2013_Spring

printed message more powerful and expressive than in the past. Like print media, employees in the workforce are changing. Workers need skills and knowledge beyond those needed for print production. The ability to work in a diverse atmosphere has never been as critical as it is now. By applying their knowledge the students who composed this issue are more aware of the challenges they will face after graduation. Today, Stout students are prepared to work with multiple generations, are adaptable to changing technology to be more productive, but are still able to focus on their health and their wellbeing. While technology will continue to change and advance, it will always be important to value the irreplaceable human element. While machines can make work more effi cient, they lack the personalities that make work enjoyable. Just like technology, the environment of a work place will continue to evolve. Workers must be prepared to handle any changes that come their way. Adaptable employees like this add value to their place of work. The processes used in this magazine, and the topics discussed are just a small fraction of the current industrial challenges and progressions.

HE GCM UPDATE hasevolved at the same pace as technology in the industry. Originally conceived as a simple newsletter, it was printed as a one-color single fold sheet, with the content solely focused on UW-Stout. Over the years it has evolved from the newsletter form to its current magazine form, and has broadened its content to focus on the trends shaping the industry.As a result, graduates from the Graphic Communications Managementprogram are more prepared to enter the work force with a greater understanding of their fi eld of work. This issue showcases Augmented Reality (AR)as an emerging industry trend. To fully explore the capabilities of print communication, it is no longer suffi cient to simply read text. Augmented Reality brings publications to life by blending the digital world and the real world. In this issue, AR introduces each article with a spokesperson to help elaborate the message. With an increase in mobile devices, more readers have access to this enhanced media experience. AR can be used as an educational tool by giving an animated demonstration related to the text, or it can be used as a marketing tool by bringing the product to life. The versatility of Augmented Reality makes the

TVOL. 36 | ISSUE 2 | SPRING 2013

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Change is inevitable and graphics is no exception. With this being said, in the fall of 2013 the University of Wisconsin-Stout is changing the Graphic Communications Management program, also known as GCM, to Cross Media Graphics management or CMG m. Not only is the major changing, but the general education requirements are as well. The need for change occurs more often than what most people think. To keep up-to-date with what future employers are looking for and the evolving technology, revisions to the curriculum happen about every four to six years. With this new curriculum, University of Wisconsin-Stout wants to create a hybrid major by combining knowledge of web development and classic print. Students are still taking courses to expand their knowledge on business and industrial management. Areas of emphasis for the students to choose from have been updated based on previous interests. Even though this will be the last GCM Update, the publication will continue, just under a different title.

The GCM Update is published once each fall and spring academic semester by the Publication Production class in the Graphic Communications Management program at the University of Wisconsin–Stout. The GCM Update serves as a program newsletter and provides GCM, Graphic Design, Business Administration and other students with an opportunity to work on all aspects of production for a publication of this kind. The GCM Update is distributed to a mailing list of approximately 3,700 readers and thousands of additional copies are given to potential students, industry partners, company recruiters and other visitors to the UW–Stout campus. Subscriptions are free. Any interested readers who wish to be added to the mailing list may write to the address below. Reader feedback is encouraged, especially responses to articles, ideas for future articles and alumni news.

GCM Update Communications Technologies BuildingUniversity of Wisconsin–StoutMenomonie, WI 54751 Email: [email protected]

This publication is a student-produced class project and is not an offi cial publication of the University of Wisconsin-Stout.

About the Publication

The Bachelor of Science degree in Graphic Communications Management at UW–Stout prepares college graduates to meet the leadership and management needs of the graphic communications fi eld. Students receive a well-rounded general education and develop a strong background in business and management. This is coupled with extensive hands-on courses in graphic communications technology, covering the entire graphics process – from design to delivery. With a rich history of teaching printing and graphic arts, the program has kept pace with industry growth by expanding into digital imaging, web development, personalized cross-media marketing and multi-channel promotion. GCM graduates are widely sought-after and greatly prized for their balance of technical skill and management background.

Questions regarding the UW–Stout Graphic Communications Management program or its graduates can be directed to:

Ted Bensen, Program DirectorGraphic Communications Management160 Communication TechnologiesUniversity of Wisconsin–StoutMenomonie, WI 54751Phone: 715-232-1294Email: [email protected]: gcm.uwstout.edu

About the GCM Program

To view digital versions of past and present issues of the GCM Update please visithttp://gcm.uwstout.edu/gcmupdate/index.html or scan this QR code!From there you can also subscribe to theGCM Update for free, update subscripton preferences, and access information about the sources for this issues articles.

