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In Trump’s America, the Conversation Turns Ugly and Angry, Starting at the Top

first_imgPresident Donald Trump has railed against unauthorized immigrants in recent days, branding many of them “murderers and thieves” who want to “infest our country.” Not long ago, he referred to them as “animals,” although he insisted he meant only those who join a violent gang.The president’s unpresidential language has become the standard for some on his team. This week his former campaign manager, Corey Lewandowski, made a mocking noise, “womp womp,” when a liberal strategist raised the case of a 10-year-old girl with Down syndrome separated from her parents at the border.Trump’s coarse discourse increasingly seems to inspire opponents to respond with vituperative words of their own. Whether it be Robert De Niro’s four-letter condemnation at the Tony Awards or a congressional intern who shouted the same word at Trump when he visited the Capitol this week, the president has generated so much anger among his foes that some are crossing boundaries that he himself shattered long ago.The politics of rage that animated Trump’s political rise now dominate the national conversation, as demonstrated repeatedly during the debate over his “zero tolerance” immigration policy that separated children from parents apprehended at the border.Actor Robert De Niro speaks at the 72nd Annual Tony Awards at Radio City Music Hall in New York, June 10, 2018. Photo: Sara Krulwich/The New York Times“Unfortunately, we’ve seen a decline in civility and an uptick in incivility,” said Christine Porath, a Georgetown University professor and author of “Mastering Civility,” a book on behavior in the workplace. “It seems like people are not only reciprocating, but we tend to stoop lower rather than higher. It’s really putting us in an unfortunate place.”Porath said the current harsh climate was affecting people beyond politics, injecting itself into everyday life at home and work. “We know that incivility is contagious,” she said. “It’s like a bug or virus. It’s not only when people experience incivility, it’s when they see or read about it.”Trump’s descriptions of those trying to enter the country illegally have been so sharp that critics say they dehumanize people and lump together millions of migrants with the small minority that are violent. This approach traces back to the day Trump first announced his campaign for president in 2015, when he labeled many Mexican immigrants as “rapists,” a portrayal that drew furious protests.Trump recalled that controversy just this week and doubled down on it. “Remember I made that speech and I was badly criticized? ‘Oh, it’s so terrible, what he said,’” he said with derision during a speech to the National Federation of Independent Business on Tuesday. “Turned out I was 100 percent right. That’s why I got elected.”Indeed, the lesson Trump took from his nastier-than-thou campaign was the more outrageous he was, the more incendiary his rhetoric, the more attention he drew and the more votes he received. Any expectation he would put the harsh language aside to become more of a moral leader as president has proved illusory.He has made insults the core of his presidential messaging. He has called Canada’s prime minister “weak & dishonest.” He has called journalists, lawmakers and political opponents “wacky,” “crazy,” “goofy,” “mentally deranged,” “psycho,” “sleazy” and “corrupt.” He has called some of his own appointees and Republican allies “very bad,” “VERY weak,” “failed” and “lightweight.”Returning incivility with incivility has not always worked out well for his opponents. When Sens. Marco Rubio of Florida and Ted Cruz of Texas tried it during the Republican primaries in 2016, it backfired.“Only Trump can get away with being Trump,” said Jennifer Mercieca, an associate professor at Texas A&M University who has studied his language closely over the last three years.“Any time that other people have tried to use ad hominem attacks or swear or whatever, it rings false,” she said. “And other politicians tend to have more shame, so when they’re criticized they fold. And as you know, Trump doesn’t do that. And so because he refuses to be shamed, he can get away with sort of saying anything.”The emotional exchanges that feel so raw online play out in person too. Outside an arena in Duluth, Minnesota, where the president was speaking Wednesday night, protesters waved signs that said “My Grandpa Didn’t Fight Nazis for This” and “Liar. Racist. Fascist. Sociopath. Twitter Troll. Idiot.”Supporters of the president responded with their own messaging. “Hillary Clinton Killed My Friends,” read a man’s T-shirt outside the rally, without explanation.Corey Lewandowski, President Donald Trump’s former campaign manager, walks to a meeting with the House Intelligence Committee on Capitol Hill in Washington, Jan. 17, 2018. Photo: Erin Schaff/The New York TimesGary Payne, who teaches sociology at Central Lakes College in Brainerd, Minnesota, said he opposed the president, his policies and also the trading of crude insults on both sides.“People are looking for the simplest signals to go by,” Payne said as he stood outside the arena after trying unsuccessfully to attend the rally. “People pay more attention to demeanor than they do to policy.”Harsh discourse in American politics did not begin with Trump, of course. Ugly language goes back to the fractious days of John Adams versus Thomas Jefferson through the years before the Civil War and eventually to the McCarthy era and Vietnam. But rarely has the president himself set the tone from the top in the way Trump does. When President George W. Bush called his challenger Bill Clinton a “bozo” in 1992, it was seen as unpresidential.Trump’s presidency has driven some of those who oppose him to extremes of their own. Kathy Griffin, the comedian, was fired after posing for a picture in which she seemed to be holding Trump’s decapitated head. Samantha Bee, another comic, apologized for using a crude term to describe Ivanka Trump.“WE SHOULD RIP BARRON TRUMP FROM HIS MOTHER’S ARMS AND PUT HIM IN A CAGE WITH PEDOPHILES AND SEE IF MOTHER WILL WILL STAND UP AGAINST” Trump, actor Peter Fonda wrote on Twitter, also using a vulgar term to describe the president. Fonda later deleted the tweet and apologized: “I went way too far. It was wrong and I should not have done it.”Such responses do not always go over well. “Donald Trump is a dilemma to his political opponents,” said Whit Ayres, a Republican strategist. “It’s very easy for his political opponents to try to meet him on his level, and that usually backfires on his opponents.”Some liberals bristle at the idea that they should hold back in the face of what they consider an inhumane or authoritarian presidency. Jessica Valenti, a columnist for Guardian U.S. and the author of multiple books on feminism, politics and culture, said restraint played into Trump’s hands.“Expecting those of us who are scared and angry over what our country is becoming to speak with civility is absurd — civility died the day Trump took office,” she wrote. “It’s like telling a woman to smile as she’s being sexually harassed on the street: We’re not just supposed to put up with injustice, we’re meant to be cheerful through it, as well.”One of the most sensitive debates generated by Trump’s family separation policy was the question of when Nazi comparisons are appropriate. When Michael V. Hayden, the former CIA director under President George W. Bush, posted a picture of a concentration camp and wrote, “Other governments have separated mothers and children,” it prompted an exchange on CNN with Wolf Blitzer, who noted that his relatives were murdered in the Holocaust.“They were killed so when you make the comparison to Auschwitz, that’s such a powerful image and you understand the criticism you’re getting for that,” he told Hayden. “As bad as this policy is, it’s certainly not Auschwitz.”“I fully understand,” Hayden replied, “and if that offended anyone, they have my deepest and most sincere apology.” He added that the blessings of a free society should not be taken for granted. “I knew it would be controversial, but I felt a warning flare was necessary.”Two Holocaust survivors, however, posted a video testimonial this week talking about the impact of being separated from their parents. “Let’s be clear: We are not comparing what is happening today to the Holocaust,” they said in a statement. “But forcibly separating children from their parents is an act of cruelty under all circumstances.”Jonathan Greenblatt, the chief executive of the Anti-Defamation League, said Wednesday that everyone “should be extremely careful” with Holocaust comparisons but that “there are disturbing parallels that have touched a nerve.”“Let’s not spend time drawing comparisons,” he added. “Instead, we should focus all of our energy fighting for a more moral set of policies today.”© 2018 New York Times News Service Related ItemsDonald TrumpUnited Stateslast_img read more

