Sunday, 31 October 2010

Bioinformatics Careers

By John Edwards

Jobs Vacancy, Employment, Employment Jobs

"Bioinformatics is a science that brings together biology, computer science, and information technology to study crucial knowledge gaps in the life sciences," explains Reinhard Laubenbacher, a mathematics professor and deputy director of education and outreach at Virginia Tech's Virginia Bioinformatics Institute in Blacksburg, Virginia. Only a decade or so ago, bioinformatics was a relatively new discipline. Today, bioinformatics specialists are an integral part of the life sciences landscape, making key contributions to bioengineering and biomedical research in both the academic and private sectors.

In general terms, bioinformatics describes any use of computers to handle biological information. "What almost all bioinformatics has in common is the processing of large amounts of biologically-derived information, whether DNA sequences or breast X-rays," says Vincent Grasso, an adjunct professor of chemistry and chemical biology at the Stevens Institute of Technology in Hoboken, New Jersey. "The bioinformatics-enabled protein biomarker discovery, for example, will enable the development of safer and more effective drugs, targeted therapies, and molecular diagnostics."

Exciting Times

According to a 2008 study by London based research firm Business Insights, the bioinformatics market will grow at a compound annual growth rate (CAGR) of 23%, reaching $4.5 billion by 2011 (compared with $1.6 billion in 2006).

Jean Peccoud, an assistant molecular biology and bioinformatics professor at the Virginia Bioinformatics Institute, says that despite the terrible global economy, this is an exciting time to launch a bioinformatics career. "Biology is moving at such a pace that promising new research areas and disciplines continue to form and be shaped," Peccoud says.

Synthetic biology, an attempt to adapt engineering methods to the development of biological systems meeting user-defined specifications, is one of many bioinformatics disciplines showing signifi cant promise. "Gene synthesis makes it possible to fabricate any genome we can dream of," Peccoud says. "This is just one example of some of the more recent opportunities for students and researchers looking to work across different disciplines."

Laubenbacher notes that the demand for bioinformatics experts is currently strong and will continue growing. "The needs for a quantitative approach to biology are burgeoning, which means a signifi cant increase in opportunities for students and researchers with the right training," he says. "To take one example, new technologies for genome analysis, such as next-generation highthroughput sequencing methods, are creating ever-new challenges for the bioinformatics research community due to the large amounts of high quality biological data that can be produced rapidly." He adds that along with continuing rapid advances in biological and medical technology, there will be continued demand for bioinformaticians, especially those with strong training and experience in biology.

Planning a Career

The first step in planning a bioinformatics career is earning the necessary academic credentials. "Bioinformatics is offered as a graduate degree," says Attiula Attygalle, a research professor of chemistry at Stevens. "If you want to go in that direction you should have a good background in statistics and mathematics and some basic knowledge of biology and chemistry," Attygalle suggests.

"Bioinformatics is a science that brings together biology, computer science, and information technology to study crucial knowledge gaps in the life sciences," explains Reinhard Laubenbacher, a mathematics professor and deputy director of education and outreach at Virginia Tech's Virginia Bioinformatics Institute in Blacksburg, Virginia.

A solid mix of elective courses in computer science, as well as advanced topics in biology, chemistry, and statistics are also required in order to obtain an advanced degree, such as an M.S. or Ph.D. "As the discipline of bioinformatics becomes more technically orientated, those profi cient within the realm of computer science have the best chance to excel," Gallo says.

"Over the past several years, many universities have launched full degree programs in bioinformatics," says Linda Kirsch, owner of Kirsch Executive Search, a consulting and career coaching company located in San Carlos, California. "These programs offer a strong mix of computer science and molecular biology," she says. "There are also a number of certificate programs that prepare students in many of the methods used by bioinformatics [employers]," Kirsch adds.

Graduates with bioninformatics degrees, or who have received certifi cation in the fi eld, can expect to find employment in a variety of different health-related areas. Attygale notes that employment opportunities are available in the pharmaceutical industry and, to a lesser extent, in agriculture. "One can also...find employment in hospitals to analyze data on how people should be treated, or to gather statistical data," Attygalle says.

Laubenbacher notes that grads interested in teaching and basic research can also find a niche in bioinformatics. "Job opportunities range from positions at academic research institutions to medical schools and the biotechnology and pharmaceutical industries," he says.

Future Directions

Tech grads planning a bioinformatics career need to be aware of potential competition that's now approaching the field from the scientific and medical communities. "Many selftaught bioinformatics experts are biophysicists—scientists that became computer experts or computer scientists that became interested in biology," says Kirsch. She notes that these individuals are "an interesting breed," spanning the gap separating computer science and biological research. "They live between the fields in a space of their own," she says.

Bioinformatics is a demanding and rapidly evolving market that requires its participants to stay on top of a never-ending string of complex new developments. "Probably the most important trend in modern biology is the increasing availability of high-throughput (HT) data," Gallo says. The earliest forms of HT were genome sequences and, to a lesser degree, protein sequences. Now, however, many different forms of biological HT data are available via automated or semi-automated experimental systems. "This data includes gene expression data, protein expression, metabolomics, mass spec data, imaging of all sorts, protein structures, and the results of mutagenesis and screening experiments conducted in parallel," Gallo says. To gain biological meaning from an increasing quantity of diverse data will require legions of new bioinformatics experts. Ultimately, bioinformatics requires all who enter the field to expect the unexpected and to ride an information wave that promises to benefit the entire world. "There are many directions we can go with these [bioinformatics] techniques," says Kirsch. "We will sequence more genomes faster then ever before, generating more data than ever imagined and at prices that will become affordable enough to be considered on a personalized medical basis.


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Misemployment

by Roger Herman and Joyce Gioia

Jobs Vacancy, Employment, Employment Jobs

Most unemployed are out of work for reasons beyond their control, though some do choose to refrain from working for certain periods of time. They may be in school, trying something on their own, or just want a break from working. We have indicated our expectation that a large proportion of people who are unemployed will soon have jobs again.

Those who do have jobs are described as being "employed." Definitions for this word are universally accepted.

Another word is creeping into our vocabulary. Misemployment. The term is not even listed in many dictionaries. Where we do find the word, the definition for "misemploy" is shown as wrong or mistaken employment. Use of this term is creeping into the lexicon of descriptors in the employment market.

We suggest that to be misemployed is to be working, but in a job or career that really does not fit for you. Research suggests more than half, perhaps as many as 80-percent, of workers are in jobs for which their personality and interests really aren't well-matched. People are in those jobs because someone offered them an opportunity, or they believed it was a stepping-stone to the kind of job they really want. In some cases, workers are stuck in these jobs because they do not know how to escape . . . or where to go if they "could" get out of the uncomfortable job.

Over the years, a great number of people have slipped into misemployment because they did not know how to find the right kind of job or employment opportunity for them, yet they needed a job. It was not until the late 1990s that workers began to realize they had choices. Just about the time we would have expected them to begin learning more about themselves, evaluating job opportunities, and making significant life changes, the economy slowed down and the atrocities of September 11 altered employment thinking. As economies expand again, we forecast that more people will seek jobs that are more consistent with their personal preferences. Misemployment will drop as people assert themselves to control their own careers.


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The Leader’s Longing

By Richard Barrett

Jobs Vacancy, Employment, Employment Jobs

I don’t care who you are. Or, what you do. When I walk into your organization I want to feel your passion. I want to see your courage I want to experience your spirit I want to know that you care about creativity.

I don’t care who you are. Or, what you do. When I walk into your organization I want to feel your caring. I want to see your love I want to experience your compassion I want to know that you are working for the common good.

I don’t care who you are. Or, what you do. When I walk into your organization I want to feel your openness. I want to see your trust I want to experience your honesty I want to know that you will always speak the truth.

