The Advantages and Disadvantages of Freelancers

The Advantages and Disadvantages of Freelancers

The disadvantages mirror the advantages in that; the compiled E-book doesn’t reflect you, or your knowledge. You may have saved some time, but the E-book may end up looking nothing like what you were hoping for, and the freelancer may still expect payment! I have been burned, and know several people who have also been burned, by freelancers who behaved less than scrupulously so be on your guard for any suspicious behavior. Specifically, if a freelancer asks to take the conversation off of the work brokers’ sites, watch out. Make sure all of your communications are based on the chat log on the site, for record keeping reasons.

Always ask for a portfolio on the freelancer. Most will post their work samples to a website so all you have to do is visit the site to see what they have done. If this is the case, you know you are dealing with a real professional.

Not all will do this and you shouldn’t discount any that do not. It is simply a very easy way to showcase their work, and allow you to see their work examples.

I would recommend hiring contractors from the country you are targeting for your products. In other words, even in the U.S. alone, there are many dialectic phrases and words that are only used in parts of the country. Make sure that you do not hire a person from Alabama to write an E-book you are planning to market in New York City. Although much of the language may be the same there could be some slight differences that you don’t catch that your readers may. An even better example is the English language.

I have had associate who have contracted, for cost reasons, Indian writers to write an E-book that is targeted for American markets.

Even though English is prominent in both countries, it really isn’t the same kind of English. The people of India speak The Queen’s English, while us Americans, we speak American English. Many of the phrases and vernacular are substantially different and may cause problems if different from your target audience.

When you contract out your E-book production keep in mind the going rate for E-book development is not the going rate. Simply because you “heard” of people having freelancers write E-books for $ 10 doesn’t mean you are going to get anywhere near that good of a deal. If you do, you may get what you pay for. Stick with that old adage and plan on paying about 2-3 dollars per page. That way you can expect that the freelancer will have some motivation for completing your E-book rapidly and will be happy to do it.

The remedy for a freelancer, who doesn’t do a satisfactory job, may not be as appealing to you as the broker site makes it sound. For instance, I contracted a coder to construct a fitness website for me. The coder was from The Netherlands and spoke fluent English. No problems there. The estimated cost for the website was $ 5000 and I deposited $ 1200 for the first phase.

He proceeded to construct my website from an HTML template which wasn’t agreed to. I pointed it out and asked for my money back, because any 6th grader nowadays could do that. He didn’t agree and we went to arbitration. After a few weeks of arbitration I agreed to pay the coder half of the deposit I put down with them and we went our separate ways. Him with my $ 600, and me without the website I contracted for. Learn from my mistakes and make sure maintain an air of accountability with your contractors.

Question by Jordan Mardan: What myths about affirmative action do you believe?
Myth 1: The only way to create a color-blind society is to adopt color-blind policies.

Although this statement sounds intuitively plausible, the reality is that color-blind policies often put racial minorities at a disadvantage. For instance, all else being equal, color-blind seniority systems tend to protect White workers against job layoffs, because senior employees are usually White because of historical discrimination. Likewise, color-blind college admissions favor White students because of their earlier educational advantages. Unless preexisting inequities are corrected or otherwise taken into account, color-blind policies do not correct racial injustice — they reinforce it.

Myth 2: Affirmative action has not succeeded in increasing female and minority representation.

Several studies have documented important gains in racial and gender equality as a direct result of affirmative action. For example, according to a report from the U.S. Labor Department, affirmative action has helped 5 million minority members and 6 million White and minority women move up in the workforce. Likewise, a study sponsored by the Office of Federal Contract Compliance Programs showed that federal contractors (who were required to adopt affirmative action goals) added Black and White female officials and managers at twice the rate of non-contractors. There have also been a number of well-publicized cases in which large companies (e.g., AT&T, IBM, Sears Roebuck) increased minority employment as a result of adopting affirmative action policies.

Myth 3: Affirmative action may have been necessary 30 years ago, but the playing field is fairly level today.

Despite the progress that has been made, the playing field is far from level. Women continue to earn 76 cents for every male dollar. Black people continue to have twice the unemployment rate of White people, largely due to discrimination, according to data gathered by the EEOC.

Myth 4: The public doesn’t support affirmative action anymore.

Public opinion polls suggest that the majority of Americans support affirmative action, especially when the polls avoid an all-or-none choice between affirmative action as it currently exists and no affirmative action whatsoever. For example, a Time/CNN poll found that 80% of the public felt “affirmative action programs for minorities and white women should be continued at some level.” What the public opposes are quotas, set-asides, and “reverse discrimination.” For instance, when the same poll asked people whether they favored programs “requiring businesses to hire a specific number or quota of minorities and women,” 63% opposed such a plan. As these results indicate, most members of the public oppose racial preferences that violate notions of procedural justice — they do not oppose affirmative action.

Myth 5: A large percentage of White workers will lose out if affirmative action is continued.

Government statistics do not support this myth. According to the U.S. Commerce Department, there are 1.3 million unemployed Black civilians and 112 million employed White civilians (U.S. Bureau of the Census, 2000). Thus, even if every unemployed Black worker in the United States were to displace a White worker, only 1% of Whites would be affected. Furthermore, affirmative action pertains only to job-qualified applicants, so the actual percentage of affected Whites would be a fraction of 1%. The main sources of job loss among White workers have to do with factory relocations and labor contracting outside the United States, computerization and automation, and corporate downsizing. Two, are all Whites qualified for the jobs they hold?! No.

Myth 6: If Jewish people and Asian Americans can rapidly advance economically, African Americans should be able to do the same.

This comparison ignores the unique history of discrimination against Black people in America. As historian Roger Wilkins has pointed out, Blacks have a 375-year history on this continent: 245 involving slavery, 100 involving legalized discrimination, and only 30 involving anything else. Jews and Asians, on the other hand, are populations that immigrated to North America and included doctors, lawyers, professors, and entrepreneurs among their ranks. Moreover, European Jews are able to function as part of the White majority. To expect Blacks to show the same upward mobility as Jews and Asians is to deny the historical and social reality that Black people face.

Myth 7: You can’t cure discrimination with discrimination.

The problem with this myth is that it uses the same word — discrimination — to describe two very different things. Job discrimination is grounded in prejudice and exclusion, whereas affirmative action is an effort to overcome prejudicial treatment through inclusion. The most effective way to cure society of exclusionary practices is to make special efforts at inclusion, which is exactly what affirmative action does. The logic of affirmative

Best answer:

Answer by Mimas2009
The myth that Affirmative Action is not racist (it is racist)
and the myth that it is fair (it is not).

Sorry, but I do not believe your arguments, not for one bloody second.

Add your own answer in the comments!