Is Your Management Style Assisting or Hurting Your Business?

Many times business owners can have significant differences in management styles that can deter the growth of both the employees and the business.

Employees can have differing needs that require differing methods of management as well. Problems arise when the management style of a business owner does not match the needs of the employees.

There are two basic management styles that are also broken down into more minor categories, the Autocratic Management Style and the Permissive Management Style. An Autocratic Management Style is one in which the business owner makes all decisions unilaterally. In other words, the business owner is the “boss” period and doesn’t value input from employees. The business owner’s word is law. The Permissive Management Style allows employees to take part in business decisions. A rather considerable degree of autonomy on the part of employees is encouraged in this management style.

If a business owner possesses an Autocratic Management Style, and the employees and/or type of business would benefit more from a Permissive Management Style, problems will arise, and vice versa.

Management styles may also be “situational”, in other words, should be changed depending upon the needs and growth of the business, as well as the differing situations that may occur.

How then can a business owner know if their overall “approach” or management style is hurting or assisting their business? Easy: Results.

The results of the business, in all facets of the business, will dictate which management style is needed, or if a business owner needs to amend their management style. If a business is doing well financially, if clients are routinely satisfied, if employees are happy, are all indications that the management style of the business owner is appropriate. Discontentment and loss of business would be indicators that the approach is incorrect.

An example of this will explain this principle further:

Karen R. successfully managed her own business for several years. She employed a rather Permissive Management Style, allowing the employees plenty of input, with a rather “family style” atmosphere developing. The employees were very much engaged in the business and considered the business “their own” as well, leading to much devotion on their parts.

However, as the business grew, so did the demands of the clients. It became imperative for Karen R. to change her management style to the Authoritative Management Style, as she needed to quickly enforce parameters, and complete projects. There simply was no time for discussion among the employees, and no time for multiple approaches to each project.

This led to much discontent on the part of the employees, and they needed to be reminded that their opinions were no longer welcomed repeatedly, which left Karen R. frazzled and stressed too.

The solution: Karen R. engaged a series of psychological tests for both herself and her employees, as initially she had no clue what was wrong or how to relieve the problems. This test revealed that she was being somewhat “overly authoritative” in her approach, and also that her employees were “too expectant” in their demands that she include them in decisions. A compromise was reached, and Karen R., now allows some “input” from the employees, but retains the right to make a decision unilaterally. This combination of Authoritative/Permissive Management Styles has led to the relief of the stress within her organization, and has also led to increased happiness and productivity on the part of the employees.

Without a good knowledge of their own management styles, or psychological approaches to business, business owners can set themselves up for problems. They may be so difficult in their approach, and so set in their ways, that they in essence, would not put up with this behavior if they worked for themselves. Or they can be so passive, and so permissive, that they become “doormats” for the employees, thus not achieving enough control over the business. Karen R. above is a good example. Her Authoritative Management Style, when adopted, became much too rigid for the growth of the business, and this was because of her perceived “need” for control in a business that was growing rather rapidly. Because she herself felt somewhat overwhelmed by the growth, she tended to approach the employees, with an attitude that was too strict and unrelenting.

Assessment of situations, along with psychological tests administered to all within a business, if problems arise, can go a long way towards alleviating the problems. These tests are generally available online or from Human Resource providers.

Business owners can’t rectify a problem or their own behaviors or that of their employees, unless they know specifically what these problems are. Insight into themselves and others, will assist business owners into successful resolution of all problems as they occur. Knowledge of behaviors and knowledge of management styles, can prevent problems in management problems before they happen.

Management Styles – An Alternate Paradigm

Management literature is replete with the information on different managerial & leadership styles (in business context) and theories & experiments that explain them. As advocated by the renowned management gurus repeatedly, there is no one panacea style. Like human organisms, organizations too are subservient to circumstances, some within their control and some beyond their command.

