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Our Subscribers Say...
I think Credit Today is fantastic. You cover many practical topics in the credit field that I use regularly. Just one recent example—a conversation on the ListServ about preferential payments—gave me tips that I used in an actual case. The specific information I picked up from this one discussion saved me $10,000, enough to cover my membership for many years!
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Manager of Credit & Collections, ASSA Abloy Americas Division, New Haven, CT
Credit Today's Resource Directory and their online e-mail forum (ListServ) provide information on almost any credit-related topic you can think of. It is a great way to exchange information with other credit professionals. As the saying goes, "You don't know what you don't know."
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Credit Manager, Big Lots Stores, Inc., Wholesale Division
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David Dungan, Director of Credit
Justin Brands, Inc. (A Berkshire Hathaway company)
Fort Worth, Texas
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Ron Woods
Corporate Credit Manager-World Wide
Thales Navigation, Inc.
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D. Mark Constantine
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Fulton Paper Company
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Kimberly-Clark Customer Financial Services |
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Job Satisfaction and Support From
Management: The Real Keys to High Performance?
August 1, 2007
Here's a great stat: nearly 82 percent of all credit execs work to their potential always or almost always. Anyone desiring peak performance (and who isn't among managers today?) should be interested in factors that relate to people working towards their potential. And we of course want to know how and why the other 18 percent aren't working to their potential and also look for reasons why those working the hardest are doing so. Once again, we ran all the survey's 140+ variables against the question that asked about working to your potential and came up with several statistically significant relationships. As always, correlation does not imply causation, but the relationships are worth noting nonetheless. The strongest correlation with working to your potential is job satisfaction. The higher job satisfaction, the more likely the respondent is to feel they are working to their potential. For example, the survey showed that:
- 92.4 percent of those who report job satisfaction is increasing "a great deal" report that they are working to their potential either always or almost always.
- 86.8 percent of those who report that that their job satisfaction is increasing "somewhat" report working to their potential always or almost always.
- 79.7 percent of those who say their job satisfaction is not increasing or decreasing report working to their potential always or almost always.
- 75.3 percent of those who say their job satisfaction is decreasing "somewhat" report working to their potential always or almost always.
- 70.7 percent of those who say their job satisfaction is decreasing "a great deal" report working to their potential always or almost always.
Top Management's Impact Felt Here, Too
A second important factor which correlates with credit pros working to their potential is a top management that is in touch with the contributions of the credit department. For example, 87.7 percent of those who say top management is in touch with the contributions of the credit department report that they are working to their potential either always or almost always, but only On the other hand, just 70.1 percent of those who say top management is NOT in touch with their contributions report that they are working to their potential either always or almost always. Are you working to your full potential, given the parameters set for you by your company?
Download the Full Report Now
Members of this site can download the full 2007-2008 Salary & Job Satisfaction Survey by clicking here. If you are not a Member yet, no problem. You can have full access to the site within one minute from now. Click here to get started.
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