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	<title>barbfeick.com Blog &#187; Workplace</title>
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	<description>Vaccinations cause food allergy - It's very obvious!! And books, and thoughts about life</description>
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		<title>Occupy Wall-Street and Corporate Reform</title>
		<link>http://barbfeick.com/blog1/2011/11/08/925/</link>
		<comments>http://barbfeick.com/blog1/2011/11/08/925/#comments</comments>
		<pubDate>Tue, 08 Nov 2011 00:07:21 +0000</pubDate>
		<dc:creator>Administrator</dc:creator>
				<category><![CDATA[Government]]></category>
		<category><![CDATA[Workplace]]></category>

		<guid isPermaLink="false">http://barbfeick.com/blog1/?p=925</guid>
		<description><![CDATA[I would like Occupy Wall-Street to push for corporate reform. Corporations are not people and should not be given special privileges. Corporations should not be allowed to own stock in other corporations. And here is why… A small group of investors can own 10% of a corporation. When the balance of ownership is scattered, 10% [...]]]></description>
			<content:encoded><![CDATA[<p>I would like Occupy Wall-Street to push for corporate reform. Corporations are not people and should not be given special privileges. Corporations should not be allowed to own stock in other corporations. And here is why…<span id="more-925"></span></p>
<p>A small group of investors can own 10% of a corporation. When the balance of ownership is scattered, 10% is enough for control. When this first corporation owns 10% of another corporation, the 10% owners of the first corporation now also control the second corporation. But their investment is only 10% of 10% or 1%. </p>
<p>Now if you take this second corporation and have it buy 10% of another corporation, these same people will now control three corporations. Their investment in the third corporation 10% x 10% x 10% or 0.1%. So you can see how a few people can exercise control over many corporations without having much direct ownership. </p>
<blockquote><p>“A holding company is a corporation that is organized for the purpose of owning stock in other corporations. A company may become a holding company by acquiring enough voting stock in another company to exercise control of its operations, or by forming a new corporation and retaining all or part of the new corporation&#8217;s stock. While owning more than 50 percent of the voting stock of another company ensures control, in many cases it is possible to exercise control of another company by owning as little as ten percent of its stock…</p>
<p>“Holding companies and their subsidiaries can establish pyramids, whereby one subsidiary owns a controlling interest in another company, thus becoming its parent company. While three to five levels are common in corporate pyramid structures, as many as 60 levels have been known to exist in practice. ….<br />
“There are many advantages to establishing a holding company. From a financial point of view, it is usually possible to obtain control of another company with less investment than would be required in a merger or consolidation. A holding company only needs a controlling interest in the acquired company, not complete interest as in the case of a merger or consolidation. Consequently, it is possible to obtain control over large properties with less investment than would otherwise be required in a merger or consolidation.”</p></blockquote>
<p><a href="http://www.enotes.com/biz-encyclopedia/holding-companies">http://www.enotes.com/biz-encyclopedia/holding-companies</a></p>
<blockquote><p>“Back in 1983, approximately 50 corporations controlled the vast majority of all news media in the United States.  Today, ownership of the news media has been concentrated in the hands of just six incredibly powerful media corporations.  These corporate behemoths control most of what we watch, hear and read every single day.  They own television networks, cable channels, movie studios, newspapers, magazines, publishing houses, music labels and even many of our favorite websites.” </p></blockquote>
<p><a href="http://theeconomiccollapseblog.com/archives/who-owns-the-media-the-6-monolithic-corporations-that-control-almost-everything-we-watch-hear-and-read">http://theeconomiccollapseblog.com/archives/who-owns-the-media-the-6-monolithic-corporations-that-control-almost-everything-we-watch-hear-and-read</a></p>
<blockquote><p>“<strong>Relationships Among Monsanto Company, Pharmacia Corporation, Pfizer Inc., and Solutia Inc.</strong></p>