Here is an effort to view the management styles (and not the managerial or leadership styles) from the author’s eyes. To some readers, it could appear as regrouping of the information already available and that is perfectly fine. Nevertheless, if regrouping helps absorb the concept and information better, then why not try?

Experiences show that there are 5 predominant styles of management, operating either on a standalone basis or in combination, depending on the size, complexity and challenges of the businesses of an establishment. Let us briefly look at each of these styles.


As the word says, the management is developing the businesses gradually or in phases. Depending on the priorities and resources available, some functions of the business need and get more focus, but eventually, all functions of the business have to run in harmony. The progressive style suits when there is sufficient scope for market growth and there is a relative scarcity of competition, either on the product / service basis or for the business. In the current economic and entrepreneurial environment, such a style will be suitable for new businesses or concepts with high entry & exit barriers. The challenge here is to intensify the operations after the business reaches a certain scale as the barriers start dismantling by then. The major flip side of this style is complacency or even laissez-faire.


The adjective means returning or rolling back to a former or less developed state. This is classically true for government organizations and in some cases, even for the government. More than the style itself, it is always interesting to fathom out why, when & how such a style comes into play. It somehow resembles the concept of self-fulfilling prophecy. In a few instances, it could be entirely a well-informed management decision backed by a comprehensive analysis. However, it most other cases, it is on account of lack of foresight, inadequate internal controls, fudging of data & information leading to inaccurate MIS, promoters not being focused, the Board being lost on “other” important issues, etc. In a way, regressive style comes into play more subtly and without the management being adequately cognizant. It just sneaks in. If the competition or the market grows faster than a particular company, then the company’s management style still could be termed as regressive in a relative sense. The major flip side of this style is an inexplicable loss of key resources.


This style is a lateral form of regressive style. It is observed in many cases that for no valid reasons, the management loses focus on the existing & robust businesses, and suddenly expands its product / service range, coverage, capacity and so on without adequate decision-making or logic. Such expansions by default lead to reallocation of resources irrespective of their opportunity cost. Many of the failed unrelated diversification can be attributed to the digressive style of management. In some instances, it becomes exceedingly hard to recover, if the management takes too long to comprehend the distance travelled. One of the reasons for such a style is having too many priorities coupled with absence of timely decision-making. Besides, the second or third generation young entrepreneurs want too many experiments at a time. Like its vertical form, the major flip side of this style too is an inexplicable loss of key resources and also the likely deterioration of the existing & robust businesses.


Enron & Satyam are two classic cases wherein the management had turned transgressive. The key management officials of these companies not only violated the laws of the land, but also crossed moral boundaries and social norms. One need not be a rocket scientist to recognize the underlying reasons for such a style. They are obviously greed, lack of fear and absence of respect for laid down norms (legal or otherwise). The recent case of punishment to a leading financial wizard (of Indian origin) in the USA could also be ascribed to his transgressive style. The major flip side of this style is the permanent loss of stake-holders’ (employees, investors, government, society) faith in the Board, in the management or in the supporters of the management.


In the business parlance, aggressive management style implies speed with determination and audacity. Few other words that match the meaning are energetic, dynamic and enterprising. The challenge is to make sure that the aggression is supported by robust decision-making process at all levels of the organization because, speed requires ‘on-the-spot’ decisions. In the sectors where there are too many players and low entry & exit barriers, it is a must for every management to embrace this style. In fact, the management of the leading companies should be more aggressive to keep the leadership, i.e. the business growth-rate should outsmart the market growth-rate. With speed, comes the higher chances of accidents & even casualties. So the aggressive management style demands a warlike preparation on all the fronts. The major flip side of this style is the unavoidable bloodshed, mostly internally.

By the way:

As long as the management knows its style and the road backward or forward depending on the style, there should not be any trouble. Likewise, when the management is fully aware about the pros and cons of the style and have made them public, its choice of style would be termed as legitimate, except for the transgressive one.

