Essential Reading! Get my first book: The Only Sale Guide You’ll Ever Need “The USA Today bestseller by the star sales speaker and author of The Sales Blog that reveals how all salespeople can attain huge sales success through strategies backed by extensive research and experience.” Buy Now You weren’t hired so that someone could tell you what to do. If you were hired by someone who wants to tell you what to do and how to do it, then you have made an enormous mistake in your choice of employer. If this is what you want, your employer has made an enormous mistake by hiring you.You wait for assignments: If you wait for your manager, supervisor, or leader to tell you what you need to do, then you are a dependent. An independent person would proactively recognize what needs to be done and take action. An independent would get things done even if they went weeks or months without ever bumping into their leader. If you wait to be told what to do, you are a dependent.You wait for directions: If you are waiting for directions you are a dependent. You don’t need to know how to do everything your job entails. You are allowed to ask for directions. And that’s what’s important here, that you go and ask for directions. If you need an answer, go get the answer and then get busy. Waiting is what a dependent would do.You aren’t learning to do your job: Every company should spend more time, money, and energy training their people. But they don’t often have all of the resources they would like to have in order to train everyone on everything they need to know. A dependent waits for training, believing it is someone else’s job to insure their success. Independent people go straight to Google, and with a few keystrokes figure out what they need to do. If you ask for someone else to do something for you more than once, you are a dependent.You are not developing yourself for your next job: A dependent believes that time served is enough to deserve the job one level up from theirs, and there was a time when this might have been true. Someone who is independent asks for additional responsibility and notches themselves up to the next level, and the next level, and the one after that. If you aren’t growing into your next role, you are a dependent, waiting for someone else to tap you on the shoulder and gift you more money.You do only what is required: A dependent does only what is required. They don’t try to improve any project or assignment they work on. They do the bare minimum, hoping that they can skate by with mediocre outcomes, trying to stay off the radar. A person who is independent always finds a way to add value to whatever they are charged with doing. If you do as little as you can, you are a dependent.The person responsible for leading you shouldn’t feel that they should be allowed to claim you as a tax deduction. You weren’t hired to be someone’s dependent.
A 29-year-old woman allegedly killed her 62-year-old handicapped mother-in-law on Tuesday at their residence in Mandawali’s Shanti Nagar because she was “tired of being abused”. The accused was arrested on Wednesday, the police said.The police said Kanchan Kapoor first attacked her mother-in-law, Swarna Kapoor, with a wooden walker that the victim used. Then, to allegedly make it look like a murder committed by a third party, she attempted to burn the body with mustard oil.According to family members, Kanchan, who has been married to Swarna’s son Sumit since 2009, was always at loggerheads with the victim over domestic issues but mostly because the accused allegedly ill-treated her children.‘Violent person’Sumit, the sole bread winner of the family who works at a restaurant, said his wife was a “violent” person and that she never liked his mother. “My wife was very violent with our children and used to hit them a lot because of which my mother often rebuked her. Last night, it turned very ugly because of her bad temper and now my children and I have to suffer because of her,” he said, adding that he planned to divorce her soon.As told to Mr. Sumit by his children, Kanchan was beating one of them on her second floor residence. Swarna then shouted at her from the ground floor flat. Enraged, she came down and hit her mother-in-law after which she collapsed. The woman then brought a bottle of mustard oil and set her ablaze but only managed to burn parts of her legs and a few items in the room.
Bank of Singapore, a private banking arm of Oversea-Chinese Banking Corporation (OCBC Bank), is hiring more staff for its Dubai branch as the lender seeks to cater to Indians and the other affluent clients in the region.Recruitment of about 20 relationship managers is on the cards, according to Vikram Malhotra, the bank’s global market head for South Asia and the Middle East, Bloomberg reported. Most of the additions will be based in Dubai while some additions will be made in Singapore and Hong Kong too.As an offshore destination for Indian wealth, Dubai is second only to Singapore, according to a Capgemini report that was released in November. About 22 per cent of their overseas assets went to the Southeast Asian country in the second quarter, while Dubai and London got 14 per cent and 13 per cent, respectively.The Dubai branch of the Bank of Singapore, which serves as the regional financial hub, opened in February and has about 45 wealth managers. “Dubai will be the hub, where we will cover the MENA region and Western side,” Bahren Shaari, the chief executive told Reuters in an earlier interview. At its opening, the bank was targeting an annual growth of assets of more than 20 per cent.The total wealth in the Middle East grew 5 per cent last year to $2.4 trillion, as per estimates from the consultancy Capgemini SA. Bank of Singapore has seen a “phenomenal growth in the assets under management” in the Middle East and from wealthy overseas Indians this year, Malhotra added.Indian expatriates sent the maximum amount of remittances – totaling to Dh15.46 billion — back home from the United Arab Emirates from January to September 2017, according to UAE Central Bank figures released earlier this month.The UAE also emerged as the most sought-after destination for 14 out of 40 wealthiest Non-Resident Indians, according to this year’s Hurun Report. Micky Jagtiani of the Landmark Group and MA Yusuf Ali of the Emke Group, who were ranked the second and third wealthiest Indian immigrants on the list, are residents of the UAE, with fortunes worth Rs 347 billion and Rs 319 billion, respectively. Related ItemsGulfSingaporeUAE
