Meaning of Payday Loan

A Canada cash advance payday loan provides you with the cash amount ranging between $100 and $1000. Usually, such loans are for short period and for your small daily expenses, which might arise at any point of time. The facility of payday loans in Canada also helps to meet some emergency expenditure like phone bills, electricity bills, car repair, credit card payments etc.

Process to Secure Cash

The process of securing payday loan is very simple and is completed in just few steps. It begins with filling up of an online application form, which requires your personal and financial information.

The application then goes for verification to the loan provider that takes not more than an hour. Once application is approved, the loan money is wired to the borrowers account.

The verification of the Canadian payday loan online application is dependent on the factor that whether the entire eligibility criterions are fulfilled or not. To avoid rejection of an application, take care of the eligibility factor. The eligibility aspect demands you to be:

A Canadian Citizen

Age of 18 years or above

A valid existing bank account

A proof, which states that you are currently into full time employment

Reason for Popularity and Success

The Canada payday loan companies strictly follow the terms and conditions framed by them, so you need to study them properly before applying. They do not check the credit history of the borrower. This makes payday loans the only and best option for the customers having bad credit records and is not able to secure loan from other banks that performs credit check before approving a loan.

The growth of the industry today reflects the growing business model of future. And one can understand with the study of the statistics that major profits are from the same borrowers. Such borrowers borrow the loan to fulfill their emergency needs, but fail to make the payment on its due date. Further, they get the loan renewed and pay extra fees, which increase the profits of the Canada payday loan company.

This act has allowed for years of financing for small businesses in Canada, but for small business owners who still need funding after receiving a small business loan, or are not eligible to receive a small business loan, there are other funding options available.

One of these options is the merchant cash advance. There are a variety of factors that make merchant cash advances a great funding choice for small business owners.

First, under the CSBF Act, the maximum loan amount that a small business can access is $250,000. Some merchant cash advance lenders can provide loans of up to $600,000, and a small business owner has the opportunity to access this amount of money depending on the dollar amount of monthly credit card sales his/her business processes.

Second, loans granted under the CSBF Act can only be used to purchase real property and immovables, finance leasehold improvements or improvements to leased properties, or to purchase or improve new or used equipment.

Most merchant cash advance lenders will impose no restrictions on how a merchant cash advance can be used. As all businesses are different, each business may have a unique financial need, and a merchant cash advance leaves the decision of how to use lent funds to the borrower.

Finally, merchant cash advance lenders do not set interest rates, or require fixed monthly payments. As customers make credit card purchases, a small percentage of each sale goes towards the repayment of the merchant cash advance. Therefore, borrowers never need to remember to make a payment, or worry that they will not be able to afford a payment, because the payments adjust with the business’ sales. Merchant cash advance lenders only get money when your business makes money.

If you’ve already received a small business loan and find yourself still in need of additional funding, consider a merchant cash advance. If you don’t qualify for a small business loan, consider a merchant cash advance. If you are a small business owner who needs money to finance any type of business venture for your existing merchant business, consider a merchant cash advance.

Canada represents one of the largest markets for pharmaceuticals in the world, with a huge potential for generics. Generics in 2007 accounted for more then 46% prescriptions and 19% sales out of the total pharmaceutical market. The market is currently being driven by several factors, such as patent expiry of several blockbuster drugs, lower costs, cost containment measures by the government, and rapidly ageing population, according to Generic Drug Market in Canada – a market research report that provides an exhaustive analysis on the generic market in Canada.

The report thoroughly evaluates the factors that distinguish Canada from all other generic markets both in positive and negative ways. A major factor that differentiates the Canadian generic market from the US and most European markets is the comparatively high price of generics and lower price erosion. This allows manufacturers to fetch better margins from their drugs, and is a major reason which is attracting foreign players to enter this market.

Currently, drugs against chronic diseases occupy most of the pharmaceutical market, with cardiovascular drugs holding the top spot. However, strong growth is expected in other chronic segments also, particularly in cancer and diabetes.

