#self-organsiation

[martin-presid]

Yesterday I learned again how far the "knowledge" about specific topics can vary. A major misunderstanding between the Clubs and some employees of our main and solely Sponsor (and Brand owner) is about the "Eurovespa" and/or "Vespa world Days".

As just a minority in both organisations know, and this is an extremely simplified depiction for explanation, the start of the Vespa Clubs 75years ago, was an initiative from the Brand owner. The Vespa Club logo was protected by and property of the Brand owner, the "Clubs" in a certain way selected. The Eurovespa and other events massively sponsored.

With the end of the 70thies 2 wheelers dropped down (cars grow), the most clubs out of Italy disappeared (in Italy they survive till today because of a specific, law based advantage for the members). The focus of the brand owner shifted to other topics. Result of that was, that in some countries the "standard" Vespa Club Logo become free, because the protection period was not prolonged (whyever) by the Brand owner and the existing Vespa Clubs run solely self propelled and without any support (except from local dealer) nor face they any honest attention from the Brand owner. The unique Vespa Club community was borne - basic democratic, one for all and all for one, Brand loyal but independent. With that culture the few ongoing existing Vespa Clubs out of Italy survived and restarted the club live, grow via the 80thies and 90thies and spread their seeds globally - the result is the existing Vespa Club community with their Vespa Club culture!

We've to remember that the Brand owner aimed (approx. 1988) to cancel the Vespa Brand with the presentation of the "Cosa", which turned later on into "Vespa Cosa" as the Brand owner decided to stick to the Brand Vespa. With the presentation (approx. 2003) and success of the modern GT series the brand owner re-focus on the Brand and restart the origin direction towards the Clubs (stopping the financial support of the mainly Italian focused "international" FIV and founding of the Brand owner controlled Vespa World Club). With this action, a top-down organisation (company, Brand owner) and a bottom-up organisation (Vespa Clubs) where bounded in a Club organsiation (Vespa World Club) with a 6 (Brand owner) to 5 (Vespa Clubs) voting power. That this bear an inherent conflict potential is easily to see and understand. Without a very wise and elaborated dealing and mutual understanding unpleasant conflicts are natural. I don't wanna touch now the topic "wise and elaborated dealing", because only I would have meanwhile contend for a whole book about, I just like to highlight the topic "understanding" with my next😁 post.

[greythrsoftware]

Quiet Quitting at the Workplace

Quiet Quitting

What is quiet quitting?

The expression quiet quitting doesn’t mean that the employees actually quit their jobs. Rather, it means they perform only their bare minimum duties. Those who indulge in quiet quitting decide not to put in extra effort or spend more time for their organisation. This behaviour usually stems from demotivation or stress at work.

What are the signs of quiet quitting?

Quiet quitters suddenly stop communicating and being proactive. Since many work from home or follow a hybrid model, they might choose to come to the office rarely. Such people might also have a negative mindset. As a result, project timelines and customer commitments might also get delayed. These are some of the visible signs of quiet quitting.

What are the common reasons for quiet quitting?

The pandemic was a professional crisis. People got isolated from groups, and the physical connect was missing. There was burnout. So, when things became normal, people decided to relax and take a break.

Frontline managers are also responsible to a large extent. When they are tired, they stop connecting with their teams frequently. Here’s where communication breakdown happens.

Organisations seem to be in a hurry to bring people back to the office. But it’s difficult for people to shrug off the inertia in a jerk. They need time to adapt. If not, they’ll get frustrated and indulge in quiet quitting. Or else, they might choose to move on!

Is it possible to know the level of quiet quitting?

One way to gauge the level of quiet quitting is by launching a competition for process improvement, new ideas or innovation. How does that help? If the level of participation is less than 40%, then the indication is clear! Another strategy is to organise a ‘fun at work’ activity. If the employee turnout is less, that’s another indicator.

How does quiet quitting impact an organisation?

About $1.5 trillion is the estimated annual cost of quiet quitting. If people just do what they have to do, the organisation loses out on the opportunities to innovate. When innovation slows down, it could impact revenues. In such cases, some organsiations are even taking aggressive steps to deal with this challenge. Many have made it mandatory for employees to work from the office. Although it’s a normal move, a knee-jerk reaction can exacerbate the current situation. Employees should be brought back gently and gradually so they feel comfortable.

How does quiet quitting impact employees?

Quiet quitters start missing deadlines and lose the trust of their managers who assign low-value work to them. At this juncture, they know that their growth has been stunted. Hence, they continue to stay in the same job but remain disengaged. Eventually, these team members lose self-confidence since their peers perform better and get promoted.

How can quiet quitting be prevented?

Employees have to be motivated to do what they are passionate about. Managers must discuss their team members’ interests and areas of improvement, and document the same for future reference. Employees must be made aware of what it takes to perform and grow in the organisation. They should also be given the opportunity and resources for the same. If this happens, employees start having more confidence and control over their career paths. This leads, in turn, results in higher motivation and elimination of quiet quitting.

How can leaders help stop quiet quitting?

The moment this phenomenon starts playing out in a team, frontline and HR managers should be able to put the finger on it. They should be trained well to make this happen. If the managers themselves are quiet quitting, employees will find it harder to handle the challenge. Therefore, it is good to bring all quiet quitters to the office and have a face-to-face conversation. This reveals a lot about their emotional stature, and it becomes easier to offer a remedy.

How can L&D help prevent quiet quitting?

The employer has to make sure that there is a career path for every job that exists in the company. The next step is understanding the training needs and creating common/customised programs for all employees. The training for top performers can be more advanced. All of this can help curb quiet quitting.

Can technology help spot quiet quitting?