F1Ferariformula onelewis hamilton First Published: November 12, 2019, 3:13 PM IST Milton Keynes: Lewis Hamilton’s domination of Formula One is “getting a bit boring” and the time is fast approaching for the younger generation to take over at the top, says Red Bull youngster Max Verstappen.The Dutch driver hopes he and Ferrari’s Charles Leclerc, also 22-years-old, will be fighting for the Mercedes driver’s throne next year. “I think it’s good for the sport to have the young guys now coming up and hopefully taking over very soon,” Verstappen said ahead of Sunday’s Brazilian Grand Prix, the first race since Hamilton clinched his sixth title in Texas.”It’s getting a bit boring seeing Lewis win, so we have to try and change that,” he added at an event to announce a personal sponsorship with pan-European online used car marketplace CarNext.com.Verstappen has 100 starts and seven wins to his name since becoming the sport’s youngest driver and next season he could yet become the youngest champion.Hamilton, who can equal Michael Schumacher’s record seven titles and surpass the great German’s 91 wins, will be 35 in January.”He’s getting older … so for sure it will stop at one point,” said Verstappen.”It’s just going to depend on the team, to be honest. It’s not going to depend on Lewis.”If Mercedes keeps building really dominant cars, for sure he’s going to win. So we just have to make sure as a team that we can beat them.”Verstappen said engine partners Honda had a breakthrough year in 2019 and he was confident former champions Red Bull, third overall, could be in the mix in 2020.”I think we are on the right path. When you see the engine power compared to Mercedes and Renault, we are very close to Mercedes now so that is very promising for next year,” he added.CarNext.com Chief Executive Ewout van Jarwaarde said Verstappen and his company were both disruptive forces in their own arenas, but the driver was eager to douse the flames of recent controversies.In Texas last month he labelled comments by Hamilton after a Mexican Grand Prix clash as “disrespectful” and “silly” while accusing Ferrari of cheating.”It’s a very sensitive subject, so for me I try not to go there anymore,” he said when asked about words that angered Ferrari. “I prefer just to go ahead, leave everything behind … just focus on Brazil.”Of his relationship with Hamilton, Verstappen said the Briton was “very special and definitely one of the best drivers ever” and said he had never really had a problem with him.”We talked on the grid (in Austin). I respect Lewis, of course, but we are also hard racers and sometimes it can be a bit more tough. But we talked and it’s all good.”Verstappen recognised he had made mistakes this year, despite a strong and consistent season, but would not have it any other way.”Everybody makes mistakes, otherwise it’s better to put a robot in,” he said. “It’s good to make mistakes as well, you learn from it.”He said he was happy at Red Bull, despite speculation he might one day replace or join Hamilton at Mercedes.”I really want to win with Red Bull,” he said. “I really feel at home, which I think is also very important for a driver — that you feel appreciated.” Get the best of News18 delivered to your inbox – subscribe to News18 Daybreak. Follow News18.com on Twitter, Instagram, Facebook, Telegram, TikTok and on YouTube, and stay in the know with what’s happening in the world around you – in real time.
Members of Glassdoor’s executive and data teams recently hit the nation’s capital for a series of meetings, including one key meeting hosted by the White House’s Office of Science and Technology Policy and the Office of the Vice President. The Glassdoor team also met with Vice President Joe Biden to discuss how Glassdoor can help get Americans back to work.Glassdoor was honored to participate in the 21st Century Jobs Data Jam, which assembled executives, data scientists, technologists, product experts and public sector representatives to develop solutions to help Americans find the right jobs, and access the right training to “skill up” into better paying positions.In addition to participating, Glassdoor demoed a new, interactive job search tool to help Americans everywhere (both those employed and unemployed) discover where job openings in their particular field are located, near and far.This product was the result of a recent meeting in D.C. with the Vice President, who called on technology executives to develop an easy, accessible way to connect job seekers with available jobs.Glassdoor, which aggregates millions of jobs listings, indexes resumes, and offers proprietary employee-generated content, including company ratings and reviews, salary reports and more, responded – and during a recent hackathon, our data and engineering teams quickly came up with a potential solution.The result is an extremely useful product to help Americans find jobs easier, which Glassdoor is already offering in part to others for free through its public API.The Glassdoor team is now considering feedback from the D.C. meetings and is already hard at work refining this tool.Glassdoor team members who traveled to D.C and participated in the White House meetings included Robert Hohman, CEO & co-founder, Allyson Willoughby, general counsel & T4A board member, Vikas Sabnani, chief statistician and data scientist, Vikram Aravamudhan, senior software engineer, and Ling Cheng, senior data scientist.Vice President Joe Biden attends a briefing with Glassdoor, in the Eisenhower Executive Office Building, June 25, 2014. In attendance are Secretary Tom Perez, Department of Labor; Robert Hohman, CEO and Co-Founder of Glassdoor; Allyson Willoughby, General Counsel of Glassdoor; Ling Cheng, Glassdoor data science team; Vikram Aravamudhan, Glassdoor engineering team; Vikas Sabnani, Glassdoor data science team. (Official White House Photo by David Lienemann)Please note: These official White House photographs are being made available only for publication in Glassdoor’s Blog. These photographs may not be manipulated in any way and may not be used in commercial or political materials, advertisements, emails, products, promotions that in any way suggests approval or endorsement of the President, the First Family, the Vice President, or the White House.