CONTRIBUTORS

1 GCM UPDATE Volume 36 Issue 2 01GCM UPDATE Volume 36 Issue 2

Aurasma interacts with the images in this publication to launch a video related to the articles. Download the free app to any Apple or Android mobile device to activate the Aura.

sPicers PAPer A leading supplier of high-quality

paper products since 1796, SpicersPaper, now a integral member of the Central National-Gottesman Inc. group, provides excellent printing paper, packaging substrates, and other inventive solutions to the print and graphic communication industry. With their commitment to providing superior customer service and support, Spicers Paper pledges to deliver a quality product quickly. This is possible due to their wonderful staff and extended distribution network. Spicers Paper has generously donated the Endeavor Velvet Cover 80lb and Endeavor Velvet Text 80lb used to produce the Spring 2013 edition of the GCM Update. These papers are FSC-certifiedandaremadewith55%recycled fiber, 30% ofwhich is post-consumer waste. For this, we offer sincere gratitude in appreciation for their superb contribution. It has been an honor to work with them.

imAgine! Print solutions This spring, Imagine! Print Solutions has graciously donated their printing services to this magazine. We would like to extend our thanks to Imagine! Print solutions for their time and effort on this semester’s publication of the GCM Update. It was a privilege to work with such an amazing company.

A SPECIAL THANKS TO:

AURASMA

to their wonderful staff and extended distribution network.

using AurAsmA1. Download the Aurasma App to any Apple or Android smartphone or tablet2. Open Aurasma on your mobile device3.Selectprofileandsignup/signin4. Select search to search for and select the GCMupdate Channel5.Choosetothischannel6.SelectViewfinder7. Aim camera at the image to activate

Follow

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n AmericA todAy, the workforce consists of three generations. The Baby Boomers were born from the end of World War II through late 1960’s. Most of this generation is at or near retirement age but working later into their lives than previous generations. The middle generation is known as Generation X. Members of Generation X were born from the late 1960’s through the mid 1980’s. This generation represents the smallest population in the work force. The most recent generation to enter the workforce is Generation Y, also known as Millennials. According to Forbes, world wide, half the workers are from this generation. The Learning Café projects over half of American workers will be Millennials as soon as next year. A generation gap exists in the workforce but is smaller than most realize. A significantmanifestation of thegeneration gap is a direct consequence of ineffective cross generation communication. Baby Boomers prefer a formal and personal style of communication. Generation X also prefers a direct and formal channel of communication but recognizes electronic communication as effective.Generation Y utilizes an electronic form of communication and prefers instant feedback. The need for

immediate feedback makes Generation Y seem impatient in the eyes of older generations. Even though each generation has a preferred method of communication, they are not afraid to use different communication channels. According to Princeton White papers, each generation has no problem communicating outside their preferred method. Baby Boomers are far from being technologically illiterate, though many in Generation Y attribute them to be. The fact that Baby Boomers are willing to communicate with social media is an example of how the generation gap is narrowed. Workers from the Millenial generation are not afraid of formal and personal communication. Many Boomers criticize Generation Y for working independently, but the opposite is true. Generation Y prefers to work in teams with quality colleagues. For a team to be successful, formal and direct communication is a must. Like communication, each generation interacts with his or her company differently. The Baby Boomers prefer to work in teams, while Generation X has an entrepreneurial and free spirit. Generation X is not afraid to work alone as long as their duties seem meaningful and important to the company. Generation Y currently plays a participative role in their companies because they are the most recent to join the organization. However, they see

Closing the Gap

IGenerations Are Closer Than They Appear Timothy Gliniecki

GENERATIONS

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theircareersasameansofself-fulfillmentunlike their elders who see work as a means to live. The fact Generation Y is willingtofilltheparticipativerolewithinthe company shows this generation is not afraid to bridge the gap. Many positive effects result from cross-generational interaction. Because each generation has different strengths, co-workers from different generations build upon the strengths of others. This makes the company more productive. Generation Y brings technical knowledge to the company. Many times, this generation’s technical knowledge that of their manager’s, so they teach their mentors. However, members of Generation Y lack the work experience of the other generations. Baby Boomers are willing to guide and mentor Generation Y. Interaction between the Baby Boomers and Generation Y is critical because members of Generation Y need to replace the Boomers’ leadership roles earlier in their career than Generation X did. Because of the positives that can come from each generation interacting with each other, motivation is a necessity. The Learning Café states the importance of keeping the employees engaged, “90 percent of productivity comes from 20 percent of engaged employees.” All three generations need similar motivation to stay engaged with their company and tasks. The prime motivator for each generation is to be

challenged and be assigned various tasks. While all three generations want to work in an enjoyable environment, the Baby Boomer generation values the enjoyable work environment more as they near retirement. The opportunity to expand responsibilities and grow a career is more important to Generation Y because they just entered the work force. Each generation prefers similar motivation, so the generation gap exists in how they prioritize the style of motivation.

According to Harvard Business Review, the best reward for the Boomer generation is giving them quality colleagues to work with. They view quality co-workers not only as productive but amiable as well. The second most desirable reward for a Baby Boomer is a stimulating work place. Giving meaningful and complex tasks make Boomers more willing to show up and be more productive. Baby Boomers also wish to have a flexibleschedulesandresponsibilities.Acknowledgment from upper management is also a desirable reward. Generation Y prefers the same rewards as the Baby Boomers. Like the

All three generations need similar motivation to stay engaged with their company and tasks.”

