Maelee diaper bags was founded by Lindsay Mayer, a mother of two young girls and marketing graduate from Texas A&M. She than began her place in the fast lane of the corporate world. After having children, Lindsay decided she needed more flexibility in her life, including much needed time with her family. As a mother on the go she wanted organization and quality in a diaper bag. She began to rethink the diaper bag and that was when MaeLee diaper bags was born. Lindsay named the company from the middle names of her two precious children’s middle names, “Mae” and “Lee”

Since the inception of MaeLee diaper bags, the direction the company wanted to aim at was to provide a quality and stylish diaper bag with organization like no other. Maelee diaper bags offer a complete list of labels so the bag can be customized to mommy. There is no need to wonder if you have the formula, wipes, diapers etc. All you have to do is customize the labels, put them on the corresponding pocket and you know exactly what you do and do not have when you look inside. This may sound simply but it can actually turn a twenty minute checklist, into a breeze. It also enables the bag to be packed by daddy, grandparents etc. This also gives the sitter or caregivers a roadmap for success. The interior of the bags are made out of 100% water proof material, eliminating the worry of a spill on the inside harming the outside materials.

MaeLee currently carry three styles of bags, The Chloe Bag, The Grace Bag and The Lindsay Bag.

The Chloe Bag is offered in three colors; Black, Brown and White all are made out of luxurious leather. It also includes two convenient exterior bottle pockets, a set of baby, toddler and mommy self adhesive labels for organization, full two way zipper allowing the bag to open completely flat for quick access, interior zipper pocket, washable waterproof changing pad, flat comfortable straps and nickel purse feet to keep the bottom clean. The Chloe bag sells for $255.00 and is a steal if you are looking for a great luxurious leather diaper bag.

The Grace Bag is offered in two colors; Green Houndstooth and Pink Houndstooth pattern, they are both accented with plush leather trim. This bag also features two external bottle size pockets, a set of self adhesive labels for organization, a full two way zipper allowing the bag to lay flat for easy access, soft changing pad, flat comfortable straps and nickel purse feet to keep the bottom clean. The Grace bag sells for $185.00 and the patterns are a must see.

The Lindsay Bag is offered in two colors; Black and White and Blue and Brown both colors are in a luxurious appliqué pattern. This bag also features two external bottle size pockets, a full two way zipper allowing the bag to lay completely flat for easy access, washable changing pad and nickel purse feet. The Lindsay bag sells for $190.00 and is absolutely a beautiful bag.

Maelee also plans on launching more lines in the near future and I think if they stick to there main idea, which is providing luxurious and perfectly organized diaper bags, we will this company grow to a goliath.

Big organizations in various industries like finance, healthcare, government sector, etc. depend on mainframe systems in their day-to-day operations as mainframe systems handle and manage high volume transactions securely and efficiently. Thanks to transaction subsystems present in mainframes like CICS.

In this article, we discuss the different types of transactions in an organization and how mainframe’s CICS helps in handling those transactions.

Different transactions in an organization

Different types of transactions take place in organizations every day. Some are the queries/requests of the customers, while some are related to business operations. In either of the cases, organization should handle them well to ensure smooth functioning of the business.

Broadly, there are two different types of transactions. They are Batch Processing and Online Transaction Processing (OLTP).

• Batch processing

Batch processing is a very old type of transaction processing where the organization first stores all requests/queries of customers in batches of files and processes them batch wise in a bulk by using software and then gives the response. Output is not immediate in batch processing and the user has to wait for response from the organization.

• Online Transaction Processing (OLTP)

Unlike batch processing, online transaction processing is immediate where user will get the response immediately as soon as he sends request. All ATM transactions, payments made in supermarkets, etc., are examples of OLTP.

Again in OLTP transactions, there are short and long transactions. Short transactions are the requests that are resolved by using one or few programs and within few seconds. For example balance enquiry, address change, etc. Long transactions take few hours or days to resolve the issues and involve multiple programs to resolve the customer’s query.

