Top 10 Things to Know About James Garfield

A Research Study On Developmental Disability - 826 Words

According to Gail Goldsmith, BSW, who just retired from Northern Lakes Community Mental Health, NLCMH is authorized by the Michigan Department of Community Health to provide mental health services and services to those with developmental disabilities. Developmental disability is generally defined as a chronic condition, with an onset before age 22, that cause impairment in one or more areas that impact day-to-day functioning such as learning, communication (expressive and receptive language), mobility, cognitive function (information processing), self-help, health/physical functioning and independent living. Conditions such as Down’s syndrome, autism, cerebral palsy, and fetal alcohol syndrome are some of the most prevalent causes of impairment. Often these conditions create a need for lifelong support. According to the Center For Disease Control, in a study published by the American Academy of Pediatrics, nearly 1 in 6 children in the United States are identified as having a developmental disability. (Boyle 2011) According to Gail the demographics have changed dramatically over the years. The number of clients with autism has increased dramatically. Programs and services change with administration. Each new administration has their own interpretation of how exactly mandated programs should be run and what they are and are not required to provide eligible clients. Gail has served as a case manager for more than 25 years. Her primary role has been to coordinate servicesShow MoreRelatedMy Study For People With Disabilities983 Words   |  4 Pageswith disabilities must include their voices across their states. 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Challenges Faced by Taj Hotel

Question: What level of Expatriation will be required to meet Tajs Operational needs and maintain their Heritage? Answer: The Taj Hotels Resorts and Palaces is one of the most renowned hotel chains in the Indian hotel industry (Tajhotels, 2017). The hotel comes under the possession of Tata Group. In the Middle East also TAJ Hotel has gained a significant presence by its well-known and prestigious hotel Taj Dubai. There are several challenges related to retention, selection and recruitment of employees which have been faced by the organization. The Dubai labor market has provided opportunities to Taj Dubai to have a safe and rapid development in terms of growth, success and workforce. The labor market of Dubai experienced a comibantion of expatriates as well as working Emiratis. Because of the presence of increased number of expatriates the labor market is considered as cheap as well as easy supply of labor is there. It has also resulted in availability of labor in squat wages. But the Emiratis as the domestic workers work on high wage structure only. There has also been regulating Emiratisation Law whic h restricts the employment of expatriates in the public as well as in private sector companies (Ministry of Human Resources Emiratisation, 2016). This has also provided a benefit to the Emiratis to work only on high wages and salaries. But this creates several challenges for the organizations working in UAE. The report will focus upon the human resource issues faced by Taj Dubai, the approach used by Taj group in staffing, need of expatriation and various HR strategies to resolve and mitigate the issues prevailing in the Dubai operations. Taj Dubai Taj Dubai was established in the year 2015. The hotel is a beautiful blend of contemporary style, heritage and extravagance (Tajhotels, 2017). The hotel has been established in Dubai with one of the prime and most illustrious location i.e. Burj Khalifa. The hotel is doing enormously well. The main and the prime emphasis are led over maintenance of the Indian culture by serving in other nations. There are 296 rooms which provide the guest a luxurious and extraordinary experience of lavishness. The hotel provides a magnificent experience of Dubai culture with a fusion of Indian heritage. The points of attractions for Taj Dubai includes its eye catching location i.e. Burj Khalifa, a very short distance of 5 km from the Dubai mall and Downtown area. As well as the airport is just approximately nine miles away from the hotel (Tajhotels, 2017). Al these fascinate visitors, tourists and business associates to visit Taj Dubai. Selection of HR Approach to Staffing The Geocentric approach of staffing is a method where the employees get recruited on the basis of competence and qualities. The individuals who can serve the organization in the utmost manner will be recruited by the organization regardless of diversity in nationality, culture or any other factor. The primary and main aim of the companies using geocentric staffing approach is to have an enhanced unity among the subsidiaries as well as the headquarters of the organization. The second approach is the ethnocentric staffing approach (Colakoglu, Tarique and Caligiuri, 2009). This approach also primarily focuses upon the global recruitments in the organization. There has been done recruitment on the basis of right individuals for the right work role. The people are selected on the basis of ethnocentric staffing approach so that the individuals can easily mix with the organizational culture. As per the ethnocentrism, it is viewed that the values and beliefs of a specific system of ethnic gr oup is