Melida

Aljazeera TV live programs are a source of worry for the United States Government etc, because Aljazeera TV Live programs seem to be the mouth piece of Al-qaeda group and a host of other so called terrorist groups, especially now that you can watch any satellite TV station on your PC or Laptop free. For instance, after the disappearance of Bean Laden from Afghanistan, Aljazeera TV live programs became his mouth piece of sorts.

But the position of Aljazeera TV in this matter is simple. They are in business to disseminate information, just like CNN TV live , Zee TV live, Dubai TV live, CNBC TV live and Thailand TV live programs.

Terrorists and all other organizations that are looking for the medium for expressing their views find ample opportunity in live TV stations to bring to the notice of the world current affairs, actions and other information they want the people to know about.

Aljazeera as a commercial organization puts its business interest and long term survival first before other considerations, such as the position of the United States Government on issues bothering on terrorism.

As things stand today, because of Aljazeera's location and business sentimentality, it can be concluded by the United States Government that Aljazeera TV live serves the purpose of terrorist by providing undue avenue for terrorist to champion unjust courses.

However, live TV broadcasts have come to stay, and since being first to report news is the ingredient that makes a satellite TV station thick, I don't see how Aljazeera TV live will soon come short of any thickness in reporting breaking news, nor will the "terrorist" stop using the opportunity offered by Aljazeera TV live.

You can watch Aljazeera TV live, Zee TV live, Dubai TV live, CNBC TV live and Thailand TV live for breaking news, and various other interesting programs as live Tv webcast with Internet television software on your PC or Laptop wherever you are in the world anytime.

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When I was a licensed Real Estate Sales Agent in the state of Florida, I could never understand why there were agents at my office that consistently produced five, ten, even twenty times more listings than other agents, who were participating in the same sales meetings, receiving mentorship from the same broker, and had met the same licensing requirements. It always struck me as unfair, that I personally was investing in excess of 60 hours per week to barely make it, financially, in the Real Estate Industry, while colleagues were literally carving out a name for themselves as "super agents."

Have you ever wondered why one Real Estate Sales Agent has 50 or more listings at any given time, and you find yourself struggling to obtain listings in the single digits? Have you encountered a "super-sales pro," and thought he or she is really not that much different from you? Well, truth is, there is a major difference between the ultra successful Real Estate Sales Agent and you - and that difference is they know the secrets of being a "high-powered" sales professional.

I want to share the secrets I learned from a personal mentor, who did so well in this industry, he was able to retire and strictly do deals for friends, after only 5 short years. Imagine going from struggling to make a living, to having all of your financial and professional dreams come true. Think about going to work everyday, and not living with the dread of another day's work, and instead, be pumped up because you know you are about to have another profitable day. Let me take a moment and share with you, the secrets of being a "high-powered" sales professional in Real Estate.

First of all, you are going to allocate a certain number of hours per week to your Real Estate career. This requires sitting down with your calendar, and literally scheduling items such as family time, personal appointments, administrative time, prospecting time, client follow-up time, meal times, etc. After you've completed this task, you will come up with a pre-determined number of hours you can dedicate to your work. For our purposes in this article, let's say you have a family, and you've determined you have 30 hours per week to devote exclusively to your Real Estate business. If you're trying to make ends meet, you may be looking at 30 hours and be thinking - "there is no way." There is a way, and it's really about changing the way you're looking at the premise of work. Now, let's change our focus from working harder, to working smarter.

Your next task in becoming a major player in Real Estate Sales, is to hire a hard-working, experienced Assistant, to handle all of your administrative skills, answer EVERY phone call, set your appointments, do your outbound prospecting, provide follow-up with your buyers and sellers, and handle your transaction coordination. At this point, you may be thinking, "I need to be making big money in order to afford an employee," and as my mentor told me, "How do you ever expect to make money in Real Estate, if you don't have time to perform the tasks YOU were licensed for." Think about this for a moment. You make money, only when you're dealing with clients, closing sales, and dealing with referrals. Why would you ever choose to spend one moment of your precious time participating in non-profit generating items? It doesn't make good sense - and now that you're going to become a "high-powered" sales professional, you need to take an hour or so of your time to hire an Assistant. To obtain a reputable Virtual Assistant, visit my website at www.chrisarcherinc.com for more information.