Bed Bath & Beyond CEO vs. employee pay ratio: 1,192CEO Larry J. Merlo pay: $32,350,733Median employee pay: $27,139Company rating: 2.7 CVS Health Starbucks CEO vs. employee pay ratio: 669CEO Howard D. Schultz pay: $21,466,454Median employee pay: $32,080Company rating: 3.8Top 10 Companies Where CEO Pay vs. Employee Pay Ratio is Lowest 1. FossilCEO vs. employee pay ratio: 0CEO Kosta N. Kartsotis pay: $0Median employee pay: $32,570Company rating: 3.4 2. GoogleCEO vs. employee pay ratio: 0CEO Larry Page pay: $1Median employee pay: $153,150Company rating: 4.4 3. Kinder MorganCEO vs. employee pay ratio: 0CEO Richard D. Kinder pay: $1Median employee pay: $81,916Company rating: 3.4 4. SymantecCEO vs. employee pay ratio: 3CEO Michael Brown pay: $376,364Median employee pay: $124,474Company rating: 3.3 5. Urban OutfittersCEO vs. employee pay ratio: 3CEO Richard A. Hayne pay: $68,487Median employee pay: $19,898Company rating: 3.3 6. FacebookCEO vs. employee pay ratio: 4CEO Mark Zuckerberg pay: $610,455Median employee pay: $146,120Company rating: 4.4 7. TripAdvisorCEO vs. employee pay ratio: 12CEO Stephen Kaufer pay: $1,207,960Median employee pay: $102,100Company rating: 3.3 8. AmazonCEO vs. employee pay ratio: 15CEO Jeff Bezos pay: $1,681,840Median employee pay: $114,352Company rating: 3.4 9. WatersCEO vs. employee pay ratio: 16CEO Douglas A. Berthiaume pay: $1,504,903Median employee pay: $92,272Company rating: 3.5 10. Intuitive SurgicalCEO vs. employee pay ratio: 21CEO Gary S. Guthart, Ph.D. pay: $2,617,963Median employee pay: $125,073Company rating: 3.8What’s it like to work at your company and for your CEO? Share a review on Glassdoor.For complete results of this study for all S&P 500 companies, along with methodology, caveats, and in-depth analysis, check out Glassdoor Economic Research.MethodologyCompanies included in this analysis are based on membership in the S&P 500 index. Total CEO compensation is directly from SEC proxy filing statements (form DEF 14A) as of 8/14/2015. CEOs were those listed as of 2014 or 2013, whichever is the most recent year available from company SEC filings. In cases when two or more CEOs are reported for the year, we show the CEO who served longest during that calendar year. In addition, in cases where two or more CEOs served equal time during that calendar year, we show the CEO who was current at the end of the year (December 31). SEC filings were not available for six of the 500 companies: Mylan N.V., Kraft Heinz Co., Columbia Pipeline Group Inc., Baxalta, PayPal and Westrock Co.Figures for median worker compensation are based on Glassdoor salary reports for U.S. employees between 1/1/2009 through 8/17/2015, and are inflation adjusted into 2014 dollars. Total compensation includes base pay, tips, commissions, bonuses and all other forms of pay reported. Full-time and part-time employees are included in an effort to be consistent with SEC requirements. To ensure statistical validity, only companies with 30 or more Glassdoor salary reports shared by employees during this timeframe are included, which was available for 441 of the S&P 500 companies. For each employer, we also show the company rating on Glassdoor as of August 19, 2015 (Ratings based on a 5-point scale: 1.0=very dissatisfied, 3.0=OK, 5.0=very satisfied). CEO vs. employee pay ratio: 1,951CEO David M. Zaslav pay: $156,077,912Median employee pay: $80,000Company rating: 3.8 CEO vs. employee pay ratio: 862CEO Leslie Moonves pay: $57,175,645Median employee pay: $66,365Company rating: 3.5 Walmart Target CEO vs. employee pay ratio: 939CEO Brian C. Cornell pay: $28,164,024Median employee pay: $30,000Company rating: 3.2 CBS Corporation CEO vs. employee pay ratio: 705CEO Glenn Murphy pay: $16,064,312Median employee pay: $22,800Company rating: 3.6 CEO vs. employee pay ratio: 1,133CEO Douglas McMillon pay: $25,592,938Median employee pay: $22,591Company rating: 3.0 CEO vs. employee pay ratio: 734CEO Steven H. Temares pay: $19,116,040Median employee pay: $26,047Company rating: 2.9 Macy’s Chipotle Gap CEO vs. employee pay ratio: 1,522CEO Steve Ells pay: $28,924,270Median employee pay: $19,000Company rating: 3.4 CEO vs. employee pay ratio: 724CEO Terry J. Lundgren pay: $16,497,220Median employee pay: $22,800Company rating: 3.0 It’s no surprise that CEOs earn more money than their employees, but how much more are they really taking in? Starting in 2017, public companies will be required to share the ratio of CEO to worker salaries, providing even more transparency into pay at some of the world’s biggest companies.But before this starts, the Glassdoor Economic Research team analyzed S&P 500 companies to compare what their CEOs earn in total compensation vs. median total compensation for employees. Across these companies, the average CEO pay was $13.8 million per year, the average median worker pay was about $77,800, and the average ratio of CEO pay to median worker pay was 204. In other words, on average, CEOs earn 204 times more than what his or her employees earn. In addition, there are some CEOs who earn even more, and some CEOs who earn much less.Here are the 10 companies where the ratio of CEO pay vs. employee pay is highest, along with the 10 companies where it’s lowest:Top 10 Companies Where CEO Pay vs. Employee Pay Ratio is HighestDiscovery Communications
Much of adult stress tends to stem from the place we spend the most time at: work. No matter what field you’re in or where you’re employed, stress on the job is pretty much inevitable. Whether you’ve got a big report to finish for a deadline or a major pitch to present in front of many people, there are ways to ease your anxiety in the meantime. Ahead are nine tips for centering yourself when you’re at the office.1. Listen to calming music.Whenever I’m feeling overwhelmed, I put on my headphones and turn on meditation music. It may sound silly, but the breathy notes of a pan flute or the soft taps of a piano chord instantly slow my heart rate. A relaxing playlist can also do the trick.2. Snack on stress-reducing foods.Certain foods are great for de-stressing, including avocado, oatmeal, almonds, blueberries, and oranges. Snack on a few throughout the day, particularly when you need a break.3. Go for a walk.If you feel like you’re on the verge of screaming (it happens!), let your boss know you need to go on a 10-minute walk to clear your head. Even if you can’t leave the building, just getting away from your desk is beneficial. And make a conscious effort not to think about your impending tasks during your walk.[Related: 5 Things To Consider Before Walking Out On Your Job]4. Take a YouTube break.Rather than scrolling through Facebook or Twitter to take your mind off your troubles, take five to watch a funny YouTube video from a favorite channel. Trust me, you’ll feel a LOT better than if you were to browse through all your friends’ perfect vacation pictures on Instagram.[Related: 7 Inspiring TED Talks Every 20-Something Should Watch]5. Visualize.When you just want to cry from the pressure, tap into your inner meditation guru (if you have an imagination, you have one!). Close your eyes for 30 seconds and pretend you’re in a calm place, which could be a field of flowers, the ocean, or even your room. Focus on the sights and sounds of this place, and work on slowing your breathing. If you need more help, check out this guide.6. Drink hot tea.It’s been proven that green tea reduces stress, and just having a hot drink in your hands will calm you down. Plus, it has a lot less caffeine than coffee, so you won’t experience any jittery side effects.7. Keep a stress ball handy.I have two stress balls on my desk for those moments when I really need to squeeze something and get out my nervous energy before the stress manifests itself another way (like compulsive leg bouncing). Luckily, they’re pretty cheap and they don’t take up much space.[Related: 29 Best Jobs for Work-Life Balance (2016)]8. Call a friend.If you’re having a particularly rough day, consider stepping out of the office and giving a close friend or family member a call. Sometimes you simply need to hear the voice of a loved one to know it’s going to be okay.9. Give yourself a massage.Throughout the day, I dab a little peppermint oil on the tips of my fingertips and massage my temples. It’s an INSTANT pain relief for any head tension I’m feeling, and the smell of the oil provides just the concentration boost I need. (And if you’re feeling anxious at home, too, try a diffuser!) This article originally appeared on POPSUGAR and has been reprinted with permission.