superior in nature in comparison with all others. And therefore the major decision power is impacted by the home standards in the controlling and evaluations taking place at the organization. A set counseling and advices are provided to the subsidiaries by the main headquarters on a regular basis (Tiwari, 2013). Taj Dubai must adopt the ethnocentric approach in its operations. The prime reason behind selecting this staffing approach is that Taj group wants to have a mixture of cultures as well as wants to safeguard the Indian culture and heritage in its establishment at Dubai also. Therefore it will be best for the organization to take use of ethnocentric staffing approach instead of geocentric staffing approach. There are several benefits which are associated withy the ethnocentric approach other that the fusion of cultures. This includes effective communication, higher control and simple structuring. Required level of Expatriation at Taj Dubai There is an extensive need of expatriates for effective management of the operations of Taj Dubai. In present scenario every organization requires expatriates for managing their international chains or subsidiaries. In a similar way, Taj Dubai also has a need of expatriates for managing the functioning and operations. In case of Taj Group, the need of expatriates is high because of the fact that the o0reganizatiuon highly emphasized on maintaining the heritage. There are several advantages which the organization will achieve if they recruit high number of expatriates in the hotel management. Cultural Integration The main and the primary motive behind the employment of expatriates are to enhance the cultural integration. If there will be employees from the host as well as from the home and other overseas countries then it will result into enhanced cultural integration. In a hospitality industry it is great to have employees from various cultures so that they can efficiently take care of the customers coming from diverse cultural groups (Scielo, 2010). Higher Flexibility The employment of expatriates will result into greater organizational flexibility. In several situation if there are employees from a similar background then there are high chances of rigidity as they have a unity amongst them. But increased expatriates employment will provide the organization with greater amount of flexibility in operations as well as management. Increased Commitment Individuals from other countries have a higher commitment with the companies as they are usually residing in other nations to have employment opportunity. So the expatriates will serve the organization in a more committed manner. Challenges Faced by Taj Hotel in Regards with Human resource Recruitment, selection and retention are three primary and key areas from where all the human resource issues arise. Taj Dubai has also faced challenges in maintaining efficiency in these human resource areas. Following are the issues related to all these three key areas experienced by Taj Dubai: Personal Factors and attitude of the employees This is the prime factor which is responsible for the occurrence of issues in recruitment, selection and retention of the competent staff. The attitude of the individuals related to the job in a hospitality industry basically at the grass root level is not so positive which can attract them to become the employees of the organization. Thus the talented and the competent individuals do not appear for the employment opportunities offered by the organization. Another major factor which acts as the barricade is the personal factors (Stephenson and Ali-Knight, 2010). People of Middle East generally preferred doing white collar jobs and that too in government organizations. This leads to decrease number of domestic staff in the private companies. As well as the type of jobs also restricts individuals to apply for the same. In many situations individuals do apply for the jobs in the hospitality sector but as soon as they get any better opportunity they tends to leave the organization. This directly impacts the retention rate of the employees. Feedback and Performance Appraisal In most of the organizations in the UAE the actual and true feedbacks are not provided to the employees. As providing true feedbacks is taken as a negative comment over the self-esteem of the employees if the feedback is downbeat and unenthusiastic. The employees do not take the feedback in a constructive way and possesses a notion that their self-esteems have been damaged. This results into attrition of the talented and the competent employees. In the Middle East countries people give more importance to their self-esteem sin comparison with their jobs (Mellahi, Demirbag and Riddle, 2011). And so organizations are unable to give a correct and effective feedback which results into inefficient performance appraisal in the organization. In Taj Dubai the employees are provided with correct feedback and this leads to negative impact over the Emiratis employees and that results into high attrition rate. Lack of Reward and Recognition In present scenario the rewards and recognitions of the employees is considered as a major tool for retaining employees in an organization. The lack of rewards and recognition to the employees results into high employment turnover in the organization. This also leads to de-motivation of the employees. The de-motivated and low morale employees have a lower degree of