CICS (Customer Information Control System)

CICS is a transaction processing system of mainframe’s operating system that handles OLTP transactions of an organization.

CICS is a collection of programs that together forms an online application programming interface (API) to customers. Customers can request services and organization can process the request and send response to customers through this API. CICS can also enable multiple users to make multiple requests at a same time via this API.

CICS has all the characteristics that an ideal transaction system should have. They are called ACID (Atomicity, Consistency, Isolation and Durability) properties of transactions.

• Atomicity – Property of completely performing the transaction or not performing it at all. For example, if there is a bank transfer from one account to another, then money should be debited from one account and at the same time it should be credited into another account in order to perform the transaction completely.

• Consistency – This property of CICS makes sure that the data is consistent throughout the transaction. From the above example, the money transferred should be equal before and after the transaction.

• Isolation – This property is related to security. When more than one transaction is taking place at the same time, transaction should be invisible or partly visible to the third party. In the above mentioned example, the transaction is invisible to others or only the one who is involved in the transaction can see the account.

• Durability – Once the transaction is complete, data should not be lost or changed. When money is transferred, the transaction should not be reversed in any situation, even when there is any system failure.

One aspect of project management that used to receive quite a bit of attention in the 1950s and 1960s was the project organizational structures. A myriad of new organizational structures have appeared on the scene in the last couple of decades but they still lack many of the desirable qualities in the traditional methods. Ultimately, project management directors seek organizational methods that facilitate teamwork, can maximize the use of limited resources, efficiency and quality in the way a project is completed and how goals and objectives are achieved. This article will examine the three main traditional organizational structures for project management. These three structures are functional organization, project organization and matrix organization.

Functional Organization This structure is by far the oldest of the organizational methods but remains one of the most successful. This method performs best when used for routine work functions and the upholding of quality and work standards. Functional Organization structures assign projects in two different ways. One way involves the project being assigned to a specific functional manager who then coordinates with the other departments for them to each contribute. Alternatively, projects can be shuffled around to different departments where each department manager ensures that their parts of the work have been completed.

This method does not work very effectively when used in facilitating complex projects. One of the major criticisms of this organizational structure is the lack of built-in employee recognition, measurement and reward for project performance. Similarly, there is very little individual accountability for any project management tasks that need to be performed.

Project Organization Project Organization is a structure that is specifically designed for executing projects. It is specifically tailored to meet the demands of complex projects by isolating unique work and maintaining a strong focus on completing the project. Once the project is completed, this structure disbands. This structure is effective in maintaining dedicated resources throughout the life of the project.

The major criticism of this structure is that it is inefficient in transferring technology and the use of resources. Also, by the time the members actually begin acting as a cohesive team, the project is over and the organization dissolves. Since this project has dedicated resources throughout its life, major inefficiency ensues when there are underutilized employees during certain parts of the project.

Matrix Organization Matrix Organization is a project management structure that evolved from the recognition of inherent flaws in the Functional Organization and Project Organization structures. Created in the 1970s, this structure combined the best components of these two structures. This model functions very well when there are multiple projects being coordinated at once. The functional managers oversee the staffing, training, job assignment and evaluation of the project’s personnel. The functional specialists are assigned one or more projects and oversee that these individualized projects’ achieve their objectives are completed through maximum resource efficiency.

Despite its recognition and avoidance of the flaws involved in other structure, Matrix Organization still does have some problems of its own. Individual employees report to at least two managers which can often lead to ambiguity and conflict. These problems can be avoided through good communication and solid leadership between managers.

This article simply provided an overview of several project management organizational structures. Functional Organization, Project Organization and Matrix Organization are the three most traditional project management structures that are still used today because of their effectiveness. However, do keep in mind that there are plenty of other methods available that may better suit your firm’s situation. Nevertheless, the type of organizational structure that should be chosen by your firm depends on the type of project as well as the objectives and goals that it ultimately aims to achieve.

