For more details on all of my leadership development tools and the details of getting me to come to your organization and conduct one of my workshops for FREE, just follow this link: https://bit.ly/2Suq5Ym ► ► Subscribe to My Channel Here https://www.youtube.com/c/CameronMorrissey Transcript: Hi there everyone, and thanks for joining me today. If you’re in leadership, or if you’re in the workplace long enough, there’s going to come that time where your boss actually usurps your authority. It isn’t about you jumping the chain of command. It’s about your boss jumping the chain of command downward and going straight to your employees. Given enough times of this occurring, it can undermine your leadership, and it can just reflect poorly on the boss themselves. So what I recommend to tackle this, it the first thing is to actually take it to your boss. Your boss might not be aware really of the negative effects of their behavior, or that they are doing it in the first place. They might be seeing something and taking action on it, and just considering that part of their job. But talk to them and get clarification on why it is that they are doing that. Is it because you weren’t available? Is it because they don’t feel that you have an expertise in a particular area? But get clarification on why. There may be a very legitimate reason as to why they’re doing that. The other thing you want to do is to offer them an alternative at that time. So tell them that they can come to you with those things and you can disseminate it out to your team. That’s why you’re there is to take that load off of their shoulders. You want to highlight the benefits to them of going through you to work with your team. If you can highlight those benefits, you’re going to have a much better chance of having them stop that sort of behavior. So offer that alternative and then highlight the benefits as well. Now the other thing is even if you aren’t successful in getting your boss to stop this behavior you can also use this bad scenario for a good purpose. And that is communicating more with your team. If you’re communicating enough with your team, then it almost doesn’t matter what your boss does to usurp your authority, because you have that relationship with your team and that’s going to be something that they can hold onto even in the face of that uncertainty. So use that as an excuse to communicate more with your team. Call out the good that’s going on. Explain the “why” of the decisions that you’re making. And those round out that communication with your team, and so they’re going to give you the benefit of the doubt if there’s any question on things. Also, you’re able to jump in after the boss gets there and clarify things. And so you and the boss then look like you’re a team. The boss brings it up first, you then go and clarify and support the boss’s decision, and then it looks like a cohesive unit. And it doesn’t look like some sort of weird jumping of the chain of command. But those are the two things; go talk to your boss about those things and then talk to your team as well. Communication kills most of the ills in the workplace. Thanks so much, have a good one.
Views: 7082 Cameron Morrissey
http://blog.hr360.com/hr-blog/managing-a-difficult-employee-video-blog Video Highlights: 0:42 Managing a difficult employee is one of the biggest challenges a supervisor can face. We’re talking about individuals who are not violating company policy or breaking the law, but whose demeanor, attitude and behavior are off-putting to others. 01:12 Left unaddressed, a difficult employee has the potential to do serious harm to overall workplace morale and productivity, and can even drive other valuable employees away from the department or company. 01:29 You must be responsive to the issues and complaints of the offending employee’s colleagues. Don’t brush them off. Document the complaints in detail, and ask for specific examples of the behavior in question. 01:49 Address the employee in question. This is understandably uncomfortable, but it must be done. Ideally, you will speak with the employee immediately following an incident, so that the event is fresh in his or her mind. 02:19 Follow an established protocol of steps based on a progressive discipline policy. Start with a conversation, or counseling session. If the behaviors persist, move to a verbal and then a written warning. 03:27 If all these efforts fail, you may be forced to consider reassignment or termination of the employee. However, absent special circumstances, this should generally be the last resort and done only after all other avenues have been exhausted.
Views: 142187 HR360Inc
It's common in many companies for there to be animosity between programmers and managers. Earlier in my career I met many other software developers who loved to complain about management. And I've been just as frustrated, especially when it seems like management doesn't know what they're doing. But eventually after having several experiences talking to other programmers I respected, my perspective changed. In this video I share some stories about software projects I have been on where I was challenged to be enlightened to continue. I hope these stories help you think about what you can do to take the power of your career back into your own hands. Subscribe for more healthy software development videos! https://bit.ly/2I0sXay Skip to points: 00:20 Frustration With Sales 01:30 My Bad Performance Review 03:38 Finding Flawless Consulting 05:10 Angry Tweeters 07:23 Companies Are People! 09:10 It's Our Job To Help People Understand 10:34 Taking Success Into Our Hands 12:13 I Didn't Care About The Business! 13:28 Consulting Forced Me To Meet People 15:56 Seeing Other Frustrated Developers 16:51 Millenials Aren't To Blame! 19:14 Angry Reddittors 20:36 Where The Channel's Going 22:05 I Took My Power Back Related videos: "Why Do Programmers Lose Hope For Their Future?": https://bit.ly/2r5WLeH "Why Are You Making Programming Harder?": https://bit.ly/2rk5UR6 "How To Really Get Promoted To Senior Developer Roles": https://bit.ly/2r9KVAi "A Product Manager Is Actually Your Biggest Ally!": https://bit.ly/2JWlPvV "How To Accept Difficult Circumstances On A Software Project": https://bit.ly/2KA7AxQ #programming #management #relationship
Views: 947 Healthy Software Developer
https://www.thecasesolutions.com This Case Is About Undermining Staying Power: The Role of Unhelpful Management Theories Case Solution and Analysis Get Your Undermining Staying Power: The Role of Unhelpful Management Theories Case Solution at TheCaseSolution.com https://www.thecasesolutions.com/undermining-staying-power-the-role-of-unhelpful-management-theories-2-55518
Views: 10 TheCaseSolutions com
For more details on all of my leadership development tools and the details of getting me to come to your organization and conduct one of my workshops for FREE, just follow this link: https://bit.ly/2Suq5Ym ► ► Subscribe to My Channel Here https://www.youtube.com/c/CameronMorrissey Transcript: Hi there, everybody. Cameron Morrissey here. Today's question is, "What do you do when you get disrespected by your employees?" It's something that's going to come up over the course of your career and I'd like to highlight one major point. When you're disrespected by your employees, it is most often a reflection of the respect that they are feeling from you. It is a mirror of what they are getting from you. All right, so the question is, "How do you show them more respect?" Or, "How do you make sure that you are showing them respect?" A lot of times we feel like we are, but we aren't actually doing that. I want to tackle two main things to show respect to your team. The first thing is handling the why. Give them the reason for the decisions that you are making. Do you want to know who you explain yourself to? You explain yourself to people you respect. You explain yourself to your boss, so reflect that downward towards your employees as well. Make sure they understand why you're asking them to do whatever it is you're asking them to do. Get in touch with the why. The second thing you want to do is you want to make sure that you are listening to them. Making time to listen to the employee for even 30 seconds, 45 seconds, instead of rushing off to the next meeting that you have can have an enormous amount of impact. Again, I reflect this to your boss. Do you listen to your boss or do you tell your boss you're really late for a meeting, you need to rush off? No, you sit there and you listen, all right? Because you are showing them respect. If you want the respect of your employees, you need to show them respect as well and the two easiest ways to shore that up are in the communication outward to them, which is giving them the why, and then the communication inward, and that is giving them your time and listening to them. If you're feeling disrespected, shore up those two areas and that should help you. Thanks so much everybody, have a good one.
Views: 11757 Cameron Morrissey
Discipline can be an effective tool to improve your team's efficiency, productivity and morale. This VideoJug film will show you how to discipline an employee to its greatest effect. Subscribe! http://www.youtube.com/subscription_center?add_user=videojug Check Out Our Channel Page: http://www.youtube.com/user/videojug Like Us On Facebook! https://www.facebook.com/videojug Follow Us On Twitter! http://www.twitter.com/videojug Watch This and Other Related films here: http://www.videojug.com/film/how-to-discipline-an-employee
Views: 120918 Videojug
I work with many CEOs who've chosen to bring Holacracy into their organization, and they often face a real challenge: conventionally, the CEO holds the vision and helps orchestrate the whole organization around it. Yet with Holacracy, the process itself does a lot of that. There is still a need for what the CEO is doing as a spokesperson and champion of that vision, but Holacracy changes how CEOs fundamentally influence others in order to have them align around that vision. SEE THE BLOG POST HERE: https://medium.com/about-holacracy/9db3c361bd26 The real challenge is to differentiate how they champion the vision from how they exert authority and attempt to align others. There's a need to figure out how to still do what they do, without exerting power and influence the way they're used to. It's more than a challenge, it's a leverage point. CEOs are often the ones with the most power to unknowingly undermine what they're intending to do by bringing in Holacracy. The risk is for them to collapse back to the conventional way they've held power and influenced others — even with the best of intentions, while genuinely trying to help align others with the vision. To avoid that, CEOs can learn new approaches and use alternate pathways to influence others while still holding their critical function of championing the vision. It's a fascinating journey. There are definitely many ways it can go wrong, which can end up causing inadvertent harm. The good news is that usually CEOs interested in bringing Holacracy to their company in the first place are up for this challenge. One of my favorite parts of my job is helping CEOs find new ways to show up in their organization, and do what they do best without falling back to previous conventional habits. Instead, they learn new habits that are more effective and powerful with Holacracy at play. They can still be a spokesperson for the organization's broader vision, and that function often ends up in just another role. Ultimately, you don't need a CEO. You need a bunch of different roles, and the (former) CEO fills many of them. They're now part of the team, influencing the organization through Holacracy, which is a pretty cool transformation to follow. — Brian Robertson
Views: 2474 HolacracyOne
Is a boss or organizational authority figure thwarting your career progress? This is a frustrating and anger-inducing situation, especially when the person in power—such as a deparment manager or faculty chair—prides his/herself on a flawed notion of professional ethics. Unfortunately, there's not much you can do to rectify the situation, other than transferring your skillset to another path. A negative experience can actually be a catalyst into moving your career forward, far beyond your initial pursuit.