Although the market has huge potential, growth can be significantly hampered by recent government regulations and various other challenges. However, the low cost of generics, coupled with billion dollar drug patent expiries, is expected to enable the generic market to continue its double-digit growth in the next five years.

Key Findings

The penetration of generics is rapidly increasing in the Canadian pharmaceutical market, with generics expected to account for nearly 26% of the entire pharmaceutical sales by 2012.
Apotex has been the leader of the Canadian generic market, controlling around 34% of the market in 2006.
Nearly 5 Million people in Canada will be above 65 years by 2011, increasing the demand for drugs, specifically those for chronic diseases.
Generics substitution is preferred by pharmacists as they give better returns than branded drugs.
The top four generic companies presently control more then 70% of the generic market, but the market is expected to undergo more fragmentation in future.
Projected growth of generics at a CAGR of 14% during 2007-2012 will surpass that of pharmaceutical market at a CAGR 7.6% during the same period.

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Years ago, people had no idea what was happening unless they read the newspapers. If you wanted to know what was going on in central Japan years ago and get the most up to date Nagoya news and information, you needed to buy the paper. This was how you found out what was going on in the surrounding area. The people began to use radio to get the latest Nagoya news and information. Radio was an improvement over the newspaper, but still many people ended up getting the latest news from newspaper as well as the radio.

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You can get all of the latest news, including celebrity news and financial news by going on the internet. The internet is the easiest way to find out what is going on in the central Japan area. This can be important if you are planning on visiting this area, have family who live in this area or if you do business in central Japan. You can go online and find out the latest Nagoya news and information in a matter of seconds.

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Nothing is comparable to a neat office space. A clean work area creates a positive vibe to visitors and employees alike. Obviously, employees are most likely to perform well when working in a clean environment. This is because a clean and organized environment makes it more conducive for people to move about an office that is free from filth and clutter. You can have that pristine atmosphere in your office by hiring professional and reliable cleaning services from Max Total Care.

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The University of Toronto offers a variety of programs, which consists of 31 divisions on its three campuses. A wide range of opportunities opens the gate for world-class career takers. Top of the line facilities creates a suitable environment that supports the needs of every student in the campus. It gained a total of eight Nobel prizes; this achievement speaks of the quality and the competitiveness of education of the school. More research grants have been awarded to this university as compared to any other Canadian University. Being so, it has the highest number of scholars all over Canada for the past 30 years.

University of Toronto also offers MBA programs for Canadians and non-Canadians alike. The Rotman’s Business school primary objective is to modernize business education by focusing on integrative thinking. It emphasizes the power of decision making as essential skill in every business dealings. Such values are will prove useful to every student in preparing themselves survive the competitive scenes of the corporate world. It introduces new courses and special approach in developing an innovative way of critical thinking. With this approach, the course of success is most likely to increase and diminished the imperfection of modern economy.

The Rotman’s MBA introduces all the essentials of management. It covers the basics of marketing strategy to the more complicated arena of organizational behavior. The curriculum has been revised to introduce five new courses and a quarterly system to make the program innovative to develop a different view in management. Admissions are established based on intellectual ability, professional achievements, academic background and extra-curricular experience.

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It is the second largest country in the world, so not even the most hard-core travelers have seen very much of this maple-leafed land. You probably find the idea of a visit overwhelming, considering that you don’t know where to start or which way to go from there. It’s best to take a moment to examine your vacation goals, and everything will surely begin to fall into place from there.

In spite of the fact that this country is pretty rough and rugged across most of its acres, city lovers will find plenty of intriguing options here. Ignore the uppermost reaches of the nation and think cosmopolitan; Toronto, Montreal, and Vancouver all have well over a million people and will give you a taste of urban life that’s part European, part American, mostly Je ne sais quoi.

Toronto is the busiest bee of Canada, filled with businesses, residential areas, sports arenas, and anything else that “regular” cities have. What’s different about Toronto is that it is a melting pot of nationalities and historic settlements that have come together brilliantly. A large number of people who live here weren’t born here, making for a fascinating and exciting cultural atmosphere.

