FREE Online Career Fairs by Women For Hire

FREE Online Career ritterlichs by Women For HireFREE Online Career Fairs by Women For Hire2Women For Hire, one of excellent Member Savings Partners. Tory Johnson is the creator of both Spark Hustle and Women For Hire. members receive several exclusive perks when they register for any Spark Hustle conference. And anyone can take advantage of Women For Hires FREE Career Expos which, enable talented women in all fields to meet directly with recruiters and hiring managers from top employers. Whether youre an experienced professional with several years of experience under your belt or a graduating college student, these one-day events are an ideal chance to launch or advance your career.Keep reading to learn more about online career fairsWomen For Hire has been proud to produce career expos specifically for women. For 13 years, our in-person events have connected hundreds of thousands of women with top employers all over the country. We have and always will value meeting face-to-face, r eading body language and learning about a company or individual by their facial expressions or the tone of her voice.Today, were excited to be moving toward the future. Were finding new ways to tread the cutting edge while keeping the connections plentiful and real. The face-to-face isnt going away. Were still offering our signature free resume critiquing and career coaching services, and the opportunity to meet with employers all over the United States. Now, though, were offering it two ways in-person, and online.What are the benefits of the Free Online Career Fair?Geography. Now, you can take part even if youre not from a major city. The Internet has made the world the size of your computer monitor theres no need to feel left out. Employers are hiring across the nation, not just in major cities, and Online Career Fairs open the doors for many women who otherwise might not have been able to attend. Also, if youre looking to relocate, an online event is ideal for you.Convenience. No t all job seekers are unemployed in fact, job seeking is a full time job The Online Career Fair will allow you to log in, talk to your favorite company, and log out, all during your lunch break or in between errands. You can participate in an online event right from home, work or school. The time you save from not having to travel, you can spend striving toward your career goals.Come Prepared. Since the online booths are set up before hand, you can research the companies and apply on your own time. Read company profiles and watch their videos to see what most appeals to you. Remember, your job search isnt just about being the best candidate for a position, its also finding the best position and best organization for YOU.Take and Review Notes. How often do you end an important conversation, just to forget an important detail? How often do you wonder and second guess what it is exactly that you said? Well let your worries fade into cyberspace, because nothing will get lost in translat ion when youre dealing with text based chats. Also, after the online events, youll have the ability to review your conversations, notes, and 1-5 scale ratings for each recruiter you spoke with.Its Easy With Brazen Careerists (also a Member Savings Partner)Online platform, the events couldnt be easier to navigate. Intuitive and streamlined, youll fall in love with the software at first visit. Register for the next Online Career Fair in your region to experience the future for yourselfUpcoming Online Career FairsSouth Southwest Thursday, September 27Midwest Wednesday, October 10West Coast Northwest Wednesday, October 24Upcoming In-Person Career FairsNew York Tuesday, October 30Washington, DC Tuesday, November 13

Marine Anti-Tank Missileman (MOS 0352) Job Facts

Marine Anti-Tank Missileman (MOS 0352) Job FactsMarine Anti-Tank Missileman (MOS 0352) Job FactsMilitary weapons systems have become so specialized and high-tech over the years that it takes special training and often more than one person to operate them safely and effectively. The responsibilities of the anti-tank missileman, which is Marine Military Occupational Specialty 0352, involve thetactical employment of some very specific weapons. Military Weapons Systems Military weapons that fall under the control and responsibility of the Marine anti-tank missileman include the TOW- a tube-launched, Optically-tracked, and wire-guided weapon system- as well as the Javelin weapons system. Both are widely used anti-tank missiles and theyre capable of damaging and defeating tanks in battle, which is obviously crucial in combat situations. MOS 0352 is responsible for anti-armor operations and tactical vehicle operations. These servicemembers provide medium and heavy anti-armor fire in sup port of the infantry battalion, the light armored reconnaissance or LAR battalion, the tank battalion, and/or the Marine Air-Ground Task Force known as MAGTF. These Marines are located in the anti-armor platoon within the weapons company of the infantry battalions and LAR battalions, in the TOW platoons of the tanks battalions, and the TOW Company of the Tank Battalion. Non-commissioned officers are assigned as gunners and squad leaders. Training Requirements for MOS 0352 Marines must have a general technical or GT score of 100 or higher on the Armed Services Vocational Aptitude Battery, known as the ASVAB, to qualify for this position. The Marine Corps infantry provides two training schools for Marines who want to pursue a MOS 0352. Both are available after basic training. Anti-tank missilemen are required to complete the anti-tank assault guided missileman course at the School of Infantry at either Camp Pendleton in California or at Camp Geiger, a satellite facility of Camp Le jeune in Jacksonville, North Carolina. They might also complete appropriate managed on-the-job training. Job Requirements for MOS 0352 Recruits for this MOS must have a normal color vision, and vision of at least 20/200 thats correctable to 20/20. Their past driving records as reported by the National Driver Register must show that they are eligible for an SF-46 military drivers license, and they mustpossess the psychological and physiological qualifications required for licensing as a government motor vehicle operator. Jobs That Are Similar to MOS 0352 Infantry assaultmen provide rocket fire in support of Marinerifle squads, platoons, and companies within the infantry battalion. Theyre trained to use the anti-personnel obstacle breaching system or APOBS, as well as demolitions. This job is MOS 0351.Non-commissioned officers are assigned as gunners, team, squad, and section leaders. The LAV or lightly armored vehicle crewmen, which is MOS 0313, operates and maintains the LAV and its weapons systems.These vehicles are armored reconnaissance vehicles that can carry communications equipment. Theyreeight-wheeled and amphibious. The LAVs role within a largerMarine expeditionary unitor MEU is to conduct security, recon and screening missions for a larger force with some independent operations. Despite the names of these positions- missilemen and crewmen- women are now permitted in U.S. military combat situations and any of these jobs can be held by female Marines. Related Marine Corps Jobs Assaultman, 0351LAV Crewman, 0313Tank Crewman, 1812 The above information is derived from MCBUL 1200, parts 2 and 3.