I don’t care who you are. Or, what you do. When I walk into your organization I want to feel your commitment. I want to see your engagement I want to experience your hope I want to know that you will do what is necessary to get the job done.

I don’t care who you are. Or, what you do. When I walk into your organization I want to feel your authenticity. I want to see your tears I want to experience your joy I want to know that you will never hide who you are.

I don’t care who you are. Or, what you do. When I walk into your organization I want to feel your yearning. I want to see your searching I want to experience your longing I want to know that you will never stop learning.

I don’t care who you are. Or, what you do. When I walk into your organization I want to experience you.


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Friday, 29 October 2010

Running Successful Meetings

by WFC Resources

Jobs Vacancy, Employment, Employment Jobs

We're all trying to make meetings more productive, less boring, more creative, etc., and the Wall Street Journal (3-6-06) had an article that suggested some creative techniques. We thought they were worth repeating (although some are a little far out).

For instance, at Ruckus Wireless, a Silicon Valley start-up, employees remove the chairs from some meetings so participants get the point faster.

Mattel built a meeting room to resemble a tree house, complete with a large artificial tree sprouting through the floor. The design, they say, helps employees think unconventionally. (A picture shows a shaky rope ladder and a tire swing hanging from the balcony - they are a toy-maker after all.)

Intel requires all new hires to take a four-hour class in "Effective Meetings," featuring role-playing, quizzes and a 25-page handbook covering topics that range from agenda-writing to roles that should be filled at every meeting. A few of their tips: Don't mix up routine "housekeeping" meetings with those that aim to solve a specific problem. Avoid "rat holes" or off-track discussions; and always pre-publish agendas.

At Triumph Japan, the president convenes a speed-meeting every morning at 8:30 a.m. and does not circulate the agenda – the meeting lasts no longer than one hour and whizzes through about 40 topics, each in two minutes or less. Attendance is required for top managers, and if the president asks a question that no one can answer on the spot he gives them a deadline – usually the next day. (The article doesn't say what happens in the case of failure, but the company has posted 19 straight years of rising revenue and profits).

A sidebar offers these tips:

• Figure out the purpose of your meeting beforehand; make sure all the people in attendance have a reason to be there and know what the reason is;
• Have an agenda (despite Triumph Japan's success) and let attendees know what it is ahead of time;
• Don't let discussions get sidetracked;
• Set a time limit and stick to it.


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Can Toy Pets Ever Replace Real Ones?

Author: Reese Downing

Job Vacancy, Indonesia Job, Job Indonesia, Job,Career


Kids love having all sorts of pets, but sometimes that are some circumstances that do not allow them to have real live pets. The answer is simple: toy pets! As a matter of fact, some adults even think that toy pets are better than the real thing, because they are cheaper and safer! If you think that toy pets are dull, then think again, because in this day and age these pets have been made to be more interactive and more fun! There are now toy pets of all kinds, such as toy pet hamsters, toy pet monkeys, and even birds that are actually toys! These pets are all made differently, but one thing remains the same: their manufacturers have developed them in a way that allows the kids and their friends to interact with the pets more than ever before.
For example, one of the reasons that kids just absolutely love toy hamsters like the advanced models currently available is because they have a superior artificial intelligence that they can talk and move accordingly to their habitat. They don't just walk around and bump into things as though they are just mindless machines. They can sniff around objects, and they have personalities. They can be silly or funny, or even truly unpredictable! You also have such great choices when it comes to these toy pet hamsters, such as differences in color, size and personality!
Another example of a truly amazing kind of toy pet is a new toy monkey.This is an amazing interactive monkey that has many interactions available. It can sit quietly on your shoulder as you walk by on the street, but it can also talk to your friends as they come nearer to you. It comes with a remote that allows the owner to control how he interacts with the people, and it comes with ten different interactions that kids can choose from! There is no sidekick that is better than this kind of fun product, so is it really such a big surprise that kids are absolutely dying to have them for their birthdays and Christmas?
So if you need to buy the perfect present for the birthday of your kid, or if you need good ideas for Christmastime, then look no further than the wide array of toy pets that are available for you to choose from, be it replica hamsters, monkeys, dogs, even dinosaurs!

Senior Tsunami: a Workforce of Old People

by WFC Resources

Jobs Vacancy, Employment, Employment Jobs

Here's a multiple choice question for you. How does your company feel about its older workers? Are you actively recruiting them? Getting rid of the ones you have? Trying to hang on to them while you pass their knowledge on?

Your answer probably depends on your industry and most certainly on whether or not your company is experiencing the pain of current or predicted skills shortages. But there’s no doubt about one thing. There will be more older workers than ever before and you may want to make a decision about that fairly soon.

In three years, 40 million people – 13% of the nearly 303 million U.S. citizens − will be over 65. In 2000 that number was 35 million and in 1990 it was 31.2 million. Many of those folks will want to work, at least part-time, because they prefer to stay active. And many will want to postpone retirement out of fear that they won’t be able to survive on Social Security. They may want to keep on working for much longer than you'd expect (in 2006, about 6-1/2% of Americans 75 or older worked, says the U.S. Department of Labor.) The Census Bureau says that beginning in just four years we can expect a “senior tsunami.”

The Brookings Institution says that about 19% of men 65 and older are currently working. And the BLS predicts that by 2012, more than 29% of men 65-74, almost 20% of women and more than 8% of men over 75 years old will be in the labor force.

For now, much of the hiring of older workers is coming from industries at risk for mass retirements − health care-related organizations, energy and electric utilities, oil companies, aerospace and defense contractors. But some of it is coming from manufacturers, colleges, financial services and insurance companies, and even consultants.

So here’s the question: what could (or should) your organization be doing about older workers?

AARP has found and honored 50 companies that are taking steps related to workers over 50. Some are working to bring older workers into their workforce and retain them. Many of the steps have to do with making retirement more attractive. Here are a few of them, and some of the steps they’re taking:

SC Johnson is one company that’s enriching life for their retirees. Their recreation and fitness facility is available to help them and their families to stay fit and connected. SC Johnson employees become honorary members of the fitness center as they retire and no longer have to pay dues, and their Retiree Activity Program sponsors a variety of activities. Many of the companies honored by AARP this year offer jobs to their retirees; this company offers temporary work, consulting/contract work, telecommuting and part-time work. And for current employees 50 and older, they allow them to make ‘catch-up’ contributions to their 401(k).

Mercy Health System also offers numerous flexible work options, including a “Weekender Program” that assigns work only on weekends, a “Traveler Option” (work short term assignments from six to 13 weeks), a “Nursing Float Option” (nurses are guaranteed benefits while floating departments), a “Registry Pool Option” (work 48-96 hrs/month with benefits), a variety of shift options, telecommuting and a “Work-To-Retire Program” (work reduced hours – seasonally). Mercy’s Senior Connection, a free program for those over 50, provides health insurance, financial counseling and a free prescription discount card, and sponsors senior activities like brown bag lunches and trips. They’re working to recruit seniors, attend job and product fairs that target them and work with area partner agencies to identify experienced candidates.

Busch Entertainment, the producer of SeaWorld/Busch Gardens, has teams of individuals 55 and over in each of their parks; their job is to provide quality employment and job satisfaction to the 55+ population. Called the Busch’s ‘Legends Ambassadors,’ they’re selected annually to help new seniors learn the ropes. They meet each month, offer suggestions, concerns, and ideas to Human Resources, and participate in training, job fairs and other recruiting efforts focused on older workers. The company also uses senior placement agencies to target mature workers and retirees for employment.

Volkswagen of America's 'Flexible Spending Accounts for Dependent Elder Care' program provides mature employees with the option to allocate $5,000 in pre-tax earnings to dependent elder care needs. Retirees with less than 20 years of service receive $500 upon retirement while those with 20 or more years of service receive $750. The company uses a nationwide resume data base of individuals who have been laid off from employers as a source for recruiting mature workers.

