Showing posts with label jobs. Show all posts
Showing posts with label jobs. Show all posts

Friday, June 22, 2012

U.S. Jobs: Exclusive Jobs at different states of United States

Director, Advertising Initiatives
Mashable Exclusive
Livingsocial - Washington, DC

At LivingSocial we have an unconventional and disruptive way of solving problems. Were redefining local and social commerce, all while building a great company working side-by-side with amazing teammates. Working at LivingSocial means...more

14 hours ago on Mashable

Specialist, Digital Campaign Communications
Mashable Exclusive
Save the Children - Westport, CT

Do you share our passion for saving children's lives? Are you an expert in social media and digital marketing? We are seeking a Digital Campaign Communications Specialist to implement our social media strategy, and draft and disseminate...more

19 hours ago on Mashable

Social Media Manager
Mashable Exclusive
Wwe - Stamford, CT

World Wrestling Entertainment, Inc., a leading worldwide sports entertainment company, seeks a Social Media Manager to join our growing social media marketing team at our Stamford, CT headquarters. The Social Media Manager will work...more

19 hours ago on Mashable

Creative Director, Digital Video Production VH1
Mashable Exclusive
Viacom Media Networks - New York, NY

VH1 Digital is seeking a Creative Director to oversee the creative output of the VH1 Digital Video Production team. S/he will be the final decision-maker on the execution of our original video projects. Working in partnership with internal...more

21 hours ago on Mashable

Social Media Community Manager
Mashable Exclusive
Ruby Tuesday - Maryville, TN

Ruby Tuesday is seeking a Social Media Community Manager at the Restaurant Support Center in Maryville, Tennessee SUMMARY This position will be responsible for the development an implementation of social community functions that will...more

1 day ago on Mashable

Mashable Exclusive
Fearless Media - New York, NY

ONLINE PERFORMANCE MARKETING ANALYST - Fearless Media, LLC is an independent but mighty ad agency that specializes in understanding and marketing to the 18-49 year old demographic. We create media experiences that include Digital,Social...more

1 day ago on Mashable

Social Media Manager
Mashable Exclusive
Lm&o Advertising - Arlington, VA

LM&O Advertising, a fast-growing, Arlington, VA-based advertising agency, has an exciting opportunity for an enthusiastic, organized, multi-tasking, individual to work as a Social Media Manager whose primary role is to provide support to...more

1 day ago on Mashable

Social Media Analyst
Mashable Exclusive
THQ - Agoura, CA

The Social Media Analyst is responsible for utilizing social data from our social platforms, listening tools and web analytics to help create reports and strategies to help THQ optimize our digital presence. Through analyzing the full...more

1 day ago on Mashable

Manager, Marketing Operations
Mashable Exclusive
Teach For America - New York, NY

Position Summary Teach For America seeks a manager of marketing operations to serve as a key member of the four-person marketing operations team. This wing of the marketing + communications team serves two important purposes - 1)...more

2 days ago on Mashable

Social Media Manager
Mashable Exclusive
American Society For Clinical Pathology - Chicago, IL

Overview: The Social Media Community Manager at the American Society for Clinical Pathology develops and implements a comprehensive social media strategy that will strengthen the ASCP brand by building broader and deeper engagement with...more

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Tuesday, June 05, 2012

Bill Clinton: Extend all tax cuts temporarily

former president bill clinton
Former President Bill Clinton speaks during a campaign event for President Barack Obama at the Waldorf Astoria, Monday, June 4, 2012, in New York.

WASHINGTON (AP) -- Former President Bill Clinton said Tuesday that broad tax cuts that expire in January should be temporarily renewed, including for the wealthiest Americans, to give lawmakers time to reach a deal on a longer-term extension that should exclude the rich.

Clinton's comments were in contrast to President Barack Obama, whose re-election he is supporting. Obama has opposed renewing the tax reductions for people earning over $250,000 a year, saying they must contribute to the effort to control rampant federal deficits.

Reductions in income tax rates and other levies first enacted under President George W. Bush expire in January, at the same time that $1.2 trillion in automatic spending cuts begin to take effect. The nonpartisan Congressional Budget Office and others have warned that letting both events occur would suck so much money out of the economy that it could spark a renewed recession next year.

"What I think we need to do is to find some way to avoid the fiscal cliff, to avoid doing anything that would contract the economy now, and then deal with what's necessary in the long-term debt reduction plan as soon as they can, which presumably will be after the election," Clinton said on CNBC's "Closing Bell With Maria Bartiromo."

Asked whether that meant extending the tax cuts, Clinton said, "They will probably have to put everything off until early next year. That's probably the best thing to do right now."

He also said Republicans will press to include the wealthy in a permanent extension of the tax cuts, adding, "I don't think the president should do that."

White House officials would not comment immediately on Clinton's remarks. But officials pointed out that Obama has said repeatedly that he would not extend the Bush tax cuts for higher earners after they expire.