Old Navy employee works a shift in her prom dress so she doesnt have to change

Old Navy employee works a shift in her prom dress so she doesnt have to changeOld Navy employee works a shift in her prom dress so she doesnt have to changeWhen prom is at 8 but you have to work until 730.Those were the triumphant words of one Old Navy employee on Twitter, who reportedlygot all dressed up for her boyfriends prom and kept the sparkly halter dress on for her entire shift so she wouldnt have to change.Sales associate Alicia Davis, 20, posted photos at a register, folding clothes and with her boyfriend Chris, showing us that maybe- just maybe- workplace fashion has room to get pretty fancy.Working hard to play hardDavis tweetedthe images of herself getting the job done in her dress, complete with a classic prom pose.https//twitter.com/alicia_davis15/status/861347510920630274Davis told Daily Mail Online about her coworkers reactions.My coworkers thought it was funnyIm outgoing at Old Navy, so it didnt surprise them that I would do something like this she told the public ation.The couples beaming smiles prove that theres absolutely nothing wrong with making work work for you- even if you have to have to show up in a floor-length evening gown.

Lighter Axle Reinvents Drivetrain. Does Detroit Care

Lighter Axle Reinvents Drivetrain. Does Detroit Care Lighter Axle Reinvents Drivetrain. Does Detroit Care Lighter Axle Reinvents Drivetrain. Does Detroit Care?Some inventions simply sound too good to be true. American Axle Manufacturings Quantum drivetrain might be one of them.It is at least 30 percent lighter than a typical pickup or SUV axle, light enough to shave 100 pounds off a heavy-duty pickup. It is also 30 percent more efficientand it costs about as much to make as a conventional axle.Quantum drivetrainshaves 100 lbs. off a heavy-duty pickup.ImageAmerican Axle ManufacturingQuantums story shows how new thinking can reinvigorate even the fruchtwein staid mechanical products. And also how hard it can be to sell a true innovation to a conservative industry. Top StoryAir fhrmann hol ver Aces Test Flight That story began six years ago, soon after AAMs lab had launched EcoTrac, an all-wheel drive system that turns on automatically during challenging driving conditions. All of the companys electronics experts were focused on adapting the technology for their first commercial customer, so Jim Downs, AAMs director of innovation, decided to focus on a strictly mechanical system.It was clear that EcoTrac was going to have a major impact, Downs said. Its now a billion-dollar product. We were riding high and decided that whatever we worked on, it would have to have a really significant impact on the company.Editors Pick Young Engineer Takes Great Strides with Prosthetic FootThey decided to focus on beam axles, which are typically used in light and medium-duty pickup trucks, SUVs, and vans.The teams goal, which Downs calls a delusion of grandeur, was to build an axle that was dramatically lighter, more efficient, and about the same price as existing axles. With gasoline well above $3.60 a gallon, it seemed like a cant-miss proposition because every pound shaved off the weight of a vehicle improves fuel economy.Axles were a good target, since they had changed little over 100 years. They were also the only major automotive component that still relied on shimssmall metal spacersfor a perfect fit.In the 1970s, every vehicle system of any level of complexity required shims for adjustments, Downs explained. This included the engine and powertrain and even the body. I own a 1972 Cadillac, and everything fit together beautifullybut elend because the part was a perfect fit. When I rebuilt it, I wound up with a 5-gallon bucket of shims. RelatedManufacturing Takes Flight Since then, companies have improved manufacturing consistency and replaned the sequence of how parts mated to each other to get the fit right the first time. The axle is the last piece of the auto that still relies on shims and threaded adjusters, which adds to production cost.Globally, nobody had figured it out, Downs said.There is a good reason for that. A conventional axle has 12 different elements in the stack and the total spec for all of them is 30 microns. If you had to split tha t across 12 different elements, thats a problem, Downs said. To achieve that spec, youd have to make the individual components so insanely precise, theyre not economical. So everyone uses shims.Downs met with two of his top engineers and spent the next year drawing pictures. Their goal was to slash production costs enough to offset the cost of the lightweight aluminum elements they wanted to use to reduce weight.It was, What if we mount it like this or like that, he said. Each time, we were trying to come up with ways to reduce the number of elements.The redesigned lightweight axle. ImageAmerican Axle ManufacturingThis went on for almost a year. They would draw a picture, convert it to a model, and use software to analyze its performance. If they hit a flaw they could not solve right away, they would scrap the design and start anew. Each cycle took two or three weeks.Related Manufacturing Takes FlightAfter 13 failures, they finally hit an iteration that held up. They took almost an other year to design, detail, and produce their new axle. When they tested their first prototype, it worked in the forward direction but not in reverse.Our analytical model let us down, Downs said. It didnt catch it, and we spent the next year trying to understand why the model was so wrong and what was really going on.The team also redesigned the axle. The new axle worked in both directions. It integrated ball bearings into the gear, which was mounted directly on the housing. This reduced the stack to only two elements, which produced a stiffer, more efficient mechanism. It also made it possible to assemble without shims.Except it didnt. It was not much better than existing designs. It took time, but the team eventually traced the problem to the large single nut used to clamp the stack in place. It did not apply force evenly enough, which allowed microscopic movements in the gear set that sapped efficiency from the system. Switching to a pattern of smaller bolts fixed the problem.D owns choice of ball bearings was unusual, but they are slightly more efficient under light loads. They also do not require a preload to reduce noise, vibration, and ride harshness, which simplifies the construction.Engineering bearings was a new field for us, but absolutely required if we wanted to integrate the bearing races the grooves in which the balls ride into the parts, Downs said. We did not want to involve too many outside suppliers, or the whole world would know how to do this when done.AAM invested in equipment to grind, hone, and measure bearings. They learned to measure what their machinery was doing. Most importantly, they developed proprietary methods to adjust the wheels to grind races into the large axel components.The reduction in part count and assembly complexity saved costs that enabled AAM to use more aluminum.The redesign shrank the size of the drive, reducing the amount of aluminum in the housing. This made it less expensive.More on Inventions Robots to the R escueThe company also developed ways to take advantage of the lightweight metal during production and assembly. One example is the flange that connects the driveshaft with the axle. This is ordinarily bolted into place. The new method pushes an aluminum flange into a mating hard steel part that cut a spline into the softer metal, producing a low-cost, lash-free joint.The entire assembly is much smaller than the original, which reduces mass and cost while improving stiffness, energy transfer, and efficiency.The Quantum project exceeded even AAMs expectations in terms of performance. Yet the auto industry has not rushed to embrace the new technology.Our biggest hurdle is that customers need to have a compelling need to try a new technology, Downs said. Gas prices have fallen and there is less pressure to boost fleet mileage.What we have done looks really different than what everybody does, he added, and the auto industry is going to need lots of evidence before it comes around.Read Mo re Exclusive Stories from ASME.org Global Talent Makes American Industry Stronger Air Taxi Aces Test Flight Six Lean Principles for an Industry 4.0 World