Views: 1959 Legend of Green Man
✅Join me and 5,000 others at LIG so I can show you how you can transform your career. Registrations are now open again; https://goo.gl/chwjpr Watch next: One Simple Talk That May Change Your Career and Life: https://youtu.be/R-PAfs_4un8 _____________________________________________________________ One of my LIG members asked a very interesting question. And because this situation is very common at work environment, I thought you can benefit from it as well. So, here’s the message; “Deniz, I am in trouble. I joined XXXXX 2 months ago and I am miserable. The cause of my misery is my manager. He’s bullying me in every sense. Apparently, he wanted his friend to be hired for my role and he’s not taking it well that I was hired instead of his friend. At first I thought, it’d be temporary but now even after 2 months, he’s making my life miserable. He is manipulative, he never gives me credit for my own projects, he doesn’t support me at work and hides key information, and worse he even spreads rumors about me. He is double-faced. He can be seen as very charming from outside but he’s a total dictator to me. He plays so many tricks to make me look responsible for failures. One day I couldn’t control my nerves and started crying in the office. Then I saw that he was laughing at my face and calling others to see me like that. It’s a miserable environment. I am not happy and I am thinking about quitting but I don’t want to be unemployed again. I have financial responsibilities. It’s not what I expected from such a prestigious organization. I even approached HR and they didn’t seem to care much at all. Do you think I should still file a complaint with HR? What can I do?" Ok… I have seen this situation 100s of times in my consulting career. I was never in that situation at PwC. PricewaterhouseCoopers. But I’ve seen it happening in my client organizations many times. So, I do have a very practical advise for you. Just be patient so I can walk you through my thinking process. But first, let’s start with what doesn’t work when it comes to workplace bullying aka corporate bullying. workplace bullying stories types of workplace bullying examples of workplace bullying bullying in the workplace laws signs of workplace bullying workplace bullying cases how to stop workplace bullying characteristics of a workplace bully workplace bullying scenarios bullying in the workplace what is bullying and harassment in the workplace workplace bullying tactics what does bullying in the workplace look like workplace bullying stories workplace bullying how to survive workplace bullying workplace abuse abuse at work work abuse corporate bullying corporate abuse manager abuse manager bullying bully manager
Views: 32656 Deniz Sasal
👉 DISCORD chat server: https://discord.gg/NWuBUxC 👉 Rossmann Repair Group Inc is a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for sites to earn advertising fees by advertising and linking to amazon.com ✖ Buying on eBay? Support us while you shop! https://www.rossmanngroup.com/ebay It kills me to hear stories of how business owners will give managers the power to make decisions, but then undo those decisions when they are afraid that a customer might be mad or a vendor may seem irritated. If the decision was a sound decision, let it roll. When you start undermining the decisions your managers make, you take away their authority and put yourself in a position to have to deal with these problems everytime they occur, and you take away your own sense of freedom. ✖ Scroll down to find FULL LIST of equipment we use below + support forum link! ✖ Buy a right to repair mousepad or t-shirt! http://bit.ly/2eOkg8G ⊙ Need help? Check out our forum at http://www.rossmanngroup.com/boards where we answer Macbook logic board repair questions for $29/mo. ✖ Repair Service: ▶ Local to NYC? Our store offers free estimates on all Macbook problems. http://bit.ly/RossmannLocalBoardRepair ▶ Outside New York? We provide service to the entire U.S. via mail-in service! http://bit.ly/RossmannMailInRepair 👉 Are you a business looking to outsource board repairs? Open a business account with us to receive wholesale rates. http://www.rossmanngroup.com/wholesale .......................... 👉 Do you have an existing store that offers Macbook repair? Want to get into board repair? Check out our 1 on 1 tutoring sessions where we teach board repair: http://bit.ly/1on1Tutoring ✖ TOOLS USED: ● Flux: http://bit.ly/2cYIx7t ● Solder paste: http://bit.ly/2epK1JE ● Soldering Iron: http://amzn.to/2cKkMyO ● Preferred tip: Fine: http://amzn.to/2d5MgPn Flat: http://amzn.to/2xgrx6a GPU wicking: http://amzn.to/2w8chtB ● Micro Soldering Pencil: http://amzn.to/2d5MWUP ● Micro soldering tip: http://amzn.to/2eYrF4a ● Quick 861DW hot air station(UNDER $300): http://bit.ly/quick861dw ● Hot Air EXPENSIVE: http://amzn.to/2cYI6tY ● Tweezers: http://amzn.to/2d5NBpi ● Multimeter: http://amzn.to/2qtbkKd ● Multimeter Probes: http://amzn.to/2cKkvMh ● Fume Extractor: http://amzn.to/2d5MGoD ● Microscope: http://amzn.to/2iLrE16 ● Microscope LED light: http://amzn.to/2d5Mh5T ● Solder: http://amzn.to/2cKkxUp ● Desoldering wick/braid: http://ebay.to/2gfKqC1 --- JESSA JONES' FAVORITE WICK! ● Crest CP500HT Ultrasonic cleaner: http://bit.ly/2iv3aci ● Branson EC cleaning fluid: http://amzn.to/2cKlBrp ● Jumper wire THIN: http://amzn.to/2eqF5T7 ● Jumper wire THICK: http://amzn.to/2eAJ5AU ● Nitrile gloves: http://amzn.to/2iUfumS ● CHAIR: http://amzn.to/2vu8Mvy ● On-screen Bench PSU: http://amzn.to/2i0G8MI ✖ RECORDING EQUIPMENT: ● Work camera: https://amzn.to/2QjHnt0 ● Home camera: http://amzn.to/2eAH0oT ● Work microphone: http://amzn.to/2e74PVF ● Home microphone: https://amzn.to/2xfampC ● Microscope camera: http://amzn.to/2icVQoG - mine is DISCONTINUED, this is the closest one I can find. ● HDMI capture: http://amzn.to/2iyGcle
Views: 6717 Louis Rossmann
People working in matrix organizations soon learn that traditional hierarchy and power have been undermined and that they need to develop the skills of influence without authority and engaging networks of people who may have just as much or more positional power. Kevan Hall, CEO of Global Integration talks about influence without authority in an environment where we are "all big dogs now". Find out more - working in a matrix: http://www.global-integration.com/matrix-working/
Views: 6041 MyGlobalIntegration
Social undermining is the expression of negative emotions directed towards a particular person or negative evaluations of the person as a way to prevent the person from achieving his or her goals. This behavior can often be attributed to certain feelings, such as dislike or anger. The negative evaluation of the person may involve criticizing his or her actions, efforts or characteristics. Social undermining is seen in relationships between family members, friends, personal relationships and co-workers. Social undermining can affect a person's mental health, including an increase in depressive symptoms. This behavior is only considered social undermining if the person's perceived action is intended to hinder their target. When social undermining is seen in the work environment the behavior is used to hinder the co-worker's ability to establish and maintain a positive interpersonal relationship, success and a good reputation. Examples of how an employee can use social undermining in the work environment are behaviors that are used to delay the work of co-workers, to make them look bad or slow them down, competition with co-workers to gain status and recognition and giving co-workers incorrect or even misleading information about a particular job. This video is targeted to blind users. Attribution: Article text available under CC-BY-SA Creative Commons image source in video
Views: 888 Audiopedia
It’s a misconception that you can motivate your employees. They’re already motivated. The key is to unleash their motivation. The Founder of Aperio Consulting Group, Kerry Goyette takes a deeper dive into motivation, how to leverage it, and the counterproductive motivations that may be holding us back from success. Kerry is the Founder & President of Aperio Consulting Group, a corporate consulting firm that provides workplace analytics and training to build high performance cultures. Kerry consults clients across the world on scientific strategies for engineering teams that maximize performance. She is also the founding authority of the Motivational Research Institute focused on identifying the key human factor contributors to success.Kerry is certified to administer a wide variety of cutting edge workplace analytics measuring motivation, engagement, safety/risk management behaviors, attitude, mental ability, emotional intelligence and many others. In addition, she is a certified forensic interviewer with advanced training as an expert witness by the American Prosecutors Research Institute. This specialized training has given her unique insight in diagnosing the true problem. Her consulting has taken her all over the world which has exposed her to a variety of workplace cultures and industries. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 710166 TEDx Talks
What is ABUSIVE SUPERVISION? What does ABUSIVE SUPERVISION mean? ABUSIVE SUPERVISION meaning - ABUSIVE SUPERVISION definition - ABUSIVE SUPERVISION explanation. Source: Wikipedia.org article, adapted under https://creativecommons.org/licenses/by-sa/3.0/ license. Abusive supervision is most commonly studied in the context of the workplace, although can arise in other areas such as in the household and at school. "Abusive supervision has been investigated as an antecedent to negative subordinate workplace outcome". "Workplace violence has combination of situational and personal factors". The study that was conducted looked at the link between abusive supervision and different workplace events. Abusive supervision overlaps with workplace bullying in the workplace context. Research suggests that 75% of workplace bullying incidents are perpetrated by hierarchically superior agents. Abusive supervision differs from related constructs such as supervisor bullying and undermining in that it does not describe the intentions or objectives of the supervisor. Workplace deviance is closely related to abusive supervision. Abusive supervision is defined as the "subordinates' perceptions of the extent to which their supervisors engage in the sustained display of hostile verbal and nonverbal behaviors". This could be when supervisors ridicule their employees, give them the silent treatment, remind them of past failures, fail to give proper credit, wrongfully assign blame or blow up in fits of temper. It may seem like employees who are abused by their supervisor will either directly retaliate or withdraw by quitting the job but in reality many strike out against their employer by engaging in organizational deviant behaviors. Since employees control many of the organization's resources, they often use, or abuse anything they can. This abuse of resources may come in the form of time, office supplies, raw materials, finished products or the services that they provide. This usually occurs in two steps. First step is that commitment is destroyed and employees stop caring about the welfare of the employer. The second step is that the abused employee will get approval (normally implied) of their coworkers to commit deviant acts. Workplace experiences may fuel the worker to act out. Research has been conducted demonstrating that the perception of not being respected is one of the main causes for workplace deviance; workplace dissatisfaction is also a factor. According to Bolin and Heatherly, "dissatisfaction results in a higher incidence of minor offenses, but does not necessarily lead to severe offense". An employee who is less satisfied with his or her work may become less productive as their needs are not met. In the workplace, "frustration, injustices and threats to self are primary antecedents to employee deviance". Although workplace deviance does occur, the behavior is not universal. There are two preventive measures that business owners can use to protect themselves. The first is strengthening the employee's commitment by reacting strongly to abusive supervision so that the employee knows that the behavior is not accepted. Holding the employee at high esteem by reminding them of their importance, or setting up programs that communicate concern for the employee may also strengthen employee commitment. Providing a positive ethical climate can also help. Employers can do this by having a clear code of conduct that is applied to both managers and employees alike. Social undermining can arise from abusive supervision, such as when a supervisor uses negative actions and it leads to "flow downhill"; a supervisor is perceived as abusive. Research has shown that "abusive supervision is a subjective assessment made by subordinates regarding their supervisors" behavior towards them over a period of time. For example, abusive supervision includes a "boss demeaning, belittling, or invading privacy of the subordinate.