Now that you have your assistant in place, you are probably beginning to see the light at the end of the tunnel. 30 hours per week, or even less, can work for your Real Estate business - when you're working smarter. Let's move our focus to finding clients. This can be a complete drudgery for the novice Real Estate Agent, or this can be an absolute pleasure! If you're following my mentor's secrets, you're going to learn to love prospecting and talking to people.

Cold calling has a place in certain industries, but in Real Estate, you want ever call, every meeting to be a warm call. We want to get your telephone ringing, and this is how we're going to do it. You, or your assistant, are going to create some excellent ads that you can run in your local newspaper. I'm not talking about the major-metro newspaper. I'm talking about the community paper, your friends and neighbors leaf through to read about the high school football team, or for a REALTOR TO LIST THEIR HOME. These publications cost pennies on the dollar to advertise in, versus your major news publications, and they are more than worth their weight in gold. You're creating your own "local brand." You're going to have brand recognition - and customers will start calling you, because in their mind, they've seen you around town.

You're going to offer your services for FREE, on a website you may have heard of before - Craig's List. You can type a large advertisement that focuses on your city or area on Craig's at no charge in most cities. Be sure you have your own website in place prior to running the ads, because you will undoubtedly get hits, and many visitors. Again, because potential clients are seeing your name/your brand out there, you'll notice more and more sellers contacting you to list their home.

So let's recap what we're doing so far. You're hiring an assistant. You're assistant can handle email and direct mail campaigns contacting expired listings, and place outbound prospecting calls to FSBO's. This is getting your phone ringing. You're having an on-going local ad in the community paper, and running daily ads, locally, in Craig's List. You're phone is ringing. Your email inbox is filling fast. Our next step is to create some strategic partnerships in the Real Estate Industries, to get our referral base cooking.

You're going to have your assistant sign you up for MySpace, MyInvestmentRiches, Facebook, and any other major social networking site, so that you can search for individuals such as appraisers, Real Estate Agents, Mortgage Brokers, Property Investors, Rehabbers, people trying FSBO's, and you're going to send them an introductory email via the networking site. It's kind of funny, if you were to send a regular email to someone, it can be considered SPAM, but when you contact them through a social network site, your communications are read probably 100% more of the time! Alot a certain number of hours per week to this unique prospecting activity (for your assistant), and again - your phone is ringing!

Now, let's talk about local networking. We're going to make a name for you, and we can do it locally, within a very short period of time. Attend your local Chamber of Commerce gatherings, offer to do a "First Time Buyer Seminar" at your local library, partner with a local Mortgage Broker, and do a "Reverse Mortgage Seminar" at your local senior center. You're going to have business cards and brochures in abundance with you, EVERYWHERE you go. You're going to be the area, resident expert!

When you follow a solid plan like I've just outlined for you, you're going to be so busy, and having so much fun earning the "big-bucks," you'll wonder why you didn't know it could be like this before. You'll be the envy of your Real Estate office, and you'll be able to retire a "high-powered" Real Estate sales professional - on your own time-line.

Chris Archer is the owner of http://www.chrisarcherinc.com and has owned small and home-based businesses since 1992. Currently residing in Pickerington, Ohio, Christina is the wife and mother of 5 children, ranging in age from 1 - 18. When Chris is not working with small and home-based business owners, she enjoys visiting Florida, spending time outdoors, amusement parks, movies, reading, video games, computers, home-schooling, and engaging in lively political conversations. If you'd like to obtain a free Home-Based Business Resource kit via email, visit her website at http://www.chrisarcherinc.com

Back Massage is one of the best ways through which you can relive yourself from back pain.You can use various back massage techniques for benefits, such as relaxation, increased body awareness, better blood circulation and improved lymphatic drainage for release of toxins.

Selecting a right back massage technique is important for receiving maximum benefits. Typically, during the back massage, a masseur uses massage oil to decrease friction created on the skin and to prevent the pulling of skin hair.

According to the back massage techniques propogated by the experts, less the quantity of oil applied, the greater is the friction and deeper will be the pressure. Use light stroking movements throughout your massage to move from one area to another, to soothe an area of localized deep tissue or to make a transition to another stroke.

Step By Step Guide for Back Massage

Mentioned below are few steps, which detail back massage techniques for relieving back pain.

The person receiving the massage for back pain should lie down on his/her belly on a firm, comfortable surface, such as a floor mat or firm bed. Make sure that you the whole back of the massage receiver is comfortably within reach. Stand by the side of the person and place one hand on the lower back and teh other between the shoulder blades, over the heart.