The over-50 population at Massachusetts Institute of Technology makes up 36% of its 11,000-person workforce. Employees can phase into retirement by going part-time in their current roles, or can apply for part-time positions as they become available.

First Horizon National Corporation offers special counseling to help pre-retirees begin the planning process. They use senior placement agencies to recruit mature workers and have a “phase-out” program that allows full-time employees with a year of service to move to a reduced prime-time schedule (20-32 hrs/week) and still receive all full-time benefits.

Stanley Consultants has had both formal and informal mentoring programs in place for more than forty years, allowing mature mentors to pass on their knowledge. A regularly held retirement training workshop is open to members 55+ and spouses, giving them a chance to hear from trained retirement counselors. Health benefits for retiree's pre-65 and 65+ include individual as well as spouse medical and drug coverage, vision and dental insurance, EAP services, individual life insurance or other death benefit coverage. Retirees 65+ also receive retiree and spouse life insurance or other death benefit coverage. New hires are eligible for all of the above benefits upon retirement.

Brevard Public Schools uses retired school principals and retired educator organizations as recruiters to help hire new teachers, and 40% of the school system’s employees are age 50+. The average tenure of employees age 50+ is 23 years.

Principal Financial Group offers retirees temporary work assignments, consulting/contract work, telecommuting and part-time work as well as the option to return to full-time work, and partners with Manpower on a program that allows retirees to work in a temporary position at the company while still receiving pension benefits. Principal also works with AARP on that organization’s project to match older workers returning to the job market or looking for career changes with companies looking for experienced hands.

Adecco recently re-launched their Renaissance program to recruit mature workers for temporary positions.

The Aerospace Corporation rehires retirees (the program is called Retiree Casual) on an as-needed basis and the retirees are allowed to work up to 999 hours a year. Currently there are 500 in this program; 250 may participate at any one time. Fifty-one percent of the company's employees are age 50+.

We found these tips for 50+ workers from AARP’s Deborah Russell in a CareerBuilder column by Kate Lorenz, and thought it might be helpful for companies to look them over and see what older workers are supposed to be looking for:

1. Examine the company's recruitment practices.
Russell says you can learn a lot about a company by how and where it recruits employees, as well as what its recruitment materials look like. Is the company recruiting at a variety of job fairs? Is it open to applications from all workers? Does it have a formal program to offer positions to retired workers? Can you see a variety of ages represented in company brochures and other branded materials?

2. Ask about advancement opportunities and training.
AARP found that many of the best companies for older workers have special programs in place to provide employees with advanced and ongoing training, help employees move positions within the company and offer career counseling. These programs help older workers keep important skills up-to-date. Some companies even offer online courses for employees, which enable older workers to take courses at their own pace.

3. Research the company's benefits.
While you might not be able to find out everything about a company's benefits in the early interview process, you can research the company's Web site and other materials to find out what benefits it offers. Many of the companies on the AARP's list have benefits that are particularly attractive to older workers, such as allowing 401(k) "catch-up" contributions and time off to care for dependents beyond what is required by law. Some also offer phased retirement programs, and several hospitals on the list offer healthcare services either at a discount or at no cost to employees covered under company health plans.

4. Examine the overall company image.
Take a look at all company collateral and its Web site. What is the image the company is portraying? Also, look around the company when you are interviewing. Do you see other older workers? Ask about the company's mission and goals. Russell says it is important to determine if the company "values its workforce, or just its bottom line."

AARP says many companies still have a long way to go when it comes to attracting and retaining older workers. But ,"many companies," they say, "are increasingly focusing on this segment of the American workforce, offering older workers more flexible work options and helping them better balance work and life."

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How Toy Computers Can Help With Learning

Author: Reese Downing

Job Vacancy, Indonesia Job, Job Indonesia, Job

Are you looking for effective educational toys for your child? As a mother, it is natural that you would want only the best for your child, which is why the best option is to utilize toy computers for learning. These high technology toys are specially designed to cater to the learning needs of your child and at the same time provide them with wholesome fun and enjoyment.
What are toy computers for?
Just like regular computers, these toy computers for learning are designed to be innovative and at the same time helpful in aiding in your child's intellectual development. These toys are equipped with learning essentials like nursery rhymes and educational games that really work to increase the learning capacity of the child. It is also interactive and it makes your child's playtime more exciting and fun. And because it uses high technology, it trains the child early on to become computer proficient.
The toy computers for learning come in many variations. Aside from the laptop toy computers, some new models now utilize the touch learning system. This new feature simulates the touch screen technology of the new computers nowadays. Some were made like miniature game pieces to be played conveniently anytime, anywhere. There are also toys that simulate the technology of cameras to allow them to hone your child's artistic skills.
How are they beneficial?
There are many researchers that can support the importance of interactive toys for the development of the children. Such studies show that when a child is exposed to educational toys at an early age, the chances of him or her being competent in school is more likely. This means that with toy computers for learning, your child is sure to become very proficient by the time he or she starts schooling.
Apart from that, these toy computers also help challenge your child's thinking, especially with the games that are programmed with it. As a result, your child will not only maximize his intellectual capacity but also broaden his imagination as well.
Last is, of course, the fun that your child will have while playing with the toys. He can learn while he takes pleasure in these toy computers for learning. It can also be a great way for him to discover things as you and your child bond while playing. And even when you're not around, he or she can still discover new things just by playing with the toys. These will definitely provide your child with a holistic learning while at home.

Ten Tips for Negotiating Workplace Conflicts

from Jeffrey Krivis

Jobs Vacancy, Employment, Employment Jobs

1. Let people tell their story. Allowing people to speak their minds may increase the level of conflict, but that’s okay, says Krivis, because feeling heard can dramatically change an angry person’s outlook. And in the process, new information may surface that allows a solution to naturally emerge.

2. If someone refuses to budge, take the spotlight off them. When there is one hardliner refusing to budge during a multiparty conflict, suggests Krivis, just begin “settling around” them and work with the other parties. The holdout quickly sees the value of compromise when his or her perceived power is neutralized.

3. When someone seems “locked up,” dig for the emotion behind the stone face. Krivis recommends asking, “What is it you really want to achieve here?” Tapping into the person’s repressed emotion may provide the key to a solution.

4. When people are “picking flyspecks out of pepper,” come in with a reality check. It’s the mediator’s role to bring people back to reality by “wrenching their attention away from the grain of sand and having them focus on the whole beach.”

5. Identify the true impediment. In every conflict, says Krivis, ask yourself, “What is the true motivating factor here? What is really keeping this person from agreeing to a solution?”

6. Learn to “read minds.” Krivis suggests paying attention to body language and emotional tone as well as a person’s words. If you give people an opportunity, he says, most people involved in a dispute will gladly talk about themselves, which gives you a chance to ask more questions and gain more information about their perspective. That helps you anticipate how they might react, and manage the negotiation accordingly.

7. Think creatively about ways people can cooperate rather than clash. Spend your time building up the relationship, Krivis suggests, rather than just divvying up the matter in dispute.

8. “Edit the script” to help people see their situation in a different light. Retell their story in positive, forward-looking terms, says Krivis, and you can “give them the words to see their options in a new light.”

9. Avoid the “winner’s curse” by carefully pacing negotiation. When a solution seems too easy, people may experience second thoughts about whether they could have cut a better deal. Don’t rush to a conclusion even when you know you can wrap things up quickly, says Krivis. Keep the negotiation proceeding normally, for a reasonable amount of time, before the inevitable settlement.

10. Finally, realize that not every conflict can be solved. “Not every negotiation is going to have a win-win outcome. Not everyone can live together in harmony. ... There are times you just have to accept that both parties are going to leave the table equally unhappy.” When that happens, Krivis recommends, “Isolate the participants if possible and just move on.”

