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Microfinance Ngo Vs Banking

March 8, 2010 Banking No Comments

Microfinance: NGO vs Banking
Sadaket Malik**

The role of non-governmental organisations (NGOs) in microfinance (MF) needs reviewing from an operational perspective. Based on research of selective studies and experts’ opinion, selected literature on microfinance, and the author’s own experience over the last decade, this paper seeks to establish two main points. First, it asserts that with a few notable exceptions, the record of NGOs in mainstreaming microfinance is a modest one viewed from the context of NGOs as microfinance institutions (mFIs). When judged by the two criteria of success that much of the microfinance world has adopted – outreach to the poor and financial sustainability – the results are not encouraging [Nair 2001]. NGOs as mFIs have thus far had trouble achieving both objectives simultaneously. There is also little evidence of any aggregate impact on poverty reduction as the result of mFIs’ forays. The success of NGOs has however been laudable where facilitating and social intermediation criteria are applied. It is here that the author feels that the strategic partnership between banks and NGOs is poised to change the developmental intervention map of India. Second, the essay suggests that banks, for all their laudable work, will be making a strategic error in focusing on financial intermediation while ignoring partnership with NGOs. While microfinance is never easy for other types of institutions trying to practise it (e g, NGOs or credit unions), it is not, as will be explained, a field where a banker has natural advantages.
Why Partnership?
To the extent that banks incorporate NGOs’ activities in mainstreaming their self-help group (SHG) portfolios, they stand to gain. To the extent NGOs reorient their mission, vision and personnel towards the microfinance agenda, as a large number have done in the last decade, they risk drawing themselves away from work they are uniquely suited to do. Some of this work, moreover, would play a critical role in preparing the ground for mF among poor people. In other words, NGOs have to move away from pure financial intermediation to investing in human and social capital at the grass roots and bankers have to tap this invaluable experience of NGOs in mobilising, graduating and enabling rural communities. This will prepare the ground by enhancing credit absorption capacity of SHGs and enhancing their creditworthiness. The following account will explain how.In 1997, the World Bank’s Sustainable Banking for the Poor (SBP) project completed an ambitious survey. Until then those interested in microfinance had an intuitive sense of the movement’s growth, but no systematic attempt had yet been made to gauge its dimensions, nor look comprehensively at its results. The findings were unambiguous: NGOs acting as mFIs did not have any significant outreach vis-à-vis other financial institutions purveying microcredit.
Interestingly, commercial banks accounted for 78 per cent of the total number of outstanding microloans, and credit unions 11 per cent. NGOs accounted for only 9 per cent, and savings banks (which are not primarily in the credit business) just 2 per cent. Also, commercial banks accounted for 68 per cent of the total outstanding loan balance, savings banks 15 per cent, credit unions 13 per cent and NGOs 4 per cent. In terms of numbers of clients, commercial banks and credit unions showed significantly greater overall outreach than NGOs. While NGOs’ outreach, on average, was deeper, it was also narrow – NGOs reach some very poor people, but they do not reach many. On the other hand, credit unions and commercial banks also serve some wealthier clients so that their average outreach to the poor is not as deep. Still, the indications are that overall, credit unions and commercial banks serve more under-served poor clients than do NGOs.
This is not to rule out the role of NBFCs, NGOs with inchoate mFI activities or pure mFIs. The demand for financial services is high and as stated by the High Level Task Force on mF: “At least 25,000 bank branches, 4,000 NGOs and 2,000 federations of SHGs involving over 1,00,000 personnel of these institutions would have to be associated for scaling up and bank linkage of one million SHGs. Many of these NGOs will transform themselves into mFIs and will not only facilitate microfinancing, but will also themselves do the necessary financial intermediation. Similarly, many federations of SHGs will take on financial intermediation and act as mFIs.”
Indian TaleWe shift the focus to India.In the current context with over 4,60,000 SHGs credit-linked with banks, the SHG-bank linkage programme of microfinance has emerged as the biggest in the world. But besides banks, the major role played by NGOs in facilitating this transformation cannot be overemphasised. The National Bank for Agriculture and Rural Development (NABARD) which plays a role in promoting and facilitating bank linkages while networking and coordinating the activities of all players in the field has underscored the crucial role played by NGOs as facilitators in purveying bank credit to SHGs..
The writing is on the wall. The success story has been to a great extent co-scripted by both banks and NGOs. However, it is pertinent to draw attention here to the vast network of rural banking outlets that precludes the necessity of a new breed of mFIs which as per experts’ opinion are ‘slow and expensive to develop’ [Harper 2002]. In fact as aptly put by Harper “the SHG system uses existing marketing channels, the banks, to bring formal financial services to a new market segment, the poor and particularly women”.
Relationship Banking vs Parallel Banking
