SBOBET เว็บแทงบอลออนไลน์ ฝากถอน ตลอด 24 ชม.

[ad_1]

There is a growing tendency for managers to break the old autocratic model of leadership concepts using new models of participation and shared leadership. The all increasing complexity of health care and the new skilled workers, managers must communicate in an atmosphere where the organization’s goal is to reach a shared responsibility. According to Bennis, Spreitzer and Cummings (2001), the future of health care landscape becomes decentralized organization that promotes agility, proactivity and autonomy. Future leaders move away from specific roles for the shared network drive themselves change the very foundation of the organization. The demands common management or executives changing roles teams will continue to grow. Promoting the development and empowerment of the people to health care organizations, building teamwork and shared leadership at all levels. The leaders of the future guides, requesting input and information sharing. Telling people what to do and how to do it will be a thing of the past (Bennis, Spreitzer and Cummings, 2001). The dynamics of the 21st century provides health leaders who have the ability to inspire and empower others to the platform, to maximize the organization’s human resources. Leadership will be dedicated to encourage two-way communication, which meets the needs of both the vision and goals of the employees of the organization. This task is to work out models of leadership in the 21st century, which deals with the role models of commitment to shared leadership and participation in health care organizations.

Commitment model of leadership

short of breath, Lando, Johansen, Reyes and according Szalóczy (1998) are an integral part of an effective management style is to create an environment that nurtures the development of an authorized group. Leader effectiveness is simply the degree to successful implementation of the leadership group of the organization’s objectives (sub, Full et., 1998). In the 21st century healthcare organizations need leaders who are committed to developing employees a team environment. In an environment where the leadership is transferable leadership commitment to the objective of a common purpose. According to Wantz and Kerfoot (2003), the inspired organizations, where people are committed to and excited about their work, compliance with standards of excellence and continuous automatic. In these organizations, in conformity with the driver still does not exist. This type of management requires a team leader to use all available tools to create the three criteria of individuals: (a) a common purpose, (b) self-direction, and (c) the quality of work. The leaders who create engagement among employees believe created to generate a shared sense of common destiny for all (Kerfoot & Wantz, 2003).

others involve the leadership of a special procedure, which is deeply rooted in the individual believes they are a part of the process of organizing the meeting and its purpose. According involving Atchison and Bujak (2001), others in the process is important because people tend to support what they help create. People resent change, but it will change if they understand, and the desire to change and control the process. Sharing information facilitates a sense of participation and allows people to feel recognized and respected (Atchison & Bujak, 2001 p. 141).

Toseland, Palmer Ganeles and Chapman (1986), where some leaders work together and share their experiences and skills in a more comprehensive decision process It can be achieved, rather than when drivers work independently. For example, a geriatric nurse in a psychiatric team lead the group focused on the heath concerns, a social worker can lead to a therapy group or lead to mental health therapy aide structured reality orientation (Toseland, et al., 1986). A shared commitment to the future is the leadership will help develop, coordinate and integrate the complex and ever-changing health care environment of the 21st century.

work ethic and respect for authority

According to Haase-Herrick (2005), shared leadership gives an opportunity to enhance and trust between individuals. Leadership mobilized to refine the role of individuals in support of the creation of a positive environment in the health care practice group work (Haase-Herrick, 2005). Management is able to lead a team in such a way to build morale and strengthen work ethics empowers others to carry out their potential as a group. Leadership is the ability to have towards individuals with a common goal. Management teams to build and profit from shared commitment of the members of the team process by creating a common feeling within the group (Pescosolido 2002).

among

Collaboration leaders in health care

There are new models are emerging which a new perspective on how to make effective cooperation within the framework of leadership. Wieland et al. (1996) discusses interdisciplinary teams of health care, where members have developed sufficient confidence and mutual trust, to participate in the teaching and learning at all levels of leadership. The common, but the ultimate responsibility for the effectiveness of secured their place in the rest of the team. An example of shared responsibility to a situation where a team of doctors for each service in a leading role, regardless of their specific disciplinary expertise (al Wieland et., 1996). The shared commitment of the leadership model allows for independence and equality a contributing professions, while pressure on team members to reach consensus on group goals and priorities. It is important to stress the importance of cooperation in a complex and changing health care environment. The focus on the primary objective of the partnership ultimately rest on the leaders despite the common belief in meeting organizational goals is a collaborative effort. According to Atchison and Bujak (2001), it is important to reemphasize the importance of making informed all the primary objective of achieving success, although working together. Clarify expectations and separately presented, affect changes to recommend to the participants is important in achieving the commitment to management (Atchison & Bujak, 2001)

leadership skills at all levels

The ability to lead in 21st century requires leaders capable of motivating and empowering others perform to their maximum potential. According to Elsevier (2004) Leadership is the ability to lead the team, or the number of individuals a way that builds morale, generating ownership and harness energies and talents toward achieving a common goal. The leadership competency is to motivate and empower others, and accomplish organizational goals. Driving the vehicle in which the vision is clarified though encouraging two-way communication at all levels of the organization (Elsevier, 2004).

The leaders will have to turn to the identification of relevant changes and others to adapt to the changes in mutual benefit for achieving the objectives of the 21st century. Elsevier (2004) suggest managers should be comfortable with change, because change is coming followers and peers (Elsevier, 2004) the cooperation between new opportunities. taking care to improve the results change initiatives, that these amendments will be completely understandable priority for leaders who had ideas to the leadership of the commitment.

leadership in a changing agent

The longest, and according Rakich Darr (2000), organizational change health organization does not occur absent under certain conditions. Key people who are catalysts for change and who can manage the organizational change process. These people are called change agents. Anyone can be a change agent, although this role is usually played with a lead. Change agents must realize that individuals vary in every organizational change. Individuals will not change presents a motivation for changing agent. creating a changing agent body of shared values ​​and attitudes, a new consensus, a key individuals within the organization reinforce each sale of a new way and defended the opposition (The longest, Rakich and Darr, 2000). Since health organizations to change in the 21st century to be successful leaders in the skills needed to be a change of teams of individuals. The longest, Rakich and Darr (2000), one of the most important category of the change team building and team development, which is the development of group effectiveness in treating self-group process and facilitate the change process (longest Rakich and Darr, 2000) in order to remove “obstacles. Of lead who leads the engagement should aim to minimize the resistance to changing the consensus on the objectives, the culture of the organization.

