Aide Memoire : Assurance Vie
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Last Will and Testament: Will-based Vs. Trust-based Estates
Last Will and Testament: Will-based Vs. Trust-based Estates
The differences between a will-based estate plan and a trust-based estate plan are significant. If you have an estate planner or an attorney, he will guide you in making your decision as to which one best meets your needs.
Understanding the differences between the two is critical in making the proper decision to meet the needs of your estate plan. The important thing to note is that they both make use of a last will and testament, perhaps the most essential document that an individual planning the disbursement of his assets in preparation for his death should have.
Last Will and Testament
The typical last will and testament is more involved within a will-based estate plan since it contains all of the specific details regarding the disbursement of the deceased individual’s assets. It will also contain information on guardians for any minor children. However, the last will and testament found in the trust-based estate plan is much shorter and less detailed since the information is found in the revocable living trust.
Will-based Estates Versus Trust-based Estates
Whether an individual sets up a will-based estate or a trust-based estate is more a matter of personal preference and a need for a more sophisticated framework. The will-based estate plan incorporates the following four documents: a last will and testament, a living will, a financial power of attorney, and an advance medical directive or medical power of attorney. The trust-based estate plan incorporates these same four facets along with a revocable living trust which contains specific instructions for the remainder of the individual’s life.
Will-based Estates
A will-based estate plan is one that typically contains a last will and testament as the primary means of distributing assets upon the death of the individual whose will it is. It not only includes the name of the individuals or organizations that will inherit the assets, but it also includes when they will receive them.
A last will and testament is overseen by the individual’s personal executor or representative. This individual is chosen by the person whose will it is and the information is included within the document itself. The powers granted to the personal executor are also listed within the document so there is no question as to what he should be doing legally.
The primary purpose of the last will and testament is to distribute the property of the deceased to designated individuals. It includes the names of all of the beneficiaries along with the specific details of the property that they will inherit. Any details related to the disposition of the inherited property will also be included in this document.
Trust-based Estates
A trust-based estate plan is one that begins with a revocable living trust along with the four documents listed above. The assets of the individual are included in the trust while the individual is still alive.
The last will and testament within a trust-based estate is designed to include any assets that are inadvertently missed within the trust. The missed assets will then transfer or pour over into the individual’s trust upon his death during the probate process. This is why the last will and testament included within a trust-based estate plan is often referred to as a “pour over will.”
This last will and testament generally includes the name of the personal executor for the estate along with his specific duties or powers. Typically, he is in charge of taking care of any unfunded assets that have not been included within the trust.
Someone referred to as the successor trustee or administrative trustee is chosen by the individual who is setting up the trust-based estate plan as his personal executor. He is also named within the documentation along with his specific duties or powers.
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Glad To Be Unhappy
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Job Stress Management – Methods Of Managing Stress In The Workplace
Job Stress Management – Methods Of Managing Stress In The Workplace
For many of us, our jobs are a major cause of the stress in our lives. The sources of stress at the workplace can be long hours and physical exertion, a demanding boss, coworkers that we don’t get along with, or countless other things. Whatever your specific situation may be, it is of little doubt that learning how to reduce and manage job stress is an important part of your overall stress reduction and relaxation strategy.
The causes of job stress can be loosely divided into categories such as interpersonal relationships, the nature of the job itself, and unmet expectations. This article will be a first in a series that will provide the solutions to these various sources of job stress. We will also discuss general strategies how to manage stress and relax during work. This first article in the installment will focus on job stress that stems from relationships in the workplace.
Workplace Stress Management – Conflict & Interpersonal Relationships
Communication and relationships with others are a significant part of most people’s jobs and can also be major causes of stress. Whether it is with coworkers, management, or clients, most of us deal with others in the workplace on a daily basis. As a result, we often find ourselves in conflicts with the people that we work with. These conflicts can be out in the open where all sides are aware of the conflict, or they can be something that we suffer from in silence. For example, an open conflict is one where you and one of your coworkers dislike each other and both of you are aware of that fact. A silent conflict could be your personal negative feelings towards your boss that you cannot directly express to him or her.
