Remuneration of Salesman Essay Example

Compensation of Salesman Essay Compensation of Your Sales Force and Customer Service Team Members How would you choose what compensation bundles to embrace? How would you guarantee that your compensation bundles boost and inspire the perfect individuals? How would you ensure that the measure of pay helps your staff with their way of life necessities? These inquiries are fundamental ones to anyone attempting to run a business group or client assistance group, when you view how you can really compensate individual exertion just as look after help. In taking a gander at any compensation bundle, it’s advantageous to think about a lot of scales. Part of any expected set of responsibilities, there is a chance to dissect the work required into administration viewpoints whereby these things must be done to keep up the customer, or keep up the customer relationship, for example, getting orders, actualizing orders, taking care of inquiries, general things of client support, and furthermore maybe in any event, marketing or assisting with shows, just as guaranteeing that stock levels are satisfactory, these can be called administration regions or administration obligations. Then again, a sales rep or client support agent could impact the estimation of the deal through their own business abilities, character, and preparing, to either cause the deal to occur, increase the value of the deal, or sell some particular things that are on unique or on reward, at the purpose of correspondence, either by telephone, by web, or up close and personal. This specific movement is known as close to home commitment. A generally simple equation to follow is by receiving the sizes of compensation, you would then be able to examine the contribution from the individuals in question. In the event that there is high assistance prerequisites and administration levels in the presentation of the activity, and little chance to include individual impact, at that point a wages or base compensation framework will be the most cost proficient to make the outcomes work. We will compose a custom article test on Remuneration of Salesman explicitly for you for just $16.38 $13.9/page Request now We will compose a custom article test on Remuneration of Salesman explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom article test on Remuneration of Salesman explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer On the off chance that there is a high close to home information, whereby the sales rep can firmly impact the measure of the deal or the benefit of the deal, at that point you can compensate that individual exertion by unique commissions, portion of benefits, exceptional motivating forces, and extraordinary prizes, for the deals as they happen after the occasion, and reduce the base pay or wages that should be paid by expanding the hazard factor, which obviously the individual touch will survive. Systems with this individual info can include: Commission on deals, which will drive the business result however can prompt forceful limiting. Commission on the benefit created, which will prompt productive deals over a specific objective rate and urge the sales reps to concentrate on the gainful lines that should be sold, beneficial included worth, and spotlight on benefit. Be that as it may, this implies the organization need to unveil in some way the overall revenues or the benefit of specific items or administrations. The last close to home motivating force can be a blend of remuneration for the group getting their spending accomplishment using both assistance and individual exertion, yet additionally maybe half of that prize originates from the individual exertion of individual individuals from Article Remuneration of Your Sales Force and Customer Service Team Page 1 the group. This at that point prompts more prominent upgraded collaboration in selling the beneficial items and administrations that the organization has. On the off chance that your association is basically administration dependent on our scale, at that point wages and pay with a yearly audit, maybe a group result on a quarterly premise, will give a decent compensation program to keep those administration levels being kept up and maybe in any event, being expanded. On the off chance that your association should be deals driven, at that point you plainly need to isolate the methodologies that you are going to utilize to either drive deals, drive gainful deals, or drive collaboration among the individual individuals from the business group. It is beneficial thinking about that As a class customers could be driven on their gainful deal commitment, B classification customers could be driven on the extra included worth items or administrations that have been added to the business blend, and C classification customers could be simply determined by deals income increments. While it is valuable to report results to the business colleagues all the time, eg. month to month or even week after week against target, it is desirable over compensation out motivating forces on a quarterly premise with the goal that the total being paid is bigger and furthermore it apparently is an advantageous commitment of the endeavors over the quarter, which may have had a decent exchanging month, an awful exchanging month, and a catchup exchanging month, which over the entire quarter has figured out how to accomplish in overabundance of the spending execution. Generally, New Zealand salespeople and client assistance groups are truly alright with a 10 to 15% in danger commission factor headed to accomplish deals results. At the point when we need to accomplish beneficial outcomes, you may mind to lift the rate to 20 to 25% in danger in compensation which depends on the gainfulness. Full time commission just deals compensation projects will essentially drive deals at any cost, maybe with forceful limiting with no respect or need to have respect to the benefit commitment. New Zealand deals commission agents can once in a while think that its difficult to get account for home loans and financing on the grounds that the banks are not happy with commission just positions. The premise of a commission just position likewise needs to consider that the individual should have the option to acquire enough to pay their home loan and an essential food bill out of ordinary, typical exercises from their bonus installments, and these may must be paid on a week by week premise. In any case, as their business increment then the commission structure ought to be set, with the goal that they get genuinely remunerated for colossal individual exertion. Messy conditions like including occasion pay inside commissions, deciding individuals to be contractual workers as opposed to representatives, are things that cloud the issue and excite doubt with the confident person salesman concerning what the proprietor or director is attempting do. The key idea with wages or compensation based is that representatives must know a set season when their compensation will be surveyed, and for the most part a rate (3-5%) is applied in all cases to all people, which keeps up their places of contrast yet additionally guarantee that there is little abused talk among staff individuals. Extra rewards, which can incorporate outings away, are perfect as extra impetuses for accomplishing more than a spending plan. New Zealanders love abroad travel, regardless of whether it is to Waiheke Island or to Nelson or Australia or the Pacific Islands, it is absolutely a prize. Notwithstanding, recall that frequently there is an accomplice included, and the accomplice would need to know where they are going and whether they might want to go to this specific goal. Article Remuneration of Your Sales Force and Customer Service Team Page 2 Different motivators, similar to meals, theater evenings, sports tickets, film tickets, and amusement capacities, are altogether excellent as they have an apparent higher incentive than by and large their expenses, and individuals can proceed to appreciate the real movement as a prize earned for difficult work. Indeed, even the humble â€Å"Daily Moro Bar† given to the client assistance group for the best win of the day is an incredible motivator for imparting to individuals the fun included getting a charge out of certain successes and victories. It is critical to convey to your business group the premise and procedure of your compensation program recorded as a hard copy toward the start of their work, and toward the start of the exchanging cycle which you will be estimating individuals, and afterward there is no road for debate later on. The laws identifying with commission installment are indistinguishable to the laws identifying with wages and compensation, and there can be no maintenance except if it has been consented to by the representative for various things of cost. Obviously, at a senior administration level, deals the executives or more, you could incorporate the first ideas of compensation based around the business group accomplishing a financial plan, you can incorporate travel, and even offer alternatives or profit choices, in view of execution. Be that as it may, don’t fall into the snare of the Fortune 500 CEOs and the board who were permitted to adulterate records to guarantee quarterly or 90-day results look great as a method of proceeding to accomplish their extra alternatives. Compensation ought to consistently be founded on the idea of remunerating people for their individual commitment far beyond what was normal. Utilize the scales parity to decide the obligations and obligations of the expected set of responsibilities before choosing your compensation program. Make the most of your arranging! This article contributed by Richard P. Well, advertising methodology specialist, course moderator and intelligent creator. More data about Richard can be found on www. geewiz. co. nz. Article Remuneration of Your Sales Force and Customer Service Team Page 3