productivity which ultimately results into organizational loss. All these have a direct impact over decreased retention of the employees in the organization. And therefore there are difficulties in selecting and retaining the talented staff in the organization (Arasli, Bavik and Ekiz, 2006). Lack of Personal and Professional Advancement Every individual as an employee demands for opportunities which can offer personal and professional development. The organizations that provide regular and extensive opportunities to the employees generally have high retention rates (Stephenson, 2014). But in Taj Dubai the employees do not found many opportunities for their personal and professional advancement. And this acts as the barricades for the individuals to associate with the organization. This results into on effective recruitment. The employees also leave the organization because of such issue. This has a major impact over the effective recruitment and retaining of the talented staff at the organization (Pforr and Hosie, 2009). Ineffectiveness of Communication The Taj Dubai is basically an Indian organization which has expanded in the regions of Middle East. But still there are several communication gaps among the people of Dubai and the expatriate. At the higher position there are more of expatriate and this develops a human resource issue at the organization. The Emiratis employees are not comfortable in discussing their issues and this develops a communication gap in the hotel (Randeree, 2009). This communication gap poses a negative impact over the employees retention and selection. Thus there is inappropriate selection of staff and decreased retention rate of the competent staff. Pay Structure of the Organization The pay structure is one of the primary issues in the recruitment, selection and retention of the employees. Generally the national individuals of Middle East countries demands high pay structure and the expatriate are ready to work at a low pay structure also. This creates diversity in the pays. The Taj Dubai foes not allow this inequity in the pays thus the pays is similar for the expatriates as well as for the Emiratis employees. And as a result the squat pay structure restricts the employees to apply for jobs. And the one which are already employed left the organization as soon as they get some better working opportunity (Ahmad and Daghfous, 2010). Therefore there arise issues in the recruitment, selection and retention of the talented staff. Increased Number of Expatriates To maintain the heritage culture and to have higher operational efficiency Taj Dubai has employed higher number of expatriates. This creates some cultural issues among the Emiratis employees (Naithani and Jha, 2009). The issues are related to culture, communication gaps, pay structure, diversity in norms etc. all these issues gives rise to decreased retention of the Emiratis employees. And thus there is less number of people willing to join the organization. There develops recruitment and retention problems in the organization (Forstenlechner, et al., 2012). Job Insecurity The international organizations have a high wage and salary structure for the individuals but at the same time they have a very less job security for the employees. The squat or decreased job security is one of the primary reasons for the employees to leave the organization getting employed in any government organization. The Emiratis as well as the other individuals always demands for a secured job so that they do not have to face any kind of issues after serving the organization for a very long period of time due to issues such as inflation, downfall of the economy. This develops a threat of job insecurity among the employees which results into higher attrition rate (Rutledge, et al., 2011). HR strategies and solutions to Mitigate the Issues There is a need of few effective HR strategies for resolving the above mentioned issues and challenges prevailing in the functioning of Taj Dubai. Following are few of those strategies which can help the organization in achieving better human resource management. High Recognition and Rewards Top recruit and retain talented staff in the organization it is essential that Taj Dubai must restructure its rewards and recognition programs so that the morale and motivation of the employees can be boost and so they deliver increased productivity. If the efforts and hard work of the employees are rewarded as well as get recognized then it shows a positive impact over their performances as well as develops a sense of organizational commitment (Boxall and Purcell, 2011). This directly impacts their retention period in the organization. Provide Extensive number of Development Opportunities Every employee in an organization searches for opportunities which can provide them professional as well as personal advancement. It is required that Taj Dubai must provide the individuals with such opportunities. The greater the opportunities will be the more competent and skilled individuals will get associated with the organization (Nickson, 2013).The organization must also provide several benefits to the employees such as accommodation facilities, free pick up and drop services as well as free of cost meals. These additional benefits will enhance the employees commitment towards the organization. And so there will be proficient recruitment and increased retention of the employees. Job Rotation The employees