今周刊-今周焦點 -封面故事-用50萬元賺進3億元的人生奇蹟
所謂的「農夫精神操作法」,就是在前一年的第四季,也就是冬天,開始研究並挑選股票,等到第二年的第一季下單,接著春、夏兩季股票都放著不動,等到秋天,也就是第三季,再找適合的點賣出、獲利了結。至於老伯所謂的「三要點」,則是運用在選股上的心法。首先看產業趨勢,找出正在崛起的明星產業;二是找出明星產業中的龍頭股;第三,挑選出明星產業中龍頭公司的基本面、本益比,找出相對便宜的個股來投資。所謂相對便宜的股票,「通常會以本益比十倍為基準。」陳濟安說。
「簡單來說,如果這家公司夠大、是正派經營,所處的產業又正要開始成長,而且本益比低於十倍,現金殖利率還比定存利率高,那就是一檔好股票!」陳濟安補充,如果產業已經進入成熟期,那就會買在高點,所以一定要密切注意產業趨勢,才能在股價才剛要起漲時就切入。但買點實在難判斷,老伯因此提醒陳濟安:「不要期待一定可以買在最低點、賣在最高點,只要價格算起來合理,你就買下來放著等!」
不用每天在盤中看盤,頂多每日收盤後上網看看收盤結果就好。而他真正做功課、選股的時機,是在每年第四季的「冬藏」時節。
例如去年底,他詳閱《今周刊》、《財訊》等雜誌,並綜合前三季的財報與全年觀察,發現未來兩個產業最夯,一個是觸控、一個則是太陽能。但他認為,觸控業的本益比已經太高,例如TPK宸鴻的本益比已達三十六倍,超過他設定的十倍甚多。
所以,陳濟安鎖定太陽能產業,但捨棄做電池模組組裝、毛利率較低的下游業者,獨鍾產業鏈上游的多晶矽業者。循此模式,他挑選出綠能、中美晶與達能三家生產多晶矽的龍頭企業。
爾後,進一步審視各家在產業中的定位,發現綠能是國內多晶矽產業的主導廠商,具有設備、產能上的相對優勢,而且本益比也才十倍左右。
於是在去年第四季,陳濟安進場買進六百張綠能股票,持股成本約八十四元。陳濟安看好太陽能產業的明、後年走勢,不排除在除權息前先跑一趟,明年再繼續重押綠能。
在股市中累積三億元身家的陳濟安,在朋友眼中已是「股神」等級,他也曾經把這套「農夫精神操作法」的長線投資法教給朋友,但許多人就是抱不住股票。
2011年10月25日 星期二
今周刊-今周焦點 -封面故事-每月花大錢買保險/保障卻少得可憐
今周刊-今周焦點 -封面故事-每月花大錢買保險/保障卻少得可憐
保險滲透度連續四年全球第一,台灣人最愛買保險!台灣人的保費支出比美國人高,但美國人的保額卻比台灣人多7倍,為了追求「領回保費」、「效期無限」的保險,台灣人已經置身「保額不足」、「險種不齊」的危機之中!
「我從沒想過父親會這麼早離開,更沒想到,爸爸十五年來繳了六六○萬元的保費,最後卻只領回二四○萬元的理賠。」現年二十六歲、如今是保險業務員的楊智傑感嘆地說。正好是三年前,一次健行活動之後,楊智傑的爸媽坐上計程車返家,「媽媽親眼見到我爸猛地雙手一攤、頭一歪,毫無預兆地,心肌梗塞發作,好端端的人就這麼走了。你知道嗎?幾個月前我爸才剛做完心臟檢查,完全沒問題!」父親走得突然,全家一陣慌亂,還好有旁人提醒「父親有沒有保險?」大家這才想到,本業是醫生的父親一向注重風險,早就買了高額的保險。
「當時沒人知道我爸買了哪些保險,只知道年繳保費多達四十四萬元,想說理賠金隨便應該也有上千萬元吧!」後來保險業務員到府處理,幾十張的保單攤在桌上,但仔細一看,才發現這些保單盡是保費高、保額低的儲蓄險及投資型保單,算一算,兩種類型的保險,就要年繳四十萬元保費。而最重要的「身故理賠金額」,也就是壽險保額,其實只有二四○萬元。此外,雖然買了許多醫療、癌症、意外險的保單,但因為父親是心肌梗塞離世,沒有經過住院醫療,也非因為意外或癌症身故,所以統統不適用。「當時,我一度認為保險根本就是騙人的玩意兒,」楊智傑說,他為了釐清保險真相,決定自行研究、甚至踏入保險業,「現在,我的理解是,問題不是出在保險本身,而是市場最熱賣的商品,往往不符合民眾真實需求。」高保費、低保障 台灣人的保險觀念有夠呆「爸爸的錯誤原來只是一個縮影,沒買到足夠保障、買太多『無用保單』的案例,比比皆是。」如果翻開各項統計數據就能發現,雖然年紀輕輕、資歷尚淺,但楊智傑的觀察絕對不假。首先,台灣是全世界最愛買保險的國家!根據瑞士再保公司的統計,二○一○年台灣的壽險滲透度(壽險保費占國內生產毛額比率)為一五.四%,「遙遙領先」世界各國,並已連續四年蟬聯全球第一;並且,台灣人繳起保費更是毫不手軟。據瑞士再保公司公布去年數據,台灣人平均年繳保費為二七五六美元,折合台幣約八.五萬元左右;依照主計處統計,去年平均每人國民所得約是五十二萬元,換言之,台灣人每年心甘情願地把一六%的所得繳給保險公司。在所謂的「雙十原則」中,適當的保費支出應該是年收入的十分之一,適當的保額則應該是年收入的十倍;台灣人的保費支出,普遍而言,顯然並不符合雙十原則的「第一個十」。但是,愛買保險、敢買保險的台灣人,繳出高額保費之後,換來的卻是極為廉價的保障金額。根據保險發展中心數據顯示,去年國人的壽險新契約平均保額僅有六十四萬元,有效契約則為七十九萬元,雖然投保率達到二一○%,意味每人平均擁有二.一張保單,但以此計算,每人保額也不到兩百萬元。
再想雙十原則的「第二個十」──「保額是年收入的十倍」,那麼,在平均國民所得五十二萬元的台灣,不到兩百萬元的平均壽險保額,恐怕連「明顯不足」都還稱不上。比較其他先進國家,更能看出台灣人「高保費、低保額」的難堪。以美國為例,依據○八年的數字來看,平均保額約有新台幣五三○萬元,每人每年平均保費支出約在新台幣五.五萬元上下,保費付的比台灣人少,保額卻比台灣多出七倍。
br> 超高保費、超低保額,台灣人莫名其妙地花下大把銀子,卻只買到少得可憐的保障,台灣人的「呆保險」,問題究竟出在什麼地方?一心想「拿回保費」誤解本質,台灣人不把保險當「消費品」「台灣人太喜歡把保費拿回來了!」政大商學院副院長、風險管理與保險系系主任王儷玲說得直接。她認為,「拿回保費」的心態,讓多數國人在投保之前,就先誤解了保險的本質。保險的功能,在於「一旦發生風險,能夠有效降低傷害」,但若是把「能否拿回保費」視為挑選保單的優先考量,等於是將保險的功能本末倒置,變成「如果沒有風險發生,就能存到錢、賺到錢」。「出發點錯誤,自然就會買到不適合的保單,愈想著要拿回保費,就愈買愈錯。」王儷玲強調。在宏利人壽行銷長黃振國的定義中,「保險,是一種消費品。」他強調,所謂「消費品」,就像是擔心下雨所以要花錢買雨傘、為了行車安全,所以會花更多錢買好的輪胎一樣。在進行這些消費時,你不會奢望有朝一日能把錢拿回來,「買保險,應該也是一樣的心態。」○七年一月,金管會鑑於台灣人平均壽險保額明顯偏低,曾經罕見地主動發布新聞稿,標題是「建議國人可適時購買定期壽險」。金管會主動推銷定期壽險,即是在於這項商品是標準的「消費品」,保費雖然拿不回來,但也因此價錢便宜、保障較高。「商人不是笨蛋,如果你不把保險當成『消費品』,總是想把錢拿回來,那麼,他只好先向你收一大筆錢,並且賣給你一個不太實用的商品。」保險暢銷書作者劉鳳和說,因為「拿回保費」的偏差觀念,讓台灣的保險業者「順應市場」推出許多「華而不實」的商品。而台灣民眾則在心態偏差與業者促銷之下,陸續犯下了四大嚴重錯誤,使得台灣成為全世界最奇特、最扭曲的保險市場。錯誤一把保險當存錢工具第一個錯誤,是因為「把保險當存錢工具」,而買了太多的儲蓄險。在分析台灣人高保費、低保額的現象時,政大風險管理與保險系助理教授彭金隆幾乎不假思索地說:「可想而知,民眾把多數保費都拿去買儲蓄險了。」事實上,根據《今周刊》與波仕特線上市調中心於八月間合作進行的「台灣人保險行為」調查,結果發現,受訪者投保儲蓄險與終身壽險的比率,的確明顯高於其他類型保單。相較於金管會強力推銷的「消費品」──定期壽險,儲蓄險的保費會高出多少呢?以三十歲男性、身故可領回一百萬元保額的壽險商品來看,二十年定期壽險的年繳保費只要四一○○元左右,二十年的總成本是八.二萬元;但若是投保在台灣長銷熱賣、具有儲蓄概念的「還本終身壽險」,繳費二十年若要取得百萬元保障,每年須付出四萬兩千元左右,總成本超過八十四萬元。
「話不能這樣說,如果我長命百歲,就能從儲蓄險賺到好處。」這是多數人的想法。在台北三重經營小型代工廠的林爸爸、林媽媽,原本也是如此盤算,但是在經歷一場重大意外之後,他們的觀念有了徹底的改變。林爸爸、林媽媽平日工作辛勞,也很努力地省下每一分錢,就是希望自己能有安逸的退休生活。他們把省下來的錢,一部分拿去銀行存,另外一大部分,則是從十五年前開始陸續買了許多儲蓄型保險,部分屬於
滿整筆領回,部分屬於活越久、領越多的年金性質,加總計算,兩人每年要繳三十六萬元的保費,壽險保額則只有八十萬元。「原本是想繳費二十年後,就能累積一筆小錢,再加上每年大約十萬元的年金,就能退休了。」林爸爸自認身體健康,「活到八十歲應該沒問題,一定能把保險領回來。」錯誤二把保險當賺錢工具但在○一年,家裡工廠突然氣爆,兩人嚴重灼傷,燒傷面積占全身一二%至一三%,總共住院十七天,但前前後後只獲得兩萬多元保險理賠金,這兩萬多元還是靠儲蓄險中附加住院醫療給付,每人一天六百元住院補助。出院後,夫妻兩人仍然無法正常工作,將近半年的時間,家中開支須靠過去銀行存款,而之前好不容易存下的銀行存款,則幾乎在這半年全數用罄。「很好笑吧!買儲蓄險是為了存錢,但反而讓我銀行存款全部用光,繳出去的保費,還要等到八十歲以後才能領回,真是沒賺頭。」林爸爸說,還好那場大火沒把夫妻兩人燒死,「否則,只能領回八十萬元,其他什麼都沒了。」劉鳳和表示,在各類保險之中,儲蓄險絕對是建構人生保險防護網中「最後一個選擇」,必須先將該有的保障購足,才能再考慮把收入投在保障低、保費高的儲蓄險中,「我並非反對去買儲蓄險,而是不能把保險當儲蓄。保險的功能就是保障,而非儲蓄。」近年來,隨著台灣利率水準走低,保險公司獲利難度相對提高,保險費率也就因此逐步升高,銷售日漸困難。於是,讓保單「增值空間」交給消費者「自行操盤負責」的投資型保單,成為業者強力推銷的商品之一,逐漸的,也讓台灣人犯下了保險規畫的第二個錯誤──把保險當成投資工具。「我只看過『賣』保險賺錢,還沒看過『買』保險賺錢。」宏觀財務顧問總經理邱正宏說,在業務員的錯誤行銷之下,近幾年熱賣的投資型保單,幾乎已被消費者認為是一種「具有部分保險功能的穩健型投資工具」。老實說,「具有部分保險功能的穩健型投資工具」,這句描述並沒有錯,但正是因為投資型保單必須兼顧「保險」與「投資」的雙重功能,因此,部分保費必須挪為投資之用,自然也就無法換得足夠的保障額度。換句話說,投資型保單熱賣,也是台灣人保費高、保額低的元凶之一。更糟的是,某位業界專家指出,由於國內業者推出投資型保單的目的,是為了「讓保單的增值空間由消費者自行負責」,對業者相對有利,因此,為了加速推廣,業者也提供了極為可觀的抽佣額度給業務員,而佣金的來源,則是保費。「基本上,投資型保單前兩年保費,接近、甚至超過半數以上,都是費用。」王儷玲表示,投資型保單確實有其適合的族群,但她仍建議,必須是在保障充足後,再用投資型保單讓整個保障增值。她表示,保障的順序依序是基本的壽險、用意外險補足壽險不夠缺口,最後選擇醫療險補足健保不給付項目,「至於投資型保單,則是行有餘力時的加值選項。」
錯誤三投保重點本末倒置基於「拿回保費」的心態,國人熱中於透過保險「存錢」、「賺錢」,但除了這兩大錯誤之外,另外一種類似的偏差心態,則是希望保險的「效期無限」,這正是終身型保險商品始終熱賣的原因。但,終身型的商品,同樣是保費高而保障低,更重要的是,你通常並不需要終身保障。年約三十歲的高志強,是外商公司壽險業務員,由於本身從事保險業,自
也對風險相當重視,「他曾說,年輕人的保障重點應該是在醫療部分,因此,雖然收入還不多,但一口氣就買了住院補助日額五千元的終身醫療險。」高志強的昔日同事嘆道:「因為他刻意拉高保障額度,又是購買終身險,所以保費很高,也就無力再去投保真正重要的壽險了。」某天,身強體健的他突然心肌梗塞,到院前就不幸身故,由於沒有住院,因此高額的終身醫療險完全派不上用場,高志強的家人,無法從保單上獲得一毛錢的理賠。王儷玲表示,以目前利率處於低檔的環境,確實不適合買終身型保險,相同保障可能十年前只需要花一萬元,但現在要花兩萬元去買,一旦花去過多費用,就容易排擠其他該買的險種。她建議,現在可以先建構一些短年期的醫療險種,等到利率上升時再轉成終身型保單。劉鳳和則建議,利率至少要回到五%以上,才是考慮購買終身醫療險的時機。除了價格因素,另外一個思考方向,則是「需不需要終身險」?以終身醫療險來說,根據健保局在○五年所做的統計,六十五歲以上老人在過去十年間每年平均住院天數僅有四.六日,以台北地區醫院單人病房每日收費約三千至五千元計算,每年花費至多兩萬五千元。「花大錢投保終身醫療險,只是為了老年時每年可省兩萬多元,值得嗎?」劉鳳和提出這樣的疑問。他進一步再問,「如果投保終身壽險,希望留給子女更多的財富,但在自己年老之後,孩子多半也已獨立,你的壽險理賠只有錦上添花的效果而已,需要為了錦上添花而花大錢買終身壽險嗎?」整體而言,國人偏好終身險勝於定期險,其實是本末倒置的投保行為。錯誤四保費不符「雙十原則」事實上,在前述的種種案例中,已經點出了國人保險行為的第四個嚴重錯誤:由於追求「保費領回」、「效期無限」的保險,讓台灣人在「自以為絕不虧本」的迷思之中,投入了明顯高於雙十原則的保費支出,造成本身財務壓力之外,也排擠了正常的投資理財空間,甚至是排擠了布建完整保障的機會。根據本刊的「保險行為」調查結果,購買壽險的受訪者中,除了七成以上亦有投保意外險、醫療險之外,但對於同樣屬於專家口中「必備」的癌症險、重大疾病險等,投保比率明顯降低,意味著國人不僅面對保額偏低的威脅,也已置身「險種不齊」的危機。
邱正宏指出,在有限預算下,過度投保了高保費、低保障的險種,自然會排擠到其他該買的保障,甚至也會影響個人資金支配,「規畫了正確的保障,將剩餘的錢拿去有效利用,或許還有機會創造更大收益。
四大錯誤,讓台灣人置身保額偏低、險種不齊的危機之中,而更令專家憂心的,是在保險爭議不斷的情況下,會逐漸讓國人對於保險產生反感、甚至抗拒。事實上,雖然「保錯險」造成損失的案例不少,但是「缺乏保險」所造成的悲劇,同樣隨時存在於社會角落。
「到了今天,我還是在為哥哥感到惋惜!」三十五歲的陳淑芳感嘆地說。她回憶,多年前父親因為糖尿病的併發症而長期住院治療,由於沒有保險,財務
力幾乎拖垮整個家庭,「雖然熬過來了,但是我和哥哥兩人的人生規畫,也都和原本想的不一樣了。」
陳淑芳說,當時父親住院,醫療費三個月就花了快十萬元,母親則必須辭去工作專心照顧爸爸,也就沒了工作收入。醫療費用加上房租、生活雜費等支出,壓得他們喘不過氣。也因如此,原本一心想當建築師的哥哥,為能提早賺錢,當兵時從義務役轉成志願役,「由於入伍的時間長達三年半,哥哥原本的夢想,好像也就這麼被磨掉了。」至於陳淑芳自己,當年則是被迫轉讀夜間部,利用白天打工貼補家用。
「保險的真正意義,其實就是為了保護你所愛的人。」黃振國說,如果能夠深刻理解保險的真義,就能懂得如何善用各種保險工具,既不會排斥它,更不會斤斤計較「自己能領回多少」、「會不會吃虧」。說到底,只要想到自己所愛的人,就能避免種種的保險謬誤,也才能讓保險發揮應有的正面功能。
保險滲透度連續四年全球第一,台灣人最愛買保險!台灣人的保費支出比美國人高,但美國人的保額卻比台灣人多7倍,為了追求「領回保費」、「效期無限」的保險,台灣人已經置身「保額不足」、「險種不齊」的危機之中!