Feliks Skrzynecki and Mean Girls

The Poem, ‘Feliks Skrzynecki,’ created by Peter Skrzyneck, investigates a connection among father and child, and their differentiating encounters of having a place with another spot to call home. My related content, ‘The Perks of being a wallflower,’ a novel made by Stephen Chbosky, is a story described by an adolescent who passes by the nom de plume of â€Å"Charlie. † Charlie clarifies and investigations different scenes throughout his life by composing a progression of letters to a mysterious individual whom he doesn't know personally.When the story starts, Charlie is modest a disliked, he is an introvert, however when he chooses to be fearless enough to converse with the prettiest young lady in the school, Sam, his life changes and he encounters self preoccupation, high school sexuality, misuse, medication and liquor use, and the off-kilter times of youthfulness. The initial line of ‘Feliks Skrzynecki,’ ‘My delicate father,†™ permits the peruser to anticipate that this sonnet can not exclusively be viewed as an observable tribute to the composer’s father, yet can likewise suggest a physical journey.This thought of an excursion turns out to be progressively clear all through different regions of the sonnet including the illustration utilized is verse seven, â€Å"After that, similar to a stupid prophet, watched me pegging my tents further and further south of Hadrian’s divider. † This line permits the peruser to comprehend that the dad could anticipate the consequence of his son’s separation, however decides to remain calm to permit his child to learn for himself.The line in refrain three, ‘His clean companions, consistently shook hands too violently† passes on a sentiment of distress inside the child, it is apparent that the child feels segregated from the â€Å"violent† methods of his legacy and feels like he doesn't have a place, similar to he is a par iah. This line unequivocally identifies with a line on page 8 in ‘The advantages of being a wallflower’, â€Å"Some kids take a gander at me peculiar in the foyers since I don't brighten my storage, and I'm the person who beat up Sean and couldn't quit crying after he did it. I surmise I'm quite enthusiastic. I feel these two lines firmly relate on the grounds that the two of them clarify a sentiment of being outkast, they make an uncomfortable mind-set in which you are situated to comprehend that they don’t feel like they have a place. In refrain six of ‘Feliks Skrzynecki,’ a picture of harmony, security and having a place is passed on. â€Å"My father passes on the night with his canine, smoking, watching stars and road lights please, Happy as I have ever been,† This refrain makes an amicable climate through the collection of positive images.It passes on a constrast between Feliks’ independence and Peters discontent. This line likewi se passes on Feliks’ ability to appreciate a feeling of having a place that has gotten through his encounters of torment. His brain has been expanded to comprehend the main thing throughout everyday life. The line, â€Å"I set down on his old bed, and I glanced through the window at this tree was presumably much shorter when my father took a gander at it. What's more, I could feel what he felt on the night when he understood that on the off chance that he didn't leave, it could never be his life.It would be theirs. At any rate that is the way he's put it. ,† from my related content identified with the recently referenced refrain through the feeling of their dads satisfaction. The two dads have experienced torment and enduring and get to the meaningful part where they knew precisely what they should have been glad, to get away from the unforgiving reality. In refrain one, Skrzynecki composes, â€Å"Loved his nursery like a lone youngster, went through years strolling i ts edge from dawn to rest. Alert, energetic and quiet, he cleared its ways, at that point times far and wide. The spot that Feliks has a sense of security is in his nursery, it is his asylum, it is the place he has a place. His encounters of war had prompted a picked condition of positive disengagement in a protected and secure spot that he could control.On page 198, Chbosky composes, â€Å"I set down on his old bed, and I glanced through the window at this tree was most likely significantly shorter when my father took a gander at it. What's more, I could feel what he felt on the night when he understood that in the event that he didn't leave, it could never be his life. It would be theirs. In any event that is the means by which he's put it. I feel that these two lines coinside through a feeling of having a place, regardless of whether it be to a spot, an inclination or a memory. At a specific point in time, they were the place they had a place. Through apparent focuses, it very w ell may be seen that having a place is an inclination of acknowledgment, as a characteristic part or part, and that having a place is an essential requirement for human capacity and endurance. The two writings show a timetable of both great and terrible encounters, yet pass on a sentiment of satisfaction inside their picked ‘homes’ or any place it is that they feel generally good, where they believe they have a place most.For Peter, it was his adolescence, when everything was simple and nothing hurt. For Feliks, it was in his nursery, his solitary asylum and for Charlie, it was between the two individuals that had the greatest effect on his life, Sam and Patrick. While the endings to the two writings are not excessively upbeat, they challenge having a place in there own ways and it very well may be conluded that Social seclusion can have negative outcomes on an individual or a general public and that satisfaction and having a place go connected at the hip. You can't fee l like you have a place each second of your life, it just isnt human.

Liberilism Vs. Conservatism Essay Example For Students

Liberilism Vs. Conservatism Essay At the point when one considers dissidents and moderates it will in general be an examination of totally various perspectives concerning each issue. Preservationist believing is routinely connected with the Republican Party while liberal reasoning is normally connected with the Democratic Party. Two such figures that strike a chord whose perspectives will in general put them on inverse sides of the political range are presidents Herbert C. Hoover and Harry S. Truman. For instance, Hoovers inability to intercede in the private area of the economy during the newborn child phases of the Great Depression concurs with the traditionalist thought of a free market economy. Conversely, Truman proceeded with Roosevelts generously bolstered change measures. One significant factor that impacts a political figures dynamic is his/her ethics and convictions. Moderates for the most part have extraordinary impact from customary establishments, for example, church. As a kid, Hoover was brought up in a country Quaker people group with an exacting confidence in the congregation and the customary family. This prompted his moderate convictions and activities. During his administration, Hoover vowed to maintain the preclusion change, since drinking was viewed as a shrewdness in the Quakers (Encarta). Besides, he vowed to uphold national laws. This went about with the traditionalist that that authority is expected to make man impervious to malicious. Hoover turned into a tycoon when he was forty with incredible exertion. His conservatism and regard for power earned him that position. Then again, radicalism lectured that conviction that man has a characteristic capacity to reason out good and bad. Truman didn't present any significant wrongdoing enactment, nor did he accept that much authority was required for man to reason out good and bad (Bernstein 93). Concerning the perspectives on the idea of man, Truman and Hoover built up their perspectives in their initial years. Truman being a rancher on the most fundamental level never let go the hardships of homestead life. He was a self-educated man, he would peruse numerous books, and American history books in his extra time rather than the typical youth exercises. He accepted that man is fundamentally acceptable, and not being a well off man himself, he accepted that riches makes man degenerate. Hoover had a run of the mill nation adolescence, and his Quaker convictions instructed him that man is fundamentally malicious (Smith 146). He accepted extraordinarily in the congregation to show him what to take a stab at throughout everyday life and what is good and bad. These childhoods affected Hoover and Truman in their moderate and liberal convictions. Nonconformists empower social change, for example, social liberties. Truman was an incredible promoter of social liberties. Truman, as a con gressperson, marked a fruitless request to end a delay on an enemy of survey charge measure, and consented to examinations of racial segregation on war contracts and in the equipped administrations (Encarta). Social liberties pioneers saw Trumans Fair Deal enactment helpful to African-Americans, it incorporated a full work act, expanded joblessness remuneration, and a higher the lowest pay permitted by law. In 1948, Truman requested that Congress establish laws disallowing Jim Crow laws, and he taught the Secretary of Defense to end segregation in the equipped administrations. These and numerous different estimates Truman took to implement his faith in a quick social change. Walter White said in 1952 ?No tenant of the White House since the country was conceived has taken so frontal or consistent a remain against racial separation as has Harry S. Truman.? His heritage cleared path for the social equality developments in later