Top 10 Employee Benefit FAQs for Working People

Top 10 Employee Benefit FAQs for Working PeopleTop 10 Employee Benefit FAQs for Working PeopleEmployee benefits can be a complicated subject for any working person, even if youve enrolled in them several times over the years. The reason for this is because the health insurance and employee benefits markets are continually changing. Each year, new requirements pop up, open enrollment dates are shortened, and the choice of group plans gets harder to decipher. Its for these reasons that weve compiled a list of the fruchtwein frequently asked questions that working people have about their employee benefits. What are the general types of group employee benefits I may be eligible for? The types of employee benefits that are available for working people are virtually limitless, but most employers are required to provide the nadir titelseiteage under the Affordable Care Act. This generally includes health insurance, prescription coverage, and dental benefits for minors. All other group b enefits are offered by employers who want to encourage well-being for their workers, so they are worth looking into. These can be standard benefits such as vision care, health savings accounts, flexible savings arrangements, life insurance, short term and long term disability insurance, retirement savings plans, profit sharing, and more. There are also a large number of voluntary benefit plans that employees can pay for, but at greatly reduced group rates, including vehicle and home owners insurance, cancer care, hospital indemnity plans, supplemental life insurance, stock buying options, and others. Lastly, many of the benefits that employees enjoy are paid for in full by employers, and may include paid time off (vacation, sick, and personal), corporate wellness programs and wearable fitness trackers, onsite perks like daycare and free meals, company sponsored events, training and development programs, tuition reimbursement, and more. Learn about the minimum required employee benef its here Why do I need to enroll in employee benefits when I am healthy? It can seem like common sense that if one is healthy, then why buy health insurance? But, this is similar in thinking, if I am a safe driver, why buy auto insurance? First off, under the ACA, consumers must purchase health insurance or participate in a health cost sharing program, or they will face tax penalties. Secondly, having health insurance enables consumers to access preventative health care services that catch problems before they become serious health threats. At the very least, consumers need health insurance benefits to cover them in the case of a catastrophic illness or accident which can easily bankrupt anyone with one serious surgery or hospitalization. The peace of mind and income protection are reasons enough to enroll in benefits. How can I know what kind of employee benefits I need? This is an individual question, based on your unique needs and lifestyle. Each person is responsible for his or her own well-being, with the exception of minor children who need their parents to provide for them. To best answer this question for yourself, determine what health services you are likely to participate in the coming year. You can look back to the past, your health history, your age related concerns for screenings you may need, and any current medical care you receive. You will be looking at other factors too, such as what your budget allows in terms of monthly premiums and out of pocket costs. Do you have any special health goals to reach this year? You may want to choose a plan that includes access to discounts for weight loss support, fitness benefits, or programs to stop smoking. Then there are the legal requirements. Youll need a health care plan that meets ACA minimum requirements. Read more about choosing the right benefits for your needs here What if I just need health care coverage for my dependents? It is generally recommended that if your company offers grou p health benefits, then you can maximize your savings by enrolling in a family coverage plan. However, based upon your family size, your income, and the ages of your children you may be able to obtain low cost health insurance benefits just for them. Some states have generous income allowances for working parents who need public health assistance for children. When can I enroll in my employee benefits at work? You should first check with your human resource representative to learn about what employee benefits are available to employees, and if you are eligible to enroll in a plan. Each organization may have rules around wait periods until new employees are eligible or until the next open enrollment period begins. This may or may not have been explained to you when you were first hired, or the information may be included in your companys employee handbook. In either case, your employer will probably start notifying employees when the annual benefits enrollment period begins and ends, so pay attention for these alerts. These may come sometime around the end of the fiscal year for your company (late summer) or near the very end of the year in preparation for the next plan year (November to December). If I get new benefits, do I have to switch health care providers? This is a common worry among working people, because they are generally associated with a favorite physician or hospital group. The good news is that most insurance companies work with large networks of healthcare providers in every state and region. Therefore, the health care plan that enabled you to visit a certain doctor or hospital may end, but your new coverage will allow you to continue that same care. A good way to find out before you enroll in a specific plan is to visit the administrators website and do a quick look-up for your health care providers. You can also call your provider directly and ask if they accept the insurance plans that you are being offered at work. In most cases, they will accept your new insurance with no problems at all. Can I make changes to my employee benefit selections if so, how? Yes, it is possible to make changes to your benefits. There are three ways that a health insurance member can make changes. The first is during a job change and being offered new coverage. Generally, you will have a certain number of days after your eligibility period to make changes to your benefits and enroll in a new plan. This can vary by employer, but may be within the first 30 to 90 days on the job. The second time you can make changes to a benefit plan is during the open enrollment period at your place of employment. The open enrollment period is usually announced by the company once or twice a year, during which time all eligible employees may enroll or re-enroll in their group benefits for the upcoming plan year. Employees can also make changes to their benefits, such as adding or deleting a dependent, upgrading to a plan with a lower deductible, add ing supplemental benefits, or switching plans all together with. The third time you can make changes to your benefit plan is when you or your spouse experiences a qualifying life event. A qualifying life event may include a loss of benefits due to a job change or termination, the birth of death of a dependent, the adoption of a child, a divorce or marriage, becoming a US citizen, and moving to a new state that doesnt offer your current plan. There are other extenuating circumstances that allow for a change in benefits, so be sure to check with your human resource department for more information. If my employer doesnt offer the benefits I need, where can I get help? Although employers with 50 or more employees must provide access to affordable health benefits under ACA requirements, this doesnt mean that the plans offered will be enough. If you find yourself in this predicament, there are some actions you can take. First, schedule a meeting with the benefits administrator at your workplace and talk about your needs. There is a good chance that the company can put you in andeutung with a voluntary benefits provider that may have some of the options you need to fill in gaps. Or you may be eligible to shop for a plan of your own choice and take advantage of a defined contribution option, which is where your employer provides you with a capped dollar amount to pay for benefit premiums each year. Second, you can check with the state marketplace exchange (if your state participates) and shop for health insurance plans here. Submit this information to your employer for reimbursement. Depending on your income and family size, you may also be able to get government subsidies to help pay for your health insurance premiums. Or you may be eligible for public health benefits, such as Medicaid. Lastly, you can participate in a health cost sharing program or discount wellness program where you can pay a flat rate per month and get services at the lowest rates. There are a lso low cost voluntary benefits available at group rates, for things like dental and vision care, prescriptions, and more. This can lessen the impact on your budget. If I work less than full time, can I still get benefits through an employer? A growing number of employers have recognized that part time employees also need access to health care. Depending on your companys policy on this, you may be eligible for group health benefits if you work less that the standard 40 hours per week. Check with your human resource department to find out more. Consider that companies often offer many perks for all employees that part timers can take advantage of such as paid time off, sick time, flexible scheduling, onsite services, bonuses, wellness programs, free meals and beverages, and professional development benefits. You can also read up about benefits for part time and temporary employees here How can I choose between benefits my employer offers vs. marketplace benefits? When shoppi ng around for health insurance coverage, its important to carefully weigh the pros and cons of the plans offered by your employer and those available through other channels such as the state marketplace. Most experts advise to see what plans are offering and the rates through the health insurance marketplace before open enrollment periods, which can arm consumers with more information. In most cases, the group benefit plans will be three-tier, meaning you will be able to choose the deductible and out of pocket maximums that your budget will allow, along with the plan deductibles and coverage limits for yourself and dependents. Here are some good guidelines. Choose the plan that offers the greatest amount of coverage, with the lowest annual deductible, and the lowest monthly premium that you have to pay. Keep in mind that if you buy your health insurance through the marketplace, you are doing so with earnings that have been taxed. If you buy your group health insurance plan through your employer, the deductions are taken pre-tax, which means your share is actually a bit smaller.