Getting started with home organization may not be easy and you may have some biases towards it when starting out.

Here are some reasons why you may find it scary and how to tackle those fears.

I’m not able to do it properly

You may be thinking that you need to be perfect right of the bat and are not able to do it.

There is no one to judge you whether you have done it correctly or not. You set the standards and what matters is, that your stuff is easy to reach and use. Surely you can take a look at all the magazines, books and websites and set the standards to the same level as what they have, but at the end of the day, you are the one who determines the level you want to achieve. If you are happy with your results, that’s all that matters.

What if things return back to what they were?

Are you afraid that things might return to same or even worse before you even started with the organization tasks? And because of this, you don’t feel like starting in the first place?

You need to create a decluttering mindset in order to prevent this to happen. For example, you should learn to put things back to their places after you have used them, put away used newspapers to a recycle bin or put dishes to dishwasher after dining.

By learning these small steps, your home organization comes much easier and you realize that your home is in good condition also in the future.

Decluttering and organization is a ongoing process and you ensure that no setback happen, when you act quickly and integrate the decluttering into the daily actions in your household.

I need to hire external help

Do you feel you need some extra help to do it? Even so much that it prevents you to get started?

It’s natural to take advantage of someone else’s skills no matter what the given task is. There is a place for professional organizers as well, but for basic organization tasks, you can very well manage this task without any external help.

Proceeding with small steps at a time is the best way to go and you can surely manage tasks at this level by yourself. Naturally if you have enough extra money to spend for professional help, then go ahead. Otherwise, do it yourself.

As the world experiences uncertainty, be it in technology, markets, talent, or the opportunity landscape, organizations continue to grapple with managing human capital challenges in terms of acquisition, engagement, retention, and career planning. People will not shine in their careers unless they understand their key strengths and explore them, or their lacuna, further. In doing so, they can improve and deliver greater results. For many employees, the case of “No news is good news,” can be quite common as they only get to hear if things go wrong. Feedback is extremely critical for improving and perfecting performance, but if we do it in a constructive way, it acts as a highly motivational and life-changing exercise.

There are many ways of engaging and developing talent in organizations. A Performance Management System is one of the most trusted ways an organization can measure and evaluate best performance practices, and support the future development of its people. Every professional needs to know where he/she stands in their job performance. While every individual awaits his/her performance feedback at regular intervals, feedback is related to many facets of overall development, such as knowledge, skills, abilities, attitude, behavior, values, etc. Human capital is the most critical element for business success. If you are a leader who is serious about improving your capacity to attract the best talent, you need to develop the habits of a true talent magnet.

Performance management is a process where the manager and employee work together to plan, act, and review an employee’s goals and overall contribution to organization building. Performance management is the continuous process of setting objectives, assessing progress, and providing on-going coaching and feedback to ensure employees are meeting their objectives and career goals.

As a recipient of performance feedback, it’s extremely critical to understand feedback in the right perspective. Here are a few basic guidelines for performance appraisal:

1. It’s an opportunity to present your achievements and highlight development areas in the right perspective (accurate self-assessment)
2. Evaluating objectives vs. measurement criteria related to a job/project
3. Measuring behavioral/values in a professional environment
4. It’s an instrument which facilitates the receipt of both positive and negative feedback, and helps takes corrective action for self-development
5. Appraisal also focuses on competence development; not only performance evaluation/review

Key Strategies to Become a Talent Magnet:

1. Be a TOP (Trust, Openness, and Purpose) Manager

Organizations, leaders, and teams need to develop a strong sense of trust among each other to achieve collective results. Considering that most employees spend their time at work, striving together, they often have work in multi-module, multi-modal, and multi-geo teams with responsibilities overlapping onto other people for their contribution.