The distinct bloodline of mF in India can be traced to this genre that is indigenously developed and called ‘Relationship Banking’ as opposed to the Grameen model of ‘Parallel Banking’ [Chavan and Ramkumar 2002]. The ground truth for SHG financing on a sustainable basis in India is that bank-linkage is the bottom line with exceptions proving the rule. Inherent to this success story but understated is the fact that NGOs have played a major role in effecting SHG-bank linkages. Relationship banking is the result of NGO-bank interface to leverage funds for SHGs. NGOs have achieved significant success as promoters (helping and enabling SHGs to access bank credit) and not as providers (direct purveyors of credit). This writer would juxtapose the SBP study’s evidence against NGOs in mF with their success as facilitators in India to make a case for NGOs as social scientists or change agents rather than financial intermediaries. The latter role is arguably the banker’s domain. Moreover, there are compelling institutional and regulatory factors which counsel against any such misadventures.
First and foremost there are legal constraints to NGOs acting as mFIs as noted by the Task Force: “Many NGO-mFIs are mobilising savings from their clients/ borrowers with the sole objective of inculcating a habit of thrift and savings among the poor and for enabling the use of such resources for acquisition of assets or linkage with credit from mFIs or banks. In the context of the amended Section 45 S of the RBI Act, the appropriateness of NGO-mFIs in mobilising savings is questioned. Although NGO-mFIs provide very useful financial services to the poor, including the opportunity to keep their very small savings safe, almost at their own doorsteps, they cannot convert themselves into other modes of constitution like NBFCs, banks or cooperatives due to various intrinsic constraints. Hence, NGO-mFIs may have to be given a special dispensation in regard to Section 45 S of the RBI Act. Accordingly, it is recommended that they be allowed to mobilise savings only from their poor clientele as part of the financial services provided to them and the same may not be treated as violation of Section 45 S of the RBI Act.”
The ‘intrinsic constraints’ noted above are not difficult to guess. Moreover, some NGOs that are mobilising savings purely may also face other risks. The problem for NGOs in dealing with savings is that from a risk-bearing standpoint, savings mobilisation and microcredit are not the same. That is why the law treats them differently. From the client’s point of view, the risks of saving with an NGO are masked by their growing confidence as NGOs show that they are here to stay. But NGOs are not in most cases operating in regulatory environments that permit them to mobilise deposits; they do not benefit from deposit insurance nor can their operations be controlled by bank supervision agencies. And when covariant risk is high, as it is when group members are all from the same sector and necessarily from the same community or locality, the tenuousness of the NGO position is even more dangerous to the saver. Besides propriety and prudence, savings custodianship necessitates statutory provisioning and creation of reserves to cover liquidity and other risks.
Credit MinimalismWhile ‘savings only’ is a limited disaster story, the other side of the tale relates to NGOs who are employing ‘credit first’ or minimalist credit principles. When savings form part of the basis for credit in a financial institution, that institution does not have to take a problematic, often tortured, path to sustainability; it starts out on a more naturally sustainable path. But, NGOs have gone into microcredit with donor monies, and aim towards sustainability without, in most cases, the enormous benefit of voluntary savings mobilisation. In short, sustainability in NGO-run programmes is hobbled from the start. It looks as if the poor want its product (credit) less than they want savings, and all by itself, credit does little for productive asset creation.
The one-shot single dose attack on poverty is the sustainable development planner’s biggest nightmare. A case in point is CARE’s Credit and Savings for Household Enterprises (CASHE) project in India which is more of a lending programme than a sustainable financial institution. Unfortunately the credit and non-credit financial needs of the clientele community are expected to outlive the six year shelf-life of one of the most ambitious projects in micro-lending to hit Indian shores. The flawed-in-conception status is palpable from the fact that the CASHE budget does not include an income generating component for skill-building. The best intentions are to give a shove across the poverty line without imparting financial sustainability to households or providing for repeat finance.
The incompatibility between the tendency of NGOs to upscale (for sake of grant continuance) and financial sustainability is aptly summed up by William F Steel, World Bank consultant, according to whom, “Grant-based methodologies are poorly suited for financial intermediation, especially providing credit funds (for which recovery, not disbursement is most critical)”. The other type of NGOs turned MFIs with both credit and savings services have a limited success which as the SBP study has shown is nothing to write home about in terms of outreach or sustainability. Many are facing teething problems while a few have folded up.
These dysfunctional aspects are further highlighted by Kanta Singh (WISE Development Authority) during a CARE-sponsored case study of its CASHE programme: “Low size of loan and long cycle time for loan disbursement are reported to be the largest irritants. Many groups that have successfully managed loans in the past lose energy when they do not get subsequent (credit) linkages.” Absence of training and handholding on income generating programmes are felt to be a major gap in the CASHE design by SHGs. This need is also felt by (partner) NGOs who are trying to increase loan demand and the ability of SHGs to handle larger loans.In India the demand of the poor for safe and liquid savings instruments is very high. In fact, NGOs, with their sensitivity to the poor and intimacy with individuals, overcome the trepidation that illiterate and destitute villagers harbour about bank personnel (not known for their civility). The World Bank’s Consultative Group to Assist the Poorest (CGAP), part of whose mandate is to help microfinance institutions improve performance, has concluded “…most microfinance clients want to save all the time, while most want to borrow only some of the time.”