years. Hoover, being a preservationist, trusted in moderat e extremely moderate social change worked around past customary qualities and convictions. Hoover didn't request that congress pass any new laws, nor did he take any measures concerning social change as government assistance and social liberties (Smith). His convictions disrupted the general flow of rolling out any social improvement for the advancement of society. Radicalism in the twentieth century has been exceptionally dynamic against imbalance. The Truman organization began the fight proceeding to later ages. Truman, being a southern man, saw the racial segregation in the South and saw a requirement for social change. Truman felt that African-Americans needed to end imbalance, however not isolation. As expressed above, Truman took numerous measures to guarantee correspondence for the African-Americans. He additionally took measures to make the Fair Employment Practices Commission (FEPC). This would make equivalent open door in the work environment for everybody. Truman passed b y the liberal idea that equivalent open door ought to be ensured by law; along these lines, he strived to make the most equivalent society conceivable around then (Bernstein 78). Hoover, then again, never took any measures to guarantee fairness. He was an independent tycoon and accepted that rights are earned, not given. In any event, during the Great Depression he accepted that lone credits ought to be given out, he didnt have confidence in ?pork barrel? charges, which would give out cash to individuals deprived without individuals taking care of cash (Encarta). .ub79c043f8da5135bd86ac66d9b393536 , .ub79c043f8da5135bd86ac66d9b393536 .postImageUrl , .ub79c043f8da5135bd86ac66d9b393536 .focused content zone { min-tallness: 80px; position: relative; } .ub79c043f8da5135bd86ac66d9b393536 , .ub79c043f8da5135bd86ac66d9b393536:hover , .ub79c043f8da5135bd86ac66d9b393536:visited , .ub79c043f8da5135bd86ac66d9b393536:active { border:0!important; } .ub79c043f8da5135bd86ac66d9b393536 .clearfix:after { content: ; show: table; clear: both; } .ub79c043f8da5135bd86ac66d9b393536 { show: square; progress: foundation shading 250ms; webkit-change: foundation shading 250ms; width: 100%; murkiness: 1; change: haziness 250ms; webkit-change: darkness 250ms; foundation shading: #95A5A6; } .ub79c043f8da5135bd86ac66d9b393536:active , .ub79c043f8da5135bd86ac66d9b393536:hover { mistiness: 1; progress: obscurity 250ms; webkit-progress: murkiness 250ms; foundation shading: #2C3E50; } .ub79c043f8da5135bd86ac66d9b393536 .focused content region { width: 100%; position: relative ; } .ub79c043f8da5135bd86ac66d9b393536 .ctaText { fringe base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: striking; edge: 0; cushioning: 0; content enhancement: underline; } .ub79c043f8da5135bd86ac66d9b393536 .postTitle { shading: #FFFFFF; text dimension: 16px; textual style weight: 600; edge: 0; cushioning: 0; width: 100%; } .ub79c043f8da5135bd86ac66d9b393536 .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; outskirt: none; outskirt sweep: 3px; box-shadow: none; text dimension: 14px; textual style weight: intense; line-stature: 26px; moz-fringe range: 3px; content adjust: focus; content beautification: none; content shadow: none; width: 80px; min-stature: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/basic arrow.png)no-rehash; position: outright; right: 0; top: 0; } .ub79c043f8da5135bd86ac66d9b393536:hover .ctaButton { foundation shading: #34495E!important; } .ub79c043 f8da5135bd86ac66d9b393536 .focused content { show: table; tallness: 80px; cushioning left: 18px; top: 0; } .ub79c043f8da5135bd86ac66d9b393536-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .ub79c043f8da5135bd86ac66d9b393536:after { content: ; show: square; clear: both; } READ: Rita Hayworth And Shawshank Redemption EssayIn respects to the perspectives on the idea of vote based system, Truman and Hoover were contrary energies themselves. Hoover was an accomplished specialist and an independent mogul. He concurred with the moderate conviction that solid heads and a solid focal government are essential. He accepted just a couple of select people should manage the nation. Hoover accepted that legislature ought to be included to maintain control in the state. He utilized power to strike down the horde of illicit alcohol that was surrounding the nation. Hoover accepted that power is important to main tain household control. In 1932 he invigorated disdain by requesting out of Washington the reward armed force which had come to request prompt installment of the reward (Encarta). He got out government troops under Gen. Douglas MacArthur to consume their camp and reestablish request. Truman, in any case, was the main president in history not to have an advanced degree. Despite the fact that he was a keen and talented individual, he was seen to be a typical ?Joe.? He accepted that each individual is fit for taking an interest in government. Truman additionally accepted that the administration ought to have an incredible job in remedying societys issues. His Fair Deal enactment, and social equality measures referenced above are instances of how he attempted to consummate societys ills through government. The financial way of thinking of dissidents and preservationists are complete contrary energies. Hoover accepted that the administration ought not control the economy. He lectured a p recept of intentional participation by organizations to the requirements of the economy proposed by the administration. Hoover was a backer of his ?stream down? framework. It would offer credits to the heads of business, which would help the laborers by making employments. The credits would be taken care of after development, and the economy would be reestablished. In 1932, Hoover asked Congress to make the Reconstruction Finance Corporation to loan cash to banks, credit affiliations, insurance agencies, and railways (Smith). Hoover didn't have confidence in guideline; thus, the Great Depression went into a less fortunate state. Truman put stock in the guideline of the economy to keep the economy stable in the post-war economy. His development of the New Deal enactment, with his Fair Deal, assisted with balancing out the economy. He made knowledge organizations which made employments, however became made the legislature a major administration. In 1947 Congress passed the Taft-Hartle y Act over Trumans veto, it made some association rehearses, similar to the shut shop and auxiliary blacklists, unlawful (Bernstein 117). It additionally approved the president to get a court request obstructing to eighty days any strike that im

Principles of personal development in adult social care settings Essay

Simulated intelligence) Create a guide for the new social consideration specialist about how to ponder their training. The guide must incorporate the headings recorded with a clarification of each. As an aspect of our responsibilities job it is critical to do intelligent practice particularly on the grounds that we work with powerless grown-ups and our adequacy will affect them and their consideration. Intelligent practice implies considering and assessing what you do and talking about any progressions which could be made. This implies concentrating on how we interface with partners, administration clients and the earth. It implies pondering how we could have accomplished something in an unexpected way, what we progressed admirably, what we could have improved. How we can improve what you have done. It likewise implies mirroring our own qualities, convictions and encounters which shape our contemplations and thoughts. This will permit us to acquire a more clear image of your own conduct and a superior comprehension of our qualities and shortcomings so we can gain from our own errors and take fitting future activities. Gauges assist social with caring specialists so they work in a similar level as other social consideration laborers. It helps normalized the administration they are giving. By having a norm, they can generally reflect with it and accomplish the equivalent normalized level. You should realize the measures to comprehend what is anticipated from you as a wellbeing and social consideration laborer, and afterward you ought to reflect to guarantee you are fulfilling these guidelines. These future the CQC and your code of training which are found in the chiefs office. All codes of training ought to be clung to consistently. see more:explain the significance of intelligent practice in ceaselessly improving the nature of administration Aii) You mastermind a coach meeting to input to the social consideration specialist. You have remarks to make which incorporate both applause and useful analysis. It is significant for a social consideration laborer to look for input on their exhibition so they can enhance methods of working that they may need to, helping them work in the most ideal way. In the event that you don't concur with criticism in regards to your presentation, converse with a senior individual from staff for counsel. Individuals may respond diversely to useful input. Some may not concur and consider the to be as negative, where it is intended to assist them with improving their training. Others acknowledge criticism decidedly and work to improve their work on tuning in to and taking in exhortation. A few people may take the input yet not work to enhance anything so remain at a similar level. It is significant for social consideration laborers to utilize their input to improve their training, in their occupations as well as throughout everyday life. Input gives a system which to be an intelligent professional, this implies perceiving both the great and terrible in thei r training and utilizing that information to improve it later on. Without that you stay stale, there is consistently opportunity to get better.