「我從沒想過父親會這麼早離開,更沒想到,爸爸十五年來繳了六六○萬元的保費,最後卻只領回二四○萬元的理賠。」現年二十六歲、如今是保險業務員的楊智傑感嘆地說。正好是三年前,一次健行活動之後,楊智傑的爸媽坐上計程車返家,「媽媽親眼見到我爸猛地雙手一攤、頭一歪,毫無預兆地,心肌梗塞發作,好端端的人就這麼走了。你知道嗎?幾個月前我爸才剛做完心臟檢查,完全沒問題!」父親走得突然,全家一陣慌亂,還好有旁人提醒「父親有沒有保險?」大家這才想到,本業是醫生的父親一向注重風險,早就買了高額的保險。
「當時沒人知道我爸買了哪些保險,只知道年繳保費多達四十四萬元,想說理賠金隨便應該也有上千萬元吧!」後來保險業務員到府處理,幾十張的保單攤在桌上,但仔細一看,才發現這些保單盡是保費高、保額低的儲蓄險及投資型保單,算一算,兩種類型的保險,就要年繳四十萬元保費。而最重要的「身故理賠金額」,也就是壽險保額,其實只有二四○萬元。此外,雖然買了許多醫療、癌症、意外險的保單,但因為父親是心肌梗塞離世,沒有經過住院醫療,也非因為意外或癌症身故,所以統統不適用。「當時,我一度認為保險根本就是騙人的玩意兒,」楊智傑說,他為了釐清保險真相,決定自行研究、甚至踏入保險業,「現在,我的理解是,問題不是出在保險本身,而是市場最熱賣的商品,往往不符合民眾真實需求。」高保費、低保障 台灣人的保險觀念有夠呆「爸爸的錯誤原來只是一個縮影,沒買到足夠保障、買太多『無用保單』的案例,比比皆是。」如果翻開各項統計數據就能發現,雖然年紀輕輕、資歷尚淺,但楊智傑的觀察絕對不假。首先,台灣是全世界最愛買保險的國家!根據瑞士再保公司的統計,二○一○年台灣的壽險滲透度(壽險保費占國內生產毛額比率)為一五.四%,「遙遙領先」世界各國,並已連續四年蟬聯全球第一;並且,台灣人繳起保費更是毫不手軟。據瑞士再保公司公布去年數據,台灣人平均年繳保費為二七五六美元,折合台幣約八.五萬元左右;依照主計處統計,去年平均每人國民所得約是五十二萬元,換言之,台灣人每年心甘情願地把一六%的所得繳給保險公司。在所謂的「雙十原則」中,適當的保費支出應該是年收入的十分之一,適當的保額則應該是年收入的十倍;台灣人的保費支出,普遍而言,顯然並不符合雙十原則的「第一個十」。但是,愛買保險、敢買保險的台灣人,繳出高額保費之後,換來的卻是極為廉價的保障金額。根據保險發展中心數據顯示,去年國人的壽險新契約平均保額僅有六十四萬元,有效契約則為七十九萬元,雖然投保率達到二一○%,意味每人平均擁有二.一張保單,但以此計算,每人保額也不到兩百萬元。
再想雙十原則的「第二個十」──「保額是年收入的十倍」,那麼,在平均國民所得五十二萬元的台灣,不到兩百萬元的平均壽險保額,恐怕連「明顯不足」都還稱不上。比較其他先進國家,更能看出台灣人「高保費、低保額」的難堪。以美國為例,依據○八年的數字來看,平均保額約有新台幣五三○萬元,每人每年平均保費支出約在新台幣五.五萬元上下,保費付的比台灣人少,保額卻比台灣多出七倍。
br> 超高保費、超低保額,台灣人莫名其妙地花下大把銀子,卻只買到少得可憐的保障,台灣人的「呆保險」,問題究竟出在什麼地方?一心想「拿回保費」誤解本質,台灣人不把保險當「消費品」「台灣人太喜歡把保費拿回來了!」政大商學院副院長、風險管理與保險系系主任王儷玲說得直接。她認為,「拿回保費」的心態,讓多數國人在投保之前,就先誤解了保險的本質。保險的功能,在於「一旦發生風險,能夠有效降低傷害」,但若是把「能否拿回保費」視為挑選保單的優先考量,等於是將保險的功能本末倒置,變成「如果沒有風險發生,就能存到錢、賺到錢」。「出發點錯誤,自然就會買到不適合的保單,愈想著要拿回保費,就愈買愈錯。」王儷玲強調。在宏利人壽行銷長黃振國的定義中,「保險,是一種消費品。」他強調,所謂「消費品」,就像是擔心下雨所以要花錢買雨傘、為了行車安全,所以會花更多錢買好的輪胎一樣。在進行這些消費時,你不會奢望有朝一日能把錢拿回來,「買保險,應該也是一樣的心態。」○七年一月,金管會鑑於台灣人平均壽險保額明顯偏低,曾經罕見地主動發布新聞稿,標題是「建議國人可適時購買定期壽險」。金管會主動推銷定期壽險,即是在於這項商品是標準的「消費品」,保費雖然拿不回來,但也因此價錢便宜、保障較高。「商人不是笨蛋,如果你不把保險當成『消費品』,總是想把錢拿回來,那麼,他只好先向你收一大筆錢,並且賣給你一個不太實用的商品。」保險暢銷書作者劉鳳和說,因為「拿回保費」的偏差觀念,讓台灣的保險業者「順應市場」推出許多「華而不實」的商品。而台灣民眾則在心態偏差與業者促銷之下,陸續犯下了四大嚴重錯誤,使得台灣成為全世界最奇特、最扭曲的保險市場。錯誤一把保險當存錢工具第一個錯誤,是因為「把保險當存錢工具」,而買了太多的儲蓄險。在分析台灣人高保費、低保額的現象時,政大風險管理與保險系助理教授彭金隆幾乎不假思索地說:「可想而知,民眾把多數保費都拿去買儲蓄險了。」事實上,根據《今周刊》與波仕特線上市調中心於八月間合作進行的「台灣人保險行為」調查,結果發現,受訪者投保儲蓄險與終身壽險的比率,的確明顯高於其他類型保單。相較於金管會強力推銷的「消費品」──定期壽險,儲蓄險的保費會高出多少呢?以三十歲男性、身故可領回一百萬元保額的壽險商品來看,二十年定期壽險的年繳保費只要四一○○元左右,二十年的總成本是八.二萬元;但若是投保在台灣長銷熱賣、具有儲蓄概念的「還本終身壽險」,繳費二十年若要取得百萬元保障,每年須付出四萬兩千元左右,總成本超過八十四萬元。
「話不能這樣說,如果我長命百歲,就能從儲蓄險賺到好處。」這是多數人的想法。在台北三重經營小型代工廠的林爸爸、林媽媽,原本也是如此盤算,但是在經歷一場重大意外之後,他們的觀念有了徹底的改變。林爸爸、林媽媽平日工作辛勞,也很努力地省下每一分錢,就是希望自己能有安逸的退休生活。他們把省下來的錢,一部分拿去銀行存,另外一大部分,則是從十五年前開始陸續買了許多儲蓄型保險,部分屬於
滿整筆領回,部分屬於活越久、領越多的年金性質,加總計算,兩人每年要繳三十六萬元的保費,壽險保額則只有八十萬元。「原本是想繳費二十年後,就能累積一筆小錢,再加上每年大約十萬元的年金,就能退休了。」林爸爸自認身體健康,「活到八十歲應該沒問題,一定能把保險領回來。」錯誤二把保險當賺錢工具但在○一年,家裡工廠突然氣爆,兩人嚴重灼傷,燒傷面積占全身一二%至一三%,總共住院十七天,但前前後後只獲得兩萬多元保險理賠金,這兩萬多元還是靠儲蓄險中附加住院醫療給付,每人一天六百元住院補助。出院後,夫妻兩人仍然無法正常工作,將近半年的時間,家中開支須靠過去銀行存款,而之前好不容易存下的銀行存款,則幾乎在這半年全數用罄。「很好笑吧!買儲蓄險是為了存錢,但反而讓我銀行存款全部用光,繳出去的保費,還要等到八十歲以後才能領回,真是沒賺頭。」林爸爸說,還好那場大火沒把夫妻兩人燒死,「否則,只能領回八十萬元,其他什麼都沒了。」劉鳳和表示,在各類保險之中,儲蓄險絕對是建構人生保險防護網中「最後一個選擇」,必須先將該有的保障購足,才能再考慮把收入投在保障低、保費高的儲蓄險中,「我並非反對去買儲蓄險,而是不能把保險當儲蓄。保險的功能就是保障,而非儲蓄。」近年來,隨著台灣利率水準走低,保險公司獲利難度相對提高,保險費率也就因此逐步升高,銷售日漸困難。於是,讓保單「增值空間」交給消費者「自行操盤負責」的投資型保單,成為業者強力推銷的商品之一,逐漸的,也讓台灣人犯下了保險規畫的第二個錯誤──把保險當成投資工具。「我只看過『賣』保險賺錢,還沒看過『買』保險賺錢。」宏觀財務顧問總經理邱正宏說,在業務員的錯誤行銷之下,近幾年熱賣的投資型保單,幾乎已被消費者認為是一種「具有部分保險功能的穩健型投資工具」。老實說,「具有部分保險功能的穩健型投資工具」,這句描述並沒有錯,但正是因為投資型保單必須兼顧「保險」與「投資」的雙重功能,因此,部分保費必須挪為投資之用,自然也就無法換得足夠的保障額度。換句話說,投資型保單熱賣,也是台灣人保費高、保額低的元凶之一。更糟的是,某位業界專家指出,由於國內業者推出投資型保單的目的,是為了「讓保單的增值空間由消費者自行負責」,對業者相對有利,因此,為了加速推廣,業者也提供了極為可觀的抽佣額度給業務員,而佣金的來源,則是保費。「基本上,投資型保單前兩年保費,接近、甚至超過半數以上,都是費用。」王儷玲表示,投資型保單確實有其適合的族群,但她仍建議,必須是在保障充足後,再用投資型保單讓整個保障增值。她表示,保障的順序依序是基本的壽險、用意外險補足壽險不夠缺口,最後選擇醫療險補足健保不給付項目,「至於投資型保單,則是行有餘力時的加值選項。」
錯誤三投保重點本末倒置基於「拿回保費」的心態,國人熱中於透過保險「存錢」、「賺錢」,但除了這兩大錯誤之外,另外一種類似的偏差心態,則是希望保險的「效期無限」,這正是終身型保險商品始終熱賣的原因。但,終身型的商品,同樣是保費高而保障低,更重要的是,你通常並不需要終身保障。年約三十歲的高志強,是外商公司壽險業務員,由於本身從事保險業,自
也對風險相當重視,「他曾說,年輕人的保障重點應該是在醫療部分,因此,雖然收入還不多,但一口氣就買了住院補助日額五千元的終身醫療險。」高志強的昔日同事嘆道:「因為他刻意拉高保障額度,又是購買終身險,所以保費很高,也就無力再去投保真正重要的壽險了。」某天,身強體健的他突然心肌梗塞,到院前就不幸身故,由於沒有住院,因此高額的終身醫療險完全派不上用場,高志強的家人,無法從保單上獲得一毛錢的理賠。王儷玲表示,以目前利率處於低檔的環境,確實不適合買終身型保險,相同保障可能十年前只需要花一萬元,但現在要花兩萬元去買,一旦花去過多費用,就容易排擠其他該買的險種。她建議,現在可以先建構一些短年期的醫療險種,等到利率上升時再轉成終身型保單。劉鳳和則建議,利率至少要回到五%以上,才是考慮購買終身醫療險的時機。除了價格因素,另外一個思考方向,則是「需不需要終身險」?以終身醫療險來說,根據健保局在○五年所做的統計,六十五歲以上老人在過去十年間每年平均住院天數僅有四.六日,以台北地區醫院單人病房每日收費約三千至五千元計算,每年花費至多兩萬五千元。「花大錢投保終身醫療險,只是為了老年時每年可省兩萬多元,值得嗎?」劉鳳和提出這樣的疑問。他進一步再問,「如果投保終身壽險,希望留給子女更多的財富,但在自己年老之後,孩子多半也已獨立,你的壽險理賠只有錦上添花的效果而已,需要為了錦上添花而花大錢買終身壽險嗎?」整體而言,國人偏好終身險勝於定期險,其實是本末倒置的投保行為。錯誤四保費不符「雙十原則」事實上,在前述的種種案例中,已經點出了國人保險行為的第四個嚴重錯誤:由於追求「保費領回」、「效期無限」的保險,讓台灣人在「自以為絕不虧本」的迷思之中,投入了明顯高於雙十原則的保費支出,造成本身財務壓力之外,也排擠了正常的投資理財空間,甚至是排擠了布建完整保障的機會。根據本刊的「保險行為」調查結果,購買壽險的受訪者中,除了七成以上亦有投保意外險、醫療險之外,但對於同樣屬於專家口中「必備」的癌症險、重大疾病險等,投保比率明顯降低,意味著國人不僅面對保額偏低的威脅,也已置身「險種不齊」的危機。
邱正宏指出,在有限預算下,過度投保了高保費、低保障的險種,自然會排擠到其他該買的保障,甚至也會影響個人資金支配,「規畫了正確的保障,將剩餘的錢拿去有效利用,或許還有機會創造更大收益。
四大錯誤,讓台灣人置身保額偏低、險種不齊的危機之中,而更令專家憂心的,是在保險爭議不斷的情況下,會逐漸讓國人對於保險產生反感、甚至抗拒。事實上,雖然「保錯險」造成損失的案例不少,但是「缺乏保險」所造成的悲劇,同樣隨時存在於社會角落。
「到了今天,我還是在為哥哥感到惋惜!」三十五歲的陳淑芳感嘆地說。她回憶,多年前父親因為糖尿病的併發症而長期住院治療,由於沒有保險,財務
力幾乎拖垮整個家庭,「雖然熬過來了,但是我和哥哥兩人的人生規畫,也都和原本想的不一樣了。」
陳淑芳說,當時父親住院,醫療費三個月就花了快十萬元,母親則必須辭去工作專心照顧爸爸,也就沒了工作收入。醫療費用加上房租、生活雜費等支出,壓得他們喘不過氣。也因如此,原本一心想當建築師的哥哥,為能提早賺錢,當兵時從義務役轉成志願役,「由於入伍的時間長達三年半,哥哥原本的夢想,好像也就這麼被磨掉了。」至於陳淑芳自己,當年則是被迫轉讀夜間部,利用白天打工貼補家用。
「保險的真正意義,其實就是為了保護你所愛的人。」黃振國說,如果能夠深刻理解保險的真義,就能懂得如何善用各種保險工具,既不會排斥它,更不會斤斤計較「自己能領回多少」、「會不會吃虧」。說到底,只要想到自己所愛的人,就能避免種種的保險謬誤,也才能讓保險發揮應有的正面功能。
Top ten games to break the ice
If you need a bit of help getting to know new people in your life this term, look no further than our top ten games to break the ice.
1 . Twister
As we always say - there’s no better way to get to know someone than having their leg wrapped around your head. The quickest and most legal way of getting to this point is to crack out the Twister. If you want to get close to your new housemates (in more ways than one) it’s just about the best ice-breaker there is.If you’re not worried about making a ridiculous mess, add fairy liquid to the playing surface for added amusement.
2 . Rizla game
It’s simple enough, someone writes a famous person’s name on a rizla (or post-it note if you don’t know any smokers, which you shouldn't, because smoking’s bad), sticks it to your forehead, and you ask endless yes/no questions to deduce as best you can whose name is residing on your face.It will almost undoubtedly make you look stupid, which is want you want. Looking stupid makes people like you... honest.
3 . I have never...
More classically known as a drinking game (as featured in The Ultimate Drinking Game Guide), this is a must for Freshers’ Week. Go around your housemates, taking it in turns each player names something they have never done - those that HAVE done it, have to drink.By the end of the night you’ll, a) be drunk, and b) know far too much about your new friends!
4 . Charades
Yes, OK, so maybe your only experience of playing charades is during a painful family gathering ‘round your aunts house on Boxing Day - but don’t let that put you off. Take out your semi-conscious gran, add in some more than a little tipsy students and you’ve got yourself a great way of lowering people’s defences.Plus, it’s never not fun trying to watch someone act out Free Willy.