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ON

JOB SATISFACTION OF CALL CENTER EMPLOYEES

ABSTRACT

Job satisfaction plays a vital role in life of man, because it affects positively on the personal and social adjustment of the individual. On the contrary job dissatisfaction adversely affects on the physical and mental health of the individual. The relationship between job satisfaction and employee’s performance has always been discussed in organisational behaviour and human resource management literature. A highly satisfied employee need not necessarily be a profound performer. However, an employee, who is dissatisfied, can cause irreparable damage to the orgnisational effectiveness. Performance management system should be based on ideological underpinnings and a holistic context by strengthening the linkages among the key components such as performance planning, performance execution, performance appraisal, recognition and reward, and performance improvement on a continuous basis. The paper discusses performance management and job satisfaction of call center employees in Indore. Present study is based on the primary data collected from 188 call center employees through a pre-tested, structured, comprehensive questionnaire. The key issues were identification and definition of key performance areas, role clarity and direction, performance feedback and potential appraisal, and job rotation as a powerful tool to develop and unleash employee’s potential. Factor analysis highlighted the significance of three sub-systems of performance management system, i.e., performance planning and development, employee involvement and empowerment, and organisation-employee rapport. The paper concludes that the conducive and congenial physical, social, and psychological conditions present in the workplace have potential to enhance the job satisfaction of the call center employees.

Introduction:

Job satisfaction is a complex phenomenon, because it is related to various casual factors like personal, social, cultural, environmental and financial. The nature of the job is an important factor in deciding the level of job satisfaction of employees. More important is the long-term prospect of employment in the organization that, which creates a sense of involvement and commitment to the job among employees.

Job satisfaction is an individual’s attitude towards the job or it is an individual’s reaction to the job itself. Job satisfaction is also a positive emotional state that when a person fulfill his needs and aspirations. Job satisfaction may be general or specific. Many factors influence job satisfaction of the employees. First and most important determinant is supervision and style of leadership. Employee oriented leadership styles enhances a greater amount of job satisfaction. On the other hand production oriented leader may cause low job satisfaction. Job content factors like achievement, responsibility, recognition and advancement leads to job satisfaction..

Job satisfaction is intrinsic as well as extrinsic in nature. A satisfied employee derives his level of satisfaction from various sources. It is a feeling of affiliation that he drives out of

his job context and the context in which he operates the job. There are various definitions of job satisfaction. The resultant psyche leads to higher level of involvement, greater degree of participation, greater cost consciousness and timely maintenance of job schedules. Locke (1976) defined job satisfaction as a pleasurable emotional state resulting from the perception of one’s job as fulfilling one’s important job values, provided these values are compatible with one’s needs. Job satisfaction is the most widely researched subject in the area of human resource management. According to an estimate of Locke (1976) about 4000 articles have been published till 1976 in the area of job satisfactions. Yet there is perhaps not a single area in social science fraught with ambiguity or conflicting opinion of methodological nuances than the work satisfaction. Paradoxically there are very few areas more researched than Job satisfaction. Brayfield-Rothe (1951) used a scale to measure overall job satisfaction. This scale contains 18 items in relation to job satisfaction put in a semantic five point scale (strongly agree, agree, not sure, disagree, and strongly disagree). So the possible total scores varied from 18 to 90 with the undecided or neutral point at 45. A total score above neutral point explains satisfaction’ and below is the level of dissatisfaction. The degree of satisfaction can be observed from the relative distance of the respondents from the neutral points.

As stated , large number of studies have been conducted on job satisfaction. These studies have brought variations in findings of job satisfactions and also on the context of the job behavior. In the earlier decades of study, Rothisberger and Dickson (1939) found no clear relationship between job satisfaction and performance whereas Vroom (1964) found a very weak relationship between job satisfaction and turnover. Studies conducted in the eighties and nineties found out that job factors are not unidirectional in their effects. They served to be both sources of positive and negative satisfaction. The personal factors like skill, experience, education, mental health have a significant influence on the overall job satisfaction. The latter studies have also identified that job security, recognition for good work and good environment are treated as more important than promotion making. These findings are mostly observed in technology driven and heavy equipment industries like computers, satellite, four wheeler industries.