IoT, AI, VR and other digital ecosystems help create a learning environment. They also simplify and accelerate the day-to-day tasks of humans. Technology can help gather data from employees and perform sentiment analysis accurately and quickly. Simple tasks can be automated. Employees should also be able to give anonymous feedback on a platform. When technology enables all of this, employees are motivated to do more for their organisation.

What is the best way to deal with quiet quitters?

Quiet quitters are also humans! They may have lost their way. Hence, it is important to deal with them humanely. Such people should not be treated as liabilities, since they could be capable of being more effective and productive if treated appropriately. The employer has to do what it takes to empathise with them and guide them back before it is too late.

Can HR and managers be trained to handle quiet quitting?

Usually, quiet quitting is about sentiments. Managers must know how to judge the mental state and motivation level of the people in their organisation. If an employee is not feeling engaged, or valued, then the frontline and HR managers should know how to assist them.

Conflict management and persuasion are some of the aspects that come to the fore when talking about human engagements. Managers and HR have to be thoroughly trained on these aspects. Capable managers can play a pivotal role in preventing quiet quitting in any organisation.

Read on the greytHR blog.

Source Link - https://medium.com/@greytHRsoftware/quiet-quitting-at-the-workplace-f6abeca77ab6

[shadowglens]

THALI(A), HOL(L)Y and IDA for the names ask meme!! ☺️💕💕

holly answered here!

THALIA

T: how quick are they to cry?

entirely depends on where she is! if she’s with friends, her mum or brother, or in private then she’s a huge cry baby and will burst into tears very quickly. if she’s in public or with her dad then she’s a lot more restrainer - you’ll be able to tell when she’s upset still, but she won’t burst into tears like she usually does. she’s got very good at keeping herself under control and ‘professional’ around certain people.

H: who texts/calls them the most?

oh you just know jim never shuts up, so he clogs up her phone (do they have phones? or fancy sci fi communicators?) a lot. uhura and her text a lot though too, along with a few of their friends from the academy. they’d definitely have a group chat. thalia sends dumb emojis and memes to bones a lot just to piss him off lol.

A: who are their exes? do they still keep in touch?

she dated a few people during university but things ended messily both times so thalia doesn’t really keep in contact. she was such a workaholic back then (even more than she is now) and also wasn’t as confident in herself, so she wasn’t the best person to be in a relationship with. the breakups hurt, defintiely, but ultimately they were for the best.

L: how often do they post on their social media accounts?

not as often as you’d think, but she does use them fairly reguarly. she likes posting pictures of the funky alien animals she comes across in her travels, as well as fashion stuff. lots of sappy couple shots of her and jim once they’re Official.

I: in general, are they organized or messy?

organsied! very very organised! everything has a place, and hse also just loves routines and knowing what to expect. her wardrobe is immaculate too.

IDA

I: in general, are they organized or messy?

in contrast to thalia, ida is a mess (both emotionally, physically and like .... spiritually). her apartment is uncontrolled chaos, with baskets of laundry and other random things everywhere. the styling is all over the place too, with bright rugs and blankets and random ottomans and artwork everywhere. half her wardrobe is shoved in the backseat of her car.

D: what time does their day usual start?

if ida had it her way she’d sleep in all the time, but she often has to be at work at like .... 6am. which sucks, honestly, but she’s at least in the routine of getting up really early after having worked at the station for a while, so it’s not too bad. she always stops in at hayley’s for the largest coffee she can get though, because otherwise she’s a gonna be a non-functioning mess. it’s a bad habit from her days at the academy/university where she’d be up at all hours studying. it hasn’t failed her yet.

A: who are their exes? do they still keep in touch?

how coincidental that i get this question from you, cause the big ex is obviously bobby (derogatory). they went to school together and became a semi-serious, kind-of-fwb thing in the last few years of high school. they stuck it out until they were like 19 or 20, and then things started to derail - bobby was becoming more selfish and self-serving, and ida was lashing out and everything and anything in her vicinity, and they were kind of destined to crash and burn honestly. definitely not a great time for either of them, although bobby still definitely lords it over ida to this day. their relationship is one of many reasons ida has such a love-hate relationship with wayhaven (she can’t drive down certain streets without thinking about fucking bobby in the backseat of the shitty car his parents gave him for graduation).

[thehungryplaice]

What Are The Skills Required Of A Corporate Event Organiser?

https://www.the-hungryplaice.uk/what-are-the-skills-required-of-a-corporate-event-organiser

The Corporate Event Organiser Has An Important Role And Must Have A Number Of Skills In Order To Plan An Event And Ensure It's Success

In Choosing Your Corporate Event Organsier You Should Consider All The Attributes and Qualities They Should Have Before Making Your Decision

Corporate Event Planner Skills and Qualities

Having the right person in place to manage your Corporate Event is so important in staging a successful event, this person is key in delivering the Corporate Event Objectives and there are many attributes, skills and qualities that this person should have in order to run things well.

• Experience of Event Management

Having Event Management Experience is always helpful but it’s not overly essential, it is taken for granted that this may be impacted depending upon the size of the Corporate Event and the type of event that is being put together and who the audience are.

The different types of Event Audiences can be attributed to the different types of Corporate Events including Business to Business, Business to Employees and Business to Consumers. Each of these types of events may require a different approach and may all be of varying sizes with different levels of attendees.

Larger events with several thousands of visitors will take more attention and level of expertise and it may be advisable to look at those with management experience for such large scale events, others however which may be on a much smaller scale such as in house staff events may not need such experience.

• Organisational Skills

A Corporate Event Organiser should be super skilled at Organisation, this should be a trait that comes naturally and is second to none. Organisational Skills should be evident in all aspects of this person’s working life and may also extend to their own personal life.