5 . Card games
The best thing about card games is that everyone has their own favourites, everyone has their own rules. Swapping games and talking your housemates through the rules is a great way to get to know each other. Whether it’s sh*thead, rummy or our personal favourite, spoon donkey, card games are the perfect ice-breaker.6 . Scrabble
It may not have a reputation for being the most exciting game around, but you clearly haven’t accounted for how much fun trying to come up with rude words after you’ve had a couple of drinks can be. It’s amazing how creative you can be with a K, a J, two Vs and an X.Also - anyone dropping the C-bomb gets an automatic 50 points, and the respect of his or her peers.
7 . Water fight
This may be a little dangerous if you plan on not losing your deposit, but there really is nothing more fun that throwing a water balloon in your friend’s face from point blank range. If you want to make it a bit more game-like, try throwing a balloon from person to person at ever increasing distances until someone bursts it. When that gets dull, just throw them at people’s heads.8 . Corridor cricket
One of the best things about a corridor in your halls of residence is that it’s more or less the same shape as a cricket pitch. Take a tennis ball, anything remotely bat shaped, and as many fielders as you can find. It’s a four if you hit the far wall/door but if you smash a light you’re out. HOWZAT!9 . Poker
Poker isn’t reserved for the wealthy. OK, so you need to have something to bet with, but coppers will work just as well as a wad of fifties! Organising a regular poker night is a great way to spend some quality time with the new housemates without spending a fortune on a night out.10 . Spin the bottle
The game of choice for 13-year-old girls is also a great way of getting to know your new housemates. Nudge nudge wink wink. Though make sure it doesn’t go beyond an innocent kiss - the phrase ‘don’t sh*t on your own doorstep’ exists for a very good reason!http://www.studentbeans.com/tenofthebest/top-ten-games-to-break-the-ice/spin-the-bottle1520.html
Fom student beans
買定期壽險一定要知道的10件事|Money錢|商業理財|雜誌|中時電子報
買定期壽險一定要知道的10件事|Money錢|商業理財|雜誌|中時電子報
2010-09-07
第36期
買定期壽險一定要知道的10件事
撰文:施禔盈
終身壽險真的是不便宜,以30歲男性、保額100萬元、20年期的保單來說,1年保費超過3萬元,重點是一般人不會只買一張終身壽險,肯定要搭配其他如醫療險等商品,因此1年4、5萬元的保費跑不掉。定期壽險就便宜多了,同樣30歲男性、100萬保額、20年期的保單,1年保費僅4000元左右,而且定期壽險有分吸菸或不吸菸、健康或不健康體,健康或不吸菸的人保費又更便宜。因此定期壽險有「小錢也可以買高保障」的特色,對於預算有限的保戶而言,這樣的商品相當切合需求。雖然定期壽險的產品結構並不複雜,數千元就可以建構高保障,但是保戶在投保之前,還是應該釐清這項產品的特色與相關內容,才能真的讓小錢發揮大效益。
1適合階段型投保需求者從保險的初衷談起,買壽險目的是為了什麼?如果現在25歲,是家庭的生活支柱,倘若不幸發生意外,壽險可以幫助家庭度過難關,讓雙親及小孩得到一定的保障。但是20、30 年過後,當家庭重擔卸下,孩子也長大了,此時,最重要的不再是壽險保障,而是退休金規畫。從這樣的角度來看,如果只是為了在人生中,達到為人子女、為人父母的階段性任務,定期壽險即符合相關需求。所以究竟要不要買定期壽險,問問自己:假如因意外死亡或殘廢,會不會使家人財務陷入無法負擔的困境?
2繳費期滿 保障即消失許多專家喜歡用「買」房子與「租」房子來解釋終身壽險與定期壽險間的差異,「買」房子後就擁有房子的所有權,繳完貸款後,房子是自己的;但租房子就不同了,即便租了20年的房子,一旦沒繳房租,就失去房子的使用權。終身壽險如同買屋,繳了20年保費後,保障持續有效(通常到95歲或105歲,期滿若還健在,會給一筆祝壽金,保單即失效);定期壽險像是租房子,如果繳費期滿並未身故或發生全殘,過去所繳交的保費不但不會退回,而且所有的保障都會消失。
3分為平準、自然兩種費率定期壽險可分為限期繳費定期壽險與1年期定期壽險。前者繳費期別又區分成6、10、20、30等不同年期,後者則是1年1繳。限期繳費採平準費率,繳費期間內各年度的保費都相同;1年期定期壽險採取自然費率,保戶所繳交的保費逐年增加。如果同樣打算保20 年的定期壽險,採自然費率的1年期定期壽險,所繳交的「總」保費會高過採平準費率的限期繳費定期壽險,因此建議投保限期繳費定期壽險;相對地,只想在短期間內提高壽險保障額度者,就可以選擇1年1繳的定期壽險。
4看清「保證續保」條款不論買的是限期繳費定期壽險,還是1年期定期壽險,都要看清楚保單條款內「保證續保」的內容與限制,千萬不要只聽業務員說有保證續保就算數,一定要白紙黑字寫在條款內才有依據。特別是1年期定期壽險,很可能發生被保險人在投保屆滿1年時,剛好因為身體不適而不能再續保的情形,所以必須增加「保證續約免體檢條款」,也就是要保人得在保險期間屆滿日前,不用再具備被保險人可保性證明,也能續保。
5增購保額 將視為新約處理任何一種保險都是年紀愈大保費愈貴,定期壽險當然也不例外。隨著年紀增長,不僅每萬元的年繳保費比較貴,有些保戶想再另買一張定期壽險,也可能會因為體能、健康狀況變差,遭到保險公司拒保。因此,在決定買定期壽險時,最好第一時間就把保額規畫妥當,不要在中途再增加,否則增購的部分,都要按照新契約處理。保單條款通常會有如下敘述:續保保險費依續保生效當時被保險人年齡及本契約經主管機關所核定之保險費率,並按原投保當時之承保條件計算。也就是年紀增長,保費也會跟著增加。
6注意最高承保年齡每家保險公司推出的定期壽險產品都有最高承保年齡上的限制, 有60 歲、70 歲、80 歲等,如果年紀比較大的人想買定期壽險,就要尋找限制較為寬鬆的保險公司。此外,保證續保也有最高年齡限制,例如續約的被保險人滿期年齡最高不得超過71歲,意思就是,即使有保證續保條款,但在年齡的限制下,年紀太大、超過保險公司規定的71歲,就無法續保了。也因此,如果一個55歲的保戶,因為老來得子,想要增加保障金額,這位保戶只能選擇15年期的定期壽險。
7保留轉換終身壽險的權利定期壽險是一種階段性產品,例如當完成了教養子女的任務,定期壽險通常就可以功成身退,此時,如果經濟狀況不錯,希望身故後再留給子女一筆保險金,就要考慮購買終身壽險了。其實有些定期壽險是可轉換的,具備「可由定期壽險轉為終身壽險」的功能,在合約有效期限內,無須出示可保性證明,就可以將保單轉換成永久保障的合約。要注意的是,保戶在決定轉換後,需補滿保單價值準備金的差額,但這筆金額並不小,到時候保戶可以計算是另買一張終身壽險划算,還是轉換划算。
8當心商品停售而不續保倘若保證續保的條款如下:本保險期間為1年,保險期間屆滿後30日內,要保人得交付續保保險費,除本公司報經主管機關核准,停止銷售本約或有前項約定情形外,本公司不得拒絕續保。問題來了,萬一此商品停售,就可能發生不續保的情況。顯然保證續保的條款最好為:本契約保險期間屆滿日前,要保人得不具被保人可保性證明,以書面向本公司申請於本契約保險期間屆滿變更投保同類型定期壽險,本公司不得拒絕。這樣一來,就算你買的定期壽險停售,也還有另外的商品可保。
2010-09-07
第36期
買定期壽險一定要知道的10件事
撰文:施禔盈
終身壽險真的是不便宜,以30歲男性、保額100萬元、20年期的保單來說,1年保費超過3萬元,重點是一般人不會只買一張終身壽險,肯定要搭配其他如醫療險等商品,因此1年4、5萬元的保費跑不掉。定期壽險就便宜多了,同樣30歲男性、100萬保額、20年期的保單,1年保費僅4000元左右,而且定期壽險有分吸菸或不吸菸、健康或不健康體,健康或不吸菸的人保費又更便宜。因此定期壽險有「小錢也可以買高保障」的特色,對於預算有限的保戶而言,這樣的商品相當切合需求。雖然定期壽險的產品結構並不複雜,數千元就可以建構高保障,但是保戶在投保之前,還是應該釐清這項產品的特色與相關內容,才能真的讓小錢發揮大效益。
1適合階段型投保需求者從保險的初衷談起,買壽險目的是為了什麼?如果現在25歲,是家庭的生活支柱,倘若不幸發生意外,壽險可以幫助家庭度過難關,讓雙親及小孩得到一定的保障。但是20、30 年過後,當家庭重擔卸下,孩子也長大了,此時,最重要的不再是壽險保障,而是退休金規畫。從這樣的角度來看,如果只是為了在人生中,達到為人子女、為人父母的階段性任務,定期壽險即符合相關需求。所以究竟要不要買定期壽險,問問自己:假如因意外死亡或殘廢,會不會使家人財務陷入無法負擔的困境?
2繳費期滿 保障即消失許多專家喜歡用「買」房子與「租」房子來解釋終身壽險與定期壽險間的差異,「買」房子後就擁有房子的所有權,繳完貸款後,房子是自己的;但租房子就不同了,即便租了20年的房子,一旦沒繳房租,就失去房子的使用權。終身壽險如同買屋,繳了20年保費後,保障持續有效(通常到95歲或105歲,期滿若還健在,會給一筆祝壽金,保單即失效);定期壽險像是租房子,如果繳費期滿並未身故或發生全殘,過去所繳交的保費不但不會退回,而且所有的保障都會消失。
3分為平準、自然兩種費率定期壽險可分為限期繳費定期壽險與1年期定期壽險。前者繳費期別又區分成6、10、20、30等不同年期,後者則是1年1繳。限期繳費採平準費率,繳費期間內各年度的保費都相同;1年期定期壽險採取自然費率,保戶所繳交的保費逐年增加。如果同樣打算保20 年的定期壽險,採自然費率的1年期定期壽險,所繳交的「總」保費會高過採平準費率的限期繳費定期壽險,因此建議投保限期繳費定期壽險;相對地,只想在短期間內提高壽險保障額度者,就可以選擇1年1繳的定期壽險。
4看清「保證續保」條款不論買的是限期繳費定期壽險,還是1年期定期壽險,都要看清楚保單條款內「保證續保」的內容與限制,千萬不要只聽業務員說有保證續保就算數,一定要白紙黑字寫在條款內才有依據。特別是1年期定期壽險,很可能發生被保險人在投保屆滿1年時,剛好因為身體不適而不能再續保的情形,所以必須增加「保證續約免體檢條款」,也就是要保人得在保險期間屆滿日前,不用再具備被保險人可保性證明,也能續保。
5增購保額 將視為新約處理任何一種保險都是年紀愈大保費愈貴,定期壽險當然也不例外。隨著年紀增長,不僅每萬元的年繳保費比較貴,有些保戶想再另買一張定期壽險,也可能會因為體能、健康狀況變差,遭到保險公司拒保。因此,在決定買定期壽險時,最好第一時間就把保額規畫妥當,不要在中途再增加,否則增購的部分,都要按照新契約處理。保單條款通常會有如下敘述:續保保險費依續保生效當時被保險人年齡及本契約經主管機關所核定之保險費率,並按原投保當時之承保條件計算。也就是年紀增長,保費也會跟著增加。
6注意最高承保年齡每家保險公司推出的定期壽險產品都有最高承保年齡上的限制, 有60 歲、70 歲、80 歲等,如果年紀比較大的人想買定期壽險,就要尋找限制較為寬鬆的保險公司。此外,保證續保也有最高年齡限制,例如續約的被保險人滿期年齡最高不得超過71歲,意思就是,即使有保證續保條款,但在年齡的限制下,年紀太大、超過保險公司規定的71歲,就無法續保了。也因此,如果一個55歲的保戶,因為老來得子,想要增加保障金額,這位保戶只能選擇15年期的定期壽險。
7保留轉換終身壽險的權利定期壽險是一種階段性產品,例如當完成了教養子女的任務,定期壽險通常就可以功成身退,此時,如果經濟狀況不錯,希望身故後再留給子女一筆保險金,就要考慮購買終身壽險了。其實有些定期壽險是可轉換的,具備「可由定期壽險轉為終身壽險」的功能,在合約有效期限內,無須出示可保性證明,就可以將保單轉換成永久保障的合約。要注意的是,保戶在決定轉換後,需補滿保單價值準備金的差額,但這筆金額並不小,到時候保戶可以計算是另買一張終身壽險划算,還是轉換划算。
8當心商品停售而不續保倘若保證續保的條款如下:本保險期間為1年,保險期間屆滿後30日內,要保人得交付續保保險費,除本公司報經主管機關核准,停止銷售本約或有前項約定情形外,本公司不得拒絕續保。問題來了,萬一此商品停售,就可能發生不續保的情況。顯然保證續保的條款最好為:本契約保險期間屆滿日前,要保人得不具被保人可保性證明,以書面向本公司申請於本契約保險期間屆滿變更投保同類型定期壽險,本公司不得拒絕。這樣一來,就算你買的定期壽險停售,也還有另外的商品可保。
2011年10月20日 星期四
今周刊-今周焦點 -封面故事-問答篇》業務員離職/我的保單變「孤兒」怎麼辦?
今周刊-今周焦點 -封面故事-問答篇》業務員離職/我的保單變「孤兒」怎麼辦?
繳費十年了,現在才後悔怎麼辦?」、「如何確保醫療險能夠給付最先進的新式手術費用?」、「定期險的續保問題怎麼解決?」保險是一輩子的事,在漫長的保險生涯中,各式各樣的疑難雜症總會隨時出現,令人傷透腦筋,也有可能嚴重影響你的保險規畫。
為了能讓讀者在保險規畫的過程中進行得更順利,《今周刊》特別整理最常見、也最容易造成誤解的六大保險疑難雜症,彙集各界專家意見,提供最專業的解答。
Q1.原本的業務員離職了,我的保單會不會變成孤兒保單?
孤兒保單泛指原先招攬的業務員離職,造成保戶手中的保單瞬間「無人照顧」。此外,亦有可能是因為保戶聯絡方式改變而未通知保險公司,造成保單與保險公司之間失聯。而近年來由於不少外商壽險公司撤離台灣,也衍生不少新形態的孤兒保單問題。
孤兒保單所造成的主要爭議,是因為延誤了保費的繳付,影響保單的正常權益,嚴重者,甚至會導致保單失效。
「預防孤兒保單最好的方式,就是靠自己。」保險暢銷書作者劉鳳和指出,每當變更聯絡地址、電話時,一定要主動告知保險公司;此外,消費者本身應該清楚記錄每個險種的理賠給付要件,「最好在投保後就詳細請教業務員,並且用筆記本記下內容,以淺顯白話的方式記錄,日後看到才不會忘記。」
這個動作,一方面是預防自己的保單在變成孤兒之後還遇到「不良後母」,在與接手的業務員或保險公司出現爭議時,能有一份紀錄自保;另一方面,有了紀錄,也能定期檢視手中保單是否都有如期繳費,一旦發現某張保單並未收到繳費通知,就必須立即聯絡保險公司。
Q2.儲蓄險繳了十年保費,現在才後悔,該怎麼辦才好?
對於這種「頭已洗了一半」的消費者,原則上,專家還是建議能夠勉為其難的繳完所有費用,解約永遠是下下策。但若真的「不願繼續洗下去」,除了解約一途,一般來說還會有三種較常見解決方式,包含減額繳清、展期保險、保單借款繳納等。
減額繳清是將保額降低,例如原本投保一百萬元,年繳保費二萬元,保額可減為五十萬元,年繳保費會減少一萬元。
展期保險指的是相同保額、相同給付條件,在停止繳費的前提下,將保單剩餘價值換算成新的保單有效期。例如原本一百萬元額度的終身壽險,轉成展期之後,可能只剩下十年定期壽險,但保額依舊是一百萬元。
保單借款繳納指的是保單內的價值準備金,以低於市面上的利率借出繳納保費,在借款期間保單依舊有效,萬一發生事故身亡,會將保額扣除已借款的保費賠給保戶。
Q3.受益人是孩子,但尚未成年,孩子拿到理賠金之後會不會被有心人騙走?
每回有大型災難,例如地震、空難,父母身亡,孩子未成年,此時總有很多親戚冒出來想要擁有孩子的監護權,不僅令人擔心父母遺留下最後一筆保險金,是否真能穩當地交到孩子手上?