Top Work Skills for Resume Choices

Top Work Skills for Resume Choices The Basic Facts of Work Skills for Resume While traditionally you might think about customer care for a service from a business to a consumer, its also applicable within an organization. Customer service is utilized in many jobs at each level. You might find it helpful to practice your customer service abilities. Everyone can benefit from improving their customer service abilities. Utilizing the most suitable keyword phrases in your resume is critical to getting your resume read. Effectively working with others will call for unique skills to help create a productive solution for everybody. Technical skills are either something youve got or you dont, but theyre always something which you are able to learn. The Unexpected Truth About Work Skills for Resume Social work is an amazingly meaningful career. The period of time youve worked have to be told. Read through it a couple of occasions and youll probably spot three or four crucial skill s mentioned repeatedly throughout the document. Excellent customer service ends in customers that are delighted with the service they received, but who may leid go on to offer feedback or reviews for you as well as the firm. Though caring for the patients is the most important responsibility but there are different skills that you need to possess. Your skills are an overview of what you could do for the prospective employer if you were offered the work at this time. Customer service is a significant portion of every business enterprise. Enhancing your customer service skills will be able to help you move from providing very good customer service to great customer support. For a teamwork its necessary not just to work under someone, but you have to possess all the qualities a leader has. There are a few skills that will be totally necessary for any successful candidate. To compose a strong social worker resume, you should offer evidence of your capacity to help others. The very best approach would be to figure out the essence of the job. Getting in a position to appropriately give and get feedback is a significant communication skill. Your objective is to make your talents easily identifiable so that your resume is the one which receives a recruiters interest. You are going to have rough time locating a work description that doesnt include things like communication as a required skill. Depending on the recommendation of our expert sources, here are a couple of broad types of skills your resume could include, together with unique approaches to express them. The Truth About Work Skills for Resume Most standard resume formats incorporate a skill section at or close to the bottom of the resume. As an example, say youre applying for the place of dump truck driver. Review their About Us page and landsee whether your soft abilities or attributes are aligned with the corporations core values. For instance, if youve got a strong history with word proc essing and a work description necessitates experience with a particular processor you havent used, you may use your experience to demonstrate the employer that youve got zero issue working with new word processors. It is possible to find below a list of the greatest skills you may put on your resume based on the kind of job that you are applying for. So, when you put in an application for the job, mention that youre a team player, an essential element or the component. There are a couple unique varieties of skill sections and formatting alternatives that you need to think about when crafting your resume. Your skills section stipulates a window into how much capability youll be able to bring to the organization. The Unexpected Truth About Work Skills for Resume Since many job seekers may list skills in another section of their resume, in addition, it is important to weave them into descriptions under every one of your prior positions. The placement of your skills section is al so a rather important issue to think about. In truth, it could be appropriate to incorporate a more prominent core competencies section at the peak of your resume with thorough descriptions of certain skills if theyre absolutely central to success in the desired position. Instead, you ought to showcase your soft skills by producing an achievement-oriented expert experience section. If youre not certain which skills that you want to share, consider your prior experiences. Some skills could be relevant while others arent. 3 First, you have to select the best skills for your resume. Listing your skills provides a weg to showcase your abilities and experiences to prime employers for the remainder of your resume. Social Work is a profession that needs a wide range of emotional and mental skills as well as formal academic training. Hard skills arent skills that are difficult to learn. They are measurable skills that are required for a specific job. Soft skills are the skills tha t are pertinent to every job.