Warm up the back by applying thumb pressure along both sides of the spine simultaneously: Start from the lower back and knead gently with your thumbs up to the neck area. This will also promote relaxation.

Use a smooth, delicate stroke, called "effleurage", to apply massage oil. In one long stroke, slide your palms down either side of the spine to the pelvis; scoop out around the hips and back up the sides to the shoulders. Maintain contact with the back. Move your hands over the back to start a new area. Continue up both sides of the neck to the base of the head.

Starting at the spine, slide your palms in opposite directions outward to the sides of the back, starting with the lower back area, and moving up to the shoulders.

Knead the fleshy muscular areas at the top of the shoulders, the mid-back area and the buttocks to loosen any tight muscles and fascia, which is a connective tissue.

Paul Osborne is the executive editor of http://backpain-resources-online.com & http://lowerbackpainrelief.org Both sites offer a host of information, tips and advice for lower back pain relief.

Ponder what it takes to be a true leader with these practical quotes that will lead you to a more precise understanding of the secrets to successful leadership...

1. "A true leader has the confidence to stand alone, the courage to make tough decisions, and the compassion to listen to the needs of others. He does not set out to be a leader, but becomes one by the quality of his actions and the integrity of his intent."
   --Anonymous

2. "No person can be a great leader unless he takes genuine joy in the successes of those under him."
   --W. H. Auden

3. "Good leaders make people feel that they're at the very heart of things, not at the periphery. Everyone feels that he or she makes a difference to the success of the organization. When that happens people feel centered and that gives their work meaning."
   --Warren Bennis

4. "No man will make a great leader who wants to do it all himself, or to get all the credit for doing it."
   -- Andrew Carnegie

5. "A leader takes people where they want to go. A great leader takes people where they don't necessarily want to go, but ought to be."
   --Rosalynn Carter

6. "Perhaps the most central characteristic of authentic leadership is the relinquishing of the impulse to dominate others."
   --David Cooper

7. "The first responsibility of a leader is to define reality."
   -- Max DePree

8. "Leadership is the art of getting someone else to do something you want done because he wants to do it."
   --Dwight D. Eisenhower

9. "A boss creates fear, a leader confidence. A boss fixes blame, a leader corrects mistakes. A boss knows all, a leader asks questions. A boss makes work drudgery, a leader makes it interesting. A boss is interested in himself or herself, a leader is interested in the group."
   --Russell H. Ewing

10. "Leadership is practiced not so much in words as in attitude and in actions. "
    -- Harold Geneen

11. "One of the true tests of leadership is the ability to recognize a problem before it becomes an emergency."
    --Arnold Glasow

12. "All of the great leaders have had one characteristic in common: it was the willingness to confront unequivocally the major anxiety of their people in their time. This, and not much else, is the essence of leadership. "
    -- John Kenneth Galbraith

13. "The very essence of leadership is that you have to have vision. You can't blow an uncertain trumpet."
    --Theodore Hesburgh

14. "The final test of a leader is that he leaves behind him in other men the conviction and the will to carry on... The genius of a good leader is to leave behind him a situation which common sense, without the grace of genius, can deal with successfully."
    --Walter Lippmann

15. "Leadership is getting someone to do what they don't want to do, to achieve what they want to achieve."
    --Tom Landry

16. "Leaders must be close enough to relate to others, but far enough ahead to motivate them."
    --John Maxwell

17. "The real leader has no need to lead-- he is content to point the way."
    -- Henry Miller

18. "The leader must know, most know that he knows, and must be able to make it abundantly clear to those about him that he knows."
    --Clarence B. Randall

19. "The person who know "how" will always have job. The person who knows "why" will always be his boss."
    --Diane Ravitch

20. "A true leader is hated by most, and respected by all. A follower is liked by all, and respected by none."
    --Scott Smigler

21. "Integrity is the most valuable and respected quality of leadership. Always keep your word."
    --Brian Tracey

22. "You know what makes leadership? It is the ability to get men to do what they don't want to do and like it."
    --Harry S. Truman

23. "Leadership is not the private reserve of a few charismatic men and women. It is a process ordinary people use when they are bringing forth the best from themselves and others."
    --Unknown

24. "Nothing so conclusively proves a man's ability to lead others as what he does from day to day to lead himself."
    --Thomas J. Watson

25. "Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it's amazing what they can accomplish."
    --Sam Walton

Resource Box - Danielle Hollister (2004) is the Publisher of BellaOnline Quotations Zine - A free newsletter for quote lovers featuring more than 10,000 quotations in dozens of categories like - love, friendship, children, inspiration, success, wisdom, family, life, and many more. Read it online at - http://www.bellaonline.com/articles/art8364.asp

The linkage test is an approach to DNA testing that allows a prediction to be made about the presence of a mutated gene even if there is, at present, no clue at all about what the gene itself is, what changes have occurred in its DNA sequence, or what function the gene serves in the cells. Linkage tests can often be used in situations in which a direct DNA test cannot be done.