How Check-Cashing Services Impact Low-Income Americans Research Paper

How Check-Cashing Services Impact Low-Income Americans - Research Paper Example â€Å"[W]hen a San Francisco-based bank started to offer business registration benefits in the Los Angeles region, it was censured as ‘ripping off’ the poor† (pp. 142). B. How Could They Begin? These registration benefits regularly began as little, mother and-pop activities that sold collectibles, gems, TVs, and different miscellaneous items things and knickknacks. Quite soon, registration administrations included everything from getting a check liquidated (without needing a bank account)â€to other monetary administrations, including getting cashier’s checks and cash orders. A. Who Started the Service? These administrations were begun by individuals who had a smidgen to put resources into their business. Typically, these specialist organizations began little, and, as their riches developed, they could either extend their second hand stores or registration servicesâ€which didn’t require a financial records at the bank, which was an oddity for de stitute individuals who customarily didn’t have money related administrations accessible to them due to their financially burdened status. II. How Did Check-Cashing Services Become Popular? Registration administrations became famous when individuals understood that they required a financial administrations so as to money their checks for pennies on the dollar. What they didn’t acknowledge was that these money trades were frequently charging extravagant expenses for giving said administrations. III. What Groups Were Targeted A. How Were These Groups Selected? These gatherings were in all likelihood chose because of their low financial status. Individuals who are living in neediness seldom have less income, and less cash-flow to have the option to put towards monetary servicesâ€such as, state, having a checking as well as investment account at the bank. Consequently, this can drive individuals into considerably more neediness since they are not setting aside cash. Sin ce they are not setting aside cash, sadly, this is causing them much distressâ€having to typically live check to check. A large number of these individuals are battling financially. With numerous individuals jobless and the national joblessness rate at 9%, a few people don't have occupations and are simply living on their income from low maintenance employments and joblessness checks, also government assistance checks from the administration. A huge level of the American populace is currently living on government assistance. These money trades (or ‘check-cashing’ administrations) simply go after the way that the poor don’t approach great budgetary administrations since banks for the most part don’t money checks for individuals who don’t have accounts with their banks. B. What Do Critics Say About Targeting These Groups? Pundits would by and large concur that focusing on this low-pay, financially burdened gatherings would be ethically and morally wrongâ€speaking from the stance of a purchaser.

Essay Topics in Venice

Essay Topics in VeniceIf you are writing a student essay in Venice, or you are writing an essay for any other reason, you should plan your topic in advance. In fact, it is advisable to plan the topic in advance because the longer you put off doing so, the more difficult the task becomes. This article gives you some ideas on what Venetian essay topics are and how to select them.The best Venetian essay topics involve Venice as the focus of your reading. Many people choose Venice for vacation locations but it is more likely that they choose the Imperial city for their Venice vacation. However, if you choose Venetian history as your topic for your essay, you can tell the story of the development of Venice in great detail. Think about what tourists do when they visit this city. A little research can be very rewarding for the writer.Venetian essay topics also have an aspect of art. When you choose this topic, make sure that you use Venetian painting and sculpture. For example, let's say th at you are writing about Renaissance art. You can describe the latest works of Michelangelo, Leonardo da Vinci, or Raphael, and when you write about Venice, Venice Renaissance art is a good place to start.Since you will be spending a great deal of time in Venice, writing about Italy and Venetian cuisine is a good topic. Remember that cooking is an art, and if you include descriptions of Venetian recipes, people will understand why you enjoy such dishes. If you make up the names of your dishes, people may even get the idea that you are telling a tale.Venetian essay topics will not work if you discuss politics and Venice without mentioning Venice's achievements. Consider the city's political history and you may learn something interesting about Venetian politics. Talk about the best water sports you have ever been to Venice and there is a good chance that you will include some pictures or illustrations, which will add to your essay.Your ideas for essays on Venice will never be complet e without including some description of its history. If you want to discuss Italy and Venice's influence on that country, start by listing the famous characters who came from the city. If you write about Venice's influence on Italy, you may want to include some details about important events.Venice's influence is still felt today, and it has many centers of learning and industry. That is why writing about Venice is so rewarding. When you write about Venetian cooking, you will see that it is like no other style of cooking. Venetian cuisine, Italian cuisine, and Italian recipes are all influenced by the climate and geography of Venice.Therefore, if you want to create the kind of essay that interests the reader, you should consider choosing a topic that includes Venice as one of your essay topics. This is the most effective way to learn Venetian history.