However, NGOs face a dilemma when savings overstrip credit demand, i e, interest paid out drastically cuts the margin from interest income. Their limited expertise and avenues for investing elsewhere compound this problem. CARE/Guatemala’s Village Banking Programme fuelled by donor monies, expanded lending outreach heavily in 1994. As a result outstanding loan balance grew at an annual rate of 78 per cent between 1993 and 1995. By contrast, voluntary savings mobilisation grew during the same period at an annual increase of 215 per cent.
Trade-Off TribulationsThe record from the SBP cases (a score of which were NGOs) suggests that as NGOs in microfinance, often encouraged by donors, come to accept the two goals of sustainability (subject to tough measurements) and outreach, (measured increasingly by loan size as a per cent of GNP per capita) the following trade-offs and adjustments are observed:(1) Concentrating portfolio growth in high population density areas (thus focusing less on rural areas).(2) Emphasising rapid initial loan volume growth, leading to poor portfolio quality.(3) Keeping field staff salaries low (or alternatively raising the number of clients per loan officer) in order to control costs, thus tending to high turnover and low morale.(4) Moving towards the retail trade and service sectors with high cash flow that enable high repayment rates, thus tending away from manufacturing and fixed asset lending.(5) Emphasising short-term loans as a strategy for high repayment and loan size growth, thus eliminating cyclical sectors like agriculture.(6) Tending to move up the poverty scale away from the very poorest in order to maintain loan demand and repayment rates (75 per cent of the SBP NGO cases showed this ‘upward creep’).Competitive Advantage of NGOsNGOs have a crucial role in group formation, nurturing SHGs in the pre-microenterprise stage, capacity building and enhancing credit absorption capacities. Group-based forms of lending (e g, solidarity groups, village banking) originated mainly for the benefit of the lender as solutions to two problems faced by microcredit organisations: (i) the problem of lack of collateral, and (ii) the problem of high transaction costs involved in loan appraisal, monitoring and enforcement. In theory, the group serves as a set of co-guarantors operating through peer pressure and the group members’ incentive to keep each other solvent so that they themselves do not lose the opportunity to receive a loan. The group serves also as a way to get around imperfect information, since members of the group know each other. Thus the transaction costs involved in loan appraisal are reduced if not eliminated.
It is here that NGOs play the crucial role in transforming the atypical destitute village woman with two children to fend for into a responsible individual with group commitments and group resources. This is a fact repeated in village after village. Whether NGOs empower women in thrift and credit groups is a moot question but it is an empirical fact that such groups provide effective ‘coping mechanisms’. Peer pressure is the best collateral. The banker in India needs to recognise that high repayment rates of SHGs is not an inherent structural feature of SHGs but a commitment to group values. The role of NGOs in investing groups with values through human capital is an undeniable specialisation. In the words of economist Jagdish Bhagwati: “Those values (of civil society and of democracy) are better advanced…by the political and financial support of the numerous and growing NGOs, both here and abroad, that work ceaselessly to nudge the world in the right direction.” The banker must accept that this is a role which the NGO, as a committed social engineer, is better suited to execute. This is not to deny qualities of empathy, humanism, social engineering to bankers. But the stark truth is that there is a need for a sensible division of labour. If bankers want to reach the poorest with financial services, they need to face certain realities. First, what they are doing is poverty lending and not economic development or enterprise development. Second, they should realise what the likely impacts may be. Changes in people’s lives will be immediate in terms of lightening the burdens of poverty, but small loans to the poorest will not bring them permanently out of poverty.Arguably, banking is more of a system than an art. Unarguably, working to facilitate the productivity of small businesses is really an art. And again, because of their grass roots orientation, because of their commitment, because they are less bureaucratic and encumbered than large development assistance organisations, NGOs are capable of overcoming a subtle but important barrier to successful facilitation – the ‘packaging of knowledge and skills’.
Once again, this is no case for discouraging NGOs from mF but to emphasise the role of emotional capital which will bring in an element of quality. The more NGOs, who are in microfinance, face the challenge of helping to bring about an increased articulation of the parts and the players in a local economy, the more they may need to get involved in such non-financial services. The effects of such services are difficult to measure in the short run. But NGOs can take on such tasks, many already do so.Thus, NGOs will fill up an important void in quality at the grass roots level which will help the poor not only to borrow but also to become good investments for banks. This will help boost business at rural branch level and cover up inadequacies and constraints that might hamper a banker with the conflicting demands of his workload. Many banks and FIs have recognised the role of NGOs and have effected suitable policy initiatives. A larger recognition of this need is reflected in the statistical evidence on linkage patterns, which we have cited earlier (see the table), which establishes NGO-bank partnership over the Indian mF spectrum. A truer recognition at individual banker level might lead to business sense replacing customary scepticism for NGOs. This will be the strategic turning point in making India’s relationship banking a showpiece and paradigm for the world’s NGOs and bankers.
The author is a freelance columnist based in Jammu and Kashmir***and can be contacted at sadaketmalik@rediffmail.com