Improvisational negotiation, says Krivis, is “kind of like jazz. ... The chords you use depend on the chords you hear from the other participants, and vice versa. It’s a conversation. It’s organic. There are no limits on what can come out of mediation, and that’s what makes it such a powerful skill.”


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Successful Employee Surveys

by WFC Resources

Jobs Vacancy, Employment, Employment Jobs

The August 2006 issue of Human Resource Executive had a wonderful article about employee surveys. It made the point that if they're done right, their impact can be significant. But if they don't produce action, that impact could be a negative one and you're better off not doing them. When we design a survey for an employer, we make sure the questions aren't what we call "so what" questions – questions that produce answers you can't do anything about. Experts here agree that the answers should be able to produce action.

Here are a few more tips from this article, and from our own 20-year experience.

• Michael Hinshaw, Mcorp, suggests you begin by asking why you need a survey, what you hope to learn and how that will affect the way your organization operates.

• Mark Royal, Hay Group, says "the survey must be positioned as something to help managers accomplish things already on their plate." Give them a chance to have input into its design.

• Sherry Whiteley, Intuit, says their surveys are followed up with chats to get more information in important areas. Then they implement initiatives based on employee feedback.

• Barbara Brannon, Playmore Corp., suggests re-asking the same questions three or four times over the year and charting improvements or decreases, then tracking the activities that drove the responses up or down.

• Kurt Twining, Freescale Semiconductor, suggests tracking information using multiple filters, such as location, function and specific demographics. That's a way to identify which units are excelling in which areas, so others can tap them for guidance as they work to improve their own performance in those areas.

We suggest making the survey the third step in a four-step information-gathering process. Begin with senior management interviews and make them mutually educational; your number one priority will be to find out what's keeping them up at night so you can work on finding ways to alleviate their pain and link your final recommendations to what they tell you.

But you can also take advantage of the one-on-one opportunity to 1) let them know what competitors are doing in the way of creating a more supportive and flexible culture, 2) tell them what you're hoping to do, and 3) find out what they need to know in order to be convinced.

Next, interview top HR staff to find out what policies and programs they may be concerned about, what they know is working and what they suspect is not, what they may be thinking about adding, and would like feedback about.

Use the information you've gathered to help in the survey design. That will be number 3 in the 4-step process. And to get ready for the 4th step, we sometimes let employees know on the survey that we'll be conducting focus groups and are open to volunteers.
The last step in the organization information-gathering is focus groups. Make them representational, including groups from all locations and from all levels, supervisory as well as entry-level.

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Parenting a Dyslexic - Five Tips From a Busy Mom

Author: Camille Booth

Job Vacancy, Indonesia Job, Job Indonesia, Job, Careers

I have two dyslexic teens. Actually, I have three but one is in college now...so parenting her has changed to phone calls and "send money". However, the two who are at home are both a joy and a challenge. They have so many wonderful attributes but sometimes I still want to pull my hair out when giving directions or when I come across another mess where one of them got all creative and then ran out of steam on the project. But, I also remember what it felt like before I knew much about dyslexia. I remember the struggles that I had trying to understand my children's behaviors. So, the following are five tips that have helped me raise my wonderful kids. Many look at us and can't believe how close we are...it's all because I learned from my kids to not sweat the small stuff and to be real.
Tips from a BUSY Mom
1) When you give your child directions, make eye contact. Yes...you will have to get out of your chair after a rough day. No, you can't holler from the kitchen. It's very important that your dyslexic child see your expression while they hear your words. As dyslexia is an auditory processing disorder, your child may have major difficulties processing what you've actually said if they can't see you. Also, make your child repeat the directions back. I still do this with my 18 year old. She has gotten very used to it and knows that it helps her to remember. I often review directions several times. If you are asking your child to do something new, expect to repeat the directions at LEAST three times and it will all go better if you show them what you expect the first time.
2) Be patient. loving and clear. Your child DOES NOT mean to not understand. When things happen in your household that have to do with your child(ren) "not listening", begin with patience, love and clarity. Of course, if they are being obviously defiant, then they need consequences. But, if you look at their face and they look genuinely confused about what you've repeated ("Son, I asked you to take the trash out to the curb.") Then, they probably did not process what you've asked properly. I often give time frames, like, "It is 3:00. At 3:05, I expect you to take the trash from the kitchen outside to the curb because the garbage man will be here in the morning." Notice I also made sure to paint a full picture of my expectation. Dyslexics think in pictures, paint a clear word picture for them.
3) Use humor. My kids are funny. They make me laugh every day and I appreciate that. However, they also make me laugh at inappropriate times...like when I'm trying to provide consequences for misbehavior! Still, I've found that using humor and laughing about the challenges helps us all to make it work. In our house, we have "Dyslexic moments." Those moments are acknowledged and accepted. We crack up rather than becoming frustrated. When my kids do something backwards like putting the pitcher of juice under the sink and the dish soap in the refrigerator, it's way funny. I used to get frustrated and angry simply because it seemed to take so much time to figure out how to explain things to my kids, but really words are over rated...laughter will get the loving message across much better. Laughing together when things are a challenge says, "I love you no matter what!"
4) Support organization but don't freak out about lapses. My kids are a bit of a mess, as are many dyslexics. We've tried many organizational strategies...some help some don't. I've learned to go with my kids' style. My daughter loves written calendars, she is great about writing down appointments and assignments. My son prefers to have open tubs in his room where he can see his "stuff". The best we can do is label tubs and make sure the stuff doesn't get mixed. There are certain things I insist on. For example, our living room MUST be cleaned and my kids are not allowed to trickle their mess into the common area. Their rooms can be "organized" how they want but the common spaces are organized by Mom...no exceptions. In order to do this, I had to establish strict structures to make this happen. I also have to do deep breathing exercising whenever I notice the structures have been ignored. Parenting dyslexics take flexibility.
5) Respect what your kids are feeling in the evening and on weekends. Now, this seems obvious...but it's not. I used to try to do the conventional things like enforce a homework hour, do play dates, and read for the big "at least 20 minutes a night". Then, I realized my kids needed me to be their advocate. They needed me to look at them and really SEE the dark circles under their eyes from being so worn out from trying to keep up in classes. The needed me to understand how deflated the balloon of their self-esteem was from not ever being number one (or even number 10) in their classes at school. They needed me to know that they didn't want to look at one more darned word of text. They just needed to be hugged, to be regarded as the coolest kid on the planet, and to do something they were good at with Mom or Dad. My daughter loves to cook. My son likes to play video games with Dad.
Once I really woke up, my kids got better and better...more and more confident. I'm an educator. I know what the rules are. I know what I "should" be doing to make sure my kids are successful in school... but guess what? That formula doesn't work very well for a dyslexic. So I wrote our formula based on MY kids...I highly recommend it.

The 7 Hidden Reasons Employees Leave

by WFC Resources

Jobs Vacancy, Employment, Employment Jobs

A wonderful new book by HR consultant Leigh Branham - "The 7 Hidden Reasons Employees Leave" - has taken an in-depth look at the subject, based on interviews with no less than 19,000 departing and current employees. While 90% of managers believe "employees leave and stay mostly for the money," that's far from the truth, says Branham. The real reasons: issues with job, manager, culture or work environment. Here's a little more about each, digested from a summary in the May 2005 issue of HR Magazine:

-The job or workplace "was not as expected." Managers misrepresent pay offers, hours aren't as promised, training or promotions don't come through. In other words, expectations aren't met. To narrow expectations, allow team members to interview candidates and let them sample job experiences, perhaps through computer-based simulations.

-There's a mismatch between the person and the job. Employees may not know their own strengths or what work fits them; managers may be in a hurry to hire and willing to take any warm body. The result can be employees who are bored and stressed.