Conclusion

Management of the complex health care environment of the 21st century will require individuals to be committed support team effectiveness . Sarner (2006) suggest driving to the “machine and value-laden relationship between leaders and followers who intend real changes that reflect the mutual goals and objectives.” in simple language, the leadership dynamic that galvanizes individuals into groups that different things or better things to do – for themselves, their own business, the world around them. The basic ingredients of leadership remained more or less constant: intelligence, insight, instinct, vision, communication, discipline, courage, constancy (Sarner, 2006). In the 21st century, leaders need to know how to collect, sort and structure information, and connect in new ways to create clear objectives that meet both organizational and individual needs. The important skill that can be learned in the process of leadership is the ability to listen bred for the sole purpose of colleagues and staff for a common consensus. In order to communicate the vision of the future to work with others in leadership commitment, and sometimes postpone some of the leading process to ensure the achievement of organizational goals.

References

Atchison, TA & Bujak, JS (2001). Leading transformations: The doctor-executive partnership. Chicago, IL: Health Administration Press.

, Elsevier, R. (2004). Leadership and change orientation. Intelligence Competence and 12 (2), 16-17. Retrieved on October 8, 2006. Http://web.ebscohost.com/ehost/delivery?vid=14&hid=16&sod

Haase-Herrick, K. (2005). The caretaker options: Leadership for the future. Nursing Administration Quarterly, 29 (2), 115-118. Retrieved March 23, 2006, Ovid Technologies, Inc. e-mail service.

Kerfoot, K., & Wantz, S. (2003). Head of Compliance: The 17th-century model does not work. Dermatology Nursing, 15 (4), 377 Sheet June 3, 2005, the [1945901million] Http://proquest.umi.com/pqdweb?index

Longest, B, Rakich, JS & Darr, K. (2000). Manage your health care provider organizations and systems (4th ed.) Baltimore, MD: Health Professions Press, Inc.

Pescosolido, AT (2002). Emergent leaders emotion management team. The Leadership Quarterly, 185 (2002), xxx-xxx. Retrieved October 5, 2006 from http://www.unh.edu/management/faculty/ob/tp/Emergent%20Leaders%20as%20Managers%20of%20Group%20Emotion.pdf

Sarner, M. (2006). Can leadership be learned? FastCompany.com Journal October 8, 2006
in Http://www.fastcompany.com/articles/archive/msarner.html

Toseland, RW, Ganeles Palmer, J . & Chapman. D. (1986). Teamwork in psychiatric settings. National Association of Social Workers, Inc. Downloaded May 29, 2005, the [http://www.apollolibrary.com/srp/login.asp]

Wieland, D. Kramer, J. Waite, MS, Rubinstein, LZ, and Laurence, Z. (1996). The interdisciplinary team of geriatric care. The American Behavioral Scientist. Retrieved May 1, 2005, the [http://proquest.umi.com/pqdwebindex=1]

[ad_2]

Source by Dr.

[ad_1]

During the 20th Century, companies achieved competitive advantage by funding their own research laboratories. Many carried out fundamental research (often undirected), developing new technologies out of which spun new products – even new industries. These proprietary, even monopolistic, products generated large profit margins which funded more research.

This is known as the 'closed' model of innovation. Research and development were vertically integrated in this innovation model, and barriers to market entry were huge. In the early evolution of this model, market research played little part.

The concept of closed innovation

Only a proportion of completed research projects resulted in patents, and only a fraction of these patents were taken on to the development stage – no marketable products were identified or capital was lacking. There were no specialists whose job it was to look at technologies and envision products. IBM famously carved its initials on a slice of silicon at the atomic level, but at the time few, if any, realised where it would lead.

In many cases, companies have developed ground-breaking technologies, but have failed to capitalise on them. How about Xerox – they make photocopiers, do not they? Yes, but they did more – the 'GUI' user interface concept was first developed in the Palo Alto labs of Xerox. It was Apple that made it a marketable concept in their 'Lisa' computer. Microsoft's Then 'Windows' followed on Apple's heels and the rest is history – including the lawsuits.

Although Apple had Steve Jobs, who was a true product visionary, a company can not count on having one. Keeping a technology within a firm's boundaries limits opportunities to harness external expertise, generate visions and exploit cross industry-sector opportunities.

Other companies that could have utilised a proprietary technology by leasing it would have created a win-win situation for both. Similarly, the firm itself could have licensed technologies created by other firms.

As the 20th Century ended, many notable failures to capitalise on technology opportunity were raising questions about the closed innovation model, whilst the business landscape was changing, with:

• Increased options for unused technologies.
• Increased availability of venture capital.
• Increased mobility of skilled & knowledge workers.
• Increased availability of outsourcing partners that are highly capable.
• Increased strategic market research into social, technology and lifestyle trends.
• This led to the concept of open innovation.

Open Innovation

In this concept, the boundaries of the firm are porous. Un-utilized technologies in the firm are now licensed to other firms, saving revenue and time. Importantly, the firm (the technology owner) is able to capitalise on market opportunity. Internal focus is on those technologies that are useful to the firm's core business – effort and capital is not diluted.

The Innovation Business Model

In business, technology is only useful if it is commercialised. The ways of doing this are to:

• Use the technology in the existing business operations.
• License the technology to other firms.
• Launch a new venture using the technology.

These innovation business model options closely couple entrepreneurial inputs and economic outputs.

