track, and if they do not the cause could be employees leaving the business. Films Media Group (2014) includes the important roles of managers by explaining that they need to provide employees confidence to value their jobs, put the job in context for them, give positive examples and focus on the importance of the job. Rock Star Leadership (2015) provides a larger list of duties needed to be provided from the leader of the organization, and some of those include constant personal communication, being a role model of important behaviors and values, providing everybody the chance to share their ideas, translating others behaviors, focusing on the health and welfare of the organization, and the entire time all of their cares and information trickles down to others. The leader not only has to impact all of the employees, customers and stakeholders but also the culture of the organization. Leaders provide the direction of the organization. Business News Daily (2017) shares that leaders need to be effective while having an impact on employees, customers and the marketplace. It sounds like managers have a specific list of job duties that effect employees while leaders have to make constant and multiple decisions in different areas that effect everything.
In a previous department that I worked in, the department manager made sure we knew our job description, told us often the importance of our job and doing it correctly, and about the changes that were occurring. My co-workers and I worked closely as a team and were the most hands on with the customers compared to anybody else. We were never involved in any of the decision making and that wore us down. We knew what was best for the customers and the organization and the manager would make changes that either had a negative effect, or just provided extra work. There was a large turn over rate in that department and they all claimed to human resources that it was because of the negative impact of the manager. The department I work in now has a department leader. She comes in every morning, asks about how things are going and asks us about our ideas on process changes. We feel included in everything and know that we have a say in things any time we feel the need for a change. The people that work in this department have been there for years. The environment is more positive and employees seem more at ease. Also, the department leader constantly shows herself to be a good role model and she makes others want to be better themselves. She is also know by many others as a good person and leader because of the role model that she is. Whenever I mention who I work under people have nothing but good things to say about her.

Thursday, July 5, 2018

What are the differences between Leadership and Management

Differences Between Leadership and Management

The difference between leadership and management lies in the actions that are taken in the process of change during the decision-making process. How the leaders make their decisions impacts the people around them, and also demonstrates what type of leaders they are based on these decisions. 
 Leadership is vision focused when making decisions, versus the day to day smaller decisions that management may make. Leadership and Management go hand in hand, you do need both.  As Coleman and Glover (2010) explain “leadership is closely associated with visions and values”, and “managing a change in vision and values is a prime aspect of a leader’s role” (p.14). Leadership is the process of understanding visions and values, and making decisions based on these vision and values. While management demonstrates the action that demonstrates the day to day decision within the process of change. In my own experience, when a new guideline is introduced, it is mandatory that we (as long-term care facilitators) put it into place. How we put the guideline into place is depending on our own systems that we currently have in place that go along with our vision. This demonstrates Leadership, based on leaders making decisions on how to put the guideline into place, while keeping our values and vision in mind when making the decision.  When leading, we (as leaders) align the new process with our current vision, and give those expectations to the facilities with a guideline to follow. Now each facility is different, so they will need to make some adjustments, by the main guidelines will still need to be followed. This decision made by the facility, show the management of the process. When the facilities manage this new guideline, they are making the day to day changes they need too as problems arise. If the facility finds that the system cannot adapt to both processes, they will be able to make the necessary changes needed in order to keep on task (the facility is demonstrating a managing technique). 
According to Burns, Sorenson, Goethals (2004) states that “most decisions are made behind closed doors, yet they often define an individual’s leadership better than public appearances”, also that “how decisions are framed, informed, and executed thus has much to do with the quality of leadership that results” (p.316-317).  This is an important indicator. Our corporate office is full of leaders, these leaders are the ones making the main decisions on how our process work every day. The facilities have their own leaders, but they see themselves as managers. When it comes to making the main decisions, the administrators are bound by what corporate sees is mandatory. How the process is to take place within their facilities is based on their own decisions, they are managing the process. The administrators are also seen as leaders because there are situations, where the decisions are theirs alone. The decision that Corporate, or the administrator, make are judged by the staff in how they affect them (staff). If the staff members feel as if the decisions that were made is not beneficial to them or their communities, they will see that leader as being an inefficient leader. When it is a decision that is forced by the corporate office, the staff do not look at the administrator as if they are an inefficient leader, they blame the leaders within the corporate office. 
The way in which the decision is made is important in how the decision will affect the people around them. If the leader does not take into account how the decision will affect the people around them, they are likely to make a decision that will negatively affect the people they are leading. The leader will be looked at as a bad leader, who does not have the peoples interest in mind when they are making their decisions. This will affect the leader’s ability to lead effectively. 
Burns, J. M., Sorenson, G. J., Goethals, G. R., & Sage Publications, I. (2004). 
Encyclopedia of Leadership. Thousand Oaks, Calif: SAGE Publications, Inc. 

Coleman, M., & Glover, D. (2010). Educational Leadership and Management: 
Developing Insights and Skills. Maidenhead: McGraw-Hill Education.