Congrats! You’ve made a set of New Year’s resolutions for both your personal and professional lives. You’re back from a holiday vacation and feeling good with a “new year, new you” mentality. That’s what January is all about.But before you launch into achieving a healthier lifestyle or preparing for that promotion, there’s some real work we’ve got to do first. I say “we” because we are all guilty of this one thing, especially during the new year: lying to ourselves. Whether it’s a little white lie about how much we are really saving with our 401K, or whether it’s a bit whopper like “I’ll never be as good as XYZ,” it’s high time you quit the fibs, falsehoods and fabrications.2017 is about living in your truth and finding a job you love. No matter what. If you keep those two things front of mind, this year will be your best yet.So in that spirit, here are 7 lies you need to stop telling yourself in 2017.Lie #1 “I’ll start looking for a job next year.”NOW is your year to start looking for a new job. There’s no such thing as “perfect timing.” In fact, looking for “perfect timing” is a very good way to procrastinate from actually starting the legwork necessary for a job search. Remember, if you want to look for a new job, you just have to jump in and start. Lie #2 “It’s not a good time to be looking for a new job.”January is a great time to be looking for a new job. With new company goals, new budgets, and a sense of forward momentum, many companies and organizations are looking to acquire new talent for the new year.[Related: Here’s Why Your Job Search Shouldn’t Be a Rush to the Finish Line]Lie #3 “No one is hiring.”This one is easy: just take one look at Glassdoor’s job board. We have thousands of current job postings in almost every field. If you think no one is hiring, think again. Here are some of the companies we’re most excited for in 2017. Lie #4 “I’m bad at networking.”Networking is a learned skill. Very few people feel like they are natural networkers. Don’t let the idea of networking intimidate you into paralysis. Networking is a crucial part (some may even say the most crucial part) of the job search. Instead of thinking you’re not good at networking, practice on getting better. Start by learning these 7 Networking Secrets Job Seekers Should Know.[Related: 6 Common Networking Mistakes to Avoid]Lie #5 “I’m bad at interviewing.”You’re not bad, you just need to prepare and practice! Interviews can feel difficult and uncomfortable, but preparation and practice can work wonders to ease your nerves and reservations. Here are 8 Questions You Should Absolutely Ask an Interviewer and tips on How to Prepare For The “Tell Me About Yourself” Question. Lie #6 My current job isn’t that bad.”Remember, you’re looking for a new job for a reason. Don’t let the headache of the job search distract you from your goals of looking for a new opportunity.[Related: 3 Things to Consider Before Leaving Your Current Job]Lie #7 “I don’t have enough time / I’m too busy.”Anyone who has ever looked for a job knows that the job search process is pretty time intensive. However, it’s not a reason to postpone or forgo a thorough job search. Instead, plan and strategize how you are going to approach looking for a new job. Schedule time in your calendar like you would for any other task or activity, and be faithful to the time commitment. You have to make the time to look for a new job. If you need some renewed inspiration, here are 5 Reasons Why You Should Look For A New Job.DISCOVER: 9 Job Trends That Will Emerge In 2017, According to Insiders.