“

Boomer generation, the Millennials’number one reward is working with quality colleagues. Members ofGeneration Y also want a meaningful job within the company that challenges and stimulates them. Flexibility and autonomy are also desirable rewards for a Millennial. Generation Y also wants to give back to their community and others through their work. Rewarding these two generations with their preferredawardsbenefitsthecompanyin many ways. A lower cost is needed to reward employees than perceived. Financial rewards were not in the top fiveprioritiesfromHarvard BusinessReview list. Allowing quality employees to work together increases productivity.Giving back to the community creates the positive image, which attracts more consumers. Because there is no generation gap in preferred rewards, rewarding the employees creates an advantage for a company willing to do so. Each generation has its’ individual talents but some have some differences in their work preferences. If a bridge is built, the generation gap can decrease in size. Each generation prefers similar rewards and life/work balance provesthe gap can be narrowed. Using these similar motivational methods helps retain talent, and may attract more talent. While it may seem like a daunting task to narrow the gap, the generation gap is smaller than it appears.


24/7

04

Smartphones have become an extension to the average person’s anatomy. They serve as alarm clocks, weather updates, cameras, news access, dictionaries, thesauri, encyclopedias, personal organizers, calendars, diet trackers, calculators, global positioning systems, entertainment, and more, besides their natural purpose of phone calls. Because of this, they are usually the first thing their owners touch inthe morning, and the last thing they touch at night. According to a TIME Magazine study:84%of thepeoplepolledstatedthey could not be without their phones for a day. Since on average, a person checks their phone about 34 times daily, this is not stunning. Habits form quickly and are hard to eradicate. Being held to work standards can also make it harder to abandon the device, especially if a promotion, or a job, is on the line. Social media has also exploded. Starting with younger generations, now people of all ages, grandparents to elementary school students, use it extensively. Facebook was founded just for college students in 2004, and opening for everyone in 2006, has had the most media scrutiny, especially with their stock opening last year. In 2012, Facebook reported 1.06 billion monthly active users worldwide. 680 million of these people accessed Facebook with their mobile phone. An article from IBM puts all of this communication into perspective. In the last two years, 90% percentof the world’s total data has been created. To put a number on it, that is 2.5 quintillion bytes, daily! This datais also created from meteorological sensors, cash registers, and GPS signals, but a huge chunk of it is social media posts, blogs, texts, emails, digital pictures and videos. The newest iPhone 5TVcommercialstatesthatauserhas

TECHNOLOGY

mAgine, with closed eyes, for a moment, life without a cellphone. No calls, text message or email. No Facebook, Twitter, LinkedIn or Pinterest. Personal computers have long been a part of work, personal life and have pervaded a lot of time with this information and communication. Laptops are another popular portable machine used to access, and create all sorts of information. Tablets combine the portability and ease of use of a phone with more processing power and larger screen to make them comparable to computers. Many companies provide employees with these devices. Some employees even have the added perk of being able to use the device for personal use. But what are the trade-offs? According to Julius Vandersteen from Demand Media, employers can use GPS trackers and cell tower triangulation to view every location an employee, or at least their phone, has been each day. Additionally, any and all phone calls and data messages can be traced and even listened to. This information can be stored in a database to be accessed at any point in the future. This does not legally count as a violation of privacy since the device is owned by the company and is only being used by the employee. Also,whileworkusedtoexistonlyattheoffice,mobilephonesandlaptopsare taking it into the employees’ homes. Any time of the day, most employees can be easily reached. In fact, younger employees, especially those from Generation Y, are generally more willing to take a pay cut if they are allowed to have more flexible work hours than just 9 to 5. Furthermore, these employees are moreadaptable to technology than their older counterparts according to Deloitte Development. Older generations may be faced with quite a bit of change in their working environment. As more and more of Generation Y joins the work force, taking company paid phones and laptops has become the new norm, and enables thenewexpected24/7availabilityandfastcommunicationturn-aroundtimes. Americans are usually quick to adapt to new technology, and the cell phone boom is no exception. An average teenager in our country sent about sixty text messages per day in 2011, states aPewResearchCenter report.With 75%ofthe teenage population texting, the sheer amount of data produced from those interactions alone is staggering. This is not a generational phenomenon by any means; trailingbyonly threepercentagepoints,72%of theadults inAmericasend and receive text messages. The volume is far less; adults only send about a fifthoftextsascomparedtoteens.Whileonly82%ofAmericanadultshadsmartphones at the time of the study, that number has been steadily rising.

Plugged In

Stop Draining YourselfElizabeth Panzer

I


“the right” to share every bit of their life. It seems the average person is only going to increase more data daily. In-person communication is far less important than it has been in the past, while actual communication has increased. People also like to talk about themselves and learn, passively, about others’ lives. These basic human desires are exactly what social media fulfills. Edudemic.com describesparticipation in social media as equal to food and sex in the human brain. This is because a small amount of dopamine is released into ones’ brain every time a social media site is accessed. The amount of dopamine released from social media is much smaller, so the effects are more fleeting, but stillpowerful. Jonathan Baskin, author of A Thousand Words, argues that the short bursts of communication involved in social media and texting are perfect for

the laziness of the human brain, since people prefer reading short bursts of communication, because it is easier to understand quickly. It was social media that allowed the recent revolutions across the world to become organized and take place. News spreads faster than ever, and has more of a reach as well. While short blasts of information are effective for mobilizing large groups of people, such as protesters on the fly, because thecontent of news has decreased to fitinto a single status update or tweet. Most people could easily go without their cellphone and/orcomputer for a day – or even longer. Most would even find it relaxing. Itcan be tough to always be on-demand, always within reach to everyone else. At work, we listen to music, while sitting in front of a screen, in most jobs, usually with Outlook always open in order to