Rather than seeing entrepreneurs and venture capitalists as threats, technology owners can use them to test-market new products. Optionally, they may then bring the products back into the mainstream business.

Many large firms take the open innovation path by acquiring start-ups or forming alliances; others have set up their own internal venture groups which power their own innovation process.

The advantages of the open model are:

• Monetization of non-core technologies.
• Shorter time-to-market for promising technologies.
• Multi-market potential is explored and exploited.
• Testing alternative business models for new product / service concepts.

Clearly, it is the flexibility of the open innovation model that makes it so powerful, and it works well in negating the disadvantages of the closed model.

[ad_2]

Source by Stuart J Stevens

[ad_1]

One in four people will experience mental illness in their lifetime. We will all have experienced the flux of emotions that accompany the loss of a friend or loved one, or the anxiety that accompanies the loss of a job or business.

However, some people experience these symptoms on a daily basis and sometimes with more severity, accompanied by behaviors which others do not understand. These behaviors often result in rejection by the people around them due to fear or frustration. Those suffering through mental illness are more often than not alienated from the outside world and some may even be rejected by family members.

Those suffering symptoms of mental illness may try hiding their problem due to stigma surrounding their condition. This often exacerbates their mental health problem but, there is help and hope. Psychiatric treatment, therapy or support groups have proven effective for dealing with mental illness, along with other powerful tools, which brings us to the topic of creative recovery.

The use of artistic tools to lessen the intensity of symptoms of mental illness is an important factor for recovery. Anyone can create something colorful and meaningful to ease the mind through constructive distraction. Art places a person in the moment and connects them to a productive activity which lessens the feeling of hopelessness. No longer at the mercy of a mind that can not control itself due to chemical imbalance, trauma or substance abuse; the participant experiences visual power over unhealthy thoughts.

Hope is an essential ingredient for recovery from mental illness. The sense of accomplishment achieved by creating or participating in any form of art including performance art raises self-esteem and increases one's motivation to pursue recovery further. This activity works most effectively when in a group setting among others recovering from mental illness. The feeling of comradery and support diminishes the feeling of loneliness and increases self-awareness through interaction with peers. This sense of empowerment is an important part of personal recovery.

Many people believe that they must have special talent or experience with art to participate in such endeavors. This is not at all true. The goal is not to create great works of art, but more so to take action toward self-expression. Self-portraits change from day to day as a person's mood and emotions change. It is the simple sense of accomplishment and shifting focus from the harsh perspective of thoughts and feelings experienced by those with mental illness, to the power of simple action creating something new and different rather while shutting out feelings of loneliness.

You can see an example of this recovery tool in action at:

http://www.9musesartcenter.org

[ad_2]

Source by Rick Aldret

[ad_1]

Introduction: Maslow of Big Apple

Abraham Maslow was born in New York in 1908 in a poor, uneducated Russian immigrants. He was the eldest of seven children, and so pushed her parents to succeed in education sometimes does not. Originally studying to be a lawyer, who found that a little interest, and finally shifted the psychology in which they excel. Maslow went on to receive a PhD in Psychology from the University of Wisconsin, under the tutelage of Harry Harlow, famous experiments in rhesus monkeys and attachment behavior. After a while, he returned to New York and began studying human sexuality. In addition to this study, over the years of teaching, he had the opportunity to meet a number of well-respected psychologists that helped shape his thoughts on human needs. The last event, led Maslow was moving in the direction of humanistic study of the development of the concept of “self-realization”. This was the study that led Maslow to develop the famous hierarchy of needs theory. [1]

Food for thought: what people really need

While Maslow began to develop his theories, most studies of human nature focused on the biology achievement or performance to explain the forces that for us.

Maslow’s assume that five levels of basic needs that all human attempts to reach
Externally satisfied needs (basic needs that every individual must meet before they reached).

1. Physiological – I’m hungry.

2. Security – I’m scared.

Inner satisfied needs (demand leading to enlightenment and understanding

3. Social -. I am lonely

4. Esteem -.. I do not know

5. self-actualization – know

in the 1970s, Maslow’s hierarchy of this sub-divided into a total of eight levels: [1945902million]

1) Physiological: hunger, thirst, bodily comforts, etc! .;

2) Safety / security: the threat;

3) debt and Love: connected with others, be accepted; and

4) Esteem: to achieve, gain professional recognition.

5) Cognitive: to know, to understand, and explore; (New)

6) Aesthetic: symmetry, order and beauty; (New)

7) self-actualization: to find self-fulfillment and realize one’s potential; and

8) self-transcendence: to connect to something beyond the ego or to help others find self-fulfillment and realize their potential. (New) (This concept is relatively new, and many of the authors, Dr. Stephen Covey like to express similar views.) [3]

Another way to look at the need to break it into “D- needs’ (absence) and “B-needs” (Being). Maslow believed that the deficit needs if it no longer satisfied the driving force of the individual, and they will move up to develop freely.

If we follow the traditional hierarchical fashion, we see that every need is the basis for these claims over the pyramid. Without these funds the former, Maslow believed that it is impossible to move on to the next stage in the hierarchy. [4]

Although it is very well known and is inherently satisfactory, it appears that there are few strong evidence that the theory actually refers to people in general. Even Maslow acknowledged this. [5]

The learning experience

Maslow’s hierarchy of needs has had a dramatic impact in the field of education. Traditional beliefs regarding teaching methodology shifted towards a humanistic approach, focus on meeting the basic needs of the students in order to help them to progress.

The main goal of education is to learn and retain in developing an understanding of the material and apply it in life. In order to do this, students need to be motivated enough to work hard to achieve this goal. Without motivation to learn, it is not likely to succeed in school and to the extent that it is intended.

In order to maximize this motivational desire of teachers must be involved to the needs of the student. If we understand Maslow’s hierarchy of needs, teachers can work towards fulfilling their basic needs, to develop the basis for academic or updating.

