WRITING TASK 1

The above chart shows the SM Investments Net Income Profile of the first half of the year 2009, January to June according to SMIC. As you can see, there are four (4) different divisions in the circular figure. First, the Retail Merchandising Net Income is represented by the gray color. Next is the green color which corresponds to the Real Estate Net Income. While, the red color stands for the Banking Net Income. And, the blue color signifies the Shopping Malls Net Income. Foremost, Retail Merchandising contributed the most to the companys net income profile with 39% among SMs core businesses. Retail merchandising is the process used to conduct retail sales. Next to Retail Merchandising is the Shopping Mall with 27%. A shopping mall is a building or group of buildings that contains several stores for customers to have options of buying. Then, Banking Net Income has 22%. Banking is a structural network or establishment which offers financial services. Lastly, the contribution of SMs Real Estate business increased notably to 12%. As a whole, the percentages show the status and condition of life of each Filipino since the big percentage of customers of SM are Filipinos. Customers provide the money to purchase and become the Net Income of a specific core business. Big number of net income went to Retail Merchandising and Shopping Malls since most customers buy small quantities. Customers do loan and deposit money through Banking. The rate of Real Estate is the least since few customers can afford to procure this kind of business.
SOURCE: SMs Net Income Grows 14% to Php7.4 Billion | Thursday, August 13, 2009 | Source: SMIC Investor Relations | http://sminvestments.com/smic/index.php?p=357&type=2&sec=34&a

WRITING TASK 2

A. Topic: Helping your Staff B. One-sentence Summary: There are three ways on how the companys management may help the employees productivity according to Joni Youngwirth of Commonwealth Financial Network. C. Topic Outline: 1. Ways to Help Employees Productivity 1.1 Empower your staff. 1.1.1. Core Processes 1.1.1.1. Preparing and following up review meetings. 1.1.1.2. Responding to common client questions. 1.1.2. Results of Core Processes 1.1.2.1. Achieve scale. 1.1.2.2. Reduce costs. 1.1.2.3. Increase margin. 1.2. Have employees help you manage them. 1.2.1. Great Workplaces Defined. 1.2.1.1. Employees cite knowing what is expected of them. 1.2.1.2. Receiving regular feedback on their work. 1.2.2. Great Workplaces Maintenance. 1.2.2.1. Ask staff members to initiate an update to their job descriptions annually. 1.2.2.2. Schedule regular performance review conversations with advisors. 1.3. Assign staff members. 1.3.1. Staffs Contributions. 1.3.1.1. Reading certain communications including e-mails from your broker-dealer designed to keep branches up to date on the latest offerings. 1.3.1.2. Bringing the key points to your attention at weekly staff meetings. D. One-paragraph Summary: There are three ways on how the companys management may help the employees productivity as written by Joni Youngwirth of Commonwealth Financial Network. First, empower your staff to make change. Core processes are the functions most essential to a firm. These result to achieve scale, reduce costs, and increase margin. Then, have employees help you manage them. Most advisors recognize the importance of employees definition of great workplaces and its maintenance. Finally, assign staff members to keep you up to date. Your staff can make a huge contribution to make your life easier, and help ensure that your firm remains as productive as possible.

ARTICLE: 3 Ways to Help your Staff An advisor's staff is key to a firm's success - that's something most of us can agree on. Yet too many advisors underutilize their staff members. At Commonwealth, we hold an annual conference geared for staff in advisors' offices. This past year, I asked attendees a simple question: "How many of you know that Commonwealth sends out three weekly emails to keep the field up to date on our latest technology offerings, programs for advisors and client service enhancements?" Hands shot up - every participant knew what I was talking about. Yet when I ask advisors the same question, I often get a deer-in-the-headlights look. The message was clear: Staff members are a crucial link in getting the word out to advisors and helping them stay on top of all they have to manage. With that in mind, Commonwealth is rolling out a series of workshops designed for advisors' staff members. Here are a few of the ideas we'll share in our road show and that you can implement in your own office. Empower your staff to make change. One of my favorite best practices is to put staff members in charge of documenting the firm's core processes with flowcharts and checklists. Core processes are the functions most essential to a firm, such as preparing for and following up on review meetings and responding to common client questions, such as requests for cash distribution. Firms that nail down these routine processes in writing (and consistently follow them) achieve scale, reduce costs and ultimately increase margin. Since staff members are key players in many of these activities, it is essential to involve them in the documentation process. Have employees help you manage them. When asked to define great workplaces, employees cite knowing what is expected of them and receiving regular feedback on their work, according to research by Gallup. Most advisors recognize the importance of these items, but few actually make them a priority. If you're not doing so already, ask staff members to initiate an update to their job descriptions annually and to schedule regular performance review conversations with you. Assign staff members to keep you up to date. With the slew of emails, brochures and other publications that advisors receive, it's far too easy to overlook important information. Your staff can make a huge contribution by reading certain communications - including (of course) emails from your broker-dealer designed to keep branches up to date on the latest offerings - and bringing the key points to your attention at weekly staff