We Asked 750 Hiring Managers What Makes a Candidate Irresistible, Here’s What They Said Though it used to be a necessary evil, busy is now cool. It’s even become a weirdly aspirational bit of American culture, and the sort of thing that upwardly oriented brands have attuned to: “People who don’t have time, make time to read the Wall Street Journal,” reads a recent campaign for the staid paper, complete with testimonials from Karlie Kloss and British business executive Sir Martin Sorrell. Ivanka Trump traffics in “glambition.” While rappers used to brag about being “up close and personal with Robin Leach,” host of Lifestyles of the Rich and the Famous, now they “ain’t got no … time to party on the weekend.”This isn’t how things were supposed to turn out, at least according to prominent economic theory. Not having to work was supposed to be the reward for having made it. That’s what economist Thorstein Veblen saw in this formative 1899 text The Theory of the Leisure Class: the toiling classes, who were not cool, took labor to be their “recognised and accepted mode of life,” and they had no choice but to take “pride in a reputation for efficiency in their work,” since that was the only avenue of satisfaction available to them. To be at the top was to be a member of the leisure class, for whom abstaining from productive work was part of the deal. Laboring was “a mark of inferiority” for the upper crusters, Veblen writes, and “to be accounted unworthy of man in his best estate.” Veblen, famous for coining “conspicuous consumption,” said that the elite also engaged in “conspicuous leisure.”This was seen in earlier, pre-capitalist societies — in feudal Europe or Japan, the upper class would occupy its time with palace intrigues and courtly hunts, rather than rising and grinding. It was also part of old Hollywood glamor, and what celebrity used to be — Errol Flynn helming his yacht or Elizabeth Taylor dangling her feet in the waters of Venice. “In the 1920s and 30s if you had a tan it was a status symbol, it said you could afford to lie on the beach and take a vacation,” says Jeffrey Pfeffer, an organizational behavior professor at Stanford. “Now status comes from being so busy that they have to always be connected,” he adds. “There’s this competition to see who works more hours.”17 Companies with Great Work-Life Balance & Hiring Now!It’s enough to make you reconsider getting a ticket to the top from an elite business school: The higher up you go, the busier your calendar gets. Yahoo president Melissa Mayer says she used to do 130 hours workweeks, General Electric CEO Jeff Immelt claims to have worked 100-hour weeks for a quarter century, and Apple CEO Tim Cook gets up at 3:45am every morning. It’s similar at the top of pop culture — late last year, Kanye West checked himself into a mental hospital for “temporary psychosis” stemming from being overworked and underslept — and in the professional class, too. References to “crazy schedules” in holiday cards have reportedly shot up since the 1960s, and a recent study of 8,000 baby boomers found that the wealthiest 10 percent eat just about as much fast food as everybody else, since they just don’t have the time. All those hours do, in a narrow sense, pay off: overworkers reportedly earn 6 percent more per hour than those who are merely fulltime, a number that becomes less tantalizing when you consider how quickly humans get used to material circumstances, how few high-earners learn how to save, and how, to paraphrase Billy Joel, only the overworked die young.When Americans hear “busy,” they think “status,” a link that Silvia Bellezza and Neeru Paharia, marketing professors at Columbia Business School and Georgetown, tested in recent study. They found busyness-status links in shopping habits: someone getting their groceries from the delivery service Peapod was thought to be busier and higher status than a Trader Joe’s shopper, while a woman wearing a Bluetooth headset was rated as higher status and busier than one wearing headphones. In another experiment, 112 respondents were asked to read one of two letters from an imaginary friend: in one missive, the author wrote of how his life “crazy busy as usual” and how he didn’t have time to watch sports, while in the other, his life was “relaxed as usual,” with plenty of time to catch games on TV. True to form, the respondents thought the busy guy was higher status, with greater wealth, better skilled, and more in-demand that the chill alternate reality version of himself. There appear to be national differences: Italian respondents, when given busy versus easy lifestyle vignettes, rated the breezy life as higher status, since it must mean you can afford not to work.In America at least, this points to how conspicuous consumption and leisure are out, while conspicuous production is in. Displays of busyness show that society values you, that everybody wants a piece. The displays are driven by “the perception that a busy person possesses desired human capital characteristics (competence, ambition) and is scarce and in demand on the job market,” Bellezza, Paharia, and co-author Anat Keinan at Harvard Business School observe in the Journal of Consumer Research. Instead of associating yourself with objects that are scarce resources — diamonds, flashy cars, snazzy real estate, you portray yourself as the scarce resource. You and your time are the product, and your labor is the status symbol. Twitter and Facebook might be making this easier: “It’s hard to brag about owning a Mercedes on social media but really easy to brag about being busy,” Paharia told Thrive Global over email.The busy-cool link may also be a symptom of how the axis of business has shifted toward tech. Judy Wajcman, a sociologist at the London School of Economics and author of Pressed for Time: The Acceleration of Life in Digital Capitalism, says that it radiates out from Silicon Valley. “It’s a lot of young men carrying on about how they’re just so passionate,” she says. Another sign of this takeover of work by leisure is the “tyranny of fun” that comes when offices start looking like living rooms, with kegs and ping pong tables in swanky coworking spaces with names like Second Home. That has consequences: If you’re living at work, it probably means that there aren’t kids to go home to. “They’re childfree places,” Wajcman says of these offices, and it goes down to nucleus of the tech industry. As Quartz observed this week, Apple’s new $5 billion campus has 100,000 square foot gym but no daycare. In contrast, outdoor apparel brand Patagonia has onsite childcare, and 100 percent retention of employees who become new moms.We Just Can’t Unplug: 2 in 3 Employees Report Working While on VacationWhile loads of ink has been spilled about how iPhones are the reason for the busyness pandemic, Wajcman says we need to look at how family structures have changed. In 1960, just 25 percent of American families were dual income; by 2012 it was 60 percent. Kids, of course, take a lot of time too: parents end up having less leisure time together than their childfree peers, and one estimate puts one child eating up two hours of leisure time per day, which sounds a little low. The average American commute time keeps getting longer, too, with almost 17 percent of people plodding at least 45 minutes to work and back.What’s weird, within all this, is that working hours themselves have stayed relatively stable.In a 2014 working paper, Oxford sociologists Jonathan Gershuny and Kimberly Fisher evaluated working hours in 16 countries from 1961 and 2010, and they found that overall work time had only slightly increased since the 1970s, though men are doing much more unpaid work than their fathers did. The best-educated work the most, according to their data, creating not a leisure class, but a “superordinate” (or high status) working class. But, Gershuny tells Thrive Global, the sensation of busyness may be on the wane, at least in Britain. According to his forthcoming research on the 2000 and 2015 UK time use surveys, the link between the objective evidence of busyness — how packed people’s schedules are — and how rushed they feel is getting weaker.The way we represent ourselves to each other is constantly changing, signals shift, fashions change. Bellezza, Paharia, and Keinan, the marketing researchers, say that once a status symbol becomes ubiquitous, it loses its luster, so as busy becomes normalized, it may increasingly mark you as a commoner. “Fifteen years ago, you were really on trend when you said that you were just unbelievably busy,” says Gershuny, the Oxford sociologist, while today it’s either a status claim or a way to get through small talk. But if the trends that Gershuny sees hold, busyness may be losing it chicness. By 2020, it could be borderline faux pas: “If you’re super cool, one of the things you’re saying is ‘I’m not the sort of person who says I’m always busy,” he says. It may soon be gauche, in other words, to work yourself to death.This article was written by Drake Baer and published on Thrive Global. Reprinted with permission. Also on Glassdoor:
Here’s a great overview of tagging from Beth Kanter, including a screencast. Beth focuses on how tagging and social bookmarking can be useful techniques for smaller nonprofits to easily share their information resources.She notes, The social aspect is a very important benefit. If you are skeptical, think about having 24/7 access to your co-workers, bosses or a subject matter expert’s bookmarks. Wouldn’t that be useful?
