Three Teams Named Grand-Prize Winners at ASME Innovation Showc...

Three kollektivs Named Grand-Prize Winners at ASME Innovation Showc... Three Teams Named Grand-Prize Winners at ASME Innovation Showc... Three Teams Named Grand-Prize Winners at ASME Innovation Showcase (ISHOW) in IndiaPaul Scott (left), director of ASMEs Engineering for Global Development department, presents the ISHOW grand prize trophy to Sanskriti Dawle and Saif Shaikh of Team Annie.The inventors of a device for learning Braille, a medical screening monitor for diabetes patients, and a wearable device that records and relays infant diagnostic information were selected as the grand-prize winning entries at the 2018 ASME Innovation Showcase (ISHOW) in India earlier this month. Eight kollektivs of socially conscious inventors and entrepreneurs participated in the event, which took place April 5 at Le Mridien Bangalore in Bangalore, India.The three winning teams at ISHOW India will share $500,000 in cash and in-kind prizes with the winners of ISHOW Kenya and ISHOW USA, which will tak e place in May and June, respectively. The winners were chosen by a panel of experts from the social engineering space based on criteria that included knowledge of the customer or user hardware validation and development manufacturing optimization and the teams strategy for implementation. (Left to right) Ram Mohan and Vinayak Nandalike of Team Sparsh accept the 3D-printed grand prize trophy from Madhukar Sharma and Paul Scott of ASME.Sanskriti Dawle and Saif Shaikh of Thinkerbell Labs were recognized as one of the events winning teams for creating Annie, a low-cost, audio-tactile device that enables the visually impaired to teach themselves Braille. The apparatus, which can also be used by an instructor to teach Braille in a classroom, features a refreshable braille display, a digital braille slate, and nine-key, Perkins-style braille keyboard.Vinayak Nandalike and Ram Mohan of Yostra Labs were also honored with the competitions grand prize for their entry, Sparsh, a multi-parameter, portable and inexpensive hand-held medical tool that enables medical care providers in developing communities to examine diabetic patients for symptoms of peripheral neuropathy permanent nerve damage to the foot that is often caused by the disease. (Left to right) Balaji Teegala and Manisha Laroia of Team Brn Health accept the ISHOW trophy from 2016 ISHOW India winner, Ratul Narain of BEMPU.The third winning team at ISHOW India, Balaji Teegala and Manisha Laroia of Brn Health, were recognized for developing an affordable wearable device that aims to diminish the high neonatal mortality rate in India. The teams prototype, Brn CG, collects and records fetal medical data and transmits that information to physicians, thereby allowing for more timely treatment for patients in remote locations.The extraordinary inventions put forward by Annie by Thinkerbell Labs, Brn CG and Sparsh will make it possible for doctors and teachers to do more to help their pat ients and students, respectively, live better, more fulfilling lives, noted Charla K. Wise, president of ASME. Their display of creativity and ingenuity, and that of their peers, fully embodies the spirit of the ISHOW and exemplifies the potential of tomorrows engineering problem-solvers and social entrepreneurs. Sanskriti Dawle of Team Annie describes her teams entry during her presentation at the ASME ISHOW in India. Their invention, Annie, is an affordable, device for teaching Braille to the visually impaired.The eight finalists at ISHOW India were judged and advised by a panel that included Satish Gokhale of Design Directions, Ritu Verma of Ankur Capital, Deepak Raj K of Osteo3d, Ratul Narain of Bempu Health, Sandhya Kedlaya of Henkel, Arun Venkatesan of the Villgro Innovation Foundation, Guruprasad Rao from Imaginarium India, and Vivas Kumar of Tesla Motors.Another group of eight teams will face off at the next event, ISHOW Kenya, to be held in Nairobi, Kenya, on May 10. Finalists for ISHOW USA, which will take place in Washington, D.C., on June 21, have yet to be selected. For more information on ISHOW India, a complete list of the ISHOW India finalists, and details on ISHOW Kenya and ISHOW USA, visit the competitions website at https//thisishardware.org.