Should Companies Pay Employees to Leave

Should Companies Pay Employees to Leave How many of us have ever wished that we could voluntarily leave our job? But once the truth sinks in, most of us dont, because our responsibilities outweigh our wants. This is usually the case for most of our daily occurrences, but for some organizations, they boldly encourage the discouraged to leave. Believe it or elend, it only takes a little cash incentive to give these people a little nudge out the door. Still, thats not the kicker its becoming increasingly tempting to consider the reality that paying disengaged employees to quit may actually be beneficial for both parties in the long-run. In theory, employees gain the opportunity to move onto greener pastures. Organizations get to cycle out the talent that was going to cost them serious money in the long-run. The way these organizations see it is why wait around for the costs of decreased productivity and turnover to spillover into their workplace culture? Its a unique approach to keepin g the fire (engagement and productivity) from going out. Although, it kind of makes you wonder about the kind of message it sends or may be sending to employees that live constantly on the border of engagement and disengagement. Some of the bold organizations that encourage their employees to leave if they are disengaged include Riot Games, Zappos, and Amazon. Awkward pause here, but I thought Zappos is known for its high levels of employee engagement? I wonder if paying employees to leave actually factors into this? If so, then how much? Heres something wildbret that you dont hear every day Riot Games pays employees 10 percent of their salary, up to $25,000, to get up and quit their jobs, and in case if you were wondering, theyll even do it if youve only worked for them for one day. But no worries they dont actively discourage employees to call it a day we dont want to actively push people out or dare them to leave, but we do want to provide a well-lit, safe exit path, says anonymous source.Are Companies Playing With Fire?Big organizations like Zappos pay their employees $2,000 to hit the road if they want. Amazon will offer $3,000 to its warehouse workers to leave and up to $5,000 for their experienced people. Again, it makes me wonder about the kind of message it sends to workers that live on the edge of engagement and disengagement. Is this economic filtering process of keeping the engaged talent around a fire hazardous approach or just plain good business for the times that we live in? Amazons Founder and CEO, Jeff Bezos, believes that, In the long run, an employee staying somewhere they dont want to be isnt healthy for the employee or the company. Thats a pretty reasonable statement to make. Of course, people can always retort back with the questioning of what were the circumstances that caused employees to get up and cash out.Wildly enough, Jeff came under some pressu re last year when 40,000 signatures signed a petition that called for better working standards in the UK, within 48 hours. Apparently, reports stated that workers were averaging 11 walking miles per shift, and they are forced to work overtime. They even time employees bathroom breaks, and taking more than three sick days earns you a one-way trip out the door. Its easy to understand why an organization wouldnt want disengaged employees hanging around and costing it hours of productivity, especially in this case. Think about it Why would any organization want its disengaged employees hanging around the engaged ones? Its probably one of the reasons why Amazon offers its employees an annual opportunity to decide if they want to continue sticking around.Staying or Going?Its hard to imagine what it must feel like to be placed in a situation that allows its employees to hit an opt-out button. It sends a message to employees. How you decide to interpret this is up to you, but its a friendly reminder that business is supposedly not personal. Yet, Ive never agreed with this statement. When people dedicate their time and effort for an organizations clause, it does become personal. Organizations want us to be engaged and fully committed to their visions, right? Yet, its better to pay us to leave or send us on our way with the understanding that its just business. Still, its not just business work becomes a part of our lives. We build connections and relationships with our colleagues. Others have families to think about that keeps them from leaving jobs they hate.Whatever the case, organizations need to realize that employees are a part of their business strategy, whether engaged or disengaged, employees are people that need nurturing. If employees are unhappy its because leadership is not doing their job. According to Kristen Lewis, Equifax Workforce Solutions director of product, 44 percent of employees who leave voluntarily take a paycut or for the same salary to switch positions. Lewis says, It supports the concept that culture and opportunity play a big role.Culture is right, and its a reflection of leadership, management tactics, and an organizations personality. Paying disengaged employees to leave is one solution for hiding poor company culture, but its also a smart business tactic to keep productivity flowing. However, its not the right approach to employee engagement and helping people find their niche within an organization.

