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Working by the hour is classically busy (versus bursty) work For each hour you put in, you get more money If you don t put in the time, you don t get the money What, then, are bursty ways of earning money Let s look at three: stock options, product sales, and ad-supported websites Anyone who participated in the dotcom boom of the late nineties will tell you that stock options offer one source of bursty income If you work with any companies that issue stock options, whether you re an employee or not, you may be able to convince them to give you some You can t count on them for your future, but if they ever make money, it s like winning the lottery: a burst of money.

Marginal revenue keeps declining and even becomes negative because the demand curve slopes downward, meaning that the only way to get people to buy more stuff is to offer them a lower price You have to offer them a lower price not just on additional units, but on all previous units as well In other words, if the monopoly firm wants to sell only one unit (see point A), it can get 9 for that unit But if the monopoly wants to sell two units (see point B), it has to lower the price down to 8 per unit for both the first unit and the second unit Because total revenue equals price times quantity (TR = p q), you can see that the monopoly faces a trade-off as it increases production and slides down the demand curve.

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600 to 1,799 people) and 203% of those at the smallest companies (those with up to 199 employees) When it comes to a gender-based pay gap at other companies, 912% of HR professionals at small companies felt it existed, as did 929% of those at firms with 200 to 599 employees HR pros at the largest organizations were the least likely to think that a pay gap exists in general, at 771% By Industry Most HR professionals in the nonprofit field (912%) believe there is a genderbased pay gap at other companies Interestingly, 100% of male respondents working at nonprofits feel that a gap exists at other companies, compared with 714% of female survey respondents Male and female HR professionals in the nonprofit field agree the most that a gender-based pay gap exists within their organization Here, 273% of men and 20.

Selling goods online, whether intangible like software or electronic documents or tangible like products, can be another bursty way of making money That s because the work you put in doesn t necessarily increase proportionately with sales; if your product takes off in popularity, you might sell additional units with very little work on your part If you ve made it so you don t have to do anything to sell one more item for example your software is downloadable or someone else is handling fulfillment for your products you can have bursts of income without putting in busy hours of work It s not easy, however, to market and sell goods of any kind so this is not a recipe for becoming rich with no work.

6% of women agree The results are similar in manufacturing: 278% of women feel it exists in their own firm, as do 20% of the men What Can Be Done: The First Steps The gaps should be validated against established criteria If there is no justification for the gap, then it should be addressed with out-of-sequence increases to remove the gap However, the senior management team must support the change, which I don t think will happen in many organizations, said a compensation supervisor at a 3,000-employee wholesale firm in the South That is part of the key to the whole situation Not only does the problem have to be identified, but also little, if anything, can be done about it if senior management does not buy into the process.

It is, however, an entirely different model from hourly freelancing and one you may want to consider if you find the hourly grind to be too busy for you A third way to earn money in a bursty way is to build an advertisingsupported website If you do a good job of providing interesting content and.

Again and again, HR professionals said that upper management had to play a major role in the change and that too many refused to acknowledge when there is a gender-based pay gap As one HR vice president explained, It takes a top-down approach The problem is that the top is all men Assessing Experience and Pay Most HR professionals said that the problem of a gender-based pay gap would disappear if management focused on paying for experience and ability Again and again, the solution cited was to review the job requirements and then compare the employee s education, experience, and skill without even considering gender Current salaries should be compared to market data, based on the company s location, size, and industry.

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