Here is an example of how to meet the school’s basic needs of the students

If the school know that in order to work at the school, students need basic physiological needs satisfactorily before they can absorb his education, then consider a lunch at high students do not have their own. That’s to propel students to the next level. by creating trusting, safe environment, a classroom social network, and provides positive reinforcement in the form of praise of teachers, students will be able to focus on learning. [6]

a true example of that came out towards the end in respect of the 20th century, this is due to address the issues raised in the faith “special education”. In the 70s and 80s, when, where traditional beliefs segregating children with special educational needs (physical, mental, or emotional) was used in the school system anomalies appeared that questioned those beliefs. They believed that the marketing of these students were able to learn a special learning environment at a rate appropriate to their abilities, special attention will be paid, and finally reached the end of the system receive the same education program. As it turns out, it did not happen, and the children hindered learning. [7]

Managing expectations

Focusing on successful motivation of these human needs can be very easily ported into the business world and apply to the management. In fact, Maslow himself was fascinated by the field of management, trying to explain the great ability of managers to motivate employees with a thorough understanding of the needs Hierarch. He went so far as to regularly visit the high-tech company in California to study management practices in 1960. Maslow discovered that managers who treat their subordinates trust and respect has created an environment that fostered a better working situation and the improve productivity.

Peter Drucker, the famous management guru, said that “management of Maslow’s contribution was a big one. He pointed hat is that different personnel policies for different people in different situations for them to be truly effective.” [8]

Why ‘Y’?

theories developed by X and Y Douglas McGregor’s theory fits nicely needs. If people are inextricably looking for something to help propel them to the next level, and an internal desire to progress and give back to society, believe the followers of “Theory Y”, then go evident that the humanistic approach, as Maslow to help these people achieve their goals. If we believe that human nature responds best to positive, caring atmosphere, then the leaders to hold these beliefs in the sense that it should be possible for staff to raise them up in an attempt to improve productivity and the individual goals of employees

view

1. employees work as natural.

2. Commitment targets will lead to self-management and self-control.

3. People are looking for situations where they can accept accountability for their work.

decision-making at different levels of 4 to spread the company and is not the sole responsibility of the top management. [9]

What is “humanism” to do , we have to do with it?

The humanism of the “third force” in psychology, after the traditional tests of behaviorism and psychoanalysis. Maslow, Carl Rogers, May Rolly and many others helped to advance the view of the human condition.

Humanism goes back a long time, when the Greek philosophers of the sixth century. Now is the time forward and developed into three main categories: religious, secular humanism education. When people are discussing “Humanism” usually it means the understanding of secular humanism.
“Humanism is a broad category of active ethical philosophy that affirms the dignity and worth of all people, based on the ability to determine right and wrong, the appeal of universal human qualities- particular rationality, common history, experience and faith. one component of the humanism of the various specific philosophical systems, and will also build some religions.

humanism entails a commitment by the search for truth and morality of human interests that support human means. of focusing on the capacity for self-determination, humanism rejects transcendental justifications, such as dependence on faith, the supernatural or God revealed texts. humanists are approved on the basis of universal moral unification of human nature, suggesting that the solution to the social and cultural problems can not be local. ” [10]

generally humanists believe in the following: [11]

1. Humanism is a philosophy focused on understanding the meaning of human reality. Humanists do not claim to possess or access supposed transcendent knowledge.

2. The humanism philosophy of reason and science, the pursuit of knowledge. Therefore, when the question of the most appropriate means of acquiring knowledge of the world, Humanists reject arbitrary faith, authority, revelation, and altered states of consciousness.

3. Humanism is a philosophy of imagination. Humanists recognize that intuitive feelings, hunches, speculation, flashes of inspiration, emotion, altered states of consciousness, and even religious experience, although it is not an appropriate means to acquire knowledge, remains a useful source of ideas that can lead us to new ways of looking at the world. These thoughts after they have been assessed rationally usability, and then to be processed, often with alternative approaches to solve the problems.

4. Humanism is a philosophy of the here and now. Humanists human values ​​that make sense only in the context of human life rather than the promise of a supposed life after death.

5. humanism, a philosophy of compassion. Humanist ethics is concerned only meeting human needs and answering human problems – both for the individual and society – and paid no attention to the satisfaction of the desires of supposed theological entities.

6. The philosophy of humanism is realistic. Humanists recognize the moral dilemmas and thoroughly investigate the immediate and future consequences of moral decision-making.

7. In accordance with the humanism of science today. Humanists therefore recognize that we live in a natural universe is large in size and age, the emergence of this planet for a long time that there is no clear evidence of a separable “soul” and that human beings have certain built-in need to form any effective basis for human values.

8. The humanism of the melody in today’s enlightened social thought. Humanists are committed to civil liberties, human rights, church-state separation, the extension is not only the government but also in the workplace and in education, expanding global awareness and derivatives exchange and ideas of participatory democracy is international and open-ended approach solving social problems, an approach that allows the testing of new alternatives.

9. Humanism in tune with new technological developments. Humanists are willing to participate in scientific and technological discoveries arising exercise moral influence of the revolution, as it had come, especially in the interest of protecting the environment.

10. Humanism, the amount of love for the philosophy of life. Humanists responsibility for their own lives and enjoy the adventure that is part of the new discoveries, seeking new knowledge, exploring new opportunities. Instead of consolation prefabricated answers to the big questions of life, humanists enjoy the open-endedness of a quest and free the discovery that this entails.

What holds us back?

If you have reached the summit of the mountain was easy to self-realization, everyone is enlightened, happy, hard-working, creative and rich. We would all strive to take responsibility for our actions, and attempts to improve the situation around the new and unique ideas. Unfortunately, this does not happen. What holds us back from reaching a “fully functional, healthy personality”?