Study Sleeping in on the weekend can add years to your life

Study Sleeping in on the weekend can add years to your lifeStudy Sleeping in on the weekend can add years to your lifeGood news if you were able to slip in some extra Zs this Memorial Day Weekend A new, 13-year study of sleep habits finds that sleeping in on the weekend can add years to your life.The new study, published this week in the Journal of Sleep Research, focused on the impact of weekend sleep versus weekday sleep. It followed 43,000 people over the course of 13 years.The Swedish research team, led byTorbjrn kerstedt, found - in short - that long weekend sleep may compensate for short weekday sleep.Study Weekend sleep can make up for short sleep during the weekThe study found that for people 65 and under, weekend sleep could make up for deficits of sleep accrued during the week.Individuals in the study who slept for fewer than 5 hours per night during the week faced a 52% higher mortality rate however, those who could get an extra two hours of sleep on the weekends lived j ust as long as those who consistently slept 7 hours a night during the week.Looking for an inspiring way to start your day? Sign up forMorning MotivationIts our friendly Facebook robot that will send you a quick note every weekday morning to help you start strong. Sign up here by clicking Get StartedSadly, getting 9 hours of sleep or more on weekend morning conferred no additional benefit - at least not one observed in this study. (It still probably felt pretty good.)Previous studies have shown similar resultsThis study follows previous research, including another sleep study that found that weekend sleep can compensate for missed weekday sleep.At the time, that studys lead author, the same Torbjrn kersted, said that you could put the findings of his study into practice.It seems like you actually can compensate by catching up on sleep during weekends, kerstedttoldgeschftliches miteinander Insider.This is in effect an argument for lazing around all weekend. There probably is an uppe r limit, but its anyway better to increase sleep hours on the weekend rather than not doing it at all.

Tips for Interviewing in a Public Place

Tips for Interviewing in a Public PlaceTips for Interviewing in a Public PlaceEmployers sometimes schedule job interviews in a public distributions-mix such as a coffee shop, restaurant, or outdoor arcade. It could be because they are hiring for a field position, they dont have a local office, or out of conveniencebecause they are en routesomewhere. It might also be the most practical option if they dont want their current employees to know that theyre hiring a new staff member. How to Prepare Confirm the exact location, including the cross streets or ecksto. Theres a Starbucks on nearly every street in New York City, and the same holds true for many other national and international chains.For example, confirm that youre meeting at the XYZ diner onthe South Eastcorner of Main Street and 10th Avenue. Make sure you get the interviewers cell phone number so you can call or text them in case youre delayed. Alsobe sure to ask how you will recognize the person youre meeting with and le t them know what you look like, or what youll be wearing. Dress professionally, even if you are meeting at a fast food restaurant. You might feel out of place in a suit and tie or dress and heels but you should always err on the side of being too dressed up as opposed to looking like youre going to the movies or your local gym. Prepare just as you would for an office interview. Research the company, have responses ready for typical interview questions,and have a list of questions to ask the interviewer. Bring a portfolio and pad and pen so you can take notenzeichens. Or, if youre more comfortable using a mobile device, bring your laptop. Also, bring a few copies of your resume and references, if you have them. Focus on the Interview and Interviewer It may be noisy in a public place due to distractions such as noisy customers, piped in music, and waitstaff coming and going. Try to focus on the interviewer as best you can. Keep the interview focused, as well, by staying on topic. Even if you order alight snack to go with your coffee or tea, dont think about the food, think about what you need to say to make a good impression. Another common distraction is one that you might bring upon yourself, your cell phone. A ringing cell phone or pinging text message will distract you as well as the interviewer. Be sure to put your phone on mute before you sit down to the interview Watch Your Manners Be careful what you order from the menu. If youre having a meal choose something simple and easy to eat, and never order the most expensive item on the menu. Avoid messy food like spaghetti or hard-to-eat food like a hot panini made with crusty bread. Dont order anything to go (even a cup of coffee) and put it on the interviewers tab, even if the interviewer orders something togo.Dont tend to your hygiene at the table. Excuse yourself and retire to the mensroom or ladies room to pick your teeth, brush your hair, or freshen your makeup. Following Up Make sure you fo llow-up with a thank you note(just like you would have if you interviewed for the position in a corporate office), and check on the status of your candidacy by phone or email.