A key element in job stress management and solving both types of conflict is to find the middle ground and the balance between assertiveness and compromise with the other party. For instance, let’s take the case of Dave who is a software engineer working as part of a project team. One of Dave’s team members never completes his work on time, which means that Dave and the rest of the team have to work overtime to finish within the deadline. This, naturally, generates much workplace stress among the rest of the project team. Also, for various reasons, the project team members would prefer not to involve upper management in the conflict, which means that they have to sort it out among each other. Some of Dave’s other team members have already tried pointing out the issue to the person who’s always behind, but they have done it in a highly uncompromising manner with threats and raised voices.
After the team has lashed out at the always-late team member, a fact that has only alienated the person even more from the rest of the team, Dave decided to try a different approach. Dave calmly explained to the coworker that no one has anything personal against him, but that it isn’t fair to everyone else to be working overtime because one person cannot complete the tasks assigned to him or her. Dave asked his coworker what exactly is the issue that is always holding him back, and assured him that the team will help him resolve the issue if it’s within their power.
In this environment of openness and genuine concern, the coworker shared with Dave that what always makes him late is his inability to efficiently work a certain piece of software that the team is using. Apparently, with all the daily rush, no one has properly trained the coworker how to use that tool. The coworker promised that he will do everything possible to complete his part on time, but it would greatly help him if someone could finally teach him how to use the tool properly once and for all.
This one patient conversation has resolved the issue and saved countless hours of overtime, stress, and aggravation for the whole team. As a result, the source of workplace stress for this team was successfully eliminated.
The point here is that quite often, the party who is causing the job stress is not even aware of it, and once confronted in a calm and understanding manner will most likely accommodate the request. The key is to remain calm and to be assertive and yet to seem accommodating at the same time.
Another important tip for job stress management has got to do with negotiation and communication within the workplace, or any place else where you are making a request, for that matter. The tip is that it is always best to give a concrete reason for your request. In the example with Dave, he noted to the coworker that the reason that they are having this conversation is because the rest of the team suffers from the problem at hand, and the whole team risks looking bad with the management.
For example, if you are about to ask your manager for a raise in pay, make sure to address why you think that you deserve the raise. Bring up any of your achievements and contributions to the organization, and mention why a fair increase in pay to recognize your contribution is appropriate at this time. Providing a concrete reason for your request of an increase in pay makes it seem for what it is – a valid recognition of your good service, instead of just an arbitrary demand for more money.
Although interpersonal relationships in the workplace can be a major source of workplace stress, this source can often be easily managed with the right approach. The most important element of workplace stress management with regards to relationships in the workplace is to stay calm and maintain a level of compromise as well as assertiveness where appropriate.
Jack T
http://www.RelaxTips.net
Your Complete Source of Stress Relief and Relaxation.
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Attitude Is Everything: Change Your Attitude…and You Change Your Life!
Attitude Is Everything: Change Your Attitude…and You Change Your Life!
This is a “success manual” that gives readers a step by step plan for taking control of their lives and unleashing their incredible potential. The book consists of 12 Lessons: Your Attitude is Your Window to the World; You’re A Human Magnet; Picture Your Way to Success; Make a Commitment and You’ll Move Mountains; Turn Your Problems into Opportunities; Your Words Blaze A Trail; How Are You?; Stop Complaining; Associate with Positive People; Confront Your Fears and Grow; Get Out There and
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Talent Management Mistake #11: Failure to Assess the Cost of Employee Turnover
Talent Management Mistake #11: Failure to Assess the Cost of Employee Turnover
In corporate America today, we are aware that there are costs involved in hiring a new employee. We incur these costs because we are convinced that the cost of hiring a new employee in a critical position will be recovered in greater efficiencies and greater sales or profitability down the line. Losing an employee carries a cost. Unfortunately, far too many companies today either don’t understand the costs associated with employee turnover or, like the proverbial ostrich, they are content to stick their heads in the sand and ignore the impact of employee turnover on the bottom line.