Views: 975 The Audiopedia
It is God's will that every Christian achieves success, and He has given us everything that we need to make success possible. However, there are many small things that can and do undermine our success that often go unnoticed. In this four part series Ps André shares twelve keys that can help you to be the successful person that you know deep down you can be. To purchase the book #12things, visit http://www.riverschurch.co.za/product... http://www.amazon.com/Things-That-Und...
Views: 1085 Life by Design TV
In general, men are more task oriented, as opposed to people oriented. When men are in a situation of burnout, stress, or overwork, the relational side of things begins to suffer and become a much lower priority, partly because they just don't have the energy for it. Crossway.org/Reset
Views: 187 Crossway
In the 21st Century authority appears to have become “an elusive force”. While the issue and contestation of authority has been a central concern throughout human history, today the very idea of authority seems to be viewed in an almost entirely negative light. While every contemporary scandal or crisis creates a demand for authoritative solutions, this aspiration for authoritative answers seems to coincide with a cultural sensibility that is profoundly suspicious of the exercise of authority. In fact, it appears that we have become far more comfortable questioning authority than with affirming it. While historically the questioning of authority was always linked with a desire for freedom, the current demise of the status of authority has not been paralleled by a greater cultural affirmation for freedom or for the autonomous individual. Instead the opposite seems to have occurred. As western elites struggle to appear authoritative and gain public trust, they have created more laws and bureaucratic rules to regulate everyday life. However, does this regulation actually exacerbate the problems of authority, as well as undermine the freedom and autonomy we have traditionally fought against those in power for? And what is the relationship between freedom and authority anyway: are they antithetical, or is the erosion of authority and autonomy mutually reinforcing? Leeds Salon's fifth-anniversary event features Frank Furedi, Kim Knott and Jane Rickard discussing the issue of authority throughout history and today. www.leedssalon.org.uk
Views: 184 Salon Film
Our choices have consequences, now and in eternity. Satan tries to convince othwerwise, but his plan only brings misery. God's plan brings lasting happiness. https://speeches.byu.edu/talks/quentin-l-cook_banquet-consequences-cumulative-result-choices/ I had a provocative meeting with an internationally recognized advertising expert a few months ago. He is an unusually gifted and creative thinker. We were discussing the influence of evil and the consequences of bad choices. He envisioned an interesting hypothetical account of the adversary [Lucifer] meeting with an advertising agency. The adversary described his dilemma. Lucifer understood that while the Father’s plan was about joy and happiness, his own plan was resulting in grief and misery. The problem Lucifer explained, to the ad executive, was how to attract followers. After contemplating this problem, it was determined that Lucifer’s only hope of success was to achieve a paradigm shift or values inversion. In other words, to characterize the Father's plan as resulting in grief and misery and Lucifer’s plan as resulting in joy and happiness. While this contemplated meeting with the advertising agency is hypothetical, it serves a useful purpose. The truth is, not only do the enemies of Father’s plan attempt to undermine the doctrine and principles of the plan, but they also attempt to mischaracterize the blessings that flow from the plan. Their basic effort is to make that which is good, righteous and joyful, seem utterly miserable. I will discuss some of the adversary’s efforts to mischaracterize and undermine the blessings of living according to the Father's plan. My first example is the Word of Wisdom. Over the course of a lifetime I have seen many of my friends’ lives blighted and sometimes destroyed by alcohol. An alcohol culture isn’t just about Church doctrine. It is about the health and happiness of everyone. You can be an important voice in educating society about the consequences of this issue. Family choices follow a similar pattern. Bringing children into the world is a sacred part of our Father in Heaven’s plan of happiness. We are so numbed and intimidated by the immensity of the practice of abortion, that many of us have pushed it to the back of our minds and try to keep it out of our consciousness. Clearly the adversary is attacking the value of children on many levels. Abortion needs to be approached very carefully. This is a problem that will probably not be solved by personal condemnation or judgmental accusations. Some have cautioned—do not judge a ship or men or women, without understanding the length of the voyage and the storms they have encountered. Such decisions should never be judged by outsiders. Nevertheless, Lucifer has supported abortion and convinced many people in a horrific paradigm shift that children represent lost opportunity and misery, instead of joy and happiness. As Latter-day Saints, we must be at the forefront of changing hearts and minds on the importance of children. The attacks on the family that I just described ultimately result in grief and misery. The Lord has declared that His work and His glory is to bring to pass the immortality and eternal life of man. The plan is established through families. Every family member is important, and their roles are beautiful, glorious and fulfilling. Thus, bad choices result in a banquet with bitter, rancid, nasty and miserable results. Compare this to the glorious banquet of consequences that are promised to you who are faithful. You will be filled with the glory of the Lord, sanctified by the Spirit and the renewing of your body, and all that the Father hath will be given to you. Such a banquet of consequences is where the spiritual food we feast upon is delicious, savory, sweet, succulent, nourishing and fulfilling and will allow our hearts to rejoice. When we “…come unto the Holy One of Israel, and feast upon that which perisheth not, neither can be corrupted…” we can follow the narrow path and the straight course which will bring us to the Holy One of Israel, “…for the Lord God is his name.” Isaiah has promised that at the “Final Banquet of Consequences” the Lord of the Host will swallow up death, wipe away tears from all faces, and we will be glad and rejoice in his salvation.” - Elder Cook Quentin L. Cook was a member of the Quorum of the Twelve Apostles of The Church of Jesus Christ of Latter-day Saints when this devotional address was delivered at BYU on 7 February 2017. Follow BYU Speeches: https://www.facebook.com/byuspeeches/ https://twitter.com/BYUSpeeches?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Eauthor https://www.instagram.com/byuspeeches/ https://www.pinterest.com/byuspeeches/ © Intellectual Reserve, Inc. All rights reserved.
Views: 19023 BYU Speeches
Sher Hever: After shoring up the PA, Netanyahu now trying to push back further right parties in Israeli elections
Views: 2649 The Real News Network
Russia and the United States have long had different takes on power and its constraints but both now find themselves at an interesting juncture - while Russia's development is slowed by too much power invested in the executive, the United States seems hamstrung for the exact opposite reason. How few or how many checks does it take to undermine the governing balance? To discuss this, Oksana is joined by Ichak Adizes, a Bestselling author & Management consultant. Write to Worlds Apart! worldsapart [at] rttv.ru Follow Worlds Apart on Twitter http://twitter.com/WorldsApart_RT Like Worlds Apart on Facebook https://www.facebook.com/WorldsApart.RT +1 Worlds Apart on Google+ https://www.google.com/+WorldsApartRT Listen to us on SoundCloud https://soundcloud.com/rttv/sets/worlds-apart Like RT on Facebook http://www.facebook.com/RTnews Follow RT on Twitter http://twitter.com/RT_com Follow RT on Google+ http://plus.google.com/+RT RT (Russia Today) is a global news network broadcasting from Moscow and Washington studios.