The Top Reasons to Become a Vetetrinarian

The Top Reasons to Become a VetetrinarianThe Top Reasons to Become a VetetrinarianVeterinary medicine is one of the most popular and rewarding career options for animal lovers, so if you love animals, there are many reasons to pursue a career as a veterinarian. Help Animals One of the greatest benefits of a career in veterinary medicine is the option to promote the health and welfare of your patients. You also have the ability to relieve the suffering of animals that have experienced traumatic injuries or chronic illnesses. Even routine spay and neuter surgeries help the animals in your community by reducing pet overpopulation. Interesting Work No two days are alike for a veterinarian. You will get to examine different types of animals, see a variety of injuries and conditions, and utilize many diagnostic tools to determine the best plan of action. You never know what will come through the clinic door on any given day. Good Salary Veterinary medicine is certainly one of t he animal careers that can offer an excellent salary, though you do have to take into consideration all the educational costs of obtaining that coveted DVM degree. Veterinarians earn a median salary of $89,000 as of early 2019, with a salary range between $50,000 and $200,000 per year. Those with additional specialty training or board certifications can earn even higher salaries. Community Interaction Vets get to meet many members of the community by virtue of seeing their animals for appointments and emergencies. They also have the chance to educate and advise owners about a variety of important health issues such as spay/neuter programs and proper nutrition for their animals. Problem-Solving Some detective work has to be done to evaluate each case, and a key trait of a veterinarian is that they enjoy this challenge. The animal obviously cant explain what is bothering them, so youll have to figure things out based on the physical exam, lab tests, and owner comments. Prof essional Independence While you may start out working for an established clinic, you have the option of starting your own practice, perhaps even a mobile practice, which greatly reduces startup costs. You can also become a partner in the established clinic if they are looking to expand or if other vets are planning to retire. Most vets have a degree of flexibility in their schedules, particularly as they become more established. Lifetime Learning Veterinarians never stop learning new things. Continuing education hours are required to renew your license to practice medicine, and most vets would want to learn new techniques and innovations even if there was no official requirement. The industry constantly evolves, and it is important to keep up with the latest developments so you can provide the best possible care to your clients. Vets can also pursue board certification in a ?specialty areas, which requires a great deal of additional training and hands-on experience. Career O ptions You can use your veterinary hintergrund to transition into a variety of roles with other organizations, such as veterinary pharmaceutical sales companies, feed companies, wildlife agencies, laboratories, academic institutions, or the military. Corporate vets, in particular, tend to earn top dollar and work normal business hours. You dont have to limit yourself to a traditional private practice seeing patients each day. Professional Community Veterinarians have the opportunity to lead a team of animal lovers including veterinary technicians, kennel attendants, and office staff. It makes a difference when all the employees at an office enjoy what they do for a living, and in this line of work, people tend to be truly committed to helping animals. Animal Dream Job Veterinary medicine is by far the most popular dream job for animal lovers, and many kids start mentioning their interest in this career path at a very young age. If you have the drive, the grades, and the des ire to work with animals, this may be the perfect job for you.