The key point in a nutshell, is that the level of accountability demanded by the external & internal environments has moved up substantially in recent years and no management can any longer afford to neglect this dimension of “accountability”.

What’s Your Management Style?

All in all there are 6 managerial styles. Now what I am
not saying is that there are any right or wrong answers here.

You as a leader need to adopt the right style to fit the
situation and the person. But what I am saying is that
some styles are better suited to certain situations than others.

And also, if you keep to the same style no matter what the
situation this can have adverse affects from you staff and

So, want to know what the 6 managerial styles are and what
they mean?

Here goes!


Manager who uses this is intent on obtaining immediate
compliance from employees. Conversation is one way.

Very directive. He/she tightly controls situations and
emphasizes negative rather than positive feedback.

The manager wants employees to do their work exactly
as the manager wants it.


Do you use this style?

What situations do you think it would be appropriate to use this style?

What situations do you think it would not be appropriate to use this style?


The manager’s goal here is to provide vision and focused
leadership. Long term thinking and a clearly stated direction.

Decisions are made by the manager but some employee input is
sought to reality test decisions. This style also relies on the
skillful use of influence to gain employee buy-in to decisions.
A firm but fair approach.


Do you use this style?

What situations do you think it would be appropriate to use this style?

What situations do you think it would not be appropriate to use this style?


Manager uses this to promote harmony, cooperation, and good
feelings among employees.

Affiliative actions include accommodating family needs that
conflict with work goals, quickly smoothing tensions between
employees, or promoting social activities within the team.

The manager pursues being liked as a way to motivate people.

He/she puts people first and tasks second.


Do you use this style?

What situations do you think it would be appropriate to use this style?

What situations do you think it would not be appropriate to use this


Manager focuses on building group consensus and commitment
through group management of the decision-making process.

Requires a hands-off style and a heavy emphasis on team
participation. Employees are trusted to have the skills,
knowledge and drive to come up with decisions to which everyone
is committed.

Manager’s role is only to fine-tune and approve the plan.


Do you use this style?

What situations do you think it would be appropriate to use this style?

What situations do you think it would not be appropriate to use this


Manager uses this style to focus on accomplishing a great deal
of top quality work him-or herself. Employees are thought
capable of achieving their own goals with little supervision.

When performance is not up to standard, the manager will do it
him- or herself.

Emphasis on “Doing it myself”


Do you use this style?

What situations do you think it would be appropriate to use this style?

What situations do you think it would not be appropriate to use this


Directed towards professional growth of employees.

Manager focuses on helping employees identify their strengths
and weaknesses, improvement areas and set development plans that
foster career goals.

Manager creates an environment that supports honest self-
assessment and treats mistakes as learning opportunities in the
development process.


Do you use this style?

What situations do you think it would be appropriate to use this style?

What situations do you think it would not be appropriate to use this

You will always have a dominant style that you use more than
any other. It’s always really interesting to see the mix of how
often you use the other styles as well.

Think about what styles you use the most often.

Are they effective?

Are you a one dimensional leader that uses the same
style over and over again?

What could you do to develop you skills in the other managerial

I’ll leave them with you!

Sean McPheat is the Managing Director of MTD Training, a leading UK management training company. Sean is regarded as one of the leading authorities in leadership development has been featured on CNN, ITV, BBC and Arena magazine to name but a few.

Management Styles and How to Make Them Work for You

Management Styles

What are management styles? Management styles are the characteristic ways that people make decisions relating to or affecting their subordinates.

The style used depends on a number of things including the decision to be made, the competence of the employees, the confidence of the employees, who the decision affects and the urgency or importance of the decision

The styles generally fall into four main categories:


Autocratic management style Autocratic managers take all the important decisions themselves with no involvement from their employees.

This can be exactly the right thing to do when decisions are required immediately or there is an emergency. It is also effective when working with people with limited skills or who are new to a job or position.