Views: 2334 WorldsApaRT
http://www.startlifecoaching.com.au Understanding Cognitive Theory of Motivation is important for anyone looking to become a Life Coach or is an existing Life Coach .The Life Coaching course with the Australian Institute of Life Coaches explains this to students who want to become Life Coaches. Cognitive theories of motivation assume that behaviour is directed as a result of the active processing and interpretation of information. Motivation is not seen as a mechanical or innate set of processes but as a purposive and persistent set of behaviours based on the information available. Expectations, based on past experiences, serve to direct behaviour toward particular goals. David McClelland is most noted for describing three types of motivational need, which he identified in his 1961 book, The Achieving Society: achievement motivation (n-ach) authority/power motivation (n-pow) affiliation motivation (n-affil) These needs are found to varying degrees in all workers and managers, and this mix of motivational needs characterises a person's or manager's style and behaviour, both in terms of being motivated, and in the management and motivation others. the need for achievement (n-ach) The n-ach person is 'achievement motivated' and therefore seeks achievement, attainment of realistic but challenging goals, and advancement in the job. There is a strong need for feedback as to achievement and progress, and a need for a sense of accomplishment. the need for authority and power (n-pow) The n-pow person is 'authority motivated'. This driver produces a need to be influential, effective and to make an impact. There is a strong need to lead and for their ideas to prevail. There is also motivation and need towards increasing personal status and prestige. the need for affiliation (n-affil) The n-affil person is 'affiliation motivated', and has a need for friendly relationships and is motivated towards interaction with other people. The affiliation driver produces motivation and need to be liked and held in popular regard. These people are team players. McClelland said that most people possess and exhibit a combination of these characteristics. Some people exhibit a strong bias to a particular motivational need, and this motivational or needs 'mix' consequently affects their behaviour and working/managing style. McClelland suggested that a strong n-affil 'affiliation-motivation' undermines a manager's objectivity, because of their need to be liked, and that this affects a manager's decision-making capability. A strong n-pow 'authority-motivation' will produce a determined work ethic and commitment to the organisation, and while n-pow people are attracted to the leadership role, they may not possess the required flexibility and people-centred skills. McClelland argues that n-ach people with strong 'achievement motivation' make the best leaders, although there can be a tendency to demand too much of their staff in the belief that they are all similarly and highly achievement-focused and results driven, which of course most people are not. McClelland suggested other characteristics and attitudes of achievement-motivated people: achievement is more important than material or financial reward. achieving the aim or task gives greater personal satisfaction than receiving praise or recognition. financial reward is regarded as a measurement of success, not an end in itself. security is not prime motivator, nor is status. feedback is essential, because it enables measurement of success, not for reasons of praise or recognition (the implication here is that feedback must be reliable, quantifiable and factual). achievement-motivated people constantly seek improvements and ways of doing things better. achievement-motivated people will logically favour jobs and responsibilities that naturally satisfy their needs, ie offer flexibility and opportunity to set and achieve goals, eg sales and business management, and entrepreneurial roles. If you are looking for a Life Coaching Course in Australia contact the Australian Institute of Life Coaches to become a Life Coach.
Views: 3611 AILifeCoaching
#Jehovah'sWitnesses #Zapolskiychannel #ChannelZapolskiy #Putincartoon #cartoonTrump #cartoonPutinTrump #CartoonPresident Why do all dictatorships, sooner or later, begin the legal persecution for dissent people? Who benefits from such laws and for whom are they written? Vladimir Putin, Russia's permanent leader is in the Zapolskiy program, in which I ask him questions by making a virtual injection of the truth serum. After that, the president of Russia is responsible ... without bullshit. Explain, Vladimir, why did you decide to persecute not only political opponents, but also everyone who has a different ideology from yours: environmentalists, supporters of the study of national languages, volunteers, activists of spiritual communities? It's simple. NATO, Europe and the United States are not enough to divert the attention from my electorate, from all sorts of social and economic problems that I had traditional fears in the form of international imperialism. It is good when we take money from the pockets of citizens during occupying some kind of Crimea, Syria, DNR, LC ... But this does not work when we rob people to solve their internal problems. The internal enemy is a well-developed version of the justification for any extortion from the population of Russia. But where can I get them? What does Russian hate? What is he ready to destroy? Something that he does not know, did not see, or only heard. All sorts of environmentalists, volunteers, lovers of national traditions, and it is not clear what the believers are the unknown on whom it is very easy to incite the crowd. And the crowd is the strategic stuff of my power. Firstly, I collect money from them, and secondly, they support my power. Vladimir, but why do you pursue them, why do you set up a crowd on them, if they are peaceful, quiet people who live on their own? Exactly. On their own. In my country it is a crime.If everyone starts to live on their own, what will happen? If they stop asking the authorities, stop believing in me, fear me, how then can they be managed? And these quiet people are not so quiet. They walk, talk, demonstrate by example that one can live without counting on power. It is a crime. This is an undermining of the state system, this is extremism. So you say Jehovah's Witnesses are persecuted as extremists? Of course. Pure extremism. They go home, without any right, speak freely with people, and inspire all sorts of thoughts that are at odds with our common civil orientation in the bright future under my leadership. What does this lead to? To the fact that they are breaking the foundations of society, they are breaking the civil monolith of the country. Undermine the basis of the state system. By law, this criminal act is called separatism. Well, Jehovah's Witnesses break the civil monolith and civil activists, they are building a civil network, organizing volunteer communities ... They do not break up, but build? No. They do more harm than these madmen with their god. All these civil activists are weaving networks into which they do not just drag people down, but also teach them to live there in parallel with the state. Count only on yourself, on your comrades, and decide everything by yourself. Volunteer movements are ready to do everything themselves ... everything without a state: to protect the environment, fight crime, form aid funds, control officials ... some of them are trained in the West, for the money there ... they are state property. Well, the believers among you are extremists, the volunteers among you are spies, and why do you torment people in Mari El, Tuva, Komi and Tatarstan when they ask not to stop them from learning their native language? We have one language, we all have one. According to the law, the undermining of the national unity of Russia with all sorts of Tatar, Kalmyk, Tuvan languages qualifies as separatism. This is the division of the territory of the state. So repressions of any dissident is a legal process? Of course. We have legislative bodies, people work there on behalf of the people. Here they make the laws. And who writes such laws? They are written by those who do not live according to them. The system is simple - the law for the people, and the concepts for themselves. So the authors of the laws will never live according to the laws. And this is a law too.Slavery was legal, cannibalism was legal, apartheid, the Holocaust, the Stalinist repressions, peace, the law is a convenience to manage people ... so I rule ... You are right, Vladimir. In the Third Reich, the Holocaust was legal, in the USSR Stalinism was legal, and your today's Putinism, too, is a law for many, but you forget that it always ends with the fall of the system, and the Nuremberg process over such as you ... Dear viewers, repost our programs, like and subscribe to our youtube TV channel Zapolskiy. See you tomorrow. Bye
Views: 1161 ZAPOLSKIY CHANNEL
Go to https://www.sebasolutions.com to learn more about Dr. James Brown, project management and leadership speaker. Professional keynote and project management speaker and author, James Brown introduces his book The Handbook of Program Management published by McGraw-Hill. This video supports my book, The Handbook of Program Management. From Chapter 2 we will discuss presence, as one of the attributes of a successful program manager. The following leadership traits, combined with an aggressive management approach, ensure success at the program level. These traits include: presence, relationship building, consistency, effective questioning, decision making, and mentoring. While every program manager must possess these traits, equally important is that the organization possesses these traits. And since the program manager is responsible for developing a culture with these traits, he or she must demonstrate them on a daily basis. Presence is often a requirement and a sought-after trait for executives. Some executive coaches teach presence, as it is usually a factor organizations consider when selecting future leaders. Unfortunately, many people mistakenly undervalue the importance of presence. A human resources director for a leading telecommunications organization was in my project management training class at her company, not to learn about project management, but to discreetly evaluate the attendees on the basis of leadership presence. The individuals with presence were put on the fast track. For our purposes, we will define presence as the ability to appear or outwardly demonstrate the characteristics of a leader. Right or wrong, just or unjust, people judge us immediately so appearance, body language and voice all matter. They then validate their judgment based on personal interaction and performance. The program manager is the very symbol of the program and all of the leader’s actions reflect outwardly and inwardly on the program itself. Outward reflection is the perception the program manager creates with external stakeholders. Therefore, the program manager must create and manage perception and not leave it to chance, because external stakeholders, such as customers, other business units, and organizational leadership often judge the program manager’s behaviors. Others must perceive the program manager as a leader who is in control of the program and receptive to the needs of external stakeholders. If this perception is lacking, external stakeholders may attempt to work around the program manager and thus undermine his or her authority, limiting the program manager’s effectiveness. Inward reflection is the perception the program manager creates internal to the program, and those internal to the program tend to copy the behaviors. So if the program manager effectively employs presence, relationship building, consistency, effective questioning, decision making, and mentoring, then he or she is in effect instilling these traits into the organization, and this can pay huge dividends, including minimizing the amount of intervention the program manager must make at lower levels and projects because his or her subordinates are already executing in a manner the program manager finds successful. Ultimately, leaders want their organizations to be self-regulating, as such a self-regulating organization allows the leader time to focus on the more demanding challenges and opportunities while the organization “self-regulates” the majority of activities. Often the program manager misses opportunities because he or she is too bogged down dealing with issues in the program that should be self-regulating. Some program managers never excel because they cannot release control of the day-to-day activities that should be self-regulating. Self-regulation takes time to create, but with self-regulation, the organization acts and performs just like the program manager would want it to even if he or she is not present. The program team intrinsically thinks like the program manager, and everyone knows what is expected of them. Clarity! I am big on clarity! To see more project management and leadership tips, go to https://www.sebasolutions.com/blog/. James is an authority on project management. As a professional speaker and author, James helps companies deliver projects successfully. For information about project management training go to http://www.https://www.sebasolutions.com/project-management-training/workshops/. Facebook: https://www.facebook.com/DrJamesTBrown LinkedIn: https://www.linkedin.com/in/drjtb Google+: https://plus.google.com/109628980572060952397 Twitter: https://twitter.com/drjamestbrown 321-269-1222
Views: 2703 SEBA Solutions
Video 1: Geo Power System (M) Sdn. Bhd.| Managing Through Leadership Officers of Malaysian Prisons Department shows their group and role playing activity during "Managing Through Leadership Course" session conducted at Correctional Academy of Malaysia, Langkawi on 27 28 July 2011. This is one of the Managerial and Executive Development Programmes, which is designed to enhance managerial effectiveness through self-awareness and awareness of others. Individuals are encouraged to conduct a personal assessment of how they became the person they are today; how the current way of operating enhances and / or undermines their professional effectiveness. Confidence as a leader is increased, allowing the client to build on strengths, recognize weakness and increase motivation and ability to achieve personal goals. Visit our website at http://geopower.com.my
Views: 62 Geo Power
This week Craig Benzine explores the leadership structure of congress. We’ll break out the clone machine to examine the responsibilities of the speaker of the house, the majority and minority leaders as well as the majority and minority whips in both the Senate and the House. As the leadership heavily influences assignments to committees and acts as the primary point of contact with the media, they wield significant power in influencing the public dialog. Produced in collaboration with PBS Digital Studios: http://youtube.com/pbsdigitalstudios Support is provided by Voqal: http://www.voqal.org Want to find Crash Course elsewhere on the internet? Facebook - http://www.facebook.com/YouTubeCrashCourse Twitter - http://www.twitter.com/TheCrashCourse Tumblr - http://thecrashcourse.tumblr.com Instagram - http://instagram.com/thecrashcourse
Views: 594461 CrashCourse
There's a habit that some of us have when communicating that undermines our authority. In this video I talk about how taking a clear stance helps establish your authority and how being transparent when you get it wrong adds to your credibility.