Horse Farm Manager Career Profile and Outlook

Horse Farm Manager Career Profile and OutlookHorse Farm Manager Career Profile and OutlookHorse farm managers bear the ultimate responsibility for managing all aspects of equine care, supervising farm employees, and overseeing the maintenance of the facility. Duties Horse farm managers are responsible for overseeing various farm employees such as barn managers, broodmare or stallion managers, grooms, and office staff on a daily basis. They may be assisted in these supervisory duties by an assistant farm manager- a position that usually only exists in larger scale operations. Farm managers on small operations tend to have more direct contact with the horses. Managers of large commercial operations often have to spend a significant amount of time dealing with administrative and financial duties and thus have a limited amount of direct interaction with horses. Horse farm managers interact regularly with equine professionals such as riding instructors, racehorse trainers, feed and fo rage suppliers, farriers, equine veterinarians, and other tafelgeschirr providers. They make decisions regarding which suppliers they will do business with and what veterinary hospitals they will choose to consult. They advise the farm owner on what horses to sell or purchase, evaluate the development of foals, monitor the progression of horses in training, and oversee the management of the operations finances. Farm managers also usually oversee the maintenance of the entire farm including fencing and barn repair, replacement of equipment, tractor and vehicle servicing, and budgeting for all maintenance costs. Career Options Horse farm managers can work in a variety of environments including breeding farms, show horse farms, riding stables, training centers, and veterinary hospitals. A particularly large market for horse farm managers revolves around the thoroughbred horse industry where many racing, breeding, and training operations require management services. Education and Training Farm managers frequently have a college degree, though this is not always required by potential employers. The equine industry has always placed a significant value on experience, so if a candidate has worked their way up through the ranks (and gained significant experience) they may be able to secure a management position with just a high school diploma. Useful education for a horse farm manager would include pursuing a B.S. degree in a field such as Equine Science, Animal Science, or Equine Business Management. Computer skills are becoming increasingly important for managers in the equine industry, as most record keeping and bookkeeping systems are computer or internet-based. Farm managers usually do a great deal of communication via email with vendors and service professionals. Experience Is Key Most horse farm managers work their way up in the ladder through the time-honored tradition of paying their dues. They may start out in a lower level position such as a gro om, earn a promotion to barn foreman or barn manager and then advance to assistant farm manager. If taking this course, they ultimately qualify for full-farm manager responsibilities. It is possible to skip some steps by earning a degree in the field, but a college graduate rarely advances directly to a farm manager position. Horse farm managers must be well-versed in all business conducted at their facility. For example, the farm manager of a Kentucky thoroughbred breeding farm would be expected to have extensive experience evaluating pedigrees, planning breedings, acquiring stallion seasons, evaluating conformation, interacting with major sales companies, and other specialized tasks. Salary The salary for horse farm managers can vary widely based on such factors as the particular area of the industry (i.e., racing, breeding, or showing), the managers education and experience in the field, and where the farm is located. The Bureau of Labor Statistics (BLS) reports that the medi an wage for farmers, ranchers, and other agricultural managers is $80,320 (or an hourly rate of $ 38.62). The lowest 10 percent earned less than$35,360annually while the highest 10 percent earned$135,900 annually. Managers of major commercial horse operations can earn salaries well in excess of $100,000 per year. Equine management positions often carry additional benefits and perks such as a free house on the farm, use of a farm vehicle, free boarding for the managers own horse, paid vacation, and health insurance. Career Outlook While the BLS predicts that the number of opportunities for all farmers, ranchers, and other agricultural managers will show a very slight decline (2 percent) through 2024, it does not separate out horse farm managers from its general statistics. The equine industry should continue to have farm manager opportunities available to qualified candidates with the right combination of education and experience.

Data Analysis Resume - What Is It?