The important factors identified in the earlier studies related to job satisfaction are the poor working condition, peer group behavior, routine nature of the job and the working hours. These particular findings from the majority of the researches conducted in western

business environments were typically from software based industries and business operating with severe time constraints, stiff deadlines and varying work order In contrast

lack of alternative job opportunity, job insecurity, profit centered company policies with

limited employee welfare orientation, absence of recognition were major causes of dissatisfaction .

Job satisfaction leads to various problems. Some of these are absenteeism, turnover and negative publicity. Absenteeism is inversely related to the level of job satisfaction. Job dissatisfaction produces a lack of will to work and forces the employee to go away from work as far as possible. It is also found that dissatisfied worker quit the job over time and seek satisfaction elsewhere.

Objectives of the Study:

To find out the level of job satisfaction of call center employees.

To find out the level of job satisfaction of male and female call center employees.

To study overall job satisfaction according to some personal factors.

To study level of satisfaction with various aspects of job.

To study level of satisfaction with family and social life of call center employees.

The Brayfield – Rothe Scale of 18 items was used. The scale for Perceived Importance of Job Facets was used to measure relative importance of the specific job factors. Specific aspects of the job (functional commonalities were associated and attempts were made to keep the nature and hierarchial diversity of job content to possible minimum) in the form of fourteen items were given in a five point scale. A pilot study over a small sample (respondents known to the researcher and whose opinion are not accounted for in the latter study) was undertaken to modify the questionnaire. A split -Half technique tested the reliability of the questionnaire where the reliability coefficient (0.75) was statistically significant. A part of the questionnaire also covered the job facets and life satisfaction components covering job related factors and personal factors. In this section the first part covered ten factors concerning the satisfaction regarding specific aspects of the job. The response pattern was in a dichotomous format. The question related to satisfaction with family and social life were also put in dichotomous format with options of satisfaction / dissatisfaction. Open-ended questions were put to supplement the exploration through structured questionnaire and to understand the major causes of job dissatisfaction.

Results:

Some of the relevant and significant results of the study are presented in the following

tables.

Table 1: Level of satisfaction with the job and the organization

Respondent’s

With the job

With the institute

Satisfaction

109

37

Dissatisfaction

41

113

The results from the table shows that majority respondents (73%) are satisfied with the job they are doing whereas a majority (75%) is dissatisfied with the organisation in which they are working. This finding is self-contradictory. As an explanation it is observed that the nature and content of the job is the driving fore behind satisfaction whereas the apprehensions and operational problems for long term survival of the institute are the indicators of dissatisfaction.

Table: 2 The mean ranks and rank orders of the college professors, assistant professors and lecturer’s ratings of

perceived importance of specific job aspects to the overall satisfaction.

Aspects of job

Mean Ranks

Rank Orders

Salary

4.14

1

Autonomy in Operation

4.08

2

Recognition for Good Work

4.02

3

Desired Job

4

4

Opportunity for

Compensatory Overtime

4

4

Open Communication

3.92

5

Job Status

3.88

6

Participatory Decision

Making

3.85

7

Work Autonomy

3.80

8

Working Environment

3.77

9

Relation with Colleagues

3.61

10

Job Variety

2.66

11

Working Hours

2.51

12

Job Security

2.03

13

From Table – 2, it is observed that salary is rated highest for providing job satisfaction. The nature of the job with its scope for creative execution finds a higher rating compared to the issues like job security. Extended working hours and fear of loss of job due to venture failure creates the highest dissatisfaction with rating scores below the average values.

Table: 3 Mean differences in overall job satisfaction according to some personal

factors.

Groups

Mean

S.D.

t

p

Age up to 25 years

63.62

7.00

0.08

N.S.

Age above 25 years

63.33

7.94

Experience up to 1 year

65.18

10.21

-1.95

Experience above 1 year

65.48

6.32

-1.96

< .05

Female

64.14

6.08

-3.3

N.S.

Male

64.65

7.00

Married

63.62

7.61

Unmarried

62.28

8.43

-0.10

N.S.

From the analysis of table – 3 it is evident that there is no significant influence of personal factors on the overall job satisfaction except experience.