catch every email as it pops up. The evening commute is equally filledwith music. When we get home, most likely we play music or turn on the TV for background noise, and it stays on, until we go to sleep. Some people feel the need to sleep with white noise. Is there ever time to simply sit, in silence, and just be? Society has become ever more connected, especially over the last decade. Is that necessarily a good thing? From obsessions with cell phones, to becoming dependent on social media, it is obvious that the technology trend is in full swing, but does anyone truly take time for themselves any more? While humans are meant to be social creatures, when did virtual interaction eclipse reality? Technology should be used as a tool to enhance lives, not to overtake life itself.

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or generAtions, work life and home life were completely different. In the past, employees were compelled to meet the needs of the workplace, but the workplace is now shifting to meet the needs of the employees. The work environment is starting to foresee a new business formula for success that seems to be working. Employees feel that work is impacting their personal life greatly because people are constantly bringing their work home. People within the workforce have been known to claim that their professional life is taking over their personal life. Three percent of all US employees are working from home at 2:00 in the morning, states Douglas Merrill, a contributor for Forbes. US Department of Laborstatisticsfrom2009expressthattherewasroughly150millionpeopleworking;1millionofthesepeoplewerelate-night/early-morningworkers.Theconcept of working while at work, and not at home, is steadily diminishing. Employees are willing to make conference calls during holidays, vacations, and days off. The boundaries of professional lives and personal lives are extremelyflexibleandmobile,causingthealready-thinlinebetweenthemtobecome almost invisible. Whether it is a small business or a large corporation, those in charge are making changes to the everyday work tasks of their employees. The day-to-day tasks that leaders provide their employees are becomingmore difficultas the speed in the workforce increases creating frustration among the employees. These frustrations lead them to hold back their contributions and accomplishments. Research conducted by Wallace Immen, a journalist forTheGlobeandMail,statesthatroughly20%ofemployeeswhoarehighachievers, are holding back. Through surveys and questionnaires, employers arefindingthattheiremployeesarenotpleasedwiththeeffectivenessofthecompany. They believe if the company provided better work-life integration, they, as employees, would perform better. While loosening the reins keeps employees from feeling stressed out, technological advances help as well. Whether it be through e-mail, smartphones, Internet conference call applications, and many more, a leader or team member can be reached easily. Skype has become a huge convenience that many companies are using because it’s so convenient. It allows everyone to work from home or other distant location. Technology has made accomplishing duties and communication much faster. Companies should provide their employees who are less familiar with certain technological advances with training classes and guidelines to help them have a better understanding of the positive impact technology has on the workforce. These advances allow employees to do more work from home, be readily available at virtually any time of the day and minimize the stress of having to complete tasks at work.

06

Some companies have gone as far as hiring work-life balance consultants. This occupation has existed for over 20 years but is just now being put to a great use in the business world. Extensive local and international experience in theareaofwork/lifebalance,adaptableworking,diversitymanagement,officebehaviors, and organizational change has excessively grown. The U.S. Department of Health and Human Services has these consultants to help employees manage their personal and professional lives. Creating flexibilityand implementing innovative responses to business challenges is one of the top goals for a consultant in the work life balance industry. Information, referrals toqualifiedresources,andconsultationare just a few of the services they are able to complete. Also, rather than classifying the workweekasfivedayslong,companiesare permitting employees to work four days in ten-hour shifts. This schedule lets employees have three days off each week instead of the classic two-day weekend. Letting the employees supply their input on their ideal work schedule has become common as well. If employees happen to request the same shift, employers offer a rotating schedule to fulfilleveryone’s needs and wants. Offering seasonal hours, where employees can leave early on Fridays during specificseasons, has also resulted in a much happier workforce. Another incentive is presenting high-performing employees with family vacation packages in addition to, or in place of, monetary

FFrom Suits To SweatsThe Versatility Of Working From HomeCandyce Anderson

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Because these are such different needs, it is crucial that companies strive to provide the best possible options for their employees. It is up to the employees to express their need for a work-life balance program so the employers know how to create such a plan. As times change so do the expectations of the workplace, and the employers running these work places.

GCM UPDATE Volume 36 Issue 2 07GCM UPDATE Volume 36 Issue 2 07

WELLNESS

bonuses. Employers are integrating these ideas into their business plans and ithasshownasignificantincreaseinthehappiness of their employees. General Mills is a great example of a company who rewards their employees. Every five years ofemployment, the company rewards the employee with a gift and a paid party with family and friends. This company also has a Performance Incentive Plan, in order to drive employees to work their hardest. The Performance Incentive Plan is intended to give employees throughout the company the chance to share in the success of the company, as well as to be rewarded based on their individual success. Including a few of these benefits, may help employees see theorganization’sconcernfortruework/lifebalanceintheofficeifitisnotpossibletoincorporate every one.