Data Analysis Resume - What Is It? Understanding Data Analysis Resume Staring at and analyzing numerical information all day isnt for everybody, and hiring managers will be on the lookout for someone that may deal with the job. The term has turned into a modern buzzword that effectively piques the interest of several executives and hiring managers. Make certain that you have a minumum of one example for a time you demonstrated every one of the top five skills listed here. Make certain that you have a minumum of one case of a time you demonstrated every one of the top five skills listed here. Explain why you would like to work for that particular business. Assembling information in a timely manner is significant to your manager since it means the organizations time is being utilized well. When you have well over 10 decades of data analytics experience, start with your latest job. If you wished to employ someone to control your company, you would want them to have analytical skills. The comprehensive data will help your prospective employer to have a good comprehension of your worth. Its a multi-faceted process which involves several steps, approaches, and diverse practices. Obtaining additional certifications will present your resume a boost in the view of possible employers, so be certain which you are continuing your education and keeping up with new developments Conducted research utilizing focus groups on 3 unique products and increased sales by 11% as a result of findings. A Career Objective is valuable if youre applying to a certain position and ready to tailor your objective particularly for that function. Analytical skills are the ability to assemble information, visualize and solve complex along with simple difficulties with the information available. They are useful in many ways. Developing analytical skills wont just offer you a leg up at work they can help you become a better problem solver in many unique regions of your life. Wha t You Need to Do About Data Analysis Resume Before You Miss Your Chance Data analysis is just the ability to locate and detect patterns in a volume of information. Data analytics is a subcomponent of information analysis that entails the use of technical instruments and data analysis procedures. Data analysis comes in many forms, so see where it is possible to detect your very own inner analyst on the job in your daily life It is the process of examining, transforming, and arranging raw data in a specific way to generate useful information from it. For instance, Data Science Central lists these top 27 data science keywords you might reference whether it is logical to achieve that. Data scientists work in a range of industries, which range from tech to medicine to government agencies. Communication Data scientists not only need to analyze data, but they also need to explain that data to others. A data scientist is a wide term that may refer to a range of kinds of careers. Text ual data spell checkers can be utilized to reduce the quantity of mistyped words, but its more difficult to tell if the words themselves are correct. Secondly, you have to make connections between data which may appear unrelated. Polish your data science resume and cover letter utilizing these tips so that you stick out from the competition. The caliber of the data ought to be checked as early as possible. The option of analyses to estimate the data quality during the initial data analysis phase is dependent on the analyses that will be zustrom in the primary analysis phase. All are varieties of information analysis. The approach you take to data analysis is dependent largely on the sort of data available for analysis and the intention behind the analysis. There are several kinds of data cleaning that depend on the sort of data like phone numbers, email addresses, employers etc.. Keep reading to learn the huge data a hiring manager would like to see. Most hiring managers wish to observe a cover letter with your data scientist resume. Used computer programs to manage data. New Questions About Data Analysis Resume Start by choosing which sections you would like to include. Writing your resume, naturally Writing a resume can be an intimidating task, especially in the event you dont know the best places to begin. Mock interviews are recommend since they have a tendency to lower the tension and nervousness related to interviews. To learn more on what it requires to be a Data Analyst, have a look at our complete Data Analyst Job Description. It will begin with your educational particulars. For inspiration, take a look at the next Data Analyst resume sample This data analyst CV example is a superb place to begin to learn to format your document and which type of information to include.