meetings. That's the one simplest thing staff members can do to make your life easier, and help ensure that your firm remains as productive as possible.
WRITTEN BY: JONI YOUNGWIRTH | COMMONWEALTH FINANCIAL NETWORK | FRIDAY, FEBRUARY 1, 2013 | http://www.financial-planning.com/fp_issues/43_2/3-ways-advisors-can-

help-employees-be-more-productive-2682987-1.html

WRITING TASK 3
*ARTICLE 1 A. Topic: Motivating Employees B. One-sentence Summary: The success of any organization largely depends on the motivation of its employees which have five ways as written by an eHow Contributor in his/her article in Demand Media, Inc. C. Topic Outline: 1. Instructions to motivate employees. 1.1. Inspire employees by motivating yourself. 1.1.1. Enthusiasm. 1.1.2. Developing motivational plan. 1.2. Strive to align the company's work goals the goals of the employees. 1.3. Understand what motivates each of your employees. 1.3.1. Ask the employees through survey. 1.3.2. Ask the employees through the supervisors. 1.4. Recognize that supporting employee motivation is an on-going process. 1.5. Support employee motivation. 1.5.1 Use an organizational system.

*ARTICLE 2 A. Topic: Managing Employees Effectively B. One-sentence Summary: Effective managers use relationship-building and leadership skills to create a positive work environment that motivates employees to become members of a fully engaged workforce that have eight instructions according to Ruth Mayhew in her article in Demand Media, Inc. C. Topic Outline: 1. Instructions to manage employees effectively. 1.1. Develop an employee communication plan. 1.2. Obtain input from employees on a regular basis. 1.3. Give employees opportunities to learn new skills or improve current skills. 1.3.1. Solicit feedback on the type of training. 1.4. Review staffing model periodically. 1.4.1. Ensure employees suitability for job roles. 1.4.2. Take seriously employees suggestions. 1.4.3. Consider employee development. 1.5. Recognize employees who embody the organization's philosophy and mission. 1.6. Review your performance management program and your performance standards. 1.7. Speak up about performance problems. 1.7.1. Reward employees who meet companys expectations. 1.7.2. Conduct performance appraisals. 1.8. Maintain current workplace policies in your employee handbook.

*ARTICLE 3 A. Topic: Assigning Duties to Employees B. One-sentence Summary: Leyla Norman, an eHow Contributor wrote five instructions on how to assign duties to employees. C. Topic Outline: 1. Instructions to assign duties to employees. 1.1. Tell employees what specific outcome. 1.2. Communicate to the employees the specific strategies. 1.2.1. Establish specific limits. 1.3. Check in with the employees regularly. 1.3.1. Give the employees room to do their tasks their way. 1.3.2. Encourage the employees to ask questions during this time. 1.4. Assign tasks based on employees' interests and capabilities. 1.5. Show appreciation. 1.5.1. Send appreciative emails. 1.5.2. Praise them publicly. D. Three-paragraph Summary: Ruth Mayhew, Leyla Norman and one eHow Contributor, three eHow Contributors wrote instructions on how companys management may help their employees to work productively in their articles in Demand Media, Inc. The success of any organization largely depends on the motivation of its employees. Effective managers use relationship-building and leadership skills to create a positive work environment that motivates employees to become members of a fully engaged workforce. First, there are five instructions to motivate employees given by an eHow Contributor and highlighted this fact. (1.a) Inspire employees by motivating yourself. (2.a) Strive to align the company's work goals the goals of the employees. (3.a) Understand what motivates each of your employees. (4.a) Recognize that supporting employee motivation is an on-going process and lastly, (5.a) support employee motivation. Second, Ruth Mayhew wrote eight advices are specified in order to manage employees effectively. (1.b) Develop an employee communication plan, and (2.b) obtain input from employees on a regular basis. (3.b) Give employees opportunities to learn new skills or improve current skills, (4.b) review staffing model periodically, and (5.b) recognize employees who embody the organization's philosophy and mission. (6.b) Review your performance management program and your performance standards, (7.b) speak up about performance problems and (8.b) maintain current workplace policies in your employee handbook. Finally, there are five ways on how to assign duties and responsibilities to your employees as written by Leyla Norman. (1.c) Tell employees what specific outcome, (2.c) communicate to the employees the specific strategies, (3.c) check in with the employees regularly, (4.c) assign tasks based on employees' interests and capabilities, and (5.c) show appreciation. Managing a group of people as they work together to complete a project can be a project in itself. With these systems, an organization will have an opportunity and great chance to achieve their mission and vision.