Working Time Directive - Business Dissertations - Free Essay Example

The EU Working Time Directive was instituted to standardize working conditions across the European Union it specifies maximum working hours, compulsory rest periods and time off standards. There is an opt-out option which allows employees to agree to working longer hours, an option taken by 2 million British workers. Small and Medium Businesses (SMEs) have been impacted with additional overhead in the form of requisite forms and documentation to prove compliance, and a lack of flexibility as the directive has been enforced. There have been a number of attempts to remove or amend the opt-out option, this has been vigorously opposed by SMEs stating it would force them to become uncompetitive as they compete with the large conglomerates and the self employed person, who is exempt from the directive. This has also led to uncertainty for small business owners and statistics show that the increased regulation could result in some small businesses being forced to close if no opt-out was available in the future. The unions have an opposite view, stating that employees are being exploited and they want the opt-out to be abolished, this has been tried on 3 occasions by the EU but to date these attempts have failed. There are statistics to show that a high number of employees are working 20% additional time as unpaid overtime, a situation that does not benefit the employees in any way. Employees in some industries feel their freedom of choice has been limited and they want the freedom to work longer hours and reap greater financial remuneration as a result of their inputs. The overall effect to both employees and employers in SMEs is that the employers have a higher administrative and cost overhead in complying with the directive and employees do not feel they have additional benefits a nd free will to work on terms and conditions that suit their financial and personal requirements. The British government agrees that the increase in regulations places a heavy burden on the small to medium enterprise. 1. Introduction The dissertation will investigate the effect of the European Union Working Time Directive and its effects on UK small and medium enterprises (SMEs). The EU Working Time Directive guarantees workers A maximum of 48 hours work per week At least four weeks paid annual leave A minimum period of 11 hours rest every 24 hours At least one days rest per week A rest break if the working day is longer than six hours. Ref The Morning Advertiser, https://www.morningadvertiser.co.uk/news_detail.aspx?articleid=23797 The directive was legislated in 1993 and brought into effect in the UK in Oct 1998. Like all European Union directives, this is an instrument which requires member states to enact its provisions in national legislation. Although the directive applies to all member states, in the United Kingdom it is possible to opt out of the 48 hour working week in order to work longer hours. In contrast, France has passed more strict legislation, limiting the maximum working we ek to 35 hours. Ref https://en.wikipedia.org/wiki/Working_Time_Directive The Working Time Directive is a piece of EU legislation designed to prevent damage to the health of workers through working excessive hours and ensuring they have sufficient breaks during the working day and appropriate days off. Self employed people and volunteers are exempt from the legislation. This paper will look into the Working Time Directive as it affects both small business owners and employees. 2. Research Objectives The objectives of the paper are to document the impact of the European Union Working Time Directive, and any significant changes and updates, and assess both the positive and negative impact on employers and employees in Small and Medium Enterprises (SMEs). The directive has been in force in the UK since October, 1998 and a number of proposals have been tabled to amend it in the subsequent period. 3. Research Methodology Background on SMEs will be briefly looked at to identify the scope of the issues within the Small to Medium Enterprises in the UK and the magnitude of their collective effect on the UK economy. The overhead in ensuring a company is in compliance with the Working Time Directive will be investigated and the effect on SMEs in particular, in the UK. In addition, the effects of the changes on employees in this sector to be analyzed, views of the unions will also be commented on, if appropriate as inputs. The application of the opt-out by British c ompanies in general will be analyzed, this is a vital element of the directive for SMEs and widely used by business in the United Kingdom. As the directive was enacted 9 years ago, updates to the directive and the responses of UK SMEs and other companies will be studied. 4. Literature Review Findings Background on UK SMEs Soon after the enactment of the directive, Johan Fairhurst, a senior lecturer at the University of Huddersfield wrote the paper, The Working Time Directive: A Spanish Inquisition, https://webjcli.ncl.ac.uk/1999/issue3/fairhurst3.html#Heading23 He defined an SME as an employer with fewer than 250 workers. SMEs account for 99% of businesses and provide one third of all jobs within the EU see Johnson (1998) p 231). Johnson reviews the impact of the Directive on SMEs within the UK. She concludes that the new legislation will increase staff costs for the SMEs However, those employees who are covered by the new proposals will enjoy the benefit of increased protection for their health and safety in a working environment, which is the very objective the legislation was designed to achieve (Johnson 1998, p 237). At the time of writing, it was felt that there would be an increase in overheads for SMEs but that the employees would enjoy improved protection in the workplace in regard to the ir working times and conditions. The overall purpose was to improve the working/home life of individuals as a result of the directives implementation. The statistics on the scope of SMEs and their tremendous value to the economy should clearly indicate that any changes to legislation should consider the impact of such amendments to this economic sector in order to retain their valuable contribution to the entire European Union economy. Opt-Out Option Article 18 of the Working Time Directive, article 18 does allow member states to opt-out of the directive and not apply the mandated 48 hour working week if the following conditions are met Ref EU Working Time Directive, UK Advisory, https://www.eu-working-directive.co.uk/ workers must sign individual opt out agreements, and must not suffer any penalty if they refuse to do so; Employers must keep records of staff that work more than 48 hours a week, and make them available to the appropriate authorities. The opt-out is not specific to the UK; however, the UK has made use of this provision extensively. The reason cited being Ever since its inception in 1993, the Working Time Directive has caused disruption within European and British industry, and often finds itself in the news following trade disputes or breaches of the legislation. It is estimated that approximately one third (1/3) of British employees have invoked the opt-out, this equates to 2 million workers. The unions stat e that people are being unfairly coerced into signing agreement to the opt-out; they cite that the form to be completed is given to employees when they receive their employment contract plus they state that some employees are unaware of the fact that there is legislation limiting the number of hours that they have to work. During the course of producing this paper, I would disagree with the statement that people are unaware of the legislation; such information is readily available in both the print and electronic media and has been since 1998. There have been increasing calls for the opt-out option to be abolished, and this has been discussed a number of times to date no agreement has been reached and the UK still have this option. This is the single change that would impact the most on small businesses in the UK. The 2 million workers who have opted out are not limited to SMEs but the feedback received from SMEs indicates that they are totally against it being abolished and that t he very nature of their companies finds its inclusion vital to the future of many companies. The Centre for European Politics, https://www.eupolitix.com/EN/ForumBriefs/200405/23de3582-833e-49b0-866c-73ba2420c36f.htm, 27 May 2004 reported that the Forum of Private Businesses (FPB), in collaboration with the European SME Employers Organisation (UEAPME) was opposing certain changes to the directive. They stated The abolition of the opt-out could have a disastrous effect on many firms, impacting on their bottom line and forcing many companies to close. Costs could rise drastically as will the red tape and paperwork certain changes in legislation will impose. FPB considers that the opt-out must be maintained with the option of an independent opt-out agreement. They also cited that removing the opt-out option was against the small business ethos and freedom of choice for both employers and employees. Any closure of companies would have a direct impact on the economy and raise unemploymen t. A survey carried out in April 1994, refer appendix 1, shows that 56% of the respondents expected any change to the opt-out option to increase the already burdensome costs for SMEs. Due to the limitations of resources, both staff and money, within small businesses such companies cannot afford to do without the opt-out option. It is noted that in order to allow staff to opt-out, the burden of administration and record keeping falls to the SME in order to make this available to authorities. In June 2005, the EU ministers met to discuss changes which could