Core Competencies in Business

Businesses Have Core Competencies

When you think of core competence within a business, you think of the expertise of the business. The core competencies within a business are structured to reflect its skill set and the knowledge needed to set itself apart from its competitors, thus, gaining the competitive advantage to succeed. Core competencies are comprised of an organizations leadership, decision making, ethics, flexibility, influence, analytical thinking, interpersonal awareness, management skills, personal credibility, problem solving skills, management skills, and thoroughness to name a few.  
When you associate what sets your business apart from others, and the definitive the business has that helps it to succeed over its competitors, this is the businesses competitive advantage. Having a competitive advantage means the company is able to maintain a favorable advantage over its competition, for instance, Wal-Mart is known for its low-everyday prices that can't be beat in its market. They are able to obtain this by being aware of the competitions prices and are willing to price match any item, that you can prove will cost less than their own.  
The three most important core competencies are decision making, flexibility, and problem solving. Being able to make decisions required to improve the functionality of a company is very important, it is also something that has to be done on any level of a company. The decisions which are focused on the progress of the company are usually made by the hire ups and are more complex in the decision-making process. These decisions may have to be made in short notices and require the personnel making them to be logical when coming up with a solution. Having the flexibility needed to run the business, can mean providing solutions that were less likely to be made had someone now been more flexible in their decision making. The two go hand in hand. For instance, it may be easier to train someone to do a particular job, than bring someone who has the required skill set but now has to learn a different approach to how a new business runs their own company. The person doing the training has to be flexible in its decision. Problem solving skill are needed in all levels of a company, as problems will need to be figured out as the company progresses.  
It is important to use positioning of the products with pricing and availability to get the customers to buy into the product. However, the proper use of core competencies'  cannot be gauged on sales improvement alone (Harvard Review, 1990).  There is also a need for flexibility, in determining if the pricing of a product is not sufficient for sales, then adjustments need to be made. Knowing the quality of the product is a starter point of assessing how the product will develop. If the quality is good, the customers will buy into it, no matter the pricing. If the quality is poor, the product will have to be sold on the lower segment. Keeping a competitive advantage in the marketplace is important when developing a product, if in fact the company is choosing to set itself apart from its competition. Competitive advantage needs to go well beyond aspects of business management (Strategic Change, 1997).  There should be an evolving of social, cultural, political, and demographical patterns.  
Harvard Business Review (1990). Gauging Core Competence.  
 O'Shaughnessy, N. (1997). The Idea of Competitive Advantage and the Ideas of Michael Porter; Strategic Change, Vol 6, 73-83. 

Monday, July 2, 2018

How to get a Salary Increase

Advice from the Napoleon Hill Foundation

Those who do more than they are paid for will sooner or later be willingly paid for more than they do.


If you consistently do more than you are paid to do — whether you are a professional, an executive, an hourly worker, or an entrepreneur — you will eventually be compensated for far more than you do. If you give more and better service than those around you, customers will beat a path to your door, and your boss will consider you irreplaceable. With the dearth of outstanding service that exists in the world today, you can instantly differentiate yourself from the competition simply by providing good service. 

Permanent link to this post: Those who do more than they are paid for will sooner or later be willingly paid for more than they do.

How to Get a Promotion

How to Get a Promotion

Show me how to save a thin dime on any operation in the plant, and I’ll show you how to get quick and adequate promotion.

Have you ever wondered about the best way to get promoted in your career? The Napoleon Hill Foundation has the answer...

When you search for ways to save money for your company, you are thinking like a manager or owner. Every manager worth his paycheck knows that in a high-volume manufacturing operation a savings of a few pennies on any process will quickly add up to thousands of dollars. And an individual who figures out a way to save the company thousands of dollars is marked for advancement; he or she is simply too valuable not to promote. The best person to improve productivity in your job is you. No other person knows your job as intimately as you do. Motivate yourself to improve continually by competing with yourself. As you perform a specific task, look for shortcuts that will help you finish it faster. Use the time you save to analyze other parts of your job, volunteer to help others with difficult or time-consuming tasks, or to tackle a new, more rewarding assignment. 

Permanent link to this post: Show me how to save a thin dime on any operation in the plant, and I’ll show you how to get quick and adequate promotion.

What is Search Engine Optimization?

Search engine optimization is the process of refining your website, using both on-page and off-page practices, so that it will be indexed and ranked successfully by search engines (Dodson, 2016). In order for a company to have their ad at the top of the list there are many steps that need to be taken. The main focus area should be on SERP (search engine results page). This is the main web page that a search engine returns that lists the results of a user’s search (Dodson, 2016). For instance, if you type in replacement jeep seats, you will see ads that are flagged with yellow first, these are paid ads, then you will see more sites that offer this product that best fit your search. Goals, on-page optimization, off-page optimization, and analyzing are the four key factors that will play a role in where your ad rates among the competition. When a company takes the time to set goals based on day-to-day tasks that will increase your businesses profitability as well as reach a larger client base. There are several kinds of goals that a company can set based on their expectations for the future from engagement, conversations, reputation, leadership, and competitive advantage (Dodson, 2016). On-page optimization refers to the keyword terms, long-tail keyword, and keyword research which basically all refer to the words that are used most often to discover your webpage. Utilizing the proper terminology can drastically increase the amount of online traffic that the webpage has over a given period of time. Now this is where the website ranking comes into play with the next step of off-page optimization. You want to engage the readers to maximize the number of times your webpage is viewed. After all of these steps are thoroughly planned out and researched, you will need to analyze a final plan to ensure that your website produces a well sought-after image that will be at the top of the search engine list.

Dodson, Ian. (2016). Chapter 2: search engine optimization . The Art of Digital Marketing: the Definitive Guide to Creaating Strategic,    Targeted, and Measureable Online Campaigns. Retrieved from

Words to Live By in Life and Business

Words to Live By in Life and Business


Napoleon Hill Foundation Quote


Those who do no more than they are paid for have no real basis for requesting more pay because they are already getting all they deserve to earn.

If you look around you, it will be apparent that there are two types of people in the world. There are those who say, “When this company decides to pay me what I’m worth, then I will do what they want me to do.” The second is the person who says, “I’m going to be the best I can be because that’s the kind of person I am. I also know that if I consistently give more than expected, I will eventually be rewarded for my efforts.” It is easy to see that the positive person contributes most to the organization. Yet, very few people are willing to make the sacrifices necessary to achieve success. Make sure you’re a member of that group.

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