<p>“Prior to Sept. 1, 1997, a corporation that was then known as Monsanto Company (Former Monsanto) operated an agricultural products business (the Ag Business), a pharmaceuticals and nutrition business (the Pharmaceuticals Business) and a chemical products business (the Chemicals Business). Former Monsanto is today known as Pharmacia. Pharmacia is now a wholly owned subsidiary of Pfizer Inc., which together with its subsidiaries operates the Pharmaceuticals Business. Today’s Monsanto includes the operations, assets and liabilities that were previously the Ag Business. Today’s Solutia comprises the operations, assets and liabilities that were previously the Chemicals Business. The following table sets forth a chronology of events that resulted in the formation of Monsanto, Pharmacia and Solutia as three separate and distinct corporations, and it provides a brief background on the relationships among these corporations.”</p></blockquote>
<p><a href="http://www.naturalnews.com/027921_Monsanto_monopoly.html">http://www.naturalnews.com/027921_Monsanto_monopoly.html</a></p>
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		<title>Nexus software review</title>
		<link>http://barbfeick.com/blog1/2011/07/12/nexus-software-review/</link>
		<comments>http://barbfeick.com/blog1/2011/07/12/nexus-software-review/#comments</comments>
		<pubDate>Tue, 12 Jul 2011 00:51:30 +0000</pubDate>
		<dc:creator>Administrator</dc:creator>
				<category><![CDATA[Workplace]]></category>

		<guid isPermaLink="false">http://barbfeick.com/blog1/?p=847</guid>
		<description><![CDATA[“Nexus is a business management system for recyclers developed by AEON Blue Software &#038; Development. Nexus is used by recycling centers, scrap yards, metal recyclers and exporters, smelting plants and paper processors across the United States.[citation needed] The software is in its second generation and has received consistent accolades from industry magazines such as Recycling [...]]]></description>
			<content:encoded><![CDATA[<p>“Nexus is a business management system for recyclers developed by AEON Blue Software &#038; Development. Nexus is used by recycling centers, scrap yards, metal recyclers and exporters, smelting plants and paper processors across the United States.[citation needed] The software is in its second generation and has received consistent accolades from industry magazines such as Recycling Today[1][2][3], Scrap[4], Waste Advantage[5][6] and SDB Magazine[7].”</p>
<p><a href="http://en.wikipedia.org/wiki/Nexus_Recycling_Management_System_(software)">http://en.wikipedia.org/wiki/Nexus_Recycling_Management_System_(software)</a></p>
<p>I’m not totally happy with the program. It does print nice tickets. We used to have to use the calculator to figure all the tickets. Having a program figure the tickets has eliminated the problem of calculation errors.  And I used to have to enter every ticket into QuickBooks. I no longer have to do that. Big time saver. </p>
<p>The reports have greatly improved since we purchased the program. </p>
<p>When we bought the program, I was told that all the reports were custom. I had to tell them every single report that I wanted and they would write that into the program. I do not like that and hope that they have changed to having standard reports with the program. All scrapyards want mostly the same reports. We do not need them custom for our company. And try to think of every report you need for the entire year in the next five minutes….  You may not know you need a report until you need it NOW! </p>
<p>I had trouble with the Leads report. This is the report we submit to the police daily. I had to work around it by putting the drivers license in the second line of the address. We were told that it would be easy to have the program look up the names of vendors and check to see if they are on the do-not-buy list. Not so easy… We’re still waiting. </p>
<p>Would I recommend that you purchase the program for your scrapyard?  Maybe.  I can’t say “yes” yet. </p>
<p>But in all fairness, the software is constantly being improved. They have been very good about handling emergency problems that we have had during regular business hours. </p>
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		<title>Working with the Ones You Love, Conflict Resolution &amp; Problem Solving Strategies for a Successful Family Business”</title>
		<link>http://barbfeick.com/blog1/2008/12/01/working-with-the-ones-you-love-conflict-resolution-problem-solving-strategies-for-a-successful-family-business%e2%80%9d/</link>
