Tag: money

Private Health Insurance

Free choice of doctor with constraints of the base tariff, which was launched in 2007 by the Grand Coalition, should serve to reduce the number of non-insured persons in Germany. Nearly four years later, the results are sobering. The private krankenversicherung.de insurance Portal examines the backgrounds. With the statutory health insurance competition strengthening law introduced the basic rate of private health insurance for needy persons, and in particular for small business owners. Add to your understanding with Glenn Dubin. This must not exceed the maximum contribution in accordance with the contribution assessment ceiling of the statutory health insurance and is intended to cover the same services.

Currently, 20,000 Germans in the basic tariff are insured. This is equivalent to only 0.2 percent of all Privatversicherten in Germany. Often it involves persons who previously had financial reasons with no health insurance or would have to pay a high risk due to pre-existing conditions. About a third of insured persons is in the basic tariff with the payments in arrears. Overall probably not fully achieved the objectives of the statutory health insurance competition strengthening law. Thus, patients who are insured in the basic tariff, as opposed to legally insured in principle have no free choice of doctor.

A Sofortbehandlung is sometimes only in emergencies. Should a doctor refuse the treatment, so the legislature will help. Affected parties can request an overview of general practitioners and dentists who treat them.

Disability Insurance

All results of the financial test in the overview the year 2014 is located in the first moves. Get all the facts for a more clear viewpoint with Joel Courtney. Reason enough to make a retrospective of 2013 and to combine the test results of the Stiftung Warentest for disability insurance. A surprisingly good test summary could be drawn in. For more information see Eva Andersson-Dubin. Disability insurance test 2013 In June 2013, the Stiftung Warentest tested 75 tariffs of disability insurance. “The overall rating was surprisingly good: whopping 58 tested tariffs received the note very well”. This was a much better result than in the last test in 2011.

2013 Test winners were awarded disability insurance equal to four tariffs. AachenMunchener, Europe, Hanover life and VHV all received the top grade of 0.6. With the exception of the tariff of the Hanoverian life involves test winners at the disability insurance SBU fares, so fares are not completed in combination with other insurance. Five more rates follow 0.7, including the Huk-Coburg with the note and the HanseMerkur. In addition to the 58 very good rates, there was still 10 good”and six satisfying” tariffs. “” None of the tested rates was sufficient “or even insufficient”. Disability insurance financial survey 2013: how to test the financial test (Department of the Stiftung Warentest) was examined the occupational disability insurance on the basis of per gender two model customers. This model clients to depict the average Germans: 30 / r Diplom Kauffrau / man: contract until 67, BU pension 2,000 monthly 25 / r physician assistant/industrial mechanics: contract until 60, BU 1,000 monthly pension The disability insurance test 2013 were above all the insurance conditions in focus, that went to 70% in the overall result.

Furthermore, financial test examined the requests (20%) and final age and the related professions (10%). Significance of the disability insurance test 2013 the test results should be enjoyed however by consumers with caution. Would a serious consumer Disability insurance, should apply the test results as first stopping point, where they can orient. But always an advice from an expert should be preceded with a specific degree of interest. Because the model customers who were taken by Finanztest, represent only an average and can be transferred not 1:1 on your own life situation. Such a consultation is usually free of charge and without obligation and can be requested online.

Yohann Jonson

To the extent that management integrates with the relevance of the empowerment that is given to workers, you will notice a behavior more proactive, more beneficial to the company, since it is a process that allows free, count and multiply with the potentialities of the personnel in order to acquire more synergy, feedback that step to trust, to yieldsproductivity and membership with the company where it works. Therefore, should not surprise us that point, empowering, is a management resource that allows to expand the media that are usually account for a job. Definitely, it is valid when it is said, that empowerment becomes the strategic tool which strengthens making, that gives meaning to work in team and leadership that allows total quality ceases to be a motivational philosophy, from the human perspective and become a system radically functional. Discussed with much assertiveness, that people who are led, directed under a process of empowerment, feel they are at the center of events and perceive that the success for the Organization, which are taken into account, considered in the company’s plans, contribute in where respects them, appreciates his performance, integration to their functions. Assumptions taken into account towards the empowerment or empowerment when management is identified with the scope, relevance of making use of the empowerment, should be attentive in comply with its premises, which as we know, must be promoted by management, Cascade and at all levels, these are: responsibility for areas or designated yields.

Control over resources, systems, methods and equipment. Control over the working conditions. Authority (within the limits defined) to act on behalf of the company. New scheme of evolution by achievements when the Manager has evaluated and considered the scope and positive impact on the changes in favour of a good culture organizational, a genuine culture characteristic of the company, in which manifests that he has generated in pro of productivity, development of the organization under his command, should take into account the characteristics of traditional companies so its opening will lead to transformations, changes that give step to a good empowerment, so consider the main symptoms that reminds us of Yohann Jonson, such as: in traditional companies place belongs to the company. Only orders are received. Your post doesn’t really matter. Not always knows if this working well, generally the indicators are not clear. You always have to stay silent.

His position is different than you are. It has little or no control over their work precisely about it should generate changes and the results will be favorable. Comments modern organizational behavior shows a new opening in the use of the authority, of power, and share it among all members of the company, committed to one goal, as it is ensure the success of the company in their operation, productivity and achievements in such a way that the efforts of working, performance benefit of all. From here. the importance of the democratic power usage giving the possibility that staff participate in decisions, objectives with an integration of values, cohesive, integrated efforts, so in that way, appears a new organizational culture that will favor the company, its achievements… Be considered, that everyone must work together to design the process of change, from senior management to line workers.