Trust Model

ABCD (Able, Believable, Connected, Dependable) is a very powerful and credible model for building TRUST in teams. As managers/leaders, we should have demonstrable competence, and the ability to connect, coach, and drive results.

Build and nurture an environment where your behavior, actions, commitments are consistent, helping build credibility among your teams. People trust credible leaders because people will believe in your abilities, judgement, and actions. It’s also extremely important not only to be fair, but also seen as fair in all your actions, always.

Another important aspect of building trust is to invest in developing connections with teams beyond work, as being a manager means you need to open an emotional bank account with significant investments in your teams. Over a period, your investments will yield significant, rich dividends. Trusted managers do not hesitate to deal with any situation, be it difficult customers, conflicts in teams, crucial conversations, etc., as teams believe that a manager will step up and deal with such situations. They will see you as someone who does not hesitate to make tough decisions, and can work on creating a thriving work environment.

2. Be Real/Be Honest

The most talented people are attracted to leaders whom they can trust, and role models they want to emulate. Thus, ask yourself this question: “Why would any real talent want to work for me?” As managers, it’s very important to focus more on contributions of the employee and share the overall feedback on how best they become even better in their jobs instead of just critical incidents, numbers, ratings, and what the person did not do. While working on the annual appraisal of your employees, it’s extremely critical to be REAL AND HONEST in your assessment. You need to focus on covering the entire gamut of performance and not focus too much on recent events which may positively or negatively affect the overall performance. Today’s professional is extremely aware, smart, and well-informed. It may not be possible for managers to evade certain questions, if one is not fully informed about the progress of his/her team member. Not being honest, upfront, and real with employees about their performance in appraisals clearly becomes a controversial point for disagreements.

3. Be a SMART Manager

As managers, we need to create continuous value for individuals and organizations. It’s vital to be a SMART (Specific, Measurable, Achievable, Realistic, Timely) manager in your overall objectives, goals, and results. SMART managers demonstrate specific attention to detail on each team member’s performance, on a continuous basis, and works through regular one-to-ones to establish an emotional connect with employees. When the rules of engagement are well established, we can create well-performing teams. Use your courage to stand by your values, your reputation as a great manager/coach, or your soft power to bring opposites together. Then, set clear expectations from day one of what you are willing to do to help employees learn from you that which they can’t learn from anyone else. And tell them what you expect them to do to succeed in their career. Remember, you do not get what you expect, but you get what you inspect in a timely manner.

4. People-First Approach

The success of any company can be measured by the engagement/happiness quotient of its employees. What worked in the past may not work now or even in the future. The good, old practice of customer-first is of the past era. The employee is the epicenter of progress, growth, and success. As managers, if we surround ourselves with highly-talented, ambitious, passionate, committed, kind, and genuine people, we are assured of success in whatever we do. If we take care of our employees better than anyone else, they are bound to deliver extraordinary value to customers, managers, and organizations. We have the primary responsibility of adding significant value to our team members through structured reviews, timely and continuous performance feedback, genuine appreciation, practiced meritocracy, and effective coaching. Life is work, and work is life, and both are interesting and challenging. The need of the hour is to integrate both and bring out the passion for success in life.

5. Career Mentors

A manager as a mentor is about providing constructive feedback, direction, and kind-hearted advice. Mentoring is a journey and not a destination, and it’s a long process which involves intense participation and dedication. It is based on mutual convenience, commitment, and involvement in self-discovery and continuous learning. As a Manager, the primary role is to make the other person succeed in his/her professional life. Periodically, find time to have white-space discussions not focused on immediate tasks, but focused on a long-term career. Discuss ways, methods, and means for employees to progress in their professional journey and achieve their dreams.

In a nutshell, employees are the most vital and irreplaceable human capital for the progress of any organization. Managers and leaders alike have the great opportunity and responsibility of developing people who shoulder the responsibility of driving the new economy. Aim not to teach, but to inspire!