My purpose in writing this article is to make enough noise to get all of the ostriches to pull their heads out of the sand, because failure to assess the cost of employee turnover is talent management mistake number 11 on my list. My new Special Report outlines talent management mistakes number 1 through 10. (To download your complimentary copy, click here.)
The cost of employee turnover is far greater than many executives and human resource professionals would like to admit. And according to recent studies not only do nearly 50% of businesses not calculate and monitor the cost of employee turnover, almost 20% don’t have a clue about the real cost.
So why do I want you to think about this cost in terms of talent management mistakes? I want you to think about it because failure to assess this cost
- is indicative of a company that doesn’t have a dynamic talent management strategy;
- can cause a company to incur costs that directly affect the bottom line; and
- blocks thinking about how the costs can be significantly reduced.
Now if we are perfectly honest, we have to admit that there are times when employee turnover is a good thing. No company has a perfect track record in hiring. Every company will occasionally hire an under-achiever. Whether the problem is low productivity, inability to embrace corporate culture and values or poor fit with the job, the company will probably be in much better shape if this person is allowed to leave and be replaced by a more suitable employee. In this case, the increased productivity of both the new hire and the people with whom he or she interacts regularly will probably more than offset the costs of employee turnover.
Losing a promising or key employee is a different story. Losing a key employee can impose a very steep cost on a company, both in terms of the cost to replace that employee and the cost in lost knowledge, productivity and staff morale. These costs are often underestimated by companies. If you are not currently calculating the cost of employee turnover, I would like to point you to two sources of information about the costs (including many that are often overlooked) of employee turnover and how to calculate them realistically. The first is by William G. Bliss, and can be found at http://www.isquare.com/turnover.cfm. The second resource features an excellent online calculator of these costs and can be found at http://www.uwex.edu/ces/cced/economies/turn.cfm.
If you were to assume that your company’s rate of turnover was about average, you could expect to lose 10%-13% of your workforce each year (although these numbers are astronomically higher in some industries). If you take the average cost of turnover at 150% to 250% of salary, you can quickly calculate a serious impact on the bottom line. In a large company the cost can quickly rise into the tens of thousands (even millions) of dollars.
It is also important to create understanding at all leadership levels in the organization about why people leave their jobs and move to other companies (often competitors). Ensure that your corporate leaders understand the main reasons people leave companies – and specifically why they are leaving your company – and what might have kept them from leaving. Then have your leadership team working closely with your human resource professionals to design and offer alternatives to valued employees. These alternatives might include:
- a new openness to flextime
- openness to job sharing
- offering an array of benefits packages designed to meet the various needs of different employee constituencies
- developing career paths with key employees
- offering education, training, and career development programs
- providing the leadership support employees need
- providing stress management options for employees
These are just a few of the types of changes that can help stop the talent drain from a company. By listening to your employees, you can come to understand how you should most appropriately respond to their needs and interests.
A very large talent drain will occur in the near future as the Baby Boomer generation retires. In some industries, the exit of the Boomers will mean a loss of 60% or more of their senior leadership. While there will certainly be a number of Baby Boomers who simply want to retire or who want to retire and do something else, it is important for human resource professionals and corporate executives to consider that many members of this generation will not want to retire at 62 or 65 and many will not be in a financial position to do so.
Retaining the Boomers in some capacity should be part of the talent management strategy of almost every company. When these seasoned employees leave, companies will see not only productivity, but also corporate culture walking out the door. Many Baby Boomers will want to continue to work. With some creative thinking about compensation, benefits and perks, you might be able to keep a large number of employees of this generation working for you instead of someone else.
So what should you do about the cost of employee turnover in your company? Here are the steps I recommend:
- Ensure that your company is carefully, realistically and consistently assessing the cost of employee turnover and reporting it.
- Put in place a process that determines why people are leaving the company and what might have given them adequate incentive to stay.