Communication of your expectations is vital to ensuring the project is completed to the best of you and your employees' abilities. ARTICLES: ARTICLE 1

How to Motivate Employees The success of any organization largely depends on the motivation of its employees. Unfortunately, there is no exact formula to determine how to motivate any particular group of people. The fact is we are all motivated by different things. Still, there are some key concepts to keep in mind when developing a plan to motivate employees, regardless of the organization. Inspire employees by motivating yourself. It is difficult for you to inspire others if you do not feel inspired. Enthusiasm is contagious. Start by developing an employee motivational plan in order to understand what motivates you and them. Strive to align the company's work goals the goals of the employees. Understand what motivates each of your employees so you know how to motivate the staff as whole. Strive to create an environment that encourages employees on a personal level. Ask the employees what motivates them to work either one on one, in a survey or through the supervisors. Ask what they would like to see in the company that would motivate them even more. Recognize that supporting employee motivation is an on-going process, not a task. It is not something to check off a to-do list and then forget about. Support employee motivation by using an organizational system like policies and procedures instead of counting on good intentions to pull you through. The nature of interpersonal relationships in the workplace constantly changes, so have systems in place that motivate the employees while supporting the organization's infrastructure.
WRITTEN BY: EHOW CONTRIBUTOR | http://www.ehow.com/how_2076757_motivate-employees.html DEMAND MEDIA, INC. |

ARTICLE 2 How to Manage your Employees Effectively

Most managers have two major duties: managing departmental functions and managing the workforce. A manager's professional experience, tenure and functional expertise make managing department operations relatively simple; however, some leaders struggle with the responsibility for managing employees. Commonsense

solutions to managing employees involve communication, consistency and mutual respect. Effective managers use relationship-building and leadership skills to create a positive work environment that motivates employees to become members of a fully engaged workforce. Develop an employee communication plan. Provide information about business development, organizational changes, personnel transfers and promotions and company performance. If your company is publicly traded, include information about the business from an investor's standpoint, particularly if your employee benefits plan includes employee stock purchase options. Obtain input from employees on a regular basis. Conduct annual employee opinion surveys or post suggestion boxes throughout the workplace. Employees who are encouraged to share their opinions and offer feedback often enjoy better working relationships with peers as well as the management team. Give employees opportunities to learn new skills or improve current skills. In addition to performance appraisals, solicit feedback on the type of training and development that employees believe will make them successful and productive. Review your staffing model periodically and whenever the company makes significant changes to workforce planning or recruits large numbers of employees. Ensure employees' qualifications, skills and interests are suitable for their job roles. Take seriously employees' suggestions for modifications to their job duties if they are changes that will improve job satisfaction and the company's productivity levels. Consider employee development, succession planning and career track programs to motivate employees and improve your organization's employee retention rate. Recognize employees who embody the organization's philosophy and mission. Provide non-monetary recognition to motivate workers, such as plum assignments, leadership roles and the chance to demonstrate aptitude for higher-level positions. Review your performance management program and your performance standards. Clarify performance expectations and maintain up-to-date job descriptions. Provide refresher training for supervisors who conduct performance evaluations to ensure they understand the fundamentals of performance management and employee coaching. Speak up about performance problems when they arise and be honest about issues with employees whose performance fails to meet the company's expectations. Reward employees whose performance meets or exceeds the company's expectations. Conduct performance appraisals regularly, but provide informal and continuous employee feedback throughout the evaluation period so employees aren't left to wonder if they are actually performing their jobs the right way. Maintain current workplace policies in your employee handbook. Distribute revised handbooks to all employees and explain new procedures and policies, as well as the basis for change. Develop an orientation program for new employees to complete before they begin their actual assignments. Give new employees time to adjust to the work environment, processes and colleagues. Enforce workplace policies

in a consistent and fair manner for employees at all levels. Make fair employment practices a priority.
WRITTEN BY: RUTH MAYHEW, EHOW CONTRIBUTOR | DEMAND http://www.ehow.com/how_4783622_manage-employees-effectively.html MEDIA, INC. |

ARTICLE 3

How to Assign Duties to Employees Managing a group of people as they work together to complete a project can be a project in itself. Balancing the interests of the employees and those of the company can be difficult. Communication of your expectations is vital to ensuring the project is completed to the best of your and your employees' abilities. Tell employees what specific outcome and results you want from the task. If you want the bathroom clean, define "clean." Tell the employees you want them to mop the floors, wipe the mirrors, clean the toilets, pick up trash, and whatever other tasks you think should come with cleaning the bathroom. Communicate to the employees the specific strategies and procedures you expect them to use to accomplish a task. If you want to give them more independence to accomplish the duties, say so. However, establish specific limits to authority and budget as well as a deadline for completion. Ask the employees to repeat back to you their understanding of what limits and procedures you have prescribed. Go over them again if you differ on significant points. Check in with the employees regularly to ensure the duties are being accomplished within company policy and up to company standards. Avoid micromanaging, however. Give the employees room to do their tasks their way, within reason, if you have given them this authority. Encourage the employees to ask questions during this time. Assign tasks based on employees' interests and capabilities. If you have enough team members to get a project done, let each person work on a piece to which he can contribute significantly. Assign tasks in which you are weak to those on your team who are stronger in those areas, and tasks in which you are strong to those who may be a bit weaker. This way, you help everyone on the team have ownership of the project and grow professionally. Show appreciation when employees complete their assigned tasks. Send appreciative emails to them, and copy human resources and another manager. Praise them publicly, such as in a meeting. Also, show appreciation for effort even when an employee does not complete a task as you would have liked.
WRITTEN BY: LEYLA NORMAN | DEMAND MEDIA, INC. | http://www.ehow.com/how_7505887_assignduties-employees.html

*Note: There are no specified dates indicated in the website when the articles do were written. (For Articles 1, 2, 3)