Employees in most organizations spend several hours each week in meetings. All employees, regardless of their position and where they work, will at some point have to attend a meeting with co-workers. However, the leaders of the organization must recognize that a lot of resources are tied up in meetings and each meeting must be productive or they risk tying up future resources in follow-up meetings. Here are a few of the components of a good meeting:

• Commonly described and understood objectives
• A clearly defined process for achieving those objectives
• An understanding that participants will arrive to the meeting prepared, or have an interest in the subject
• A sense among participants that their opinions and decisions are valued

The reason that so many meetings are unproductive is because they lack the qualities mentioned previously. The main reason they lack some or all of these qualities is because the leader of the meeting lacks facilitation skills. Organizational leaders can lack facilitation skills for a number of reasons, often because they: don’t have any sort of meetings training, or they possibly can’t keep their personal biases from affecting the way the meeting is run. Bringing in an outside expert with facilitation skills will benefit the organization before, during, and following the meeting in these ways:

• Before the Meeting: The individual will speak with the organizational leaders before the meeting to acquire needed background information and to determine the goals of the meeting itself. The individual with facilitation skills will also ask organizational leaders for information about existing personality conflicts, so that they can be dealt with during the meeting. Once the individual has collected a sufficient amount of background information, he or she will record and distribute that information to participants before the meeting so that everyone is on the same page.

• During the Meeting: These professionals rely on the extensive meetings training that they have obtained to smoothly, efficiently, and effectively lead the meeting. To put it simply, the facilitation specialist will manage the group’s meeting to: make sure that all of the meeting objectives are met, to encourage complete participation and effective thinking, and to ensure that everyone contributes to the chosen solution. The professional might use exercises or ice breakers that they learned in meetings training to coax shy individuals out of their shells, or to mediate personality conflicts. Another of the possessed facilitation skills that he or she might use is the ability to move the meeting along if the discussion gets off-topic.

• After the Meeting: Organizations will find that less future meetings are necessary since everyone will be on the same page. During the meeting, the facilitator will ensure that all agree with the solution and understand their role in implementing the solution. This makes it easier for the organization to reach its objectives after the meeting.

Organizations that are looking for a professional with facilitation skills will find that there are a number of internet companies that provide a database of individuals with meetings training and facilitation skills. The organization might peruse those databases or ask the company for help finding the individuals that are the best fit for the organization’s needs.

In the most basic terms, organizational savvy is emotional intelligence on an organizational level. It is a deep understanding of how individuals, teams, and the organization function – and the ability to react appropriately to those factors. Some leadership foundations can exist independently of each other, but an effective leader must have organizational savvy in order to move the organization forward. Let’s find out how to develop this savvy, and in the process we’ll discover what it actually is.

One of the foremost examples of organizational savvy at work is the ability to develop a give-and-take with others. The basics of this go back to the kindergarten playground, where share and share alike is a daily rule. But this also means that you should expect to give back if someone in the organization helps you out. Along with this goes the understanding of the agendas of others. An agenda isn’t necessarily hidden, but it does involve the motivation and inspiration of another person or team. Is the team moving forward quickly because their annual incentive is based on it, or do they have multiple projects that need attention right away? Is the key person you’re developing a “give and take” with someone that’s driven by personal recognition or the desire to see the entire organization succeed? As you become more emotionally intelligent as a leader, you’ll begin to understand others’ agendas.

As we move into the group dynamic, you must learn to be political. The word politics, even in its own world, sometimes brings up an ugly image, but it doesn’t have to. In organizational politics, you must be able to network, promote yourself when it’s appropriate, and build a base of supporters. Remember when we discussed influence and persuasion? This is where those abilities will come in quite handy. But the chief rule with being political is to not let it get you upset. Sometimes the politics of one person can be dirty, while those of another can be beneficial for all involved. Becoming organizationally savvy involves understanding this element and looking at politics as a fact of life and not necessarily as a good or bad element.