Sadaket Malik’s Articles are published in sex different countries, he can be contacted at sadaketmalik@rediffmail.com

Learn Stock Day Trading 2009 > Learn How to Trade – Learning the Stock Market

March 8, 2010 Stock Markets No Comments


BY.-  http://www.MomentumStockTrading.com   

A beginner usually feels very attracted to the stock market while for example discovering a penny stock that’s being reported in CNBC or the news program and watching it rise steady fast and make new highs from $1 to $7 in just 2 months.

While learning about this successful news story he’s saying to himself “Oh boy if I was one of those lucky guys who bought that cheap stock back when it was priced at $10 I easily would have tripled my money by now… That means my 10 grand would transformed in to a whooping 70 K! hassle free … I would have been able to grab one of those big HUMMERs on the spot and probably pick up a nice Rolex by the way!”

The stock market news constantly reports of hot small cap stocks that are breaking out and making tremendous gains on the same day or doubling in price in just a few hours. Back in the bull market of the late 90′s you could easily see a good number of hot stocks sprouting out every week.

Those years surely made it look like every body could easily take LONG SHOTS and make a shiny pile of gold every day in the stock market. But today’s market is a different story. A totally different animal.

Some say that the stock market has gotten more realistic. Fantasy land is over and GAMBLING YOUR WAY TO RICHES is not an option anymore. You might get lucky a few times, but your constant loses can wipe you out sooner or later.

The fact that the bull market period has ended for now doesn’t mean that you can’t make a great deal of money in today’s market. A lot folks from many walks of life keep making excellent profits on a daily basis, pocketing hundreds & thousands of dollars by trading penny stocks online.

Success in penny stock trading starts by applying a wiser and REALISTIC methodology for choosing hot penny stocks as well as for getting in and out of them with profits in mind.

You need to look at the stock market more realistically. You got to learn that you can benefit when stocks go up and also when they FALL down.

You got to WORK SMARTER and get more selective about the hot stock trading opportunities that you choose. You need to embrace the nature of day trading and be fully prepared to take advantage of stocks that are poised for a BIG RISE on the same day.

The bottom line is you have to PREPARE YOUR SELF to be successful, just like you would do it in other areas of your life in order to achieve success.

Momentum Stock Trading helps stock traders and investors take advantage of practical stock trading opportunities every day at http://www.MomentumStockTrading.com

Flexibility in Employment Policy

Flexibility in Employment Policy

Rapidly changing environment organizations require flexible employment policies to meet the needs of their business, The process of flexible employment policies can be described as the design, development and mainte¬nance of a system of coordinated activities in which individuals and groups of people work cooperatively under leadership towards commonly understood and accepted goals, and these activities can be easily changed according to environmental changes.