國際紐約人壽客戶服務中心副總經理余家和表示,為了避免類似情況,父母(保戶)應和銀行訂定保險金信託契約,由孩子作為信託的委託人及受益人,銀行作為受託人,再告知保險公司該張保單已經交付信託,將受益人轉成銀行信託帳戶。如此一來,一旦保戶身故,保險公司會將保險金交給銀行,由銀行照簽訂契約內容執行。
余家和也指出,就算出國最常購買的旅行平安險,只要在受益人欄位指定給信託帳戶,保險金額一樣也納入信託戶中。
Q4.有些醫療險有舊式手術理賠、新式手術不理賠的問題,該如何解決?
有部分保戶在申請醫療險理賠時,發現有些早期醫療險保單無法理賠新形態的手術或治療方法,而與保險公司有爭執。消費者認為,醫療技術只會越來越進步,但真正需要理賠時,保險公司
以「新手術不在保單保障範圍內」拒絕,不禁讓人疑惑,繳了多年保費,到底保障些什麼?
台灣人壽理賠部經理林世聘表示,確實某些早期醫療險保單有這樣狀況,為避免類似情況發生,在購買醫療險時要盡量挑選理賠手術列表多且明確的,而保單上若有加註「若出現新形態或替代性手術,會依相當程度理賠給付」,亦可多少避免保單理賠跟不上醫療進步的問題。
如果早期醫療險保單沒有此條加註,且理賠手術列表較少,若要保障更周全,就只能重買一張醫療險,無法在原有保單上增加。
Q5.定期險雖然比終身險便宜許多,但會不會期限一到就無法續保?
許多人不敢買定期險,就是擔心期滿續保問題,認為終身險才安全,但事實並不盡然。定期險也有保證續保條款,如市面上一年期定期壽險及癌症險,都是保證續保。
劉鳳和指出,以遠雄人壽一年期定期壽險為例,保單條款上清楚記載除非商品不再銷售,或者保戶年齡超過續保年齡限制,只要保戶要投保,保險公司不得拒絕,且該商品最高續保年齡是九十五歲。
癌症險也相同,保單條款也記載清楚,不能因為保戶年齡過高或身體狀況大不如前,甚至罹患癌症而拒保。
若是認為一年一年投保太麻煩,想轉買長年期壽險,保險專家也建議,最好一次就買二十年期,如果先買十年期壽險,過了十年後身體狀況不如十年前好,很多指數都飆高,容易遇上保險公司拒保狀況,為防萬一買足二十年期比較妥當。
Q6.意外險到底保什麼?為什麼有些是意外死亡卻不理賠?
的確,「走得令人感到意外」,不見得就是保險定義中的「意外身故」。保德信人壽市場及商品企畫部副總吳昆倫表示,意外險強調的是「因為外力而造成自己身體有損傷,甚至於死亡」,這才符合理賠範圍。但若意外發生在競賽、戰爭、核災,則通常不予理賠。
台灣人壽表示,要符合意外險理賠兩大要件是「外來突發、非由疾病所引起」,如果一位糖尿病患者因為跌倒而住院,需要比一般人更長的住院時間,意外險會和保戶以「和議」方式,按比例理賠,不是住幾天賠幾天。
較有爭議的意外理賠,大多都是有牽涉到疾病,這時必須要看死亡原因是屬於意外或疾病。例如保戶本身有心臟病,因為發生「意外車禍」受到驚嚇而「心臟病發」身亡,那麼,因為死亡原因是心臟病發,因此非屬保險定義中的意外身故,不在意外險理賠範圍內。
面對類型五花八門的各種保險,以及艱澀難懂的契約內容,許多消費者一旦遇到問題,就先打了退堂鼓。然而,出現在心中的小疑惑,卻有可能嚴重影響你的保險規畫,《今周刊》整理最常見與目前網路上引起較多討論的六大問題與答案,為讀者解惑。
繳費十年了,現在才後悔怎麼辦?」、「如何確保醫療險能夠給付最先進的新式手術費用?」、「定期險的續保問題怎麼解決?」保險是一輩子的事,在漫長的保險生涯中,各式各樣的疑難雜症總會隨時出現,令人傷透腦筋,也有可能嚴重影響你的保險規畫。
為了能讓讀者在保險規畫的過程中進行得更順利,《今周刊》特別整理最常見、也最容易造成誤解的六大保險疑難雜症,彙集各界專家意見,提供最專業的解答。
Q1.原本的業務員離職了,我的保單會不會變成孤兒保單?
孤兒保單泛指原先招攬的業務員離職,造成保戶手中的保單瞬間「無人照顧」。此外,亦有可能是因為保戶聯絡方式改變而未通知保險公司,造成保單與保險公司之間失聯。而近年來由於不少外商壽險公司撤離台灣,也衍生不少新形態的孤兒保單問題。
孤兒保單所造成的主要爭議,是因為延誤了保費的繳付,影響保單的正常權益,嚴重者,甚至會導致保單失效。
「預防孤兒保單最好的方式,就是靠自己。」保險暢銷書作者劉鳳和指出,每當變更聯絡地址、電話時,一定要主動告知保險公司;此外,消費者本身應該清楚記錄每個險種的理賠給付要件,「最好在投保後就詳細請教業務員,並且用筆記本記下內容,以淺顯白話的方式記錄,日後看到才不會忘記。」
這個動作,一方面是預防自己的保單在變成孤兒之後還遇到「不良後母」,在與接手的業務員或保險公司出現爭議時,能有一份紀錄自保;另一方面,有了紀錄,也能定期檢視手中保單是否都有如期繳費,一旦發現某張保單並未收到繳費通知,就必須立即聯絡保險公司。
Q2.儲蓄險繳了十年保費,現在才後悔,該怎麼辦才好?
對於這種「頭已洗了一半」的消費者,原則上,專家還是建議能夠勉為其難的繳完所有費用,解約永遠是下下策。但若真的「不願繼續洗下去」,除了解約一途,一般來說還會有三種較常見解決方式,包含減額繳清、展期保險、保單借款繳納等。
減額繳清是將保額降低,例如原本投保一百萬元,年繳保費二萬元,保額可減為五十萬元,年繳保費會減少一萬元。
展期保險指的是相同保額、相同給付條件,在停止繳費的前提下,將保單剩餘價值換算成新的保單有效期。例如原本一百萬元額度的終身壽險,轉成展期之後,可能只剩下十年定期壽險,但保額依舊是一百萬元。
保單借款繳納指的是保單內的價值準備金,以低於市面上的利率借出繳納保費,在借款期間保單依舊有效,萬一發生事故身亡,會將保額扣除已借款的保費賠給保戶。
Q3.受益人是孩子,但尚未成年,孩子拿到理賠金之後會不會被有心人騙走?
每回有大型災難,例如地震、空難,父母身亡,孩子未成年,此時總有很多親戚冒出來想要擁有孩子的監護權,不僅令人擔心父母遺留下最後一筆保險金,是否真能穩當地交到孩子手上?
國際紐約人壽客戶服務中心副總經理余家和表示,為了避免類似情況,父母(保戶)應和銀行訂定保險金信託契約,由孩子作為信託的委託人及受益人,銀行作為受託人,再告知保險公司該張保單已經交付信託,將受益人轉成銀行信託帳戶。如此一來,一旦保戶身故,保險公司會將保險金交給銀行,由銀行照簽訂契約內容執行。
余家和也指出,就算出國最常購買的旅行平安險,只要在受益人欄位指定給信託帳戶,保險金額一樣也納入信託戶中。
Q4.有些醫療險有舊式手術理賠、新式手術不理賠的問題,該如何解決?
有部分保戶在申請醫療險理賠時,發現有些早期醫療險保單無法理賠新形態的手術或治療方法,而與保險公司有爭執。消費者認為,醫療技術只會越來越進步,但真正需要理賠時,保險公司
以「新手術不在保單保障範圍內」拒絕,不禁讓人疑惑,繳了多年保費,到底保障些什麼?
台灣人壽理賠部經理林世聘表示,確實某些早期醫療險保單有這樣狀況,為避免類似情況發生,在購買醫療險時要盡量挑選理賠手術列表多且明確的,而保單上若有加註「若出現新形態或替代性手術,會依相當程度理賠給付」,亦可多少避免保單理賠跟不上醫療進步的問題。
如果早期醫療險保單沒有此條加註,且理賠手術列表較少,若要保障更周全,就只能重買一張醫療險,無法在原有保單上增加。
Q5.定期險雖然比終身險便宜許多,但會不會期限一到就無法續保?
許多人不敢買定期險,就是擔心期滿續保問題,認為終身險才安全,但事實並不盡然。定期險也有保證續保條款,如市面上一年期定期壽險及癌症險,都是保證續保。
劉鳳和指出,以遠雄人壽一年期定期壽險為例,保單條款上清楚記載除非商品不再銷售,或者保戶年齡超過續保年齡限制,只要保戶要投保,保險公司不得拒絕,且該商品最高續保年齡是九十五歲。
癌症險也相同,保單條款也記載清楚,不能因為保戶年齡過高或身體狀況大不如前,甚至罹患癌症而拒保。
若是認為一年一年投保太麻煩,想轉買長年期壽險,保險專家也建議,最好一次就買二十年期,如果先買十年期壽險,過了十年後身體狀況不如十年前好,很多指數都飆高,容易遇上保險公司拒保狀況,為防萬一買足二十年期比較妥當。
Q6.意外險到底保什麼?為什麼有些是意外死亡卻不理賠?
的確,「走得令人感到意外」,不見得就是保險定義中的「意外身故」。保德信人壽市場及商品企畫部副總吳昆倫表示,意外險強調的是「因為外力而造成自己身體有損傷,甚至於死亡」,這才符合理賠範圍。但若意外發生在競賽、戰爭、核災,則通常不予理賠。
台灣人壽表示,要符合意外險理賠兩大要件是「外來突發、非由疾病所引起」,如果一位糖尿病患者因為跌倒而住院,需要比一般人更長的住院時間,意外險會和保戶以「和議」方式,按比例理賠,不是住幾天賠幾天。
較有爭議的意外理賠,大多都是有牽涉到疾病,這時必須要看死亡原因是屬於意外或疾病。例如保戶本身有心臟病,因為發生「意外車禍」受到驚嚇而「心臟病發」身亡,那麼,因為死亡原因是心臟病發,因此非屬保險定義中的意外身故,不在意外險理賠範圍內。
今周刊-今周焦點 -封面故事-靠獨門「棺材店投資法」 小學老師賺飽退休金
今周刊-今周焦點 -封面故事-靠獨門「棺材店投資法」 小學老師賺飽退休金
1. 挑集團冷門股:
集團股中常有一支最被冷落的股票,由於有集團支持不容易倒閉,可在接近淨值時布局。
2. 挑絕對低價股:
當公司股價低於淨值,過去又能穩定配發股利,就是最佳的標的。
3. 不碰高價股:
百元股的股價常高於淨值數倍,無法以股價淨值比衡量價值,因此不碰。
1. 挑集團冷門股:
集團股中常有一支最被冷落的股票,由於有集團支持不容易倒閉,可在接近淨值時布局。
2. 挑絕對低價股:
當公司股價低於淨值,過去又能穩定配發股利,就是最佳的標的。
3. 不碰高價股:
百元股的股價常高於淨值數倍,無法以股價淨值比衡量價值,因此不碰。
今周刊-今周焦點 -封面故事-計畫力+行動力= 富足人生
今周刊-今周焦點 -封面故事-計畫力+行動力= 富足人生
方 案1 :早10年展開投資
「金錢躲在機會裡,機會則躲在時間的洪流裡。」這是德國投資大師安德烈.科斯托蘭尼(Andre Kostolany)的名言,這句話也點出了長期投資所產生的複利效果,才是投資理財的最佳利器。
除了要把握住這段人生週期的黃金時機,進行投資理財之外,郭迺鋒提醒,在全球低利率的環境下,要找到長期報酬率高於六%以上的標的,也是一大挑戰。
但困難並不代表無法做到。《今周刊》委由基金評比公司晨星(Morningstar)對全球股票型基金以及全球股債平衡基金進行調查後發現,把匯差因素考量進去,經政府核備並允許販售的全球基金中,仍有七檔的十年期年化報酬率高達六%以上。供讀者參考。但這樣的結果,仍遠比我們預期的少。
「一個不會投資理財的人,財富累積只能用加法;一個會投資的人,有了複利加持,財富累積就會以倍數成長!」經營高人氣「怪老子理財網站」,並著有暢銷書《第一次領薪水就該懂的理財方法》作者蕭世斌如此強調。
年化報酬率六%看似不多,在四十歲開始每月投資六千元,到六十五歲時資金將滾到四一五萬元,是原始本金的二.三倍,更可以比你晚十年進行投資的人多賺一○一.四萬元。
多存101.4萬元
甲君在40歲開始,每月6000元選定年化報酬率6%的全球股票型基金
方 案3:制定下一年度的家庭預算
你是否曾經遇到這種狀況:每當領到一筆獎金時,就開始計畫要如何犒賞自己,導致每年好不容易拿到「意外之財」讓你成為過路財神,守不住錢財。
根據勞委會統計,這筆被你視為「意外之財」的收入,在勞動經濟學的專業術語稱為「非經常性收入」(包含年終獎金、端午、中秋與工作獎金等);它占國人年收入總額高達一三%,占我們的收入有相當的比重。不過,由於「非經常性收入」不是每月都領得到,很容易被不知不覺地花光。記帳習慣是針對經常性收入所設計的一個存錢網;而為家庭或個人制定下一年度的家庭預算,則可以有效針對非經常性收入達到存錢效果。
「為自己編列年度預算,是一種約束自己不當消費欲望的自我戒律,」《第一次領薪水就該懂的理財方法》作者蕭世斌說,「沒預算就不要花這筆錢,唯有這樣,才能存到錢,進一步作投資,實現用錢賺錢的夢想!」
一位四十歲、年終加其他獎金等非經常性收入一年達十萬元的上班族,只要存下其中的六成,即每年從非經常性收入存下六萬元,六十歲時,即使這筆錢不做任何投資,也將多出一百二十萬元。
多存120萬元
設想情況:甲君與乙君皆是40歲,結婚有小孩的上班族。甲君在年底時,會為下一年度擬定全年度開銷預算,乙君則隨興而為。兩人的年終以及其他獎金每年均為10萬元,甲君因制定家庭預算,得以把非經常性收入省下60%,乙君則全部花光,60歲時,甲君將比乙君多存120萬元。
方 案4:勞退自提增加至3%
提高勞退自提有三大好處:一、強迫儲蓄;二、可以節稅;三、收益率比定存高。提高勞退自提比率,是讓自己退休時享受較優渥生活的好途徑。
勞退新制規定,勞工退休帳戶除每月由企業提撥勞工薪水的六%轉入外,勞工也可以自行提撥,但上限也是薪水的六%。
假設一位四十五歲、月薪四.五萬元的上班族,每月自提三%轉入退休帳戶,等於每個月為退休金儲蓄了薪水的九%,即四○五○元。如果你的手頭較寬裕,更可以將自提部分提高至六%;如果你手頭吃緊,也可以降低自提比率,每年有兩次更改機會。
勞退新制基金過去幾年來平均每年操作績效為三.七%,假設未來操作績效平均每年為三%,一位月薪四.五萬元的勞工,自提比率提高至三%的話,二十年後他的勞退帳戶將有一三二.九萬元,比沒有自提三%的人多出四十四.三萬元,這還未把節稅的效果算進去。
方 案5:養成記帳習慣
千萬不要小看記帳這回事,以為這是小家子氣人做的事;因為,過去兩個世紀的全球首富,皆把記帳視為是累積財富的最重要基本功。
二十世紀的首富代表性人物,非美國石油大亨約翰.洛克斐勒莫屬,他是全球第一位身價超過十億美元的富豪。從小,約翰.洛克斐勒的父親就訓練他記帳,把每一筆零用錢收入與支出,清楚地寫在小本子裡。
方 案6:早5年買房
二十五歲出社會開始奮鬥的你,在三十五歲結婚,結婚後小兩口共同努力打拚,終於在五年後,即你四十歲時存到了頭期款決定買房。即使在房價不漲的情況下,比別人提早五年買房,將為你的資產額外增加高達五十一.九萬元。
台灣理財規畫產業發展促進會理事廖義榮指出,提早買房是難得的理財好習慣,尤其近十年大台北以及台中地區房價漲幅驚人,晚五年買房的人可能要多付出一倍的代價,才能買到五年前同樣地段與同樣坪數大小的房子。
買房也是一種強迫儲蓄的理財手段,因為所繳的房貸扣除利息後,其實是在累積自己的資產。經試算,提早五年買房,把租房的房租扣除貸款利息與自住房屋稅及地價稅,五年後可多存五十一.九萬元。
歲開始行動,到六十五歲時,你將擁有二十張寶來台灣五十,光靠配息進帳,等於多領了一份國民年金。
寶來台灣五十是由台股中權重最大的前五十檔股票組成,換句話說,買一張台灣五十,等於一次買進五十家最大的台灣上市公司。這檔指數型股票基金成立六年多以來,平均每年派發二.二五元現金股息,等於買進一張,平均每年可領到二二五○元新台幣的現金股利。過去六年多來,台灣五十的平均價位在五十五元,跌破五十五元時,照往年配息紀錄,殖利率可達四%以上。
未來的金融市場是一個動盪加劇的年代,台灣五十波動也將趨於激烈,跌破五十元價位時伺機進場,以每兩年買二張的速度累積,二十年後,即使不算股價的漲幅,光現金股息每年將高達四萬五千元,二十年累積的股息則將高達四十六.一萬元。
方 案1 :早10年展開投資
「金錢躲在機會裡,機會則躲在時間的洪流裡。」這是德國投資大師安德烈.科斯托蘭尼(Andre Kostolany)的名言,這句話也點出了長期投資所產生的複利效果,才是投資理財的最佳利器。
除了要把握住這段人生週期的黃金時機,進行投資理財之外,郭迺鋒提醒,在全球低利率的環境下,要找到長期報酬率高於六%以上的標的,也是一大挑戰。
但困難並不代表無法做到。《今周刊》委由基金評比公司晨星(Morningstar)對全球股票型基金以及全球股債平衡基金進行調查後發現,把匯差因素考量進去,經政府核備並允許販售的全球基金中,仍有七檔的十年期年化報酬率高達六%以上。供讀者參考。但這樣的結果,仍遠比我們預期的少。
「一個不會投資理財的人,財富累積只能用加法;一個會投資的人,有了複利加持,財富累積就會以倍數成長!」經營高人氣「怪老子理財網站」,並著有暢銷書《第一次領薪水就該懂的理財方法》作者蕭世斌如此強調。
年化報酬率六%看似不多,在四十歲開始每月投資六千元,到六十五歲時資金將滾到四一五萬元,是原始本金的二.三倍,更可以比你晚十年進行投資的人多賺一○一.四萬元。
多存101.4萬元
甲君在40歲開始,每月6000元選定年化報酬率6%的全球股票型基金
方 案3:制定下一年度的家庭預算
你是否曾經遇到這種狀況:每當領到一筆獎金時,就開始計畫要如何犒賞自己,導致每年好不容易拿到「意外之財」讓你成為過路財神,守不住錢財。
根據勞委會統計,這筆被你視為「意外之財」的收入,在勞動經濟學的專業術語稱為「非經常性收入」(包含年終獎金、端午、中秋與工作獎金等);它占國人年收入總額高達一三%,占我們的收入有相當的比重。不過,由於「非經常性收入」不是每月都領得到,很容易被不知不覺地花光。記帳習慣是針對經常性收入所設計的一個存錢網;而為家庭或個人制定下一年度的家庭預算,則可以有效針對非經常性收入達到存錢效果。
「為自己編列年度預算,是一種約束自己不當消費欲望的自我戒律,」《第一次領薪水就該懂的理財方法》作者蕭世斌說,「沒預算就不要花這筆錢,唯有這樣,才能存到錢,進一步作投資,實現用錢賺錢的夢想!」
一位四十歲、年終加其他獎金等非經常性收入一年達十萬元的上班族,只要存下其中的六成,即每年從非經常性收入存下六萬元,六十歲時,即使這筆錢不做任何投資,也將多出一百二十萬元。
多存120萬元
設想情況:甲君與乙君皆是40歲,結婚有小孩的上班族。甲君在年底時,會為下一年度擬定全年度開銷預算,乙君則隨興而為。兩人的年終以及其他獎金每年均為10萬元,甲君因制定家庭預算,得以把非經常性收入省下60%,乙君則全部花光,60歲時,甲君將比乙君多存120萬元。
方 案4:勞退自提增加至3%
提高勞退自提有三大好處:一、強迫儲蓄;二、可以節稅;三、收益率比定存高。提高勞退自提比率,是讓自己退休時享受較優渥生活的好途徑。
勞退新制規定,勞工退休帳戶除每月由企業提撥勞工薪水的六%轉入外,勞工也可以自行提撥,但上限也是薪水的六%。
假設一位四十五歲、月薪四.五萬元的上班族,每月自提三%轉入退休帳戶,等於每個月為退休金儲蓄了薪水的九%,即四○五○元。如果你的手頭較寬裕,更可以將自提部分提高至六%;如果你手頭吃緊,也可以降低自提比率,每年有兩次更改機會。
勞退新制基金過去幾年來平均每年操作績效為三.七%,假設未來操作績效平均每年為三%,一位月薪四.五萬元的勞工,自提比率提高至三%的話,二十年後他的勞退帳戶將有一三二.九萬元,比沒有自提三%的人多出四十四.三萬元,這還未把節稅的效果算進去。
方 案5:養成記帳習慣
千萬不要小看記帳這回事,以為這是小家子氣人做的事;因為,過去兩個世紀的全球首富,皆把記帳視為是累積財富的最重要基本功。
二十世紀的首富代表性人物,非美國石油大亨約翰.洛克斐勒莫屬,他是全球第一位身價超過十億美元的富豪。從小,約翰.洛克斐勒的父親就訓練他記帳,把每一筆零用錢收入與支出,清楚地寫在小本子裡。
方 案6:早5年買房
二十五歲出社會開始奮鬥的你,在三十五歲結婚,結婚後小兩口共同努力打拚,終於在五年後,即你四十歲時存到了頭期款決定買房。即使在房價不漲的情況下,比別人提早五年買房,將為你的資產額外增加高達五十一.九萬元。
台灣理財規畫產業發展促進會理事廖義榮指出,提早買房是難得的理財好習慣,尤其近十年大台北以及台中地區房價漲幅驚人,晚五年買房的人可能要多付出一倍的代價,才能買到五年前同樣地段與同樣坪數大小的房子。
買房也是一種強迫儲蓄的理財手段,因為所繳的房貸扣除利息後,其實是在累積自己的資產。經試算,提早五年買房,把租房的房租扣除貸款利息與自住房屋稅及地價稅,五年後可多存五十一.九萬元。
方 案7:逢低買進定存概念股
最近股市大跌,即使沒錢買股票而空手的你,是不是心中也會油然生起一股遺憾:「早知道,就多存一點錢,現在進場撿便宜了!」
如果你能做到方案三,每年額外省下六萬元的非經常性收入,這種遺憾就不會發生了。用最保守穩健方式操作,趁股市大跌時,不買個股,只持續買進「寶來台灣卓越五十基金」,就算平均一年只能買進一張,從四十
最近股市大跌,即使沒錢買股票而空手的你,是不是心中也會油然生起一股遺憾:「早知道,就多存一點錢,現在進場撿便宜了!」
如果你能做到方案三,每年額外省下六萬元的非經常性收入,這種遺憾就不會發生了。用最保守穩健方式操作,趁股市大跌時,不買個股,只持續買進「寶來台灣卓越五十基金」,就算平均一年只能買進一張,從四十
歲開始行動,到六十五歲時,你將擁有二十張寶來台灣五十,光靠配息進帳,等於多領了一份國民年金。
寶來台灣五十是由台股中權重最大的前五十檔股票組成,換句話說,買一張台灣五十,等於一次買進五十家最大的台灣上市公司。這檔指數型股票基金成立六年多以來,平均每年派發二.二五元現金股息,等於買進一張,平均每年可領到二二五○元新台幣的現金股利。過去六年多來,台灣五十的平均價位在五十五元,跌破五十五元時,照往年配息紀錄,殖利率可達四%以上。
未來的金融市場是一個動盪加劇的年代,台灣五十波動也將趨於激烈,跌破五十元價位時伺機進場,以每兩年買二張的速度累積,二十年後,即使不算股價的漲幅,光現金股息每年將高達四萬五千元,二十年累積的股息則將高達四十六.一萬元。
方 案8:晚10年買車
購買汽車的隱藏成本多,不僅車價是一大筆支出,每年的停車費用、牌照稅、燃料費、第三人責任險、保養費、驗車費用,林林總總加起來是一筆極可觀的開銷。即使你買的是一輛陽春國民車,十年下來,包括購車費用及相關開銷,保守估計將達一一九.四萬元。年輕人要買車,最好三思而後行。
方 案9:早10年實施退休規畫
如果你做到了方案一與方案五,並將勞退自提增加至三%,四十五歲時,每個月你將拿出一一三五○元投資。以雙薪家庭平均月收入九萬元來說,月投資支出占月收入的比重為一二.六%,負擔不算太重。
假使你按照家庭理財的穩健原則,三成作為投資,意味著月收入九萬元的雙薪家庭,每月應有二.七萬元可以投資。換句話說,四十五歲時,每月額外增加一萬元作為退休理財規畫,是多數家庭可負擔的範圍。
台新金控財富管理銀行副總蕭偉志認為,低利率將持續三至五年之久,利率四%以上的分紅保單或債券型基金可作為退休規畫主軸。因此,你四十五歲開始每月投資一萬元的債券型基金,即使年化報酬率以保守計算僅有四%,你將比晚你十年做這件事的人多存二一九.四萬元。
「九大行動方案線上測驗」請立即連結http://www.businesstoday.com.tw/winwinsp/no766/
25至45歲應將理財重心放在購屋上,45歲以後再來投資股票或基金也不遲。