Another great way to move to organizational savvy is to learn how to approach various key people or teams appropriately. When you approach someone, it could be to ask for help, to challenge him or her, or to congratulate on a job well done. But you know that what works for you doesn’t work for the next person. For example, you may be the kind of person that becomes embarrassed if you’re highly praised in public, whereas one of your colleagues may gain energy from praise. Some organizations even use testing methods such as Myers-Briggs (MBTI) to determine personality types and develop communication and interaction plans. You don’t have to go this far, but it’s a good idea to keep track of what styles worked with what people.

Now that you’ve seen the good side of organizational savvy, take a look at the not-so-good side. You may have to deal with deception – not everyone’s motives are honorable and some look at organizational activity as the competition of a reality TV show. If you become deceived, you’ve got to try to figure out the person’s motive, as well as what did or didn’t happen. Still another point is that you have to be able to leverage your influence when it’s correct to do so – leaders who consistently put their “two cents” worth in the ring at the wrong time are looked upon as “blowhards”. Finally, you must be patient. The process of developing organizational savvy takes time, and, as we’ve said before, the process of influencing takes time.

How can you become organizationally savvy in various areas? Corporate savvy takes your keen observation, your patience, and your ability to understand motivation. Many times in communities or community organizations, the savvy “light bulb” may pop on when you come to an understanding of how the organization functions – good or bad. Knowing your own leadership style and seeking to understand others’ styles, motivations, and inspirations, will help you develop a savvy that comes from within. Remember to be patient, observe, and keep a record of what works in a particular group or team.

Every company must have an organizational structure which consists of many activities such as supervision, task collection, coordination, etc. There are several departments in an organization associated with different activities as wells as tasks. The Organizational structure can be related to the viewing glass for the individuals or the public viewing the company.

Ways of structuring an organization

The owners or partners operating an organization can easily structure it in many different ways. But, the ways of structuring also depends on the objectives or aims of an organization. Through the structure, the modes of operation in a business will be quite clear. There will be expressions with regard to allocation of responsibilities in each department with the help of Organizational structure. The structures can be for of a work group, branch, individual as well as a department.

Effect on Organizational action

There are two major ways where the structure of an organization affects the organizational action. Firstly, the structure provides the foundation on the basis of which routines as well as a standard operating process in an organization rests. The structural part of an organization also makes it clear about the employee or individuals associated with organizations taking part in the particular process.

Types of Organization

Organization can be divided into two major parts, namely formal and informal organization. The set of structure, which is not related to the operational action, can be known as informal organization. But when communication between employees of the same organization takes place with regard to the operation of an organization, it can be related with formal structure. The policies of each organization can vary according to the strategies of management.

Smooth operation of multinational companies

A multinational company consists of thousands of staff placed at various parts of the world. If each employee of the company abides with his or her duties and responsibilities, every activity of the organization will easily take place in a tuned mechanism. Thus, the company will be benefit with maximum result in very chip. But, it is not possible all the time. The structure of an organization is a scheme consisting of individuals, units, branches as well as departments. The relationship between each department and the employees should be forecast.

Optimizing Strength and Number

The smooth operation of the business is dependent on the structure of an organization along with the proper allocation of responsibilities to each member of the organization. If the structure of an organization is built in a competent way, smooth operation of a company can be found out easily. Sometimes due to office politics, smooth operation of a business establishment gets disturbed. It is the time to remove double and triple subordination and initiate smooth operation with proper vigilance.

A large business house may have different departments starting from the marketing department, IT, HR department, to R&D wing, etc. If everything in each department is taken care with care and effectiveness, smooth operation of the company will be backed with profit. If the main objective of the business is fulfilled, the revenue will automatically come in.

