Posts Tagged ‘Workplace’

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Emotional Intelligence – Why low EQ is holding you back from being successful and how to increase it.

The Ultimate Life Purpose Course – Create Your Dream Career:
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Leo’s Top 140 Self Help Books
http://www.actualized.org/books

Full Video Transcript Here:
http://www.actualized.org/articles/how-to-be-attractive

Video Summary:
IQ hasn’t been found to be a good predictor of success in life or in business. In fact higher IQ tends to be counter-intuitive to achieving such success. A better predictor of success is Emotional Intelligence or EQ (one’s emotional quotient). Although under-recognized, it plays a pervasive role in our everyday interactive life.

As social animals, humans’ emotions significantly impact our relationships, the very substance of our society. On an individual level, the ability to recognize our own emotions, to distinguish and control them, and to recognize and empathize with the emotions of others are the cornerstones of emotional intelligence. Individuals vary considerably in their abilities on these rather distinct measures, typically being stronger in one or two than in the others.

Identifying opportunities for improvement in emotional intelligence opens a pathway to improved relationships and greater success. Education to sharpen the skills involved in emotional intelligence via books, videos, and life coaching, as well as interpersonal practice offers promise for growth to every person who wants to increase their EQ and their success in business and personal relationships.
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There is diversity in the whole world that brings the richness and uniqueness to different cultures and customs. However, it is a very bad aspect when the diversity leads to disparity too. However, with the world literally changing with time to become one global entity, diversity is one factor that has come into play in all aspects of our lives and probably its effect is clearly seen in a workplace.

Diversity in a workplace is very common and it can be with the culture, religion, sect or even race. However, these can actually be utilised to form a better working environment and can productively help in making the company more creative too.

It is all about the point of view of taking or adapting to the diversity in the workplace. It is more common for people to form groups in the workplace and it is a very popular social behaviour but if these groups are based on the negative aspects of the diversity, it can be very harmful for the work environment and the social environment as well. It is therefore the company’s duty to get occasional audits and evaluations on their employees to monitor such negative influences.

The people should also be encouraged to actually tap their potential in accordance and together with their colleagues, irrespective of the diverse conditions. Then there are also people who actually take the diversity to another level and try to demean other people on its basis.

This is a very tricky situation and it is very important to deal with such situations in the right objective too. These kinds of people are actually bullies and therefore, if other people just refuse to take their orders or domineering attitude, they are usually just deflated and they can be easily dealt with.

However, in case a person has a stronger negative personality than that, it is advisable that you should not remain in their vicinity as much as possible and report to the superiors in case the behaviour is too much to take.

It is also necessary that the enterprise or the company should not encourage this kind of behaviour by favouring any particular group or sect. They should also take proper steps in case of complaints, to eradicate the problem completely. It is also ideal and quite the norm nowadays for companies to have their in house counsellors that can help the workers deal with work related stress and they can also help with situations of diversity in the workplace too.

There are some people that just close up in the face of the diversity in workplace and they just refuse to adapt to the change. This is not a healthy attitude and the employers should not just dictate such people because that might actually worsen the situation but the employees and the employers should together try to harmonise the situation in this case.

It is not easy to deal with diversity in workplace, but with time and patience it can be achieved, no matter for the employees or the employers.

Silas Reed, Writer for EmploymentCrossing, writes articles that inform and teach about different job tips and career advice.  Please visit http://www.EmploymentCrossing.com/lcjobtypelisting.php and sign up for a FREE trial today for a list of all of the many job listings we offer in various fields.

In today’s 24/7/365 globalized workplace, emotional climates are constantly being brought to the surface as we cross cultures, languages and time zones on a daily basis. Learning to effectively manage our emotions is no longer a ‘nice to have’ but a ‘need to know how’. With reference to recent research in neuroscience, Maureen Bridget Rabotin shares some proven techniques on how to better handle your emotions in challenging times. For more information, articles and podcasts, please consult her website: www.effectivegloballeadership.com or read her book – Culture Savvy working and collaborating across the globe (ASTD 2011)

