Wednesday, December 11, 2019

An Overview of Major U.S. Brick-and-Mortar Bookstores

An Overview of Major U.S. Brick-and-Mortar BookstoresAn Overview of Major U.S. Brick-and-Mortar BookstoresBrick-and-mortar bookstores are booksellers that have a physical retail presence, whether a freestanding building or a store in a shopping mall. Brick-and-MortarBookstores AreImportant to Book Marketing For centuries, bookstoreswere the main centers of commerce for the bookselling industry and book-buying public. Now, while some consumer dollars have shifted away from print books to e-books, bookstores remain hubs for those who like the feel of holding a book in their hands and browsing the stacks to see before they buy. Therefore, despite Amazon.coms domination of ansprechbar retail bookselling and digital book sales, bookstores remain a critical player in the book publishing industry. Below are the major bookstores in the United States. Brick-and-mortar stores promote books in numerous ways, including Author readings and signingsPromotional signagePoint-of-purchase promotio n, such as newsletters, bookmarks and bagsOn-table promotion - these featureseasonal, holiday or category-specific books.Endcap promotions - these are the books displayed thematically at the end of a row of books.Handselling - that is, when the staff at a bookseller personally recommends a book to a customer. Note that many of these promotions are funded by the publisher by way of cooperative advertising funds. Major Bookstore Chains The major bookstore chains are especially important to publishers and authors for their potential ability to buy and sell large quantities of new books and to stock backlist sellers, as well as their ability to promote books to the book-buying public through chain-wide bookstore promotions. Barnes Noble The chain, started by Len Riggio when he was still a college bookstore manager, is arguably the largest and most forward-thinking chain bookseller in the nation. Early in its history, Barnes Noble differentiated itself with a number of booksell ing innovations including television advertising, value pricing, publishing proprietary books and deep discounting of bestsellers. It has remained on the forefront of bookselling in all its iterations, including online and with e-books thanks to the Nook e-reader. The Barnes Noble Bookseller chain operates approximately 630 brick-and-mortar retail bookstores in regional shopping malls, major strip centers and freestanding locations. Starting in 2016, BN began to further leverage the power of its brick-and-mortar stores by offering promotional inclusion for self-published books that hit a certain threshold of BNebook sales. Books-A-Million Books-A-Million (or BAM, as it is often referred to) is based in Birmingham, Ala., and operates approximately 260 stores in 32 states. The chain was founded in 1917 as a street corner newsstand in Florence, Ala., Since the closing of the Borders Group bookstore chain, it has been the second largest brick-and-mortar book retailer in the United States. Borders Group The acknowledged originator of the book superstore concept and once the second-largest bookstore chain in the U.S., the Borders Group was a publicly held bookstore chain that operated Borders superstores and Waldenbooks Specialty Retail segment stores. This includes Waldenbooks, Borders Express and Borders airport stores. Lagging behind on the digital revolution, the brde Borders store closed in Sept. 2011. Major Independent Bookstores Major brick-and-mortar booksellers arent limited to bookstore chains. Throughout the United States, there are a number of major independent booksellers, most with one or a few outlets, too few or too localized to be considered chain bookstores. These independents booksellers are influential in the publishing industry not only because of their ability to move quantities of books relative to many other independent bookstores, but because of their great reputations in their respective communities, the loyalty of their custom er base and the business savvy of their ownership, who have continued to be committed to bookselling through a tough and volatile business landscape. Some major independents in the United States include Book Soup in West Hollywood, Calif.Elliott Bay Book Company in Seattle, Wash.Square Books in Oxford, Miss.Joseph-Beth Booksellers in Kentucky and OhioNorthshire Bookstore in Sarasota Springs, N.Y.Powells Books in Portland, Ore.R. J. Julia in Madison, Conn.Tattered Cover Book Store in Denver, Colo.Vromans Bookstore in Pasadena, Calif.