Views: 488 Ben Toalson
Section 7 (1) of The RBI Act, 1934, became a contentious issue after the tension between the central bank and government turned into a public spat over the last few days. No government has so far invoked this section in the central bank’s 83-year history. The widening rift Simmering differences between the Reserve Bank of India (RBI) and the government – over issues of public sector bank regulation, resolution of distressed assets and the central bank’s reserves – have reached a high-point. Disagreements and differences between the central bank and the Centre are traditional and often seen as inevitable. But the latest tussle between the RBI and the union government is actually a series of smaller disputes . They go beyond the classic debate and spill into the more contentious realm of policy-making and regulation. Reaching a Flash Point Amid these tensions the govt. has initiated steps towards invoking its powers under Section 7 of the RBI Act of 1934. It is a provision under which the government can give directions to the RBI to take certain actions “in the public interest”. This provision has been built into the law governing not just the RBI but also regulatory bodies in other sectors. Until now, however, the government has never exercised its powers under Section 7 of the RBI Act. Section 7 of the RBI Act, 1934 Under Section 7, “The Central Government may from time to time give such directions to the Bank as it may, after consultation with the Governor of the Bank, consider necessary in the public interest. Subject to any such directions, the general superintendence and direction of the affairs and business of the Bank shall be entrusted to a Central Board of Directors which may exercise all powers and do all acts and things which may be exercised or done by the Bank. Section 7 has two parts — consultation and then issuing a direction to the RBI for taking some action in public interest. For first time It is rumored that he government has started the first step towards invoking those powers under Section 7. It is to start consultations with the RBI Governor on issues such as easing the PCA framework, providing more credit to small units. Such moves have reportedly upset the central bank. War of Words over Autonomy In a speech at a function, RBI Deputy Governor had warned that government. He said that the Govts. that do not respect central bank independence will sooner or later incur the wrath of financial markets, ignite economic fire, and come to rue the day they undermined an important regulatory institution. While RBI Governors had conflicts with the government earlier too, these had never reached the extent of initiating consultations under Section 7. Arguments by the government The autonomy for the central bank, within the framework of the RBI Act, is an essential and accepted governance requirement. Governments in India have nurtured and respected this. Both the Government and the Central Bank, in their functioning, have to be guided by public interest and the requirements of the Indian economy. For the purpose, extensive consultations on several issues take place between the duos, time to time and this is equally true of all other regulators. Core of the Issue The government has only initiated consultations with RBI on different issues under Section 7 (1) and not invoked it. The govt has send written consultations to the RBI citing Section 7, without actually implementing it. These letters were to do with the Centre’s desire for the: Power sector’s NPAs to be reclassified Issue of RBI’s dividends to the Centre and ’s desire for easing the PCA norms so as to increase lending to the MSME sector Way Forward Last year, Former Governor Y V Reddy had noted that the government has powers to give directions. But, in giving directions also, unlike other statutes, consultation with the Governor is necessary in regard to the RBI before issuing the directions. Independence to the central bank is granted by the government with a specific purpose. Experience has also shown that trust and confidence will improve if the spending authority, viz., the government is separate from the money creating authority, that is, central bank or monetary authority.
Views: 1234 Brainy IAS
Abstract: Research in the field of workplace aggression has rapidly developed in the last two decades, and with this growth has come an abundance of overlapping constructs that fall under the broad rubric of workplace aggression. While researchers have conceptually distinguished these constructs, it is unclear whether this proliferation of constructs is adding appreciably to our knowledge, or whether it is constraining . In this video, I consider example constructs (i.e., bullying, incivility, social undermining, and interpersonal conflict) and argue that the manner in which we have differentiated these (and other) aggression constructs does not add appreciably to our knowledge of workplace aggression. I then provide supplementary meta-analytic evidence to show that there is not a predictable pattern of outcomes from these constructs, and propose a restructuring of the manner in which we conceptualize workplace aggression. fail 2018 , cats , fail 2017 , dubstep , ninja cat , funny cats , funny cat videos , jump on it , jump , cat daddy dance , cat stevens , fail compilation 2012 , cat fight , funny cat , fail compilation , funny , funny video , cat power , funny pranks , scary videos , crazy cat , stupid cat , kitty cat , high jump , cats funny , приколы , приколы 2012 , прикол , приколы с животными , +100500 , смех , животные приколы , приколы 2013 , дети приколы , самые смешные приколы , ржач , смешные приколы , 100500 , минута славы , кошки , юмор , украина мае талант , танцы , ржака , funny , funny video , funny cats , funny videos , funny accidents , funny stuff , funny babies , funny animals , funny commercials , family guy , fred , pranks , cats funny , funny cat , scary videos , fights , cats , ghost , funny dogs , funny cat videos , funny kids , funny people , fun , zodiac , horoscope , astrology раки , животные , рыба ,малахов , приколы с малаховым , весы , рыбы , рак , львы , приколы про котов , приколы с девушками , , армейские приколы , приколы про животных , ghbrjks , приколы 2013 , 2011, 2012 , harlem shake , harlem shake original , harlem shake song , harlem shake baauer , the harlem shake , do harlem shake , рфкдуь ырфлу , shake , harlem , приколы , Смех , Гороскоп , Гороскопы , Ржач , Прадва , Девушка , Девушки , Знакомство , Знакомства , Познакомиться с девушкой , Познакомится с парнем , Новое , Новый , + 18 , Будущее , Прошлое , Оригинальный , Оригинальное , Интересный , Интересное , Видеоролик , Видеоролики , Видеоряд , Видео , Ванная , Первый раз , до 40 , Одежда , Обувь , Остановка , Улица , Работа , Опаздал , Учёба , Учитель , Университет , Аудитория , Контакт , Связь , Секс , Половая , Мел , Доска , Очки ,развлечения +на лето,парк развлечений,развлечение в группе,развлечения в парке, развлечения взрослых,,парк развлечений,день развлечений,игры развлечения, летние развлечения,конспект развлечения,игры и развлечения,мир развлечений, развлечения бесплатно,развлечения видео,темы развлечений,развлечения фото, развлечение скачат,досуг развлечения,каталог развлечении,развлечение день защиты детей, музыкальные развлечения,геленджик развлечения,игры для развлечения, смотреть клипы видео,клипы видео скачать,видео новый клип,скачать видео бесплатно клипы, смотреть видео онлайн клипы,видео клипы новые,все клипы видео,видео ролики,саундтрек, клипы и видео,клипы 2018 видео,клип из видео,все клипы видео,
Views: 41 Ivan Tsankov
Speaker: Professor Gerald Frug Chair: Professor Richard Sennett This event was recorded on 17 May 2011 in Sheikh Zayed Theatre, New Academic Building Professor Frug looks at the fragmentation of current urban governance and how it undermines the authority of elected representatives. Gerald Frug is the Louis D Brandeis Professor of Law at Harvard Law School and winner of the James Stirling Memorial Lectures on the City Competition. The Stirling Lectures competition is a collaboration between LSE Cities and the Canadian Centre for Architecture.
