...Compensation Overview Making Money With WakeUpNow Income Disclosure available at wakeupnow.com/ids. Avg. IBO earns less than $100 Version 3.2014.001 Income Disclosure available at wakeupnow.com/ids. Avg. IBO earns less than $100 Version 3.2014.001 Table of Contents Welcome How Do I Get Paid? Retail Payouts Team Payouts Compensation Plan Chart Luxury Payouts Customers and Structures Conclusion Income Disclosure Statement 1 2 4 6 8 11 18 19 20 WakeUpNow: Live the WUNLIFE. Income Disclosure available at wakeupnow.com/ids. Avg. IBO earns less than $100 Version 3.2014.001 Welcome Congratulations on joining WakeUpNow! WakeUpNow’s business model is built on the oldest type of advertising: wordof-mouth. Instead of buying advertising like television and radio ads, WakeUpNow pays commissions for sharing its amazing products and services with others. It is important to understand that all commissions are based on the sale of products and services to end consumers—that is to customers who purchase WakeUpNow products for their personal use. When you elect to convert from a Preferred Customer to a distributor (Independent Business Owner or IBO), you have taken the first step to earning commissions. You don’t earn commissions for recruiting other IBOs, but you can earn commissions whenever those IBOs or their customers buy products and services—and the more IBOs you bring in, the more products your organization can sell. This guide is your quick look at how WakeUpNow IBOs make money...
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...for every founder was pretty logical at the moment when NanoGene was created, but as it seems through time this should have changed. As time went by roles within NanoGene were changing and also responsibilities, so compensations and salaries may have changed according to the duty the founder perform and some equivalence with market salary for the same job. As a potential venture investor the way the equity is divided within the founders is relevant, because it´s easier to negotiate and get to agreement when you treat with one or two, rather than a group of people (with common interests, but potentially different points of view). •Evaluate the size and composition of the founding team. What is the difference between being a founder and an early employee? Hint: try to understand well what it means to have "options". The founding team was too big, this is a problem when decision-making time comes, you have to agree with everybody else, so agreement tend to be simpler when less people( and opinions) are involved. In respect to the composition of the team, it is better that somebody owns at least a minimum amount more than the others, so he can have the decision control. A founder owns a percentage of NanoGene Technologies´s equity, while an early employee has an amount of options, what refers to a discount when he wanted to acquire shares. So an early employee has a potential participation in the NanoGene if they decide to do effective. Also the salary of a founder is bigger...
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...Part 4: Founder – (or Founders-) Related Issues * Founder of founders experience in the industry/ are of high potential and with experience. All products are specially hand made and designed. The experience is due to the many years of this type of work as a hobby that had eventually seen its potential as a growing business. * Found or founder’s skills as they relate to the proposed new ventures product or service/ is of high potential, and the founder is at a highly skilled level. Due to the amount experience there is a great level of skill that is put into the creation of these products. * Extent of the founders professional and social networks in the relevant industry/ is of moderate potential because of the only form of networking is Facebook, with there still being room for potential growth. * Extent to which the proposed new venture meets the founder or founders personal goals and aspirations/ is of high potential and strong. Founder is focused on goals set by herself and measures goals with each product being made on time or in time for sale. * Likelihood that a team can put together to launch and grow the new venture/ has high potential and is very likely depending on the desire to want to grow the business or consumer demand for products. With that it can become very likely to put a team together to get products out more efficiently. Part 5: Financial Issues * Initial Capital Investment/ is of high potential and requires a...