Maslow I agree that society and the educational system prevents individuals from reaching their full potential. Here is what Maslow says on the matter:

“our values ​​psychopathogenic without a state of being, we learn the person needs a framework of values, philosophy of life, a religion or a religious surrogate to live and understand, about the same way. he needs the sunlight, calcium or love. It’s’ need to understand cognition. “called valuelessness resulting from the impairment of diseases called variously anhedonia, anomie, apathy, amorality, hopelessness, cynicism, etc., and become somatic diseases . Historically, we are a value interregnum, in which all outside, where values ​​have proved failures (political, economic, religious, etc.), for example, is nothing worth dying for. What the people need, but there is no one looking unceasingly, and he will be a dangerous leap up all hope, good or bad. the cure for this disease is obvious. we need a validated, can be used in human values ​​we can believe and devote ourselves (are willing to die for), they are true, but because we are exhorted to “believe and faith . “such an empirically Weltanschauung seems now a realistic possibility, at least in theory sketch. “[12]

If the society does not instilling proper values ​​of today’s young people can not develop a healthy outlook for life. It blocks their path to self-realization. the education system currently does not provide the proper moral and positive, caring environment for students to grow. schools need to focus on the areas of Maslow’s hierarchy of needs, which are incomplete on the student body, nurture them and help the students to excel in a way that deeply than high quality

Summary:. Change socks, change Attitude

in today’s business world, a product-oriented business style has been failed companies must now, more than ever, develop a consumer-centric approach to business. market demassifying, and this means that the individual needs must be met..

in order to that the education system to produce individuals that can reach the peak of Maslow’s pyramid, the schools have to take a similar approach and instead focus more on the product (education), we should instead meet the needs of the customer (student). It will not be that simple task requires a huge amount of time and effort on the part of service providers (schools), but the end result will be much more satisfied customer, who is able to benefit from the interaction.

Maslow lists the 10 points offered to the educators and teachers to change the style to move toward self-realization of the individual. These are summarized in the following points can be found in

1. Be true to yourself.

2. Do not bound by culture.

3. Discover the caller.

4 Life is precious.

5. Do not judge people.

6. See the satisfaction of basic needs.

7. take time to smell the roses.

8. Learn about self-control.

9. Do not sweat the small stuff.

10. The right decisions.

They can and should be applied to all walks of life, your private time, education, and even in the work environment in order to work toward improving yourself and society.

References

C. George Boeree first, “Abraham Maslow, 1908-1970”, Http://www.ship.edu/~ cgboeree / maslow.html

2. Huit, W. (2004). Maslow’s hierarchy of needs. Educational Psychology Interactive. Valdosta, GA Valdosta State University. Sheet [date] from Http://chiron.valdosta.edu/whuitt/col/regsys/maslow.html .

Stephen R. Covey 3. “The 8th Habit, from efficiency of scale,” FranklinCovey Co., Free Press, 2004

Wikipedia 4, “Maslow’s hierarchy of needs” Http://en.wikipedia.org/wiki/Maslow%27s_hierarchy_of_needs

5. Educational Psychology Interactive

6. Jones, Michael. “Maslow’s hierarchy of needs can reduce relapse.” Corrections Today, 66.4 (2004): 18-22.

7. Norman Kunc, “The need to belong: the rediscovery of Maslow’s hierarchy of needs”, Axis Consultation and Training Ltd ,, [http://www.normemma.com/armaslow.htm], 1998

Maslow eighth installment management, Abraham H . Maslow, Deborah Stephens and Gary Heil, 1998

9. Robbins, Stephen P., “Essentials of organizational behavior, eighth edition”, Pearson Education Inc., 2005, p50

Wikipedia definition 10. “humanism”, Http://en.wikipedia.org/wiki/Humanism

11. Frederick Edwards: “What is humanism?” American Humanist Association, 1989, [http://www.jcn.com/humanism.php4]

12. Maslow, A., & Lowery, R. (ed.). (1998). “Toward psychology that (3rd ed.),” New York: Wiley & Sons.

[ad_2]

Source by Cameron Switzer

[ad_1]

Market Driven Innovation (MDI) is designing, managing and implementing your innovation process based on the needs and wants from your key markets. MDI is not new, but still today, many companies have found it difficult to transform their innovation work from their entrenched technology and product forward approach they have been using to a market back approach. Often, their entire business processes have been built around their assets and products they produce and their go-to-market strategy based on their historical sales experiences. The result of this behavior is premature commoditization of their value propositions, their most important assets. Market Driven Innovation is based on a strict set of principles:

o Engineering / technical resourcing decisions are made based on a validated market need and an attractive business case.

o Organizational Focus is achieved from understanding market segments and targeting the most attractive segments for growth

o A cross-functional team approach, marketing, technical, and sales all contribute to the growth initiative together, and thus are aligned on the strategy:

o Accelerated ramp up after launch from a higher operational knowledge of the market

o Accelerated technology development because better design specifications from a segmented market

o Driven by business leaders who make resource allocation decisions consistent with the strategic direction of the business, and link development to marketing process.

Market Driven innovation begins with a business orientation towards specific and targeted markets. These markets define strategy which defines resource allocations especially those resources dedicated to the innovation process. In this context we define innovation as the creation of value, and Market Driven Innovation as placing emphasis on customer values, beginning with choices as how a business goes to market; to how they position their brand and products in those markets they proactively choose to serve; to the nature of their product improvements; and to their search for new products and services that may more effectively meeting the emerging future needs of their targeted markets.