- Make this cost assessment part of a corporate talent retention strategy aimed at retaining promising and key employees at all levels of the organization.
- Get your executive staff and all levels of management on board about the increasingly critical need to keep valuable talent from leaving the company. Ensure that they understand the main reasons people leave organizations and their role in creating a work environment that encourages people to stay.
- Establish benchmarks and evaluate your progress in employee retention as well as in reducing the cost of employee turnover.
Every company needs to face the fact that the talent pool of the future is shrinking and will continue to shrink, especially in terms of skilled employees. It’s time to start learning to stem the tide before the labor situation becomes worse. By paying attention to the reasons for employee turnover in your company, by developing strategies to meet employee needs, and by gaining leadership involvement throughout the company, you can implement a program that will save money, productivity and, maybe, the future of your company.
Gayla Hodges is the President and Principal Consultant of Change Agents, Inc., a company that specializes in energizing workforces to achieve strategic goals. She has extensive experience in instituting corporate transformational change. She coaches executives and managers on leading corporate change, facilitating the development and implementation of organizational effectiveness strategies. For more information, visit www.changeagentsinc.com or call 623-362-3876
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How to Use the Power of Positive Thinking
How to Use the Power of Positive Thinking
I have noticed that nowadays, the power of positive thinking is one of the hottest topics. Well, I’m sure that it is because people have realize that positive thinking is very important in our lives, and affect life significantly.
However, like the other things, the power of positive thinking also has its own rules. So, to use your positive thinking power properly, check at these things:
1. Believe
In positive thinking, you can’t fake it because there is no one to pretend to. The most important rules, that’s why I put it in number one! You yourself should believe it.
2. Positive attitude
When you are engaged in an internal battle between your negative and positive self, you will need all the help you can get. Do not surround yourself with negative people who will just drag you to their negativity.
3. Being healthy
You have to keep your body healthy in order to fuel your positive thinking. One step to achieving the power of positive thinking is looking after your body.
4. Switch negativity around
Remove all negative thoughts by repelling it outright when something negative enters your personality. Positive quotes and positive affirmations will help to keep negativity away.
5. Being positive
When you encounter something unfamiliar, do not be afraid. Take a hard look at it and see it for the positive effects it brings, this will make your life easier.
However, the most important at all is applying it! Even you know how to use the power of positive thinking, but I never apply it, it is useless.
Many individuals do not realize this, but we need these rules in order to appreciate life more. Some people think rules limit our achievements, but this is untrue. Without any rules, we would have been extinct centuries ago. Rules remove the chaos that is called life and impose sanity into it.
Ben Tien has been many article writing about positive thinking phrases for many years. He is the educator of personal development with a strong focus on effective communication. Read the author’s new article about: Self Hypnosis to Remove Stress
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5 Mantras Of Positive Thinking
5 Mantras Of Positive Thinking
If you are constantly blaming others for everything wrong in your personal and professional life, if you are feeling low and depressed for a long period of time, if you don’t look forward to anything; then it is time to take a hard look at your own attitude and make a conscious effort towards changing it.
Negative thinking drains the joy out of everything you do
Negative attitude stems from negative thoughts and it can be very harmful if this habit is continued for a long period of time. Negative thinking drains the joy out of everything you do. The same job, which may seem drab and dreary to you if you are thinking negative, will turn satisfying and encouraging if you look upon it as an opportunity for doing something or learning something new. Here are 5 mantras to help you develop the habit of positive thinking:
Seek the company of positive people
The first and the easiest thing that you can do to develop positing thinking is to spend time with the people who think positive. Just as a smile elicits a reciprocal smile, positive thinking too is contagious. People who look up the brighter side of life even in the midst of odds, make other around them think positive about themselves.
If you stay with negative people they will only push you into more negativity. Instead try and always surround yourself with helpful, strong, confident people who encourage you and help you see things in a positive way.