The disadvantages include little or no two way communication; this can result in poor worker morale and the creation of a “them and us” culture in an organisation.

Autocratic managers believe that they have the ability to make the right decisions when decisions are needed.

There are two sub categories of the autocratic management style:

Directive Autocrat

This manager makes all the decisions unilaterally and manages all employees closely.

Permissive Autocrat

This manager also takes all decisions unilaterally but does allow employees some leeway when carrying out their work

Paternalistic management style The paternalistic management style is still dictatorial but takes into account the best interests of the business and the employees.

The manager will usually explain decisions to employees and actively encourages. The responsibility for making the decision still lies with the manager. This management style can develop a more motivated workforce who perceive their needs are being met.

The disadvantages are slower decision making due to consultation; it is still a more autocratic/dictatorial style of management.

Democratic management style The democratic style of management takes all employees’ points of view into consideration before a decision is made. Decisions are often made by the majority and communication is essential between managers and staff. This management style is extremely useful when managing highly skilled employees whose points of view will be essential to the success and implementation of any decisions. This management style also has a positive impact on company morale as staff can see that their direct input has a place in the decision making process.

Disadvantages are the time it takes to make a decision. Also, errors can occur if staff are not as competent as they need to be or not as competent as the management believes them to be.

Laissez Faire The Laissez Faire style of management lets the staff manage their own areas of the business; the manager may only have a limited input or even none at all.

The advantages of this style include more time for the manager to concentrate on the things where they can have the most impact or produce the best results as well as improved staff morale, involvement and responsibility.

Disadvantages include staff making decisions where they are either not competent or don’t have sufficient information as well as a potential lack of focus or direction.

There is also a risk that the staff end up feeling neglected or ignored.

What style of manager are you? Now that you understand the styles of management can you figure out which category you usually fit into?

Most of us tend to use one or two styles more than the others.

You should ask yourself whether that is the right style of management for you and your business at the moment or for any particular decision or group of staff.

Moving to a new style or being able to switch between styles may increase your company’s profitability and effectiveness.

Sales Training International has extensive experience in helping managers develop their management skills and to use the appropriate styles in each situation.

Develop Your Successful Management Style

Each individual in any management position has developed a management style, a behavioral approach to managing others. There are basically 3 styles addressed in this article which are the Autocratic style, the Democratic style, and the Catalytic style. Let’s define each and the most outstanding single characteristic of each style.

The Autocratic Style (natural style): Dictator, My Way OR the Highway approach, I’m in Charge here and you are to do as I detailed, don’t think, just act and do it NOW, demands respect from everyone even if it has not yet been earned, call me MR or MRS or SIR/Madam.

The Democratic Style (natural style): Close friend, father figure, no one ever makes a mistake, any and all results are acceptable, take your time we’ll get it done, accepts any and all suggestions from subordinates even if the suggestion may be wrong, does not discipline or control the staff, staff controls the manager, has a great need to be liked by everyone at every level, call me by my first name.

The Catalytic Style (Learned/developed blended style): Teacher style, trainer, developer of subordinates, coaching style, teach what they know and show as they go style, strives to achieve results above expectations, explains plans, details expectations, maintains control but expects input from all subordinates, is respected by subordinates and by all management because respect has been earned through performance.

At first glance you might believe that the only style that is best of the 3 styles is the Catalytic.

Each style has its appropriate time and place and each can be successful under specific circumstances. Management styles are developed by the individual and are natural tendencies. We are all influenced throughout our business career by those around us who have managed us as we ascend into management position ourselves. Our developed style can begin as early as grade school level and further develop in high school and college. When we enter the work force and begin to report to our first supervisor/manager our future management style begin to evolve even further.

When the time comes and we are promoted into our first management position many want to be like their first manager. This could be a positive evolution or perhaps a negative one. Let’s assume, for this exercise, that our first manager was a really wonderful person, very friendly with the entire staff, and displayed a father figure management style. People who report to this manager, including you, may not have performed as well as you could have because your boss was such a nice person almost any type of performance was considered acceptable even less than expected results.

