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Comparison pricing is the first place to start when setting your price: evaluating the competitive market price for the service. Such information can be gained by surveys, calling other institutions, or simple networking.
Alternately, pricing can be calculated by calculating demonstrative or overhead costs that gives you the cost per child per year added to which are taxes, benefits and salaries for each of the teachers, the total divided by the number of children in that age group at the center.
A third method of calculating follows the "full cost of quality care" where quality and target goal are taken into account and parents are charged a premium.
Chapter 3: Staffing: A guide to recruitment and retention
Staff compensation is essential to providing a positive atmosphere. Determine your needed quantity of staff and work out wages as per competitive pricing (by surveying similar companies, community database, or the U.S. Department's "Occupational Outlook Handbook").
Wages should be accorded according to experience and education. Benefits may replace part of the wages, and are essential to attracting quality candidates. The minimal three benefits should...
Sometimes, benefits may be determined by selecting staff's opinion; other times, benefits offered to employees are determined by government policy.
Prospective staff can be found via advertising channels, job fairs, open houses, and word of mouth, and the hiring process is usually conducted according to 'gut' feeling (although basic advice can be garnered from books), and staff involvement in forming final decisions. The applicant's credentials are then checked. If there is a stalemate regarding choice, the teaching team's decision is followed, but the m manager is the one who always formulates final decision.
The new teacher can be informed of choice via telephone, which should always be followed up in writing with details delineated.
Miscellany: Performance reviews of staff should be constant and enjoyable. Personnel policies and procedures should be recorded in an employee handbook, with job description of each staff member recorded therein, too. There should be staff orientation for new members, and staff participation should be encouraged in decision-making.
In addition, given its bureaucratic and restricted nature, budgets become out of date within a few months. This challenge is associated with the frequent changes to assumptions arising from changes in the market like commodity prices, demand, exchange, and interest rates. A tight budget presents a challenge to an organization and management today in terms of loss of competitive edge (Steele, 2008). This is associated with the current driver's
Management Styles Fool-proofing a service operation. In the banking industry, a significant service industry in any country, optimized operations are essential to ensure that the public has maximum confidence in the operators of this industry. Bank of America and its operations have been selected for discussion in this study. The bank has grown tremendously in the past few years. CEO, Ken Lewis realized that the bank could gain a wider market share
The coercive style: decisions are made top-down with little emphasis on individual ideas; it is best used in situations of crisis, but in the long run, it negatively affects the employees' morale levels The authoritative style: sets clear goals and directions; rewards based on performances; individuality; it is stimulating for the dedicated employees; does not work if the manager is too demanding or when the employees work in teams The affiliative style:
management styles used by JC Penney's management and pros and cons of each era of management. The paper begins with a general introduction of the management and then by answering the questions asked. The paper also evaluates company's management styles and problems faced by the company. Importance of innovative management style and a suitable style for JC Penney is also considered in the given paper. Management Penney being one of the
In a large measure, these concepts reflect the problems that have accompanied increased diversity as both a consequence and a cause of a great many social problems" (1999, p. 1). In this regard, Naylor defines culture as being "the learned way (or ways) of belief, behavior, and the products of these (both physically and socially) that is shared (at least to some degree) within human groups and serves to
Italian and British Cultures and Management Styles in Tourism: Q. Hotel A Critical Analysis of Italian and British Cultures and Management Styles in Tourism: Q Hotel Italy is a country in a stage of transition. It is no longer a predominantly agrarian society nor yet a fully industrialized economy. It is also a land of striking contrasts, with no unified social or economic patterns. As a society, Italy is centuries old; as