What Is There Such a Demand for Speedy Loans?

A vast amount of financial problems appearing in personal life, make him cope with them immediately. Accounting this, for the last few years, speedy payday loans have become the most popular source of financial security for almost all people worldwide. To take use of speedy loans online, you do not need to collect any papers that can prove paying capacity of borrower. In the past, there were all those activities that were aimed at verifying guarantors and clients’ personal data. To issue an easy payday loans quickly, there is no necessity to ensure any kind of properties in form of estate or vehicles, as major condition for utilizing this financial speedy payday is full trusted between the two parties. (more…)

MOTIVATING FACTORS FOR JOB CHOICE: CONCLUSIONS

The competence & behaviour of supervisor is the last ranked variable by both the genders. 81% respondents have ranked adequate salary in first five & 71% respondents have ranked interesting work in first five.(Table 1)

The Independent t-test (Table 3) shows that the job choice variables are dependent on gender e.g. adequate salary, Fringe benefits, interesting work.

The study is an usher for recruiters, professors and advisors who need to analyze current career expectations. This will lead to a win-win situation for recruiters as well as aspirants.

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MOTIVATING FACTORS FOR JOB CHOICE: DISCUSSION

 DISCUSSION

HYPOTHESIS TESTING
1. Job security is the important criteria of Job choice.
Mean rank of Job security is 4.48, which is third in series, so the hypothesis is rejected. (Table 4)

2. The job choice is dependent on gender.
The mean ranks of the variable differ with the gender. Hence hypothesis is accepted. (Table 2)

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MOTIVATING FACTORS FOR JOB CHOICE: METHODOLOGY

The sample includes 640 business graduates. Out of 640, 416 are males and 224 are females. The data has been collected through questionnaire which has fourteen variables. The variables are Job Security, Adequate salary, Fringe Benefits, Opportunities for Promotion, Comfortable working condition, Interesting Work, Sound company policies & practices, Respect & Recognition, Responsibility & Independence, Doing something Worthwhile, Considerate & Sympathetic supervisor, technically competent supervisor, Hours of work, Pay according to ability & competence. The respondents are expected to rank these variables in order of importance for them in choice of job. The mean ranks of all variables have been derived. Independent sample t-test is used to analyze the impact of gender on the job choice variables

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MOTIVATING FACTORS FOR JOB CHOICE: LITERATURE REVIEW(8)

LITERATURE REVIEW(8)

However, by 2008, in the United States, differences in factors affecting career choice between men and women in management were not evident (Ng et al., 2008).

Company recruiters seek the best ‘match’ for their company in terms of individual attributes in relation to company needs and culture. However, given the changing perceptions of today’s students, the need for recruiters to modify their recruiting strategies exists (Jarlstrom, 2000). Researchers have assisted recruiters in this matter. For example, with the ’employer knowledge framework’, applicants evaluate a firm based on the employer information regarding physical attributes of the employer (e.g. firm size, geographical location), job information (e.g. pay, benefits, promotional opportunities) and people information (that is, potential coworker information) (Cable & Turban, 2001).

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MOTIVATING FACTORS FOR JOB CHOICE: LITERATURE REVIEW(7)

Studies have also explored the differences between men and women in career selection. In 1985, a study of differences between men and women college students at a private New England College found that women limited their career expectations due to sex role socialization issues (Hesse-Biber, 1985). By 2000, new entrants to the workforce were highly career-conscious and the persistence of sex-role stereotypes in relation to career priority still existed (Kirrane & Ryan, 2000).

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MOTIVATING FACTORS FOR JOB CHOICE: LITERATURE REVIEW(6)

LITERATURE REVIEW(6)

Prior to today’s recession, Ng and Burke (2006) suggest that given a shortage of skilled workers, students will be selecting the organizations they want to work for based on the kind of working conditions and flexibility employers can offer in terms of location, technology, workspace, and human resource policies. Similarly, in a large study of the United Kingdom’s University senior year students’ perception of organizational attributes, the five most important organizational attributes cited by students are companies that invest in their employees, care about their employees as individuals, have clear opportunities for promotion, daily work variety, and a dynamic forward-looking business approach (Terjesen, Vinnicombe & Freeman, 2007).

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Representative APR 391%. Average APR for this type of loans is 391%. Let's say you want to borrow $100 for two week. Lender can charge you $15 for borrowing $100 for two weeks. You will need to return $115 to the lender at the end of 2 weeks. The cost of the $100 loan is a $15 finance charge and an annual percentage rate of 391 percent. If you decide to roll over the loan for another two weeks, lender can charge you another $15. If you roll-over the loan three times, the finance charge would climb to $60 to borrow the $100.

Implications of Non-payment: Some lenders in our network may automatically roll over your existing loan for another two weeks if you don't pay back the loan on time. Fees for renewing the loan range from lender to lender. Most of the time these fees equal the fees you paid to get the initial payday loan. We ask lenders in our network to follow legal and ethical collection practices set by industry associations and government agencies. Non-payment of a payday loan might negatively effect your credit history.

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