Match the open-minded moment to the right channel. Think of the opening and channel as the yin and yang of communications. Channels are the same old vehicles you always have to choose from (proposals, ads, PR, etc.) and they lack power without the yang of an opening, which increases the chance that your audience notices the message delivered. Together, the yin and the yang create a coherent, powerful whole. Think about when your donor needs you – not when you need your donor – and you’ll be on the road to choosing the best channel for reaching that person.(Source: Robin Hood Marketing) Identify open-minded moments. These are the times when your audience is most likely to want the reward you are offering and to be seeking the benefit you provide. Open-minded moments occur when audiences are thinking about an action and are able to take it. Is there a major news story or trend that a donor is under pressure to respond to – and can you position your organization as that response? Your donors shouldn’t have to look for your message. Your message should be delivered to their precise physical, mental, and emotional location. Effective strategic messages need four components: the right mood, messenger, moment, and channel. Place your message in other people’s mouths. Messengers from outside your cause may be better able to connect with your audience, and they make your promises far more credible than you do yourself. Find someone the donor respects to speak on your behalf. Choose the mood that is consistent with the unique personality of the cause, the content of the message, and the audience’s sense of self. Remember, different audiences require different messages, so the mood also must be tailored to fit each specific audience. Different types of donors may require a different tone of message.
Posted on May 1, 2011June 20, 2017By: Carolina Damásio, Young Champion of Maternal HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This blog post was contributed by Carolina Damásio, one of the fifteen Young Champions of Maternal Health chosen by Ashoka and the Maternal Health Task Force at EngenderHealth. She will be blogging about her experience every month, and you can learn more about her, the other Young Champions, and the program here.“Before I was born,I was made of LIGHT Yes! I use to play with STARS…”While I´m thinking about the future, several girls in Mali become pregnant, are rejected by their families, must leave their villages and have no idea how their future will be. And this country does not understand how this group needs support…When I decided to adapt the “Art of Birthing” into the Mali context, I decided that it would be replicated with teenagers, most who are experiencing unplanned pregnancies. But I confess I had no idea how these girls are neglected!“…I used to travel around.I played around the sunAnd lay colors on the face of the moon…”I heard a few days ago from a person who had worked in the field of maternal health in Mali for 30 years: “the concept of working with this group is something very new for the people of Mali.” In a Muslim country full of traditions, a pregnancy without a marriage results in the girl’s isolation. Without any prospects for the future, and with no support in a location that’s hard to survive, I spend my last weeks working to make sure the “innovative idea” continues.“…One day, I came by this WORLDAnd I saw.So many people strugglingAnd I said I want to bring some JUSTICE…”In Koutiala, I met a group of pregnant girls between 13 and 18 years old–most of them going through painful life experiences. The first exchange of words and glances showed suffering and abandonment. Sometimes it seemed that they did not believe that someone was willing to offer advice from a perspective other than the traditional societal viewpoint. And I started teaching health with art, enabling them to appreciate the special time of pregnancy. At the end of the first meeting they were photographing the life and and coloring their smiles…With the book almost at completion, I had a meeting with the director of the organization I work here (ASDAP) trying to get them to continue working with my ideas and with this group in rural areas. We are working on a way to organize a network of volunteers in partnership with a British organization and also to disseminate the methodology in a midwife training course, time when people are more open to new ideas.After the inspiration from the meeting in Ghana with other Young Champions and all the efforts we’ve done here in Mali for a forgotten group, made me feel I´ll start a new stage, even with the program ending. Just as the end of pregnancy marks the beginning of a great and different journey, my heart is preparing to change its direction. “…Remember!Long before I was bornI was made of LIGHTAnd I use to play with the STARS…” (Coumba Toure)Share this: ShareEmailPrint To learn more, read:
Posted on September 8, 2017September 8, 2017By: Sarah Hodin, Project Coordinator II, Women and Health Initiative, Harvard T.H. Chan School of Public HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Despite achieving a 70% reduction in its national maternal mortality ratio (MMR) between 1990 and 2015, Bangladesh has had difficulty finding solutions for geographic and socioeconomic differences in maternal death rates. Demographic and Health Survey (DHS) data from 2014 revealed that the MMR among women in the richest quintile was 37% lower than the national average, while that of women in the poorest quintile was 20% higher than the national average. Similar disparities persisted across several maternal health indicators including facility-based delivery, antenatal care (ANC) utilization and skilled birth attendance.A paper recently published in PLOS One examined the impact of the Maternal and Neonatal Health Initiatives in Bangladesh (MNHIB) program—implemented by the Government of Bangladesh in partnership with the United Nations Population Fund, the United Nations Children’s Fund and the World Health Organization—on maternal health care utilization and equity in four districts of Bangladesh between 2008 and 2013.The MNHIB programThe MNHIB program was launched in 2007 with the goal of addressing maternal and neonatal mortality and morbidity in four districts of Bangladesh: Maulvibazar, Jamalpur, Narail and Thakurgaon. As part of its strategy, MNHIB enlisted the help of local non-governmental organizations to strengthen the community health system and encourage birth planning, ANC and postnatal care (PNC) utilization and facility-based delivery. Another core component was ensuring a constant supply of drugs, equipment and human resources at all facility levels.Impact on maternal health care utilization and socioeconomic disparitiesThe authors analyzed survey data from 2008 and 2013 to explore the impact of MNHIB on maternal and newborn health inequities in the four districts. They also compiled 2007 and 2011 DHS data from comparable districts that did not participate in the program to gain better insight into the potential effectiveness of MNHIB. The results of the analysis are summarized in the table below. At least 4 ANC visits21.3%32.5%19.4%28.5% PNC with skilled provider within 48 hours of delivery18.3%31.5%18.5%26.4% ShareEmailPrint To learn more, read: Facility-based care for obstetric emergency40.2%57.2%N/AN/A There was a significant increase in facility-based delivery with a skilled provider between the MNHIB and comparison districts, but not for the other maternal health indicators.Both the MNHIB and comparison districts saw significant decreases in socioeconomic disparities for attending at least four ANC visits, PNC utilization with a skilled provider and facility-based delivery, but only the MNHIB districts were able to lessen these disparities in receiving antenatal and delivery care from a skilled provider.Beyond utilizationThe results of this study suggest that the MNHIB program was effective in reducing wealth-based inequity in some maternal health indicators. However, further efforts are needed to ensure that every woman in Bangladesh has access to skilled maternal health care, regardless of her socioeconomic status. Furthermore, increases in utilization are not sufficient to improve maternal health outcomes. It is critical that women receive high quality care once they arrive at a facility for ANC, delivery or PNC. In order to reach the maternal health-related Sustainable Development Goals, countries including Bangladesh will need to focus on quality, equity and dignity.