Businesses do not need to completely change their entire work structure to better the needs of their employees. Whether employers just loosen the reigns, provide life services or reward their employees with incentives,

The concept of working while at work, and not at home, is steadily diminishing. Employees are willing to make conference calls during holidays, vacations and days off, knowing that it is something can be accomplished.”

“

the workforce is bound to change for the better. Companies need to free up time to work on the bigger changes needed to bring work and life into better alignment. As employees become happier, they also become better at their job, which then results in employers being happier too. As time goes on, the need for both a comfortable and demanding work place increases.


Imagine! Print SolutionsA Deeper Look Into An Expanding CompanyElla Noterman

mAgine! Print solutions started out small and with humble roots in 1988 but has truly become an amazing success story, having grown to be one of the industry leaders in large format printing capabilities. Being on theleadingedgeoftechnology(specificallyinlargeformatoffset,digitalandscreen printing) Imagine!’s founder and owner, Bob Lothenbach, can rest assured that his dream of growing his small printing business has exceeded his expectations. Imagine! began as Bob’s Printing in 1988. Bob launched his dream with a garage, one borrowed press, and $1,800. Imagine! Print Solutions recently celebrated its 25th anniversary of the business and now offers a large variety of services, including temporary and permanent display design, folding carton design, electronic pre-press, 1-7 color litho sheetfed & UV printing, 1-10 color flexography, digital printing, screen printing, complete finishing and cartonconverting, mailing services, kitting and fulfillment, and fully integratede-commerce services. Imagine! has always prided itself on being progressive and diverse. Bob’s goal has always been to serve customers across many product lines and provide them with a “one stop shop.” With its outstanding performance in seven national print segments, Imagine! has been able to reach and retain customers in the retail,manufacturing,insurance,financial,healthcareandagencymarkets. As Imagine!’s customer base, capabilities, and equipment rapidly expanded over the years, it was soon determined that Imagine! had outgrown the 400,000 square foot manufacturing facility located in Shakopee, MN they had occupied

since2005.Inreactiontothegrowth,Imagine! increased the employee basetoreachover850workersbythebeginning of 2013 and expanded its headquarters and production facility by an additional 300,000 square feet, taking it to a total of 700,000 square feet on 29 acres. This expansion of production space was completed in November of 2012 and has allowed Imagine! to further expand its business units, including fulfillment, kitting,hand bindery operations as well as its digital division. The newest addition to Imagine!’sfleetofpresses,mostof which are under 5 years old, is theAgfa :M-Press Tiger. The :M-Press Tiger is a high-speed, flatbed inkjetpress and is currently the only hybrid printing press with inline screen printing capabilities. In keeping with the goal to provide a “one stop shop” for its customers and the growing large

I


INSPIRATION

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diversify, innovate, and transform, have been the keys to success. Imagine! has not only weathered economic downturns in a volatile industry but has proven that by putting the customer in the forefront and by expanding into new markets, investing in the latest print technology, and vowing never to stand still - small starts can turn into large results!

format demand, the addition of this new hybrid press offers precision and accuracy in both production and quality for retail customers requesting large format point-of-purchase, point-of-sale signage and displays. Imagine! is proud to be the owner of the fastest engine in the world in its class, running up to 170 full size sheets per hour and providing near offset production quality in the revolutionary world of digital and screen. To further catapult

into the large format world, in May 2013, Imagine! will add a Thieme 5080XL 5-color (63” x 126”) screenpress, which offers a wide range ofoptions, both in terms of print quality and printable materials. See the attached insert for a snapshot of Imagine!’s current capabilities, including the :M-Press Tiger. Imagine! Print Solutions’ story epitomizes change. There is no question that Bob’s philosophy to

EMPLOYMENT


he Process of companies replacing existing employees with new hires is known as turnover. Calculating turnover rate is done at any time period, whether it is monthly or annual rates, with the number of employees terminated divided by the number of employees in the work force. According to Bob Whipple, of Leadergrow, in 10 Reasons for Reducing Turnover, states the total replacement cost of an employee is roughly 150% of that employee’syearly salary. This is a huge expense for the company when trying to replace the employee. Addressing the current situation with the turnover ratio in the company can help identify where changes need to be made in order to better the company. Being unhappy in a job is not the only reason why people leave one employer for another. Having employees come into a company and leaving can be costly for a company. According to the American Academy of Family Physicians, in Chron, causes of high turnover within a company include lack of communication between staff or management, and support within the organization. More causes are: imbalanced distribution of tasks and responsibilities, lack of appropriate training, and a less-than-desirable physical work setting. Spotting trends in turnover can be a key factor in reducing turnover rates and help change those trends for the future. Trying to alter the turnover rate within a company by looking

intopollstaffers,tofindtheproblemof such a high turnover rate is a good out look for a business. Keeping an open policy within a company between management and employees allows the employees to open up about issues that they are having within the company. Another consideration to keeping turnover rates down is looking at the company as a whole. When doing so, it keeps the focus on the importance of the business and possibly minimize the turnover rate happening within the company. The recruitment and hiring process takes up an incredible amount of time, which can cause the productivity of the company to decrease. Others must cover the work of the empty position in the meantime. Also, new employees are unable to produce the type of performance as the pervious employee, since their knowledge on the material of a company and software is still at a minimum. The key for these situations is to have a plan on how to handle the constant change in a company with employees, performance, and the outcome of these adjustments. A simple training session with the new employee would help keep the loyalty and retention towards the company, causing for a reduction in turnover. A top reason many companies struggle with high turnover is due to poor management leadership. Businesses that push effective leadership skills have a lower turnover rate. It can be helpful to get rid of the person who is unwilling to adapt to the more effective management style. Leadership within the company