This management style, although comfortable to all of the direct reporters, may not be as effective as it could be and the results achieved may be found to be unacceptable to upper management.

You recognize that this is an example of a Democratic management style and although well-liked by all may not have an extended shelf life as a manager due to the lack of acceptable performance but the unit this manager is managing.

Let’s address another example of a different management style, the Autocratic. This manager has very high almost unreasonable expectations which you are to live up to at all times and if you don’t it becomes a watch-out environment. This manager usually raises his voice when speaking to any person on their staff, pounds his hand/fist on the table at meetings, criticizes in public and rarely shares any praise to any member on the staff. This style usually doesn’t explain plans of action or details of expectations. Dictates duties and responsibilities, usually does not welcome input from the workers, rejects suggestions and uses verbal force at every turn. Remember under certain circumstances and conditions this may be the management style needed.

Example: Upper management has a department filled with very qualified, experienced and talented employees who, under their present democratic manager are performing below acceptable results. Now it is time for a change. Consider someone who has a natural autocratic management style. Why? A drastic change in results are necessary and critical to the overall performance within the organization and a person who is going to go into this department with the sole mission of cracking the whip and get the job done and quickly turn results around. The downside danger is employee fallout. There may be some fallout because of the sudden change in management style but the best of the staff will rise to the demands of the new manager IF their goal is to stay with the organization and to move forward and upward.

We can readily recognize a severe change in the sports world. A football team has had the same coach for several years and in the last year or so the team has not had a winning record, has not qualified for any playoff games and ownership is now faced with a coaching change. You have witnessed a change from a long term democratic coach to a dictator autocratic style head coach and staff. The very next season the team is now a winning organization and goes to the playoffs. Keep in mind an autocratic style manager/coach usually has a short shelf life, perhaps 2-3 seasons and then another change will have to be made and now ownership is looking for the blended management style coach, the Catalytic coach.

The Catalytic manager/coach due to the fact that this is a blended style of both the Autocratic and the Democratic styles will now have a long shelf live with the department/team and will produce winning results on a consistent basis.

Can an autocratic and democratic management style change to become a catalytic manager?

Yes. The catalytic is not a natural style like the other two styles. The catalytic style is learned and developed style over a period of time. What is needed to develop the catalytic style is proper training and direction from a strong catalytic manager who is willing to take the other style individuals under their wing and spend time changing their approach to managing subordinates which is to include training and developing to cause a change in their behavior tendencies and approach to others.

Advertise Medical Equipments

Except the medicines, with the advancement in medical equipments we have created various machines and other units that helps the doctor in diagnosis our disease and medical problems. We have X-ray machines, ventilators, anesthetic machine, blood pressure monitor, ultra sound machine, CT (CAT) scan machine etc. These are very helpful machine of modern time. With the advancement of technology, medical science has witnessed a great boom in the last few decades. Today we have cures and treatments of almost every disease except a few like cancer and AIDS. Due to this advancement in medical science human existence become more reliable. Now we are sure that we can save ourselves from various hazardous diseases.

If we talk about medical equipments that work at fitness equipments also, we have various such products such as Knee belt, infusion pump, air purifier, nebulizer, diabetic shoes, walkers etc.

In our childhood we don’t need such thing, but thanks to medical science for making the life of senior citizens or the old age people much better than they used to live. Home medical treatment equipments are must for the old age people. But excluding these high tech machines such as CT (CAT) scan and X-tray machine, medical science has constructed various other medical equipments also that make our life more comfortable and soothing. Medical laboratory equipments, surgical equipments, medical oxygen equipments, and disposable medical lab equipment there are divided into various categories.

If you are an old age person and want to keep yourself updated with recent medical innovations and equipments, there is a lot of information available on internet. Various websites provide information on health maintenance for old age people.