Inside the Mind of the Millennial

Inside the Mind of the Millennial Theres a disconnect between millennials and older generations in todays workforce. Millennials want to do things in ways that Generation X and the baby boomers may not agree with, and that often causes friction. Many companies are so focused on the what of the matter that they may be missing out on the why. Older executives often find it easy to dismiss the millennial generation as lazy or unmotivated, but that simply isnt the case.Millennials grew up in the age of the internet for as long as they can remember, theyve been able to talk to anyone from anywhere at any time. They keep their professional email accounts connected to their personal cellphones, and they perform one-off work tasks at all hours. They want to wear comfortable clothes to work, and they want to work at least some of the time from home.Many millennials got participation trophies in their soccer leagues just for trying their best theyve learned fro m an early age that rankingsdont matter much.Thats why the office hierarchy means less to them, as does the prospect of climbing the corporate ladder. They want environments where ideas and effort rule mora than people do.These ideas that millennials hold about work arent bad theyre just different from the traditional notionsthat boomers are so used to.While the two generations might view the workplace in different ways, learning to reconcilethe two ideologies with one another will bring benefits toany employer that supports the effort.Millennials are starting their careers at a time when digital and cultural shifts have created a blending of work and life, says Sherry Dixon, senior vice president at employment agency Adecco Staffing USA.Nine-to-five schedules are becoming a thing of the past, while smartphones and cloud-based platforms are holding workers accountable for to-do lists, deadlines, and hot requests at all hours of the day. Many millennials are willing to stay connecte d and responsive outside of the eight-hour work day, but they may also expect employers to be more lenient when they need to work from home or take an afternoon off at the last minute. As long as young people have established trust, accountability, and consistent communication with their managers, this new dynamic can work in both the employees and employers favor.Meeting of the MindsIf boomers and millennials have limited interaction, theyll never find out how much they can learn from each other. Companies that encourage employees to close the generational gap will reapsome serious rewardsPrograms that foster idea-sharing are often used as a tactic to strengthen workplace culture, but they are also great ways for businesses to absorb technical know-how from millennial workers, Dixon says. Companies can also implement reverse mentoring programs, where executives spend time with less-tenured employees to hear their fresh perspectives.Besides reverse mentoring, businesses can implemen t additional programs that encourage employees to teach one another across generational lines.Companies can leverage young workers by conducting quarterly lunch and learns, Dixon says. During these sessions, an office orders in lunch and dedicates the hour to an employee or gruppe who will share best practices or introduce new topics. These not only generate positive morale, but can also tap into millennial expertise.Millennial WanderlustWhen you have top millennial talent on your roster, you want them to hang on to their jobs the way baby boomers did in days of yore. But thats easier said than done. Millennials arent just known for changing jobs they also like to change locations.People are not getting married and settling down as young as they used to, allowing them to pick up and move more easily, Dixon says.Adeccos recentWay to Worksurvey found that 53 percent of people between the ages of 18 and 24 expect to move to 2-3 cities throughout their careers.On top of that, millennia ls have grown up in the age of startups and many seem to possess a more entrepreneurial spirit, which may be contributing to their desire to experience different career opportunities and new geographies especially in places like Los Angeles and New York that are home to notable fast-growing and forward-thinking companies, Dixon says. Millennials consider the opportunity for growth a top concern at the start of their career journey.In the Way to Work survey, 36 percent of young people said growth welches a top priority in their job hunt.It makes sense that millennials would be driven to seek out new work environments in order to keep expanding their skill sets and advancing in their careers, Dixon adds.While that fact may make any effort to get millennials to stay at one company seem futile, the truth is that millennials are interested in staying at companies where they feel engaged and appreciated.No matter the industry, companies must provide transparent and consistent feedback to millennials in order to keep them engaged, Dixon says. They need to know how their particular responsibilities are contributing to the bottom line and that they are adding value to the organization. Any doubt that they are making a difference, and they will look for other options to ensure they are investing their time where it counts. And this doesnt mean that millennials only want positive feedback in their pursuit to advance, they are looking for ways to improve their performance.Most importantly, businesses must remember that they dont have the upper hand in the current job market. In todays economy, candidates and employees can always seek other opportunities.Companies are recruiting in a job seekers market right now, so competitive compensation packages are a must, Dixon explains. But salary isnt the end of the conversation. Once an employer gets millennial talent in the door, a winning workplace culture is necessary in order to get them to stay put. Some non-compensation ben efits companies are looking at as a way to vamp up culture include off-site team-building days, free snacks in the kitchen, work from home days, and modern meeting rooms with fun furniture, like bean bags.