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...The data of FOUNDER TECHNOLOGY GROUP CO.LTD between 2012 and 2014 is as follows: | 2012 | 2013 | Compared with 2012 | 2014 | Compared with 2013 | Current ratio | 1.54 | 1.51 | -0.03 | 0.86 | -0.65 | Quick ratio | 1.26 | 1.32 | 0.06 | 0.66 | -0.66 | Cash ratio | 0.60 | 0.74 | 0.13 | 0.31 | -0.43 | The data of TSINGHUA TONGFANG between 2012 and 2014 is as follows: | 2012 | 2013 | Compared with 2012 | 2014 | Compared with 2014 | Current ratio | 0.96 | 0.92 | -0.04 | 0.92 | 0.01 | Quick ratio | 0.64 | 0.63 | -0.01 | 0.62 | -0.01 | Cash ratio | 0.22 | 0.24 | 0.02 | 0.24 | 0.00 | (1)Current Ratio From the data, we can see that the current ratio of Founder Technology between 2012 and 2014 is continuously declining which means that the Founder Technology’s ability to pay its bill over the short run is becoming weaker. In 2012 and 2013 the current ratio is above 1, but in 2014 the current ratio below 1 which means that the net working capital becomes negative. The Founder Technology should strengthen its ability to pay the bill in the short run. TSINGHUA TONGFANG’s current ratio between 2012 and 2014 slightly declined. Although it is stable but it is lower than TSINGHUA TONGFANG’s ability to pay its bill in short-term should be strengthened. Compared with TSINGHUA TONGFANG, the current ratio of the Founder Technology is less stable, but in 2012 and 2013 the Founder Technology did better than TSINGHUA TONGFANG. In 2014, the Founder Technology’s...
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...Succeeding the Founder How to Lead a Successful Transition as the Successor Photo Copyright © 2012 Judd Patterson Photo Copyright © 2012 Judd Patterson Reprinted by permission from The CEO Advantage Journal, a publication of CEO Advisors, LLC. Visit w w w.tcajournal.com. by Ben Anderson-Ray and John Kobasic N AUGUST 24, 2011, Steve Jobs resigned his role as Apple CEO and was replaced by Tim Cook. This followed a seven-month period in which Cook was already functioning O O as CEO while Jobs focused on fighting the health problems that ultimately took his life on October 5. Many are watching to see how this unique leadership transition will work out for Apple, but it is not the first unique leadership transition they have faced. Jobs, of course, was the cofounder of Apple, but organizational infighting led to his ouster when John Sculley took over in the mid-1980s. Sculley oversaw the growth of the Macintosh and thus the company, but when that growth slowed and new internal issues arose, a series of CEOs failed to get the company back on track. In 1997, a more experienced Jobs returned and drove tremendous growth. The leadership history of Apple is a good reminder that a leadership transition–particularly one involving the founder– presents both risk and opportunity to any organization. If done poorly, it spawns uncertainty, conflict, and stress, stalling growth and exacerbating misalignment that may or may not have already been there. If done well...
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...Business Plan Writing for Small Businesses and Entrepreneurs First Screen DeVry University, SBE 440 Alex Smith Professor: Florinel-Frank Cotae July, 10, 2011 First Screen From “Preparing Effective Business Plans” by Bruce R. Barringer McDonald’s Restaurant Part 1: Strength of Business Idea For each item, circle the most appropriate answer and make note of the (-1), (0), or (+1) score. | | Low Potential (-1) | Moderate Potential (0) | High Potential (+1) | 1. | Extent to which the idea: * Takes advantage of an environmental trend * Solves a problem * Addresses an unfilled gap in the marketplace | Weak | Moderate | Strong | 2. | Timeliness of entry to market | Not timely | Moderately timely | Very timely | 3. | Extent to which the idea “adds value” for its buyer or end user | Low | Medium | High | 4. | Extent to which the customer is satisfied by competing products that are already available | Very satisfied | Moderately satisfied | Not very satisfied or ambivalent | 5. | Degree to which the idea requires customers to change their basic practices or behaviors | Substantial changes required | Moderate changes required | Small to no changes required | Part 2: Industry-Related Issues | | Low Potential (-1) | Moderate Potential (0) | High Potential (+1) | 1. | Number of competitors | Many | Few | None | 2. | Stage of industry life cycle | Maturity phase or decline phase | Growth phase | Emergence phase | 3. | Growth rate...