Pride isnt a vice its a way to become your best self

Pride isnt a vice its a way to become your best selfPride isnt a vice its a way to become your best selfJessica Tracy is a professor of psychology at the University of British Columbia in Vancouver, Canada, where she also directs the Emotion and Self Lab. Her research focuses on emotions and emotion expression, especially on the self-conscious emotions of pride and shame. Her most recent book on the subject is Take Pride Why the Deadliest Sin Holds the Secret to menschenfreundlich Success. She joined Ryan Hawk, host of The Learning Leader Show, to discuss the difference between good and bad pride, and how pride can push us to succeed.This conversation has been edited and condensed. To listen to Jessica and Ryans full conversation on The Learning Leader Show, click here.Ryan Youve been conducting scientific research on the emotion of pride for over a decade. How did you first get interested in this topic?Jessica I saw emotions as the basic building blocks of everything that we do. H ow people relate to each other. Why people are different from one aleidher. Everything we do is driven by a desire to feel something. I really wanted to study that. When I got to grad school, my adviser, Rick Robins, his expertise welches on the self things like self-esteem, self-enhancement, how we see ourselves and understand ourselves. When we put our heads together, we realized that the emotions that are most important to our sense of self are what we call self-conscious emotions. These are emotions like pride, shame, and guilt. Theyre all about how we feel about ourselves.Once we got into it, we realized that while there was some research on shame and guilt- the negative self-conscious emotions- there really was almost nothing out there on pride. When you discover something like that as a scientist in any field, you realize, Thats where I want to go. I want to see if I can figure that out.Ryan What is pride?Jessica Pride is a positive self-conscious emotion. We feel it when we see ourselves as meeting or even exceeding some goal that we have for identity, for the kind of person we want to be. Pride is what we feel when were like, You know what? Im doing something or becoming something that I really want to be.Ryan There are a couple types of pride- good and bad. The bad would be hubristic pride and good would be authentic pride. Can you explain the difference between the good and bad versions of pride?Jessica Pride is not just one thing. This creates a ton of confusion in the English language because we use the same word to refer to both these things. Thats why many people think of pride as a deadly sin and something we shouldnt experience- theyre thinking of hubristic pride in particular. Hubristic pride is all about a sense of superiority. It typically goes with feelings of arrogance, conceitedness, egotism. Hubristic pride makes people feel like theyre better than others and like they should put others down as a way of feeling good about themselves.Aut hentic pride is really different. Thats more about a sense of confidence, genuine feelings of self-worth, accomplishment, achievement, productivity. We know that were putting in the effort that we need to achieve a particular goal. It could be about being a good partner, being a good parent, doing good for our community. All these kinds of things can make us feel the sense of authentic pride. Its about feeling that youre on track to becoming the kind of person that you want to be.Authentic pride . . . is about feeling that youre on track to becoming the kind of person that you want to be.Ryan Social media is interesting when it comes to pride. Im interested in hubristic pride and its function when we all post the best 5% of our lives on Instagram, Facebook, Twitter, etc. Im certainly in that boat. I dont post negative or boring or bad-looking pictures of my life. Usually, its fun things with my family or maybe travels or vacations. Whats the science behind that impulse?Jessica When we feel good about ourselves, one of the things that we automatically are motivated to do is share that with others. Its a way of maximizing those pride feelings- the more praise we get from others, the more that we can enhance those feelings in ourselves.That is a large part of why people post on Facebook or Twitter. It is a way of maintaining the pride experience. It becomes really complicated, though, because theres a limit to how much we can do that before it becomes hubristic. Its one thing to let your friends and family know about your success, but once you start focusing only on praise, that is where things convert to hubristic pride.The more praise we get from others, the more that we can enhance those feelings in ourselves.Lance Armstrong is a classic example of someone who, early in his life, was motivated by a desire to feel authentic pride. The desire to be the fastest cyclist in the world and put in all those hours on a bike even when its painful and tiring, thats drive n by this desire to feel authentic pride. To become a certain kind of person. Its really admirable. Then we know something changed.Once Lance reached a particular level, he decided that, rather than basing his sense of self on how fast he genuinely can go, he wanted to give himself something extra. We know he started doping and cheating in various ways. Once a person does that, then their success is no longer based on their authentic sense of self. If youre cheating, then any praise youre getting, any success that youre achieving isnt based on who you really are. Its based on this artificial or deceptive sense of self. Thats hubristic pride.Ryan What about pride in the workplace? Specifically when it comes to leaders, managers- whats the difference between a great boss, a great leader, and the poor ones, in terms of pride?Jessica The two kinds of pride are linked to two very different kinds of leadership styles. Both styles actually get people power. Both are effective, in the sense of being seen as a powerful person and actually having influence over others. Theyre incredibly different in terms of the behaviors that these leaders engage in and how theyre seen by others and what the long term outcomes are. Authentic pride basically motivates people to want to work hard to achieve. The result of that is people who are driven by authentic pride end up becoming the kind of leader that we call prestigious.These are leaders who get power because they have a lot to contribute. They know a lot. Theyre very skilled. Theyre nice- this is really important. They care about others. We found that when people feel authentic pride, not only do they feel good about themselves but they also tended to feel a greater sense of empathy toward others, especially people who are different than them.Now, people who feel hubristic pride, the kind of power they get is really different. They think theyre better than everyone else. They tend to engage in behaviors that are not co-social. Theyre aggressive. They often will put others down in order to feel good about themselves. The leadership that results from this is called dominance. We find that followers actually give these people power. They see them as powerful, but not because they like these people. Because followers are afraid of a dominant leader, they end up giving them power.When people feel authentic pride, not only do they feel good about themselves but they also tended to feel a greater sense of empathy toward others, especially people who are different than them.Ryan You suggested in the book that these people who feel hubristic pride dont feel great about themselves. Deep down, theyre quite insecure. We all know people like this who have the false sense of hubristic pride. We can tell by just being around them that theres actually a deep level of insecurity.Jessica Thats absolutely true. This is the case with narcissists. Narcissists are people who feel a lot of hubristic pride. Theres been a lot of evidence that suggests