P oll any group of employees—
from the
mailroom to the upper
levels of management – and
you’ll find poor workplace
communication as one of the
top organizational complaints.
For something that
we do every day, we just
don’t seem to be very good
at it. In fact, the attitude
that communication should
come naturally may be contributing
to the problem,
since workplace communication
remains one of the most
overlooked and untrained job
skills.
Although most employees
have little control over their
companies’ communication
processes, all of us contribute
to the quality of our
workplace communication
through our interactions with
our coworkers. Here are a
few tips to improve communication
in your own corner
of the workplace.
Communication Tips
For a Happier
Workplace
Just the facts, ma’am.
Many a meeting has been derailed by the one
or two participants who seem unable to limit
their input to the subject at hand. Before
speaking, envision topical bullet points and
limit your comments to them. If you find
yourself veering off course or notice others
looking at their watches as you speak, wrap it
up by briefly summarizing your main points.
Never assume that an electronic message has
been received. Digital information can be lost
in transmission or accidentally deleted by the
person receiving it. Make a habit of regularly
following up on important communications.
Give frequent updates.
It’s easy to lose perspective when working on
large-scale projects that aren’t due for completion
until months later. Schedule daily,
weekly, or monthly summaries of work in progress
in order to keep superiors, co-workers,
and subordinates up to date and aware of
changes that may affect them.
No one likes to be told no. When asked to perform
a task that may take you away from other
important work, inform the requestor of the
time or expense the task will take to accomplish,
and the effect it will have on your previously
scheduled projects. Armed with this information,
the requestor will be able to draw
his or her own conclusions about whether to
proceed, and is less likely to focus on your
perceived “unwillingness” to do the work.
Never say “no” as a first response
Limit your message list.
Nothing is more frustrating than being copied
on an e-mail chain about a topic that doesn’t
concern you. Abuse of the “copy all” function
reduces productivity, creates confusion, and
eventually causes employees to disregard important
communications because they no
longer have the time to filter relevant information
from the avalanche of information overflowing
from their in-boxes. Before hitting the
send button, mentally verify that each person
on the copy list needs access to the information
contained within.
Always follow up.
Know your audience.
© 2008 EAPtools.com E041

Clinical Social Worker with extensive workplace employee counseling and intervention experience. Former professional counselor serving many large federal and private industry employee assistance programs. Publisher of the newsletter used by the U.S. Congress for it’s employees, WorkLife Excel.

It destroys careers. It destroys lives. It has to stop.
References / resources / recommended:
Bullying statistics:
http://www.bullyonline.org/workbully/costs.htm

2010 WBI National Survey

Articles:
McLay, Leah “Workplace bullying: To mediate or not” ADR Bulletin 11(1) 2009:
http://epublications.bond.edu.au/cgi/viewcontent.cgi?article=1456&context=adr
Namie, Gary “Workplace bullying: what it is and what it is not”:

Olsen, Hadyn “Dealing with workplace bullying” Queensland Safety Forum 2006 (pdf):
http://www.wave.org.nz/images/pdf/Queensland-Paper-Dealing-With-Workplace-Bullying.pdf
Olsen, Hadyn “Mediation is not the way to deal with cases of workplace bullying”:
http://www.wave.org.nz/index.php/mediation
WAVE interview with CEO who stopped a workplace bully, 2011 (pdf):
http://www.wave.org.nz/images/pdf/Interview-with-CEO-who-stopped-a-workplace-bully.pdf

Useful websites:
Workplaces Against Violence in Employment (Excellent articles and advice):
http://www.wave.org.nz/
Workplace Bullying Institute (Help for targets and employer solutions):

Front Page


WBI YouTube channel:
http://www.youtube.com/user/BullyingInstitute
WorkplaceBullying YouTube channel:
http://www.youtube.com/user/workplacebullying
Bully Online (UK-based compendium of information and advice)
http://www.bullyonline.org/workbully/

Case studies of the effects of workplace bullying:
Neal: http://www.youtube.com/watch?v=85HKgP-dfyI
Kevin Morrissey: http://www.youtube.com/watch?v=hBeZ_khA92k

Typeface used: InstructionManual font, designed by TheraminTrees:
http://www.youtube.com/user/TheraminTrees
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The REAL STORIES and FACTS of BULLYING today

The REAL STORIES and FACTS of BULLYING today
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According to employment laws in the U.S, it is the responsibility of employers to provide workplace free of harassment, discrimination, and other forms of unfair treatment. It should be the goal of every employer to create an atmosphere of trust and fairness for each and every employee. If a person suffers discrimination on the basis of race, sexual preference, political views, or gender, he or she may be able to pursue legal action against his or her employer.