Japan to Start New Language Test to Ease Labor Immigration

first_imgBy April next year, Japan will introduce a new Japanese language proficiency test with more emphasis on the practical expression used in businesses with an aim to get more immigrants to work in the country.The test will be administered both within and outside Japan to assess applicants’ ability to understand and use Japanese in daily life and business settings, according to a report in Japanese business daily Nikkei. The examination will include tests like making telephone calls and scheduling meetings.With a low birth rate and aging population, Japan is facing labor shortage and is trying to fill the gap with immigrants from Asian countries.Japan’s foreign ministry is leading the project as the country plans to relaxing immigration norms to cope with its deepening labor shortage. The test will serve as one of the main criteria for evaluating job applicants. Japan has very few immigrants working in its industries as it has a very strict immigration policy but the government is warming up to allowing more immigrants now.Applicants from Southeast Asian countries like Vietnam and the Philippines will be the first to get the proposed tests. Officials are planning to administer it by computers rather than on paper to speed the  processing of results, the publication said, adding that the new test will have both listening and reading components for now while writing and speaking sections may be added later.Current tests used by employers and work programs in Japan, notably the Japanese-Language Proficiency Test (JLPT), are heavily weighted toward language used in academic settings and student life, and one-third of the people taking the JLPT are exchange students studying in Japan, the report added. According to critics, these tests are not well designed to assess the language skills needed by workers.Japan is facing labor shortages in various sectors, including construction, farming, and nursing care, and with a view to fill that gap, the country will institute a five-year work permit next April that will not limit applicants to specific job categories, the paper said.In October 2017, about 1.28 million foreigners were working in the country, the most ever and an 18 percent increase from the year before, according to statistics from Japan’s Ministry of Health, Labor and Welfare.The country’s overall population fell by 199,000 in 2017, with the number of Japanese nationals decreasing by 374,000 and this was offset by an increase of 174,000 foreigners moving to the country, roughly halving the population shrinkage, the Nikkei said in another report, citing figures from the Ministry of Internal Affairs and Communications. Related ItemsJapanlast_img read more

Report This!

first_imgA Pasadena, Calif., website, which stirred an international sensation with its plans to hire two journalists in India to report on local government affairs, has decided to shelve their reports, citing the “attention that we received.”James Macpherson, editor and publisher of Pasadenanow.com, who hired a Mumbai journalist for $12,000 annually and another in Bangalore for $7,200 said he could not get around to editing their reports because of the publicity.Pasadena City Council meetings are webcast on the Internet and Pasadena Now planned to have the outsourced journalists report from the tapes and do any follow-up with officials by e-mail and telephone.“A lot of the routine stuff we do can be done by really talented people in another time zone at much lower wages,” Macpherson said.However, his plans unleashed a storm of criticism from journalists.Larry Wilson, editor of the Pasadena Star-News, said, “To pretend you can get the feel and the culture of a town as complicated and interesting as Pasadena by e-mailing and doing things over the Internet is nutty.”Rob Gunnison, director of University of California-Berkeley’s School of Journalism, the alma mater of one of the Indian journalists selected to do the reporting, was equally harsh, “I still can’t quite believe it’s not a hoax.”  Related Itemslast_img read more

Dubious Distinction

first_imgIndia will become the third-largest emitter of carbon dioxide by 2015, according to the International Energy Agency.“India and China will account for around 45 per cent of the increase in global primary energy demand through 2030, when the world’s energy needs are expected to be well over 50 per cent higher than they are today,” the IEA said in a statement. The 2007 World Energy Outlook projects that China will overtake the United States as the world’s biggest emitter of carbon dioxide this year, warning, “We need to act now to bring about a radical shift in investment in favor of cleaner, more efficient and more secure energy technologies.”  Related Itemslast_img read more

Hanuman: Action Hero

first_imgHanuman and Rama are taking their place beside GI Joe and Transformers. A Pennsylvania company, Kirdana, founded by an Indian American Mahender Swami Nathan, is hawking the action figures as well as posters and comic books based on great Indian epics, starting with Ramayana. Ravana and other action figures are proposed to be added next year.   Related Itemslast_img

Tata Unveils $2,500 Nano

first_imgTata Motors unveiled its much anticipated $2,500 four-door subcompact – the world’s cheapest car – which some auto experts are calling as revolutionary as Henry Ford’s Model T.Company chairman Ratan Tata, who had promised the low budget car to considerable skepticism from critics who questioned the company’s ability to deliver without sacrificing safety and quality.“A promise is a promise,” Tata told the crowd after driving onstage stage in a white, luxury edition of the five-seater mango-shaped Nano, in which his head nearly touching the roof. The company has not allowed reporters to sit or drive the austere car, which has no radio, passenger-side mirror, central locking or power steering, and only one windshield wiper. The Nano has a two-cylinder 0.6-liter gasoline engine with 33 horsepower, giving it a top speed of about 60 mph. It gets 50 miles per gallon.Tata initially plans to manufacture some 250,000 Nanos per year, almost a quarter of all cars sold in India last year. The company expects to ramp up production to 1 million in a few years.The Model T cost $850 when it debuted in 1908, equivalent to about $19,000 in 2006. The Model T’s 20-horsepower, four-cylinder engine, topped out at 45 mph and got between 13 and 21 miles per gallon.French auto maker Renault SA and its Japanese partner, Nissan Motor Co., are working on a compact car for under $3,000.Presently the Nano will be sold only in India, but Tata said the company hopes to export it to developing nations across Asia, Latin America and Africa in two or three years.  Related Itemslast_img read more

Charged With Child Abuse

first_imgPrakashanand Saraswati, also known as Shree Swamiji, the 79-year-old founder of Barsana Dham, a 200-acre Hindu ashram complex outside Austin, Texas, has been charged with 20 counts of indecency with a child. Saraswati is accused of groping two girls under the age of 17 between 1993 and 1996.Barsana Dham has denounced the allegations as groundless: “Shree Swamiji has dedicated his entire life to serving humanity and upholding the tenents of our faith. No one who knows him would ever believe he would do anything such as this.”  Related Itemslast_img read more