are also discontented because of the cultural diversities among the employees. To have enhanced cultural integration in the hotel management it is required that there must be job rotation among the employees. This human resource strategy will benefit the organization in several ways. This will help in developing informal communication among the employees of diverse cultures or nation (P. Crick and Spencer, 2011). This will also support in building higher association among the employees which will result to improved workplace environment and increased retention rate. Offer Trainings To have great symmetry among the employees it is essential that all of them must get similar training and must be enrolled for parallel programs. There are few recognized training programs of Taj Group such as Taj management training program, HOMT i.e. Hotel operations management trainee program etc. these training programs provide base for the new employees to have an equal understanding of the work and organizational culture (Wong and Ko, 2009). This will help them resolving their issues and getting associated with the hotel for a longer time frame. Providing higher Job Security To retain the employees in the organization it is essential that the employees must have adequate job security. The threat of job security forces an employee to leave the organization. But if TAJ Dubai will provide an extensive job security to its employees then there are up surge chances that the employees will retain in the organization for longer time. This will ensure them they are a vital part of the organization and will not be detached easily (Hu, Horng and Sun, 2009). Retention Management Programs There is also a need of effective retention management program at the organization. This sort of programs helps the organization in retaining the employees as it helps in changing and improving the thoughts and view points of the employees in regards with organizational commitment. This gives an opportunity to the employees to attain greater employee engagement. And thus decrease the attrition rate of the employees (Hinkin and Tracey, 2010). Conclusion Taj Group is rapidly increasing its global presence in different overseas nations. The selection of Dubai is a potential expansion which can help the organization in achieving huge success and growth. From the above report it can be evaluated and analyzed that the Taj Dubai is doing very well in its operations. But still there is a need of improvement in its human resource management. There were several issues which have been identified in the HR operations of the hotel. These issues if not resolved may lead to extensive and deeper negative impacts over the organizational performance. The strategies provided for the resolution of issues and challenges will help Taj Dubai in attaining higher global recognition and success in its future operations. It can be concluded that if Taj Dubai adopts the ethnocentric approach and also have involvement of expatriates with the implementation of the mentioned Hr strategies then it may give constrictive results to the organization. Recommendations Following are few recommendations which can be offered to Taj Dubai for achieving improved productivity and raped achievements: The hotel must have regular programs on a monthly basis for having increased cultural integration. This will help in developing a sense of belongingness among all the employees. The involvement and employment of expatriates is a good decision but equal opportunities and authorities must be provided to all the employees regardless of their nationality and culture. The greater the perks are the higher is the efficiency in the performances. Hence it is suggested that the employees must get good incentives for their efforts and hard work (Wong and Ko, 2009). References Ahmad, N., Daghfous, A. (2010). Knowledge sharing through inter-organizational knowledge networks: Challenges and opportunities in the United Arab Emirates.European Business Review,22(2), 153-174. Alnaqbi, W., (2011). The relationship between human resource practices and employee retention in public organisations : an exploratory study conducted in the United Arab Emirates. Edith Cowan University, Pp.245, Retrieved on: 28th February, 2017, Retrieved from: https://ro.ecu.edu.au/cgi/viewcontent.cgi?article=1424context=theses Arasli, H., Bavik, A., Ekiz, E. H. (2006). The effects of nepotism on human resource management: The case of three, four and five star hotels in Northern Cyprus.International Journal of Sociology and Social Policy,26(7/8), 295-308. Boxall, P., Purcell, J. (2011).Strategy and human resource management. Palgrave Macmillan. Colakoglu, S., Tarique, I., Caligiuri, P. (2009). Towards a conceptual framework for the relationship between subsidiary staffing strategy and subsidiary performance.The International Journal of Human Resource Management,20(6), 1291-1308. Forstenlechner, I., Madi, M. T., Selim, H. M., Rutledge, E. J. (2012). Emiratisation: determining the factors that influence the recruitment decisions of employers in the UAE.The International Journal of Human Resource Management,23(2), 406-421. Hinkin, T. R., Tracey, J. B. (2010). What makes it so great? An analysis of human resources practices among Fortunes best companies to work for.Cornell Hospitality Quarterly,51(2), 158-170. Hu, M. L. M., Horng, J. S., Sun, Y. H. C. (2009). Hospitality teams: Knowledge sharing and service