After the interview, Clinton spokesman Matt McKenna said the former president has said before that he favored extending all the tax cuts as part of a compromise tax and jobless benefits bill in 2010, "but does not believe the tax cuts for the wealthiest Americans should be extended again."

Republicans have insisted that tax rates for the rich should be kept low, saying many of them run companies that create jobs.

Besides the spending cuts and expiration of the tax cuts, the government is expected to need a renewal of its authority to borrow money and avoid a federal default by early next year, something that is up to Congress to decide. Without action, January will also see an end to a one-year Social Security payroll tax cut and to a provision avoiding deep cuts in Medicare reimbursements to doctors.

A postelection lame duck session of Congress is expected to address those issues, with the results depending on who wins the White House and control of the House and Senate on Election Day Nov. 6. Many lawmakers believe final decisions won't be made until next year.

Last week, Clinton said GOP presidential challenger Mitt Romney had a "sterling" record at private equity firm Bain Capital, departing from efforts by Obama's campaign to criticize the Republican's experience there as having little to do with job creation.

Obama and Clinton have improved their relationship since 2008, when Obama defeated Hillary Rodham Clinton in a bitter Democratic contest for the presidential nomination.

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Wednesday, May 02, 2012

U.S. and Europe: Bad news about jobs spooks markets

U.S. and Europe: Bad news about jobs
Trader Christopher Morie works on the floor of the New York Stock Exchange
NEW YORK (AP) -- Investors are homing in on bad news about jobs in the U.S. and Europe.

Stocks are down at midday, erasing the hope generated the day before about a brisk May for the market.

The Dow Jones industrial average fell 48 points to 13,230 in midday trading Wednesday. The day before it closed at the highest point in four years.

The Standard & Poor's 500 fell seven points to 1,398. The Nasdaq composite index was down four at 3,045.

An unemployment report underscored worries about Europe's debt crisis. The 17 countries that use the euro reported that unemployment rose to 10.9 percent in March, the highest since 1999.

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Saturday, April 28, 2012


jobs worldwide
Jobs worldwide
Posted: April 26, 2012

Address: Newport Beach, CA 92663

Occupation: Marketing

Type: Full-time

Description:Column Five Media is a creative agency based in Newport Beach, CA. We specialize in content marketing and information design. Our company is relaxed, but we work at a fast pace. We are looking for someone that can can not only bring a new level of expertise, but also contribute to our creative environment with a strong imagination and desire to create amazing work.

We are looking for a Content Strategy/PR professional to enhance our current outreach efforts. The position requires a creative, innovative, results driven individual who has prior agency experience. This person will take the lead in implementing an analytics and reporting system to quantify and qualify the effectiveness of our online initiatives. The ability to analyze data, identify trends, create relationships and optimize strategy is key. We need someone who is fluent in existing and emerging social media platforms, trends and engagement tactics. Must have experience with public relations and pitching stories to online publications. Experience with various social analytics tools and readiness to make recommendations and implement solutions a plus.

This position will require you to:

-Be responsible for providing our clients with regular and in-depth reports on our efforts to increase their sites traffic, content pick-up and visitor engagement levels.
-Be proactive in further establishing relationships with people/publications who view our company as a go-to source for quality content.
-Have strong working knowledge of the current and emerging media environment.
-Leverage your existing media connections to form strategic partnerships.
-Actively contribute to our evolving best practices for pr/social media relations.
-Oversee the automation of PR and inbound marketing processes.
-Liaise between Column Five and other agencies for Twitter and Facebook marketing engagements.
-Manage client expectations and engagements.
-Be ready and willing to evolve with the position.

Location: Remote work is a possibility

Compensation: Commensurate with experience

If you think you'd be a perfect fit for Column Five, please get in touch via, and tell us about yourself.

Your resume and cover letter will only be accepted as PDFs we receive via email. We'll open your resume if you write a compelling cover letter in the body of your email. We'll open your email if you format the subject line in the following way: PR Job : Full Name : Favorite Song

Please do not call about this listing.

Apply by

News by Mashable

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Friday, April 20, 2012

13 Characteristics Of Bad Bosses

bad boss
Bad behavior towards employee
If you're a manager, you've probably experienced the sensation of people not liking you -- but does that mean you are a bad boss? Not necessarily. Your goal, after all, is to implement the company's vision on the front-lines of the battle. If you're going to be, as one famous manager once quipped, "The Decider," people will resent you, no doubt. But as a boss you also have to do your job, and we all know that sometimes means doing things your subordinates don't like. So let us help you out. Here are 13 ways of knowing whether you're a bad boss: 

1. People are afraid of you. In some workplaces, managers are feared even by employees who don't know them - because their reputations precede them. If this is you, there's a high probability that you suck: no ifs, ands, or buts about it. 