		<comments>http://barbfeick.com/blog1/2008/12/01/working-with-the-ones-you-love-conflict-resolution-problem-solving-strategies-for-a-successful-family-business%e2%80%9d/#comments</comments>
		<pubDate>Mon, 01 Dec 2008 02:49:46 +0000</pubDate>
		<dc:creator>Administrator</dc:creator>
				<category><![CDATA[Book Reviews]]></category>
		<category><![CDATA[Workplace]]></category>

		<guid isPermaLink="false">http://barbfeick.com/blog1/?p=83</guid>
		<description><![CDATA[I got the book “Working with the Ones You Love, Conflict Resolution &#038; Problem Solving Strategies for a Successful Family Business” by Dennis T. Jaffe, Ph.D, 1990, Cornari Press, from the Columbus Public Library. I thought the book was pretty good.]]></description>
			<content:encoded><![CDATA[<p>I got the book “Working with the Ones You Love, Conflict Resolution &#038; Problem Solving Strategies for a Successful Family Business” by Dennis T. Jaffe, Ph.D, 1990, Cornari Press, from the Columbus Public Library. I thought the book was <strong>pretty good.<!--</strong>more&#8211;></p>
<p>Your Stake in Your Family Business</p>
<p>1.	What is most important to you about having a family business? Where am I and what do I want from my work and the family business? What are your major concerns in your life? What do you want and value most for your work? What are your career goals? Do you see yourself working in the business?<br />
2.	What are the most important rewards the business offers you? How do I see the business and what does it mean to me? What does the business mean to the family? What do I expect the business and the family to provide me in my future? What issues does the business need to address in the next three years, that impact on me and the family?<br />
3.	What do you most need to learn to be effective in the business?<br />
4.	How do I see the family’s wealth and its legacy? What are the purposes that I want to see my family’s wealth put to? What are the meanings of money in my family? How do I want to make use of the resources the family offers?</p>
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		<title>Managing Workplace Negativity</title>
		<link>http://barbfeick.com/blog1/2008/11/21/managing-workplace-negativity/</link>
		<comments>http://barbfeick.com/blog1/2008/11/21/managing-workplace-negativity/#comments</comments>
		<pubDate>Fri, 21 Nov 2008 23:17:23 +0000</pubDate>
		<dc:creator>Administrator</dc:creator>
				<category><![CDATA[Book Reviews]]></category>
		<category><![CDATA[Workplace]]></category>

		<guid isPermaLink="false">http://barbfeick.com/blog1/?p=72</guid>
		<description><![CDATA[Managing Workplace Negativity, by Gary S. Topchik, Amacom, 2001 &#8211; I got the book from the Columbus Public Library. It is a good book. He describes problems at a workplace that can be caused by negativity: * Work is constantly criticized by others - definitely &#8211; I&#8217;ve seen this take a major toll * Job [...]]]></description>
			<content:encoded><![CDATA[<p>Managing Workplace Negativity, by Gary S. Topchik, Amacom, 2001 &#8211; I got the book from the Columbus Public Library.<span id="more-72"></span></p>
<p>It is a good book. He describes problems at a workplace that can be caused by negativity:<br />
     * Work is constantly criticized by others  <em>- definitely &#8211; I&#8217;ve seen this take a major toll</em>     * Job security is lacking<br />
     * Good work is seldom praised or recognized <em>- This is major</em><br />
     * Individuals work in isolation from others<br />
     * Destructive conflicts exist between departments<br />
     * Supervision is poor &#8211; <em>No answer for when the boss doesn&#8217;t supervise things</em>     * Opportunities for advancement or growth are small<br />
     * Top management decisions are not trusted<br />
     * Stress levels are too high or too low &#8211; <em>Stress can make employees ill &#8211; usually the gut</em><br />
     * Departments are constantly being reorganized &#8211; <em>I&#8217;ve seen this happen</em>     * Fear of change is high<br />
     * Job fits are poor &#8211; <em>Not much one can do when the boss hires office workers without the needed skills. </em>     * Ample resources are lacking<br />
     * Working conditions are poor</p>
<p>The effects of negativity he says can lead to the following outcomes:<br />
     * Increased customer complaints<br />
     * Increased error rates and a lessening of work quality &#8211; <em>definitely</em><br />
     * Increased turnover &#8211; <em>I found out why the office staff only stayed for about 2 years</em><br />
     * Increased absences and lateness<br />