There are various online classified websites, which contains contact info about who deals in sell and purchase of used medical equipments. If you are an individual and cannot afford to buy new equipments as they are very costly then you can buy this equipment at low price by finding old medical equipments dealers through these classifieds websites. And if you are in medical profession and establishing your personal clinic then also you can buy expensive medical equipments in reasonable prices.

Working with Employment Agencies – Picking One which Fits into your budget!

Employment agencies are the most useful choice for anyone, who wish to change or find jobs .Nowadays the look for jobs are becoming very hard even when using the normal methods. Today some people are willing pay a particular sum on the agency, provided the agency finds them a good placement. The experienced businesses most often have collaborations with various companies in numerous industries .At often times these agencies would be the just one providing opportunities that cannot be found any place else. You will find agencies which are dedicated to any type of jobs they give. Therefore people from specialized fields like medical care and executive levels can approach these agencies.

“Staffing agency’ is the one other name for the employment agencies. These agencies offers temporary staffing methods of companies which might be in need of workers. Here, the employees do not need to pay the agency any amount of cash as it is the company which contacted the agency. These organizations may help companies find people for those stages of work, from the computer professionals to day’s laborers. The period of time of the agencies work may vary from your day to your months. It is rather present with get the Companies to employ a short while worker permanently, provided their skills be satisfactory

Know of the sort of individuals who the employment office can be ready to work with, before approaching one. There are several agencies which cope with the placements of top level executives, and so they generally expect experienced those that have managerial, leadership qualities. There’s also agencies which will not consume men and women without per year or two experience with regards to providing workers to the medical and computer industries. Folks who currently have work will find it challenging help the agency’s schedule .While temporary workers have zero choice and work the given schedule, understanding that you can find probability of them being hired.

Industrial or general employment agencies can provide jobs for individuals who want jobs for any short period of time period . In terms of employment agencies the restrictions are less as well as the opportunities are lots of. Whether you have completed your school or college , these agencies will find you jobs accordingly. From time to time you will find organizations who claim to be employment agencies and they cheat the innocent with hopes of providing them with good job opportunities. Become acquainted with your neighborhood agencies and don’t let yourself to use any organization that needs contact through 1-900 numbers. The legal employment offices have zero problem should the contract is fully being read before you sign them.

Publishing Industry Jobs

As recently as five to seven years ago, careers in the publishing industry were actually limited because of the small number of existing publishing houses, and the majority of those have been privately owned for generations and remain so today. However, many opportunities exist in the publishing industry because of the new innovative technology that has arisen out of the Internet.

Probably the most obvious job within the publishing industry is that of an author. The second most well known or recognized job outside of the publishing industry is that of a literary agent, and the third is editor.

Authors write the material or texts that are to be published. They submit their work to literary agents who forward the work onto the editors of publishing companies. Sometimes authors will forward their work directly onto the editor, foregoing the agent who will take a percentage cut of the author’s paycheck.

If the author is really lucky, the editor will call him directly with a job.

One of the problems is letting go of out-dated thinking and processes. While some places may have a ‘top-down’ problem, others have leadership that actually do think in terms of the 21st century and new media opportunities. But they are most likely the exception. Part of the problem is one of a slow-to-change work culture.

There are many (great) veteran editors and sales people in publishing companies near and far that have held on tightly to the same way of doing things; editors used to only have to work on a print version of a magazine and sales made fairly easy commissions on recurring print advertising. Now editors frequently have several outlets to satisfy (print, web, podcast interviews, webcasts and, yes, videos) while sales people have to sell sponsorships for these new content vehicles. Sales people also need to understand these new technologies to convincingly sell them.

Thepeople working in desktop publishing use a computer software in order to produce and format publication material. They basically use numbers, text and data to prepare the publication material. The publication material can range from newsletters, newspapers to magazines and books.