Organisation of an event would involve managing several strands of areas of the event in an orderly fashion using skills to work effectively and efficiently.

An individual who is good with organisational skills will use several tools and interpersonal skills to help an example would be in the recording and communication of information using a range of computer programmes such as Calendars, PowerPoint Word, Excel, and Databases. It would be best to ensure that the Corporate Event Organiser should have access to these and be proficient at using them.

• Willing to Accept Ownership and Responsibility

The Corporate Event Organiser needs to own the Event Project from the outset and be willing to take ownership of this and all the things that go into it. They must accept the good and the bad as well as the challenges that they will face.

Along with accepting Ownership comes taking responsibility for the Event and the decision making that is made along the way, this should not be taken lightly and great seriousness needs to be shown with this role.

• Be A Leader

For any project that is undertaken it is essential to have a strong Leader and the Event Organiser should be no different.

Being a leader is not only about being able to show others the way and lead from the front with confidence it also includes the ability to positively influence others and provide a healthy working environment, to lead with success you must be a great communicator and set an example to others who rely on you for guidance.

• Confidence and Self Belief

The individual needs to be Confident and believe in their own abilities to be able to not only put together the Event but ensure it is a success.

It is also important that the Corporate Event Organiser is happy enough to admit their own negative points and limitations and seek out help for these areas of weakness without letting that impact on their confidence in being successful in their role.

• Interest and Passion

It goes without saying the Corporate Event Organiser should show a great deal of interest in the event itself and harbour a huge amount of passion for the message the event is trying to achieve, having passion makes you believe in something, work hard and never stop.

• Management Skills

Along with Organisational Skills the Corporate Event Organiser must also possess Management Skills both of tasks and people.

They would need to be able to manage multiple tasks at the same time as well as managing their Event Team and their delegated tasks.

• Common Sense

A common sense attitude is a given for an Corporate Event Organiser, this individual will have to make decisions throughout when issues occur and will have to rely upon common sense or reason in many cases where they cannot just look up the answer!

• Strong Interpersonal Skills

The Corporate Event Organiser will come into contact with a large number of people along the way and in order to deal with these individuals they will need to possess a number of interpersonal skills such as communication and interacting well with others.

Being a bad communicator and a person with a dislike for others just will not do for an kind of Corporate Event.

• Problem Solving

When organising and running an Event problems and issues will always arise, dealing with these needs to be done with a methodical and structured approach, it takes a certain type of skill to analyse and solve problems as they occur whilst maintaining patience and focus on the end goal.

• Prioritisation of Tasks

A huge number of tasks will be progressing at any one time and to carry these out effectively these often need to prioritised into the degree of urgency they need. A Corporate Event Organiser needs to be able to do this with ease and change this prioritisation quickly when needed.

• Attention to Detail

A Successful Event is all in the detail, each attribute needs to be planned and executed to the greatest level of detail so it sits with the Corporate Event Organiser to ensure that every part is effectively checked to ensure the detail is followed.

• Flexible in Approach

With many tasks and many people to manage flexibility is needed at all times, things will change at a moments notice and the Corporate Event Organiser may need to change their outlook on how they can deal with things, being stringent in their approach will not be helpful when flexibility is needed.

• Industry Specific

There are some cases where the Event being staged is within a Specific Industry such as a Music Festival or Sporting Event and in these situations it would advantageous for the Corporate Event Organiser to have Specific Industry experience to help the event run smoothly, this would particularly be the important where for example certain procedures needs to be followed or legalities followed. 

• Budgeting and Financial Mind

Putting together an Event will require a Budget and being able to understand how to look after Financial Information and run budgets as well as considering cost savings and cost implications will serve the Corporate Event Organiser well and having this skill will be an asset to have.

https://www.the-hungryplaice.uk/what-are-the-skills-required-of-a-corporate-event-organiser

[chloemccormick8]

the cool operator

“Artemisia was a survivor. She was a cool operator who never comprised her sexuality or her femininity. In fact, she used them both to create a whole new way of looking at women in art.” - Michael Palin 

Born in 16th century Rome, Artemisia Gentileschi worked her way to the top despite the many major traumatic setbacks her life thrown at her; starting with the death of her mother when she was only 12. While grieving for her mother she had to take on the role of surrogate mother to three younger brothers as well as assisting her father in his studio.

Daughter of struggling artists Orazio Gentileschi, she spent her teenage years confined to her father’s studio; this is where producing work under her father’s guidance. Her was a friend of Caravaggio and he adapted a similar art style which he passed onto Artemisia. Due to this some of Artemisia’s work had been wrongly attributed to male artists or her father.

The baroque painters first well known work was the Susanna, painted in 1610. The story behind the painting is of young Susanna was bathing in a garden and some elders come over and try to ‘have their way with her.’ This painting revolutionised the way woman were portrayed in art as Artemisia painted it from a woman’s perspective where Susanna is horrified and disgusted rather than the typical Susanna painting where she’s looking seductively at the elders, almost flirting. A radical moment in art history. 

Unfortunately this was an example of art imitating life. The city was a dangerous place for a young woman and Orazio, in effort to keep his daughter away from the corruption, organsied for her to have private painting lessons with Tassi, a good friend of Orazio and an important artist at the time.

One spring afternoon in 1611, Tassi followed Artemisia into her father’s studio and raped her. Sex outside of marriage in those days would bring great shame to you and your family (only for the woman of course.) Most women are cast to the streets with no other choice but to work as prostitutes.  To calm Artemisia down he promised to marry her. Artemisia had no choice but to accept, to protect herself and keep the rape a secret from her father. Orazio found out and took his pledge to the Pope writing that ‘his goods have been destroyed, ruined’ and he asks for reparation of something that has been done to him; the ‘goods’ being his daughter. Artemisia was never considered as a human being with feelings.