購買汽車的隱藏成本多,不僅車價是一大筆支出,每年的停車費用、牌照稅、燃料費、第三人責任險、保養費、驗車費用,林林總總加起來是一筆極可觀的開銷。即使你買的是一輛陽春國民車,十年下來,包括購車費用及相關開銷,保守估計將達一一九.四萬元。年輕人要買車,最好三思而後行。
方 案9:早10年實施退休規畫
如果你做到了方案一與方案五,並將勞退自提增加至三%,四十五歲時,每個月你將拿出一一三五○元投資。以雙薪家庭平均月收入九萬元來說,月投資支出占月收入的比重為一二.六%,負擔不算太重。
假使你按照家庭理財的穩健原則,三成作為投資,意味著月收入九萬元的雙薪家庭,每月應有二.七萬元可以投資。換句話說,四十五歲時,每月額外增加一萬元作為退休理財規畫,是多數家庭可負擔的範圍。
台新金控財富管理銀行副總蕭偉志認為,低利率將持續三至五年之久,利率四%以上的分紅保單或債券型基金可作為退休規畫主軸。因此,你四十五歲開始每月投資一萬元的債券型基金,即使年化報酬率以保守計算僅有四%,你將比晚你十年做這件事的人多存二一九.四萬元。
「九大行動方案線上測驗」請立即連結http://www.businesstoday.com.tw/winwinsp/no766/
25至45歲應將理財重心放在購屋上,45歲以後再來投資股票或基金也不遲。
2011年9月19日 星期一
The Bleeding Cure
The Bleeding Cure
By PAUL KRUGMAN
Published: September 18, 2011
Doctors used to believe that by draining a patient’s blood they could purge the evil “humors” that were thought to cause disease. In reality, of course, all their bloodletting did was make the patient weaker, and more likely to succumb.
Fred R. Conrad/The New York Times
Fortunately, physicians no longer believe that bleeding the sick will make them healthy. Unfortunately, many of the makers of economic policy still do. And economic bloodletting isn’t just inflicting vast pain; it’s starting to undermine our long-run growth prospects.
Some background: For the past year and a half, policy discourse in both Europe and the United States has been dominated by calls for fiscal austerity. By slashing spending and reducing deficits, we were told, nations could restore confidence and drive economic revival.
And the austerity has been real. In Europe, troubled nations like Greece and Ireland have imposed savage cuts, even as stronger nations have imposed milder austerity programs of their own. In the United States, the modest federal stimulus of 2009 has faded out, while state and local governments have slashed their budgets, so that over all we’ve had a de facto move toward austerity not so different from Europe’s.
Strange to say, however, confidence hasn’t surged. Somehow, businesses and consumers seem much more concerned about the lack of customers and jobs, respectively, than they are reassured by the fiscal righteousness of their governments. And growth seems to be stalling, while unemployment remains disastrously high on both sides of the Atlantic.
But, say apologists for the bad results so far, shouldn’t we be focused on the long run rather than short-run pain? Actually, no: the economy needs real help now, not hypothetical payoffs a decade from now. In any case, evidence is starting to emerge that the economy’s “short run” troubles — now in their fourth year, and being made worse by the focus on austerity — are taking a toll on its long-run prospects as well.
Consider, in particular, what is happening to America’s manufacturing base. In normal times manufacturing capacity rises 2 or 3 percent every year. But faced with a persistently weak economy, industry has been reducing, not increasing, its productive capacity. At this point, according to Federal Reserve estimates, manufacturing capacity is almost 5 percent lower than it was in December 2007.
What this means is that if and when a real recovery finally gets going, the economy will run into capacity constraints and production bottlenecks much sooner than it should. That is, the weak economy, which is partly the result of budget-cutting, is hurting the future as well as the present.
Furthermore, the decline in manufacturing capacity is probably only the beginning of the bad news. Similar cuts in capacity will probably take place in the service sector — indeed, they may already be taking place. And with long-term unemployment at its highest level since the Great Depression, there is a real risk that many of the unemployed will come to be seen as unemployable.
Oh, and the brunt of those cuts in public spending is falling on education. Somehow, laying off hundreds of thousands of schoolteachers doesn’t seem like a good way to win the future.
In fact, when you combine the growing evidence that fiscal austerity is reducing our future prospects with the very low interest rates on U.S. government debt, it’s hard to avoid a startling conclusion: budget austerity may well be counterproductive even from a purely fiscal point of view, because lower future growth means lower tax receipts.
What should be happening? The answer is that we need a major push to get the economy moving, not at some future date, but right now. For the time being we need more, not less, government spending, supported by aggressively expansionary policies from the Federal Reserve and its counterparts abroad. And it’s not just pointy-headed economists saying this; business leaders like Google’s Eric Schmidt are saying the same thing, and the bond market, by buying U.S. debt at such low interest rates, is in effect pleading for a more expansionary policy.
And to be fair, some policy players seem to get it. President Obama’s new jobs plan is a step in the right direction, while some board members of the Federal Reserve and the Bank of England — though not, sad to say, the European Central Bank — have been calling for much more growth-oriented policies.
What we really need, however, is to convince a substantial number of people with political power or influence that they’ve spent the last year and a half going in exactly the wrong direction, and that they need to make a U-turn.
It’s not going to be easy. But until that U-turn happens, the bleeding — which is making our economy weaker now, and undermining its future at the same time — will continue.
And the austerity has been real. In Europe, troubled nations like Greece and Ireland have imposed savage cuts, even as stronger nations have imposed milder austerity programs of their own. In the United States, the modest federal stimulus of 2009 has faded out, while state and local governments have slashed their budgets, so that over all we’ve had a de facto move toward austerity not so different from Europe’s.
Strange to say, however, confidence hasn’t surged. Somehow, businesses and consumers seem much more concerned about the lack of customers and jobs, respectively, than they are reassured by the fiscal righteousness of their governments. And growth seems to be stalling, while unemployment remains disastrously high on both sides of the Atlantic.
But, say apologists for the bad results so far, shouldn’t we be focused on the long run rather than short-run pain? Actually, no: the economy needs real help now, not hypothetical payoffs a decade from now. In any case, evidence is starting to emerge that the economy’s “short run” troubles — now in their fourth year, and being made worse by the focus on austerity — are taking a toll on its long-run prospects as well.
Consider, in particular, what is happening to America’s manufacturing base. In normal times manufacturing capacity rises 2 or 3 percent every year. But faced with a persistently weak economy, industry has been reducing, not increasing, its productive capacity. At this point, according to Federal Reserve estimates, manufacturing capacity is almost 5 percent lower than it was in December 2007.
What this means is that if and when a real recovery finally gets going, the economy will run into capacity constraints and production bottlenecks much sooner than it should. That is, the weak economy, which is partly the result of budget-cutting, is hurting the future as well as the present.
Furthermore, the decline in manufacturing capacity is probably only the beginning of the bad news. Similar cuts in capacity will probably take place in the service sector — indeed, they may already be taking place. And with long-term unemployment at its highest level since the Great Depression, there is a real risk that many of the unemployed will come to be seen as unemployable.
Oh, and the brunt of those cuts in public spending is falling on education. Somehow, laying off hundreds of thousands of schoolteachers doesn’t seem like a good way to win the future.
In fact, when you combine the growing evidence that fiscal austerity is reducing our future prospects with the very low interest rates on U.S. government debt, it’s hard to avoid a startling conclusion: budget austerity may well be counterproductive even from a purely fiscal point of view, because lower future growth means lower tax receipts.
What should be happening? The answer is that we need a major push to get the economy moving, not at some future date, but right now. For the time being we need more, not less, government spending, supported by aggressively expansionary policies from the Federal Reserve and its counterparts abroad. And it’s not just pointy-headed economists saying this; business leaders like Google’s Eric Schmidt are saying the same thing, and the bond market, by buying U.S. debt at such low interest rates, is in effect pleading for a more expansionary policy.
And to be fair, some policy players seem to get it. President Obama’s new jobs plan is a step in the right direction, while some board members of the Federal Reserve and the Bank of England — though not, sad to say, the European Central Bank — have been calling for much more growth-oriented policies.
What we really need, however, is to convince a substantial number of people with political power or influence that they’ve spent the last year and a half going in exactly the wrong direction, and that they need to make a U-turn.
It’s not going to be easy. But until that U-turn happens, the bleeding — which is making our economy weaker now, and undermining its future at the same time — will continue.