There is a huge demand for people in the desktop publishing industry. In fact the statistics show that about 4 out of 10 desktop publishing professionals work in various newspapers, books, periodicals and directories. Every 1 professional out of 4 work in the printing industry and other related activities.

The statistics also show that employment figures are also expected to grow faster in the near future.The jobs are easily accessible for people with a certificate or degree. To receive a degree you can get a training from an accredited vocational school or college. The time that you’ll have to invest in order to get a certificate in desktop publishing is not much, in fact it in about a year, what it takes to get yourself a desktop publishing certificate.

There are other lesser known jobs in the publishing industry other than author, agent, editor, and publisher. One of these lesser known jobs is that of author publicist. The publicist takes the published book, the author, and puts together a public relations campaign that goes beyond simply marketing. If the author is a growing phenomenon, chances are that the publicist can be seen right beside the author during book tours.

All Credit Repair Companies Are Not Created Equal

With thousands of credit restoration companies conducting business across the country, finding the right one can be difficult and intimidating but it is imperative that you take the time required to not only find a reputable one but also find one that has the knowledge, experience and ability to provide the level of service you expect and the optimal results you deserve. Your decision should not be impulsive. Choosing a bad credit restoration organization will leave you vulnerable and increases the probability that further damage will be caused to your personal credit file but on the other hand, choosing a good credit restoration organization has the potential to be one of the best financial decisions of your life by dramatically cleaning up your personal credit file and improving your credit score. There are numerous items to consider beyond price when making your decision. Recognizing the difference between price and value is imperative as seeking assistance from a company in the credit repair industry is almost always a case of, “You get what you pay for”. The following paragraphs explain the four types of credit repair companies that make up the industry and what to expect from each.

Credit Repair Company Type 1:
The first type of credit repair company is typically a one-man show run out of a home office. In general, this type of company advertises extremely low rates for their service and will usually have unbelievable service guarantees to top it off. It is not uncommon for this type of credit restoration organization to be a complete scam and take the consumers’ money without providing any service at all. Moreover, if you are dealing with a company that falls into this category you are lucky if the only thing you lose is your money and not your identity in the process. In this day and age, identity theft is happening on epidemic proportions. Unless you know the company to be reputable, you should think twice before handing over your personal identification information.

While all credit restoration organizations that fall into this category are not scams, it is very common for the individual running this type of company to be completely unaware of the compliance all credit restoration organizations must adhere to. This company will typically use 3 or 4 standard dispute letters that are extremely generic and not intended to be used in every situation. Although using standard dispute letters may provide some level of positive results, their use also has the potential to further damage your credit. Moreover, the use of standard dispute letters usually only provides temporary results as the negative information removed from your personal credit file will most likely reappear on your credit file the next time it is reported by the creditor.

Credit Repair Company Type 2:
The second type of credit repair company generally appears to be much more legitimate. They will have a physical office but similar to credit repair company type 1, they only use the same standard dispute letters mentioned above. While typically not intending to operate illegally, compliance issues are usually overlooked. The largest difference between credit repair company type 1 and 2 is that the second usually makes use of an inexpensive software program that allows it to produce volume and handle clients on a much larger scale. The letters used are extremely generic and for that reason, will not get the best results possible. Although this type of credit restoration company may do a large amount of business, they are not setup to handle consumers that have specific credit related problems. This type of credit restoration company uses more of a cookie cutter approach.

The first two types of credit repair companies mentioned make up for more than 90% of the credit repair industry. Credit repair company type 3 and 4 are completely different and make up for less than 10% of the industry. It is very important to note the differences.

Credit Repair Company Type 3:
Not only is the third type of credit repair company usually compliant with the laws governing credit restoration organizations, but it is also usually well versed in the U.S. Code used to dispute negative credit items on the consumers’ credit file. Using more than just standard dispute letters, this type of company can be much more effective than the first two. Because this type of credit repair company has such a good understanding of the U.S. Code related to credit, it is typical for this type of company to offer custom credit repair work to its clients. The ability to provide custom work for its clients allows this type of company to go above and beyond the level of service provided by the first two types of credit repair companies.