Hashim Amla braces for challenge of leading South Africa

first_imgHashim Amla has become the second non-white captain of South Africa after Ashwell Prince The two-test series starting in Galle on Wednesday marks the start of a new era for South Africa and the pending end of one for host Sri Lanka.Following the retirements of captain Graeme Smith and allrounder Jacques Kallis, Hashim Amla becomes only the second non-white captain of South Africa after Ashwell Prince and the first to be appointed for the long run.Leading the team, he says, is “an honor and privilege” and hopes his team will draw confidence from its 2-1 one-day international series win last week, its first in Sri Lanka.Winning both tests to wrest back the top spot in the test rankings will be difficult, though.”The one-dayers have given the team a lot of confidence and a lot of belief of winning here even though test cricket is a largely different game,” Amla said. “We’ve got an experienced bunch of guys and it has been a lot easier to focus. After a series like that, you don’t really need a down time.”Amla himself smashed two centuries in the series under one-day captain AB de Villiers, who carries a hamstring injury into the opening test, and may have to hand the wicketkeeping gloves to Quinton de Kock.”AB has been struggling with his hamstring so he’ll be playing but it’s highly unlikely he’ll be keeping,” Amla said.Sri Lanka captain Angelo Mathews says they don’t have an advantage just because South Africa has a new captain.advertisement”Changing the captain doesn’t really matter because they’ve still got those players in the team,” Mathews said. “They’re a very strong team to beat. They’ve lost to us in the past but they’ve played some really good cricket in the recent past so we can’t be complacent.”Stalwart Mahela Jayawardene has declared this series to be his second-to-last in tests.Mathews conceded it will be difficult to make up for Jayawardene, who announced on Monday he will retire next month after playing two tests each against South Africa and Pakistan.”He’s been tremendous for us in the past 15 years or so. It’s going to be a loss and difficult to fill his shoes. When I walked into the national team he was my first captain, and I learnt a lot by looking at him, by what he is doing on and off the field, the way he handles situations,” Mathews said.He indicated that left-hander Upul Tharanga, who was recalled to the test side after six years, would open the batting with Kaushal Silva on a pitch expected to help slow bowling as the match progresses.The second test will in Colombo from July 24-28.Squads:Sri Lanka: Lahiru Thirimanne, Upul Tharanga, Kaushal Silva, Kumar Sangakkara, Mahela Jayawardene, Dinesh Chandimal, Angelo Mathews (captain), Kithuruwan Vithanage, Rangana Herath, Dilruwan Perera, Ajantha Mendis, Suranga Lakmal, Shaminda Eranga, Dhammika Prasad, Chanaka WelegedaraSouth Africa: Alviro Petersen, Dean Elgar, Hashim Amla (captain), Faf du Plessis, AB de Villiers, Jean-Paul Duminy, Stiaan van Zyl, Vernon Philander, Morne Morkel, Dale Steyn, Imran Tahir, Kyle Abbott, Quinton de Kock, Dane Piedtlast_img read more

Lokesh Rahul joins League of Extraordinary Gentleman with ton on ODI debut

first_imgOpener Lokesh Rahul joined an elite list of cricketers on Saturday by slamming a century in his maiden ODI against Zimbabwe at Harare. India registered a nine-wicket victory over the hosts to take a 1-0 lead in the three-match series. (Also read: Under-pressure MS Dhoni happy to start Zimbabwe series with massive win)  Rahul became the 11th cricketer to break into the list of some of the most talented batsmen from around the world. (KL Rahul becomes first India to score a ton on ODI debut) Here is a list of the top 10 players who made a century on debut in ODIs. David Amiss (England) David Amiss was the first cricketer to score a hundred on his ODI debut. Amiss scored 103 runs off 134 balls against Australia on August 24, 1972. Australia posted 222/8 after opting to bat first in the first match of the Prudential Trophy. Amiss, who opened the innings, scored nine boundaries in his knock and guided England to a six-wicket win. Desmond Haynes (West Indies) Desmond Haynes holds the record for scoring the most runs on ODI debut. Haynes scored 148 runs in just 136 balls against Australia at Antigua on February 22, 1978. West Indies went on to win that game and Haynes becoming an overnight sensation who made another 16 centuries in ODIs. Andy Flower (Zimbabwe) Legendary Zimbabwean wicketkeeper Andy Flower is next on the list as he made an unbeaten 115 against Sri Lanka at New Plymouth, New Zealand, in the 1992 World Cup. Flower’s contribution though, went in vain as Sri Lanka won the match by three wickets and four balls to spare chasing a mammoth target of 313. Saleem Elahi (Pakistan) Saleem Elahi was picked in the Pakistan ODI side despite not having any first-class experience. Pakistan were playing against Sri Lanka in a three-match ODI series in September 1995. Elahi, aged 19, made an unbeaten 102 from 133 balls with seven fours as Pakistan won the match to take a 1-0 lead in the series. Martin Guptill (New Zealand) Hard-hitting New Zealand batsman Martin Guptill announced himself on the international stage with an unbeaten 122 against the West Indies at Auckland on January 10, 2009. The right-handed opener smashed eight boundaries and two sixes during his knock as the Kiwis posted 275/4 on the board batting first. The match was forced to be called-off due to rain. Colin Ingram  (South Africa) Talented South African batsman Colin Ingram made his mark on the international stage by smashing 124 runs in 126 balls against Zimbabwe at Bloemfontein on October 15, 2010. Hashim Amla was the other centurion in that match as the Proteas posted 351/6 batting first. In reply, Zimbabwe could only manage to get 287/6, handing South Africa a 64-run victory in the first of three ODIs. Rob Nicol (New Zealand) Rob Nicol made an unbeaten 108 against Zimbabwe at Harare (October 20, 2011) to become the second Kiwi batsman after Martin Guptill to score a century on ODI debut. Nicol’s century helped the Kiwis chase down their target of 231 with 9 wickets in hand in the first of three ODIs that were played in that series. Phil Hughes (Australia) The late Phil Hughes was another batsman who made an impact in his first ODI match itself. Hughes scored 112 runs in 129 balls against Sri Lanka at the Melbourne Cricket Ground on 11th January 2013 to help Australia post 305/5 in the first ODI. Sri Lanka were then bowled out for 198 as the Aussies took a 1-0 lead in the five-match series. Michael Lumb (England) Michael Lumb was a talented left-handed batsman who fell out of favour with the England selectors after a promising start to his career. Playing in his first ODI match (February 28, 2014), Lumb smashed 106 runs off 117 balls against the West Indies but still ended up on the losing side. Mark Chapman (Hong Kong) Mark Chapman made his debut for Hong Kong against the United Arab Emirates in the 2015-17 ICC World Cricket League Championship on 16 November 2015. Chapman, who was the vice-captain of the team at the time, scored an unbeaten 124 from 116 balls in the first match to guide his team to a big win over UAE. He also became the second batsman after Desmond Haynes to score a century on debut at a strike rate of over 100. advertisementlast_img read more