that insecurity is the reason they need to constantly tell you how great they are, constantly brag and also put others down. People with genuine high self-esteem have a secure sense of their own self-worth.Studies have shown this. In one, researchers have people write an essay and get feedback on it. Theyre told the feedback is from another student. Of course, its actually from the researcher. This feedback is pretty harsh. It says things like, This is the worst essay Ive ever read and is all marked up in red.Someone who genuinely feels good about themselves is going to see that negative feedback and probably think something like, Well, you know, I didnt really work hard on the essay. I spent five minutes on it. That guy is a jerk. Who cares? Im going to let it go. Narcissists cant really handle that negative feedback. It goes to their core, even though its an essay they spent five minutes on and they dont really care about.In the next part of the study, they are told they get to play a video game with the person who just gave them feedback. Whenever the person does something wrong in the game, they get to blast them with loud noise. They get to choose how loud they want to set the noise or how often they want to blast. What these studies find is that the more narcissistic people are, the more loudly and frequently they will blast these other people. It suggests that narcissists cant handle being critiqued. They have to punish these people. Its this real aggressive response that we see in dominant leaders. I think the only way to make sense of it is that there is this underlying defensiveness going on. You have to protect this fragile sense of self.Ryan It felt to me like you were describing Donald Trump to a tee.Jessica I agree. Its rare to see a public figure so blatantly demonstrate that kind of grandiosity on such a regular basis. Hes the perfect example. Of course, I wrote the book before he was running for president, but I absolute ly think he used these tactics to get ahead. You can look at how he won the primary election. It really was by threatening and intimidating anyone who wanted to critique him.Anyone who wanted to critique him, whether it was an opponent in the Republican primary or just a Republican activist who didnt like what he was doing or the way he was saying things, he would berate them. He would humiliate them on Twitter. He would insult them. He would call them names. It was incredibly effective because what these people found was the punishment wasnt worth it.Ryan What are some of the things that surprised you in your research over the last 10 years?Jessica A number of things have been surprising, especially the fact that dominance is an effective way of getting power. Its upsetting because we want the people who give, who care about others, to be the only ones to have power. Thats not what we found. In fact, in one of our studies, the groups that were led by someone dominant actually outpe rformed those other groups. Why that happened is because you have a limited amount of time to solve a problem. So, someone whos high in prestige, one thing they care about is reaching consensus. They really want to hear from everyone. They want to honor everyones opinion. This encourages a lot of creative, out-of-the-box thinking, but there are times where that can really slow things down.We want the people who give, who care about others, to be the only ones to have power. Thats not what we found.Ryan This reminds me of Lorne Michaels. Lorne Michaels has created this incredible environment and culture with Saturday Night Live to be inclusive of all the cast members ideas. They created psychological safety amongst the group to listen to all. In line with your research, it makes sense to say that Lorne Michaels has a lot of prestige.Jessica If you are leading a team of creatives, I think it absolutely makes sense to go with the prestige strategy.Ryan I was speaking with Andrew Warner , another great podcaster, and he talked to me about Dean Karnazes. Id love for you to discuss pride in the story of Dean Karnazes.Jessica Hes such an inspiring example. This is a story that comes up early on in my book. Dean was a successful businessman, had his MBA, lived in San Francisco, was married, just a very happy guy. When he turned 30, though, he woke up with a feeling that something was missing from his life. To me, this really resonates. So many of us have gone through this experience where things are fine. Were successful or at least were becoming successful. Weve got a job. Weve got a partner. Everything is in place in terms of where we think our life should be. Yet we all of a sudden get this sense that something is missing. Typically, thats because were not finding a way to feel a real sense of authentic pride and the kind of self we want to be.Dean didnt know what was going on. He reflected on the couple of times in his life where he had experienced a real sense of pride. They werent when he was working in his corporate job. They were when he did something that was physically punishing.Listen to those feelings and use them to try to figure out how to become the best person that you want to be.He talks about when he was a child and he decided to ride his bike from his parents house in Los Angeles to his grandparents in Pasadena. Thats about 40 miles. He was 10 years old, had no idea where he was going but he did it. He just felt this incredible sense of pride after getting there. He talks about the time when he ran a particularly grueling race on the track team when he was in high school. That was his moment of real pride. He realized that being physical and physically punishing himself, that was a huge part of who he was in terms of feeling a real sense of the kind of self that he wanted to be. Having this moment of epiphany, he left the bar and just started running.He ended up running all the way from his home in San Francisco down to Half Mo on Bay, which is about 30 miles away. He ran basically all night long. This is someone who literally hadnt run in 15 years. He had this epiphany while running that this was what he wanted to be doing with his life. This was what he had been missing. A lot of people would have that epiphany and decide. Okay. Now, Im going to start running marathons. Now, Im going to start running on the weekends. For him, it went even further.He managed to find a way to give up his business career and actually become a full-time runner and stab und sttze himself off that, which took several years. We all evolve to want to create those feelings of pride, of figuring out who you want to be. Listen to those feelings and use them to try to figure out how to become the best person that you want to be.Ryan I think that sounds like a great idea. I love it. However, the implementation and execution is an important question for me. How can I do that?Jessica You raise a really important point. Its easy for Dea n Karnazes, whos already successful and financially stable, to make this massive career shift. Its not so easy for people who like you said, are working day-to-day, hour-to-hour to pay off a mortgage or support a family. Its a totally different situation. In those cases, though, it doesnt mean it cant be done. Its just a matter of how you find that sense of pride. If you need that job or you cant give up that job for various financial reasons, see if theres a way that you can find that sense of pride outside of your work.If theres a way that you can shift things career-wise to get that sense of pride in your work, do it. People who manage to find a job that give them a full sense of authentic pride are the lucky ones. Its not feasible for everyone. In those cases, I would seek some other way. If you see yourself as someone who needs to be creative and youre not getting that outlet in your work, is there a photography class or a pottery class you could take on the weekend? Can you bu y a set of paintbrushes and paints and get into that?Thi article first appeared on Heleo.