—Access key resources related to antenatal and postnatal care.Read open access papers from the MHTF-PLOS Collection, “Neglected Populations: Decreasing Inequalities & Improving Measurement in Maternal Health.”Subscribe to receive new posts from the MHTF blog in your inbox.Share this: MNHIB districtsComparison districts Facility-based delivery14.8%34.6%16.6%28.9% ANC with skilled provider53.2%61.2%54.4%48.1% Maternal health indicator2008 (n=13,206)2013 (n=7,717)2007(n=1,004)2011(n=1,346) Delivery with skilled provider19.4%39.0%19.1%24.9%
On Monday, NYC Comptroller Bill Thompson and Sara Horowitz, founder of Freelancers Union, took questions before a packed house at the Bowery Poetry Club.The event, sponsored by Freelancers Union, included a discussion between the Comptroller and Sara, and was followed by Q&A from the audience. Afterward, freelancers stuck around and mingled, and had a chance to talk to Comptroller Thompson and Sara face-to-face. Last January, Comptroller Thompson released a report on the importance of the self-employed to the City’s economy; in April, he testified before the City Council about UBT reform. It was clear last night that Mr. Thompson has an understanding of freelancers’ issues that a lot of members found compelling.
Mohammed Shami, who is part of Team India’s plans in the Test against Australia, defied BCCI’s instruction of not bowling more than 15 overs in the Ranji Trophy game against Kerala as the Bengal pacer said rolling his arm for 26 overs was his “own decision”.Considering his workload in the upcoming Test series against Australia next month, BCCI had wanted him to bowl not more than 15-17 overs.”When you are playing a match for your state, the important thing is to fulfil your responsibility,” Shami, who returned with 26-3-100-3, told reporters after the day two.”I was also feeling well and had no discomfort. The wicket was also doing well so I continued as long as I could… I decided on my own,” Shami, who is India’s highest wicket-taker in Tests this year.READ – BCCI asks Shami to bowl only few overs in Ranji Trophy ahead of Australia seriesConcerned with Shami’s fitness issues of late, the BCCI had cleared the Bengal pacer to play ongoing Ranji Trophy match against Kerala on condition that he would bowl 15-17 overs per innings.But as Bengal struggled to bundle out Kerala, Shami ended up bowling the maximum in the four-prong pace attack.In comparison, Bengal’s regular strike bowler Ashok Dinda bowled 19 overs, while youngster Ishan Porel and Mukesh Kumar bowled 18 and 14 overs respectively.Shami said it was best to bowl in a match than in practice.”It was better to bowl for your team and state rather than practising somewhere else… The more you bowl here the more it will help in Australia. It was good preparation. For me bowling in a match is the best preparation. I prefer that any day.advertisement”I was feeling well to bowl at home after a long time. All my friends were here. It was after a long time I could play with my team,” Shami added.An integral part of the Indian fast bowling unit, Shami is the leading Indian wicket taker in Tests this year with 33 wickets in nine Tests, including a five-for in the final innings of the Johannesburg Test that India won in January.The four-match Border-Gavaskar Trophy will get underway in Adelaide from December 6.”I’ve prepared well, had good training and match preparation. I’ve a practice match there. I will be ready for the Tests.”Bengal find themselves on the mat as they were 139 runs behind in the second innings with nine wickets in hand.Bengal got out for a paltry 147 in the first innings and Shami said the toss played a key role.Bengal coach Sairaj Bahutule also echoed Shami’s views on his extended spell.”He was absolutely willing to bowl so he continued. Nobody put pressure on him,” Bahutule said.(With inputs from PTI)
Gianluigi Buffon will leave Paris Saint-Germain this summer when his contract expires, it has been confirmed.The Italian goalkeeper joined the French giants last year on a free transfer from Juventus, signing a one-year contract.The 41-year-old made 25 appearances in all competitions as Thomas Tuchel’s team won Ligue 1 but were beaten in the Coupe de France final and knocked out early in the Champions League and Coupe de la Ligue. Editors’ Picks ‘There is no creativity’ – Can Solskjaer get Man Utd scoring freely again? ‘Everyone legged it on to the pitch!’ – How Foden went from Man City superfan to future superstar Emery out of jail – for now – as brilliant Pepe papers over Arsenal’s cracks What is Manchester United’s ownership situation and how would Kevin Glazer’s sale of shares affect the club? And it has now been announced that Buffon’s contract will not be extended and he has played his last game for the club.”Following joint discussions, Paris Saint-Germain and Gianluigi Buffon have agreed to not renew the legendary goalkeeper’s contract which expires on 30 June 2019,” a statement on the club’s website read.The 2006 World Cup winner revealed in an Instagram post that PSG had offered him another deal, but he knocked it back.”PSG proposed a contract renewal that I did not feel like accepting, driven by the desire to prepare myself for new experiences and new professional challenges,” he said.He also quoted famous American author Ernest Hemingway as he bid farewell to the Paris side and declared an end to his foreign adventure.”Thank you all for everything I have had the opportunity to experience in Paris,” Buffon said. “Thank you for the emotions that we have shared together.”Twelve months ago, I arrived at Paris Saint-Germain filled with enthusiasm, welcomed by the incredible warmth of the fans. It was really moving. Thank you, once again, from the bottom of my heart. I leave happy to have enjoyed this experience which has undoubtedly helped me to grow.”Today my adventure outside Italy comes to an end. I would like to thank the chairman Nasser Al-Khelaïfi, the whole club and my teammates. I wish you all the best, convinced that together you will write the pages of a wonderful story.”Ernest Hemingway wrote that there are only two places in the world where people can live happily: at home and in Paris. Today onwards, this will also apply to me: Paris, in some way, will always remain my home… Allez Paris! Thank you and good luck with everything!”