A version of this op-ed appeared in print on September 19, 2011, on page A27 of the New York edition with the headline: The Bleeding Cure
西班牙海鮮飯食譜 Paella Recipe
Paella (Valencian: [paˈeʎa], Spanish: [paˈeʎa]) is a Valencian rice dish that originated in its modern form in the mid-19th century near lake Albufera, a lagoon in Valencia, on the east coast of Spain.[1] Many non-Spaniards view paella as Spain's national dish, but most Spaniards consider it to be a regional Valencian dish. Valencians, in turn, regard paella as one of their identifying symbols.
There are three widely known types of paella: Valencian paella (Spanish: paella valenciana), seafood paella (Spanish: paella de marisco) and mixed paella (Spanish: paella mixta), but there are many others as well. Valencian paella consists of white rice, green vegetables, meat (rabbit, chicken, duck), land snails, beans and seasoning. Seafood paella replaces meat and snails with seafood and omits beans and green vegetables. Mixed paella is a free-style combination of meat, seafood, vegetables, and sometimes beans. Most paella chefs use calasparra[2][3] or bomba[3] rices for this dish. Other key ingredients include saffron and olive oil.
Source from Wiki
parsley mussel
http://www.mrsturtle.com/archives/002031.html
There are three widely known types of paella: Valencian paella (Spanish: paella valenciana), seafood paella (Spanish: paella de marisco) and mixed paella (Spanish: paella mixta), but there are many others as well. Valencian paella consists of white rice, green vegetables, meat (rabbit, chicken, duck), land snails, beans and seasoning. Seafood paella replaces meat and snails with seafood and omits beans and green vegetables. Mixed paella is a free-style combination of meat, seafood, vegetables, and sometimes beans. Most paella chefs use calasparra[2][3] or bomba[3] rices for this dish. Other key ingredients include saffron and olive oil.
Source from Wiki
parsley mussel
http://www.mrsturtle.com/archives/002031.html
Glühwein 熱紅酒
Glühwein
Glühwein is popular in German-speaking countries and the region of Alsace in France, former German Elsass. It is the traditional beverage offered and drunk during the Christmas holidays. It is usually prepared from red wine, heated and spiced with cinnamon sticks, vanilla pods, cloves, citrus and sugar. Fruit wines such as blueberry wine and cherry wine are rarely used instead of grape wine in Germany. Glühwein is drunk pure or "mit Schuss" (with a shot), which means there is rum or liqueur added. The French name is vin chaud (hot wine).
Glühwein is popular in German-speaking countries and the region of Alsace in France, former German Elsass. It is the traditional beverage offered and drunk during the Christmas holidays. It is usually prepared from red wine, heated and spiced with cinnamon sticks, vanilla pods, cloves, citrus and sugar. Fruit wines such as blueberry wine and cherry wine are rarely used instead of grape wine in Germany. Glühwein is drunk pure or "mit Schuss" (with a shot), which means there is rum or liqueur added. The French name is vin chaud (hot wine).
2011年9月12日 星期一
豬肉餡餅_中壢
▲「日寶」豬肉餡餅、蔥油餅
所在地:中央西路跟新明路旁的新明路天橋下
營業時間:16:00至23:00
原文網址: 夜市吃透透/中壢/當波蘭蛋糕對上台灣美食 東西大對決 | 美食新聞 | NOWnews 今日新聞網 http://www.nownews.com/2011/09/12/11494-2741734.htm#ixzz1XnRvnNK0
所在地:中央西路跟新明路旁的新明路天橋下
營業時間:16:00至23:00
原文網址: 夜市吃透透/中壢/當波蘭蛋糕對上台灣美食 東西大對決 | 美食新聞 | NOWnews 今日新聞網 http://www.nownews.com/2011/09/12/11494-2741734.htm#ixzz1XnRvnNK0
早餐店_台北
【大三元早餐店】
地址:台北市中正區寧波西街233號
電話:(02)2303-3089、(02)2303-3089
營業時間:AM3:00〜AM10:30
休假時間:三節公休
原文網址: 巷弄美食通/銅板幸福食客! 眷村「大三元」早餐饗溫暖 | 美食新聞 | NOWnews 今日新聞網 http://www.nownews.com/2011/09/02/11494-2739891.htm#ixzz1XnQVseTm
地址:台北市中正區寧波西街233號
電話:(02)2303-3089、(02)2303-3089
營業時間:AM3:00〜AM10:30
休假時間:三節公休
原文網址: 巷弄美食通/銅板幸福食客! 眷村「大三元」早餐饗溫暖 | 美食新聞 | NOWnews 今日新聞網 http://www.nownews.com/2011/09/02/11494-2739891.htm#ixzz1XnQVseTm
2011年9月4日 星期日
BOOK: The 4-Hour Workweek
The 4-Hour Workweek: Escape 9-5, Live Anywhere, and Join the New Rich
- 作者:Ferriss, Timothy
- 出版社:Random House Inc
- 出版日期:2009年12月15日
- 語言:英文 ISBN:9780307465351
- 裝訂:精裝
2011年8月16日 星期二
職場專題:怎麼帶沒給指令就不會做事的人?
給他魚吃,不如教他釣魚,教他釣魚不如引導他思考如何有魚吃。
[+1] 一般人有一種微妙的心理,只要是自己訂下的計畫,一定會盡力去完成。所以「Pull型」的指令就是,透過問對方問題,讓對方從問題裡訂定出自己的計畫。原本都是主管或別人要求的工作,現在都變成了員工自己規劃要做的事,他們自然就會好好做。
---------------------------------------------------------------------
職場專題:怎麼帶沒給指令就不會做事的人?
西村克己/經營顧問、芝浦大學研究所客座教
有個同事,沒派他工作時,他寧願杵在那裡一整天閒著沒事做,也不會主動來問我要做什麼。我實在看不下去給他具體工作指示時,他也只是做我說到的事,沒說到的即使相關的事,也不會想到要一起做。我真是快要支撐不住,我問他「你是不會自己稍微想一下該做的事喔?」但我從他茫然呆滯的表情發現,他好像就連「稍微想一下」都聽不懂是什麼意思。我真的很希望他做事能主動一點,到底我該怎麼帶他呢?
職場中的工作者,可以分為兩種人,一種是「Push型」,一種是「Pull型」。
一定要等到指示才行動的人,就是「Push型」,這種人如果沒有人在他背後Push他前進,他就不會自己往前行動。
另外的「Pull型」就是,即使沒有人在背後Push他,也會主動Pull工作的進行。這種人都會主動去工作,就算沒有上司一一指示他,他也會自動自發完成全部的工作。
舉個例子來說。
在一家醫院裡,資深護士對年輕護士說:「麻煩妳去把那邊那個垃圾桶倒一倒。」年輕護士回聲「好」之後,就聽話地把那邊那個垃圾桶拿去倒了。但在同一個區域裡,還有其他好幾個垃圾桶,小護士就不管了。
資深護士問小護士:「為什麼其他垃圾桶都沒倒?」
小護士竟然回答:「因為妳只有跟我說那邊那個垃圾桶要倒啊。」
資深護士一下子覺得有點沒力,這區明明有好幾個垃圾桶,想也知道要把所有垃圾桶的垃圾都倒掉才對。沒想到遇到一個天兵,結果竟然錯在自己沒把工作交代清楚,只好按下脾氣耐心接著說:「請你把所有垃圾桶都拿去倒」。年輕護士這才一一清掉了所有垃圾桶的垃圾。
在辦公室裡,你遇過這種同事嗎?這種人就是等待指令的「Push型」,只做資深護士交代的部份,其他事情都不會主動去做。如果她是「Pull型」人格,她就會主動去聯想資深護士的完整意思,自動就會舉一反三,一起把垃圾桶清了。
帶他想,不是直接給答案
那麼,有沒有辦法讓「Push型」轉換成「Pull型」呢?最直接有效的方法就是調整下指令的說法。
為了引導別人自動做完相關的工作,而不是等你一個指令一個動作,你可以問對方:「這件事,你怎麼看?」、「你會怎麼解決?」透過問問題的方式,引導對方自己去思考問題狀況與可能的處理方式,也就是間接給對方指令。
一般人有一種微妙的心理,只要是自己訂下的計畫,一定會盡力去完成。所以「Pull型」的指令就是,透過問對方問題,讓對方從問題裡訂定出自己的計畫。原本都是主管或別人要求的工作,現在都變成了員工自己規劃要做的事,他們自然就會好好做。
另外,在問問題時,你也可以給點建議或方向,比如「你覺得如果加上這麼做的話怎麼樣?」或者「有沒有類似這樣的解決方法?」之類的話,就能將他們的行動導向你期望的方向,而且也能讓他們對工作有更進一步的思考。這時候,如果你再加上「只有你才辦得到」或者「因為是你我才這麼拜託」的話,建議的效果會更好。(本文節錄自《不是公司要求,是為自己做事:管理他的行為,不如改變他的心態》,大樂文化 ,2011年7月27日出版)
[+1] 一般人有一種微妙的心理,只要是自己訂下的計畫,一定會盡力去完成。所以「Pull型」的指令就是,透過問對方問題,讓對方從問題裡訂定出自己的計畫。原本都是主管或別人要求的工作,現在都變成了員工自己規劃要做的事,他們自然就會好好做。
---------------------------------------------------------------------
職場專題:怎麼帶沒給指令就不會做事的人?
西村克己/經營顧問、芝浦大學研究所客座教
有個同事,沒派他工作時,他寧願杵在那裡一整天閒著沒事做,也不會主動來問我要做什麼。我實在看不下去給他具體工作指示時,他也只是做我說到的事,沒說到的即使相關的事,也不會想到要一起做。我真是快要支撐不住,我問他「你是不會自己稍微想一下該做的事喔?」但我從他茫然呆滯的表情發現,他好像就連「稍微想一下」都聽不懂是什麼意思。我真的很希望他做事能主動一點,到底我該怎麼帶他呢?
職場中的工作者,可以分為兩種人,一種是「Push型」,一種是「Pull型」。
一定要等到指示才行動的人,就是「Push型」,這種人如果沒有人在他背後Push他前進,他就不會自己往前行動。
另外的「Pull型」就是,即使沒有人在背後Push他,也會主動Pull工作的進行。這種人都會主動去工作,就算沒有上司一一指示他,他也會自動自發完成全部的工作。
舉個例子來說。
在一家醫院裡,資深護士對年輕護士說:「麻煩妳去把那邊那個垃圾桶倒一倒。」年輕護士回聲「好」之後,就聽話地把那邊那個垃圾桶拿去倒了。但在同一個區域裡,還有其他好幾個垃圾桶,小護士就不管了。
資深護士問小護士:「為什麼其他垃圾桶都沒倒?」
小護士竟然回答:「因為妳只有跟我說那邊那個垃圾桶要倒啊。」
資深護士一下子覺得有點沒力,這區明明有好幾個垃圾桶,想也知道要把所有垃圾桶的垃圾都倒掉才對。沒想到遇到一個天兵,結果竟然錯在自己沒把工作交代清楚,只好按下脾氣耐心接著說:「請你把所有垃圾桶都拿去倒」。年輕護士這才一一清掉了所有垃圾桶的垃圾。
在辦公室裡,你遇過這種同事嗎?這種人就是等待指令的「Push型」,只做資深護士交代的部份,其他事情都不會主動去做。如果她是「Pull型」人格,她就會主動去聯想資深護士的完整意思,自動就會舉一反三,一起把垃圾桶清了。
帶他想,不是直接給答案
那麼,有沒有辦法讓「Push型」轉換成「Pull型」呢?最直接有效的方法就是調整下指令的說法。
為了引導別人自動做完相關的工作,而不是等你一個指令一個動作,你可以問對方:「這件事,你怎麼看?」、「你會怎麼解決?」透過問問題的方式,引導對方自己去思考問題狀況與可能的處理方式,也就是間接給對方指令。
一般人有一種微妙的心理,只要是自己訂下的計畫,一定會盡力去完成。所以「Pull型」的指令就是,透過問對方問題,讓對方從問題裡訂定出自己的計畫。原本都是主管或別人要求的工作,現在都變成了員工自己規劃要做的事,他們自然就會好好做。
另外,在問問題時,你也可以給點建議或方向,比如「你覺得如果加上這麼做的話怎麼樣?」或者「有沒有類似這樣的解決方法?」之類的話,就能將他們的行動導向你期望的方向,而且也能讓他們對工作有更進一步的思考。這時候,如果你再加上「只有你才辦得到」或者「因為是你我才這麼拜託」的話,建議的效果會更好。(本文節錄自《不是公司要求,是為自己做事:管理他的行為,不如改變他的心態》,大樂文化 ,2011年7月27日出版)
2011年8月14日 星期日
D' COST Bali (Renon)八里島餐廳
D' COST Bali (Renon)
Jl. Raya Puputan No.88 Renon Denpasar - BaliTelp : (0361) 798 2888 & (0361) 798 3999, Fax : (0361) 222 430
巴里島----吉安雅夜市 PASAR UMUM GIANYAR
Jl. Raya Puputan No.88 Renon Denpasar - BaliTelp : (0361) 798 2888 & (0361) 798 3999, Fax : (0361) 222 430
巴里島----吉安雅夜市 PASAR UMUM GIANYAR
2011年6月30日 星期四
1 Trick of a Tiny Belly: Reporter Loses Her "Belly" Using 1 Easy Tip
1 Trick of a Tiny Belly: Reporter Loses Her "Belly" Using 1 Easy Tip
As part of a new series: "Diet Trends: A look at America's Top Diets" we examine consumer tips for dieting during a recession.
To get started, I volunteered to be the guinea pig. I applied for a bottle of the HCG Activator. While there are tons of HCG ads online, HCG Activator is one of the most credible and trustworthy suppliers on the market. It included the free trial of the product and it did not try to fool me into agreeing to additional hidden offers. Another reason why I chose HCG Activator is because it is the most concentrated and purest HCG product on the market. This would give me the most accurate results for my test. | Katie Garcia, our Health and Diet columnist, recently put the HCG Diet to the test. HCG is designed to regulate hypothalamus to burn more fat throughout the body, sometimes as much as 2 lbs a day. After four weeks of testing the effects of America's Newest HCG supplement combined with a Colon Cleanse, she has reached the conclusion to what this diet is all about, and the results were surprising She lost 25 lbs in 4 weeks. The HCG Diet benefits beat all of our initial skepticism. This diet was discovered to not only provide weight loss, but also boost energy levels and helped Katie with a better night's sleep and waking up more rested.Step 1: Use our exclusive promo "HCGNOW" to reduce shipping and handling from $5.95 to $4.97 Step 2: Use our exclusive promo code "CLEANSE195" to pay just $2.00 shipping! This is key. Using both products is highly recommended for results like Katie's. Note: Free Trials expiring on July 01, 2011
Network Reviews: Weather| HCG | | |
Here is what HCG Activator claimed on their website...
Here is what Complex Cleanse claimed on their website...