What happens in a linkage test is this: When there is no way to detect the "target" gene directly, a known region of DNA located close to the target gene can be used as a "marker" for the target gene. By following the marker, predictions about the actual state of the nearby target gene can be made. The marker serves as an indicator in much the same way that the tall flag attached to a child's bicycle alerts a motorist to the presence of the child, who might be hidden from view by cars, bushes, or signs as she pedals along.

Linkage testing relies on the strong tendency of two regions of DNA that are near each other, linked together on a chromosome, to stay together when the sperm and egg cells are formed. The closer these two DNA regions are to each other on the chromosome, the more likely it is they will stay together and be inherited together. If the marker and the target gene are not very close, they can occasionally become separated from each other by the processes of chromosome breakage and exchange of pieces which occurs between members of the same chromosomic pair during egg and sperm formation. Such reshuffling of DNA regions is a normal event.

Several types of DNA markers are useful for linkage testing. One type of marker can simply be another gene which is located very close to the target gene and which produces a protein that can be measured. Keeping track of the marker gene (through its protein product) provides an important clue about whether or not the mutant gene has been inherited. If we find that the marker gene has been passed along from a parent to a child, it is a strong indication that the nearby mutant gene has also been inherited. Conversely, the absence of the marker gene is a strong indication that the mutant gene is also absent.

An even more useful kind of marker takes advantage of differences in base sequences of the DNA molecule in the vicinity of the target gene. Tiny variations in the base sequence occur at many places scattered throughout the DNA. By some estimates, a single base-pair variation along the DNA molecule occurs about once every five hundred base pairs. This means that the DNA sequence found on one chromosome can and does differ slightly from the DNA sequence of its partner chromosome. The DNA molecules of the partner chromosomes can also differ from each other in another way: Some places on the chromosomes can contain extended sequences where one type of base altnernates with another many times. These variations are generally without any harmful effects and go unnoticed by the organism, since the vast majority of them occur in those extensive "junk" DNA portions of the chromosomes.

Discover the dirty little secrets the medical community doesn't want you to know about... DNA Testing and avoid the common mistakes and scams that can affect the DNA test results at http://www.DNATestingSecrets.com/

Over the past few days I have been taking a speed reading course online. I was amazed at how simple it was to learn. I wanted to share with you some of the main points that you need to know if you in order to improve your reading speed and your reading comprehension.

First: You do not need to read every single word when you are reading an article. Truly your subconscious is smarter and quicker than you are. When you read you dont actually sound out the letters that make the words. Your mind makes assumptions and reads the words without the need to sound out every letter. The next step is to stop the sub vocalization in your mind where you read every word into a sound. You do not need to read every word in order to understand a sentence or even a paragraph. Like I said your subconscious is smarter that you are.

Second: Read continuously! Dont stop along the way and go back and re-read, doing so will completely destroy the thread of though in your mind and you will have to start over again. What you should do is continue reading till the end of the chapter or the end of the main point that you are reading and then if you feel that you didnt comprehend what you should have from the chapter then go back and read it again. Skipping backwards to points that you just read to try to better understand them done frequently can completely destroy your train of thought, comprehension and slows your reading down to a reverse.

Third: Measure your progress. The two above simple tips are all that you need in order to increase your reading speed immeasurably. Actually, it is measurable. Really to improve upon your reading skills you should measure your progress. There are many online courses today that can measure your progress by using a timer and then testing your comprehension at the end of the article. Using the correct tools can increase the rate at which you learn to speed read. Technology is a great thing you should learn to use it.

I know it doesnt feel like the three above points isnt much in the big scheme of things but they are the keys to learning to speed read. Removing sub vocalization and reading in blocks is the first step. Training yourself to concentrate and move forward rather than skipping backward when reading and trying to consciously understand everything on the first read is the second. If you can master those two skills then you are well on your way to reading faster. The last thing to do is to improve upon those skills using todays high tech tools.