has a better chance of succeeding and reducing employee turnover if everyone is on the same page and willing to change for a better business. Building trust in employees is a good way for management to demonstrate support for employees and what they are able to accomplish within the company. Having an open door policy as management can encourage employees to discuss problems and concerns with the company to reduce turnover. This can provide for a quick response on feedback, preventing future problems. Keeping track of the employee’s performance with each part of the organization or company and giving them constant feedback is a good way to let employees know how they are performing. With the suffering of the economy, companies are trying to stretch their employees’ limits. However, management should try not to take away benefits or resources previouslyoffered to employees as this can lead to a high number of employees leaving. It is also important that employees are not overloaded with stress, otherwise job satisfaction will be too low. Making sure the balance between work and personal life helps reduce turnover rate as well. Knowing the causes and solutions to reduce turnover can make for a better company. Lowering employee turnover isnotdifficultandmakesthecompanymore competitive. It is best to know how to address this problem and reduce the ratio to increase productivity in existing employees and avoid the need for new employees.

T

Lay Off the Lay OffsHigh Turnover Rate Can Hurt CompaniesErin Beauvais

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o As i sAy not As i do,” is a tired and overused phrase. Attitude is a very contagious quality that can be channeled toproduce positive outcomes. In doing so,people in traditional roles of authority, as well as leaders without formal titles, start setting the tone for what the standards of operation for a company should be. However, employees can only be motivated if they choose to be. Fostering an environment in which people regularly perform at their best is ideal. Of course there is no universal way to motivate every worker, but three of the most common motivation techniques are: financial, recognition,and education or career development.Financial motivation has its definitebenefits and drawback as with anymethod. Through the provision of monetary incentives, workers prove their worth as they continue to garner rewards that their hard work has earned. Whether it is a bonus for a certain sales period, a raise at regular intervals, or a complete salary increase, a standard of contingency with work and growth is set up. As the worker’s performance continues to improve there is a point where the continual rewards start spreading out or even lessening because of the company’s limitations. This may

cause confusion. Without the regular incentive being garnered, it leaves doubt with the employee whether their performance is no longer up to the standard of excellence that they previously had. Instead of just rewarding personal success per employee, let them take part in something much bigger, like the company’s success. If they feel they are part of the higher purpose of the company, their perspective may change. Thisisaccomplishedinafewways,likeprofitsharingandcelebratingcompanymilestones. Nothing is done in the business without collaborative efforts from multiple sources. Great opportunities exist to celebrate these accomplishments through employee events. Luncheons for exceeding sales, productivity and shipping goals could be a start. Employees that know they’re appreciated are motivated to work because they understand that a company needs their input. People have a need to be wanted. Another way to satisfy this need is through recognition. Verbally and visually showing employees appreciation lets them know that their hard work has been noticed. If other employees in the same workspace see their colleague being lifted up for their efforts, they will observe what kind of behavior merited such praise. Through this praise, the needs of those that require admiration to be motivated are met. Different techniques for implementing more appreciation into a work setting can be simple things like “employee of the month,” annual employee awards,giftcardsandcertificates.Whencleargoalshavebeenset,companiesshould track them accordingly to show performances and accomplishments. The tracker will show the contributions, which makes it easier for everyone to see their active role towards company success as well as who and when recognition is due. Investing in employees’ education is just another step towards motivating them. Professional development is just as important as personal development. All industries have the force of change constantly acting upon them. An employee learning and constantly developing creates benefits for the entire company.Educated employees are capable of doing more than those with a basic level of training. Organizations can offer on-site options for their employees to acquire new skills. Motivation cannot, andwill never, be a one size fits all type of solutionat any costs because employees are diverse. However, the beauty in motivation is its adaptability in every setting. Employees want to enjoy coming to work, and happy workers are productive workers. It is a two way street for both the employer and employee. The working relationship can make or break the will of one or the other. Motivation is a driving force that should be respected and used by all parts of the organization.

ADAPT

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Motivating EmployeesEffective Motivation Techniques