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...Sexual dimorphism in animals - that is the difference in appearance that subsists between the male and female sexes and the expression of certain exaggerated traits - is thought to be caused by balancing sexually selected benefits and naturally selected costs. The researchers (Darrel J. Kemp, David N. Reznick, Gregory F. Grether, and John A. Endler) posited that three effects could cause the evolutionary courses of the ornamentation of male Trinidadian guppies: founder effects, population-specific female preferences for certain characteristics in males, and sensory drive (that is, the greatest change in ornamentation would be best perceived by guppies and their main predator C. Alta). The researchers transplanted two populations of Trinidadian guppies (Aripo and El Cedro) that have been previously studied by Endler into areas with a similar decrease in predation to the Classic Aripo experiment (1980) in order to compare the path of evolution between them. Initially, the researchers noted that the “starting point” of the two populations differed in that there was limited evolution at the control site for El Cedro over 29 years which contrasts with the marked evolution of the El Cedro introduction population in 2-3 years. After cross-examining the two introductory populations, the researchers showed that “El Cedro introduction fish only evolved brighter iridescence” while the “Aripo introduction fish evolved more extensive black, orange, and iridescent markings” (pg. 4340). The...
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...National Board of Medical Examiners, and a clinical professor of psychiatry at the University of California, San Francisco. She is founder and director of the Women's Mood and Hormone Clinic. She wrote "The Female Brain" and, just released, "The Male Brain." Brizendine will appear on HLN's "The Joy Behar Show" tonight at 9. She begins by explaining that the male and female brain are mostly alike but some profound differences do exist. * The male brain has an area called “the defend your turf” in the brain. Called the dorsal premammillary nucleus. Which is larger in the male brain which makes them more alert to threats. While the female brain has something called “I feel what you feel” which allows women to get in sync with other peoples emotions by reading facial expressions, voice tones, and nonverbal cues. * The biggest difference in males and female brain is that males brain have a 2.5 times larger sexual pursuit area. * And beginning in their teens males produce 200 to 250% more testosterone that they did during pre-adolescence. * So for example if testosterone were beer a 9 yr old boy would be getting one cup a day, but a 15 year old boy would get about 2 gallons of beer in one day. That’s a lot of testosterone. That testosterone then fuels their sexual engines making it even more impossible for them to not thing about the female body parts and sex. The article then begins to talk about “the man trance” Which according to luann is the glazed eye look a...
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...By Yeo Chia Hui In an ideal world, nothing is gendered － colours, toys, chores and more aren’t segregated or discriminative; and most importantly, words are gender neutral. Alas, this is not how it is. “Many of us see language as something neutral. But language is political and often times patriarchal. In English, for instance, the word ‘testimony’ is derived from ‘testis’ (in Latin, related to ‘bear witness’ and ‘male’). You probably get the idea: only male (or men with testicles) can bear witness to an event,” said conceptual artist, Tan Zi Hao. Therefore, when the opportunity arise to come up with a female-themed artwork, Zi Hao along with Karmen Hui Chia Yin and Tan Sueh Li, typographers and co-founders of TypoKaki, designed the Women's...
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...F.A.N.C.Y. Focused And Naturally Confident Youth After School Based Program Girls Group Executive Summary The overwhelming need for gender specific youth programs have been recognized across the United States. Gender specific programming goes beyond simply focusing on girls. It represents a concentrated effort to assist all girls (not only those involved in the justice system) in positive female development. It takes into account the developmental needs of girls at adolescence, a critical stage for gender identity formation. It nurtures and reinforces “femaleness” as a positive identity with inherent strengths. The founder of T.E.A.M., Inc. (Teaching Empowering And Motivating), Janaha Ransome has the skills needed to implement a gender specific curriculum that is evidenced based an effective. As a highly skilled Chief Executive Officer, Program Manager and Assistant Director, Janaha Ransome has proven experience in building professional relationships with various community groups and developing and implementing successful community-based programs. With more than 10 years in the non-profit and for-profit arena, Janaha Ransome has developed the skills necessary to design and implement programs that promote and enhance economic self-sufficiency and quality of life. She...