Putting HCG to the Test Both the HCG Activator and Complex Cleanse arrived within 4 days of having placed my order online for the free trials. The bottles I received held a month‘s worth of pills/drops which worked out perfect as I was to follow the supplement routine for 4 weeks time and document my progress throughout My Test 4 Week HCG Diet: HCG Activator + Complex Cleanse | ||
My Results | ||
| Conclusion Like us, here at Channel 7, you might be a little doubtful about the effects of this diet, but you need to try it for yourself; the results are real. After conducting our own personal study we are pleased to see that people really are finding success with it (myself included :) ). And you have nothing to lose. Follow the links to the free trials I have provided and know that you are getting a quality product that works; no strings attached! Good Luck with your weight loss Katie Garcia |
2011年6月21日 星期二
2011年6月15日 星期三
蘋果零售店 不肯說的秘訣
更新日期:
2011/06/16 09:35編譯田思怡/報導
Approach(接觸) Probe(探詢)Present(介紹)Listen(傾聽)End(結尾)
華爾街日報根據被列為機密的蘋果員工訓練手冊、零售店會議紀錄並訪問蘋果前任和現任員工,歸納蘋果零售店的銷售秘訣:嚴格控管員工與顧客的互動、訓練員工現場提供顧客技術支援、考慮每個細節,細到示範用的照片和音樂都預先挑選。
據統計,現在每季光顧全球三百廿六家蘋果零售店的人次,比去年整年進入迪士尼四大主題樂園的六千萬人次還多。蘋果店面每平方英尺的年營收四千四百美元,超過蒂芙尼珠寶的三千美元。
蘋果零售店裝潢時髦,營造休閒氣氛,但蘋果公司對於零售店的運作守口如瓶。員工奉命不准談論有關產品的謠言,技術人員禁止擅自承認產品瑕疵,違反就開除。員工在半年內三次遲到超過六分鐘也會被炒魷魚。
根據訓練手冊,蘋果銷售人員奉行的銷售原則:不要推銷,而是協助顧客解決問題。「你們的工作是了解顧客的所有需求,有些需求連顧客自己都不知道。」員工拿不到佣金,也沒業績配額。
根據前員工提供的訓練手冊,蘋果的服務步驟藏在APPLE這五個字母中,A代表Approach(接觸),用個人化的親切態度接觸顧客;P代表Probe(探詢),禮貌地探詢顧客的需求;另一個P代表Present(介紹),介紹一個解決辦法讓顧客今天帶回家;L代表Listen(傾聽),傾聽顧客的問題並解決;E代表End(結尾),結尾時親切道別並歡迎再光臨。
分析家說,許多公司都追求好的服務和吸引人的店面設計,但少有公司像蘋果這樣規劃好每個細節。 華爾街日報十五日報導,蘋果公司以iPhone和iPad等高科技產品成為全球最有價值的科技公司,但蘋果另一項成功因素卻是低科技的零售店銷售秘訣,全藏在APPLE(蘋果)這五個字母中。
華爾街日報根據被列為機密的蘋果員工訓練手冊、零售店會議紀錄並訪問蘋果前任和現任員工,歸納蘋果零售店的銷售秘訣:嚴格控管員工與顧客的互動、訓練員工現場提供顧客技術支援、考慮每個細節,細到示範用的照片和音樂都預先挑選。
據統計,現在每季光顧全球三百廿六家蘋果零售店的人次,比去年整年進入迪士尼四大主題樂園的六千萬人次還多。蘋果店面每平方英尺的年營收四千四百美元,超過蒂芙尼珠寶的三千美元。
蘋果零售店裝潢時髦,營造休閒氣氛,但蘋果公司對於零售店的運作守口如瓶。員工奉命不准談論有關產品的謠言,技術人員禁止擅自承認產品瑕疵,違反就開除。員工在半年內三次遲到超過六分鐘也會被炒魷魚。
根據訓練手冊,蘋果銷售人員奉行的銷售原則:不要推銷,而是協助顧客解決問題。「你們的工作是了解顧客的所有需求,有些需求連顧客自己都不知道。」員工拿不到佣金,也沒業績配額。
根據前員工提供的訓練手冊,蘋果的服務步驟藏在APPLE這五個字母中,A代表Approach(接觸),用個人化的親切態度接觸顧客;P代表Probe(探詢),禮貌地探詢顧客的需求;另一個P代表Present(介紹),介紹一個解決辦法讓顧客今天帶回家;L代表Listen(傾聽),傾聽顧客的問題並解決;E代表End(結尾),結尾時親切道別並歡迎再光臨。
分析家說,許多公司都追求好的服務和吸引人的店面設計,但少有公司像蘋果這樣規劃好每個細節。 華爾街日報十五日報導,蘋果公司以iPhone和iPad等高科技產品成為全球最有價值的科技公司,但蘋果另一項成功因素卻是低科技的零售店銷售秘訣,全藏在APPLE(蘋果)這五個字母中。
2011年6月8日 星期三
2011年5月19日 星期四
Seven Interview Questions That Kill Careers
It's not all that difficult to completely blow a job interview.
Showing up late, wearing inappropriate clothing and answering your cell phone are a few good ways to kill your chances. But sticking your foot in your mouth will do the job as well.
Many hiring managers say that on occasion, candidates that seem perfect at first get crossed off the list by saying something senseless when asked a routine interview question.
Here are a few responses to some of those frequently asked questions that will be sure to kill the conversation and send you straight out the door.
1: So, tell me a little about yourself.
If your answer begins with anything remotely related to your place of birth, experiences in grade school, or your bad relationship with your parents, you can pretty much consider the interview over. And remember, this is often the first question you'll face.
It's hard to know what exactly an interviewer is looking for you to say to this question, but it's safe to assume they want you to give a bit of background on your professional history. "Ask them where they'd like you to begin," says Carolyn Thompson, an executive recruiter and author of 10 Steps to Finding the Perfect Job. Are they looking for your entire professional background, or just your most recent work experience? "It gives you a point to work forward or backward from," Thompson explains.
2: Why do you want to leave your current job?
First and foremost, you should actually want to leave your job if you're going on interviews. If you meet that qualification, you shouldn't say you are just looking for a change and you definitely shouldn't badmouth your employer.
"It's ok to bring up a problem with your current employer," says J. Patrick Gorman, co-founder of the iFind group, an executive recruiter based in New York, "but you have to show how you attempted to solve it so you don't sound like a whiner."
Rita Boyle, a senior executive search consultant with New Jersey-based Cornerstone Search Group, suggests explaining how the change is the next logical step for your career path.
"Explain why you're running to their company instead of why you're running away from your current one," Boyle says
Other no-nos? Noting that you want to leave your company (or join a new one) because of anything relating to location, pay, or benefits.
3. What are your biggest strengths and weaknesses?
The worst way to answer this question is without the slightest pinch of modesty.
"'Weaknesses? I don't have any weaknesses,' is the worst thing possible to say," says Gorman. A less-obvious-but-still-awful answer? Identifying a weakness, but not explaining how you got through it, he says. It's important to acknowledge your downfalls, but explain how you've been able to work around them as well.
When it comes to discussing strengths, don't give yourself an endlessly glowing review -- but don't go with a one-size-fits-all answer, either.
Mark Herschberg, a career skills professor at the Levin Institute in New York City, says almost every candidate trots out a platitude about being smart or hard-working.
"In those cases, I respond, '95% of the candidates gave me that same answer, can you tell me anything that distinguishes you from them?'" he says.
4. How would your current or former colleagues describe you?
This is not an opportunity to simply re-frame your strengths. "There's a difference between how you and everyone you work with would describe you," says Thompson.
You should also steer clear of responses like "the only employee who did things right," or "a great guy to hang out with after work," says Lynne Sarikas, director of the MBA career center at Northeastern University's College of Business Administration.
Think about what people at each level of the workforce look to you for, says Thompson. Your subordinates, for example, might say you're fair, and are always looking to pass along useful knowledge and opportunities to gain experience.
5. What is your goal for the short term?
Never imply that you'll be leaving in short order to start your own business, go back to school, or that you see yourself in the interviewer's job. Another gaffe? Not knowing what your interviewer means by "short term."
You might define short-term as the next six months, and your interviewer might be thinking in terms of the next 18 to 24 months, so it's important to clarify the timeframe upfront. "A lot of people think 'I know what my short-term goal is,' but if you don't know their definition of 'short term,' your answer may or may not be appropriate," says Thompson.
6. Are there certain tasks or types of people you don't like?
This is a particularly loaded question, according to Steven Raz, co-founder of Cornerstone Search Group, so make sure to tread carefully. Steer clear of any answer that is abrasive to authority figures, he counsels.
At the same time, Bruce Hurwitz of Hurwitz Strategic Staffing, a New York City executive recruiting firm, advises not to feign a universally agreeable demeanor. Be honest here, and note the things you tend to avoid -- whether it's people who are overly chatty, or jobs that require endless data input -- as long as the tasks or personalities aren't going to be an inherent part of the role.
7. Do you have any questions?
If there's a question that's a guaranteed game-changer, it's this one. Coming up blank is a good way to show that you aren't thoughtful or interested in the job, says Raz.
And not just any questions in return are appropriate. No-nos include asking about compensation for the job, what the company does, if you can work from home, how much vacation time you'll get, or if the drug and background testing are really mandatory. Ask queries that will help "match up your skills, experiences and accomplishments with what they're looking for," says Raz.
Instead of fumbling in the final minutes of the interview, be prepared with a few great questions that show you're interested in both the company and the job.
Related: What to Wear to a Finance Interview | Eloquence in an Interview is Better than Accuracy | Nailing Your Finance Interview
Write to Kelly Eggers
Showing up late, wearing inappropriate clothing and answering your cell phone are a few good ways to kill your chances. But sticking your foot in your mouth will do the job as well.
Many hiring managers say that on occasion, candidates that seem perfect at first get crossed off the list by saying something senseless when asked a routine interview question.
Here are a few responses to some of those frequently asked questions that will be sure to kill the conversation and send you straight out the door.
1: So, tell me a little about yourself.
If your answer begins with anything remotely related to your place of birth, experiences in grade school, or your bad relationship with your parents, you can pretty much consider the interview over. And remember, this is often the first question you'll face.
It's hard to know what exactly an interviewer is looking for you to say to this question, but it's safe to assume they want you to give a bit of background on your professional history. "Ask them where they'd like you to begin," says Carolyn Thompson, an executive recruiter and author of 10 Steps to Finding the Perfect Job. Are they looking for your entire professional background, or just your most recent work experience? "It gives you a point to work forward or backward from," Thompson explains.
2: Why do you want to leave your current job?
First and foremost, you should actually want to leave your job if you're going on interviews. If you meet that qualification, you shouldn't say you are just looking for a change and you definitely shouldn't badmouth your employer.
"It's ok to bring up a problem with your current employer," says J. Patrick Gorman, co-founder of the iFind group, an executive recruiter based in New York, "but you have to show how you attempted to solve it so you don't sound like a whiner."
Rita Boyle, a senior executive search consultant with New Jersey-based Cornerstone Search Group, suggests explaining how the change is the next logical step for your career path.
"Explain why you're running to their company instead of why you're running away from your current one," Boyle says
Other no-nos? Noting that you want to leave your company (or join a new one) because of anything relating to location, pay, or benefits.
3. What are your biggest strengths and weaknesses?
The worst way to answer this question is without the slightest pinch of modesty.
"'Weaknesses? I don't have any weaknesses,' is the worst thing possible to say," says Gorman. A less-obvious-but-still-awful answer? Identifying a weakness, but not explaining how you got through it, he says. It's important to acknowledge your downfalls, but explain how you've been able to work around them as well.
When it comes to discussing strengths, don't give yourself an endlessly glowing review -- but don't go with a one-size-fits-all answer, either.
Mark Herschberg, a career skills professor at the Levin Institute in New York City, says almost every candidate trots out a platitude about being smart or hard-working.
"In those cases, I respond, '95% of the candidates gave me that same answer, can you tell me anything that distinguishes you from them?'" he says.
4. How would your current or former colleagues describe you?
This is not an opportunity to simply re-frame your strengths. "There's a difference between how you and everyone you work with would describe you," says Thompson.
You should also steer clear of responses like "the only employee who did things right," or "a great guy to hang out with after work," says Lynne Sarikas, director of the MBA career center at Northeastern University's College of Business Administration.
Think about what people at each level of the workforce look to you for, says Thompson. Your subordinates, for example, might say you're fair, and are always looking to pass along useful knowledge and opportunities to gain experience.
5. What is your goal for the short term?
Never imply that you'll be leaving in short order to start your own business, go back to school, or that you see yourself in the interviewer's job. Another gaffe? Not knowing what your interviewer means by "short term."
You might define short-term as the next six months, and your interviewer might be thinking in terms of the next 18 to 24 months, so it's important to clarify the timeframe upfront. "A lot of people think 'I know what my short-term goal is,' but if you don't know their definition of 'short term,' your answer may or may not be appropriate," says Thompson.
6. Are there certain tasks or types of people you don't like?
This is a particularly loaded question, according to Steven Raz, co-founder of Cornerstone Search Group, so make sure to tread carefully. Steer clear of any answer that is abrasive to authority figures, he counsels.
At the same time, Bruce Hurwitz of Hurwitz Strategic Staffing, a New York City executive recruiting firm, advises not to feign a universally agreeable demeanor. Be honest here, and note the things you tend to avoid -- whether it's people who are overly chatty, or jobs that require endless data input -- as long as the tasks or personalities aren't going to be an inherent part of the role.
7. Do you have any questions?
If there's a question that's a guaranteed game-changer, it's this one. Coming up blank is a good way to show that you aren't thoughtful or interested in the job, says Raz.
And not just any questions in return are appropriate. No-nos include asking about compensation for the job, what the company does, if you can work from home, how much vacation time you'll get, or if the drug and background testing are really mandatory. Ask queries that will help "match up your skills, experiences and accomplishments with what they're looking for," says Raz.
Instead of fumbling in the final minutes of the interview, be prepared with a few great questions that show you're interested in both the company and the job.
Related: What to Wear to a Finance Interview | Eloquence in an Interview is Better than Accuracy | Nailing Your Finance Interview
Write to Kelly Eggers
manipulative stamp put
If you know someone who is suffering at the hands of an unreasonable boss or manipulative co-worker, or even a troublesome neighbour or family member, then please pass this link on to them with my best wishes. I am on a mission to stamp out bullying in the workplace.
2011年4月21日 星期四
The Real Secrets of Success
By FINS Staff
Women are still underrepresented on boards an on executive teams at many companies, the result of a persistent gender gap supported by an inadequate promotion system, according to consulting firm McKinsey & Company. Nonetheless, some women have reached the top -- and others can learn from their experiences.
We asked high-level women -- and men -- in finance, technology and marketing how women can surmount barriers to leadership positions and what should be done next.
FINS: What advice would you give to young women about their careers?
Luanne Tierney: I have a lot of interns and I coach younger women. I'm frank with them about their attire. I tell them, "We're not in Hollywood, this isn't the movies. If you dress provocatively, that's going to distract from what you're saying."
I have a presentation that I give to young women called "Eight Ways to Have a Rockstar Career." The first and most important thing on the list is to give up the guilt [about balancing work and family]. You can't keep saying to yourself, "if only I didn't have these personal relationships distracting me." You can't be everything to everyone all the time. You have to be in the moment, to live in it and do your best. Letting go of the guilt allows you to start thinking big.
I asked [the late] Ann Richards [former Texas governor] at an event one time for some advice on balancing work and family. She said the best thing you can do is integrate your kids into your work life. On the other side, I heard Anna Quindlen [former New York Times columnist] say one time, "Don't come home and complain about your job." Nobody wants to hear that.
-- Luanne Tierney, 47, vice president of global partner marketing at Juniper Networks
FINS: Why are there relatively so few women at the top?
Rosemarie Ryan: I suspect that women tend to get on with the job and tend to be less self promotional. They don't take credit for what they do. They're also not very good at asking for what they need. They need to get better at that. Guys are better at that than we are.
-- Rosemarie Ryan, 48, former co-president of JWT and founder of Co:
FINS: How did you climb the ladder at Goldman? How important is self-promotion?
Jacki Zehner: I believe success is a function of three things: opportunity, talent and luck. I was blessed with all three, which is why I made partner so early in my career. I had the opportunity to trade; those are positions that are very valued and performance is easy to measure. I was good at my job, which meant making money, managing well, and being a culture carrier. Lastly I was lucky that I worked for some great people who cared about my success. My experience was much more the exception than the rule. It is much harder for women to succeed as they are given fewer opportunities and they don't have the support that men do.
[With regard to self-promotion:] It's such a delicate balance. If a man is aggressive, it's valued. If a woman's aggressive, she's often seen as a bitch. There is still very much a double standard where the same trait is viewed positively in a man and negatively in a woman. Our culture generally sees success in masculine terms, when in fact the more feminine leadership characteristics of team-building, engaging and positive framing are proving more successful.
-- Jacki Zehner, 46, youngest woman and first female trader to be named a partner at Goldman Sachs
FINS: You are very involved in advocating for women to have a stronger presence in senior positions. What do you think the problem is and what needs to be done?
Catherine Coughlin: I think it starts with the focus at the very top of the organization. One of our beliefs is that our board, our senior team needs to reflect the marketplace, whether in gender or color. It should be about building leadership for the next generation.
My advice to anyone is to expose yourself to as many different experience sets as you can because they all feed into each other.
-- Catherine Coughlin, 53, global CMO of AT&T
FINS: What's the best approach for women in technology to move ahead?
Lauren States: I've had a wonderful career in technology and I've always thought of technology as gender neutral. When I started in technology in the '70s it was such an exciting thing. There were no preconceived notions about who should and should not be in technology.
I feel it's always about understanding what you need to do to perform and do your job successfully. I've always run my career with that in mind.
-- Lauren States, 54, VP cloud technology and client innovation, IBM
FINS: There aren't many women at the top in the finance industry. How can more women reach the upper echelons of power?
Karen Peetz: Profit and loss is a big part of the experience that women should be focused on. It is unlikely you'll get to the top if you don't have that. If you want to have scope, you need that P&L [experience]. We're trying to introduce that at a more junior level. I'm very fortunate that I got my experience in my early 40s. Scope is something you have to adjust to. Having the experience of running something and it getting progressively bigger is the best way to work up the ladder.
-- Karen Peetz, 55, vice chairman at BNY Mellon
FINS: What has worked for you as a woman working at IBM?
Bridget van Kralingen: As a woman, that low-key consultative approach is also to your advantage. I've never found it to be an issue here or anywhere else I've worked.
-- Bridget van Kralingen, 47, general manager of North America, IBM
FINS: There's statistical evidence that women are leaving the finance industry. Do you think firms are doing enough to recruit and retain female employees?
David de Weese: I think both finance and the private equity industry, specifically, are particularly bad at this. Of the seven partners who run our secondary business, one is a woman …We're trying, but I haven't met any firm that does a particularly good job of it, unfortunately. Partly, it's the pool you're recruiting from and partly it's just a mindset that needs to change.
-- David de Weese, 69, partner, Paul Capital
FINS: What can Wall Street do to cultivate greater gender equality?
Jim Millstein: As the father of two daughters, I'm concerned about it for sure, because it's glaring. Law firms have done a better job than the investment banks generally -- designing programs and policies that allow a woman to better manage the demands of motherhood and the demands of a career. But all of these jobs put tremendous strains on parenting. ...I think it's going to be an ongoing struggle. It may be peculiar to a certain strata of the industry. For example, I think in many places there's better balance out there between personal and professional life than there is in New York and Washington.