Friday, December 6, 2019

Ideas, Formulas and Shortcuts for What to Write in Objective in Resume

Ideas, Formulas and Shortcuts for What to Write in Objective in Resume The Hiring Manager is going to be motivated to read the entire resume to be able to locate extra info to substantiate her claims inside her objective. Yes, youre able to still convey your qualifications. Writing objectives for resumes can be challenging. You ought to have five objective statements. Adding a resume summary statement rather than writing a resume objective lets the employer learn more about you and what you can provide their company. Expand your objective to include things like a persuasive overview of why youre the proper internship job candidate. The employers major concern is what you could do for them. What to Write in Objective in Resume and What to Write in Objective in Resume - The Perfect Combination One of the hazards of a resume objective is that youre able to focus too much on what you would like in your career, and not enough on how youll add value to the business. For instance , if your target is to be a chief technical officer at a software company, but youre applying to a BPO company, you cant achieve your target. The objective ought to be straight to the point and concise, but it also needs to highlight a few explanations for why youd be a priceless asset to the organization or organization. Therefore it needs to be worth time to research on the business and its present endeavors. You want to not just catch the hiring managers eyeyou should make certain that they study your statement and say Whew Also, employers wish to see customer affect your work has had. Developing a great resume can feel like an overwhelming job, but it doesnt need to be. Include resume in service resume to demonstrate that you have what it requires to manage a team. The Downside Risk of What to Write in Objective in Resume As it is, with no question, useful to obtain an interest of an employer in case you have effectively written it. An objective is a brief statement that clarifies your goals about the form of employment desired and the way in which your skills make you a nice fit. A resume objective can explain why youre qualified for the job, even if its the case that you do not own a lot of related experience. Resume is being thought to be a potent tool to advertise oneself for a specific job prospect. A Startling Fact about What to Write in Objective in Resume Uncovered Simply select your default date format from the ideal menu and enable the autoformat feature finish up. By zupflmmeling a template, you dont need to be concerned about the format itself. Its significant to choose the appropriate resume template to concentrate on every one of your attributes. You can pick the template for the place you would like to apply. New Step by Step Roadmap for What to Write in Objective in Resume Resume objectives can be a little controversial. From time to time, an objective on resume can lower the odds of succeeding. Because the career objec tive part might be the anfangsbuchstabe part of the majority of resumes. In most instances, a resume objective is merely a couple of sentences long. If youre arranging a move to some other city, your present address may confuse the hiring manager. Today, no matter what job youre trying for, your focus ought to be the employers needs. You are able to create a resume appropriate for practically any range of jobs so your resume is always prepared to be set in the proper hands at the most suitable moment. You will have to have some simple info and a couple dates. What to Write in Objective in Resume and What to Write in Objective in Resume - The Perfect Combination Include your GPA if its higher than 3.5. Looking for work or transitioning to a greater position is quite challenging. As stated previously have to pick skills that have some relevance to the job that youre applying for. Below youll find the top skills necessary to fulfill an administrative position.Finally, make s ure to compose a new statement for each job you apply for, so the employer sees what makes you a great fit for that particular job. If youre looking for any position available that satisfies your qualifications, provide a minumum of one job title in which youd be interested. You might be able to locate a job more quickly. Therefore, it is sometimes a competitive job to apply for.