-There's not enough feedback or coaching. Again, it's a manager issue and the symptoms are inattentiveness, irregular or non-existent feedback and criticism instead of praise. He suggests buddy or mentor programs and holding managers accountable for feedback.

-There are too few growth and advancement opportunities. There may be barriers between departments, training focused only on current positions, and lack of help to define career goals. Online self-assessments, career management tools and workshops can help. Information on career paths and job requirements should be readily available and the internal job posting system should be efficient and fair. Employers should show a preference for hiring from within.

-Employees feel "devalued and unrecognized." Managers should be aware that problems may arise if good employees are overdue for pay increases or are paid the same as poor performers, or if new recruits make more than experienced workers in similar jobs.

-Employees suffer "stress from overwork and work-life imbalance." Look for those who consistently work late, work through lunch, work sick, take work home, don't take vacations, are always rushing to meet deadlines or have recently experienced a family or personal crisis. The philosophy that top-flight places to work have in common: "Give first, get second."

-There's a loss of trust in top leaders. Many workers see those at the top as greedy, isolated and unconcerned about workers. In the post-Enron era, keeping worker trust in executives is vital.


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Designer Baby Clothes To Wrap Your Baby Fashionably

Author: Michael Hermansen

Job Vacancy, Indonesia Job, Job Indonesia, Job, Careers


The arrival of a new born is the most welcome idea for parents. As parents you usually think of your baby and try to give him or her very best. Once you have a baby your shopping spree begins and you do get busy buying beautiful clothes for your little one.
There are different kinds of designer labels available online as well as in leading children's boutiques. Some of the leading designer baby clothing brands are Jottum clothes, Eliane et Lena kids Clothes, Cakewalk winter clothing, Catimini clothing, Oilily baby clothes, etc. So forget about basic stripes for boys and head-to-toe pink for girls, because today's kids want something much cooler. And, fashionable parents across America are shunning traditional kids' duds and reaching for stylish and edgy clothes for their kids. Hot and stylish brands are in demand.
If you are looking for the best design that fits to your baby, you may visit some children's boutique that sells professional designer brands like Jottum clothes, Eliane et Lena kids Clothes, Cakewalk winter clothing, Catimini clothing, Oilily baby clothes exclusively.
One of the greatest options is to buy branded baby clothes. Though they are expensive you will never regret of buying them because they are worthy in the form of quality and style. Another option is to search from the internet. Varieties of unique designer baby clothes like Jottum clothes, Eliane et Lena kids Clothes, Cakewalk winter clothing, Catimini clothing, Oilily baby clothes are available that suits both your baby's style and your budget. You can choose the size, color etc. as well as purchase online. Most online children's boutique deliver your goodies within 3-4 working days at your door step. You can even avail discounts from the most popular children's brand. Even though a bit expensive, the clothes are really worthwhile for your little bundle of love.
It's normal to see children's clothing everywhere and individuals tend to take them for granted. Nevertheless, if you have to get baby clothes as a present, there are several things you'll want to consider to guarantee that it will always be correct for the child.
The very first matter to think about will be the kind of clothes to buy. There are numerous forms of clothing for infants that deciding on one may be confusing. To narrow down your choice, discover the particulars about the infant in question. Things such as gender, size and age can help you select the right clothes.
The particular season will additionally make a difference. It would not do to buy her a summer time outfit when it has already started snowing. If you are planning to give something special to a would-be mom, recognize when she is actually due. Figuring out such things beforehand will help you prevent wasting your time and cash along with the embarrassment that may result from a mistake.

Why Kids Love Toy Pets

Author: Reese Downing

Job Vacancy, Indonesia Job, Job Indonesia, Job



Having a pet is a big part of every child's formative years, but unfortunately not everyone is able to have pets, but that can all change with the existence of toy pets! These kinds of pets are not really any different from the comfort taken from having a doll in the olden days, but thanks to technology and the development of artificial intelligence, these toy pets are so realistic that your children will forget that they aren't. Take for example the best selling toy pet hamsters of the season. These hamsters are so real that they can actually move around their surroundings with adaptation. They don't just walk around and stop when they hit the wall or a hindrance, but they can actually move around in their current surroundings.
Another reason why children absolutely love these toy pets is that they do not have to think about cleaning up a mess. One of the things that children absolutely hate about having a real pet is having to clean up after them, or having to keep their pets in a box because of the easier clean up. Thanks to these artificial pets, they can have all the benefits of the companionship that a pet can give, but they do not have to deal with any of the messy clean up.
Parents also really love these toy pets; because they give all the benefits and learning lessons that their children can get from real pets, but without the extra stress and expenditures. Take for example the amount of money saved on not having to buy pet food. Dog food can rack up thousands of dollars per year for a family, but with toy pets, that expenditure is gone. But although they spend less, the children garner just the same lessons. They learn responsibility for something under their care, and they also learn about the different ways that they should interact with animals that also have personalities. They learn affection and respect, and even the value of friendship and companionship.
So if you want your child to learn all of these wonderful lessons, but do not have to go through the stress of having a real pet, then buy these toy pets today. Cut your costs in half without having to deny your children the extraordinary experiences of having their very first pet. Watch them learn, watch them grow. Buy your toy pets today!

Lego Instructions - Isn't It Time You Invented Your Own?

Author: Kevin R Burns

Job Vacancy, Indonesia Job, Job Indonesia

You'll find full Lego instructions included in most of the Group's theme sets - be they Lego's own classic themes, or themes which the Company has licensed from well-known cartoon and film franchises.
Lego's long-running classic themes include such greats as the Company's Space, Castle, City and Pirates sets, all of which boast several sub-themes. Whilst licensed themes include extremely popular kits such as the Star Wars, Sponge Bob, Toy Story, Harry Potter, and Spider Man sets, not to mention numerous others.
However, these famous little plastic building bricks are renowned for their durability so, what happens if the instructions for the kits get lost along the way? Well, that's no problem really, for you'll discover plenty of sites on the Internet where you can download instructions for free, not to mention the Company's own website.
But, as well as being durable, versatile and good value-for-money, it shouldn't be forgotten that the main beauty of these colorful building bricks is that they're a tremendously fun way of developing children's creative skills.
So yes, Lego sets and kits are a wonderful way of first getting kids interested in the plastic construction game but, once this interest has been aroused, why not purchase the more affordable buckets of bricks and invent and develop your own constructions?
Because the plastic blocks are so durable and easy-to-clean, you could even buy them resale by placing adverts under the "Wanted" section of local press, or by checking out what's on offer online at eBay. Just make sure the bricks are the right size and in the proper Lego colors of red, blue, yellow, green, tan, black, white or grey. Invest a bit of time, and you're sure to unearth some fabulous bargains which will lead to hours of affordable family fun.
Once you and your family have the hang of inventing and building your own constructions, why not write instructions for these? That way, friends and other family members can try them out.
Remember that your plastic bricks will last a long time, and could well end up being passed on to consequent generations. Wouldn't it be great for these future generations to have photos and instructions of their family's own, unique Lego inventions?
Not only that... you'll also discover heaps of sites online where you can upload photos and instructions of your own inventive constructions, so that you can share them with other Lego fans.
So, put your thinking caps on and get inventive! It's time to start building your own constructions and writing your own Lego instructions!