Identifying these target markets is core to Market Driven Innovation. Understanding what drives market growth and major unmet needs of the key market players as well as how they define value and establish the basis for generating growth ideas and concepts – straight from the market. These ideas and concepts are the genesis of the innovation process. The more market back concepts, the more opportunities for successful growth. Knowing target markets enables a business to:

o Design, communicate, and deliver more robust value propositions aimed at specific market segments

o Capture more of the value we provide because they can measure the value and make strategic pricing decisions that are consistent with their marketing strategy.

o Apply resources more effectively where they bring value by focusing them only on where value is identified.

o Develop and bring new offerings to the market faster because they know what the market values ​​and how to deliver their offering based on value.

o Evaluate new markets where they can bring more powerful value propositions and new offerings

These elements of business design when generated from a market back learning model, form the basis for a market driven organization, and more specifically, Market Driven Innovation as a core driver of your growth process:

o Provides business management with facts from direct contact with the marketplace to decide which concepts merit moving forward with resourcing.

o Balances depth and speed in this disciplined approach using an organized set of activities.

o Enables cross function teams to develop a common understanding, direction, and shared values ​​throughout the innovation cycle

o Enhances chances of success

Voice of the Customer (VOC) captured early and operationally is an essential component of creating and delivering value with the growth process. Capturing VOC is not a trivial or casual activity, and well thought our and designed VOC is critical to Market Driven Innovation. Effective VOC requires:

o Learning Customers desired outcomes – what they want to happen to help them become more successful.

o Getting to Fact based and data driven information that can be translated into offering features that address the customer outcomes.

o Clearly identifies the benefits the customer will receive and thus the discrete value they will place on an effective solution to them.

o Must be well understood by both marketing and technical in the same way with an aligned sense of the relationship to strategy and core competencies.

VOC is the work you do and do well before you even think of applying technical resources to do product development work. In this regard, you do not misuse valuable and limited technical capacity. Technical people need to focus on projects that have been market validated both to focus their limited resources and provide them with advanced market specifications that help accelerate the development cycle.

To this end, as we will discuss more later, you engage your technical resources along side of your Marketing people to co-learn VOC, and thus both are better prepared to do their work that is defined by your targeted markets. In this way our resources are aligned from day one of an innovation effort through to launch of a new offering. A key outcome of an aligned and shared approach is achieving success faster and at less overall cost. No wasted costs as a result of false starts and lingering stops.

The three key components or a successful change to market oriented MDI are:

o Creating The Right Mindset – Leaders set the agenda

o Building the necessary skill set – A common framework for implementing

o Providing the best toolset – Fact based information guides decisions

Incorporating all three into the business process is a requirement for successful transformation to a market driven organization. It's as straight forward as knowing where you are going, how to get there, and a map to take you there. We will discuss each of these three success drivers in more detail below

Creating the right mindset

Leaders must take charge of the agenda beginning with examining and changing how they lead, what marketing and technical practitioners do differently, and most importantly, how they work together using a rigorous framework from concept selection through to offering commercialization. Leadership owns the MDI process highlighted below. The first two levels in the process, Concept Development / selection and Market Validation are the critical elements. In this model, Leadership does not resource technology development until sufficient market evidence and validation provides the basis for resourcing. Technology resources only work on market validated concepts. Leadership's ownership of the process means they:

o Demonstrate the value and set expectation

o Focus and align the organization around strategic direction and core capabilities.

o Identify, and guide the performance requirements necessary to generate the profit results.

o Organize people to assure the right combination of organizational strengths are applied to both know and act effectively on markets.

Three crucial questions are answered in market validation and business case development:
1. Is there an external basis for believing the concept has sufficient value to the market to proceed?
2. What is the best validated value proposition that sets the design basis for development?
3. Can we make money from developing and commercializing this value proposition?

Building the Necessary Skillset

The Innovation provides the basis for skill development and tool utilization. Each element of the framework requires specific work designed to deliver decisions to move from one element to the other. A short description of the work elements are describe below.

Concept Development and selection: Developing and characterizing concepts (sometimes called the "Fuzzy Front End"). Idea generation methods are generally well-known and most work well enough to assure a good set of concepts to evaluate. What we uniquely require is a concept characterization approach that helps the evaluators better understand and choose among several concepts.

Market Validation: Once a project has been chartered, a decision (stage gate) is made ​​to resource to development and includes four key components, validated market landscape; Value Proposition Development; Competitive Alternative Assessment; and Business Model Evaluation. A validated market landscape identifies and characterizes the market spaces in which the concept may bring value. In this context, it provides the basis for demand, and thus the first real attempt at generating revenue potential. It identifies the key specifiers and influencers, and begins to describe their unmet needs that the concept may address as well as key hurdles that must be overcome to have a successful and sustainable initiative.

The Value Proposition is a description of the value your concept will bring to the targeted market, the benefits the market will receive, and how you will get paid for bringing the value. Value proposition development is the holy grail of marketing. If you learn your value proposition, and it truly brings the market real value, you can build the remainder of your growth initiative around it. Value propositions must be measurable and actionable.

Business Case Development: Before you engage in developing the required technology, answer the questrion – "Can we make money on this value proposition?". Market Driven Innovation often requires a new way to go to market to accelerate and maximize acceptance and value capture. Value adding chain analysis through to the end user is an important skillset to utilize for business model evaluation. Business models are defined by what customers are selected; how we capture value; our level of strategic control; and the scope of our value proposition. The Business Case should be determined as early in the innovation process as possible. Opportunity modeling can provide the necessary basis for understanding the top line potential and the marketing cost for the innovation.

Technical Development: Effective market validation provides the product developers / designers a clear and crisp basis for building in the necessary design elements into an innovation. We now know the needs (what the market is willing to pay for) and the wants (potential areas of uniqueness). No more starts and stops caused by changing specifications from learning on the fly. Product developers can utilize their best practices with the certainty that they are on the right track. Because we begin the development process with clear market understanding, we now can bring the key customers into the development cycle early and often. We know their testing protocols, and their current standards by the competitive alternative they are using today. We design, we test, we engage the customer to test, we upgrade. Active parallel processing accelerates the development process and we get to launch faster.