Table: 4 Level of satisfaction with various aspects of job:

Aspects of job

Percentage of

satisfied

employees

Percentage of

dissatisfied

employees

Chi

Square

p

Job Security

56

94

6.76

< .01

Working Hours

70

80

1.96

NS

Job Status

60

90

4.00

<.05

Salary

120

30

33

<.01

Working

Condition

45

105

16

<.01

Recognition for

Good Work

101

49

6.76

<.01

Participatory

Management

90

60

4.84

<.05

Peer Group

Relation

99

51

7.84

<.01

Open

Communication

94

56

6.76

<.01

Work

Autonomy

102

48

5.76

<.01

Behavior of

Boss

105

45

14.44

<.01

From the analysis of Table – 4, it is found that a significant percentage of the respondents were dissatisfied with job security, job status, working hours, working condition. On the other hand, it is observed that a high percentage of respondents are satisfied on parameters like salary, recognition for good work, peer group relation, work autonomy and behavior of boss through participatory management style and the facility of open communication with the boss.

Table 5: Level of satisfaction with family and social life of call center employees

Factor

Percentage of

satisfied

employees

Percentage of

dissatisfied

employees

Chi-square

p

Family life

39

111

23.04

<.01

Social life

30

120

38.44

<.01

From the analysis of table No.5, it is observed that a majority of the respondents are dissatisfied with their family and social life. These may be attributed to the fact of extended working hours, non-regular life style and work pressure reflected in social behavior of the call center employees.

Table 6: Correlation between job satisfaction and performance of respondents

No. of respondents

r

t

p

150

.69

2.80

<.01

From tale – 6, it is found that there is a significant positive correlation between job satisfaction and performance. The sense of accomplishment due to project mode of operation and creative execution is one of the factor responsible for the high correlation between job satisfaction and performance.

Table 7: Correlation between job satisfaction and perception of job security of the

Call center employees

No. of respondents

r

t

p

150

– .31

2.85

<.05

The result from the table – 7 reveals that there is a significant negative correlation between the level of satisfaction and perception of the employees on the job security. The concept of high volatility of call center business has gone in to the mind of employees for which their apprehensions regarding tenure of job in the life of the company has a negative correlation.

Table 8: Correlation between Job satisfaction and Job status

No. of respondents

r

t

p

150

– .45

2.69

<.01

Though call center are offering an exorbitantly high salary structure, the respondents did not find the usual job status associated with the salary. So we observe job satisfaction having a negative correlation with job status.

Table 9: Important causes of job dissatisfaction as perceived by the call center employees

Causes of Dissatisfaction

Percentage

Volatile Nature of Industry

73%

Turn Around of Venture Capitalists

70%

Faulty Business Model

68%

Market non-responsiveness

60%

Lack of Job Security

60%

Lack of Job Status

59%

Problem of Family & Social Life

57%

CONCLUSION:

The present study highlights some of the major reasons for creating job dissatisfaction among call center employees. Although conventional sources of dissatisfaction like salary, promotion, security, autonomy for work are not relevant in call center business but the level of satisfaction is limited due to some emerging phenomenon like volatile industry structure, flat organizational design, literally a non-responsive market and other allied factors. So the probability of managing these dissatisfaction indicators at the organization level seems a remote solution. The intervention of psycho-social machinery for creation of intra-organisation and inter-industry job confidence is the call of the day for increasing job satisfaction levels in the call center industry.

References

1. Gadel M.S.(1953): Personnel Psychology, volume 6.

2. Hertzberg F., Mausner, B., Peterson, R.O. Capwell, D.F. (1957), Job Attitudes : Review of Research and Opinion. Pittsburg : Psychological Service of Pittsburg

3. Katzell R.S.(1964): Personal values, job satisfaction and job behaviour.

4. Nicholson , N; Broon, C.A. and Shadwick – Jones, T.K. (1977) Absence from work

and personal characteristics, Journal of Applied Psychology, 62, (315-327).

5. Wernimont P.F.(1966): intrinsic and extrinsic factors in job satisfaction and job

involvement. Abnormal psychology, vol 50.