Sunday, December 1, 2019

Sabrina Gabriela - Registered Midwife

Sabrina Gabriela - Registered Midwife Sabrina Gabriela Registered MidwifePosted March 6, 2018, by Jenny Sakr Sabrina is a Registered Midwife committed to the pursuit of excellence in midwifery and all the areas between maternity including antenatal care, birthing unit, operating theatres, postnatalcare, general nursery, NICU, caseload, etc. Being a midwife is more than just delivering babies. A midwife is usually the first and main point of contact for a woman during her pregnancy, throughout labour and the early postnatal period in their transition to parenthood. Sabrinas daily endeavour is to empower women by providing them with more choices, maintaining and increasing the continuity of care models, promoting and providing women-centred care, and advocating and supporting women to make informed choices about their care regardless of their background, ethnicity or financial status.Tell us about what your role as a midwife involvesMidwives are relied upon by women to provide top le vel advice and assistance during pregnancy, labour and the postnatal period. The role of the midwife is very diverse. I carry out clinical examinations, provide health and parents education, and support the mother and her family throughout the childbearing process to help them adjust to their transition to parenthood. I also work in partnership with other health professionals and social care services to meet individual mothers needs, for example, teenage mothers, mothers who are socially disadvantaged or excluded, mothers with incapacities and mothers from diverse ethnic backgrounds.What did you study to get into midwifery?I did follow a long pathway by personal choice. I began my Nursing studies as an Assistant in Nursing (AIN), then I become an Endorsed Enrolled Nurse (EEN), then I completed my Bachelors of Nursing, and finally, I completed my Postgraduate Diploma in Midwifery to become a Registered Midwife.I have also completed other university postgraduate courses across the M idwifery field to enhance my career progression in Primary Maternity Care Provision. I have completed Screening, Diagnostics, Pharmacology and Prescribing for Midwives, and initiated my Masters in Midwifery, which allows meto be accredited with Medicare to become an Eligible Midwife Prescriber.Name a career highlightBeing a midwife is a daily highlight, a privilege and rewarding in so many ways. A joyful journey, empowering women through their own journey to motherhood. No mother, baby, family or birth is the same and we get the gift to be part of it and witness the arrival of a precious new life to this world.Name a career lowA workplace culture reform is well overdue. Real improvements need to take place to enaya a safe and thriving environment. Unfortunately, the current workplace culture has a dramatic impact on the workforce and its patients, as it is a challenging workplace drumherum socially, economically and culturally. As a maternity workforce, we should be focusing on bui lding a strong resilient midwifery workforce with a particular emphasis on workplace culture and the emotional wellbeing of the midwives.What inspired you to get into nursing and midwifery?I did study Medicine overseas for a while, always aspiring to work between in a maternity or obstetrics setting with women and babies, so when I became aware of the possibility of becoming a Midwife I didnt give it a second thought. I knew it was for me, is my passion and despite the difficulties we may encounter while providing care, I always find it rewarding above all.What qualities and skills should people have if they want to be a midwife?Being accountable and a competent professional with the ability to practice safely is a given. My experience working with women and their families brings to mind some basic but very powerful and meaningful qualities which are important, these include being a good listener being empathetic to their feelings and needs, and to be understanding and patient. Its important to let patients know that with the right support there is no challenge they cannot overcome - its important they are supported and understood, regardless of their situation we are qualified and equipped to be at their service.What are the steps people have to take to become a midwife and what is the standard salary?It is recommended to become a Registered Nurse first as it will provide the experience and skills to become a competent professional in various areas, and then specialise in Midwifery. Nursing and midwifery intertwine across different areas, so is important to have the nursing skills as well, however, these days some universities offer direct entry to midwifery students. Sometimes there is a requirement to work rotating shifts including day and night duty, to be on-call and travel between the hospital and the mothers home. The majority of midwives pay and working conditions are determined by the Department of Health, Nurses Midwives Union, or private agreeme nts. Salaries vary between the public and private sector, also different wages are available for midwives working in the community, birth centres and Drs rooms. Nursing and midwifery hourly pay is based on years of experience and roles.If a career as a midwife or nurse is your calling then be sure to get the right skills and accreditation with our range of Courses in Nursing. Enquire todayMidwifery ResourcesPharmacy assistant sample resumeEnrolled nurse sample resumeInterested in becoming a?Ambulance AttendantMidwifeHome Birth AttendantPregnancy CoachMidwife AssistantPopular Career Searchesregistered nurse online courseenrolled nurse to registered nurse conversion onlineregistered nurse course tafegovt funded cert 3 in allied health assistance courses perthcareer opportunities after a masters in public healthMidwifery CoursesCertificate III in Health AdministrationEnquire erreichbar Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineCertificate II I in Business Administration (Medical)Enquire Online Enquire OnlineCertificate IV in Allied Health Assistance (Nutrition and Di...Enquire Online Enquire Online Jenny SakrJenny found her way with words while interning during uni, since, shes produced articles on it all from hair and beauty to homewares, travel, career advice and study tips. On a weekend youre most likely to find her lining up for a table at the latest cafe or restaurant.Related ArticlesBrowse moreAllied HealthHealth5 Reasons To Study NursingMost of us are aware of how important nurses are to modern health care. There are fewer professions more necessary especially in an ageing population or more respected.HealthNursingIndustry experience the value of work placementsI have learnt an incredible amount about business, experiences that no monetary value could even come close to purchasing. Every challenge was a learning experience, every day is a lesson and you are never too young to strive to be the best you can be.H ealthNursingCritical health problem in nursing jobsFor well over two decades there have been warnings of a looming crisis in the health-care system due to the ageing population and significant workplace shortages.