innovation performance.Tourism management,30(1), 41-50. Mellahi, K., Demirbag, M., Riddle, L. (2011). Multinationals in the Middle East: Challenges and opportunities.Journal of World Business,46(4), 406-410. Ministry of Human Resources Emiratisation, (2016). Emiratisation Laws, Retrieved on: 28th February, 2017, Retrieved from: https://www.mohre.gov.ae/en/labour-law/labour-law/emiratisation-laws.aspx Naithani, D., Jha, A. N. (2009). Challenges Faced by Expatriate Workers in the Gulf Cooperation Council Countries. Nickson, D. (2013).Human resource management for hospitality, tourism and events. Routledge. Crick, A., Spencer, A. (2011). Hospitality quality: new directions and new challenges.International Journal of Contemporary Hospitality Management,23(4), 463-478. Pforr, C., Hosie, P. (Eds.). (2009).Crisis management in the tourism industry: beating the odds?. Ashgate Publishing, Ltd.. Randeree, K. (2009). Strategy, policy and practice in the nationalisation of human capital:project emiratisation.Research and Practice in Human Resource Management,17(1), 71-91. Rutledge, E., Al Shamsi, F., Bassioni, Y., Al Sheikh, H. (2011). Women, labour market nationalization policies and human resource development in the Arab Gulf states.Human Resource Development International,14(2), 183-198. Scielo, (2010). Contribution of expatriates in the management of subsidiaries to the corporate governance of international firms: the case of vale(1), Retrieved on: 28th February, 2017, Retrieved from: https://www.scielo.br/scielo.php?script=sci_arttextpid=S1807-76922010000100007 Stephenson, M. L. (2014). Deciphering Islamic hospitality: Developments, challenges and opportunities.Tourism Management,40, 155-164. Stephenson, M. L., Ali-Knight, J. (2010). Dubai's tourism industry and its societal impact: social implications and sustainable challenges.Journal of Tourism and Cultural Change,8(4), 278-292. Tajhotels, (2017). About us, TAJ HOTELS RESORTS AND PALACES MILESTONES, Retrieved on: 28th February, 2017, Retrieved from: https://www.tajhotels.com/en-in/about-taj-group/who-we-are/our-company/milestones/ Tajhotels, (2017). TAJ DUBAI, Retrieved on: 28th February, 2017, Retrieved from: https://taj.tajhotels.com/en-in/taj-dubai/?_ga=1.156121650.869678501.1488265661 Tajhotels, (2017). WELCOME TO TAJ, Retrieved on: 28th February, 2017, Retrieved from: https://www.tajhotels.com/en-in/home/ Tiwari, N. (2013). Managing human resources in international organizations.Global Journal of Management and Business Studies,3(4), 355-360. Wong, S. C. K., Ko, A. (2009). Exploratory study of understanding hotel employees perception on worklife balance issues.International Journal of Hospitality Management,28(2), 195-203.

Neve vs Astra vs OceanWP Which Theme Is Right for You

There are thousands of themes in the WordPress Directory. Choosing one for your website can quickly become overwhelming, especially when comparing high-performing, low-cost options such as Neve vs Astra vs OceanWP.Fortunately, if you carefully break down the features available with each theme youre interested in, it will usually become clear which is the best fit for you. Whether you need a sleek one-page layout or a flexible multipurpose theme you can customize extensively, youll eventually find what you need.In this post, well compare three popular free WordPress themes: Neve, Astra, and OceanWP. Well cover their key features, extensions, demos templates, and potential costs to help you determine if one of them is right for you. Lets get to it! picking your WordPress theme. The decision is all about your personal preferences and the needs of your website. Below weve compared three popular choices on features, extensions, demos and templates, and the optional costs associated with t hem.1. NeveOur attractive, professional, one-page theme has all the ingredients for a successful website baked into it. Its jam-packed with handy features for both style and performance, including:Lightweight code that will keep your site running fast (with a Google PageSpeed score of 92).Compatibility with Elementor, the most popular WordPress page builder.A mobile-first design that will keep your site looking top-notch on any screen, along with AMP support.Drag-and-drop header and footer customization, and layout control.A starter site library of templates you can use to build your site quickly and easily.Additionally, you can extend this theme by purchasing the  Neve Pro  add-on plugin. It includes several handy add-on modules such as custom layouts, a header booster with sticky and transparent menu options, a Scroll to Top button, a deeper WooCommerce integration, and more.Neves starter site library provides users of both versions with 11 free site demos, including a variety of options and templates built specifically with Elementor in mind. If youre not into custom coding and want to get your site up and running quickly, these handy tools will get the job done.The theme is free to download. Then, the Neve Pro add-on plugin starts at just $39, which lets you use it on  unlimited sites.2. AstraWith over 300,000 active installations, theres no denying that Astra is a popular choice. This isnt particularly surprising when you consider its many desirable qualities, such as:Performance optimized code that adheres to the highest standards.Multiple layout, header, and footer options for personalizing your sites design.Elementor integration for advanced customization and