BRIEF DESCRIPTION OF TECHNOLOGY PECHATISVOYSTVA color of the object become this or that color because of its ability to reflect, absorb or transmit light. The sensitivity of our eyes allows us to distinguish thousands of various shades that make up the visible spectrum – including many of the colors that can not be reproduced on screen or transferred through the printing press. To describe the colors we use three basic characteristics – hue, saturation and color value. Hue – is neither more nor less than the wavelength of light reflected from the object, or passed through it. Hue defines the color name for example: pink, green, blue, etc. Color value (which is also called brightness or lightness) characterizes the degree of brightness of color – in other words, it is an indicator of proximity to the shades of black or white. Saturation defines the richness of color or tarnish.
On individual perceptions of the same color appearance to some extent influenced by environment, for example, the difference in the illumination of objects. As Typically, in everyday life we do not pay any attention to this, but in printing even irrelevant at first glance the differences could result in very significant losses. Understand the mechanism of impact other factors on the visual perception of colors and color accuracy when printing, you can get more predictable results. Each unit involved in the creation of color publications – whether the scanner color monitor, a color desktop printer or printing machine – is characterized by a range of reproducible colors (color space).
As modern sales compensation makes an important contribution to improve the company’s return on sales compensation is traditionally mostly one-sided on only a performance criterion such as E.g. sales or contribution focus and neglected important further aspects such as income and costs, product and customer objectives, etc.. It is mostly boring, because more variable income is allocated on the baseline performance of the employee as on his power. Additional services be worth too little. In addition, that variable income shares are often too low to be motivating. Sometimes, they are too high and prohibited from employment point of view. Also the classic sales compensation is focused mostly only on the field and possibly the internal sales, whereas modern remuneration integrates many staff areas in sales, product management, call center, service, shopping, logistics etc.. Traditional payment systems you can also Miss usually effective teamwork: it is only the performance Individual paid.
Desirable networks does not take place. “Paid random hits instead of actual employee performance are often also: large area potentials, wholesale, bulk orders, etc. cause often unwanted – and wrong-doers – income explosions”. In addition, conventional compensation models in sales most not on new tasks in the sale or to new market requirements can be environmentally and adjust, change without contracts. The systems are so inflexible. Usually commissions are paid. “Properly target bonuses, compensation would be which is the good performance of vapor” focus. What are your expectations may be placed on a modern payment system in the distribution so? Easier and better achieve of the business and sales goals: modern remuneration in sales integrates employees and teams differentiated goals strategically important such as forcing customers, E.g.
in short-term sales and gross margin, but also in the long term, and Products. Self control and personal responsibility of employees improve their decision-making authority as well. High commitment of the employees for more and better services: A well-designed model of variable compensation in the distribution works with soaring compensation curves.