Jessika Smith


he work world is continually enduring social, and economic changes. The progression, configuration,andcontentofworkhasalso made overall changes. Work has become more intellectually complex. Organizations are continually changing because of the constant aggressive technological innovations. Organization improvements have proved to make them more agile, more modified tovigorous competitive approaches and more attentive on pinpointing worth from the clienteles’ standpoint. In return, today’s organizations are becoming less likely to offer employees job security and life long careers because of the persistent reorganizing in order to gain or maintain a competitive advantage. Two key drivers stick out amongst the numerous contributors to the continual altering patterns of work. The first is the accumulatingpressures an organization feels to be more customer focused, responsive, and competitive. These qualities definewhat it is to be a “lean enterprise,” also known as “lean thinking.” The second key driver is the breakthroughs made by communication and information technology. Thanks to the Internet and the various mobile technologies, employees are able to separate their work from space and time. In the 1970s, Toyota introduced the Lean Enterprise model to the world. Thereafter, it has powered

the changes in a large number of organizations across the world. These changes specifically occur in productand manufacturing development, emphasizing Lean Enterprise’s core idea of maximizing customer value while minimizing waste. It’s four key principles are to decrease inadequacies in support functions, eliminate non-value added activities throughout the organization, define value from thecustomer’s standpoint and distinguish inside processes and activities that improve value from the customer. A lean organization appreciates the value of their customers and turns its focus to continuously increasing change. The adoption of lean thinking and lean principles has led to various changes in administrative structure to develop the productivity of internal processes. One of the firstchanges is a condensed hierarchical structure. These hierarchies are being substituted for organizational groupings that contain less layers and more developed decision-making. Another change occurring is the muddling of boundaries. While many organizations are becoming more structured, boundaries are beginning to breakdown as the organization’s different parts need to work more efficiently asone. This move towards team-based organizations is a result from the stresses to make decisions at a more rapid pace, to cut back on inadequacies, and to persistently make improvements to the work processes. New changes in the administrative structure are giving management a new perspective. Instead of workers being managed to comply with orders and rules, they are

now committed to the missions and goals of the organization. Lastly, the organizations are continually changing with the expectations to continue the cyclesofreorganizationandreflection.No matter the size of these changes, big or small, they are likely to be combined with intervals of strength and stability. The constantly changing workplace is propelled by organizational issues and empowered by the numerous technologies that maintain our mobility with ease in accessing information. However, these continual pressures do not always result in an improved workplace. There are many key drivers, resolutions, and possible issues rising among these solutions. One example is the pressure for an increase in communication, which is usually answered with more cross unit and teamwork. Organizations meet these demands by creating more meeting spaces, utilizing project rooms, developing unassigned work spaces, and providing various forms of mobile support. Although these solutions present positive improvements, they can also cause an organization to develop more problems. Some of these problems include an increase in distractions, noise, and interruptions. There’s also the potential of over communication, resulting in a loss of independence as workers begin to depend more and more on each other. All organizations are different, along with the variety of preferences of those who make up the organizations. Change is inevitable but progression only comes with the ability to adapt to these changes.

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Continuous AlterationsTracking Changes In The WorkplaceRachel Roh


PdAte. Post. Tweet.Pin. Like. Follow. Connect. Watch. Join. Tag. Share. Comment. Possibilities are endless when it comes to sharing information through social media, and this is exactly the tactic that businesses around the world have picked up on. Social media has not only changed the way people communicate, but also the way a company is able to relay its message. Social media is now, more than ever, a mainstream trend, with dozens of sites allowing user interaction and fast communication. Facebook, Twitter, LinkedIn, Pinterest, YouTube, Blogger, among many others have given people an opportunity to share their lives and interests in an exciting and creative way. However, it does not just stop at personalwebsites, profilesand blogs. Businesses have also joined the social media train, conveying their own messages and sharing noteworthy information to the world around them. Companies clearly shifted how they advertise today. The Interactive Advertising Bureau (IAB) reported

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Word on the TweetSocial Media MarketingAnna Bills


the opinions of others on social sites before buying goods or services. Building up a customer base and interacting with potential buyers has been made easy with social media outlets. The constant information stream through these sites has been coined “Big Data.” Companies can collect customer interests and preferences, by digging through social networks. Based on the information companies see trending online, they can tailor their campaigns to the livelihood of their customers. Customers need to see that businesses are keeping up with the current trends, whether the company feels it is a benefit or not. Also, acompany’s social media activities make that company appear accessible and responsive. Seeing that business-to-consumer connection online gives buyers a better reason to remain loyal to a particular company, begin business with another, or both. Having an online social presence has given companies an edge in developing stronger customer relationships, increasing sales, and growing a larger customer base. Forbes magazine emphasizes to companies that the trick is to get customers involved and keep them interacting with the brand. Update a status, tweet a product deal, blog about a new process, or post a video with product instructions. The possibilities are endless for connecting with customers, thanks to the extent and power of social media.

According to Social Business Plus, 70% of the value from socialnetworks is from the “momentum effect” where consumers use and share particular brand elements on their ownprofileorintheirpersonalblogs.Word-of-mouth is still a very strong influenceonthesuccessofabusiness,even in a different form. In this case, it is a status update, a tweet, a video, a pin, or a blog post. Chron Small Business reports that approximately 60% of socialnetworkers write product reviews and share their opinions online. Beyond that, Time Magazine reported that64%ofadultsintheUnitedStatesare active on social media and that 79%of those users are likely to seek

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that online advertising revenues hit a record high in 2012, bringing in $9.3billion,asopposedtoonly$157millionin1996,whentheInternetfirsttook off and advertising online was barely an option. It is important for businesses to use these networks to their advantage by engaging current customers and sparking interest in potential ones. However, this shift in advertising does not insinuate that print media is dead. Social media sites are simply great third-party endorsements that complement the conventional marketing strategies of print and broadcast advertising. Industries still print daily newspapers and send out weekly magazines, but have found it very effective to focus efforts online through social media sources when it comes to breaking news. What impact has social media had on the corporate business world exactly? Social sites may be trending, but does that mean they are a “must-have” in order for a company to succeed? Increased use of social media builds better relationships between companies and their customers. A company is able to convey information regarding its brand in a variety of different ways through each social site and update buyers about a specificproductornewrelease.Askingfor opinions, company service, and keeping customers “in the loop” in the case of big events happening within the company are all ways organizations

use the mediums. Keeping consumers connected, current and prospective, online in real-time and engaged in company happenings has great potential. Customers can rapidly spread positive ratings or comments to others in their own network, giving the company a stronger and more favorable character.