In the effort to clear his name, Orazio then took Tassi to court, resulting in what would become as one of Rome’s longest recorded rape trials. Artemisia won the case; however she had been forever tainted in the public eye. She became a laughing stalk in the streets, she was the girl Tassi had ‘had his way with.’ Tassi was issued a 5 year exile from Rome, a sentence he never served.  

Artemisia was left with two options to ‘redeem’ herself, join a convent or get married. So on 29th November 1612 she married Pierantonio Stiattesi, a painter from Florence. They got married with the doors of the church closed (which was illegal at the time) in fear Tassi or friends of would come in the try murdering either the bride or groom. After getting married she moved to Florence, giving her a fresh start.

Her first commissioned work was from none other than Michaelangelo Guonarroti, Michaelango’s great-nephew. The work was called ‘The Allegory of Inclination.’  From their her commissions grew as she educated herself in music and literature using her beauty and charm to move through the elite circles of Florentine society. Her ultimate goal was to access the Medici court and she had many tactics to get there.  

Adding to the struggles her life has thrown at her, she managed to have five children, sadly only one made it to adulthood. His was her daughter Prudentia, named after Artemisia’s last mother.  

She acquired a studio and began producing work on a grander scale, with the help of several assistants. While each assistant likely specialised in an individual area of painting, Artemisia would be responsible for designing and mapping out paintings. A result in her working on commissions, she didn’t find it necessary to sign her work, causing paintings to again be lost or wrongly attributed to other artists over time.  

Understanding the workings of the upper class, Artemisia made sure to always be seen wearing extremely expensive dresses and never without company of a servant when out walking. This was she could be viewed as a great lady. She was a brilliant strategist, even going as far as placing herself in situations to get what she wants. For example, walking in a certain square in hopes of attracting attention of wealthy residents in Santa Croce with their contacts to the Medici court or acting out a self-written script with the help of a friend in order to get a loan from a wealthy man.

She never pays the loans back, instead after having learnt the vocabulary of music and art the refined gentlemen share, she would exchange a painting for the loan. Even all the expensive dresses where taken on credit!  

All her hard work paid off as she was awarded the highest honour an artist could receive – membership of the Academy of Drawing and Arts. She was one of the first women to receive such public recognition.  

She then moved to Naples after a decade of travelling through Europe as a feted lady artist. In Naples she used her excellent business skills to find new clients while maintaining her old clients from a distance. She wrote many letters during her years there to some of her impressive friends, Galileo being one of them. She was a bit of a drama queen and a very good name dropper when writing.  

Artemisia was the ultimate feminist icon. She weaved her way to the top of a men’s world despite the major setbacks her life provided, all without ever compromising her sexuality or femininity. In fact she used them to create a whole new way of viewing women in art, transforming victims into survivors.

[taesbetch]

My blood//water tag list just deleted it self wtf --- IF YOU WERE THE ONE WHO WANTED TO KNOW WHEN THE NEXT PART IS POSTED PLS CONTACT ME OOF IM NOT ORGANSIED ENOUGH FOR THIS

[der-unverantwortliche]

James Flint: So how do systems which are initially freeform and distributed give way to centralised power structures? Nick Land: You have to understand that organisation involves subordinating low level units to some higher level functional program. In the most extreme cases, like in biological organisms, every cell is defunctionalised, turned off, except for that one specialised function that it is allocated by the organic totality. And hence the preponderant part of its potential is deactivated in the interests of some higher level unity. That's why the more organised things get, the less interesting their behaviour becomes - “interesting” simply meaning here how freely they explore a range of possible behaviours, or how “nomadic” they are. JF: I take it from that that you are not as keen on the idea of “self organsiation” as some thinkers. NL: Organisation is suppression. It's more accurate to say that systems which avoid self-organisation whilst maintaining trajectories of productive innovation end up parasitically inhabited by organisms of all kinds, whether those organism are biological organisms, corporations or state systems. The history of life on this planet right through to Microsoft is of the successive suppression of distributed, innovated systems. JF: Can you give me an example? NL: Well, first of all one has autocatalytic chemical systems that are subject to code control by RNA. When RNA begins to complicate enough to start exhibiting various kinds of lateral interference and experimental deviations, it becomes overcoded by DNA. The absolute crucial event in the whole history of the planet is the point at which the earth's bacterial life system - which is very loosely code controlled, comparatively - is subjected to exterminatory gassing by oxygen-emitting, massively highly structured securo-maniac metazoan organisms. Many of the bacteria disappear except insofar as they are captured as productive subcomponents of highly organised, nucleated, concentrational systems which are now what dominate all life on the planet and have done for five hundred million years. JF: So how would you interpret the classical picture of evolution as a tree-like structure? NL: The bacterial net is successively suppressed by levels of organisation, tiers of control that have a tree-like structure. But that tree-like structure is not at all inherent, it's actually produced by organisation. It's incredibly similar to the relation between corporations and markets, in the sense that markets are potentially open ended, distributed transaction systems which are subjected to regularisation, hierarchical structuralisation, specialisation and concentration by the corporate structures that superimpose themselves upon them.

(x)

[ashafriesen]

British Council Pune – A Library Beyond Books

  When I was invited to visit and spend time at Pune’s British Council Library…. well, I wasn’t exactly excited.

I mean, spending a weekend at a “library” surely didn’t ‘sound like a plan’ at that point.

But then, I was told that their ‘60th Anniversary Celebration Week’ is going on and a lot of fun workshops and events for kids are lined up, so I lugged my daughter along to pay a visit.

