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Casual Articles - Finding and Expressing Your Voice
Are you one of those people who have a fascination with power tools but no knowledge or time to use them? Do people ask to borrow a tool from you or ask if you know of someone who has a special piece? If so, you can make money off those tools just lying around.Did you know it can cost thousands of dollars to buy all the different type of power tools, and many of those tools you may only use a couple of times? Well, now just imagine having to spend anywhere from twenty dollars to easily a hundred dollars to rent one tool. Think of what it cost to buy your tool, and now divide that in half, this should be the cost of a deposit. Then take the cost of the tool and divide it by ten, this should be how much you rent it out for.So say that you have a power tool that cost 300 dollars, and divide it in half, to get $150.00 that is how much you would charge for a deposit. Then take the $300.00 and divide it by ten, you get 30 dollars this is how much you can charge for rental. You have to look around near you and see what the other guys are charging
Covey attributes much of this to the fact that so many people do not find meaning or joy in their work. The answer, he says, is to help each person find their voice. I recommend you read the book. The Eighth Habit, through research and logic, presents a convincing case that the "carrot and stick" method of management is not effective. It is not effective in our workplaces, nor is it effective at home or at school.
Another recent book,
In any type of business, one of the most important aspects is your employee morale. While this may sound like some type of HR buzzword, it is a vital piece of the puzzle. Unhappy workers produce less work. Not to mention, the quality of the work usually leaves something to be desired. Happy workers produce more quality work. This is a simple fact of the business world. Whether youre selling vacuum cleaners or doing taxes, unless you are having fun, your work will suffer. This is why it is essential to have corporate fun days in any business.What are corporate fun days? The simple answer is that they are exactly what they sound like a day where your corporation has fun. Sounds pretty easy, right? Is there a certain formula that should be followed to have a corporate fun day? Not exactly. The truth is that any number of activities should do the trick of boosting employee morale.A popular activity among many companies is a company party. These parties usually coincide with the major holidays. A perfect example of this type of activity
Recently I read The Eighth Habit, by Stephen Covey. The eighth habit is: "Find your voice and inspire others to find theirs." This book is a must read for all of you who see yourselves as leaders. Dr. Covey presents some disturbing statistics that demonstrate that most of us are not in the choir. He presents the following data collected in a survey of 23 thousand U.S. people employed in organizations.
37 % have clear understanding of what their organization is trying to achieve.
20 % are enthusiastic about the organization goals.
20 % see how their tasks match up with the goals.
50 % are happy with what they have accomplished by the end of the week.
15 % feel their organization enables them to accomplish goals.
17% see open communication in their workplace.
10 % believe people are held accountable.
20 % trust the organization they work for.
Dr. Covey puts it into perspective when he imagines if a soccer team had these scores:
Only four of the eleven players would know which goal was theirs.
Only two of the eleven would care.
Only two would know which position they play.
Nine of the players would in some way be competing against their own team.
Covey attributes much of this to the fact that so many people do not find meaning or joy in their work. The answer, he says, is to help each person find their voice. I recommend you read the book. The Eighth Habit, through research and logic, presents a convincing case that the "carrot and stick" method of management is not effective. It is not effective in our workplaces, nor is it effective at home or at school.
Another recent book,
Fire prevention can help to reduce the likelihood of a fire occurring, but not eliminate the chance of fire altogether so knowing how to fight a fire safely is essential to stop it getting out of control.But, and an important but, it is also imperative you know when to fight a fire, as some fires are beyond your control and the best course of action for your safety and others is to evacuate the area as quickly as possible.To make sure that you have the best chance of escaping a fire and possibly stopping it from getting out of control, here are some top fire fighting tips for home and work.First Things FirstWhether you are going to tackle the fire or not, call the Fire Service as it is easy to forget once you jump into action.In the UK, the phone numbers 999, 911 (USA) and 112 (Europe) are all programmed to send you to the emergency services.Fight Or Don't Fight?If a fire has broken out, you need to decide fairly quickly if you are capable of fighting it or not. If the fire is small and looks to be contained the
Recently I read The Eighth Habit, by Stephen Covey. The eighth habit is: "Find your voice and inspire others to find theirs." This book is a must read for all of you who see yourselves as leaders. Dr. Covey presents some disturbing statistics that demonstrate that most of us are not in the choir. He presents the following data collected in a survey of 23 thousand U.S. people employed in organizations.
37 % have clear understanding of what their organization is trying to achieve.
20 % are enthusiastic about the organization goals.
20 % see how their tasks match up with the goals.
50 % are happy with what they have accomplished by the end of the week.
15 % feel their organization enables them to accomplish goals.
17% see open communication in their workplace.
10 % believe people are held accountable.
20 % trust the organization they work for.
Dr. Covey puts it into perspective when he imagines if a soccer team had these scores:
Only four of the eleven players would know which goal was theirs.
Only two of the eleven would care.
Only two would know which position they play.
Nine of the players would in some way be competing against their own team.
Covey attributes much of this to the fact that so many people do not find meaning or joy in their work. The answer, he says, is to help each person find their voice. I recommend you read the book. The Eighth Habit, through research and logic, presents a convincing case that the "carrot and stick" method of management is not effective. It is not effective in our workplaces, nor is it effective at home or at school.