Kip D. Goldhammer owns and operates http://www.lightningspeedreading.com Lighting Speed Reading

Brenda Fassie, the legendary South African pop singer who sold millions of records across Africa and around the world, died in a Johannesburg hospital on May 9, 2004 after spending 13 days in a coma. The post-mortem said her final dose of cocaine was the cause of death. She was only 39 years old. MaBrrr, as she was affectionately nicknamed by her fans, had tried to resolve her severe addictions over the years at various treatment centers in fact, more than 30 times but, unfortunately for MaBrrr and her millions of admirers, she never found a truly successful drug rehab program.

Fassie, the youngest of nine kids, was named after Brenda Lee, the American singer. Her pianist mother let her earn money by singing for tourists in the streets. In 1981 at 16, Fassie left Cape Town to seek her fortune as a singer in Johannesburgs Soweto district. Soweto, short for South West Townships, had long been under the grinding heel of South Africas white supremacist apartheid policy. Poverty, drugs, alcohol, prostitution, illness and crime were rampant, and drug rehab facilities as we know them today were virtually unknown. But there was art, there was music, there were night clubs to sing in and a vibrant culture was being created by Sowetos people. Nelson Mandela lived there for years, as did Bishop Desmond Tutu and other famous black South Africans.

Five years before Fassie arrived, Soweto police opened fire on 10,000 protesting students marching peacefully from Naledi High School to Orlando Stadium. In the events that unfolded, 566 people died. The impact of the Soweto Uprising, as it became known, reverberated throughout the country and around the world. Soweto became the stage for violent state repression and the roaring social and political oven in which Fassie forged the direction of her music by the mid-90s, she was the unequivocal voice of black oppression. But she had also formed a drug addiction so strong that it managed to resist one treatment program after another. Without access to a real drug rehab, Fassie was unable to break the habit.

In 2001 Time magazine dubbed Fassie The Madonna of the Townships and indeed she was. Fassie managed to combine ground-breaking musical success with a personal accessibility and human fallibility that drew a fierce loyalty and protectiveness from fans. Her career was studded with record sales and awards, but punctuated also by periodic scandals, recurring battles with drug addiction, and lows in her musical career that saw her written off by the press.

On June 12, 2006, two years after her death, family and friends paid tribute to Fassie at the unveiling of a huge new tombstone at Cape Town's Langa cemetery. Wreaths from former president Nelson Mandela and President Thabo Mbeki who had both visited her in the hospital where she lay in a coma were placed on the family grave where Fassie was buried with her mother and father. The family is planning a museum in her honor, where her music and other memorabilia will be displayed. And perhaps most significant is the planned Brenda Fassie Foundation that would financially assist young drug addicts in need of a successful drug rehab program.

Author Bio: Rod MacTaggart is a Florida-based freelance writer who contributes articles on health.

info@addictionhelpservices.com

http://www.addictionhelpservices.com/drug-rehab.asp

The composite highest-income practitioner reported in this field (salary plus cash bonus and/or cash profit-sharing) is the President "B" of a manufacturing firm (defined as a chief executive officer who has little or no financial interest in the firm). The firm manufactures automotive parts/accessories, food/beverage/tobacco products, chemical & allied products, or machinery & heavy equipment; has 1,000 or more employees; has a total annual revenue of $100,000,000 or more; and is headquartered in or near Denver/Colorado Springs, Houston, Memphis, Minneapolis/St. Paul, Modesto/Stockton, Dallas/Ft. Worth, Indianapolis, Boston, New York City, or Dayton, or outside a metropolitan area studied in Idaho. However, while the median President "B' has a total annual income of $214,966, the highest-income individuals reported are Presidents "A" (having a financial interest in the firm) and make well over $30,000,000.

Far toward the other end of the income spectrum, Assemblers "D" have a median income of $20,418. Sometimes earning under $14,600, the lowest-paid employees in this group are employed by firms that manufacture building materials; have $1 million to $4.99 million in total annual revenue; have 5,000 to 9,999 employees; and are located in or near Greensboro/Winston-Salem, Raleigh/Durham/Chapel Hill, Dallas/Ft. Worth, or Charlotte, or outside the metropolitan areas studied in Texas, North Carolina, or Florida.