10 Tips on How to Break down Manager-Employee Barriers

10 Tips on How to Break down Manager-Employee Barriers10 Tips on How to Break down Manager-Employee BarriersHow to better connect and communicate with your employees.Clear internal communication is absolutely essential for a business to function. It prevents confusion about tasks and goals. It also contributes significantly to positive employee engagement with the company and with each other, therefore making for a mora productive team.The biggest obstacle to great communication is the manager/employee barrier, where managers are worried about becoming too friendly with people they are in charge of, and employees find it difficult to relate to those they perceive to possess more authority than they do. To break down this barrier, try implementing these ten tips.Hold regular one-on-one meetingsBuild individual relationships with your team, free from distractions. That includes closing your office door, putting the computer to sleep and keeping mobiles on silent. Encourage your employe es to speak freely with you away from the rest of the team. You will probably find them opening up more than they might within the group, and it will allow you to learn what they think of their work as well.Make time for a chatIt can be difficult to have a non-work conversation at work.Try and make time to chatwith your staff. One way to do this is to have a 15-minute team huddle at the beginning of the day to see how everyones doing. This allows you to relate to your team as people, rather than simply as employees.Talk face-to-faceEmail may have become the default method of workplace communication, but it also creates an unexpected barrier because you are no longer communicating face-to-face. It may be fast, convenient and mean that communications are in writing and easily surfaced if required, but nothing builds relationships like in-person interaction.Email can also be easily misconstrued quite. As Inc. put it words on a page or screen lack the context, tone and nonverbal cues t hat help people understand your meaning in person. When in doubt, talk face-to-face.Ask open-ended questionsOpen-ended questions provide an opportunity for you to hear everything someone has to say, rather than just zeroing in on what you want to know. Theyre also an invitation for the other person to talk.Be sure to listen to the response. Dont schliff other peoples sentences or second guess what theyre going to say. You just might learn something.Be open with your employeesTrust is quickly rewarded. Be open with your employees about whats going on in the company. It will help break down any us vs. them mentality and make employees feel more included in the organization as a whole, as well as more valued by you for placing your trust in them.Meet fears head-onThe biggest barrier to effective communication is fear. Let your employees know how important their feedback and ideas are, and assure them that a wrong word wont result in loss of confidence, or worse, disciplinary action. Ad dress any concerns they have with the organization or their jobs in an honest, straightforward manner.Create formal feedback processesSuggestion boxes may seem hackneyed, but implementing a process where employees can offer feedback gives a clear signal that critical eingabe is welcome. Offering anonymity may be necessary to remove the fear of repercussions for saying the wrong thing, especially in the early stages.Reward successful inputActively reward successful input. This can be as little as taking the time to thank employees for contributions, or could be more formalized, like awarding an employee a trophy when their input solves a problem. Public recognition can encourage others to put ideas forward.Take feedback seriouslyEven if you disagree, be sure to take all feedback seriously. You want to create a culture of openness where your employees feel comfortable expressing themselves. Theres no quicker way of destroying that culture than dismissing valid, sensible input when it comes.Develop a coaching cultureThere are innumerable benefits to developing a coaching culture, not least of which is fostering a more collaborative approach to problem solving. Matt Driscoll of Thales Learning Development says If people come to their managers with problems, those managers should always be asking questions Why? How can we resolve this? A coaching approach makes employees feel more like theyre working with you rather than for you. Photo Source Shutterstock

ASME Foundation to Sponsor High School FIRST Team

ASME Foundation to Sponsor High School FIRST Team ASME Foundation to Sponsor High School FIRST Team ASME Foundation to Sponsor High School FIRST TeamASME and the ASME Foundation have had a long-standing relationship with the FIRST (For Inspiration and Recognition of Science and Technology) Robotics Competitions. The competition connects practicing engineers and university faculty and students with high school students to build innovative robotic devices to compete in sophisticated mechanical challenges.Through the years, ASME members have volunteered their time by serving as mentors to individual teams, as judges or referees at FIRST events across the country, and in other areas that promote the mission of FIRST to inspire young people to be engineering, science and technology leaders. Each year, the ASME Foundation awards five scholarships in the amount of $5,000 each to graduating high school seniors whose FIRST experience has inspired an interest in pursuing a career in mechanica l engineering.The ASME Foundation is now taking this relationship to the next level by sponsoring and supporting an individual FIRST team. The Foundation chose a student team from Paul Laurence Dunbar High School in Washington, D.C., as the team it will sponsor and support during the 2014 FIRST Competition cycle. Dunbar High School, a public high school that was founded in 1865, has a curriculum that emphasizes a commitment to developing individual talent and strengths in science, technology, engineering and math (STEM). The school is so committed to STEM education that it has created a small, specialty school within their larger school community called the Dr. Charles Drew STEM Pre-Engineering Academy. Dunbars 2014 FIRST team will consist of students from the Academy. Dunbar High School has been competing in FIRST for the past couple of years. During the 2013 lokal competition, the Dunbar team made it to the last round undefeated only to have their robot malfunction midway through the competition. But now with the support of the ASME Foundation, the Dunbar Robotics Club has a renewed sense of purpose, and the students are thrilled to finally have access to the resources and guidance necessary to raise their level of competitiveness. ASME members and student members in the Washington, D.C., area who would like to offer their expertise and work with the Dunbar High School team as mentors should contact Dora Nagy, development associate, ASME Foundation, at nagydasme.org for more information. To learn more about the FIRST Robotics Competition, visit www.usfirst.org. For more information about the ASME Foundation and its various initiatives, visit www.asme.org/about-asme/get-involved/asme-foundation. - Dora Nagy, ASME Foundation