How To Care About The Bottom Line And Improve Company Culture

first_imgA recent ERE.net article, “Helicopter Parents,” addresses the idea of companies “adjusting … business practices and offerings to meet [millennial generation] expectations.”The conversation around how employers should cultivate an enriching culture that indicates employers are going to mentor, coach and care about the advancement and overall career satisfaction of their employees is valid. This topic is well-covered publicly in the media and privately, behind the scenes.With the transparency of the Internet and social media, journalists, bloggers and others aspire to hold employers accountable for their business operations and human resource practices as well as how they impact the employee and the world at large. While not all companies abide by these methods of employee care, the topic is contemporary and top of mind.Millennials are not the only ones seeking out more employee-friendly environments; all other generations up to, and including, Boomers desire work culture change, too. They seek increased freedom, flexibility, emotional rewards and collegialism.With that said, and with all the talk of culture and work-life balance, are dialogues around what makes a company survive and thrive being diminished? Is discourse about productivity, performance and profits getting lost in the shuffle?Perhaps not. If you search online, you will find hundreds—even thousands—of articles and blog post on this topic.However, the dominance of the employee engagement and culture mantra is pervasive and perhaps is reducing, to some extent, the volume of the employer’s message that says employees also have responsibility to the overall culture process, and as importantly, to bottom line goals.With that, following are five tips for employees to help take accountability in providing value to not only the culture but also to the company’s financial goals. This will help ensure workplace culture plays a part in sustaining future financial goals, enabling you more flexibility and free time to enjoy your life in and out of work.1. Remember to work hard every day. It’s not just about working smart so you can get home, change clothes and go out with friends for happy hour or to volunteer at your favorite charity. It’s not just about the most efficient way to get from A to Z, so you can stop concentrating so vigilantly and pop into Facebook for a status update. It’s not just about feeling good about every task that you perform because you think work should always be fun and/or satisfying.2. Ask your boss for one or two critical areas he or she could use your help beyond your job description. Inquire how you can help with a burning issue, problem, project or task that may help unfurl his tangled sails and get back on the right course. Problem solving is a key trait that employers look for. They not only need it in their staff, but they require it, and even if they don’t say it, it is an implicit need. Don’t ignore their needs.3. Give before you get. Consider your job a netweaving opportunity to give before you get. For example, if you were hired to perform a special function, and you sold yourself in the interview that you are well equipped for such a task, then make sure you give the employer what you promised. This may mean self-training or reaching out to your own personal network for help before burdening your employer with additional training investment right out of the gate.4. Perform in a profitable way. If you are in sales, bolstering the bottom line is easier to define. If your job isn’t directly sales- or profit-driven, you may have to get creative. For example, if you are in an administrative support role and this includes scheduling appointments for your boss, consider how you can more strategically assign his time to enable unbroken periods to work on sales, marketing or new product development initiatives. Or, if you are screening calls, protect your boss from time wasters; time is money, as we all know.5. Prove your value. If you want more flexibility; if you want time away from your regular duties to spearhead social programs on behalf of your company; if you would like your company to invest more in you for advanced training, coaching and mentoring, prove your value first. Work hard and track your accomplishments and then periodically ask your boss to review goals and achievements with you.Provide meaningful, measurable value while making sure your boss looks good and his burdens are eased. By doing so, it will be natural for him to want to support your career goals as well.last_img read more

Top 10 Mistakes Job Seekers Make

first_imgMistakes happen, but for job seekers it can mean the difference between landing a new gig and collecting another unemployment check. Finding a job isn’t an exact science but if job seekers can avoid common snafus it can give them a leg up over the competition, which can be fierce.From failing to learn about the company ahead of the interview to sending out a general resume to the masses, human resource experts, recruiters and career advisors weighed in to bring you the top ten mistakes job seekers make.1. Not spending enough time on the cover letter/introductory emailIn this Internet age brevity is the name of the game, but there is a fine line between being brief and being vapid when it comes to the cover letter or introductory email. “Ninety percent of job seekers have generic cover letters that reiterate bullet points on their resume,” says Tom Gimbel, founder and chief executive of LaSalle Network, a staffing and recruiting company. “A cover letter or introductory email is the first document an employer reads: make it stand out.” Gimbel says job seekers should use the company website to research current events that pertain to the industry and weave them into the cover letter.2. Not customizing your resumeWhen looking for a job it makes sense to send out a ton of resumes each week and hope you’ll get a call back granted you aren’t doing the equivalent of an email blast with a generic cover letter and resume. According to Alexandra Levit, business and workplace consultant and Career Advisory Board member, a big no-no is failing to customize the materials and remarks to the position the company is looking to fill. In fact, based on the Career Advisory Board’s Job Preparedness Indicator, 67% percent of hiring managers don’t think they have to settle for a candidate so it behooves you to customize your responses to the job ad, she says.3. Failing to do research ahead of the interviewYou got the call back for an interview and now you’re focusing on figuring out how to get there and what to wear when you should really be focused on getting to know the company and ideally the person that’s interviewing you. A common mistake, and one that can really hurt you during the interview isn’t doing your homework beforehand, says Steven Canale, manager, global recruiting and staffing services at General Electric. You want to “know the company’s history, present and future,” he says.4. Spending too much time networking online onlyIn this age of LinkedIn, Facebook and Twitter it’s easy to do all of your networking on the Internet but it shouldn’t be the only tool to develop job leads. “I’ve found in my experience that people are more willing to help those they’ve met in person,” says Paul McDonald, senior executive director with Robert Half. “Step away from your computer and meet people at professional association events, volunteer programs, your alumni activities, and more.”5. Casting too wide a netYou want to be out there as much as possible, but focusing on too many companies and/or job ads can get overwhelming, let alone become a huge waste of time. Instead Gimbel says to focus on five companies you are interested in working for and go from there. “Locate current and past employees on LinkedIn or the company’s website and schedule a meeting with them,” says Gimbel. “Take this meeting as an opportunity to pick their brain and find out about the company’s culture, growth strategy and business practices.” According to Gimbel those meeting will not only increase your knowledge about the company but it gives you an opportunity to gain an advocate within the company.6. Not practicing for the interview ahead of timeInterviews can be intimidating, especially if you are going in cold, which is what many job seekers do. Being unprepared is a surefire way to bomb the interview and leave you feeling less than confident next time around. Before you go on an interview Canale says to make sure you know what your strengths are, what areas you are trying to improve and what you enjoy doing outside of work. He also says job seekers should prepare “insightful” questions, not ones you can find on the company website.  “Have the right attitude.  Come across as confident but also as humble,” he says.  “Eye contact is important.  It’s an indication of confidence.”7. Showcasing your responsibilities instead of resultsWhether it’s with a resume of during an interview a lot of candidates think hiring managers want to know about their roles and responsibilities at their previous jobs but what they really want to hear about is the results they were able to achieve. “Employers don’t care about what you did, they want to know how what you did positively impacted the bottom line,” says Levit “Using any performance statistics you can come up with, you should be able to answer the question ‘why were your previous organizations better off because you worked there?’” Let’s say you are interviewing for a sales position. Instead of saying I was responsible for so and so region a better response would be as the sales lead for this territory I boosted sales 10 percent.8. Wasting resume spaceYour resume is your sales pitch so you want to make sure it’s easy to read and concise. You don’t want to waste valuable resume space adding too much information about your volunteer work or hobbies, says Levit. At the same time you don’t want to have an ultra-specific objective that will pigeonhole you into a particular position only, she says. “Use space wisely by including results-oriented information and as many transferable skills as possible,” says Levit.9. Focusing on starting salaryAt the end of an interview undoubtedly the hiring manager is going to ask you if you have any questions. If your first question has anything to do with starting salary or benefits, it’s likely to hurt your chances of getting a job. Even if you are dealing with a situation where there are multiple offers on the table, McDonald says you’re doing yourself a disservice if you focus on starting salary alone. “Look at the overall opportunity and not just the offer,” he says. “Does the company offer a strong career path and opportunities for growth? Be sure to weigh all factors before you make the final decision.”10. Freezing come negotiation timeYou got the job and now it’s time to sit down and talk about salary. While you want to get the most often nerves get in the way, which results in either asking for too much or not asking for anything at all, says McDonald.  Instead of going into the discussions unprepared, McDonald says to research salary trends for your position and at the same time keep an open mind. “You may not get the starting salary you want, but the hiring manager may be able to negotiate other options like vacation time or schedule flexibility,” he says.last_img read more