These composites represent the briefest possible "boil-down" of the voluminous data provided regarding current salaries and cash bonuses and/or profit sharing, and numerous demographic variables provided by 343 firms on over 54,000 managerial, supervisory, sales, engineering, technical, clerical, and blue-collar employees in 187 benchmark jobs which resulted in the eight-volume survey report, Compensation in Manufacturing, 24th Edition - 2004, sponsored by the National Association of Manufacturers.

Copies of the entire eight-volume report are available for $1,250.00 from Abbott, Langer & Associates, Inc., Dept. ART, 548 First St., Crete, IL 60417 (telephone 708/672-4200; fax 708/672-4674; www.abbott-langer.com) Also available is Compensation in Smaller Manufacturing Firms (under 250 employees) for $595.00. Each volume of both reports may be purchased separately. Also available is findpay-MFG04 (a computer program which permits the user to determine pay levels of each survey job on the basis of two or more variables simultaneously).

It would be an exercise in futility to attempt more than a superficial overview of the survey results in this summary. However, some overall data regarding compensation can be presented herein. In addition to the incomes of the benchmark jobs already discussed, the median total cash compensation nationally of some of the other jobs included in the survey report is:

Chief Legal Officers - $181,200
Vice Presidents of Manufacturing/Production - $135,375
Chief Marketing & Sales Executives - $133,835

Chief Corporate Financial Officers - $130,066
Vice Presidents of Manufacturing/Production Engineering - $112,274
Research & Development Managers - $90,377
Engineering Department Managers/Superintendents - $89,232
Chief Human Resources Executives - $80,849
Plant Managers/Superintendents - $78,595
Product/Brand Managers - $75,789
Design Managers - $74,347
Facilities Managers - $68,198
Cost Accounting Managers - $67,161
Sales Engineers - $67,000
Manufacturing Engineers - $66,477
Production Managers/Superintendents - $65,730
Quality Assurance/Control Managers - $64,890
Computer Programmers - $61,963
Purchasing Managers - $61,805
Warehouse Managers - $54,000
General Production Supervisors - $49,781
General Accountants - $48,725
Product Designers - $45,000
Maintenance Leaders/Working Supervisors - $40,833
Drafters, Senior - $43,795
Buyers, Junior - $40,256
Secretaries to the Chief Executive Officer - $40,125
Machine Repairers, Maintenance - $39,192
Production Schedulers - $38,195
Automatic Screw Machine Operators - Multiple Spindle - $37,252
Maintenance Workers, General - $36,420
Chemical Production/Mixing Machine Operators - $35,686
Carpenters, Maintenance - $34,211
Quality Assurance/Control Technicians - $33,329
Inspectors "A" - $32,739
Secretaries - $32,500
Milling Machine Operators - $32,261
Payroll Clerks - $31,775
Numerically Controlled Machine Operators - $31,750
Customer Service Representatives - $29,787
Injection Molding Machine Set-up and Operators - $28,200
Senior Account Clerks - $27,913
Machine Set-Up Workers - $27,809
Material Handlers - $27,705
Lathe Operators, Engine or Turret - $27,690
Painters, Production - $27,619
Machinists, Production - $26,661
Junior Account Clerks - $26,449
Fork Lift Operators - $26,052
Shipping Clerks - $25,317
Finishers - $25,044
Janitors - $24,376
Receptionists - $23,795
Injection Molding Machine Operators - $23,443
Warehouse Laborers - $23,109
Drill Press Operators, Single - $21,320

The income relationships reported above may be distorted slightly, since some of these benchmark jobs were reported more frequently in organizations of one size, while other benchmark jobs were reported more frequently by larger or smaller organizations. This may also be true for product manufactured, geographic location, and supervisory/managerial responsibility. This possible defect is corrected in the complete survey report by reporting income for each benchmark job overall and with "break-outs" by each demographic variable.

Type of Product

Overall, administrative, fiscal, and information technology employees are paid best by manufacturers of communications equipment, medical/engineering/scientific equipment, stone/clay/concrete/glass products, and aerospace & aircraft products, and worst in firms producing building materials, heating/air conditioning/refrigeration products, chemical & allied products, and apparel & textile mill products.

Employees in the sales/marketing group enjoy the highest income in firms that produce chemical & allied products, paper & allied products, circuit board products, and measuring & controlling devices. Income is lowest among producers of building materials, apparel & textile mill products, rubber & plastic products, and heating/air conditioning/refrigeration products.