Change Management Stages

Change Management StagesChange Management StagesChange is a complex process. You must consider many issues when approaching an opportunity to change. The need forchange managementskills is a constant in the quickly changing world of organizations. The following six-stage model of change will assist you to understand change and to make changes in your work unit, department, or company effectively. The model also helps you understand the role of the change agent, the person or group that is taking primary responsibility for the accomplishment of the desired changes. An organization must complete each of the steps in the model for changes to effectively transpire. However, completion of the steps may occur in a somewhat different order than appears here. In some situations, the boundaries between the stages are unclear. What Affects Change Management? Organizational characteristics such as the level of employee involvement and empowerment affect how changes proceed. Units that desir e and/or have experience with a greater degree of people involvement can bring people willingly into the change process at an earlier stage. Characteristics of the changes such as size and scope, also affect the change process. Large changes require mora planning. Changes that involve a total organization will require more planningand the involvement of more people than making changes in a single department. Changes that have widespread support are easier to implement. Changes that employees view as a gain rather than as a loss are also easier to implement. When you take the right steps, involve the appropriate people, and tend to the potential impacts of change, resistance to change is reduced. These change management steps will help your organization make necessary and desired changes. Lets start with a favorite quote about change Change is hard because people overestimate the value of what they have- and underestimate the value of what they may gain by giving it up. Belasco Sta yer Make sense? Fit your experience? Now, on with the change management stages. Change Management Stages These change management stages will assist you to approach change in your organization in a systematic manner that will help you effectively implement the change. Stage 1 Initiation In this stage, one or more people in the organization realize the need for change. There is a nagging feeling that something is not right. This awareness can come from many sources, both inside and outside of the organization. It can also occur at any level in the organization. The people who are most familiar with the work often have the most accurate perceptions about the need for change. Organization members may experience the need to change by viewing other organizations, benchmarking, or bringing in new senior leaders with experience in other organizations. In large organizations, sometimes changes are imposed from outside of the immediate work unit. And, any size company may need to change b ecause of changing customer needs. Stage 2 Investigation In this stage, people in the organization begin to investigate options for change. They begin to create a vision or picture of what the organization could look like after the changes. They should also determine, at this stage, the readiness of the organization to change. Stage 3 Intention In this stage, the change agents in the organization decide upon the course of change. They create the vision of where the organization should be and could be in the future. Planning and definition of major strategies occur during this stage of the change process. Recognition that change always requires a change in the organizations culture is important. Stage 4 Introduction In this stage, the organization begins the changes. The organization must have goals for the change and strategies for reaching those goals. This is the stage where personal reactions are more likely to occur. Leaders must begin the change by changing. Leaders and other c hange agents must establish clear expectations for changes. Involve as many of the employees in the organization as possible in initiating and implementing the change plan. Stage 5 Implementation In this stage, the change is managed and moves forward. Recognize that all will not go perfectly. Change always takes longer than anticipated. Change activities are ignored as employees tackle their day-to-day responsibilities. Maintain constancy of purpose. The organizational systems must be redesigned to support the change. Provide recognition and rewards (positive consequences) for people who exhibit the changed behaviors. Fire people who dont participate in and support the changes sooner rather than allowing them to remain and poison your progress. One Vice President at a client company said that his biggest mistake when he was trying to transform his workplace was to allow non-supportive managers to stay 18 months. He should have fired them much sooner was his conclusion. Stage 6 integ ralrechnung In this stage, the changes become the norm and are fully adopted. This may not happen for 18 months after changes are initiated. A total organization can take 2-8 years. When the changes have been successfully integrated into your organization, a new employee would not realize that the organization had changed. Follow these stages to implement changes, even organizational transformation, to ensure that the changes you want to implement are successfully integrated into the fabric of your organization.