How I Got My Job: Finding a Company Culture You Love

first_imgMeet Tom Batchelor. He’s a Pre-Sales Consultant at XebiaLabs. Cultural fit is important to him, so when he set out to find a new job, Tom used Glassdoor’s daily job alert emails and company reviews to find the company and position that was the best fit for him. While we always love to hear that, it’s more important for us to share Tom’s story in hopes of helping everyone find a job and company they love. Here’s how Tom found a job he loves:“Actively starting a job search is something I personally dread. It’s massively time consuming and a huge amount of effort goes into reading in between lines and trying to understand what prospective roles and companies are really like. Typically, I have worked through my network of former colleagues to find a new role, but this time that wasn’t going to work. As my career grows, I’m much pickier about what I want to do next.This time I focused on two sites for my search: LinkedIn and Glassdoor. LinkedIn would sometimes pick up some interesting roles, but I found those positions seemed much more in tune with what I had done, not where I was going now. Plus, any roles that popped up that were associated with people in my network I had already previously discovered from those people. Therefore, it didn’t really add anything beyond my historical approach of using my own contacts.Glassdoor was different. Setting up job alerts is more flexible, so it was easy to find out about the roles I wanted next. Also, the company reviews are extremely helpful. Glassdoor isn’t a silver bullet, and there is still plenty of time to spend reviewing the information about jobs and companies that is available, but it does provide a great input into the initial company research. Using company reviews data, I was able to ask the right questions in initial discussions with recruiters, and ultimately, discount a couple opportunities that were not right for me. For example, rather than asking, ’Why are they looking for someone for this role?’ I could say instead, ‘I see there has been an attrition problem with this team, and I’d like to understand why that is.’The timeline of my search ended up being shorter than I expected. Using the daily job alert emails, I was able to find a couple of strong roles within a few weeks, which I expected to take a few months. One of these worked out to be an exciting opportunity with a cool company with smart, and more importantly, friendly people.In summary, using your professional network doesn’t work all the time, and when it doesn’t, the next best thing is Glassdoor because you get personal insight into companies where you don’t have professional or personal contacts. To me, this is critical. I want to do my best work every day, and I can only do this working somewhere with a great cultural fit. Glassdoor provided me with the tools to figure out the fit part of the equation quickly, which saved me countless hours going down interview routes with companies I would ultimately not want to work for.”Thanks for sharing your story, Tom!Has Glassdoor helped you? We love hearing from our community on how they found a job, negotiated a salary or learned more about the interview process at a company! Plus, when you tell your story, you help countless others. Tell us your story by emailing us at blog@glassdoor.com.last_img read more

Microsoft’s Julie Larson-Green Talks Building A Dream Career & Ignoring the Naysaye…

first_imgIn today’s startup-centric consumer tech space, it’s rare to find someone who has worked at the same company for more than two decades. Even Google isn’t yet 18 years old, and Facebook just celebrated its 12th birthday. But Microsoft is the original consumer tech titan—and Julie Larson-Green is a 23-year veteran who has managed her career through three CEOs and countless company reorganizations.Now the Chief Experience Officer of the Applications and Service division, her secret to long-term fulfillment is staying focused on her personal mission to learn as much as possible—and she’s built a uniquely varied resume in the process. She’s worked the phones in customer support, led the creation of an entirely new software development platform, and shaped iconic Microsoft products including Internet Explorer, Office, Windows, and Xbox.Larson-Green spoke with Glassdoor about how job seekers should “take the long view” of their careers, and the importance of staying one’s personal course amid chaotic times at an organization.GLASSDOOR: “Chief Experience Officer” is a newly created job. Kids don’t dream of being a CXO—so how did you get here? How did you manage your career over the long-term?JULIE LARSON-GREEN: Early in my career, the HR team made it a point to talk with people who they thought were high potential about their careers. They asked me, essentially, “What do you want to be when I grow up?” I didn’t even know how to answer the question in terms of titles and teams. For me it was more: Where can I have the biggest impact?I’ve always looked for a mission. I’m motivated when I find something that I want to solve, but I don’t know exactly how I’m going to do it. My eyes are bigger than my stomach in that way. I think most women I meet in technology end up moving up because someone told them they couldn’t.When I was working in support it was like, OK, I became one of the top support engineers. I mastered that. What’s the next hardest thing I can learn?But I had a great boss who would remind me: slow and steady. Ultimately, that’s what enabled some of my jumps. I wanted to learn as much as I could in each job and bring that with me.The one big thing I’ve carried forward through my entire career is the focus on the user. It’s easy to get lost in technology, to get really excited about what it can do, and lose the “why” for customers.Those conversations are energizing, and they can come from anywhere. We had been hearing from teachers that it’s a challenge for students to cite their sources correctly and not inadvertently plagiarize. My husband is a professor, and he had a student quote The Onion, not realizing it’s satire!So [at Microsoft] we got all of these people in a room from all different teams – people from Bing, Word, OneNote – to have this great conversation about how we can make these citations a natural part of how you author. And that’s how we came up with Word Researcher and Editor [released in July for Office 365 subscription customers].[Related: The Best Places to Work]You’ve stuck with Microsoft through three CEOs, a lot of company reorganizations, and the world changing at large. How did you handle those larger challenges?JLG: Being mission-focused really helps me take the long view. One of my mantras is “assume good intent.” You hear rumors and you can build a story in your head about it. But I’ve built a good network and I can talk to people about what’s going on, then refocus on the goal.Sometimes your personal mission does have to change because of larger things that are happening. In 2001, we were working on Office 2003 and wanted to have this online place where people could use Office. Today we call that Office 365! But 15 years ago, it sounded crazy.We were relying on another team for backend infrastructure—and one day they just decided they couldn’t do it, and that was it. But we eventually turned all of our work into the Microsoft Support site, which is huge for us even today.Uncharted places can fuel creativity. If there’s no one telling you that you have to something X way, that can be a big opportunity.[Related: Search Open Positions at Microsoft]As an executive at a high profile company, you’re also subject to scrutiny from the public, both as an individual and an employee of Microsoft. The company has faced a lot of Microsoft naysayers. Do you ignore that public commentary, or use it as fuel?JLG: It’s always important to understand different points of view, but others’ perceptions shouldn’t define you. There are fads and trends, but you have to take the long view.Once when I was on an airplane the woman next to me said, “You don’t seem like a person from Microsoft. You’re actually really nice!” It’s like, We’re all nice. Where does that come from? So you have to let that stuff go, and allow your work to speak for itself.The only time I get upset is when it affects my kids. My son got upset when I was at Xbox and someone online said I wasn’t technical. He was like, “Mom, you’re an engineer, you led C++, how can they say that?” It just shows those perceptions aren’t reality.For someone who wants a dream job like yours, what should they focus on to ensure success?JLG: With the phrase “dream job,” I worry people think that’s an endpoint. But it changes. Ultimately you need to decide what success looks like to you. It doesn’t necessarily mean a specific title. For me, the dream is impact and learning and working with great people.If something isn’t a fit, it doesn’t mean you’re not great at your craft. You take from it what you can get and keep moving.For tech specifically, what kinds of skills and experiences should job seekers focus on building?JLG: These jobs are evolving all the time, and there are a lot of paths. Not everyone has to be a programmer. At the core, what you need is curiosity about problems and an aptitude for building solutions for people.Find jobs that demonstrate you can bring together people and ideas, and show that you have ideas about how technology can solve problems.Go meet people. If you’re interested in augmented reality, you don’t need a computer science degree to join one of our HoloLens [Microsoft’s AR headset] meetups. Some of the best programmers I know have music degrees.[At Microsoft] we figured out we needed to do a lot of education around that. We just had [Microsoft’s annual hackathon] Oneweek [in July], and in past years we heard some people saying, “I’m not a programmer, so I can’t come.”We worked really hard this past year to explain that you really just need empathy, a deep understanding of people’s needs. Someone else can program something for you. But to visualize that human need and how it can get solved, that can come from anywhere. It can come from you. DISCOVER: Build a Dream Career Starting With A New Job! Search In Your City!last_img read more