….and guess what! When we reached and had a look inside, I was not only amused and surprised but also thankful that we DID come!

It was anything but a “typical” library that you can think of.

British Council Library is a cozy, comfy, fun and welcoming place full of (of’course) books, quirky seating spaces, relaxing zones, eating hang outs and corners to even take a nap!

Before I go any further, have a look at this short video of our library tour to give you a 360 degree view.

As mentioned earlier, British Council is no plain library. It provides a wide range of opportunities for continuous personal and professional development through Library Services, English language learning and also organises various workshops and events.

Library and Information Services

The library has a huge collection of of books, magazines, newspapers and DVDs. The book and journal collection covers literature, English language, arts, exam preparation books, books for professional development, loads of children’s books and in other categories.

Workshops

Library hosts a variety of workshops for both adults and children which are designed for professional and skills development.

Having served as a hub for knowledge and cultural activities for Punekars since 1959, the British Council Library in Pune has completed 60 glorious years in the city. To celebrate this milestone, British Council organsied a fun-filled weekend of learning events for both parents and children. Workshops spanned across topics such as storytelling, science, dance, arts and parenting.

Programme Concept Details Audience When Storytelling by Radhika Bagdai Interactive storytelling Kids aged 6-9 years

Kids aged 10-14 years

31 August

1 September

Amazing Science by Makers Club Learn to make paper merry go round model Kids aged 6-9 years

  31 August

  Amazing Science by Makers Club Learn to make Napier’s bone Kids aged 10-14 years 1 September Therapeutic Art Art workshop to elevate child’s self-esteem and self-awareness Kids aged 6-9 years

Kids aged 10-14 years

31 August

1 September

Capoeira Workshop Music, dance, acrobatics, culture, community learning

and martial arts workshop

Kids aged 6-9 years

Kids aged 10-14 years

31 August

1 September

Mindfulness by Sandy Andrade A session on Mindful Parenting 01 September A session for Parents 1 September

On the 31st August, winners and some of oldest members of the British Council Library in Pune were felicitated by Honourable Mayor of Pune, Shrimati Mukta Tilak.

  During my visit I got a chance to interact with Gunjan Narula, Head of British Council in Pune.  I asked Gunjan

How has the library evolved to meet needs of today’s library-goers? What does it offer today?

The British Council Library in Pune is a knowledge centre, known for its incredible resources which include books, DVDs, popular Indian and UK newspapers and magazines. The space doubles up as a popular hang-out for Punekars as people from different walks of life come together and use it for free exchange of ideas. From young learners, students, professionals to freelancers, teachers and parents, there is something for everyone!

  As the patterns of content consumption changed over the years, so has the concept of a library evolved. Today, learning and development is not limited to books, and elements like new-age content and social engagement are essential to it. Also, with a faster pace of lifestyle and a constant likening for the ‘new and now’; the British Council Library has designed a highly interactive and fluid ambience for its patrons.

  Members get access to a variety of interactive programmes such as book club meets and launch events, talks by experts such as Watts Up Pune, expert seminar series such as Café scientifique; and cultural initiatives around storytelling workshops, poetry sessions, and fun games. In addition to this, members can also attend workshops for IELTS preparation and English proficiency improvement, that are a great add-on for their professional requirements.

  Today, as a member, one can get easy access to 115,000 books, 14,000 journals, 16,000 comics and graphic novels and 1,800 plus audio books covering a wide range of subject areas.

  The British Council Library offers a section that is specially designed for kids. They spend the entire day reading books, playing board games, solving puzzles or just ordering from the café – making it a family’s day out – a common sight over weekends.

British Council Pune – A Library Beyond Books published first on https://parentcenternetwork.tumblr.com/

[vistapostng-blog]