Razor Scooter - The Latest Craze

Author: James Neo

Job Vacancy, Indonesia Job, Job Indonesia

This razor scooter bears high quality, safe to be used, and hence, forms the perfect gift item for your kid. Your kids would not want anything else on their birthday, when they see this power wing razor scooter. With this kind of gift item, your kid would actually be happy using it, and they would not get bored of playing with it easily. The best element is that instead of being a mere toy, it will just serve as an exciting vehicle granting the power to have an exhilarating rides anytime and every time.
The razor power wing comes with three wheels, and the back of it is dual winged. This item is available for both boys as well as girls. The maximum weight of your kid, which this kind of a razor scooter can handle, would be 143 pounds. The safety features of the razor power wing scooter make it very kids friendly to use. The three wheels of this scooter helps kids to balance themselves well, and learn well. The front wheels of this scooter are made of urethane, and the back wheels are made of polyurethane. This gives extra durability to the wheels, and the vehicle would last for a longer period of time, no matter how much your kid uses it. In order to gain increased control over the toy, hand brake has been provided. In order to ensure a smooth ride for your kid, ABEC-5 bearings have been used. This is a high performing bearing, and the scooter is bound to last longer with this kind of bearing. The stability bars of the razor power wing scooter are removable. This helps those children who are younger to learn how to ride this kind of razor scooter more safely. The razor power wing is loved by kids of all ages. Please keep in mind that, smooth surfaces are the ideal place to ride this kind of razor scooter. This toy is very easy to assemble, and can be moved without any hassles, as it requires just hip movement to move this toy. No pushing is required.
For all round fun mode to set in, how about a razor scooter? This scooter has marked a niche for itself in the American culture, and from kids to youngsters to adults, everyone wants to go on the move and have fun with razor scooter. Every scooter is designed in such a way so that it suits the lifestyle of its rider. It is designed in a sleek manner, thereby making it a stylish thing to possess! There are different designs available to choose from, and you can go in for the one, which best suits, your style, and self. Enjoy your ride on your well-chosen scooter! Another chosen means of ride can be a ripstick. Riding a ripstick can be fun too, and you can have a fun ride on your ripstick, while you balance yourself well on it. Have a fun ride!

Lego Blocks - Why Have They Successfully Endured The Test Of Time

Author: Kevin R Burns

Job Vacancy, Indonesia Job, Job Indonesia

Lego blocks were originally patented on January 28th 1958 - that's more than 50 years' ago. Yet, did you know that you could still use any Lego building bricks you might have bought from that year with the company's current-day bricks?
In to-day's throw-away society, very few products can boast such a remarkably long shelf-life, and the durability of these attractive, colourful blocks is just one reason out of many for their outstanding popularity. But, before we consider the other reasons, let's take a brief look at the beginnings of this renowned plastic brick...
Origins Of Lego
The original founder of today's colourful plastic building brick was a Danish carpenter named Ole Kirk Christiansen who, at first, concentrated on making wooden toys.
In 1934, the carpenter named his company "Lego", from the Danish "leg godt" which, roughly translated, means "play well". However, it wouldn't be until the year 1940 that the company started to offer plastic toys. And, it wasn't until nearly 10 years' later - in 1949 - that interlocking bricks were introduced, sporting the now-famous round studs on one side, and rectangular hollow on the other.
Reasons For Their Success
When originally introduced, the little building bricks were not particularly versatile. Also, plastic was not considered in a particularly favorable light when compared to wood. However, the Company, with its motto of: "Kun det bedste er godt nok", or: "Only the best is good enough", continually worked on and improved its toy.
Nowadays, it's renowned Worldwide, perhaps being fairly unique in the fact that it pleases both children and their parents: kids derive hour upon hour of fun from it; whilst Mom and Dad recognize that playing with the toy is developing their offspring's creativity, dexterity, as well as problem-solving faculties.
Here are just a handful of other reasons for the never-ending popularity of the bright little bricks:
• Safe, suitable, and fun for children of all ages... adults too!
• Versatile - most ranges are compatible with each other.
• Durable - you can even pass them on from one generation to another.
• Value-for-money - once purchased, they could last longer than you!
• Easy-to-clean - just wash in warm, soapy water.
• Easily-obtainable - from local stores, the Internet, or eBay.
• Environmentally-friendly production and marketing.
• Many different styles - from the ordinary building bricks through to boxed, up-to-date themes such as Harry Potter, Star Wars and Space Police, which include all people and items to fit the particular theme.
The Company continually strives to improve its product. Nowadays, you'll even find Lego Education Centers, complete with qualified instructors, and fun, Legoland Parks, where you and your family can enjoy castles, dinosaurs, pirates, wild animals, and even water parks.
Fads come and go but, one thing's for sure... Lego blocks are definitely here to stay!

Empowering the Employed Caregiver: A Shift in Focus for Elder Care

by WFC Resources

Jobs Vacancy, Employment, Employment Jobs


Leading employers have begun shifting the focus of their work/life initiatives that support employees caring for aging relatives, offering employees access to empowering experiences like on-line skill-building courses and telephonic support groups. This new approach complements and goes beyond the traditional elder care information and consultation model. This article describes two such efforts:

  • “Powerful Tools for Caregiving,” an initiative of the American Business Collaboration for Quality Dependent Care (ABC) and Mather Lifeways Institute on Aging and
  • the AT&T Telephone Caregiver Support Groups.

In the late 1980’s, pioneering companies like IBM, Johnson and Johnson, and others began offering elder care consultation and referral (C&R). Modeled after childcare resource and referral programs, these initiatives gathered vast amounts of information about elder care programs and services and made the information available to employees via trained counselors. The idea was to both cut the time the employee spent looking for information and to improve the quality of decisions that employees made about elder care situations.

Over the past 15 years, the information-based model has evolved to include user-friendly databases that include every conceivable topic related to elder care. Today’s corporate elder care programs deliver instant access to such information via the Internet. Some have added telephonic and on-line information sessions on elder care topics and even company-paid geriatric care management services that arrange for an in-home assessment and development of a care plan for the older relative.

Beyond Information: “Powerful Tools”

Recent research has documented the financial cost of unrelieved caregiver stress in terms of negative health outcomes and increased medical costs. The key to avoiding such costs – and keeping employees with elder care responsibilities healthier – is to intervene earlier. This means not only providing information about services, but expanding the employee’s coping skills, thus empowering the employee to take control of this vitally important aspect of life.

The Mather Lifeways Institute on Aging (Mather) developed “Powerful Tools for Caregiving” to help family caregivers of elders cope. First offered in community settings, “Powerful Tools” began as a six-session series of interactive workshops, with an accompanying 300-page Caregiver Helpbook.

The program’s design included an evaluation component from day one, enabling Mather to document the program’s impact. Statistically significant findings from the original community groups show improvements in self-confidence, self-care activities (relaxation and physical exercise) and increased use of support services, like adult day care, chore services, care management and support groups.

Judy Presser of WFD Consulting is coordinating implementation of the “Powerful Tools” pilot project at ABC champion companies ExxonMobil, IBM, and Texas Instruments. She says that the fact that Mather had the evaluation data to show program results provided the impetus needed to fund an adaptation of the approach to the workplace setting. “The stress of caregiving and the related illnesses and use of medical care and prescription drugs was a concern,” says Presser. “We wanted something that could be replicated, not tied to geography. And it was an evaluated product where you could say ‘This works.’ “

The ABC pilot project is underway. It offers a self-paced, on-line learning module, combined with a weekly telephone call-in time and on-line chat groups. About 200 employees from the three firms have taken the six-week course so far. The ABC pilot program will also measure job performance.

Do the ABC companies have an ROI target in mind? “We will be looking for some health and wellness outcomes, says Presser. “You could translate this into an ROI. We went into this hoping that it will help employees manage their caregiving roles better. If this is achieved, then there will be an ROI, even if we don’t measure it. If it’s successful, you’ll know there is an ROI.”

Dan Kuhn, Mather’s education director, says “The experiment is to find out if caregivers using the web-based model can derive some or all of the benefits that caregivers have derived in the live experience at our sites in Chicago area. We’re grateful for the opportunity to test this out and we hope it’ll be effective and become available to other companies and individuals who are interested in taking care of themselves via this course.”