The Unusual Way to Finally Score a Corner Office

first_imgOnce relegated to the basement or the attic, workers are finally finding their own downtown office amid growing coworking spaces. These a la carte office setups are giving digital nomads and the self-employed workforce the roots they need – and introducing an entirely new way of working to the corporate world. Coworking spaces address the needs of the rising number of flexible workers. You can rent these shared workspaces as and when you need to. Whether you need to fire up your laptop for a couple of hours between meetings or want to use one on a more permanent basis, they offer a more professional environment than a coffee shop and an escape from your home office, without the need to pay for an expensive and restrictive office rental agreement.You’ll also work with a community of like-minded individuals. Coworking spaces are a networking dream and those managing these spaces are careful to cultivate an inclusive environment where you can learn, network – or keep your head down if you need to concentrate.Flexibility is ingrained at every point with coworking – from how often you need to use such spaces to how involved you want to be with the community or the services you need to use. It’s very much a work environment that’s tailored to you and your work.Simply put, coworking has become a working phenomenon for freelancers, small businesses, job seekers, employees and careerists alike.What does a coworking space look like?Each one is different, but they usually contain a hub of desks where you can work with others, as well as dedicated meeting rooms and offices if you need a little more privacy. There are also communal eating and breakout areas where you can network and connect with your fellow coworkers.Such spaces also offer style and substance. They are usually visually stunning and kitted out with a wealth of facilities to help you work more effectively and efficiently. For example, The Farm SoHo Coworking is based in New York’s vibrant Manhattan district, where space is a rare commodity. Yet, it offers 6,000 sq. ft of space to its community in its airy loft decked out with a rustic Americana vibe and some killer tech to ensure you have all the tools you need to get the job done.Because coworking also provides you with all the facilities you’ll need. From superfast internet speeds to all the regular office amenities and free tea or coffee, it’s a far cry from your local coffee shop.The Coworking BoomCoworking is also going from strength to strength. The first results from the 2017 Global Coworking Survey show the coworking market is growing at a high rate with 13,800 spaces now open to 1,180,000 members around the world. Other research suggests coworking will grow globally to nearly 4,000,000 members by 2020.Big businesses are also eager to embrace the coworking lifestyle. For example, employees from professional services company KPMG regularly cowork in London and New York to keep the company close to the startups that could one day scale up and become clients.The further benefits to corporations are clear to see – employees spend less time commuting, which boosts productivity and spares the environment, and it reduces the bottom line through reduced real estate and associated costs.It’s not the cost effective nature or cutting-edge tech that so many of these spaces offer that attract its members, it’s the communities they build. Lucas Seyhun, co-founder at The Farm SoHo Coworking, said: “All our members come to The Farm for different reasons, but almost everyone gets something out of the community we have cultivated. That could be a collaboration with another member or attending an event that introduces them to a new business concept or innovation – there’s always an opportunity to make a new connection and improve your work at a coworking space.”Enabling The Digital EconomyMany criticize coworking for converting full-time work into part-time gigs – but there is a big upside. Coworking gives flexible workers “relief from the emotional demands of the corporate office”, according to research from user experience experts Melissa Gregg and Thomas Lodato.It’s an important point. Coworking is addressing the needs of our increasingly digital workforce. It is predicted that by 2030, 10% of the largest US companies will be virtual businesses with less than one-in-ten of their staff will work in an office at any given time. Coworking is also a concept that all big businesses must consider as technology, innovation, and globalization redefine the very nature of employment. Finally, the corner office is up for grabs at any one of the 13,800 coworking spaces around the world. What’s stopping you?Gemma Church is “the freelance writer who gets tech”. A specialist journalist, blogger and copywriter for the science and technology sectors. Her USP is that she’s worked in the industries she writes about as a software developer and research scientist with two degrees in physics.last_img read more