Pmb, Amina Zakari Not Family Relations - Presidency

Pmb, Amina Zakari Not Family Relations - Presidency

        The presidency yesterday refuted the claim by the opposition that President Muhammadu Buhari and a national commissioner in the Independent National Electoral Commission (INEC), Hajiya Amina Zakari, are blood relations. The Peoples Democratic Party (PDP) had on Thursday rejected the appointment of Mrs Zakari as chairperson of INECs Election Collation Centre Committee, saying it is a ploy to rig the 2019 polls in favour of the president and his party. But in a statement by the senior special assistant to the president on media and publicity, Mallam Garba Shehu, the presidency described PDPs claim as mendacious and baseless accusations. Shehu noted that in its desperation, the opposition party forgot that it was the PDP government that appointed Hajiya Zakari in the first place. He said apart from imputing a blood relationship between Zakari and President Buhari, members of the opposition have been lying all the while and have been caught doing so on many issues. The presidential spokesman stated: President Buhari and Commissioner Amina Zakari dont share a family relationship. An inter-marriage occurred in their extended families. So, the imputation of blood relationship between the President and the electoral commissioner is a simple lie. What is even more curious about all the fuss coming from the PDP is that they, as a ruling party, picked Mrs Zakari, judging her by her own merit and made her an electoral commissioner. She served so well with distinction as can be verified from the records that President Buhari approved the recommendation that she be reappointed, as he did other PDP nominees for second-term of four years. Shehu pointed out that PDP has no moral right to keep harassing Mrs Zakari unless they have a hidden agenda. By this statement, the PDP is guilty of scoring an own goal and two of harassing an innocent citizen on the basis of a lie, pure and simple, he said. Remove Zakari From INEC, PDP Tells NASS But the PDP maintained its stance by charging the National Assembly to commence an immediate process for the removal of Mrs Amina Zakari from INEC. Specifically, the PDP Presidential Campaign Organisation (PPCO) asked the National Assembly to mandate the President Buhari to remove Zakari, who it alleged is the presidents niece. Addressing a press conference yesterday in Abuja, the director of media and publicity of the PPCO, Kola Ologbondiyan, said PDPs position is predicated on the fact that Amina Zakari who is allegedly President Buharis niece will be used to compromise the independence of the commission, manipulate the electoral process and rig the Presidential election for him. The PDP made the call in light of Zakaris recent emergence as chairman of the Committee on Collation Centre. The partys call on the National Assembly to remove Mrs Zakari would require two-thirds majority of the Senate in compliance with section 157 (3). Ologbondiyan alleged that the Buhari presidency had been using Zakari to mount pressure on INEC even to the extent of brazenly foisting her as the collation officer for the Presidential election to enable President Buhari announce himself as winner. He added that INEC can no longer lay claim to being a credible, completely impartial, transparent, totally independent and immune from external control by interested entities, as long as Amina Zakari remains a member of the commission. PDP stated: By foisting Mrs. Amina Zakari to lead the final process of the election, President Buhari is seeking a way to annex INEC, practically, take over the collation of results, and announce himself the winner. This is a clear invitation to anarchy and a huge political crisis capable of derailing our democracy because Nigerians, across the board, are already in vehement rejection of this self-succession plot and are now, more than ever before, ready to use every necessary means available and accessible to them in a democracy to protect our democratic process. Furthermore, as long as Amina Zakari remains in INEC, the commission cannot be trusted. On the alleged meeting between Zakari and Buhari Campaign Organsiation, Ologbondiyan said we have been informed of how Mrs Zakari led other top INEC officials to a secret meeting with some top officials of the Buhari Campaign Organization (BCO) in Abuja on ways to introduce the controversial Incidence Form under a new name and use such to manipulate the collation of results. We therefore urge Nigerians and lovers of democracy all over the world to unite in condemning this scheme by the Buhari Presidency to use Amina Zakari to enmesh our election into unnecessary controversy and trigger a political crisis in our country, just because they have realized that President Buhari cannot win the Presidential election. President Buhari and Amina Zakari should know that Nigerians have made up their minds in rallying behind our Presidential candidate, Atiku Abubakar, as their next president and no amount of machination, shenanigans and scheming will stop this resolve. We want the world to note how our Presidential candidate, Atiku Abubakar, has been traversing the length and breadth of our nation campaigning and winning the support of millions of compatriots with his message of hope and practical solutions to myriads of our national problems for which Nigerians have attained a consensus to elect him as their next President. Instead of campaigning, President Buhari, having realized that Nigerians are no longer interested in his empty promises and display of incompetence, has rather resorted to seeking ways to manipulate the electoral processes and foist himself back to power against the wishes of Nigerians. The party vowed that the Buhari presidency will never have its way in rigging the 2019 elections through a self-succession strategy. It further stated: We insist that, in this election, votes must count and only the will of Nigerians, as expressed at the ballot will prevail. The PPCO therefore urges Nigerians to brace up to the challenge and stand for democracy by getting ready to vote, protect their votes to the very end and ensure that their choice of Atiku Abubakar as their next President is not subverted by anybody, no matter how highly placed. Nigeria belongs to all of us. No one individual is bigger that our collective entity as a nation. Our citizens will never allow a group of very few desperate and compromised individuals in the Buhari Presidency and INEC to hold our nation to ransom.   Read the full article

[theimpals-blog]

Rohini Jadhav - From Humble Background to Head Turning Quotient

Humble background often turns one into a self-effacing one, but those who it cannot turn; it inspires to make the most out of life. Such a person is an asset to the society at large, and certainly to an organsiation at professional level.

IMPALS is one such organization which encourages true talents and has a perfect amalgamation of talented minds called IMPALSIANS who have their own inspiring stories to come to this far in life.

Keeping this chain of thought in mind, let us give you a glimpse of one of our ever smiling and full of life web developer Rohini Jadhav, a true IMPALSIAN by heart and achievement.

Hailing from an idyllic village called Kapil in Karad, Maharasthra, she has grown up on farm areas where her parents worked as farmers. Her moderate background and upbringing in the lap of nature, has instilled in her a sense of satisfaction from whatever she gets out of her life.

As a girl child she has always been reared up with utmost love and affection in the family. But at the same time being the second of the three siblings, she also had to shoulder the responsibility of taking care of her younger brother as her parents would be out on the field for farming activities.

She completed her SSC from Vitamata Vidyalaya, Karad and HSC from SGM College Karad. Being an average student she always had her heart set on something non-conventional which led her to take inspiration from her elder brother who is also a web developer and started on his footsteps.

After completion of her HSC she started her Diploma in Computer Technology from PCPK Karad where she got her initial exposure to various software and hardware and started her journey on the off-beaten path which was not conventional for the girls of her village she grew up in.

After completion of one year Diploma in Computer Technology, she directly got admission in second year of Bachelor of Engineering (B.E) from AMGOI Kinivathar. After completion of her B.E she requested her parents to let her move to Pune for exploring her career opportunities but was not allowed to pursue her plan. But she was determined to work and be independent and hence continued trying to convince her parents. At the end her unflinching determination was rewarded and she was allowed to work and start her career.

She started her career as an intern at ABMS in Pune and then joined there as full time employee. Then she started looking for new opportunities and joined Tipster an IT company in Chinchwad, Pune, where she was awarded with best employee for the quarter.

However, there was still a lack of complacency as her creative urge inside was not getting full scope of unfurling itself in these roles.  This urge and a timely look for new opportunities led her to IMPALS, the best creative branding agency with the best working environment in Pune. At IMAPLS she came across many assignment challenges which actually tickled her creative urge and helped her come out with best creative solutions, aligned with the policy of offering best creative solutions followed by IMAPLS.