Is your organization customer-focused? As the economy regains strength, consumers will feel comfortable spending more. By fortifying your customer engagement approach now, you can position your organization to take full advantage of the eventual upturn. Fostering customer engagement is also the most effective way to recover lost customers and acquire new ones. This is because fully engaged customers recruit new customers for you – they are enthusiastic about the service you provide and recommend you to others. If you can create a customer-centric organization, you can successfully generate fully engaged customers (as well as higher profits).

There are two key variables in engineering a customer-centric organization: customer engagement and employee engagement. Through Customer Engagement Management (CEM), you can take practical steps to increase customer engagement. Although nearly any organization can improve customer engagement through CEM, we have found that customer engagement scores improve even further when organizations also use Employee Engagement Management (EEM). EEM practices create a healthy organizational culture in the workplace so that your employees feel passionate about their work. Although some immediate actions can be taken to improve employee engagement, EEM will likely involve a longer process of internal change and growth.

Customer Engagement

Generally, an engaged customer is one who actively supports a service or product. Customer engagement is more than just brand loyalty where customers are simply making exclusive purchases; instead, engaged customers are supporting the company by buying more products and services and telling others to do the same. In short, the key to a successful business is engaged customers — people who enthusiastically endorse what you do.

Unfortunately, many organizations fail to recognize how their own procedures create apathetic customers. For instance, many organizations suffer from a lack of consistency regarding customer contact. Nothing is more frustrating for a customer than having three different encounters with three different employees in three different ways over a single issue. It’s easy to see how customers are willing to switch brands when faced with such poor customer service.

A customer-centric organization wouldn’t expect its customers to navigate such complex communication structures. Customer-centric companies focus on the customer throughout everything they do. A CEM solution for such a problem would begin with getting feedback from customers to find out how they feel, ideally at the individual level and through statistically reliable market research. To do this you must identify the customer touch points within your organization and contact customers after an experience with these touch points to get their feedback. If you do this, you will have both individual customer feedback and begin to see larger trends and areas for focus. View your product or service as a real customer would. Don’t generalize or stereotype; instead, recruit actual customer to help you accurately visualize your product. By doing this, you’ll remove the focus from “the company” and put it on the customer–exactly where it needs to be.

Employee Engagement

Whether they realize it or not, customers make most of their decisions based on their emotions–how they’re feeling at a given point in time–which is why employee engagement is a crucial ingredient in creating a customer-centric culture. If employees are engaged, their interactions with customers will be genuine, not coerced or forced. Customers recognize and are pleased with such sincere service. As such, one of the major factors in increasing customer engagement is employee engagement.

The first step to engaging employees is realizing that there is not a one-size-fits-all solution for every organization. Since every company’s organizational culture is different, every company’s employee engagement solution should look different as well. Your employees are unique, so your EEM solution should begin with asking staff about their experience at the organization and then incorporating a management solution that allows managers to take action to meet employee needs.

With an increase in employee engagement, you’re likely to experience an increase in customer engagement. And with that, you’ll no doubt enjoy success.

~Monica Nolan, 2009

Guys, are you tired of your wife continually complaining about the way your closet looks? It’s true, the majority of us do not pay much attention to how our closet looks, but we all know that we should. Here are some simple closet organization tips that can really show your wife that you know what you’re doing when it comes to organizing your closet space.

Arrange like shirts together. This first of the closet organization tips is so easy. All you have to do is group the same style of shirts together. Put long sleeve dress shirts together, short sleeve polo shirts all together, etc. Also, be sure that all the shirts are on the hangers facing the same way. Even though you have done nothing more than rearrange what you already have, you will be surprised at how much neater it looks. And trust me, your wife will notice that your closet is neater if this is the only tip you incorporate.

Group all like accessories together. The second of the closet organization tips uses the same principles as the first one, except with accessories. Have one place that you put all of your belts and one place that you put all of your ties. This may be a special hanger or you may have a rack for each already. Arrange all ties so that they face the same way and hang at the same length. Do the same thing for your belts.

There you have it, some simple yet effective ways to impress your wife with your organized closet that she will really be proud of.