Credit Repair Company Type 4:
The forth type of credit repair company is very much like the third type in that it is usually compliant with federal law, extremely well versed in the U.S. Code required to be effective in the credit repair industry and typically also offers to perform custom dispute work for its clients. The largest difference between credit restoration company type 3 and 4 is that credit repair company type 4 has attorneys on staff or is contracted with a law firm. Credit repair company type 4 will also usually be more expensive than the other three credit repair company types but will almost always be more effective. Not only can an attorney based credit restoration organization provide the best results possible, but a credit restoration organization that has attorneys on staff or is contracted with a law firm can also enforce the consumers’ rights should legal action be required to correct inaccurate items on a consumer’s personal credit file. Beyond that, by using an attorney based credit restoration company, the consumer can minimize the possibility that an item will be re-reported by a creditor as an attorney has the ability to take additional steps to block negative items from being re-reported on a consumer’s personal credit file. There are very few credit restoration organizations that fall into this category.

As you can see, it is not only important to find a credit restoration organization that is staffed with subject matter experts and has the ability to provide great results but it is also very important to find one that is compliant with the guidelines set forth by the federal government. Further, you should now understand the benefit of using a credit restoration company that has attorneys on staff or is contracted with a law firm. Your credit report has more of an influence in determining your financial future than most anything else. You should not put your credit report in the hands of just anyone. Choose a credit restoration company that is compliant, well versed in the related U.S. Code, staffed by subject matter experts and attorneys or employs the services of a law firm.

Emergency Response Systems For The Elderly

Emergency response systems are used to summon assistance during an emergency situation. An emergency response system is an electronic gadget and it is easy to operate. This device is also known as a Personal Emergency Response System. An emergency alert system is a basic no-fuss instrument as this device is specifically aimed at senior citizens and disabled people who live alone. This gadget is devised to provide immediate response as well as protection in case of any crisis. The emergency response system for elderly is a wise investment.

It will help the individual to get immediate medical assistance during an event of an accident. Because the longer the patient is left untreated, the intensity of the damage increases. Getting immediate help can make a difference between permanent damage and complete recovery. The emergency response system for elderly offers easy and instant access to help when the disaster strikes. People suffering from any serious medical condition or incapable of physical movements can use Medical Emergency Response System. Lightweight and portability are the two best features of emergency response systems that make it all the more comfortable. These devices are also available as medical alert jewelries. It can come in the form of a bracelet, necklace and so on. Your loved one certainly won’t feel awkward and self-conscious while wearing this medical alert jewelry. There are two kinds of emergency response systems available – monitored and the non-monitored. The non-monitored emergency system has two sections: • A handy radio transmitter with a built-in speaker phone • A console that has a connection to the phone line During an accident the user has to press the button of the transmitter sending a wireless signal to the console. Then the call is directly transferred to the 911 emergency services and the user can directly communicate with the 911 operator. There are three basic elements in a monitored emergency system: • A radio transmitter equipped with a help button • A console connected to the phone line • Connection to an emergency response center to receive the alert call During any emergency situation the user presses the “Help” button of the transmitter. This emergency button for elderly generates a wireless signal that is converted by the console into a digital signal. Then the digital signal is transmitted through the phone line to the monitoring center. The operator at the monitoring center talks to the individual to understand the intensity of the situation and the kind of assistance needed. In case the user cannot be communicated, the caregivers are alerted by the monitoring center. If the center fails to contact any caregiver, it immediately informs the appropriate emergency help like paramedics and so on. The emergency button for elderly sends signal to the center incase there is no speaker in the alert system. It is always a good idea to invest in an emergency response system. It can contact the emergency services if needs arise and immediate help can save your loved one.