Miss Your Old Company? Here’s How to Get Your Job Back

first_img Marketing Communications Specialist Allied Telecom Group Arlington, VA 23 hours ago 23h Director of Rehabilitation Kindred Healthcare Washington, DC 4.0★ N/A Browse More Jobs CDL-A Dedicated Truck Driver USA Truck Washington, DC Police Officer Metropolitan Police Department of Washington DC Washington, DC 23 hours ago 23h Sous Chef – Flower Child Fox Restaurant Concepts Washington, DC 3.0★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 4.1★ 23 hours ago 23h 23 hours ago 23hcenter_img The boomerang employee is becoming more prevalent than ever before — a September 2015 study from Workplace Trends found that 76 percent of the 1,800 HR professionals surveyed said they are more accepting of hiring previous employees now than they were in the past.Maybe you want to leave your current employer but have intentions of coming back down the road. Here are five steps to becoming the ultimate boomerang employee:1. Build strong relationships.Even if you don’t plan on leaving, it’s still important to be professional and exercise proper etiquette in every position you hold. Think of each person you meet as someone to learn from and an opportunity to expand your network.Build strong relationships with colleagues and managers. This doesn’t mean you need to be friends and go to the bar with your boss, but you can still be friendly and show how much you appreciate them.Make an impression by learning how they prefer to communicate and mimicking their style. Gauge how they prefer to share information (email, in person, etc.) and what they like to know (every detail or just a project outline) so you connect well. They will appreciate this.Also, avoid office gossip and remain focused on your productivity. Actively seek out feedback to show how you value their perspective. It also helps to speak on a personal level, like asking about their weekend or discussing personal hobbies and interests.You want to establish a mutual level of trust and respect. This will make it easier to leave on good terms.8 Ways to Cultivate Better Work Relationships in 2018 2. Leave on good terms.Burning bridges is never a good idea, no matter how much emotion gets involved. No matter the situation, leave in a respectful manner. That begins with offering proper notice, which may be more than two weeks depending on your seniority and tenure.Write a concise letter of resignation, schedule a time to discuss your decision, and speak with your manager about why you’re leaving and how much you appreciate the opportunity you had.Offer to train your successor and ask to work late to write notes and daily job duties so whoever takes over can hit the ground running. Also, finish any outstanding projects before departing. This demonstrates how much you value the company you’re leaving — a gesture that will not go unnoticed.3. Stay connected.Once you leave, that doesn’t give you permission to forget about your previous employers. Maintaining a professional relationship is crucial if you want to keep the door open for a future return.Luckily, the internet affords you the opportunity to connect online and stay up to date with managers and the company. Reach out on LinkedIn, follow them on Twitter, and subscribe to their blogs or other professional outlets.Create time to engage with them. For example, share a blog they write or comment on a post. Show a genuine interest in their professional life. If you see the company announce a major expansion or release a new product, express your excitement for them and celebrate their growth by congratulating them.You want to show that you don’t forget how valuable your tenure was and how much you appreciate the company and your manager on a personal and professional level.8 Networking Strategies You Haven’t Thought of Yet4. Demonstrate your “new you.”No matter how long you’ve been gone, one thing is for certain — you changed. Show how much more value you can bring, and share what your new skills are. Did you gain more knowledge that could benefit your former company? Make this known.For example, when you’re leaving an employer, ask for letters of recommendation that show the skills you’ve learned and projects you successfully completed. Write an updated resume to reflect the experience you gained.If applicable, add new projects to your portfolio. Develop a strong social media presence by sharing your accomplishments, writing posts, and engaging in professional online networks.When you contact your former employer, either for a job posting you applied to or just to touch base, request a get together, even if it’s merely for a lunch or coffee meeting. You want to showcase the new you to land an official interview.5. Make the most of your interview.The war for talent puts the power in the hands of the employee, especially when an employer respects your choice of leaving to learn more. Employers want those doers, especially if they maintain a positive relationship with you.Also, hiring previous employees has many benefits for a company — there’s an established cultural fit, lower cost of onboarding, and less chance of turnover. Therefore, if you put in the effort and prove yourself, you should not have a problem getting an interview.Your interview will be a little more informal and relaxed, where you will be asked about what the “new you” has to offer. Bring in some concrete examples of how your new skills will benefit them immediately. For example, if you gained leadership skills and helmed a major marketing campaign, discuss what you learned and how you hope to use these skills for future projects.It takes a lot of time and energy to build meaningful relationships with employers, but it pays off well when you follow this strategy.How are you becoming the ultimate boomerang employee?Browse Open Jobs 23 hours ago 23h 2.9★ 3.9★ N/A 23 hours ago 23h Front waiter – Clyde’s of Georgetown Clyde’s Restaurant Group Washington, DC 3.8★ 2.9★ 3.1★ 23 hours ago 23h LPN Washington Fertility Center Annandale, VA Innovative Outpatient Family Medicine Opportunity Near FedEx Field Steele Healthcare Solutions Capitol Heights, MD Cybersecurity Program Associate Noblis Washington, DC Executive Assistant Municipal Securities Rulemaking Board Washington, DClast_img read more

What To Do If Faced With Racism At Work

first_imgMany employees live in two worlds. In one, you are told that laws require employers to ensure you don’t face racial harassment, hostility and intimidation from co-workers, clients, managers and supervisors. Most workplaces conduct mandatory training to attempt to clean up everyone’s behavior and publish page after page in handbooks about how to conduct yourself appropriately.In the other world are the people who seemingly never get the message, who don’t control their comments or behavior and yet are very adept at skirting the consequences.The right thing to do is to say something, even if the racism isn’t directed at you. Here’s how you should handle racial discrimination at work:Recognizing racial discriminationAnyone can be a target of workplace racial discrimination, which, in general, takes two forms: Direct and indirect. Direct racial discrimination is overt and clear, such as racial slurs or jokes, harassment, bullying or physical threatsIndirect racial discrimination is subtler, and includes race-based inequities in pay, job classification, promotions and layoffs. Being denied certain benefits, such as training opportunities or the ability to work flexible hours, if those are extended to your peers and not to you, could also be fundamentally racist Service Advisor Prime Motor Group Saco, ME 2.8★ Deli Associate F&M Deli & Restaurant Mount Laurel, NJ 23 hours ago 23h ICU Registered Nurse Del Sol Medical Center El Paso, TX 23 hours ago 23h 23 hours ago 23h Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT 23 hours ago 23h View More Jobs Part-time Day Associate Crew Carwash Indianapolis, IN Hot New Jobs For You Director, Advanced Technology Policy General Motors United States Racial discrimination can also arise in other forms of work-related communication: Through offensive text messages, in social media post entries and even on screen savers.You also need to be very careful in not being too quick to call something racial discrimination. For example, a co-worker’s comment that, “Thai food is always too spicy” in and of itself isn’t evidence of racism. It is if that same co-worker uses derogatory language against Asians when she says it, or there is a pattern of comments and actions that demonstrate an agenda.We often encounter victims of workplace racial discrimination who feel they should endure it to avoid making things worse for themselves. They are afraid to voice their concerns to management or human resources because they fear they are putting their job at risk.But it’s far worse to say nothing. The perpetrator’s racist acts could multiply, and their nature may become more intense. If you tactfully raise your objection and concern, your employer will hopefully act to remedy or prevent the discrimination and change your work environment. If that does not work, then you will have taken the step necessary to place your employer on notice of the discrimination. New Study: 3 in 5 U.S. Employees Have Witnessed or Experienced Discrimination Step 1Documentation is your strongest ally. We always encourage people to document everything about the incident. If, say, someone makes a racially derogatory comment to you, you should put that in writing to your employer at the earliest opportunity. First, take notes and try to include as many details as you can — what racial comments were made, who was present when it happened, what anyone’s response was — anything you believe is relevant. There is no right or wrong way to do it, just write down as much as you recollect, type it up and save the notes at home. Don’t keep these on company equipment, or in your desk or locker, because if the company does retaliate, you might never see your notes again.Step 2Next, you should look at the employee handbook and see what it says about discrimination and harassment. It should spell out the complaint procedure, including who you should approach. The handbook may direct you to your manager, to a higher-ranking supervisor or to a designated person in human resources. In some cases, the person you are supposed to report the incident to may have been the perpetrator or otherwise involved. In that case, go to anyone you feel safe and comfortable with in upper management, HR, or even the company owner.You should ideally put your complaint in writing before the meeting —  documenting as much as possible and saving a copy of the complaint for yourself. At the meeting, you explain to the person that you believe you have been the subject of racial discrimination, and you slip the paper to them.Once you raise that claim, the company should act to ensure that you are retaliation-free moving forward. However, that may not always be the case, so continue to document each step, including what transpired in your meeting, and write detailed notes if you suffer any heightened anger or hostility from the perpetrator, co-workers or managers.We understand that most employees don’t complain because they fear being retaliated against or fired. That, however, should be the least of your fears. You should act against discrimination and report any and all wrongdoing, and you should not continue to work in an environment that is intolerable. There’s also never a wrong time to contact an attorney if you feel you’ve been racially targeted, but the sooner the better. The attorney can advise you on what materials you may need to gather and other steps to take to support your claim.14 Legal Resources You’ll Need If You Encounter Issues at WorkOne last wordWe generally recommend that you also seek the advice of counsel before you contact a state or federal employment agency regarding your claim. While the federal EEOC and your state’s Fair Employment Practices Agency investigate employee complaints of racial discrimination and seek to protect your interests, it is important for you to have obtained counsel through an attorney before you decide that use of any governmental agency is appropriate for your claim or even your best option.Raymond Babaian is the founding partner of Valiant Law. During his 15-plus years in practice, he has gained expertise in litigation of employment, general liability, class action, construction, products, and general business litigation matters.Kamran Shahabi is the managing partner of Valiant Law. He represents clients in complex employment, insurance, general liability and business litigation.Learn MoreDiversity & Inclusion Survey 2019 23 hours ago 23h 3.1★ Registered Nurse (RN) – Charge Nurse – $7,000 Sign On Bonus EmpRes Healthcare Management Gardnerville, NVcenter_img 23 hours ago 23h N/A 3.0★ RN, Registered Nurse – OP Chemotherapy CHRISTUS Health Houston, TX 23 hours ago 23h 2.5★ 23 hours ago 23h 23 hours ago 23h 4.7★ 4.8★ 2.3★ 23 hours ago 23h Paramedic* Mecklenburg EMS Agency – Medic Rochester, NY 3.5★ 3.4★ LCPC – Licensed Clinical Professional Counselor Above and Beyond Family Recovery Center Chicago, ILlast_img read more