have resulted in an end to the opt-out by 2012. The ministers could not agree on the change and it again failed, with the British government stating that scrapping the opt-out would have been unhelpful to Britain and the other member states (BBC) The information technology sector sees particular problems for IT contractors which would adversely affect the sector. Infromatics, ref nvunet.com, 01/10/2004, quoting James Mortimer from the Association of Technology Staffing Companies, ATSCo, in the article EU directive could choke IT skills proposed amendments to the EU Working Time Directive could trigger a serious skills crisis in the IT sector. Ann Swain, the CEO said this legislation is designed to protect workers, but contractors want the flexibility to choose when, where and how they work. Flexibility is vital for contractors as well as for the organizations that employ them. Where problems need to be solved quickly they may have to put in a lot of hours in a short space of time. Its not for anybody to tell them they cannot do that. Any attempt to limit IT contractors rights to opt out of the directive could also lead to a serious IT skills shortage, added Swain. Typically, IT contractors work intense hours to meet business critical deadlines, for this, they are well paid and work for their above average hours. They tend to enjoy a high income for their efforts and many will also take extended time off when it suits them. If the opt-out was abolished on the WTD, ATSCo see this as resulting in a possible skills shortage as there would be no incentive for IT personnel to take on contract work. Although this example refers to technological workers, the same situation would apply for many projects related workers who have one off projects with tight deadlines such as construction, catering and events personnel, etc. Certain industries, such as IT, actually have been proven to attract people with a particular work profile in general they are very work orientated, goals driven, often high achievers and they want the flexibility and options to be in control of their own working environment and income stream that consulting and contracting provides. They take the risks of work downtimes between jobs in exchange for the above average rewards and personal satisfaction of seeing a project successfully completed. Such employees would feel frustrated and limited by the imposition of the Working Time Directive and would probably become self employed to circumnavigate the legislation if the opt-out option was removed or limited. Cost of Working Time Directive In 2003, Management Issue news, ref https://www.management-issues.com/display_page.asp?section=topicsid=623, reported that the additional cost of regulations to UK business was nearly 6bn a year. The article, titled, Bad for business, Bad for Enterprise and Bad for Jobs illustrated that the most expensive of the regulations to business was the Working Times Directive at an overall cost per annum at 2.3bn per annum. In practical terms the Institute of Directors, in a report stated that members with small businesses spent an average of 6 hours a week on red tape. Some have taken on extra staff to cope with the increased paperwork. It appears that the hardest hit sector of business is the SME that have to cope with a tremendously time and cost consuming overhead in order to comply with European Union rulings. The WTD accounts for a staggering 39% of all regulation costs in the UK, the highest of all regulations in force. This is a total figure for UK business, based on the fact that small businesses are the most burdened by the overheads of such regulations, it is fair to state that there is a huge financial burden carried by SMEs that could be better spent to grow and expand their businesses and provide both company and country wide economic growth and improve the financial situation for their employees.. It was reported in the Financial Times ref, https://search.ft.com (John Willman) Sept 06, 2006 that Complying with regulations costs five times as much and takes five times as long for small businesses as it does for large firms The Federation EU chairwoman said Our research has found that two-thirds of small firms want to grow in the next five years but half of all small businesses see excessive regulation as a serious barrier to that growth. The excess of regulations and the negative effect on SMEs has the potential to stifle the sector and limit the growth with serious consequences. Considering the financial contribution they make to the UK economy and the number of employees involved, any cut back in their growth or reduction in income would result in increasing unemployment and rising cost for consumers if they were forced to close their companies due to them becoming increasingly uneconomical. Particularly worrying is the fact that self employed people are exempt from the dir ective entrepreneurs who currently have a small business, could consider working alone to avoid the red tape and administration overhead, particularly costs. The burden to SMEs has also been recognized by the government ref https://www.cabinetoffice.gov.uk/regulation/faqs/index.asp#2 where they produced a document titled Does regulation discourage small businesses? This goes on to state Government recognizes that red tape can have a disproportionate impact on smaller businesses and is looking at ways to reduce the amount of bureaucracy they have to deal with through the better regulation agenda. The Federation of Small Businesses (FSB) reported in February 2007 that The average small business owner in Northern Ireland spends 28 hours per month filling in forms for government SMEs examples In practical terms the SMEs have stated their case against the Working Time Directive and identify the need to retain the opt-out option in order to survive. The following example appeared in The Guardian, ref https://technology.guardian.co.uk, Counting the hours when the truck drivers were to be included into the Working Time Directive regulations, March 25, 2004. The directive does not apply to self employed who, at this time, were still exempt. Gary Hoarth, MD of the transport company Sameday stated if his company wants to offer a service for 50 hours in a week, then legally it will need to employ a second person whereas a self-employed driver could make up the time themselves. If you look at the sort of person we employ, which are semi-skilled individuals, they would tend to increase their earning capabilities through the provision of overtime or additional shifts. If their working time is restricted they need to look at increasing their hourly rate to get them back to where the y are currently in terms of take-home pay. He forsees a potential problem for employees who wish to maintain or raise their standard of living and require a level of income in order to do this. He believes that skilled employees will go out of the door after their official working week and supplement their incomes with additional, paid part time work outside their regular job. The SME, when faced with additional work load, will have to take in inexperienced part time workers to do any additional hours while the employees who are skilled in the position will be working elsewhere on a part time basis to supplement their income, a complete lose/lose situation. Why would you want to put a limit on what someone could earn? People have different levels of capacity and different appetites for work. Study of the UK Working Conditions This section looks at the current state of working conditions in the UK for employees. With the Working Time directive in place, still with the opt-out option available, one would expect the working lives of British workers to have become easier since its inception. The book, Working Time and Workers Preferences in Industrialized Countries: Finding the Balance, Jon C. Messenger; Routledge, 2004 states within the EU there are still around one in five employed men working hours at or in excess of this 48-hour limit, as are 9 per cent of employed women, with the incidence of long working hours particularly prevalent for men in Ireland, Greece and the UK and for women in Greece, Spain and Portugal The book does not identify if these statistics refer to workers who have opted-out of the directive, or not. Statistics in the Guardian, ref https://money.guardian.co.uk/work/story/0,1456,1092148,00.html identify a huge trend in longer working hours actually being unpaid overtime. Based on these statistics, it appears that the directive itself is not benefiting the employees and is being completely undermined. The employees are not gaining additional quality time outside of the work environment and neither are they being financially compensated for the total time spent at work. Such statistics imply that the work force supply and demand is out of balance somehow; if overtime is required but cannot be paid due to regulations that impose a limit on the work week; this is serving no useful purpose to the employee who will have to work the extra hours anyway in order to fulfill company requirements. These statistics would be based on the actual reported unpaid overtime, if the practice is so prevalent in the UK work place, one can assume that the report is based on only known and report occurre nces of this practice and that there are likely to be many unreported cases of additional unpaid overtime being carried out. Unpaid overtime soars in the UK, John Carvel, November 24, 2003 British workers will do unpaid overtime worth 23bn this year, according to a TUC survey today which showed that millions of people are putting in the equivalent of an extra days work every week for no additional financial reward. The survey found that more that five million workers average seven hours and 24 minutes of unpaid overtime a week. The Chartered Institute of Personnel and Development ref https://www.cipd.co.uk/subjects/wrkgtime/wrktmewrklfbal/worklifeba.htm?IsSrchRes=1 did a survey in March 2001 and asked if the UK has a culture of long working hours. Respondents stated that working longer hours was totally [their] own choice doesnt mind working long hours up from two out of five respondents saying the same thing in the previous survey conducted in 1998. The above reports indicate that the WTD is not having a positive effect on the working lives of UK employees in general. If one has chosen to not opt out, an employee could find themselves working additional time with no compensation and workers themselves often choose to work longer hours, based on their financial requirements and the companys workflow needs. It is fair to say that such effects would be heightened in an SME where they have the additional constraints of limited resources and variable workloads. The statistics for unpaid overtime are exceptionally high, with 5 million workers putting in an additional 22% of work each week without any reward or additional time off in lieu. Although the report does not state this, it can be assumed that workers are likely to undertake this high level of unpaid work for one of the following reasons. 