Commercial Launch: Preparing for the launch includes the short term developing the marketing entry plan and the marketing mix, and the longer term multigenerational planning. These should be done together since the longer term positioning could have an effect on the launch protocol. The launch plan includes the target market; the offering positioning based on the value proposition; the communications strategy and plan; the channel strategy and plan; the pricing strategy and implementation plan driven by long term optimal pricing decisions. Multigenerational planning (beyond the launch); includes second and third generation offerings; strategy mapping; and a revenue acceleration plan. The managing process and control plan are incorporated into the commercial launch to assure optimum demand creation and delivery

Providing a Useful toolset

The toolset necessary to enable Market Driven Innovation consists of an integrated qualitative and quantitative set that enables the Market Driven Innovation team to successfully address the critical market questions identified in their chartered project. Two interdependent approaches make up the composite of Voice of the Customer (Market Driven). Together, they are designed to answer all the questions necessary to progress through the innovation process defined earlier.

A qualitative market learning tool should be installed to translate concepts into possible value propositions, begin the segmentation process, define the industry structure and dynamics, and expose the relative value vs. competitive alternatives. It also provides the basis for design of the quantitative VOC that follows once a decision is made to proceed to the business case and technical development stages.

A quantitative instrument that captures: concept tests including value elements and price; attribute importance rankings and current performance ratings; outcomes rankings; feature benefits; and competitive ratings. Other pertinent information to assist in segmentation should also be incorporated.

Getting Started With Market Driven Innovation: Market Driven Innovation can either be installed inside a business unit which is structured with both a technical and marketing unit, or can be institutionalized within a corporation as "the way we innovate". The initiation for each is different given both the breadth and depth the sponsors must address in the change process. It is simpler and much faster to initiate change in an organization that is both ready and organizationally integrated. The leadership can evolve the change live while doing their innovation work by starting with a few projects that are definitive and have a short horizon. As the teams demonstrate success the change process takes on a life of its own and becomes a natural new way of doing work. The basic framework for such an approach is:

o Leadership diagnostic to define both scope and level of change required. Many groups already have an external perspective to their work and thus, change becomes a reinforcement of their beliefs.

o Develop and agree on a project plan to install MDI.

o Training the leadership and team on MDI elements. Utilize one or two projects to exemplify throughout the training. Note: the idea here is just in time training. Teams are trained on each element then they experience the element and move forward to training and experience thought each stage of the process. Prevents training fatigue and accelerates progress towards commercialization

o Select and charter projects.

o Customize framework to fit organizational culture and existing operational approaches and language.

Market Driven Innovation can be easily introduced into a Lean Six Sigma culture.

[ad_2]

Source by Ronald Sullivan

[ad_1]

I find that doctoral students frequently face many challenges with motivation, especially when they come to the end of their doctoral journey and are primarily working on their dissertations. Maintaining consistent motivation with doctoral writing while working on dissertations or theses is especially challenging when your personal life includes family, full-time work, aging parents, health issues, etc. Lack of motivation happens to most people somewhere along the journey. This article is one of a series offering dissertation help to doctoral students faced with the challenges of graduate work and it focuses on the frequently asked question, "What tools will help me move past my lack of motivation?" There are two situations when your work is likely to bog down: when outside life challenges distract you from your doctoral work, and during the writing process itself when you are just bored with it, or think it will never end. Both situations and several tools are considered in this article.

Motivation When Outside Challenges Distract

No matter what lifetime reinvention process people engage in, whether it is professional development, learning new skills, etc. momentum is always difficult to maintain during times when the life you are currently living is full of challenges or distractions. As an example, no parent wants to miss the precious time of their children growing up because they have a paper to write. Similarly, care for an aging parent can often become a daunting task. I see it as a balancing act, and one where the balance is never even but, like a teeter totter, has one side up while the other is down. Picture your dissertation or thesis writing on one side of the teeter totter and the current distraction or challenge you face on the other. Your goal should not be to always have the thesis side in the air, but rather to manage the movement back and forth so that when the life side takes precedence then the dissertation or thesis does not completely hit the ground.

Building a writing habit is the first tool in your motivation toolbox. First consider that it takes 21 days of consistent movement for a new routine to be ingrained in your systems so that you no longer struggle against it. Therefore if you commit to just three weeks of getting up at least six days a week 30 minutes earlier and devoting 15 minutes at least to writing, at the end of 21 days you will have developed the habit of writing a little bit every day. This is the secret on which I see the most testimonials. My students often say it is what got them through. It's also amazing that you can sit in front of your computer not knowing what you are going to do that day and still have 15 minutes of solid good work develop. Often times you may not want to stop because the work is interesting and you are inherently motivated to do it. You would not be in graduate school otherwise.

Motivation When Boredom Strikes

Similar to writer's block, but on a deeper level, boredom or feeling overwhelmed also is a mental / emotional state that is likely to derail dissertation writing. Perspective is the tool that is often needed in this case. At a certain point in the journey, when you feel as though you've been doing it a long time, and the daily grind of it is wearing you down, you may feel your motivation just grinding to a halt. Step back from your immediate situation and re-evaluate how this degree will allow you to contribute to your world. You started your doctoral work for some definite reasons. Remember the things you wanted to add to your life. Focus on them again. In another article I discussed how to use mind movies to help increase your daily awareness of your goals, you may want to go look up those articles if you are in a slump where accessing your internal motivation for getting your doctoral degree has become hard.

Another tool to use to get past lack of motivation is to break the work down into smaller quantities. You may be thinking about it like, "Oh my goodness, this is a BIG project I have to finish!" That way of picturing the work is likely to make you feel tired. Try instead to look at what you have to do next, and coming up with three small steps that will help you progress along that specific task. By keeping the whole project out of your mind, and instead focusing on the small or finite tasks you will find it easier to continue. Getting things done is inherently motivating, so it is likely that you will find your internal desire to sit down and get more time increasing as you have sections you have recently finished to celebrate.