Second of a seven part series based on insights and ideas from the book “The Power Paradox: How We Gain & Lose Influence” by Dacher Keltner Book thesis, major segments and points below. The TIP Power is About Making a Difference Power is about altering the states of others. Power is a part of every relationship and interaction. Power is found in everyday actions. Power comes from empowering others in social networks. The thesis / paradox: We rise in power and make a difference in the world due to what is best about human nature, but we fall from power due to what is worst. We gain a capacity tho make a difference in the world by enhancing the lives of others. But the very experience of having power and privilege leads us to behave, in our worst moments, like impulsive, out-of-control sociopaths. Book SummaryThe Power Paradox: How We Gain & Lose Influence. Dacher Keltner This book is more about the psychology of power and the recognition that it is a medium by which we relate to one another. It not much focused political power, corporate power, power of leaders, Machiavellian thinking etc, even though these are addressed in the book. * Power is About Making a Difference * Power is Given, Not Grabbed * Enduring Power Comes from a Focus on Others * The Abuses of Power * The Price of Powerlessness This is the power paradox: We rise in power and make a difference in the world due to what is best about human nature, but we fall from power due to what is worst. We gain a capacity tho make a difference in the world by enhancing the lives of others. But the very experience of having power and privilege leads us to behave, in our worst moments, like impulsive, out-of-control sociopaths. Handling the power paradox well is fundamental to the health of our society. Think of and define power as the capacity to make a difference in the world, in particular by stirring others in our social networks. Power is the medium by which we relate to one another. Power is about making a difference in the world by influencing others. 20 Principles Power is About Making a Difference 1. Power is about altering the states of others. 2. Power is a part of every relationship and interaction. 3. Power is found in everyday actions. 4. Power comes from empowering others in social networks. Power is Given, Not Grabbed 5. Groups give power to those who advance the greater good. 6. Groups construct reputations that determine the capacity to influence. 7. Groups reward those who advance the greater good with status and esteem. 8. Groups punish those who undermine the greater good with gossip. Enduring Power Comes from a Focus on Others 9. Enduring power comes from empathy. 10. Enduring power comes from giving. 11. Enduring power comes from expressing gratitude. 12. Enduring power comes from telling stories that unite. The Abuses of Power 13. Power leads to empathy deficits and diminished moral sentiment. 14. Power leads to self-serving impulsivity. 15. Power leads to incivility and disrespect. 16. Power leads to narratives of exceptionalism. The Price of Powerlessness 17. Powerlessness involves facing environments of continual threat. 18. Stress defines the experience of powerlessness. 19. Powerlessness undermines the individual’s ability to contribute to society. 20. Powerlessness causes poor health. Fivefold Path to Enduring Power in Our Daily Lives 1. Be aware of your feelings of power. 2. Practice humility. 3. Stay focused on others, and give. 4. Practice respect. 5. Change the psychological context of powerlessness. SOURCE: The Power Paradox: How We Gain and Lose Influence. Dacher Keltner For 1 -2 minutes video tips, thrice a week, please subscribe to my YouTube channel & Facebook page. Monday = Book tip. Wednesday = Eloquence tip. Friday = Performance tip. https://www.youtube.com/c/RashidKapadia, https://www.facebook.com/Necessary-Bridges-INC-1607654829472202/ Rashid N. Kapadia, Eloquence Evangelist Speaker, Engineer, Project Manager, & Author of Necessary Bridges: Public Speaking & Storytelling for Project Managers & Engineers www.NecessaryBridges.com (40 Book: Monday August 27, 2018)
Views: 20 Rashid Kapadia
Protection of journalistic Sources with Mr. Jon Wessel-Aas, Norwegian media lawyer - Dr. Ben Emmerson, UN Special Rapporteur on Protecting and Promoting Human Rights and Fundamental Freedoms while Countering Terrorism, Mr. Peter Studer, President of the Swiss Press Council (2001 – 2007), Chief Editor (Print / TV), and Media Lawyer, and Ms. Katie Morris, Head of Europe and Central Asia Region, Article 19 Moderator: Ms. Dunja Mijatović, Representative on Freedom of the Media, OSCE OSCE Human Dimension Implementation Meeting 2015 The Media would be nothing without its sources, and the importance of protecting them in order to ensure press freedom should be self-evident. Recent developments in many states are however undermining this protection, and renewed action is therefore required. Press freedom is crucially dependent on the freedom to publish ideas and information without the risk of interference or sanctions from public authorities. Unfettered access to information is vital for the press to play its role as ‘public watchdog’. In particular, access to information about how public authorities manage the power vested in them by the citizens. This, in order to hold authorities accountable for their actions, politically and, if necessary, legally, should their powers be misused or even abused. Without access to relevant information, the right to publish becomes meaningless; there would be nothing to publish. International courts and mechanisms have been mindful that much important information would never reach the public if journalists were unable to guarantee confidentiality to their sources. However, the right of journalists to protect the identity of their sources depends both on journalists’ right to refuse to reveal their sources, and on protection against surveillance by public authorities. Fuelled by the fight against terrorism, which in turn also inspires other areas of criminal law, communication surveillance have widened. This poses a direct threat to press freedom by undermining the confidentiality of the communication between journalists and their sources. In addition, potential sources will less likely provide information if they do not trust the confidentiality of regular means of communication. This development has further proved to challenge many international and regional human rights principles, such as the general rule of law, the presumption of innocence, protection against self-incrimination, respect for private life etc. These threats against press freedom also demonstrate how closely connected and interdependent freedom of expression and information is with respect to privacy – and how the undermining of the latter undermines the former. Combined with a tendency towards widening the scope of so-called “national security”, with increased surveillance, partly on a pre-crime logic and often in an indiscriminate manner, this development poses a great threat to the essential role the press should hold in a sound democracy. This panel will discuss the importance of protecting journalistic sources, its relevance from a human rights perspective, the main challenges to protect sources and recent international developments within this field. Speakers: - Mr.Jon Wessel-Aas, Norwegian media lawyer - Dr. Ben Emmerson, UN Special Rapporteur on Protecting and Promoting Human Rights and Fundamental Freedoms while Countering Terrorism - Mr. Peter Studer, President of the Swiss Press Council (2001 – 2007), Chief Editor (Print / TV), and Media Lawyer - Ms. Katie Morris, Head of Europe and Central Asia Region, Article 19 Moderator:Ms. Dunja Mijatović, Representative on Freedom of the Media, OSCE Tuesday 22 September 2015, 8.15-9.50 am, Opera Room, Hotel Sofitel, Warsaw
Views: 252 Norwegian OSCE Delegation
(16 Mar 2019) Venezuelan opposition leader Juan Guaido embarked on a new stage of his campaign to oust President Nicolas Maduro on Saturday. Addressing large crowds in the northern city of Valencia, Guaido pledged to deliver a better life for struggling Venezuelans as he began a planned tour of the country gripped by an economic and political crisis. "We will get very well organized in the operation freedom, in the operation for the definitive end of usurpation in Venezuela," said U.S.-backed Guaido from a podium draped with a large Venezuelan flag. The leader of the opposition-controlled National Assembly also drew cheers with his denunciations of Maduro, although he warned that difficult challenges still lie ahead. Since returning to Venezuela from a Latin American tour on March 4, Guaido has led anti-government activities in the capital of Caracas and announced plans to take his message to other regions. But he has been unable to force Maduro to step down and hold elections. On Saturday, the government organized its own flag-waving demonstration in Caracas, attracting large numbers of people to the street. Maduro has remained in power despite heavy pressure from the United States and other countries arrayed against him, managing to retain the loyalty of most of Venezuela's military leaders. The latest demonstrations come as the South American country recovers power in many areas after widespread blackouts inflicted misery on millions of people, cutting off running water and communications. Guaido and the U.S. said corruption and mismanagement by the government caused the outages, while Maduro claimed that the U.S. had launched a "cyberattack" on the national grid in an ongoing attempt to oust him. Maduro has routinely described Guaido as a collaborator in a U.S. coup plot. Maduro said the aid mission was actually an attempt to undermine his government's authority and Venezuelan security forces blocked the aid, escalating tensions with the U.S. and dozens of other countries that support Guaido. Guaido declared himself interim president in January, saying Maduro's re-election last year was illegitimate because major opposition figures were not allowed to run. Find out more about AP Archive: http://www.aparchive.com/HowWeWork Twitter: https://twitter.com/AP_Archive Facebook: https://www.facebook.com/APArchives Google+: https://plus.google.com/b/102011028589719587178/+APArchive Tumblr: https://aparchives.tumblr.com/ Instagram: https://www.instagram.com/APNews/ You can license this story through AP Archive: http://www.aparchive.com/metadata/youtube/670a4031e32aaddd7ebc0f5742949464
Views: 201 AP Archive
The Media Mandate of the Kingdom Understanding the Power and Purpose of the Kingdom of the Air Dr. Myles Munroe It's time to take charge! Way too high time to take charge! Take charge church! Take charge believer in Christ! It's way too high time to take charge. And to you the believer in Christ, make sure whenever you did speak into the air, or show up in the air, you didn't become a tool for the devil to use to malign and undermine and destroy another fellow. Let your light so shine. It's in the air. It's not hidden under a bushel. It is in the air. "...and let them have dominion over... the fowl of the air..." You got charge over the earth! And you got charge over the air. Take your place.