Clerical personnel are paid best by firms that manufacture aerospace & aircraft products, stone/clay/concrete/glass products, and chemical & allied products. They have the lowest median incomes in firms that produce heating/air conditioning/refrigeration products, circuit boards, and building materials.

Engineering/technical employees have the highest median incomes among manufacturers of aerospace & aircraft products, communications equipment, apparel & textile mill products, and medical/engineering/scientific equipment. The lowest median income is reported among manufacturers of circuit board products, building materials, and primary ferrous metals.

Maintenance/material acquisition personnel are best paid by firms that manufacture aerospace & aircraft products, stone/clay/concrete/glass products, and chemical & allied products. This group of employees are worst paid by manufacturers of apparel & textile mill products, building materials, furniture & wood products, and heating/air conditioning/refrigeration products.

Managerial and supervisory personnel in plant/manufacturing/production functions receive the highest median incomes when employed by firms producing stone/clay/concrete/glass products, measuring & controlling devices, and food/beverage products, and the lowest median incomes when employed by companies producing primary ferrous metals, computer & allied products, and furniture & wood products.

Quality assurance/control, regulatory affairs, and documentation employees are paid best by producers of measuring & controlling devices, aerospace & aircraft products, and primary ferrous metals. They are paid least by manufacturers of apparel & other textile products, rubber/plastic products, medical/engineering/scientific equipment, and circuit board products.

Production employees in firms of 250 employees or more fare best among producers of chemical & allied products, paper & allied products, fabricated metal products, and measuring & controlling devices, and worst among manufacturers of furniture & wood products, apparel & textile mill products, and building materials. Production employees in firms of under 250 employees fare best in firms which product stone/clay/concrete/glass products, machinery & heavy equipment, chemicals & allied products, and fabricated metal products, and worst among manufacturers of apparel & textile mill products, circuit board products, and communications equipment.

Level of Managerial/Supervisory Responsibility

This factor is an excellent predictor of overall income in the manufacturing field. In larger firms, median income increases from $54,060 for those supervising under five professionals to $83,916 for those who direct the activities of 100 or more non-professionals, and from $72,992 for those supervising under five professionals to $95,813 for those who direct the activities of 50 to 249 professionals. Median income increases further (to $245,650) for those who direct the activities of 250 or more professionals and non-professionals.

In smaller firms, median income increases from $48,505 for those supervising under five non-professionals to $90,000 for those who direct the activities of 100 or more non-professional employees, and from $75,401 for those supervising under five professionals to $91,617 for those who direct the activities of 50 to 249 professionals. Median income increases further (to $170,000) for those who direct the activities of 100 to 249 professionals and non-professionals.

Size of Organization and Geographic Location

Median income for job families and individual jobs varies significantly by size of organization and location. While the compensation data were analyzed by size of organization and region, state, and metropolitan area, the data are too voluminous to allow for succinct commentary herein and must be left to the complete report.

Dr. Steven Langer is a Licensed Psychologist with 35 years of experience in business, industry, government, academe, and consulting. As a Visiting Professor of Management at Loyola University of Chicago and Community Professor of Behavioral Sciences at Purdue University, he has taught at both the undergraduate and graduate levels, teaching such subjects as statistics, wage & salary administration, human resources management, personnel selection, and industrial/organizational psychology.

Dr. Langer is President of Abbott, Langer & Associates, Inc., consultants in human resources management and industrial/organizational psychology and publishers in the human resources field. He has directed and/or participated in a variety of compensation, human resources administration, psychological, and training projects for numerous business, industrial, and law firms, periodicals, governmental jurisdictions and human relations commissions, professional societies and trade associations, and organizations in the not-for-profit sector. He holds the B.A. degree in Psychology from California State University at Sacramento, the Master of Personnel Service degree from the University of Colorado at Boulder, and the Ph.D. degree in Educational Psychology from Walden University.

He is past chairman of the Personnel Research Award Committee of the Society for Human Resource Management and recipient of their Senior Professional in Human Resources certificate; member of WorldAtWork (formerly the American Compensation Association); past member of the Board of Directors of the Chicago Compensation Association; past president of the Pueblo Personnel Association; past chairman of the Section of Industrial Psychologists of the Illinois Psychological Association; and past president of the Chicago Psychological Association.

Dr. Langer has conducted or directed studies in and/or served as an expert witness in such areas as employee recruitment and selection; employee compensation, fringe benefits, and working conditions; prevailing rates; loss of and anticipated earnings; job discrimination; and employee attitudes and morale.