Another recent book,
Making the transition from college student to full-time member of the workforce can be a difficult time for many graduates. Many graduates will accept responsibilities for their own lives and their own financial support for the very first time. A surprising number of graduates are advised of the challenges of finding a good job in the current job market. Many graduates are advised to simply apply for and accept any job that comes to their attention. Unfortunately, far too many new graduates are guided by this advice and settle for jobs in which they are undervalued and under-challenged.But, you don't have to settle. You can find a challenging job in which you will be valued and in which you can thrive. We offer the following top tips to new grads as they enter the job market.1. Know your skills, abilities and strengths. This applies to both "hard" skills, and to those "soft" skills that make people good with other people.2. Know what you want to do and focus on jobs that will allow you to do what you love. Remember that smart org
37 % have clear understanding of what their organization is trying to achieve.
20 % are enthusiastic about the organization goals.
20 % see how their tasks match up with the goals.
50 % are happy with what they have accomplished by the end of the week.
15 % feel their organization enables them to accomplish goals.
17% see open communication in their workplace.
10 % believe people are held accountable.
20 % trust the organization they work for.
Dr. Covey puts it into perspective when he imagines if a soccer team had these scores:
Only four of the eleven players would know which goal was theirs.
Only two of the eleven would care.
Only two would know which position they play.
Nine of the players would in some way be competing against their own team.
Covey attributes much of this to the fact that so many people do not find meaning or joy in their work. The answer, he says, is to help each person find their voice. I recommend you read the book. The Eighth Habit, through research and logic, presents a convincing case that the "carrot and stick" method of management is not effective. It is not effective in our workplaces, nor is it effective at home or at school.
Another recent book,
Hiring the expertise of a vested business broker is a good strategy, especially when doing business. If you are thinking of buying or selling your business, the foremost thought on your mind is, of course, how you will be able to optimize your sale or purchase. Getting the services of a reliable and knowledgeable vested business broker can make a huge difference.Vested business brokers act as the middlemen between buyers and sellers. They may have ready resources, such as a long list of clientele who are ready to make purchases or people who are itching to sell businesses or properties. Vested business brokers may also be in contact with a wider network that, in turn, can put you in touch with more possible buyers and sellers.Aside from these perks, the services of vested business brokers usually include some form of promotion, like advertisements and publicity, which can speed up the sale or purchase of your item.Business deals, such as the buying and selling of a business or property, usually includes a fair amount of paper work and can
17% see open communication in their workplace.
10 % believe people are held accountable.
20 % trust the organization they work for.
Dr. Covey puts it into perspective when he imagines if a soccer team had these scores:
Only four of the eleven players would know which goal was theirs.
Only two of the eleven would care.
Only two would know which position they play.
Nine of the players would in some way be competing against their own team.
Covey attributes much of this to the fact that so many people do not find meaning or joy in their work. The answer, he says, is to help each person find their voice. I recommend you read the book. The Eighth Habit, through research and logic, presents a convincing case that the "carrot and stick" method of management is not effective. It is not effective in our workplaces, nor is it effective at home or at school.
Another recent book,
When looking for a press brake, or brake press, you need to know what type of press you are looking for. Press brakes come in all sizes and with many different options. You can buy a brake press that is hydraulic, mechanical, air clutch, air trip, and of course CNC or computer numerical controled.You need to first know your Capacity, which is rated by tonnage. Then you need to know the legnth and distance between housings. The distance between housings is usually smaller than the capacity of the machine. If you are looking to bend 10' and need to go past the gap, you will need a 12' brake.As for the clutch, Hydraulic clutch is the safest, and most expensive. They are generally slower and have more of a precise bend.Air clutch machine work in the same way except they use air to activeat the clutch. The difference is that you have to complete the rotation once activated. This makes it more dangerous, but faster.Air Trip, is a cheaper, sometimes aftermarket clutch system that can be added to a standard mechanical brake press.d in some way be competing against their own team.
Covey attributes much of this to the fact that so many people do not find meaning or joy in their work. The answer, he says, is to help each person find their voice. I recommend you read the book. The Eighth Habit, through research and logic, presents a convincing case that the "carrot and stick" method of management is not effective. It is not effective in our workplaces, nor is it effective at home or at school.
Another recent book, Unconditional Parenting, by Alfie Kohn, cites numerous research studies that authoritarian and punitive parenting is ineffective. The results of highly controlling parenting are children who are either overly compliant, or overly defiant. It seems that whether we are dealing with children or adults, the use of rewards and punishments creates more problems than it solves. The problem is that controlling people doesn't really teach them. Controlling others doesn't bring forth their best selves. It doesn't help them find their voice. As a result people are not internally motivated.
As I listen to people in various organizations, and as I read the literature from various fields, this is what I find:
People don't feel respected.
People don't feel valued.
People don't feel listened to.
Many people feel directionless and powerless.
Many people are focused on external factors such as punishments, rewards, grades, approval, disapproval, criticism, profits, and social recognition rather than internal factors such as personal responsibility, compassion for others, the desire to contribute and serve, and finding/expressing one's voice.
The thought occurs, "Somebody should do something." But who is somebody? Who will lead us? I suggest that it is you. Yes, you the reader of this article, are the leader we have been waiting for. Yes, CEO's, presidents, Executive Directors, and managers need to change, but we are all responsible. We are all responsible for looking within ourselves and finding meaning, finding our voice. It's time to eliminate the excuses, to stop blaming management; to stop blaming your parents; to stop blaming the government and ask the big question: "What can I do?" Whatever the situation is, we need to accept that it is what it is, and now we need to figure out what we can do about it. Blaming managers, blaming employees, and blaming circumstances are a waste of valuable energy and serve as excuses for not taking responsibility.
Y
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