The process of flexible employment policies involves the grand design or redesign of the structure, but most frequently it is concerned with the organization of particular func¬tions and activities and the basis upon which the relationships between them are managed. The organizations are not static thing. Changes are constantly taking place in the organization itself, in the environment in which it operates, and in the people who work with. According to the recent surveys: “Some of the larger countries, such as Germany and Italy, have experienced a growth of more flexible forms of employment, while in France, Spain and the United Kingdom the growth of flexibility has been outpaced by the growth of “standard” forms of employment” (7th European Regional Meeting in Budapest, 2005).

Flexible workforce can be illustrate as multiple job holding and rigid formal relations, a greater incidence of part-time. For instance, Viacom, the giant media company, follows flexible employment policies in order to meet the needs of its customers and employees, and remain profitable in hugely competitive environment. Demographic changes in the society forces Viacom to find new ways in planning and organizing activities, taking into account flexible employment policies and their impact on leading and controlling processes. Successful flexible employment policies is important for Viacom because it plays a major and continuing role in the lives of people, especially with the growth of large-scale business organisations and the divorce of own¬ership from management.

Television and other media becomes a necessary part of a society which is also diverse, and serve many impor¬tant needs. In planning, Viacom establishes a set of defined standards of flexible policies against which the level of success can be determined. They include part time and full-time employment, flexible payment and social protection policies.

This includes measurements by which the degree and quality of goal achievement are determined. Planning of any activity is based on the needs of a particular group involved in this process. It takes account of gender and racial differences, age and status priorities. The objective of the planning process is to provide equal treatment for employees. To succeed on the global scale, Viacom manages cultural diversity and finds appropriate solutions .

It is important to note that every role is basically a set of expectations. These expectations are often implicit – they are not defined in the contract. Basic models of motivation such as expectancy theory and operant conditioning maintain that employees behave in ways they expect will produce positive outcomes. But they do not necessarily know what to expect. Typical contracts, however, are incomplete due to bounded rationality, which limits individual information seeking, and to a changing organizational environment that makes it impossible to specify all conditions up front (Campbell, 1997).

B. Different forms of flexibility have been introduced because economic changes require different workforce able to meet its needs of different organization. Recent years, the more difficult is to organize the environment the more power, responsibility and resources the human resources department needs. Traditionally, women and minorities occupied lower-paying positions and found considerable barriers to entering the labor market. This situation has been changed, because of flexible policies implemented by many organizations and in countries.

Flexible employment policies are necessary tools because of the nature of tasks they involved. For instance, “Flexibility and part-time work under regimes of significant protective and regulatory conditions such as minimum wage legislation is still a feature that is uniquely characteristic of the highly developed industrial economies” (Bharat, Lundall, 2004).

These features are being gradually reproduced in the newly industrializing economies as well but there has as yet been no systemic fervor on the part of the states within these economies to regulate these aspects of employment relations. If corporations are not able to put their policy into practice, it means that in some years they will be unable to operate on the global market. For instance, “Today’s American workplace is dramatically different and more complex than the workplace of two generations ago.” (Flexibility, Choice Are Critical needs, 2002).

Each difference is recog¬nized as a force within individuals that motivates their behaviors within the workplace. However, even within the U.S. workforce, researchers keep in mind that there are subcultures that can influence behavior. So, one of the important issues in flexible employment policies implies an attempt to understand behavior in the workplace. If this criterion is not met, it can lead to conflicts on all organizational levels. “economies, usually after the limits of further agrarian expansion have been reached as well as a reduction in agricultural sector employment has occurred, flexibility has generally” (Bharat, Lundall, 2004).

Different stages of economic development is another reason which explains the necessity of different forms of flexible employee policies. These changes play in determining the allocation of resources and the distribution of national product. Markets function without conscious con¬trol because individuals take their pri¬vate decisions in response to publicly-known signals such as prices, while these signals in turn respond to the collective actions entailed by the sum of al! individual decisions; in short, the price system is an automatically functioning social-control mechanism. For instance, “Wage reduction when the economy is below its full capacity level does not automatically lead to full employment from the supply side. Indeed, unemployment may rise due to lower effective demand at a lower real wage level, leading to a point at which macroeconomic tightening will lead to heavy costs on the labour market” (van der Hoeven, Taylor, 2001). This allow economists to compare differ¬ent values at any point in time. It is important to note that growth depended on the proportion of productive to unproductive labour. Frugality diminished the amount spent on personal services and increased the capital available to employ people in the division of labour.