Tuesday, November 26, 2019

A Little Help from Your Friend (Requests)

A Little Help from Your Friend (Requests)A Little Help from Your Friend (Requests)Steps to begin using social networks in your job search.Once you decide to take the plunge and create a great profile that reflects your personal brand, the real value is in the connections that you make. So, how do you determine with whom to connect, and whats the etiquette for doing so?Here are some tips on a conservative approach to getting started. To get you mora comfortable with personal branding, follow these tips for connecting with others on LinkedIn and Facebook1. Avoid importing your address book.When youre getting started, avoid options to import your entire e-mail address book and invite every one of your contacts.On LinkedIn Send invitations to colleagues that you know, trust and would be comfortable referring to other members of your network (especially considering referrals are the main value of LinkedIn).On Facebook Begin by connecting with your real friends and family. Since Facebook i s more personal and your friends affect your Facebook profile (they can write on your wall, tag you in photos, send you virtual commodities and so on, try it out before connecting with professional colleagues.2. Customize your requests.When you send an invitation to connect, customize the form e-mail unless the recipient will immediately know why you want to connect with her.3. Be selective.Decide from whom youll accept invitations and create standard responses for declining an invitation. If you get a request from someone you dont know at all and they do notlage even bother to customize the message, then its perfectly acceptable to use the Ignore button. Here are a few examples of templates to considerExample A Someone youve met once (or never) sends you a request on LinkedIn.Thanks for sending me an invitation to connect on LinkedIn. Im sure that you can appreciate that my policy is to connect with people that Ive met face-to-face and have known for a while. Im looking forward to working with you and getting to know you better, and Im confident that well connect in the future.Example B Youve decided Facebook is for personal use only, and a colleague sends you a request.I got your invitation on Facebook and wanted to let you know how Im handling my Facebook account and why I wont be accepting your request, even though I do consider you a friend and valued colleague. So that I may communicate without concern and share photos of my family, Ive decided to keep my Facebook network private, small and purely social for the time being. Id be delighted to connect with you on LinkedIn.4. Remove a connection if you have lingering doubts.If you accept an invitation and later regret it, you can always remove the connection without the other party being alerted. (Take care when using the LinkedIn I dont know or Flag as massenmail buttons because this could get the sender in trouble with LinkedIn.)5. Should you connect with your kids?If your high-school or college-aged chi ldren are on a social network such as Facebook, realize that many parents elect not to friend their children. Some take an ignorance is bliss view, some are concerned about the impact that their kids have on their profile, and others are respecting the wishes of their kids.After spending some time experimenting, your comfort level may increase, and then you can re-evaluate your connection criteria against your goals for each social networking tool that you use. Dive in When you adjust your privacy settings, you really have nothing to lose, and you might just find yourself surprised at what you gain.