NETWORKING

Industries still print daily newspapers and send out weekly magazines, but have found it very effective to focus efforts online through social media sources when it comes to breaking news.”

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16

SATISFACTION


eroing in on how to allow employees to be happier in the work environment is a huge priority in today’s world. Employers have been using different methods in hopes of inspiring their employees to get more work done faster. Companies are finding out that their employeestendtoworkinafaster,moreefficientway if they enjoy coming to work. Everyday establishments are making the transformation of changing the old office building into a more enjoyableand cheerful work place. It allows their employees to pick up their working game and get stuff done quicker. Companies are renovating their work place, making them more modern, open, less cluttered, and more accessible. Employees like to interact and see what is going on around the office. Companies started to havemeetings at least once a week with the entire staff allowing everyone in theofficetomeshtogether.Thesemeetingsallow everyone to know where all of the projects are at, whose in charge of what, and learn the expectations for the week. The new age is still bringing in more new ideas for employers to keep their workers happy. Zappos is a small company that started the idea of delivering happiness through any job. The CEO of Zappos, Tony Hsieh, wrote a book speaking on behalf of what he did to deliver happiness to his employees. Hsieh had simple ideas, which led to huge improvement throughout the business world. Hsieh has expanded simple values to prove his point that

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So Happy TogetherKeeping Employees Satisfi edMike Sirus

So Happy Together

happiness sells. One of the techniques that Hsieh swears by is that work should be somewhere you would go even if you were not getting paid. He explains that if people don’t have the passion for a job it will shine through and customers won’t have a passion for it either. Hsieh wants to make sure that his employees are representing his company because they want to, not because they are getting paid to do so. Hsieh has a website where he talks more in depth aboutwhathedidwithhiscompaniescalledhttp://www.deliveringhappiness.com.Hsieh urges everyone to start “nudging the world toward a happier place.” When there is a passion for the work being done more work gets accomplished. Eventhoughnoteverycompanycanoffertheiremployeesgreatbenefitsthereis always a way to make your employees happier by giving them rewards, praise, extra days off, or bonuses at the end of the year. If you treat your employees with respect, they are much more willing to try their hardest at their jobs. Compliments can go a long way and when people feel appreciated and acknowledged they are prone to work a lot harder. I interviewed an employee who works at a new age campus, named GeoffAinslie.Whenaskedwhat the top5ways thathis employermakeshimfeelappreciated,hementioned that theygiveeachemployeeoffices.Allowingeveryone to have personal spaces they can decorate to be their own. Allowing a more comfortable and relaxing work environment. Geoff also stated that they hand out “Good Work Coupons” which can either be received or sent out in appreciation for a job well done. These coupons entitle you to a free item such as candy or a dessert in the cafeteria. Another way that his employer has made him feel appreciated is that they give a lot of responsibility right away. Their employees are constantly traveling, dealing with complex issues at prestigious health institutions early on and they are trusted to make the right decisions and be a good face for the company. He also enjoys that there is no dress code on campus. The company allows them to dress how they please so there is no requirement on wearing suits to work. This allows Geoff to be more relaxed and comfortable during his work hours. The campus also allows for a happier environment by theming each building. This is Geoff’s favorite part; “They have rooms themed such as heaven, hell, jungle, Antarctica, cowboy, Asian, Ikea, medieval, Indiana Jones, farm, and a tree house. “It almost makes you feel as if you aren’t at work at all.” The production level is much higher when the employees actually enjoy what it is they are doing and feel that they are being appreciated every step of the way. The more employers strive to make it a less stressful work environment, the greatertheresultstheyget.Notonlybymakingphysicalchangestotheirofficebuildingbutbymakingaccommodationsforemployeestheyarefindingpeopleare working harder. From the interview with Geoff, you can also tell that many establishments are really trying to expand the employee satisfaction department because they realize they are getting a lot more for their money when they take into account ideas and wishes from their employees.

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Anna Bills Aurasma & Insert

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Casey Cornell Aurasma & Design

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Peter Galante Publisher

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Tim Gliniecki Editorial

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Erin JamesE-Pub & Photo

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Tana KuechlerDesign GCM

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Ella Noterman Contact & Editorial

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Laura Ritchie DesignGCM

Michael SirusEditorial

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Elizabeth Panzer Contact & Editorial

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Jessika Smith Aurasma & Photo

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Jason Pliska Aurasma & Distribution

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Anne RathmanAurasma & E-Pub

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