     * Increased personality conflicts &#8211; <em>absolutely</em><br />
     * Loss of morale and motivation<br />
     * Loss of loyalty to the organization &#8211; <em>definitely</em><br />
     * Loss of creativity and innovation<br />
     * Loss of a competitive spirit</p>
<p>He discusses the problems quite well and has many solutions. </p>
<p>The problem I had with negative bosses was not addressed much. Unfortunately, he says when the problem is the boss there are no answers.</p>
<p>He is right when he says that negative people believe there is nothing wrong with their behavior. My ex-boss would say that she just has &#8220;high expectations&#8221;. But the constant picking at people was making those employees ill. One employee had to quit when she started coughing up blood. Luckily she found a job soon afterwards and her new employer is wonderful. Her health problem disappeared rapidly once she left. Another employee was getting sick to her gut from all the stress at work. It affected me, too. I wasn&#8217;t the one being picked on but my attitude towards work deteriorated substantially. The employees were all relaxed until the boss arrived. Things remained tense until she left. </p>
<p>I also experienced a negative workplace that was created by the lack of positive feedback. Everything was expected to be perfect so no positive comments were made. But when something was done wrong&#8230;  </p>
<p>I do recommend the book but it has no answers about what to do about a negative boss other than look for another job or do what you can to de-stress to keep it from affecting you.</p>
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		<title>The Everything Job Interview Book</title>
		<link>http://barbfeick.com/blog1/2008/11/15/the-everything-job-interview-book/</link>
		<comments>http://barbfeick.com/blog1/2008/11/15/the-everything-job-interview-book/#comments</comments>
		<pubDate>Sat, 15 Nov 2008 13:11:02 +0000</pubDate>
		<dc:creator>Administrator</dc:creator>
				<category><![CDATA[Book Reviews]]></category>
		<category><![CDATA[Workplace]]></category>

		<guid isPermaLink="false">http://barbfeick.com/blog1/?p=31</guid>
		<description><![CDATA[The Everything Job Interview Book, Answer the toughest job interview questions with confidence by Bob Adams, Adams Media Corporation, 2001 I got this book from the Columbus Public Library. I thought the book was well done and fairly up-to-date since I read it 7 years after it was written. I found the part about good [...]]]></description>
			<content:encoded><![CDATA[<p>The Everything Job Interview Book, Answer the toughest job interview questions with confidence by Bob Adams, Adams Media Corporation, 2001</p>
<p>I got this book from the Columbus Public Library. I thought the book was well done and fairly up-to-date since I read it 7 years after it was written. </p>
<p>I found the part about good questions to ask the employer most helpful. (Don&#8217;t read them to the interviewer&#8230;.) -<span id="more-31"></span></p>
<p>Could you talk a little bit about what a typical work week would be like for a ______ at ______ Corporation?<br />
If I were hired and able to prove my worth, what would be the typical career path of someone in my position?<br />
What are some of the strengths you believe the ideal candidate for this position should have?<br />
Why did the last person leave this job?<br />
How long do people tend to stay in this position?<br />
What opportunities for advancement are there in this position?<br />
How does your company measure employee performance? How often is this done?<br />
In your opinion, what is the best part of this job?<br />
In your opinion, what is the worst part of this job?<br />
How long have you worked for _______ Corporation?<br />
What do you feel is the best aspect of working for this company?<br />
If I were hired, how many others woudl there be in my department?<br />
Waht is the overall size of the company?<br />
How would you describe the management philosophy at ____ Corporation?<br />
How many others are interviewing for this position?<br />
When do you think you will be makin g a hiring decision?</p>
<p>And the book handles the tough ones. Don&#8217;t talk negative about a previous employer no matter what. Never say a previous job was boring. </p>
<p>What to say if you had been fired. Basically, you must be honest and don&#8217;t bad mouth your previous employer. Give the impression that whatever the problem was, it won&#8217;t happen again due to your performance on the job.</p>
<p>Very good book. Highly recommend it.</p>
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