Thursday, November 21, 2019

Applying for Government Jobs

Applying for Government JobsApplying for Government Jobs

Reasons Why Your Employees May Hate You

Reasons Why Your Employees May Hate You Reasons Why Your Employees May Hate You Good bosses can be differentiated from bad bosses by the ways they make employees feel. From feeling unappreciated for work that is being done to feeling unprepared for upcoming challenges, employees can develop genuine animosity for their superiors. While its not the responsibility of employers to be liked by their employees, it is important to set up staff members for success and to support them in their work. Those who repeatedly fail to do this will lose the respect of their employees and might even become disliked as people by their employees. If you sense that your employees hate you, take an honest look at your management practices and see if any bad practices might be contributing to the kinds of negative feelings that lead to hostile work environments and poor production. Do you know what youre doing? Be honest with yourself about this one. If youre unsure of yourself or outright faking it, employees will know, and they wont be willing to look to you for guidance. And the more you try to fool them, the more they will resent you. You demonstrate incompetence when you present information that is wrong or you interpret numbers incorrectly. Staff will see right through this, and they will direct their negative feelings toward you the longer the charade goes on. When you feel like youre in over your head, you can win the respect of your staff by confronting the shortcomings and making them a part of the solution. Seek help from employees who may have knowledge, experience, or insight that you lack. Bring in outside help if necessary. Do you treat employees with respect? If youre asking the question, its possible youre being disrespectful without even realizing it. This leads to more than just hurt feelings. Employees who are repeatedly disrespected can lose confidence, and that impacts their abilities to do their jobs. To repair the damage that might already have been done, ask employees for feedback about what you can do to make their jobs easier. Remember little things like saying please and thank you. While you are the team leader, it also is important that you remember you are part of the team. Do you value your employees roles on the team? Is everything about you, or is everything about the team as a whole? Employees recognize when a boss is just using them to make himself look better or to further his own professional goals. They will be especially resentful if they are blamed for making their boss look bad. Everybody should have a role- and know that role- in meeting goals that are team-oriented. In other words, it should be about the department or the company as a whole meeting a goal. To regain the respect of employees, make sure everyones role is defined and that they all have an opportunity to share in the teams success. Do you over manage good employees? Even earnest managers can make an incorrect assessment of how much managing an employee needs. When you trust your employees and let them figure out how to accomplish their jobs, you call forth their significant contributions. If you micromanage and nitpick their ideas and work, you will never tap into their discretionary energy or the best they have to offer. Sure, new employees, employees in training, and employees who change jobs or acquire new responsibilities need more guidance. But, if your need to guide them does not lessen over time, you are the problem. Micromanaging good employees will drive them to hate you- or run away as far as possible as quickly as they can. Do you know what your employees are doing? Part of being a good leader is understanding what each of your employees is doing so you can guide them and assist them as necessary. Its also important to know what theyre doing so you can recognize when you need to back off and let them take care of their own work. Part of building a good team is finding people who are good at what they do and letting them do it. When employees run into obstacles, though, you are the person theyll be coming to for advice. If you seem lost or unhelpful, theyll learn to not come to you for advice. Do you respect their time? If your employees are scheduled to work from 8 a.m.â€"5 p.m.Mondays through Fridays, its fair to expect their full attention during that time. Do you expect more? If employees have too much to do and feel like they need to work nights and weekends just to keep up, thats a problem that needs to be addressed. Even if youre not specifically requiring employees to work those extra hours, theyll grow to hate you for you for piling on work they cant get done in 40 hours per week. Be willing to work with your staff on setting realistic goals, and you can start to regain their respect. Do you give credit when it is due? If morale is low, it might be because no one feels appreciated for the work they are doing. Are your employees going home day after day wondering whether or not their work and accomplishments are making a difference? If so, thats a problem. While employees dont need pats on the back for every little thing, part of knowing what theyre doing and guiding them through challenges is being able to recognize them for achievements- both big and small. Where managers really can mess up in this area is by taking credit for their employees’ ideas and accomplishments. A mistake that big might be too much for a manager to overcome. Do you have your employees backs? The flip side of taking credit for the work of your employees is throwing them under the bus when a mistake is your own fault as much as- if not more than- anyone elses. The minute an employee learns that you blamed her for a project or timeline that may have failed, it’s all over for you and that employee. Engaging in this behavior repeatedly will backfire in another way as well. Do this enough, and your superiors will figure out that you are the sort of manager who struggles with accountability. Are you a bully? Taking a close look at your behavior. Do you yell at employees to try and motivate them? Do you threaten them with the loss of jobs or with demotions to try and bend them to your will? Belittling employees and chipping away at their self-confidence and self-esteem with criticism, name-calling, and ridicule may seem like its getting results, but its only helping to build a toxic environment that is not sustainable.