Views: 15380 Princevans Consulate
Never miss a talk! SUBSCRIBE to the TEDx channel: http://bit.ly/1FAg8hB How do we sound credible? Dr. Sicola (http://vocalimpactproductions.com/about/) shows how your vocal delivery influences how your message is received, and how to use it to your advantage. Watch Laura Sicola's talk to learn how to hone your "vocal executive presence" and make your desired vocal impact! *For more information, check out Vocal Impact Productions (http://vocalimpactproductions.com) and Dr. Sicola's YouTube (https://www.youtube.com/c/LauraSicola) channel*. In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)
Views: 5602120 TEDx Talks
The role and power of DPAS - Between CJEU and GDPR. Organized by University of Luxembourg and the National Commission for Data Protection CNPD Chair: Mark Cole, University of Luxembourg (LU) Moderator: Andra Giurgiu, Interdisciplinary Centre for Security (LU) Panel: Franziska Boehm, Karlsruhe Institute of Technology (DE), Hielke Hijmans, EDPS (EU), Bart van der Sloot, IViR-UvA (NL), Georges Weiland, CNPD (LU) The focus of this panel is on the role and powers of DPAs in the context of recent CJEU case-law and in the light of the forthcoming GDPR. The panel will discuss the territorial competence of DPAs against the background of the Google Spain and the Weltimmo decisions by the Court and with a view to the enlarged scope of application of EU data protection rules under the new GDPR. We will also address the issue of substantive competence – namely the powers of DPAs – as recently interpreted in Weltimmo and Schrems, and how these competences will be affected by the GDPR. Furthermore, we will deal with the topic of cooperation of DPAs by addressing existing barriers and looking at how the GDPR potentially might help to overcome them. The panel will consider: - The substantive and territorial competence of data protection authorities - The cooperation of DPAs - Analysis of CJEU decisions in the Weltimmo, Google Spain and Schrems decisions - The General Data Protection Regulation and powers of DPAs
Views: 377 CPDPConferences
To stop sexual harassment, we must understand why it happens. In her TedX talk, Stanford University sociologist Marianne Cooper shares the research with us about the root causes of sexual harassment. And then, with her powerful call to action, we learn about what each of us can do to prevent harassment, hold abusers accountable, give voice to the voiceless, and work together to create long lasting change. Marianne Cooper is a sociologist studying gender and inequality at the Clayman Institute for Gender Research and the Center for Women’s Leadership at Stanford University. She is also an affiliate at the Stanford Center on Poverty and Inequality. She was the lead researcher for Lean In: Women, Work, and the Will to Lead by Sheryl Sandberg. She is a contributing writer to The Atlantic and writes about gender, leadership, diversity and inclusion, financial insecurity, and economic inequality. She is an author of the 2016, 2017, and 2018 Lean In & McKinsey Women in the Workplace reports on the status of women in corporate America. Her book, Cut Adrift: Families in Insecure Times, examines how families are coping with economic insecurity. She received her Ph.D. in sociology from the University of California, Berkeley. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx
Views: 16524 TEDx Talks
For the past 20 years Dacher Keltner has studied human emotion, power, and the structure of human social life. Building upon hundreds of scientific findings, his work as a scientific consultant on Pixar's film "Inside Out", and work to improve the criminal justice system, this talk will detail five basic principles about human power that he captures in his new book, "The Power Paradox: How We Gain and Lose Influence." These ideas will answer timeless questions such as how we get power and why it so often unleashes sociopathic tendencies, and how power is dramatically changing in this 21st century (thanks in part to entities like Google). He will point to a future of more positive power, and ways to remedy the ills of power, such as inequality.
Views: 9976 Talks at Google
http://undergroundworldnews.com The U.S. Energy Department says the electricity system “faces imminent danger” from cyber-attacks, which are growing more frequent and sophisticated, but grid operators say they are already on top of the problem. In the department’s landmark Quadrennial Energy Review, it warned that a widespread power outage caused by a cyber-attack could undermine “critical defense infrastructure” as well as much of the economy and place at risk the health and safety of millions of citizens. The report comes amid increased concern over cybersecurity risks as U.S. intelligence agencies say Russian hacking was aimed at influencing the 2016 presidential election. “Cyber threats to the electricity system are increasing in sophistication, magnitude, and frequency,” it said in the 494-page report. “The current cybersecurity landscape is characterized by rapidly evolving threats and vulnerabilities, juxtaposed against the slower-moving deployment of defense measures.” The department detailed 76 recommendations to boost energy, including increasing the collection of data about online breaches from utilities. Separately, it called for extending tax credits to boost construction of new nuclear reactors. Overall, the report said, total investment requirements necessary for grid modernization range from $350 billion to $500 billion. The risks to the electric sector were highlighted within the past week as suspicious Internet traffic was found on a laptop computer at a Vermont electric utility. While the laptop wasn’t connected to the grid, the Burlington Electric Department alerted federal authorities of the risk. Modified or new grid reliability requirements and increased data collection on cyber-attacks will be needed to address the cyber risks, it said. While there haven’t been major attacks in the U.S., the department review noted that a 2015 attack on the Ukrainian grid caused widespread power outages. That “should be seen as an indicator of what is possible,” it said. The report also called for a new Energy Department assessment of cybersecurity for natural gas pipelines. Learn More: https://www.bloomberg.com/news/articles/2017-01-06/grid-in-imminent-danger-from-cyber-threats-energy-report-says http://breaking911.com/u-s-grid-imminent-danger-cyber-attack-study-says/ https://twitter.com/dahboo7 https://hangwith.com/user/DAHBOO7 www.essentialdrugstore.com B Rich: https://twitter.com/Brian_T33NO https://www.youtube.com/c/BRichOfficial Erick M: https://twitter.com/letmeexplainit https://www.youtube.com/channel/UCcwB6XtfJtyWW4DXKoZVn5A ToBeFree: https://twitter.com/da52true https://www.youtube.com/channel/UCvdTd5-p_sBE8oTjUOqPpPg EnterThe5t4rz: https://twitter.com/Enterthe5t4rz https://www.youtube.com/user/Enterthe5t4rz
Views: 185 DAHBOO77
On June 27th James Kennedy presented to the United Nations International Atomic Energy Agency at the IAEA world headquarters in Vienna. The technical paper is titled: "Creating a Multi-National Development Platform: Thorium Energy & Rare Earth Value Chain" written by John Kutsch and James Kennedy. The paper discusses recent U.S. Federal legislation that offers a private sector solution to the economic and national security issues resulting from China's monopoly control of rare earths. This legislation also provides a private sector solution for the long term safe storage of Thorium and the commercial development of Thorium energy systems and industrial products. Regarding Rare earths, the paper and presentation also answer the question: Why can't Molycorp, Lynas or any other 'western' rare earth company succeed? Mr. Kennedy demonstrates that China's production and market advantage in rare earth minerals is largely the result of NRC and IAEA "Source Material" regulations with unintended consequences. Source Material: Materials containing any ratio or combination of Thorium and Uranium above .05%. Producing or holding these materials within the regulatory threshold (.05%) requires extensive and wide-ranging licensing, storage, transportation, remediation disposal and compliance costs, including prohibitive liability and bonding issues. Consequently any potential supplier of byproduct / co-product rare earth resources that would be designated as "source material' disposes of these valuable resources to avoid liability and compliance issues. NRC / IAEA regulations regarding "Source Material" played a key roll in undermining the economic viability of all 'western' rare earth producers and are a critical factor in China's current 'market advantage'. Producers like Molycorp and Lynas, with low Thorium deposits, can never compete with China. Domestic Rare Earth Element resources are abundant and available: U.S mining companies currently mine as much as 50% of global Rare Earth demand every year. But these resources are diverted in tailings lakes or are redistributed back into the host ore body, due to NRC and IAEA regulations defining Monazite and other Thorium bearing rare earth resources as "Source Material". Mr. Kennedy also outlines recent U.S. Federal legislation that would solve the "Thorium Problem" by creating a federally chartered multinational Thorium Energy and Industrial Products Corporation (Thorium Bank). Privately funded and operated, this would decouple thorium from rare earth production. The Thorium Corporation would also have Congressional Authority to develop Thorium energy systems and industrial products (H.R. 4883, S. 2006) https://www.govtrack.us/congress/bills/113/hr4883 This was also crafted to address the U.S. Weapons Systems 100% Dependent on China for Rare Earths. http://thoriumenergyalliance.com/downloads/TEAC6/USWeaponsChinese.pdf Federal Legislation governing Strategic Materials, 10 USC 2533b, does not specify rare earths, but includes metal alloys containing limited amounts of manganese, silicon, copper, or aluminum, chromium, cobalt, columbium, molybdenum, nickel, titanium, tungsten, vanadium, nickel and iron-nickel, cobalt, Titanium and Zirconium alloys. Federal Regulations require that these materials be melted in the U.S. Most of these materials are utilized in rare earth alloys, magnets and components in the defense industry. http://ThREEConsulting.com/ http://www.iaea.org/ http://ThoriumRemix.com/ [v14]
Views: 5977 gordonmcdowell