Keywords: Performance planning, performance appraisal, job satisfaction, employee involvement, employ’s empowerment, congenial conditions.

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After my official Montreal bike tour, my individual explorations of the Lachine Canal and my chat with Andr from a Roule, I decided to go for a little stroll to explore Montreal’s Port area which was hustling and bustling with celebrations on this Canada Day. I strolled out on Jacques Cartier Pier to an outdoor concert stage where two well-known Canadian singers, Kim Richardson and Sylvie Desgroseillers were enchanting the audience with Mo-Town and R&B melodies.

I walked east and happened onto a huge playground area on the little island in the Bassin Bonsecours that was a family entertainment zone. Kids were sliding up and down and in and out of a whole variety of huge inflatable slides. Freestyle skiers were jumping off a large ramp and performing summersaults and various aerial acrobatics. The whole area was packed with people enjoying themselves on a beautiful summer day. I walked up Place Jacques Cartier and into a small pedestrian street called Rue des Amables which is full of portrait artists and galleries. At the end of this little street I found my dinner destination: Galiano’s.

Galiano’s is located in a 200 year-old building on a small cobble-stoned street in Old Montreal. Formerly a “bote chanson” it opened its doors eight years ago. The restaurant stretches over two floors with an open area in the middle and a wooden staircase leading up to the second floor with seating on an interior balcony. The street-side patio adds additional seating capacity and ambience to this rustic restaurant.

Always a big fan of Italian cuisine, I was looking forward to a filling meal after a day packed with exercise and activities. The whole area around the restaurant and Old Montreal in general was absolutely hustling and bustling with people and everyone was in good spirits, ready to celebrate since it was Canada Day. Street performers were entertaining the crowd. At just before 6 pm it was still a bit early and I was fortunate to find a seat in the lounge area of the restaurant that features several tables flanking an arrangement of leather couches in front of the fireplace.

For a few minutes I was able to catch the owner, John Tsinas, to find out more about this culinary establishment. John is part of Montreal’s famous Antonopoulos family that owns a variety of hospitality restaurants and hotels in Old Montreal. His uncles are silent partners in Galiano’s. John’s younger brothers Manny and Peter also work with him in the business. At 40 years of age John is the oldest, and the two other brothers are each five years apart. John says that Manny is the people person and today Manny was seating customers, tryig to keep up with the sheer onslaught of customers that were just streaming into Galiano’s.

Manny is also the man with the creative ideas and he was the one that came up with the idea for lounge area and some of the new decorating styles featured at Galianos. Another new idea is to use a small balcony area above the entrance door as a location for a DJ or some live music. And a wine cellar next to the entrance is presently under construction and will be opened in the near future.

John has a lot of experience in the hospitality industry: he started working in the restaurant business at age 14 and has worked his way up all the way from the bottom. He even ran a food warehouse for McGill University which included restocking the vending machines and was a waiter at three different restaurants prior to opening Galiano’s. John added that he still thinks like an employee and because of his hands-on experience he always treats his staff members with respect. His working style is very hands-on, he says that today he will be calling out the orders in his kitchen and preparing them for the waiters.

Galiano’s is known for its Italian cuisine and its generous portion sizes. Everything is made from scratch at Galiano’s. John mentioned their signature dishes: Scaloppini alla Veronica, their Antipasto Misto, a Filetto Tre Sapori, home made Lasagna as well as their Quattro Stagioni Pizza. John recommended that I try Galiano’s Calamari Fritti. Just about 10 minutes after my order a steaming plate of juicy and tasty calamari arrived, the perfect introduction to a filling meal. I followed it up with a Galiano Salad: a huge plate of salad with cold cuts and cheese. John wasn’t kidding when he talked about huge portion sizes!

John of course had to get back to work after our little chat, but I thoroughly enjoyed my evening meal and by the time I was finished, the lineup was stretching all the way out the door and down the street. Galiano’s is obviously a favourite destination for many in Old Montreal and for me it was a great starting point for my evening discoveries which would include the official Canada Day Celebrations and a big concert in the Old Port of Montreal.

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