1. To keep their job in a competitive market as they do not see better prospects being available elsewhere working standard hours probably leading to a high level o f frustration and work dissatisfaction 2. The employee is within an environment where this is considered the standard and they accept this in order to gain future advantages or simply because they want to be part of a successful team. 3. The employee chooses to work longer hours and does not resent the fact that it is unpaid. Changes and their outcomes The latest attempt by the European Union to do away with the Opt-out option occurred in Nov 2006. In the Morning Advertiser, ref https://www.morningadvertiser.co.uk/news_detail.aspx?articleid=23797, 07/11/2006 The Federation of Small Businesses (FSB) said, prior to the meeting in Brussels, Surrendering the opt-out would be equivalent to abandoning British businesses but so would allowing it to be watered down with tons more red tape The European Union not only discussed scrapping the opt-out option it also wanted to reduce the maximum number of working hours per week from 78 to 60 for those countries that had the opt-out option; primarily this would affect Britain who are the country who have used the option most frequently. The talks failed and the outcome was met with varying responses from the FSB and the unions. The FSB hailed the results as a success and praised the government for fighting to retain the opt-out; in contrast, the unions felt that workers would continue to be e xploited. Both aspects were not passed, the opt-out option remains as does the current maximum hours of 78 hours. Ref https://www.newbusiness.co.uk/news/working_time_talks.html 08/11/2006 The collapse of discussions may be bad for relations between EU member states but for UK small businesses this is great news, said Matthew Knowles, spokesman for the FSB. The status quo is much better than either the Finnish proposals or the loss of the opt-out. The UK government has again defended small businesses and their 12 million workers from both the loss of the opt-out and from a huge rise in red tape. Small business owners will be breathing a sigh of relief that the average 28 hours a month of form-filling they already have to do wont go any higher for the time being, he added. The Trade Unions Congress (TUC) felt the outcome was a missed opportunity to ensure that UK workers are properly protected against the dangers of overwork, said Brendan Barber, TUC general secretary. The trend in t he UK is now towards a slow decline in long hours working. The Union Views on Time Working Directive The TUC feels that the UKs opt-out from the directive is being abused. As reported by the BBC, ref https://news.bbc.co.uk/2/hi/uk_news/3254940.stm Tuesday, 2 December, 2003. An unpublished European Commission report, obtained by the BBC, found that British workers were being pressurized into signing opt-out clauses and giving up their rights to take rest breaks. TUC General Secretary Brendan Barber said the report showed the UKs opt-out policy was failing to protect workers rights and needed to be scrapped. The research, based on 13 case studies, was compiled by three Cambridge University academics and involved interviews with staff at several companies. The report also found low productivity in businesses where staff worked very long hours, with stress and burnout being a major factor. The research, which was asked for by the European Commission last year ahead of a review of the UK opt-out, was never published but a copy was obtained by the TUC. It follows publication last wee k by the TUC of its own report that claimed UK workers put in more than 23bn of unpaid overtime this year. Using official statistics, it was calculated that around five million people work an average of seven hours and 24 minutes without pay every week, worth 4,500 a year. The European Trade Union Confederation agrees with their British counterparts, as reported in 2005, ref https://www.etuc.org/a/504 stating over the last ten years, the opt-out has been widely abused in the UK. Research indicates that two-thirds of British workers are unaware of the 48-hour limit. In addition, two-thirds of long-hours workers say they have not signed an opt-out, and one-third of those who have, say they were given no choice. Far from boosting British competitiveness, long-hours working leads to reduced productivity and poor management. The UK is only tenth in the EU-15 in terms of productivity per hour, and studies show that long hours create tired workers, producing lower, poorer quality output, and more mistakes. They are also a barrier to workers education and training, perpetuating an under skilled and underproductive workforce Collective Feedback from SMEs The Federation of Small Business (FSB) reviewed the Working Time directive on behalf of their 185,000 members in March 2004 ref https://www.smallbusinesseurope.org/en/upload/File/Issues/Working_Time_Directive_Reviews/FSB_Response.doc Regarding the retention of the opt-out option, they see it as vital for their members The opt-out of the 48 hour week is essential for small businesses. Empirical and anecdotal evidence indicates that there are two main groups of people where opt outs are being used. These are the comparatively low paid hourly paid workers who get overtime and the comparatively highly paid professional and managerial workers for whom long hours mean significant rewards. These groups of people tend to fit the dynamics of small business They suggest a reversal of the current system A more appropriate way to give full effect to the second recital of the Directive would be to have a small employer exemption for employers with less than a given number, perhaps 20 employees, with a right for such employees to opt in to the 48-hour working week. They also feel that employees want to retain the flexibility that the British working environment has always encouraged in the past Employees may want or need to work longer hours to gain extra qualities of family life, an expensive holiday, a nice home etc. Removal of the opt-out would limit an employees right to do so by and could potentially have a devastating effect on the work/family life balance. Flexibility is important for employees too. It is clear from within our membership that employees want the freedom to adopt their working practices to their needs, both in the amount of hours and organisation of those hours. The Forum of Private Business, ref fpb.org used even stronger wording in a statement on their web site. The WTD is one of the worst pieces of legislation to hit our industry, which is reliant on operating 24-hours-a-day, 365-days-a-year. Its a nightmare. If the opt-out was amended or deleted, we would have to employ four new operatives at 25,000-a-year each. In addition, there would be enormous costs in training each new operative and buying uniforms, tools, laptops, mobile phones and company business cards, and thats just for starters. Moreover, our staff, with families and mortgages, thinks its ludicrous, as they will be unable to earn valuable overtime. The recommendation that workers should automatically be opted-out of the WTD but would have the option to opt-in, as stated by the FSB, would reduce the administrative and financial overheads this directive is currently imposing on SMEs and do away with the possibility of employees being unfairly coerced into signing for the opt-out, as stated by the unions. Assuming that workers would not be penalized for opting in, this solution appears to offer a win-win situation for small businesses and the employees involved. The FSB also highlighted another aspect of the directive in their report issued 30 March 2007, EU Commission Missing Chance to Slash Unemployment A Alan Tyrrell, FSB Employment Chairman, said: Decision-makers in the European Union need to bear in mind that if every small business in the EU created one new job there would be no unemployment in all 27 member states. That is the priority for employers and employees alike small business growth leading to new jobs. The Commission must ensure flexible labor markets are restored in the EU in order to achieve this. The current Green Paper misses an opportunity to slash unemployment in the EU. Diversity in labor markets in different EU member states is not a problem to be fixed in Brussels. It is a strength from which each country benefits. A uniform labor market across 27 countries is neither desirable nor practical. This statement emphasizes the impact that growth within