In Rohini, IMAPLS found a true IMAPALSIAN who help maintain its status quo; in IMPALS, Rohini found the best place to produce the creative solutions with high head turning quotient.

About Us

Impals Marcom LLP is the Digital Marketing company established in Pune. Impals Marcom LLP provides following services.

1. Media Relations

2. Marketing Collaterals

3. Branding

4. Market Research

5. Digital Marketing

6. Website Development

7. Designing

8. Content Marketing

9. Content Writing

10. Consultation

Our team consists of experienced professionals from a diversified background with one common interest, i.e. providing the best possible solution that matches your business line. We are highly devoted to serving you with creative and upgraded solutions that are dynamic yet feasible. Our copywriters are often found blue-sky writing over a cup of coffee while our designers are peevish with creating art-work like never before! Our digital marketing team brainstorm on how to skyrocket a digital /online presence! Our Client Servicing Team believes that the ideas can really brew over a coffee. We are ready to walk that extra mile to listen to all your worries sitting at your office desk!

Contact US

Impals Marcom LLP

2nd floor Ariana, Near New Poona Bakery,

Bhumkar Chowk, Marunji Road,

Wakad Pune-411057, Maharashtra.

Phone No: +91 788 780 0015

Email: info@theimpals.com

Website: http://www.theimpals.com

[thetreehunter]

Tree Professionals Silence is deafening

Dec 12th 2017. The Arb Association (and other organisations). Their SILENCE over the last few weeks. 

(Please Note! This was posted BEFORE the disgusting decision to FELL the official World War 1 War memorial trees on Western Rd 13th Dec.2017)

I could talk of the utter devastation and shoddy, unsafe, unprofessional, dirty, deceitful and downright vindictive fellings that have gone on but I prefer to let those that have witnessed it 1st hand have their say. For me the tree protectors have had the patience of Saints to be so friendly and & peaceful to the people cutting down the trees...but things have changed in the last week or two...

From Social Media Calvin Mark Payne  There have been many discussions on here about who are our enemies and who are good people caught up in the process. Of course our issue is first and foremost with SCC, and then Amey. However others have played a role; the police for one, but most of all the arbs.

A fellow arrestee made a point recently that the arbs have "taken sides" as the campaign has become more embroiled in unpleasantness, and I think that is right.

We often put up with arbs cheering as they fell trees, but over the last few months they have made false allegations to police, one of them has lied in court, and they have been complicit in violent actions against protectors.

However I'll take one example. Last night at 4am a group of arbs went out and mutilated trees on Abbeydale Park Rise, healthy trees that were decorated for a fundraiser for a hospice this weekend. Those men willingly took part in a filthy act and should not be respected as skilled professionals doing a dangerous job. That time has passed now. Those men are scum.

Paul Brooke (TO)  Calvin Mark Payne - totally agree with every word other than the last line - In my book no-one deserves being called names but they do deserve 'calling out'. They are behaving as though this was a personal battle and they now want the trees down no matter what. I agree its gone beyond any discussion of professional standards or ethics. They are angry and will do whatever it takes to fell tree regardless. I have zero respect left for the arbs from Acorn. 

From John Camateras - They laughed and jeered and mocked our efforts when they came for our beautiful cherry tree and for that I will never forgive them!.

Craig Andrews: How many fluorescent jackets does it take to fell a tree?

Comment by Vassili Papastavrou: There is also a problem with the Arboricultural Association which stays silent in all of this. Arboriculture is not a profession if there is no regulation. If healthy trees are removed. If it is done in a dangerous fashion. All over the country arbs are removing healthy trees without a moments thought. I'm still cross about the attitude of the arbs removing a perfectly healthy 50 year old oak tree in our park 10 years ago. We tried to stop them but failed. What will it take for the Arboricultural Association to act? Does it ever act?

Jennifer Saul, Contributor Professor of Philosophy, University of Sheffield Huffington Post piece today...

READ THE ARICLE HERE > Sheffield council destroys Christmas on Abbeydale Park Rise

Abbeydale Park Rise (APR) before today lights raising funding for a local HOSPICE as they have done for many years now.

4:15AM today. Mutiliated in a dispicable ‘NIght time Raid’ Photo Sally Goldsmith

APR how the tree were left today Photo Katrina Nice

email self-explanatory with the pic below

and just to show the depths of desperation the ‘Tree Bouncers’ now employed by Sheffield City Council here demonstarte a secure/professional/ arb approved? safety zone technique. Photo Russell Johnson

And Finally: Rob McBride, a very disillusioned tree person. (Personally like Paul above I would not call them scum. They are though, utterly not representative of their ‘profession’ is what I would say) Hmmm Profession...Lumberjacks, tree fellers I would call these people now. (Not all, as I know there are some good proper arbs who did not want this it come to this) Of course their paymasters, Sheffield City Council (not all members but many) / Sheffield City Council Paul Billington / Amey PLC Directors /Ferrovial directors are an utter disgrace to the human race, and I really feel now that some of these people WILL end up in JAIL in the years to come over this ransacking of Sheffield’s arboreal heritage. And I for one will be there clapping when they do. 

There are of course some causes for celebration in the tree world. Tree For Cities have told it as it is and even offered to pay for some of the solutions. I congratulate them wholeheartedly. The Woodland Trust have come out to help the tree protectors of Sheffield and offered to mediate with Sheffield City Council. Again to no avail. SCC seem unable to have constructive dialog at all. The Arb Association DID make a statement a while back. We were hopeful then but now?

Individuals, tree professionals & any other organisation who have come out and criticised SCC openly I applaud you. None of this criticism here is directed at you.