-- Jim Millstein, 55, former chief restructuring officer at the Treasury Department
FINS: What can women do to rise to the top in a male-dominated industry such as finance?
Maura Markus: You need to build a track record of success and be a team player. And not just worry about your own business. You need to be a contributor to the overall health of the company.
Also raise your hand and take on more than just your job, whether it's helping start some kind of special project or leading a task force. It's good to have a healthy sense of competition.
-- Maura Markus, 53, president and chief operating officer of Bank of the West
FINS: Is it easier for women succeed at companies such as IBM and Cisco through sales roles rather than technology roles?
Stephanie Carullo: Generally speaking, yes. Because tech companies are really viewed as great companies to work for, they attract a lot of people. And they're attracting engineers, but also business talent. I have a number of strong women on our team who are business people, not tech. You can teach a smart person anything.
-- Stephanie Carullo, 42, vice president of sales at Cisco.
FINS: You hear tales of female marginalization in the finance industry all the time. How do women get more spots at the top?
Mary Tuuk: There's no one silver bullet. Part of it is women have to be really proactive and disciplined to be open to new opportunities. As part of that, you develop business acumen for how the company makes money. Women should take on profit and loss responsibility in the early stages of their career. Beyond that, I really believe that it comes back to not only having that track record and competency, but having appropriate emotional intelligence.
We have a women's network that provides a lot of opportunity for women in the earlier stages of their career. It allows them to meet a lot of people in the company they wouldn't meet.
-- Mary Tuuk, chief risk officer for Fifth Third Bancorp
Women are still underrepresented on boards an on executive teams at many companies, the result of a persistent gender gap supported by an inadequate promotion system, according to consulting firm McKinsey & Company. Nonetheless, some women have reached the top -- and others can learn from their experiences.
We asked high-level women -- and men -- in finance, technology and marketing how women can surmount barriers to leadership positions and what should be done next.
FINS: What advice would you give to young women about their careers?
Luanne Tierney: I have a lot of interns and I coach younger women. I'm frank with them about their attire. I tell them, "We're not in Hollywood, this isn't the movies. If you dress provocatively, that's going to distract from what you're saying."
I have a presentation that I give to young women called "Eight Ways to Have a Rockstar Career." The first and most important thing on the list is to give up the guilt [about balancing work and family]. You can't keep saying to yourself, "if only I didn't have these personal relationships distracting me." You can't be everything to everyone all the time. You have to be in the moment, to live in it and do your best. Letting go of the guilt allows you to start thinking big.
I asked [the late] Ann Richards [former Texas governor] at an event one time for some advice on balancing work and family. She said the best thing you can do is integrate your kids into your work life. On the other side, I heard Anna Quindlen [former New York Times columnist] say one time, "Don't come home and complain about your job." Nobody wants to hear that.
-- Luanne Tierney, 47, vice president of global partner marketing at Juniper Networks
FINS: Why are there relatively so few women at the top?
Rosemarie Ryan: I suspect that women tend to get on with the job and tend to be less self promotional. They don't take credit for what they do. They're also not very good at asking for what they need. They need to get better at that. Guys are better at that than we are.
-- Rosemarie Ryan, 48, former co-president of JWT and founder of Co:
FINS: How did you climb the ladder at Goldman? How important is self-promotion?
Jacki Zehner: I believe success is a function of three things: opportunity, talent and luck. I was blessed with all three, which is why I made partner so early in my career. I had the opportunity to trade; those are positions that are very valued and performance is easy to measure. I was good at my job, which meant making money, managing well, and being a culture carrier. Lastly I was lucky that I worked for some great people who cared about my success. My experience was much more the exception than the rule. It is much harder for women to succeed as they are given fewer opportunities and they don't have the support that men do.
[With regard to self-promotion:] It's such a delicate balance. If a man is aggressive, it's valued. If a woman's aggressive, she's often seen as a bitch. There is still very much a double standard where the same trait is viewed positively in a man and negatively in a woman. Our culture generally sees success in masculine terms, when in fact the more feminine leadership characteristics of team-building, engaging and positive framing are proving more successful.
-- Jacki Zehner, 46, youngest woman and first female trader to be named a partner at Goldman Sachs
FINS: You are very involved in advocating for women to have a stronger presence in senior positions. What do you think the problem is and what needs to be done?
Catherine Coughlin: I think it starts with the focus at the very top of the organization. One of our beliefs is that our board, our senior team needs to reflect the marketplace, whether in gender or color. It should be about building leadership for the next generation.
My advice to anyone is to expose yourself to as many different experience sets as you can because they all feed into each other.
-- Catherine Coughlin, 53, global CMO of AT&T
FINS: What's the best approach for women in technology to move ahead?
Lauren States: I've had a wonderful career in technology and I've always thought of technology as gender neutral. When I started in technology in the '70s it was such an exciting thing. There were no preconceived notions about who should and should not be in technology.
I feel it's always about understanding what you need to do to perform and do your job successfully. I've always run my career with that in mind.
-- Lauren States, 54, VP cloud technology and client innovation, IBM
FINS: There aren't many women at the top in the finance industry. How can more women reach the upper echelons of power?
Karen Peetz: Profit and loss is a big part of the experience that women should be focused on. It is unlikely you'll get to the top if you don't have that. If you want to have scope, you need that P&L [experience]. We're trying to introduce that at a more junior level. I'm very fortunate that I got my experience in my early 40s. Scope is something you have to adjust to. Having the experience of running something and it getting progressively bigger is the best way to work up the ladder.
-- Karen Peetz, 55, vice chairman at BNY Mellon
FINS: What has worked for you as a woman working at IBM?
Bridget van Kralingen: As a woman, that low-key consultative approach is also to your advantage. I've never found it to be an issue here or anywhere else I've worked.
-- Bridget van Kralingen, 47, general manager of North America, IBM
FINS: There's statistical evidence that women are leaving the finance industry. Do you think firms are doing enough to recruit and retain female employees?
David de Weese: I think both finance and the private equity industry, specifically, are particularly bad at this. Of the seven partners who run our secondary business, one is a woman …We're trying, but I haven't met any firm that does a particularly good job of it, unfortunately. Partly, it's the pool you're recruiting from and partly it's just a mindset that needs to change.
-- David de Weese, 69, partner, Paul Capital
FINS: What can Wall Street do to cultivate greater gender equality?
Jim Millstein: As the father of two daughters, I'm concerned about it for sure, because it's glaring. Law firms have done a better job than the investment banks generally -- designing programs and policies that allow a woman to better manage the demands of motherhood and the demands of a career. But all of these jobs put tremendous strains on parenting. ...I think it's going to be an ongoing struggle. It may be peculiar to a certain strata of the industry. For example, I think in many places there's better balance out there between personal and professional life than there is in New York and Washington.
-- Jim Millstein, 55, former chief restructuring officer at the Treasury Department
FINS: What can women do to rise to the top in a male-dominated industry such as finance?
Maura Markus: You need to build a track record of success and be a team player. And not just worry about your own business. You need to be a contributor to the overall health of the company.
Also raise your hand and take on more than just your job, whether it's helping start some kind of special project or leading a task force. It's good to have a healthy sense of competition.
-- Maura Markus, 53, president and chief operating officer of Bank of the West
FINS: Is it easier for women succeed at companies such as IBM and Cisco through sales roles rather than technology roles?
Stephanie Carullo: Generally speaking, yes. Because tech companies are really viewed as great companies to work for, they attract a lot of people. And they're attracting engineers, but also business talent. I have a number of strong women on our team who are business people, not tech. You can teach a smart person anything.
-- Stephanie Carullo, 42, vice president of sales at Cisco.
FINS: You hear tales of female marginalization in the finance industry all the time. How do women get more spots at the top?
Mary Tuuk: There's no one silver bullet. Part of it is women have to be really proactive and disciplined to be open to new opportunities. As part of that, you develop business acumen for how the company makes money. Women should take on profit and loss responsibility in the early stages of their career. Beyond that, I really believe that it comes back to not only having that track record and competency, but having appropriate emotional intelligence.
We have a women's network that provides a lot of opportunity for women in the earlier stages of their career. It allows them to meet a lot of people in the company they wouldn't meet.
-- Mary Tuuk, chief risk officer for Fifth Third Bancorp
I’ve got to hand it to him
「I have to hand it to某人(him, her 或you)」都只有一個意思。(hand it to someone)既不是“轉交” 、“交給”、“拿給”,更不是“交給某人“。
那麼,它是什麼意思呢?「I’ve got to hand it to him」是「我很佩服他」(因為在節目裡,這個求生教練花了一小時時間生火,真有耐性)
半年前,CNN拍到美國機場有位老兄穿著T恤,上面寫著:「Don’t taser me.」(不要用電擊棍電擊我!)
今天,CNN的標題「Tasered Tape」「某女性被電擊的錄影帶外流」。動詞taser變成「名詞當動詞用」的taser語字變化是可以理解的。因為有太多新玩意兒(如電擊棍)的出現,使用者的習慣改變,語字也跟著改變。
- by 王麗莎
2011年4月18日 星期一
Hope this finds you well
Hope this finds you well
In advance, thanks so much for your help with this, and I’m looking forward to your YES or NO response
In advance, thanks so much for your help with this, and I’m looking forward to your YES or NO response
2011年4月17日 星期日
Need a Turnaround? Make a Comeback the Starbucks Way
By Herb Schaffner | April 12, 2011
It’s no surprise to me that the new memoir by Howard Schultz, the founder of Starbucks, is on the top of the best seller lists. Onward: How Starbucks Fought for Its Life Without Losing Its Soul is a comprehensive, step-by-step personal account of how an entrepreneurial, growth-driven CEO learned from others, changed his leadership style in a difficult time for his company, and reignited passion and confidence in his brand. Onward is a must-read for any manager and ranks as one of the best corporate memoirs written in recent years.
Yes, it has been criticized. Samantha Ettus, a branding blogger at Forbes, called the book misguided and ill-timed, “a marketing exercise which is using the hallowed Starbucks brand as a sacrificial lamb.” But I have no clue what book she and other critics are reading. Schultz’s book is far too transparent, detailed, and honest to be considered a marketing document. Schultz recounts in thorough detail the meetings, memos, consultants, studies, and personal experiences that drove the Starbucks reboot through the end of 2010.
In 2008, Schultz returned as CEO of the company and his agenda was simple: to bring the company back on track after it had badly stumbled, pursuing a high growth strategy. Rather than sacrificing the Starbucks brand, Schultz reveals himself to be consumed by the appeal of Starbucks’ connection to consumers and on a quest to restore every inch of its aura. As Schultz writes:
Never forget the basics. Schultz knew the appeal of Starbucks’ coffee was essential–and that the race for growth had undercut quality. Schultz and his team closed every Starbucks store for one day to train baristas in making the best espresso. They upgraded espresso machines to the Mastrena worldwide and improved training. Schultz and other executives visited restaurants and coffee houses, investigating high end food selling techniques. In fact, Schultz was drinking coffee in Seattle’s Ballard neighborhood, when he discovered the Clover, the french press single serving coffee marker, sought out its maker and put it in stores worldwide.
Be willing to listen and work with consultants, but know your North Star. Schultz brought a few management consultants into his trust and credits them heavily in the book. He also listened to friends such as Jim Sinegal, cofounder and CEO of Costco, who reminded Schultz to “protect and perserve your core customers” during a downturn. When the product lunch for Starbucks instant coffee hit a design snag, he turned to his most trusted design consultant. In each case, however, Schultz had to be convinced outsiders understood and shared the values and iconic power of the brand.
If you need to reduce operations to become leaner, make sure you cut enough. For Schultz, Starbucks’ commitment to workers, to health care benefits, and to the role of stores in local communities are hugely important. Burdened by too many stores as the recession dragged on, Schultz and his team knew they needed to close hundreds of doors and reduce the workforce. This was painful–but, after the initial analysis, Starbucks closed more stores and laid off more people than they’d originally planned. They needed to ensure that they would not have to go back and cut again.
Give customers a voice in your redirection. Schultz embraced social media and the idea sharing website, mystarbucksidea.com, which has over 250,000 registered members who have submitted 100,000 ideas since launch in 2008. A retail company that invites customers to cocreate their own drinks and use stores as a second living room must actively engage their ideas.
Communicate heavily–and communicate some more. Schultz’ capacity for hands-on communication is impressive. He blitzed each core constituency–senior managers, store managers, customers, media, analysts, shareholders, and employees–with various communications concisely presenting the case for change or a particular decision. He wrote a stream of internal memos, staged interactive presentations and multimedia displays at Starbucks conventions, made careful pitches to analysts, and invested time and energy in his corporate communications strategy.
Reinvigorate corporate responsibility and production practices. Starbucks’ hard times were not an excuse for the company to be less responsible, but an opportunity to do more. Schultz expanded partnerships with Fairtrade and Conservation International, reduced store environmental impact, and expanded local community service.
The next time you’re asked to turnaround a project, a team, a product or a division, get a cup of good coffee, a copy of Onward and make some notes. In the meantime, commenters: have you tried a turn around? What worked, or didn’t work, for you?
It’s no surprise to me that the new memoir by Howard Schultz, the founder of Starbucks, is on the top of the best seller lists. Onward: How Starbucks Fought for Its Life Without Losing Its Soul is a comprehensive, step-by-step personal account of how an entrepreneurial, growth-driven CEO learned from others, changed his leadership style in a difficult time for his company, and reignited passion and confidence in his brand. Onward is a must-read for any manager and ranks as one of the best corporate memoirs written in recent years.
Yes, it has been criticized. Samantha Ettus, a branding blogger at Forbes, called the book misguided and ill-timed, “a marketing exercise which is using the hallowed Starbucks brand as a sacrificial lamb.” But I have no clue what book she and other critics are reading. Schultz’s book is far too transparent, detailed, and honest to be considered a marketing document. Schultz recounts in thorough detail the meetings, memos, consultants, studies, and personal experiences that drove the Starbucks reboot through the end of 2010.
In 2008, Schultz returned as CEO of the company and his agenda was simple: to bring the company back on track after it had badly stumbled, pursuing a high growth strategy. Rather than sacrificing the Starbucks brand, Schultz reveals himself to be consumed by the appeal of Starbucks’ connection to consumers and on a quest to restore every inch of its aura. As Schultz writes:
“outsiders failed to appreciate the nuances of invigorating a service-based business, especially a brand as emotionally charged as ours. Starbucks is not a coffee company that serves people. It is a people company that serves coffee, and human behavior is much more challenging to change than any muffin recipe or marketing strategy.”So what do managers have to learn from the Starbucks transformation? Quite a lot. Here’s a couple I plucked from the book:
Never forget the basics. Schultz knew the appeal of Starbucks’ coffee was essential–and that the race for growth had undercut quality. Schultz and his team closed every Starbucks store for one day to train baristas in making the best espresso. They upgraded espresso machines to the Mastrena worldwide and improved training. Schultz and other executives visited restaurants and coffee houses, investigating high end food selling techniques. In fact, Schultz was drinking coffee in Seattle’s Ballard neighborhood, when he discovered the Clover, the french press single serving coffee marker, sought out its maker and put it in stores worldwide.
Be willing to listen and work with consultants, but know your North Star. Schultz brought a few management consultants into his trust and credits them heavily in the book. He also listened to friends such as Jim Sinegal, cofounder and CEO of Costco, who reminded Schultz to “protect and perserve your core customers” during a downturn. When the product lunch for Starbucks instant coffee hit a design snag, he turned to his most trusted design consultant. In each case, however, Schultz had to be convinced outsiders understood and shared the values and iconic power of the brand.
If you need to reduce operations to become leaner, make sure you cut enough. For Schultz, Starbucks’ commitment to workers, to health care benefits, and to the role of stores in local communities are hugely important. Burdened by too many stores as the recession dragged on, Schultz and his team knew they needed to close hundreds of doors and reduce the workforce. This was painful–but, after the initial analysis, Starbucks closed more stores and laid off more people than they’d originally planned. They needed to ensure that they would not have to go back and cut again.
Give customers a voice in your redirection. Schultz embraced social media and the idea sharing website, mystarbucksidea.com, which has over 250,000 registered members who have submitted 100,000 ideas since launch in 2008. A retail company that invites customers to cocreate their own drinks and use stores as a second living room must actively engage their ideas.
Communicate heavily–and communicate some more. Schultz’ capacity for hands-on communication is impressive. He blitzed each core constituency–senior managers, store managers, customers, media, analysts, shareholders, and employees–with various communications concisely presenting the case for change or a particular decision. He wrote a stream of internal memos, staged interactive presentations and multimedia displays at Starbucks conventions, made careful pitches to analysts, and invested time and energy in his corporate communications strategy.
Reinvigorate corporate responsibility and production practices. Starbucks’ hard times were not an excuse for the company to be less responsible, but an opportunity to do more. Schultz expanded partnerships with Fairtrade and Conservation International, reduced store environmental impact, and expanded local community service.
The next time you’re asked to turnaround a project, a team, a product or a division, get a cup of good coffee, a copy of Onward and make some notes. In the meantime, commenters: have you tried a turn around? What worked, or didn’t work, for you?
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