page building.Responsive design and mobile header creation to ensure your site is perfect at any screen size.Dozens of starter sites you can import using the free Astra Starter Site plugin.You can also extend Astra by purchasing the Astra Pro plugin. This brings features such as advanced cus tomization, white labeling, and additional starter sites to your WordPress installation. The extension will make this already flexible theme even easier to adjust to your needs and tastes.With a huge selection of demos to choose from, you also wont have to worry about custom coding or creating layouts (unless you want to, of course). Astra includes starter sites optimized for Elementor, Beaver Builder, the native WordPress Block Editor (Gutenberg), and Brizy. Youll also find blog, e-commerce, business, and other site types among the pre-built options.Astra itself is free, but Astra Pro comes in at $59 per year. They also offer a Mini Agency Bundle and an Agency Bundle for $169 and $249 per year respectively. These latter bundles are required to unlock the premium starter sites.3. OceanWPThis theme boasts close to 1.5 million downloads, and its clear to see why. OceanWP is a highly flexible multipurpose theme that can adapt to any type of site. It includes some pretty attractive feat ures, such as:A built-in Search Engine Optimization (SEO) base and excellent page speed test scores.Fully responsive design that keeps your site readable even on mobile devices.Integration with page builder plugins.Highly customizable through the use of extensions.Access to an extensive demo library, including free and premium templates.Unlike the other themes in this post, you can add on to OceanWP with individual extensions. Some are free, others are available for individual purchase, and all are included in the themes Core Extensions Bundle. Some highlights include white labeling, unique Elementor widgets, Instagram feed integration, and more.As far as demos go, OceanWP wont leave you wanting. There are one-page, e-commerce, and blog demos, with over 70 options to choose from. A handful are available for free, but others require the purchase of a Core Extensions Bundle.When it comes to pricing, OceanWP is what you make it. If you want to use the theme alone, you can build an awes ome site without spending a penny. If you want to add just an extension or two, you can keep your site affordable while adding just the high-quality features you need.The Core Extensions Bundle starts at $39 per year for use on a single site and can run as high as $129 per year for use on unlimited sites.How to decide which theme is right for youOn the surface, these themes all seem pretty similar, but upon closer inspection, there are subtle differences that may make one more suitable than the others when it comes to your site. Weve summarized our findings in the table below:Neve vs Astra vs OceanWPNeveAstraOceanWPFeaturesOne page layout, Elementor compatibility, drag-and-drop customization.Mobile header customization, unique widgets, a variety of layout and design features such as custom fonts.Has the overall most design options, flexibility for use with many types of sites.ExtensionsNeve Pro provides seven modules for additional functionality.Astra Pro includes advanced customiza tion and layouts.21 extensions available individually or as part of a Core Extensions Bundle.Starter Sites11 free starter sites.Largest library of free and pro starter sites.Over 70 demos, 13 of which are free.PriceStarts at just $39 per year for use on unlimited sites.Astra Pro available for $59 per year.OceanWP extensions available a la carte at varying prices. Core Extensions Bundle available for $39–$129 per year.In short, you wont want for features with any of these themes. Our main comparison lies with the extensions available for each, the demos they offer, and the price those elements demand.At the lowest cost and offering premium usage across unlimited sites, Neve Pro takes the cake when it comes to the most budget-friendly option at just $39 for use on unlimited sites. It also offers the unique drag-and-drop header and footer builder.In terms of the most available starter sites, Astra wins with its huge importable Site Library. Like Neve Pro, its also affordable, wi th unlimited usage costing just $59.Finally, OceanWP offers deep customization and is the best choice for those who want just one or two premium extensions without having to pay for an entire bundle. However, if you  do want all the extensions, an unlimited license will cost you $129 (though you can use it on a single site for $39).ConclusionYour WordPress sites theme has a big influence on   its style and functionality. It will play a serious role in helping users form opinions of your site, so choosing yours carefully is key. This can get tricky when dealing with comparisons such as Neve vs Astra vs OceanWP. Astra: Though the free version isnt much different than the other themes in this post, Astra Pro offers an attractive feature set from a premium standpoint and a large site library.OceanWP: Its a la carte pricing for extensions make OceanWP ideal for those who need just one or two additional features, rather than an entire premium theme.Do you have any questions about Neve or another WordPress theme? Let us know in the comments section below!Free guide5 Essential Tips to Speed Up Your WordPress SiteReduce your loading time by even 50-80% just by following simple tips.