But those who choose to say nothing in the Tree World....

The Arb association are NOT ALONE in their recent silence. The Professional Tree World has, and still is letting themselves down very badly by their silences too and in-action on this disgraceful and unprecedented situation. I will not name organisations here as there are just TOO MANY that are not stepping up to the plate. Many have spent a lifetime in the arb world and yet they seem powerless, lacking the will to come forward and say it as it is. I can only feel that it is ££££’s, that stops them. The thought that they may be ‘blacked’ or something in the tree world? I just do not know and I am VERY SAD by this fact.

In fact I will ask here now for statements from ... (and if I have missed any statements already I will apologise and blog them here if sent them by the organisation(s). Of course it is open to anyone to question these organsiations too for their views, if any? on Sheffield.

The Tree Council (TC) The Ancient Tree Forum (ATF) The Municipal Tree Offciers assocaition (MTOA) London Tree Officers Association (LTOA) Forestry Commission (FC England) Institue of Chartered Foresters (ICF) Royal Forestry Society (RFS) Tree Register of British Isles (TROBI ) Trees Design Action Group (TDAG)

OF COURSE THERE ARE THE PROFESSIONAL HIGHWAYS ENGINEERS ORGANISATION that are seemingly silent too... I would love to hear from them also.

The Institute of Highway Engineers CIHT | Chartered Institution of Highways & Transportation 

ICE: The home of civil engineering | Institution of Civil Engineers

Note! I will modify this Blog as facts come to me if I have any incorrect assumptions

[megjobsdbau]

Program Coordinator & Assistant At The Griffith Consulting Melbourne

Program Coordinator & Assistant At The Griffith Consulting Melbourne

Griffith Consulting specialises in leadership development and wellness programs. We are passionate about creating mindful leaders and organsiations towards a better future, whilst creating a quantum leap in results and satisfaction. We seek a self-motivated individual to join our small dynamic team in this full-time position. – Ideally you will bring along skills that are uniquely excellent in…

[jamiegodwin]

Tap into the Emotion of Teams for more effective business results

The reason I built the Just Being course at Jumo was for this exact reason. Tap into the Emotion of Teams for more effective business results can only be done with an effective emotional intelligence training course.  I saw this article posted here and thought I would share

Employee Engagement is the number one HR Leadership priority for 2017 (Deloitte’s 2016 Human Capital Trends report) and with Brexit on the horizon and the policies promised by President Trump, we are entering a period of uncertainty for many business leaders.

Neuroscience has proven that uncertainty and increased stress can shut down the logical part of our minds as we focus on survival.   This brings immense challenges to the world of work and leadership.

Research from Gallup shows that employees in the 20- 36 year age group are the least engaged generation in the workplace to date, with many changing jobs and workers actively looking for new roles. This signals a bumpy ride for management teams in retaining good people.

The study highlights how millennials are pushing organsiations to reinvent how they lead and manage, highlighting what 21st century workers seek from employment today. The underlying principles for driving engagement among these millennials lie in the climate that a leader has created in the organisation. Indeed this may be true for all workers. As the title of the famous Harvard Business Review article stated, “Why should anyone be led by you!”

Research has shown that leadership climate is a known predicter of employee engagement and empowerment, directly relating to an organisation’s financial performance. Employees are over four times more likely to be engaged working in an emotionally intelligent leadership climate.

How does it feel to work around here – am I encouraged and inspired to stretch myself to my full potential?

The climate of any organisation is greatly influenced by the Emotional Intelligence of its leaders.  Emotional Intelligence and the ability to lead people through a volatile and complex working world are seen as the greatest competitive advance for the 21st century.

A six year longitudinal study of 167 high-tech start-ups in Silicon Valley with different management and leadership styles highlighted that those who had the least chance of business failure and who achieved sustainable growth and investment funding adopted a commitment model of leadership.  These organisations put a focus on their employees, created a common purpose, provided meaningful work and developed collaboration.

Key Questions leaders should ask themselves

What is my mindset?  Am I creating a mindful/thriving climate that builds long term success

How am I feeling? How self-aware am I of my feelings and those around me?

How do I choose to behave – do I take time out to reflect on situations and prepare for key conversations and meetings – what is my objective , what fingerprint do I want to leave.

Measuring Climate

The Leadership Climate indicator model (JCAglobal) measures 12 key leadership behaviours that demonstrate the prevalence of 4 leadership styles – Inspiring, Including, Controlling and Withdrawing leadership.

It explores how the tone set by the organisations leaders is felt throughout the company and measures the impact this is having on perfomance, well-being and innovation.

What can today’s leaders learn from these studies?

At the recent Talent Summit event many common themes were coming through from the significant line up of Senior HR, L&D and Business leaders including keynote speaker Daniel Pink

Build Self-awareness – Leaders who are aware of their own behaviours and those of their team are closer to the reality of what is really going on in the business. Be aware of the barriers for your team. The single biggest motivator for an employee is to make progress in meaningful work.

Ensure all employees are clear on the Purpose of the organisation – Why do we exist? Why does this organisation matter?

Provide Regular Feedback – encourage an environment where feedback is seen as development and an opportunity to reduce blindspots and stretch.

Build Trust – Internally with employees, team members and externally with customers and suppliers. Actively build and develop relationships.

Create an atmosphere of openness – Make it safe to challenge and offer alternative ideas.

Stretch and Empower individuals – don’t micromanage – Encourage responsibility – give them autonomy.

Value and appreciate others – Celebrate successes and recognise a job well done.

  The post Tap into the Emotion of Teams for more effective business results appeared first on Just Being.

from Just Being http://bit.ly/2mFgvma