When it comes to discrimination, many people are aware of the role that racial discrimination has played in our society. Many employers are aware of the serious consequences of racial discrimination and have adopted policies to make sure that assessments and decisions are made in the fairest possible way for people of all races.

Unfortunately, many people are not aware of the fact that discrimination on the basis of gender also exists in modern workplaces. There have been countless complaints of decisions made in the workplace that are not based on the performance of the individual, but rather by the gender of the employee. In addition, some businesses and industries have been accused of unfair hiring practices by denying applicants of a certain gender positions on the workforce solely on the gender of the applicant.

It is against the law for employers to make decisions regarding the hiring, firing, promotion, and pay of employees based on their gender. Employers should be familiar with the requirements of the law and should be able to justify decisions with solid information and facts if questioned.

Persons in charge of hiring for companies, for example, should make sure to consider the quality of the applicant’s resume and previous work experience. It is not legal to discriminate against qualified applicants based on the gender of the individual, and decisions should be made based on the person’s work experience, education, and abilities.

Promotions and pay raises should be given fairly to employees based on their performance on the job. If a person is denied promotion because they are male or female, they may have grounds to pursue legal action. Employers should be aware of such concerns and should make sure to award bonuses, raises, and titles to persons who actually earn the honors given to them.

If you would like to know more about gender discrimination in the workplace, visit the website of the San Antonio employment lawyers of Melton & Kumler, LLP.

Joseph Devine

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Topics include: ethics at work, sexual harassment, customer diversity, employee diversity, careless errors, safety in the workplace, email communication, cell phone use in the office, avoiding touchy topics, valuing learning opportunities & customer service.
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Creativity in the Workplace Needs Diversity

Diverse opinions leads to great creativity in the workplace, more innovation. For free articles on creativity and humor at work, www.humoratwork.com
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There is no point in giving a company wellness newsletter to your employees unless it includes wellness newsletter articles “that work”. By this I mean the wellness newsletter articles actually give your employees–and family members who will surely read them–useful and practical information they can use right away. This is not an easy task, but I can tell you how to get started and in time become a real pro at the process.

First, I would head to your local drug store and grab five or six magazines on a variety of work, wellness, family, parenting, money, and other related topics. Sit back and lightly skim articles in these magazines. You are not going to copy articles, but you are going to cheat a little bit by look for the “story behind stories” –the undiscovered gem that other authors have recently missed..

Here is an example.

A couple days ago I was in Boston’s Logan’s Airport. I picked up and purchased “Parenting Magazine”. I was looking for article ideas. The very first think I did was to take out a pen and (with it in my mouth) read articles for their content, but always asking “why” is that true, or “what” causes that to be the case. These are the stories behind the stories.

Okay! Live example – watch how I find the wellness newsletter articles that make the article worth reading. . . .

The title of the article in Parenting magazine simple, but it discussing a poll on whether parents should volunteer at their child’s school, and indeed, whether they should be forced to do it. Whatever you think of this idea, the article that came to mind was “Seven Ways to Volunteer for Your Child’s School and Never Set Foot on Campus”. I thought I would offer seven ideas for how parents can “help” without having to take off work.

Are you getting my point? Now, tell me if wellness newsletter articles on topics like you see above won’t have a great chance of helping guilt-ridden parents who are so busy that they can’t get away from their jobs to help their kid’s school. They will certainly want to know about these ways of helping their child’s school without lifting a physical finger. Now, you will feel great know you can write wellness newsletter articles like this.

Your objective in writing wellness newsletter articles that get remembered is to improve employee wellbeing, morale, productivity, and reduce workforce behavioral risk and safety matters.

Wellness newsletter articles that work allow employees to act on the information and take it home to show others. Are you getting the hang of this? You can easily come up with wellness newsletter articles by reading journals and keeping one eye open for opportunities and ways to break your writer’s block by asking “why”, “what causes that”, and “is their anything in my personal experience that conjures up for me a question” about what I am reading.

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