Tuesday, November 19, 2019

The ABCs (and an S) of Managing Gen Z

The ABCs (and an S) of Managing Gen Z The ABCs (and an S) of Managing Gen Z Now that financial executives - and managers in all fields - have had time to adjust to the work strengths, styles and values of Generation Y, they must prepare for another group: Generation Z, the second wave of the millennial cohort.   This emerging group (born between 1990 and 1999) will represent 20 percent of the workforce in just five years. To identify Gen Z’s prevailing career values and objectives, Robert Half and Enactus surveyed more than 770 U.S. and Canadian college and university student-members between the ages of 18 and 25. The goals of the survey were to find out how these individuals - who, through their involvement with Enactus, have already demonstrated an early focus on careers - are preparing for the workplace, and how other generations can prepare to work alongside and manage these up-and-coming professionals. Based on this research, here are the ABCs - plus an S - of what managers need to know to attract and retain these workers. A: Advancement This is a group willing to put in the effort - 77 percent anticipate working harder than the generations before them - but expect to be rewarded for it. Respondents most commonly said they want to be managing employees within five years of graduating from college. They also place the greatest priority on finding a company that can help them grow. These staff members seek regular feedback and training, and managers must deliver both. Conduct thorough career path discussions that go beyond simply talking about what could happen. Map out their professional growth potential and specify the steps they can take along the way to reach it. “From the day you start recruiting them, you should be looking at retention,” says Paul McDonald, senior executive director of Robert Half. “These professionals appreciate stability, but they also want to make their marks, and if they feel like they have hit a roadblock on the learning curve, they’re going to look around for something better.” B: Boss When profiling their ideal managers, survey respondents most commonly said they look for a supervisor who is honest and can serve as a mentor. Providing feedback on their performance is a start, but also help them navigate the unfamiliar office politics they’ll face as they begin their careers. In addition, take a sincere interest in their well-being and make work-life balance attainable. Don’t think they’re the only ones who can learn from the relationship, either. Conversely, consider engaging a Gen Z worker in a reverse-mentoring arrangement, where you can tap into your colleague’s unique perspective and expertise. C: Collaboration Generation Z may wear the “digital natives” label, but the majority prefer to communicate more personally for work. Instead of texts, instant messages or social media, 74 percent of respondents reported they would rather communicate with their colleagues face-to-face. They also enjoy working on teams. When assessing work environments, 81 percent of respondents said they most like collaborating with a group, especially smaller ones, in an office setting. A clear takeaway is to provide them the time and space to partner with their colleagues to develop recommendations and drive innovation. It’s not all sunshine and rainbows, however. Gen Z is confident about working with their millennial counterparts but concerned about meshing well with other generations. Just 27 percent expect smooth working relationships with their baby boomer colleagues. Members of Generation Z think different work ethics, values and expectations will be the greatest challenge of a multigenerational workplace and worry baby boomers won’t take them seriously. Allay their fears by continuing to foster a supportive work environment. Set up team-building activities outside of the office, where employees of all generations can build rapport with each other and see how their colleagues tackle challenges. S: Salary Salary ranks as a top priority for Gen Z as well, trailing only growth opportunities. Companies that fail to offer attractive compensation packages risk missing out on top job candidates. “They’ve grown up in economically turbulent times,” notes McDonald, “and many of their characteristics and motivations reflect that.” If your organization does not have the resources to pay top dollar, not all is lost. Thirty percent of those surveyed by Robert Half and Enactus said they would take a pay cut of 10 percent to 20 percent to work for a company whose mission they cared about. Whether or not your compensation levels top the market, you’ll need to sell your company’s values and strengths, the position, and opportunities for advancement to attract top performers. Even if Gen Z staff like the salary, if your organization doesn’t help them meet their objectives, they’ll find one that does. Managing a multigenerational team Managing a team with diverse experiences is a fact of today’s workplace - and it isn’t going away. Employers won’t be able to resist change brought by emerging workforce groups. On the other hand, embracing their differences and adopting their strengths provide organizations a chance to tap a deeper talent pool and appeal to a broader base of customers. “Gen Z employees bring unique values, expectations and perspectives to their jobs,” says McDonald. “Companies with a solid understanding of this generation’s values and preferences will be well prepared to create work environments that attract a new generation of employees and maximize their potential.” For a comprehensive overview of the Robert Half and Enactus survey findings, download Get Ready for Generation Z. Get Ready for Generation Z from Robert Half