Speak and think positive words
Whether you are thinking or conversing with others, always use positive words. Instead of saying ‘I can’t', say words such as ‘I can’, ‘It is possible’, ‘I am able’ and so on. While conversing, use words that evoke feelings of joy, strength and success. Whenever you feel like giving up, repeat it to yourself that you can do it. You will be amazed to find how much strength you can draw from your positive thoughts.
However thinking or repeating positive words for a few minutes in a day is not enough. You have to consciously make it your habit to always use positive words and refrain from anything negative.
Control your thoughts
Negative thoughts can sometimes come flooding in and drown you in negativity. They are not easily swept away either. You have to work towards turning your negative thinking into positive thoughts. Whenever a negative thought begins to develop in your mind, dump it and instead substitute the depressing, doubtful thoughts with good, confident thoughts. Don’t let your emotions rule you. Instead you rule your mind and thoughts.
Change your lifestyle
Exercise regularly and eat good, healthy food. All these things will also make you feel and think good. Watch a good movie which makes you feel happy. Enroll yourself in dance or music classes, learn swimming, read good books and do things that make you feel good. Cook something special if cooking is something that makes you happy.
Moreover, bring about a little change in your home as well. De-clutter your surroundings. Dump all the unnecessary things which you don’t need anymore into the trash bin. Clean up the house and rearrange things, such as shifting the furniture around or reorganizing the closet. And surround yourself with beautiful things such as a photo frame of your family, colorful potted plants or flowers, and whatever you like.
Watch motivational videos
In addition, watch some motivational videos which inspire you to think positive. There are various websites which boast of an impressive collection of inspirational quotes and video messages which offer success secrets of brightest of minds . In fact, make it a point to daily watch a motivational video which inspire you to face life’s challenges powerfully, assist in your personal development and encourage you to stay positive always.
You can even become a member of Wisie.com and receive daily inspirational videos on positive thinking, relationship advice, parenting advice and success secrets. Inspirational videos with the motivational messages will keep you motivated towards your intents and help you realize your dreams.
Noah Brown is a freelance writer who writes extensively on relationship advice, and on tips for parenting children. She inspires her readers towards positive thinking and writes on motivational videos and inspirational quotes which provide useful relationship help, success secrets and parenting tips.
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Guys: 2 Things You Need to Know Before You Pursue an Intimate Relationship With a Woman
Guys: 2 Things You Need to Know Before You Pursue an Intimate Relationship With a Woman
There may be a time where you’ll come across a woman who only wants a sexual relationship. Before you rush into one with her, there are a few things you need to consider.
Here are the two things you absolutely need to know before being intimate:
1. Feelings may start to develop. This can be very disastrous to the relationship. Since the relationship is built solely on intimacy, this alone can ruin your chances for another intimate encounter. If she’s intimate with you, she may have feelings for you anyway…at least sexually. If you are intimate with a woman who just want something sexual, then DO NOT EXPECT ANYTHING MORE THAN THAT. If you try to express how you feel about her, or worse, push a relationship on her, she may decline.. It may also ruin your chances for any future intimate encounters.
2. She’s probably in a relationship. There’s probably a lack of intimacy that she’s experiencing in her relationship, so she looks elsewhere. Though she’s cheating, it may make sense to her to try to figure out a solution…especially if she has already expressed to her significant other the problem. What you need to do is decide if you really want to be with someone who’s already involved. Take into consideration that there are many possible outcomes in this situation…like her man may become more intimate with her so therefore she may cut you off.
If you feel like you can still handle a sexual relationship, then by all means, have one. But always remember what it is…just something sexual and nothing more. Take that into serious consideration.
Relationship Coach Daniel Amis has helped many people create the relationship of their dreams. He publishes monthly E-zines that’s inspiring, fun, and insightful. If you’re ready to get the love that you desire, then subscribe at www.relationshipadvice4you.com and get your FREE tips today!
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Vocabulary Word-of-the-Day Writing Prompts, Grades 3-6
Vocabulary Word-of-the-Day Writing Prompts, Grades 3-6
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