Snubbing the U.S. for zeros and gyros

Snubbing the U.S. for zeros and gyrosSnubbing the U.S. for zeros and gyrosPro sports superagent Lon Babby has carved out a reliable niche in our Williams Connolly profiles for his diplomatic efforts to keep such talent as Tim Duncan and Chris Young grinning over their green (though were positive Babby doesnt want his cash cows in this predicament). Babbys latest move, though, has NBA GMs trembling over something far more ominous than a blustery holdout threat Budding Atlanta Hawks wingman (and Oscar Gamble progeny) Josh Childress became the first legitimate NBA player to bolt for Europe after Greeces Olympiakos CFP threw $20 million and three years at him, with housing, transportation and an annual opt-out vorkaufsrecht tossed in for good measure. Babby and fellow WC partner Jim Tanner reportedly looked Across the Pond when Atlanta wouldnt sweeten its initial offer of a tad less than $6 million per year. Childress can now prepare for his kings welcome as the centerpiece of one of Gr eeces premier teams, while the Hawks are left wondering how they let their former sixth man pull a reverse Beckhamand if this is indicative of things to come. More perspective on the deals potential ramifications here (published pre-signing). -posted by ben

Overview of the Army Fraternization Policy

Overview of the Army Fraternization PolicyOverview of the Army Fraternization PolicyThe Army- and all branches of the military- maintain specific rules about fraternizing. The policy has been updated in throughout the years to reflect and better define acceptable and unacceptable relationships. The goal is elend to discourage soldiers from having any interpersonal relationships, or to prevent team-building among units, but to avoid unfair treatment and the appearance of unfair treatment between an officer or NCO and his subordinates. Part of the challenge of writing and understanding the Armys policy is that fraternizing is sometimes used to mean an inappropriate or prohibited relationship when all three are different. Relationships to Avoid in the Army Essentially the rules seek to prevent inappropriate relationships between higher-ranking personnel and their subordinates. Relationships of the same and opposite genders are prohibited if they fall into any of the following catego ries Compromise, or appear to compromise, the integrity of supervisory authority or the chain of commandCause actual or perceived partiality or unfairnessInvolve, or appear to involve, the improper use of rank or stelle for personal gainAre, or are perceived to be, exploitative or coercive in natureCreate an actual or clearly predictable adverse impact on discipline, authority, morale or the ability of the command to accomplish its mission Such relationships dont have to be sexual in nature to be prohibited. For instance, if an officer is spending more time with one of his subordinates than others, the appearance of favoritism could certainly arise. And an officer who spends time with subordinates in social settings, or who calls subordinates by their first names, for example, may bring his authority or fairness into question. Other Prohibited Relationships in the Army Some relationships between certain categories of soldiers, such as non-commissioned officers and enlisted perso nnel, are also prohibited under the Armys fraternization policy. These can include ongoing business relationships dating or shared living accommodations (other than those necessary to Army operations) and sexual relationships and gambling, where one soldier may end up owing another money. Such relationships were not specifically covered under the Army policy until recently but were considered unwritten rules. Business Among Troops And there are some situations where the above rules dont apply. For instance, the business relationships clause doesnt apply to a landlord-tenant relationship, and one-time transactions like the sale of a car from one soldier to another are allowed. But the borrowing or lending of money and ongoing business relationships are not allowed among soldiers and NCOs. Soldiers who are married prior to joining the military are exempted from the anti-fraternization policy as well. Also, any relationship between permanent party training personnel and soldiers no t required by the training mission is prohibited. Army recruiters are also prohibited from having personal relationships with potential recruits. Consequences of Violating Fraternization Policies Commanders who discover violations of fraternization policy must choose the appropriate punishment. It may include counseling, reprimand, an order to cease, reassignment for one or both of the soldiers involved, administrative action or adverse action. More serious consequences could includenonjudicial punishment, separation, barring reenlistment, denial of a promotion, demotion, and even a court-martial. The best course of action for any Army personnel whos unsure of the specifics of the fraternization policy is to ask. Ideally, a soldier would consult a superior officer or a member of the staff judge advocate legal assistance team before engaging in a relationship that might be against the rules.