​Former Newcastle forward Ameobi extends Notts County deal

first_imgEx-Newcastle striker Shola Ameobi has signed a new contract with League Two Notts County.The 35-year-old told the club website: “I’ve been taken aback by the support of the fans, who have welcomed me into their club with open arms.”Boss Kevin Nolan added: “Not only did Shola make a huge impact on the pitch and in the dressing room, but he is also a big hit with our supporters.”last_img

​Huddersfield chief Hoyle: Complacency is what relegates teams from Premier League

first_imgHuddersfield Town chairman Dean Hoyle explains when clubs are susceptible to suffering relegation from the Premier League.Teams promoted from the Championship usually have to play out of their skins in order to maintain their Premier League status.But Hoyle explained that his team will only be in danger of suffering the drop if they become complacent of their place in the Premier League over the next few years.Hoyle said: “I don’t think there is too much risk in the first couple of seasons. Speaking to other chairman, the risk seems to be from being there after that – four, five or six seasons in.”You start to believe you are secure and start spending beyond your means. In the first few seasons you can manage the drive forward and the expectations successfully.”So for me it’s in the mid-term when clubs think they are established and don’t look at the downside and then suddenly fall through the trap door.”last_img read more

Advocacy Success Story: Kenya Approves Misoprostol for PPH

first_img ShareEmailPrint To learn more, read: Bring the right people to the table. The Task Force–comprising government officials, researchers, health professionals, clinicians, faith leaders, respectful maternity care champions, and representatives from non-governmental organizations–brought together their expertise and connections to develop an evidence-based, targeted advocacy strategy to support the  inclusion of misoprostol for PPH on the KEML.Advocate at just the right time! In advocacy, timing is key. Following the World Health Organization’s (WHO) release of its updated Model List of Essential Medicines in 2015, the government began updating its own EML. As such, we used this as an opportune time to influence the inclusion of misoprostol for PPH on the KEML.Point to the evidence. We gathered the findings from operations research conducted in Kenya and in similar settings to illustrate the feasibility of introducing misoprostol to prevent and treat PPH. We also reviewed locally available guidelines on misoprostol’s use for PPH and aligned them to WHO’s guidelines. We then developed recommendations specifying the appropriate health service delivery level and the cadre of providers able to administer misoprostol.Advocate strategically. We constructed appropriate messages for our target audiences, the Ministry of Health and the National Medicines and Therapeutics Committee (NMTC), which are responsible for updates to the EML. We drafted a letter to the NMTC, calling for the addition of misoprostol to the KEML for PPH prevention and treatment at all levels of the health system. The committee considered this letter, and our recommendations were included in the updated KEML. We regularly  followed up with the NMTC on the status of our advocacy ‘Ask’.While the inclusion of misoprostol in the KEML is a critical step for ensuring its availability at every level of Kenya’s health care system, continued advocacy is needed to ensure that high-quality misoprostol is actually available to women when they need it most and that it is administered correctly. We need to support national procurement authorities to acquire the right dosage and formulation, ensure that the government has adequate funds allocated to stocking misoprostol in public health centers, and update standard treatment guidelines and pre- and in-service health training curricula. We are proud of this advocacy win to include misoprostol as a maternal health medicine on the KEML, a necessary step to expand access to this life-saving medicine; now we must ensure that the government can make this promise a reality for all women–no matter where they give birth.For more information and tools for effective advocacy:Scaling up Misoprostol for Postpartum Hemorrhage: Moving from Evidence to ActionAdvocacy, Approval, Access: Misoprostol for Postpartum Hemorrhage A Guide for Effective AdvocacyUpdating National Essential Medicines List: A Step-by-Step Advocacy Guide—This blog post provides an update to an earlier post and originally appeared on Rights & Realities, a blog by the FCI program at MSH.Share this: Posted on November 15, 2016January 6, 2017By: Melissa Wanda Kirowo, Advocacy Project Officer, FCI Program of Management Sciences for Health in KenyaClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The Kenya Constitution states that every person has the right to the highest attainable standard of health, including reproductive health. To realize this right, every person must have access to high-quality, life-saving medicines.Recently, the government achieved great strides toward making this right to health a reality for its citizens. For the first time, the Kenya Essential Medicines List 2016 (KEML) included misoprostol in the oxytocics section, indicating its use for the prevention and treatment of postpartum hemorrhage (PPH), excessive bleeding after childbirth and a leading cause of maternal death. Misoprostol is stable at room temperature, available in pill form, and inexpensive. Because of these advantages and the drug’s wide availability, misoprostol may be a woman’s only chance for surviving PPH in settings with limited infrastructure and a shortage of skilled birth attendants–like many parts of Kenya.“It is unfathomable that the availability of life-saving medicines in our facilities is not guaranteed. It is heartbreaking to audit and review the deaths of mothers due to heavy bleeding after delivery because of the unavailability of oxytocin.” Dr. Wangui Muthigani, Manager in charge of Maternal, Newborn Health, Ministry of HealthThe KEML identifies the essential medicines that meet the priority healthcare needs of the population and guides the government’s purchasing and distribution decisions for public health facilities. According to the KEML 2016, the lowest level providers in the health service delivery system–community clinics, dispensaries and community midwives–are authorized to distribute misoprostol for PPH. Kenya is now among the growing number of countries countries that have approved misoprostol for PPH, thanks to the advocacy of the FCI Program of Management Sciences for Health and a task force comprising members from the National Maternal and Newborn Health Technical Working Group, which is led by the Ministry of Health. Our advocacy included the following key actions:last_img read more

Empire update

first_imgFor members, we just gave a general update on the My Membership home page, to the left of Member Chatter. We’ll be putting updates on that page about health insurance coverage through Empire. Here’s a summary of the current info:If you switched from HIP or PerfectHealth to an Empire plan, you are covered now, and have been since January 1.You do not need an Empire card to be covered.We’ve just gotten off the phone with Empire, and the cards will be coming around January 14.If you have a doctor’s appointment this week, send us an email at membership@freelancersunion.org and we’ll help troubleshoot it.last_img read more