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Anyone living on this planet knows that the Japanese system -- if not broken -- is in serious need of repair. The nenkojoretsu system (the literal translation is ?years-merit-order?) channels millions of workers in an orderly Cheap Nikola Mirotic Jersey , predictable way through the corporate system.


Examples of the nenkojoretsu system:


? Longevity determines a worker's rank in the organization.


? Competence is equated with age.


? Experience counts more than expertise.


? Each spring, and with no explanation, workers receive slips of paper advising them of nearly identical raises.


? During the first 15 years with their respective company, workers receive promotions regardless of their ability.


? The best indication of high performance: Working long hours.


? Workers are never told where they stand; their performance is not measured. Workers must sense how they are doing by how they are treated in after-work drinking sessions with coworkers.


Result: Japanese payrolls are bloated with 2 million to five million under-utilized workers. Companies? operating expenses are so high that they can no longer compete in a fast-changing world market that demands flexibility.


Of course Cheap Robin Lopez Jersey , this is the same system that allowed Japan to rise from worst to first with respect to quality. But the system has run its course. The time has come for change. We can change too.


North American companies may not have the specific name for our 'system,? but many of the characteristics are practically identical to those found in Japan. It's not at all unusual to visit large and seemingly progressive North American companies and find compensation systems in place that are heavily based on management discretion:


? No merit-based pay.


? No job descriptions.


? No measurements.


? No formal performance reviews.


? No minimum conditions of employment.


? No guidelines for overtime pay.


(In Japan, white-collar workers have been averaging 60 hours a month in overtime. Management ignored how much overtime was wasted, resulting in little additional productivity.)


Management has always been a tough job Cheap Kris Dunn Jersey , but the most profitable firms I observe are managed by proactive men and women who are goal-oriented; they set strict standards and reward the employees who meet and exceed those standards. The most effective managers have the reputation for being tough, but fair. Employees who are just ?holding on? are not tolerated.


Many of managers who are critical of our government entitlement programs are equally guilty of tolerating them within their own companies. Ask yourself these questions:


? How many of my employees who received raises this year actually deserved them?


? How many of the employees who are currently on my payroll have I given up on and should replace?


? How many of my current managers earned their promotion as a result of longevity rather than merit?


? How many of my current managers have plateaued?


Bloated payrolls will eventually lead to financial disaster in any industry. Performance standards of just five years ago are no longer adequate for most businesses to effectively compete, especially in large metro areas.


Remember the four-minute mile? For years, it was a barrier no one could imagine breaking. Then on May 6 Cheap Lauri Markkanen Jersey , 1954, a British runner, Roger Bannister, finally did it. He ran a mile in 3: 59.4 minutes. As soon as one man broke the four-minute barrier Cheap Cameron Payne Jersey , just a few weeks later, Landy, a runner from Australia, broke Bannister's record. Since that time Cheap Zach LaVine Jersey , over 1,000 runners have run a mile in under four minutes. In 1958, in Baton Rouge, five runners did it in the same race.


How does the productivity of your people this year compare to their productivity five years ago?


What gross profit per payroll dollar are your people achieving this year versus five years ago?


The pressure is on. New productivity records are being set every day. The competition is heating up. These new productivity increases are putting increased pressure on gross margins. Companies that expect to earn satisfactory bottom lines have no choice but to attack operating expenses. And since in most organizations approximately 60% of total operating expenses reside in personnel-related expenses (salaries Cheap Bobby Portis Jersey , group medical, workers? comp, payroll taxes), payroll is the first place to concentrate.


Change is no longer a choice


If you're not setting performance-based conditions of employment in your organization Cheap Dwyane Wade Jersey , you will soon find yourself unable to compete. The gross profit you are able to generate will simply be inadequate to cover your cost of doing business.


The biweekly mortgage has been around for years but with the recent media attention to the real estate industry in general and the mortgage industry in particular, the biweekly has been getting thousands of home owners to use this simple, yet powerful, way to speed up the principal payment process. Why is this so popular? How does it work? How can I do this?


Here is why this is so popular to hundreds of thousands homeowners. It is an easy and effective way to increase the equity in a home. It can also shorten the life of the mortgage substantially. It does this with just about the same mortgage payment that one usually makes per month so it is affordable to anyone who owns a home. The biggest obstacle is just doing it.


Biweekly means that the homeowner will make a payment every two months instead of once per month. Basically what you do is take your monthly payment Cheap Doug McDermott Jersey , cut it in half and then make that payment every two weeks. So how does this save money? Well, by paying every two weeks you will actually end up paying more off the principal every year because:


1. There are 52 weeks in a year.


2. That means you make 26 payments a year.


3. With the monthly payments you would make the equivalent of 24 payments a year.

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