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...Dove personal care brand is owned by Unilever and was first launched in 1955. Their creative strategy and sales have been consistent since the original launch. Dove is considered the world’s top cleansing brand (Dove Social Mission). Dove offers a product line that ranges from skin care, hair care, body lotions, hand creams, body wash, bar soap and deodorantsfor both women and men. Since its inception, the Dove brand has been ultimately positioned towards a female demographic, which is an aspect that will be emphasized during this campaign. Our campaign will target both men and women who use Dove body wash and encourage new consumers try Dove during our campaign. 2. What's the perceived advertising problem Does not have their own Malaysia website. Low awareness in the Men + Care line 3. Why is it important to address the issue To promote the products towards the public so they aware of the line range for men 4. Proposed target audience Primary Target: Females ages 18-34 Our primary target for this campaign is females ages 18-34. We plan to use a defensive strategy in regards to our primary target. Due to the fact that women in this age category make up so much of our market share, we want to defend the current strategy and expand upon it. Maintaining and keeping these users is of the utmost importance and we want to continue what Dove has already started and maintain satisfaction with current consumers. Secondary Target: Males ages 18-34 Our secondary...
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...In a blog by The Guardian, Laura Bates, founder of the Everyday Sexism Project, addresses a controversial topic: the dress code. Throughout the blog, she challenges the ethics of dress codes, deeming them dangerous and discriminatory towards young women. Unfortunately, her writing includes bold assumptions and emotionally charged statements. Although promoting women’s causes provokes admiration from her readers, Ms. Bates statements concerning the negative ramifications of the dress code ring hollow. Her apparent decision to combat the evils of sexism results in a blog filled with tiresome rhetoric devoid of concrete evidence. Therefore, contrary to Ms. Bates position, the dress code does not undermine young women. To begin, shopping for uniforms should not unduly hinder a student from abiding by the dress code. Shopping specifically for school uniforms would not differ significantly from a young woman’s typical,...
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...The Intern: A Film That Embraces Woman’s Stereotypes The film The Intern is directed and produced by Nancy Meyers, a famous female director and producer. In 1999, Meyers divorced her husband, Charles Shyer after their twenty years marriage with two daughters. The broken marriage actually gives Meyers inspiration to create more films and also gives her challenges to be a single mother as well as a female director. However, rather than action movies that gives audiences excitement, Meyers is talented in creating “warm” films that catch women’s changes of life attitudes at different ages. Therefore, the most frequent theme that she uses for her films is love, and her productions like It’s Complicated, The Holiday, and The Parent Trap, are widely...
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...Interview, she reveals that she aims to increase the number of females holding positions of power by creating authentic spaces for gender equality in which such barriers may be addressed. She acknowledges that it is important to move away from the negative perceptions of females in the workplace where being female is no longer synonymous with a request for special treatment or even lawsuits. It is Sandberg’s opinion that in addition to institutional barriers, there is less desire amongst females to strive for leadership positions because of the factors such as the social stigma...
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...discuss the characterizations of the female board members in relation to the behavioral model of leadership. When I reviewed this case of women on different boards serving a variety of positions, I felt that there was a comparison with all these individual women whether they are the only woman director on board or whether they are among other women directors on board. However, it’s obvious that when the board only holds one woman the level of office difficulty is higher. The three stories of female board directors where they are the only females on board are very common. These women set a picture showing that they have to give 150% in order to be heard as well as a make a difference. Women who serve as the only female on boards are almost pushed out of the way, their opinions seem to not really matter. Their voices seem not to be heard either. The first woman states that: “You can make a point that is valid, and minutes later a male could make the same pointâ€, however the male will get congratulated where as the female will not. She also mentions that until the males in the board room realize that the females are not going anywhere, the respect is not given. Basically, the women have to work harder than the men to fit in, establish themselves as well as have their voices heard. The second lady and third lady confirm what the first female director says. They each state that there is a minimum of conversation between male and female board directors and very little interaction...
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