About Kindra Hall (https://kindrahall.com/) -------------------------------------------------------------------- Kindra knows the challenges executives, top performers and brands experience as they try to capture attention in a crowded marketplace. Kindra is former Vice President of Sales for a multi-million dollar enterprise, national champion storyteller, 2014 Storytelling World Award recipient, a former board member of the National Storytelling Network, and she earned her Master’s Degree in Organizational Communication and Management conducting original research that examined the role of storytelling in organizational socialization. Kindra has been seen in Glamour Magazine, Success Magazine and Entrepreneur.com and has worked with innovative brands like ConAgra, Stryker and Rodan & Fields to use the irresistible power of storytelling to capture attention and connect in a distracted marketplace. Kindra has become a conference favorite for her clients who invite her back for consecutive annual events. Her presentations include revealing research, eye-opening case studies and, of course, stories attendees will remember and retell long after the event ends. Audiences leave inspired and motivated to apply Kindra’s actionable content. Transcript (https://kindrahall.com/storytelling-vs-humor) ---------------------------------------------------------------------------------------------------------- "What is a cow playing an instrument doing?" my six-year-old son asked at the dinner table. "I don't know, what?" I responded. "He's making mooo-sic." My son then burst into laughter, completely taken by his own humor. I, too, let out a chuckle because a first grade kid's sense of humor is funny. What isn't funny? A grown man or woman trying to use jokes or “humor” to enhance their communications or “get attention” – whether in writing or speaking or memos or whatever. Now, it's one thing if humor comes naturally to you in which case "trying to be funny" advice is a moo-point (see what I did there?). However, if you are not funny by nature, forced humor will only highlight that underdeveloped trait and undermine your authenticity and subsequently, your authority. Yikes! If you’ve ever wished you were funnier or quicker-witted – let me put those laments to rest. You have something better! Storytelling. Think about it. First, stories are easier than jokes… Good jokes are hard. The long ones usually aren't worth the pay off, the short ones make it tough to stick the landing, and in either case you run the highly-probable risk of alienating half of your audience as jokes are often told at someone's expense. And in the age of social media, a bad joke can quickly become a public relations nightmare. It's simply not worth the risk. If humor is your goal, a better option (and a safer one) is telling a story. Stories are engaging, persuasive and most BONUS… can be funny. However, again, don’t let “being funny,” be your first concern. PRO TIP: Instead of telling a "funny" story, focus on telling a familiar one. I use this strategy for every presentation I give. Before each one, I think about something I have in common with the audience; something we can laugh at together. For example, recently I spoke for an event in my home state of Minnesota. I told the story of the first time I brought my Southern Californian husband to Minneapolis in the winter and how fascinated he was by the skyways that connected the buildings downtown. The audience chuckled at the image of a grown man surviving a Minnesota winter for the first time. There was no slap-stick in that story and it didn't need it. The story was funny because the audience could picture it so clearly, it was so familiar – it was their reality. The more FAMILIAR you can be, the FUNNIER it will be. Whether you are a funny person or not, if the story rings true for the audience in a funny way, the audience will chuckle. They will connect with the irony or the frivolity or the reality of the story. This type of laughter also carries more weight -- they are not laughing at you or your material, they are laughing about something within themselves which makes the enjoyment more meaningful. And if you can't think of a familiar story to tell that particular audience, don't resort to a joke. Instead, tell a different story that is universally familiar. My last piece of advice for you on humor vs. storytelling is this: Don’t TRY to be funny… LEARN to be funny. Jerry Seinfeld and other comedians like Jay Leno are meticulous about testing their material. What works. What doesn't. Storytelling (and humor for that matter) are skills, not talents, which means they can be developed over time. Set goals for yourself to tell a story several times in a week – write it in an email, tell it at a meeting, use it while you’re networking.
Views: 1667 Kindra Hall
Annual Address to the Federal Assembly.Part 2 April 26, 2007 Marble Hall, the Kremlin, Moscow Послание Федеральному Собранию Российской Федерации.Part 2 26 апреля 2007 года Москва, Кремль, Мраморный зал This year will be the first time that the State Duma elections will take place according to the proportional system. In other words, only political parties will take part in the election. The parties lists of candidates will be divided into regional groups so that voters will know exactly who is competing to represent their interests in parliament. This amounts to a revolutionary change and it was a conscious choice that we made in order to achieve real democratisation of the electoral system. It needs to be said frankly that the old system of single-seat electoral districts did not stop influential regional organisations from pushing through their own candidates, making use of the administrative resource at their disposal. We have still not overcome this problem, but the new system does considerably reduce the possibilities for using such methods. Practice shows that the proportional system gives the opposition greater opportunities to expand its representation in the legislative assemblies. This is easily proven through examples, or through statistics, to be more precise. In the three years that this system has been used at regional level, the number of party factions in local parliaments has increased almost four-fold. Today they account for almost two thirds of all members of the regional parliaments. Moreover, the abolition of the minimum voter-turnout requirement (the subject of much debate, you will recall) has not led to a decrease in political activeness, and indeed, voter turnout has been even higher than in previous election campaigns. I am certain that the new election rules will not only strengthen the role of political parties in forming a democratic system of power, but will also encourage greater competition between the different parties. This in turn will strengthen and improve the quality of Russias political system. Based on the outcome of the elections, the political parties will be entitled to state financing. Russias taxpayers have the right to rest assured that their money will not be spent on empty populist promises or on undermining the foundations of our state system. To be frank, our policy of stable and gradual development is not to everyones taste. Some, making skilful use of pseudo-democratic rhetoric, would like to return us to the recent past, some in order to once again plunder the nations resources with impunity and rob the people and the state, and others in order to deprive our country of its economic and political independence. There has been an increasing influx of money from abroad being used to intervene directly in our internal affairs. Looking back at the more distant past, we recall the talk about the civilising role of colonial powers during the colonial era. Today, civilisation has been replaced by democratisation, but the aim is the same to ensure unilateral gains and ones own advantage, and to pursue ones own interests. Some are not above using the dirtiest techniques, attempting to ignite inter-ethnic and inter-religious hatred in our multiethnic and democratic country. In this respect, I ask you to speed up the adoption of amendments to the law introducing stricter liability for extremist actions. Greater powers for regional and local authorities constitute one of the main criteria for measuring a societys degree of political culture and development. Decentralisation of state power in Russia is now at a higher point today than at any other time in our countrys history. In the last year alone, important powers in the areas of urban development, forestry management, land and water relations, wildlife protection, and employment, have been transferred to the regional authorities. Starting next year, the regional authorities will begin exercising powers with regard to the protection and management of historical and cultural monuments of federal significance. Much has also been said about the need to strengthen the links between the upper house of the parliament and the countrys regions. I know that the Federation Councils current members take their responsibilities very seriously indeed and consistently uphold the regions interests in their practical work. At the same time, many of those gathered here today propose passing a law that would allow a region to be represented only by someone who has lived there for at least ten years. I agree with this proposal but only on condition that this change will be introduced gradually, in accordance with the current procedures for rotation of the members of the Federation Council. We do not need any new revolutions.
Views: 120 niknikolay
Both nation-state and non-state adversaries have expressed a willingness and capability to undermine the nation’s critical infrastructure. The potential for attacks on the nation’s power grid, healthcare system, financial institutions, and other critical services threatens national security and public health and safety. Senior leaders from government and industry discussed the nature of the threat, key vulnerabilities, and the state of collaboration across federal, state, and local governments. Panel includes: • Joe Nimmich, Senior Executive Advisor, Booz Allen Hamilton (moderator) • Tonya Ugoretz, Director, Cyber Threat Intelligence Integration Center, ODNI • Scott DePasquale, Senior Fellow, President and CEO, Financial Systemic Analysis and Resilience Center • Bob Kolasky, Director, National Risk Management Center, DHS • Jared Maples, Director, New Jersey Office of Homeland Security and Preparedness
Ellen Smith works in a MICU at UMass Memorial Medical Center's University Campus. The situation Ellen describes in her testimony before the Health Policy Commission accurately depicts the situation that is occurring in hospitals across the Commonwealth. The new ICU law entitling patients to a new safer standard of care is being deliberately ignored. "I am a strong supporter of the new ICU law. Unfortunately, my employer has refused to follow the law and nearly every day fails to provide the nursing and support staff needed to the one to one standard of care that is called for under the new law. Every day we are doubling patients that should not be doubled; placing them in danger because our management has made no effort to staff our unit to meet the new law. Last week we were told that we will now be expected to mobilize and ambulate every patient under our care during our shift, regardless of whether they are on a vent. In making this requirement, there has been no effort to increase the amount of occupational therapists, physical therapists, or respiratory staff to support us. Never mind the fact that there is nobody to fufill this requirement if and when you have a two patient assignment. Your draft regulations will not help the situation. They will in fact give my administration, and every other hospital administration, the unbridled power to ignore the intent of the law and the standard of care it is intended to provide. Throughout the regulations you incorrectly state that the staffing standard is one to one (or one on one) or one to two when this is not the case. I can tell you now, just as they have willfully violated the law without this language in place, if the final regulations include this incorrect standard, management will use it to further undermine our standard of care. Second, under section 8.06, you grant ultimate authority to management to determine the final acuity tool to be submitted to DPH for use at my hospital. This cannot be allowed to stand. We nurses should have the majority voice in creating the acuity tool, and what we create must be the tool submitted to DPH. If we could trust our managers to make appropriate decisions about staffing and determine acuity we wouldn't need this law. Now that we have the law that puts the needs of our patients as the priority, please do not create regulations that give management the right to undermine it. Thank you." Full text at: http://www.mass.gov/anf/budget-taxes-and-procurement/oversight-agencies/health-policy-commission/nurse-staffing/20150402-public-testimony-ellen-smith.pdf
Views: 155 Harley MNA