AT&T’s Telephone Support Groups

AT&T is taking a telephonic approach to employee caregiver empowerment. The company began offering its employees and their spouses access to telephonic elder care support groups in March 2003. Today, seven support groups meet on a weekly basis.

The support groups are limited to a maximum of seven participants each, and they meet at a variety of times of the day and days of the week, drawing callers from all over the U.S., according to Aimee Barr, an elder care counselor who facilitates some of the groups. Barr is an employee of Atlantic Health System, the contractor who operates the service with funding from a grant from the AT&T Family Care Development Fund.

How it works

  1. Employees learn about the availability of elder care support groups in many ways, including word-of-mouth, AT&T’s internal website, AT&T publications, and through the efforts of Bernadette Fusaro, Director of the Family Care Development Fund, who visits work sites and informs managers and employees about this and other programs supported by the Fund.
  2. When an employee calls or sends an email expressing interest, Barr or another elder care counselor conducts a brief telephone interview to determine if the telephone support group is an appropriate option for the caller.
  3. If appropriate, the employee or spouse is informed of the dates and times of the support groups, selects one, and is given a passcode to join the conversation, as well as a book entitled “Caring for You, Caring for Me,” developed by the Rosalynn Carter Institute.
  4. After participating in all or some of the ten weekly sessions, the employee receives a follow-up call from an elder care counselor to obtain feedback on the experience and to assure that the employee or spouse is directed to follow-up elder care resources, if needed.

After participating in all or some of the ten weekly sessions, the employee receives a follow-up call from an elder care counselor to obtain feedback on the experience and to assure that the employee or spouse is directed to follow-up elder care resources, if needed.

  • A stronger sense of the importance of their dual roles as employee and caregiver
  • Fresh ideas from others who have “been there, done that”
  • More insight into what their older relatives are going through
  • Better understanding of the resources available, both from AT&T and from public agencies like Medicaid and Medicare, and
  • New ways to find out about long term care options in the community

“We have two goals in operating this program,” says Barr, “ First: Don’t compromise confidentiality. Second: Don’t compromise convenience. We have people who are sometimes working 12-16 hours per day. The telephone access allows them to do this at their office or at home, whatever’s most convenient. We bring the service to them.”

Although no one is asked to reveal his or her name or job title in the course of group discussions, Barr says she has gleaned enough information from the conversations to know that the groups have drawn employees from every level of the AT&T.

The groups are diverse in terms of the elder care situations that participants face, as well, according to Barr. “Some are caring for persons with Alzheimer’s disease, some with Parkinson's or other ailments. The diversity allows people to gain perspective and allows those who are new to caregiving to connect with those who have experience. They are great at sharing resources that have been helpful to others, like suggestions on who to find a good geriatrician or elder law attorney.”

Barr says the call-in approach appears to be a good cultural fit for AT&T: “Because we work with people who are very good communicators on the phone and people who are technologically savvy, they are used to dealing with things on a technological level. Some are in virtual office situations that allow them to work from home, relying on communication via telephone and their personal computer.”

The program includes an evaluation component, measuring each participant’s degree of “perceived caregiving burden” before and after participating in a support group. “Coming into the groups, participants are all over the place (in terms of perceived caregiving burden),” says Barr. At the end of the sessions, the results have been positive. “The employees have written in very positive comments on the evaluation forms,” she says.


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Popularity of Freestyle Scooters and Caster Boards

Author:  James Neo

Job Vacancy, Indonesia Job, Job Indonesia

If you have teen children who love adventure sports, Ripstik caster boards are a great gift idea. Children who have reached the age of 8 years can do freestyle riding. Ripstik caster boards offer the ultimate in excitement for your young blood. Just take care that your child is safe while riding Ripstik.
Not just Ripstiks, there are other items like Powerwing and Razor scooters too that can be a great gift idea for the young bloods. These scooters are a great source of entertainment as they not just boost your mental self but also are a great source of physical activity. The ease with which anyone can use these makes them even more popular. Earlier skateboards were a great source of entertainment for many teenagers and adults. However, teen entertainment in freestyle writing has moved a step ahead. Now they enjoy riding a Razor scooter or a Ripstik.
Freestyle riding is such a popular sport these days that you will find several kid also entering contests for the best freestyle riders. A good caster board made of good quality can give you an edge over the others in competitions like these. With some practice, you can show your feat and impress a lot of people. Moreover, it is widely used not because of the impression it creates on others but because of the excitement, it provides.
Ripstik, powerwings and Razor scooters are very popular as they are made conforming to the latest technology. The quality is also not compromised with. These can withstand rough treatments but you must check on the wheels from time to time so that you don't get involved in any accidents. Just like the wheels of a skateboard, the wheels of your caster boards or scooter may wear off. This may lead to an accident and hence you need to be careful.
The movement with such sports gear can be made very smooth. These Ripstik and Razor scooters are made such that they allow free movement and in any direction too. You can twist and turn your caster board without having to put your foot down and kick on the ground to gain momentum. This is also another reason why caster boards are preferred to skateboards. The designs and the color on these boards and scooters symbolise the young generation. Free as a bird they want to move around in ease and without any obstruction. These scooters and powerwings provide them with the same freedom that they desire.
The Razor scooters can be used anywhere on the pavement. These side-to-side scooters give you the thrill that you have expected when you drive freely with the breeze blowing in your hair. Teenagers also use this as a mode of transport to go short distances. If your school is close by, you may use your Razor scooter to reach school in time. Again, you may also visit a friend at his place on a scooter. These make for exciting play with friends at leisure.