2. You micromanage. Good managers manage, bad managers micromanage. If you're not able to persuade or convince people of a vision and instead regularly have to crack a whip to achieve results, either the team is rotten to the core or you have failed to properly motivate. (These ideas are not necessarily mutually exclusive). True discipline, as the saying goes, must come through liberty. If you fear that your team doesn't function without you looking over their shoulders, the problem may not be them: Maybe it's you. 

 3. Stress controls you; you don't control stress. There is some truth to the saying that there are no stressful situations, only stressful reactions to situations. Nevertheless, it's normal for all of us to react somehow to stress and for our emotions to manifest themselves. The difference between a good manager and a bad manager, however, is that a bad manager sends signals that the stressful circumstances are controlling him or her and not the inverse. This isn't to say that a good manager need exude the emotional output of a Scandinavian fisherman; instead, good managers maintain control and don't allow stress to dictate their behavior. Bad managers do the opposite. 

4. You create real and perceived distance between yourself and your team. Humans detest hierarchies and those at the bottom resent being reminded of their place within them. The best managers sit with their teams in a symbolic gesture of solidarity and their behavior demonstrates genuine solidarity. The worst managers sit in solitary offices, usually with doors closed, and behave accordingly. 

5. You're unavailable. A celebrated CEO once told me, "A good manager does his work at home. (S)he should never bring his/her work to the office." What he was getting at was that good managers are available to their reports at a moment's notice. If you're unavailable and inaccessible to your reports then you suck, regardless of how much you are appreciated by your superiors. 

 6. You don't know your reports. A good proxy question to ask yourself about a report is: "If he/she could have any job in the world, what would it be?" Knowing this answer means you understand the person's passions, dreams and ambitions. If you can't answer that, in England they'd call you a "hoover." 

7. You have no investment your reports' futures. Even if your report isn't working out and you have to remove him/her from the position, your primary concern should be for the person's well being. If someone is unhappy, it's usually bad for the team and bad for the individual; letting the individual go is likely in his or her best interest. If you find yourself simply wishing someone off your team because they're an obstacle to achieve your goals, you should probably question whether or not what the problem is a result of a skill-set mismatch, personality conflict or proper motivation. Only two of those three are solvable. 

 8. You manage down more than you manage up. Front-line managers often have the unfortunate task of mediating the tension between senior management's wishes and the demands of the front-line employees. Senior level managers operate on the assumption that they know better because they have access to more information. Front-line employees often feel they know better because they deal with the products and clients on a regular basis and receive feedback in real-time. Average managers simply take what's passed down to them and implement at all cost. Good managers collect data, build arguments and attempt to influence the decision makers. In addition, good managers find clever means by which to represent their team's interests as the best interests of the senior managers. If you find yourself as a facilitator of one-way communication, it may be that you're not stepping up to the challenge. 

9. You don't deliver tough messages. One way to avoid being a bad boss is to try to be loved, but being loved is not the same as being respected. Good managers deliver tough messages -- but they do so within the context of a relationship built on trust. Without trust, tough messages are in the worst case misinterpreted as open hostility and in the best case, simply ignored. When delivered with trust, tough messages have a higher likelihood of hitting the mark. 

10. You throw others under the bus. If you're a manager, the buck must stop with you. Whether you're explaining why your sales team didn't hit its targets, or you're justifying a decision by upper-management to change an incentive plan, the best managers accept responsibility for what happens on their watch. In the short term, it may bring relief to blame people or circumstances for your short-comings, but in the long run, avoiding responsibility will hurt your credibility on both ends of the totem poll. If the idea of accepting responsibility terrifies you, remember that how you react to a crisis is often more telling than the fact that the crisis occurred. Reacting to mishaps is the good manager's chance to shine. 

11. You don't read about management. Your MBA is not a black-belt, and your education is never finished. Good management is an art in which a teacher never stops being a student. No matter how long you've been in the game, your skill-set still needs to be constantly refined and your assumptions need to be questioned. 

12. You genuinely seek feedback. And you create a culture where giving that feedback to you is acceptable, even encouraged. A senior Google executive once said, "Feedback is a gift: sometimes it is a gift we're fortunate to give, and other times it's a gift we're fortunate to receive." You don't have to accept all feedback at face value, but if you haven't been made to feel uncomfortable through introspection lately, you may be a Hootie and the Blowfish Album away from being pure suckage. 

 13. You eschew vulnerability. Managers send signals about how willing they are to connect, and they are most open when they allow themselves to be vulnerable. Vulnerability, it should be noted, does not equate self-doubt or a lack of confidence. Instead, vulnerability is exposing the most basic elements of the human condition. If you're not allowing yourself to be vulnerable, then you're preventing the formation of connections with those who work closest to you. Bad managers abhor vulnerability for fear of appearing weak, while good managers use vulnerability as a tool to build trust and meaningful relationships. Managing a sales team is not the same as managing a boiler room; good management is necessarily context dependent. Nevertheless, one final truism is that bad managers (enforcers) have reports who work for them, while good managers (enablers) work for their reports. The question now becomes what type of manager are you? 

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