small businesses could have on unemployment. However, it has been sta ted that the WTD is inhibiting growth in this sector, and already causing unnecessary overheads for SMEs in order for them to comply with the ruling, even with the current opt-out option still in place. It is safe to assume that the British government should undertake an in depth investigation into this looking at future growth and the probable economic results and the increasing overhead of compliance with European directives. Diversity and flexibility vs. a standard across the European Union should be debated, particularly if the overall effect could result in a slowdown of growth in such a vital area of the economy. In addition, there appears to be an ongoing attempt my both the unions and the European Union in Brussels to eventually get the opt-out option amended or removed, certainly a cause for concern and a source of uncertainty for the owners of SMEs going forward. To date the British government has backed the call to retain the option but there is no guarantee that this ca n be maintained over time. 4. Research Findings Summary The small and medium enterprises in the UK are clearly feeling negative effects of the Working Time Directive. The administration and financial burden generally falls to the owner as they do not have the extra resources to specifically employ staff to handle these matters. In recent years there have been 3 attempts to scrap the opt-out option and this is the single biggest concern for SMEs, particularly as they feel it will stifle future growth. In order to remain competitive, in a market where they are competing with major corporations who have more resources and single person owners who are exempt, the removal of the opt-out could squeeze some companies out of business. Typically SMEs workload has peaks and troughs and they are not in a position to supplement the staff compliment and therefore service their clients during peak periods. This is currently handled by working overtime by current staff, when necessary. They also identify that, by the very nature of their staff, employees enjoy flexibility and want to increase their take home pay by taking on additional working hours. Employees, the very people who are supposed to be protected by the directive, are frustrated and feel their freedom of choice regarding their working hours have been taken away. Many people want the option to earn more money by taking on additional hours, if this cannot be achieved in their normal place of work, the option is to go and work on a part time basis elsewhere. This is counterproductive, particularly when unskilled workers would have to be brought in to take the place of skilled, permanent workers if the workload peaks. Although the unions have stated that many people were coerced into signing an opt-out, and this could have possibly been true initially, there is no proof that this is currently a wide spread practice and there are certainly adequate resources available for workers to be well aware of their rights i n this regard. 5. Conclusions The overall effect of the EU Working Time Directive is that it has not produced positive effects for either the small business owner or the employees. Although the purpose of the directive was to enhance the working/home life balance for staff members, employees feel they have been deprived of their freedom of choice as to whether they want to have extra time off or work longer and enjoy the financial rewards that overtime brings. In certain cases this is a necessity due to personal commitments and the result is that people will take on additional work elsewhere, probably leaving their employer to take on part time unskilled workers if the company is experiencing a heavy work load at the time. Currently there is unpaid overtime being worked by employees, a situation which does not provide the employee with either an improvement in their work/life balance or additional income. The small business owner is already burdened with increase administration and human resources requirements as a result of the directive. Since its inception, they have been fighting against the possibility of the opt-out option being withdrawn which they see as a particularly negative change and one that has been tabled unsuccessfully three times, although the motion has had strong backing from the unions. SMEs feel that any move to amend or withdraw the opt-out will reduce their ability to grow and prosper and inhibit their potential, both for the company as a whole and for the workforce they employ. Small businesses feel they are unfairly placed as they try and compete against the large conglomerates with huge resources and the self employed person who is exempt from the directive. There is also a strong feeling that Brussels cannot apply a blanket policy throughout the EU which removes the options for flexibility and free will in British working society, something they see as a cornerstone for them to remain competitive in a global market. The ongoing situ ation to get the opt-out scrapped or amended is adding uncertainty to the SMEs environment and growth is being hampered in the current situation. SMEs have recommended that the opt-out option is amended to be an opt-in for Small Businesses this would require employees to opt-in to the 48 hours working week and reduce the administrative burden to comply with the current regulations for the opt-out, which generally fall to the business owner. This would ensure that overtime was paid, when required, and improve the take home salaries of employees based on their work inputs. There has not been an official response to this proposal. 6. Limitations of the Research The research has is limited due to the lack of information on employees and individuals feedback on the directive. It is difficult to conclude if employees are actually being abused and taken advantage of, as claimed by the unions, or if there simply is a culture of working longer hours than their counterparts within the EU. AS the data relates to workers in SMEs, it is unlikely that the majority of their employees are unionized. There is no evidence to support the stance of the unions that workers are being unfairly treated and being inappropriately persuaded to sign an opt-out against their will. The research has not included the recent controversy over junior doctors, which implies a drop in medical services due to doctors having to take requisite work breaks regardless of a current emergency, although serious consequences have been recorded, as they generally work for the NHS, this is not relevant to SMEs. 7. Recommendations for Further Research It is recommended that an in dep th study is taken of employees within a sample of small businesses. The purpose of the investigation would be to quantify and understand their current working conditions, their knowledge of the Working Time Directive and identify what percentage of staff have agreed to the opt-out clause and under what circumstances. The sample businesses should be a cross section of companies with different products and services to get a full simple of companies that are small enterprises. Once this is completed, interviews with owner/managers of the SMEs should be undertaken to understand their viewpoints and concerns over the future of their business and the overhead imposed by regulations, plus identify the actual working hours owners are committing to keep the regulatory requirements current and still run their business successfully. In addition, to get a clear picture of the situation, a financial analysis of these specific companies would show if the resources within SMEs are as limited as st ated or if they could possibly expand their workforce, etc if necessary and still remain profitable. Association of Chartered and Certified Accountants, https://www.accaglobal.com/poll_archive/ Centre for European Politics, https://www.eupolitix.com/EN/ForumBriefs/200405/23de3582-833e-49b0-866c-73ba2420c36f.htm Chartered Institute of Personnel and Development ref https://www.cipd.co.uk/subjects/wrkgtime/wrktmewrklfbal/worklifeba.htm?IsSrchRes=1 EU Working Time Directive, UK Advisory, https://www.eu-working-directive.co.uk/ European Trade Union Confederation ref https://www.etuc.org/a/504 The Forum of Private Business, ref fpb.org Federation of Small Businesses, https://www.smallbusinesseurope.org/en/upload/File/Issues/Working_Time_Directive_Reviews/FSB_Response.doc Financial Times https://search.ft.com/ftArticle?queryText=%27small+business+UK%27+%2B%27eu+working+time+directive%27y=8aje=truex=17id=060906010800 United Kingdom Cabinet Office website, https://www.cabinetoffice.gov.uk/regulation/faqs/index.asp#2 Management Issue news, ref https://www.management-issues.com/displa y_page.asp?section=topicsid=623 New Business, https://www.newbusiness.co.uk/news/working_time_talks.html The Morning Advertiser, https://www.morningadvertiser.co.uk/news_detail.aspx?articleid=23797 The Guardian, https://technology.guardian.co.uk/online/businesssolutions/story/0,12581,1176763,00.html The Working Time Directive: A Spanish Inquisition, https://webjcli.ncl.ac.uk/1999/issue3/fairhurst3.html#Heading23 Wilkipedia, https://en.wikipedia.org/wiki/Working_Time_Directive Working Time and Workers Preferences in Industrialized Countries: Finding the Balance, Jon C. Messenger; Routledge, 2004 Appendix I Survey on Costs if Opt Out Option Scrapped The following survey was carried out by the Association of Chartered and Certified Accountants Working Time Directive (WTD) Review March/April 2004 https://www.accaglobal.com/poll_archive/ The EU is reviewing the WTD and is considering ending the individual opt-out from the average weekly 48-hour limit. Do you think this would increase business costs? No (62) 32% Yes a little (65) 34% Yes a lot (43) 22% Dont know (23) 12%