Talking About Sex With Your Kids

Author: KimChell Haskell

Job Vacancy, Indonesia Job, Job Indonesia

I believe many kids seek a mature and adult-like relationship because they lack some form of support, connection, and or attention. Having sex has very real consequences both physically and emotionally. The emotions that come from having sex can be heavy and overwhelming for someone too young; they can be even for someone older who has sexual experience. Confusion often sets in on them, their priorities shift, and their lives become muddled.
You'll notice that their attention shifts from themselves, their lives, from their dreams and aspirations to their relationship. You'll see them rob themselves of the simple joys of just being and experiencing all the activities that encompass adolescence; an important aspect of their childhood. Sex often carries with it feelings of intense vulnerability, insecurity, an indescribable hollowed emptiness, and a severe lack of focus on anything outside of their relationship.
I believe that there is a long and extensive list of potential reasons why kids engage in sexual activity at a young age and I certainly will not be able to cover all of them in this article but I will go over a few.
When kids see sex as a knuckle-bumping, high-five worthy experience their focus shifts just as quickly as their bodies do during puberty. They may see these behaviors from people close to them within the home, a relative, on television, from a friend or a family member of a friend. You will never know everything your kid is exposed to or by whom. This kind of mentality teaches them that sex is cool, and once experienced it will make them even cooler. It makes a joke and a mockery out of the sexual experience, one that is not funny at any age and is certainly no way to begin their sexual experience.
We all remember being adolescents and wanting to be with our friends, hanging out, playing outside and just being a kid. This is fine... I'm not finding fault with that. But if you're noticing that your kid would always rather be with his girlfriend, friends, or at work rather than in your home with their family you may have a situation brewing that's worth examining.
Many kids seek out their friends/boyfriends over their family because they feel a greater acceptance of who and how they are from their peer groups and therefore they feel more relaxed around them. They may feel their peers/girlfriend have a greater respect for their thoughts, words, and actions than their family does. Their friends never yell at or demean their already fragile self-esteem so there's an immediate comfort with their friends or boyfriend if there is a lot of yelling in their household. Rather you agree with these statements or not, if this is their perspective... then this is their experience.
Kids are always thinking... all of the time. You may think they're fine, you've got good kids, you think they'd come to you, they'd tell you if they were engaging in or even thinking about having sex, but this isn't always the case. Did you go to your parents before you started having sex? Did you let your parents know that you were thinking about having sex? If you were like the majority of adolescent and teenagers I'm guessing that you did not. It may have been embarrassing for you to bring up such a topic. Maybe you were afraid you'd get in trouble, or maybe you thought they'd keep you from your girlfriend or other friends. Chances are better than not your kid has the same fears, concerns, and apprehensions.
It is not their job to bring up the difficult subjects... it's yours... and it's expected of you. And as hard as the subject matter may be, as awkward and or uncomfortable as you might feel you simply need to suck it up, and get the conversation rolling.
Every child that's in my life hears a series of questions from me almost every time I see them. The questions are:
* You drinking?
* You smoking?
* You doing any drugs?
* You got a boyfriend?
* A girlfriend?
* Your friends drinking, smoking, doing any drugs?
* Your friends have boyfriends/girlfriends?
I started when the kids were young, around 2-3 years old. They would answer "no" to each question all the while thinking I was silly as they laughed and giggled. But over the years the answers changed. For some their friends were experimenting with cigarette smoking at 9, another had a friend who was offered a sucker at school with ecstasy (allegedly) on it at 10, other kids were drinking and some parents were buying it at 13-14 years old.
I ask so that I can get use to "asking the questions I want the answers to" and so the questions are not an uncomfortable surprise for them. I want to know if they're doing any of these things, if their friends are, what they think of it, are they interested in trying it, why? Depending on their answers I can easily add more specific questions.
It doesn't matter when or how you start the conversations it only matters that you start. Ever hear, "better late than never?" That applies here as well!
Many kids, especially young girls, who for whatever reason are without a father figure in their life may seek the love, attention, affection, and approval they lack from not having that parental relationship in a physical relationship.
Kids that feel unaccepted and generally unhappy with themselves may seek acceptance from a group you don't feel fits the personality of the kid you know. Often time this group is older, more mature, and at a place in their lives when they're ready for certain things in a relationship (and otherwise) at 16-17-18 than say your 11-13 year old simply is not.
If self esteem is an over shadowing issue I suggest letting them know that you understand there's a natural desire to explore their bodies and experience the pleasurable experience of sex but affirm to them that they are extremely valuable. I suggest elaborating on this in a way that is applicable specifically towards the child in your life. For example, mention specific examples of their kind nature, their generous spirit, or the creative way they do something.
Point out the things they may think no one else notices about them. For example, share with them how adorable it is that her teddy bears are a collection of only the squishiest and the softest bears. Make him aware of how cute it is that he has to stir his ice cream before he eats it or how funny it is that he waits until everyone else is finished with their treat before he'll eat his in front of them... knowing they all want more.
Let them know that you would like all of their sexual experiences to not only be experienced at a time in their life when they can handle the emotional repercussions of a sexual experience but that you would like it to be with someone who truly knows them, who respects the individual that they are, and who is considerate of them.
Sex is an intensely emotional experience that can bring about feelings of extreme vulnerability. You may notice that these feelings can distract your child from goals they may have had prior to their sexual experience. If you see college aspirations, day-dreams of profession sports, and international travel being replaced with financial worries, and how to support a family, you've likely got a kid that's becoming heavy involved in a very adult-like relationship.
My other suggestion is to help them see their life in a different way. For example, if they use to dream of sports you could begin to tell them how you picture them in the uniform of their favorite team, playing for their favorite college, or that you always love watching him during his games. If their college aspirations are being replaced with other thoughts then start taking them for campus tours, and meeting with every department that might catch their interest. Introduce them to the study abroad programs and all the places they can choose to take their life experience. These things help them to visualize the potential and possibilities their life holds.
I believe that life is meant to be experienced; that you are here to continuously discover new aspects of your self and live your life to the fullest extent of your desires and abilities. Life may be hindered and your experiences hampered if you rush past the years or bring about the many responsibilities and potential obligations of a premature sexual relationship before you have had a chance to experience and develop your self outside of your adolescence and teenage self.
It's NEVER too late to start talking with your kids about sex. Your conversations may not be met with gratitude at first and that's okay; if the roles were reversed you'd probably be giving a similar... less than welcome response. They're nervous, uncomfortable, and embarrassed.
They may be afraid of disappointing you. Rather you see it or not most kids have a great desire to please their parents and will keep their less than flattering behaviors out of sight to avoid hurting you. One of the key aspects of your job is to educate them with everything you know. This kind of protective education lets them know the potential repercussions of their actions. These are not one time conversations... they are ongoing.
Rather they have started having sex or not they still deserve to be educated and sex still needs to be an ongoing topic of conversation. You don't need to know all the intimate details if they are having sex. But by continuing to make it a topic of conversation they'll know they haven't been outcast and ostracized and that they have your support, your input, and your guidance.
I hope this article helps make talking with the child in your life about this seemingly difficult topic a little easier.

Work-Life as a risk management issue

by Professor Joan C. Williams

Jobs Vacancy, Employment, Employment Jobs

We have been taught to think about work/life issues through the lens of employee benefits, but, increasingly, effective handling of work/life concerns is a risk management issue. At WorkLife Law, we have been tracking cases in which employees sue for caregiver discrimination for nearly a decade. Such suits have increased by 450% since 1990. Over two hundred plaintiffs have gained relief in the courts, yielding judgments and settlements in the hundreds of thousands, or even millions, of dollars.

What is caregiver discrimination? The most obvious type is when a supervisor demotes, fires, or fails to promote a woman because she is a mother. In one Virginia case, a woman’s boss fired her when she phoned to arrange her work schedule after maternity leave, opining that women with children are not dependable, and that she belonged at home with her baby. Another supervisor refused to promote a pregnant women, looking straight at her pregnant belly and saying, “I was going to make you head of the office, but look at you now.”

We call these jaw-droppers. What leads people to make such inappropriate remarks? A new issue of Journal of Social Issues documents the “maternal wall” that affects all too many mothers. Experimental psychology studies show that, while “businesswomen” are seen as highly competent, similar to “businessmen,” “housewives” are rated as extremely low in competence, alongside the elderly, blind, ”retarded,” and disabled (to use the researchers’ words). Thus, in a story famous among women lawyers, a Boston attorney returned from maternity leave to find that she was given the work of a paralegal; “I wanted to say, look, I had a baby, not a lobotomy.”

What happened? She fell from businesswoman to housewife. Another study found that mothers typically have to do more to prove their competence than fathers do, including putting in longer hours are work – this helps explain “schedule creep,” in which the hours of part-timers creep back up towards full time, as the worker tries to establish that she is still committed and competent. Other studies document the stereotypes associated with part-time work. One found that women who work part-time are considered to be less warm than housewives, but less competent than businesswomen: they seem to get the worst of both worlds. These studies help explain the stigma so often associated with part-time work and flexible work arrangements. That stigma appears to track documented patterns of gender stereotyping.

Fathers, too, may experience caregiver bias if they seek an active role in family care. There appears to be a threshold effect. If a father does just a little – an occasional visit to the pediatrician – then his career actually may benefit as he is considered not only competent but also warm. But if a dad seeks an extended parental leave or a flexible work arrangement, he may well experience even more severe stigma, and career stall, than do mothers do. Gender stereotyping, again: in this case, the stereotype that a “real man” does not cut back on work for family reasons.

This new research has important implications for work/life professionals. It suggests that effective handling of work/life issues is not just an issue of optional benefits, to be offered to employees when times are flush, and cut back when budgets are tight. Increasingly, it is a risk management issue. An increasingly important component of the business case for family friendly policies is that a company who does not manage work/life issues in a pro-active and enlightened way faces the increasing risk of legal liability. At WorkLife Law, we are seeking funding to develop a training for employers and HR professionals to bring them up to speed on the emerging fields of caregiver discrimination and work/life law.



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