Why do we participate in learning? You can probably come up with a long list of reasons on your own, but as a lowly student, your opinion doesn't count! Here's what some of the BIG GUYS have come up with:
In the current issue of the Harvard Business Review the cover story details how senior-level executives, both men and women of course, deal with the work-life balance hassle. The takeaway: everyone struggles with it; there are options that depend on things like ambition, age, individual financial resources, and individual support networks.
Learning to focus the mind can be a powerful antidote to the stresses and strains of our on-the-go lives. The ability to pay attention to what you're experiencing from moment to moment — without drifting into thoughts of the past or concerns about the future, or getting caught up in opinions about what is going on — is called mindfulness.
There is no shortage of things to worry about — from personal concerns about job security or health to fears related to larger issues such as political conflicts or natural disasters. Anxiety can be a healthy response to uncertainty and danger, but constant worry and nervousness may be a sign of generalized anxiety disorder.
Industrial-organizational psychology will be the fastest growing occupation over the next decade, according to the Bureau of Labor Statistics newly released Occupational Outlook Handbook. (www.bls.gov/ooh)
I’m currently working with an outrage management issue and would to ask you what you would do. The majority of people in a local community I am working with would like us to do a fuel reduction burn to reduce the fuel hazards surrounding their township. There are a small group of “fanatics” that are quite passionate about stopping the burning in this space.
As we all strive to meet our new year's resolutions, being positive plays a major role in our success. "We strive to strengthen, develop and increase healthy functional relationships at home, work and play. The goal of positive psychology is to reduce unhealthy negativity and to increase overall well-being and flourishing relationships," says Positive Psychology expert Sherry Blair.
I quite often hear the lament from the safety fraternity that "my manager doesn't understand me ...".To this I reply - when one understands the myriad of demands placed upon C-level personnel, why should it be incumbent upon them to "learn the language of safety (environment, labour laws, accounting, IP, IT, etc). Rather, if safety pro's are so keen to have their voices heard, the responsibility should be on them to learn the language of management, and place their commentary in the management context.
One of your readers recently emailed: “I have always found it interesting that the ES&H function in a significant number of corporations is managed, note I did not say led, by executives who have failed somewhere else in their corporation and are clueless when it comes to ES&H activities.”
I was wondering about how you handle it when a community member doubts the stakeholder engagement process – believes that it is false and misleading, and that there has always been a hidden agenda. Clearly how the decision was made, how stakeholders’ views were championed by people inside the organization, how stakeholders had access to the internal decision-makers, and how the final decision was influenced (if only a little) by stakeholders’ input are all key messages.