MONTEGO BAY – Minister of Science, Technology, Energy and Mining, Hon. Phillip Paulwell, is encouraging businesses in the private sector to help to create space for the Information and Communication Technologies (ICT) sector.He said that the government has made available some US$20 million for that purpose, and he would be seeking to access more money specifically for the development of space within that sector.In emphasizing the feasibility of the venture, Minister Paulwell pointed out that Jamaica is well placed as the hub of the region in terms of access to the infrastructure for providing data services, and that fact should be used effectively.Minister Paulwell was delivering the keynote address at a Business Process Industry Association of Jamaica (BPIAJ), Breakfast Forum, at the University of The West Indies, Western Jamaica campus, in Montego Bay, on June 14.“I want to say to the Telecom’s (Telecommunication Companies), when we speak about this BPO or the ICT industry; we are not talking about providing services for Jamaica. With the technology now, you can reach every single spot on this globe, so the market is not Jamaica, the market is the globe,” he stated.The Minister pointed out that the Jamaican voice market is very small, when one begins to think globally, adding that eventually, “voice will be a give-away.”“But just imagine, if we were to create two million square feet of office space, establish plug and play facilities, telecoms in place, broad- band infrastructure in place and you fill those, can you imagine the business for the Telecom’s, and two million square feet is a drop in the bucket,” he emphasized.He argued that many of the missed opportunities for the provision of space for the IT sector are still available because of Jamaica’s location and culture. He added that data services should be viewed by the telecommunications companies as their bread and butter for the future, not so much the voice market.Minster Paulwell noted that said some amount of collaboration is necessary between the companies on how to penetrate the global marketplace. “I am preaching cooperation to enable us to access these opportunities,” he stated.CONTACT: BRYAN MILLERJIS REGIONAL OFFICEMONTEGO BAY
Nova Scotia is increasing its support for the 2018 Special Olympics Canada Summer Games in Antigonish, Premier Stephen McNeil announced today, Oct. 20. Additional funding of $500,000 will benefit Special Olympians at these games, and help with the training and development of future athletes. “The Government of Nova Scotia is proud to support the games,” said Premier McNeil. “They will showcase the accomplishments of our athletes, promote inclusive communities and give the province an economic boost. “I am also pleased the funding includes a legacy piece that invests in future athletes through training and development initiatives. When we invest in our communities and our people, we are building a stronger Nova Scotia.” The funding will benefit Special Olympians with new uniforms and equipment, help with transportation and accommodation costs, and support future development of athletes, including outreach to First Nations. “We simply could not deliver this amazing event without support from the province,” said Mike Greek, president and CEO of Special Olympics Nova Scotia. “The benefits are direct to our athletes, and significant to their families and our communities.” In March, government announced a $1-million investment for seating improvements at the University’s Oland Centre which will host many of games’ events. The games are also receiving support from the university, the county and town of Antigonish, Michelin, Special Olympics Canada and the Government of Canada. The games will be held from July 31 through Aug. 4. Organizers estimate the economic impact of the games will be more than $5 million. Investment in community and cultural organizations, and promoting a more inclusive and accessible province are vital parts of the province’s culture strategy, Nova Scotia’s Culture Action Plan. The full plan is online at novascotia.ca/culture/.
REGINA – Teepees came down at an Indigenous protest camp on the grounds of the Saskatchewan legislature on Monday, and protesters say more will be brought down on Tuesday.The Saskatchewan Coalition Against Racism said in an email late Monday that teepees would be coming down throughout the day Tuesday, and there would be a round dance for supporters and campers at sunset.On Friday, a judge ordered that the Justice For Our Stolen Children Camp be dismantled after the government applied for a court-ordered eviction.The campers have been protesting racial injustice and the disproportionate number of Indigenous children in care since late February.There had been 15 teepees in the camp at one point, but that number was down to 10 by Monday morning. At least two of the teepees came down after the court order, while others were taken down for the annual Treaty 4 Gathering taking place in Fort Qu’Appelle, Sask., this week.Regina police spokeswoman Elizabeth Popowich said in an email earlier Monday that the department had been in talks with the province and protesters, and Chief Evan Bray “expects a resolution in the near future.”No deadline was specified in Justice Ysanne Wilkinson’s order to take the camp down.Protester Richelle Dubois said Monday it was “disheartening” to see the number of teepees shrink.“It shows the province’s true colours and how they feel about First Nation children and communities,” she said.Robyn Pitawanakwat, a spokeswoman for the camp, said earlier in the day that protesters were still undecided about where to go from here, and they held several meetings over the weekend to discuss their options.“We’re hopeful — hopeful that there’s still a future for our cause and there’s still a future for our children,” Dubois said.Lawyer Dan LeBlanc, who represents the protesters, wasn’t immediately available for comment. A spokesperson for the provincial government declined to comment further on the future of the camp.Pitawanakwat said spirits have been good at the camp and people have been united since the court order. She said the focus should be on the issues they’ve brought forward, rather than bylaws and permissions.— Follow @RyanBMcKenna on Twitter