The importance to have different forms of flexible employment policies is explained by the necessity to formulate a specific economic policy, according to economic fluctuations, and see that procedures to carry it out are effected. It general, organizations are functional responsibility for human resources. A logical approach to the consideration of this function is to look first of all at the problem of overall company organization and manpower planning, then the operations necessary to implement flexible employment policies.

C. Flexible employment policies are aimed to optimize the processes involved, remembering that whatever struc¬ture evolves it will be contingent on the environmental circumstances of the organi¬zation, and one of the aims of organization is to achieve the ‘best fit’ between the structure and these circumstances. An important point to bear in mind is that the organizations consist of people working more or less cooperatively together.

Inevitably, and especially at managerial levels, it may have to be adjusted to fit the particular strengths and attributes of the people available. The result may not conform to the ideal, but it is more likely to work than a structure that ignores the human element. It is always desirable to have an ideal structure in mind, but it is equally desirable to modify it to meet partic¬ular circumstances, as long as there is awareness of the potential problems that may arise. For instance, “Under the Employment Act 2002, a substantive employee may request flexible working if they have been working for the Trust for 6 months and they are making the request for flexible working in order to care for someone who, at the time of application” “Flexibility of Employment: Work Life Balance, n.d.).

Bearing in mind the need to take an empirical approach to organizing, as suggested above, the aim of the police design could be defined as being to optimize the arrangements for conducting the affairs. It was found that: “Flexible countries have high employment rates for youth as well as a high rate of transformation of temporary jobs into permanent jobs. Over a period of three years, around 65 per cent of temporary jobs in Denmark and 55 per cent in the Netherlands were transformed into permanent jobs” (7th European Regional Meeting in Budapest, 2005).

Organizations, in effect, commenting on the factors affecting organization structure. All organizations have some form of more or less formalized structure which has been defined as comprising all the tangible and regularly occurring features which help to shape their memberss behaviour. Structures incorporate a network of roles and relationships and are there to help in the process of ensuring that collective effort is explicitly organized to achieve specified ends. “This is done either by recurring to more flexible contracts and the extension of social protection to those flexible forms, while employment protection at the company level was maintained (Balancing Flexibility, 2005).

Fundamentally, the contract within flexible employment policies expresses the combination of beliefs held by employees what they expect of their jobs. It can be described as the set of reciprocal but unarticulated expectations that exist between them, “which need to be identified to allow and ensure a balance between labour market flexibility and job security” (Balancing Flexibility, 2005). The notion of a contract implies that there is an unwritten set of expec¬tations operating at all times.

It is possible to conclude that economic changes require a new look at how employment practices work. Flexible employment policies are able to meet the need of organizations and employees proposing opportunities for both, and can be successfully used in any type of organization at any stage of its economic development.

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The Wall Street Journal. Complete Small Business Guidebook

51%2BZowjjqhL. SL160  The Wall Street Journal. Complete Small Business Guidebook

  • ISBN13: 9780307408938
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  • Notes: Brand New from Publisher. No Remainder Mark.

Product Description
Because starting a small business is not only a huge financial risk but also a complete lifestyle change, anyone who wants to be his or her own boss needs to approach entrepreneurship thoughtfully and with careful planning. That’s why there is no better resource than The Wall Street Journal Complete Small Business Guidebook, a practical guide for turning your entrepreneurial dreams into a successful company, from America’s most trusted source of financial advice. It answers would-be business owners’ biggest question—how do I fund my venture?—then explains the mechanics of building, running and growing a profitable business. You’ll learn:

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Personal Finance, Student Edition

December 22, 2010

Product DescriptionGlencoe Personal Finance is designed to prepare high school students to make wise financial decisions in personal situations. The program helps students realize that they are already making financial decisions and shows them how their decisions affect their future. High-interest features, an engaging visual program, and easy-to-read content make the program timely and useful [...]

The Wall Street Journal Guide To Understanding Personal Finance

December 21, 2010

Product Description The Wall Street Journal Guide to Understanding Personal Finance gives you clear, simple explanations of the complextities you face every day in your financial life. This revised and updated edition also includes the information you’ll need to make smart decisions about — and avoid the pitfalls of — banking, credit, home finance, financial [...]

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