Finally, do not forget the positive outcomes available from using reflection as a tool to get past lack of motivation. Consider for a moment on what you can do, think, or understand now that was outside of your scope a few years ago when you started this work. The doctoral journey, because it is a long one has lots of little curves and turns, some of which you may forget when you all are slogging up the last hill, getting your dissertation done. It should be motivating to think about those other challenges that you have faced and overcome. Also give yourself some time to celebrate how much more you now understand about your field, its intricacies, and what it takes to contribute at a high level. Research shows that it takes 10,000 hours to become an expert. That is roughly 3 hours a day seven days a week for three years. As a doctoral student you will have completed your 10,000 hours. Celebrate your expertise.

In summary, there are several tools you can use to move lack of motivation whether you are bogged down because of other things in your life, or because the work has just gone on a long time. Probably both of these reasons for motivation slump will occur to most graduate students somewhere along the path of their doctoral dissertation writing. Consider these helpful hints part of your toolbox, and pull out the tools that seem to address the challenge you face, whenever you need them.

[ad_2]

Source by E. Alana James

[ad_1]

Anyone who has embarked on a muscle building workout routine can attest to the fact that is is demanding, both physically and emotionally. The energy expended on each exercise requires a high degree of both focus and intensity. As you go about your daily workouts, it is normal to experience fluctuations in your motivation levels. One day you may feel physically strong and emotionally prepared, while on other days it feels difficult just to walk through the front door of the gym.

While such ups and downs are a normal part of your fitness journey, if you find that you are struggling with your motivation levels the majority of the time, it is important to do something to interrupt this trend before skipping workouts becomes a seemingly normal and accepted behavior pattern. A regular, consistent workout schedule is a must for success, and consistency will only be maintained if you stay motivated. So lets take a look at some important things that you can do to sustain motivation to show up and work hard from week to week. Consider putting several of the tips discussed below into place to enhance your own personal workout routine.

Motivation Keys That Work:

1. Get a workout buddy. While working out alone has its benefits, especially if you prefer solitude and quiet focus, finding someone to train with who takes training seriously and who shares some of the same goals in common with you is a great way to stay motivated . Find someone who you know will push you to keep going on those days when you feel like going easy on yourself.
2. Keep a training progress journal. By recording your sets, reps, and the amount of weight you are lifting with each exercise you have an ongoing history of your workouts that you can refer to often to check your progress over time. Such an approach to your workouts will help you follow an organized and orderly pathway toward your muscle building goals. Keeping an ongoing history of your workouts on paper allows you see where you have been, and will keep your organized and motivated to keep progressing toward where you want to go.
3. Set daily goals. Use some of the information from your training journal to plan out each of your workouts. By going into the gym each day with a specific goal that you want to accomplish, you inject a greater sense of purpose into your workout than simply going through the motions of the routine with a "whatever happens, happens" sort of mindset.
4. Add variety to your routine. Many top athletes, bodybuilders, and powerlifters utilize this strategy to keep their workouts fresh, fuel motivation, and stay on the trajectory to achieving their personal fitness goals. When workouts become too routine, you run the risk of getting into the proverbial workout "rut" and hitting a plateau in your the progression of your muscle and strength gains, which is a quick way to deflate motivation. The solution is to "mix it up." Try experimenting with new exercises often for the different muscle groups. This will work your muscles from a variety of angles, and will keep them from getting overly used to the same motions repeated over and over.
5. Try more advanced workout techniques. As part of enlisting variety in your routine, try occasionally blitzing your muscles with super sets, drop sets, or pyramid sets to fully challenge the body. These techniques may not be appropriate for every workout, but when used occasionally for pre-planned high intensity training sessions, they are extremely effective.
6. Read literature on effective workout techniques. Educating the mind is a powerful motivational tool. As you read about muscle building routines that other athletes are successfully using, it can inspire you to set new goals and try new approaches in your training. It also instills a strong sense of confidence and a winning, "can-do" mindset. Nothing speaks like success, and if you are reading on a regular basis about others who are achieving their goals, it will help to program your mind to believe that it is possible to achieve your own goals.
7. Plan your workouts for the same time each day. Structured routine is an important key to motivation. It may not sound exciting, bit when you have the same time set aside each day for your workouts, you are less inclined to ask yourself "if" you are going to work out today because you already know "when" you are going to work out today.
8. Enlist a personal trainer. Finding the right personal trainer is often well worth the financial sacrifice. When you know you have a gym date with the trainer, you will be inclined to show up and work hard 100% of the time. Think of it as an opportunity to draw upon the wisdom and experience of someone who can help you achieve your goals.
9. Have a good collection of workout music. The motivational power of music that inspires you can not be underestimated, It can often keep you going through a grueling workout.
10. Maintain a long-term perspective toward meeting your training goals. As has been commonly stated, "Rome was not built in a day." Adopting the mindset that you are committed to fitness as a lifelong journey will help you to stay the course.
11. Finally, and most importantly … do not overtrain. Get your rest. Burnout from staying in the gym for endless hours day in and day out has derailed many a workout plan. Proper rest will help you to avoid burnout, so take your days off from training, and do not feel guilty about it.

The Bottom Line:

Using these tips as a tool to help you stay motivated in your muscle building routine can prove very effective over the long term. The important thing is to find what works for you and stay with it. What motivates one person may not be as motivating to another, so try experimenting with these different techniques and approaches, and put into practice the strategies that will support your own success.

[ad_2]

Source by Walter H Menuet

[ad_1]

Everyone A Player

The Ritz Carlton hotel chain considers customer service to be at its core. Since the company runs hotels that's not really a surprise. But they've gone beyond merely making innovation a motto or a trademark – it's a systematic culture among their staff. Consider the following:

• Every Ritz Carlton employee is put through a careful orientation acquainting them with the customer-centered culture the company is known for.
• Every employee, along with the rest of the staff in his or her department, participates in a weekly meeting to review one of their ground rules and to come up with ideas to better apply it in their area.
• Every staff member and every department writes a Mission Statement that relates to them specifically, and sets the goal they have in achieving world class customer service.
• Every employee, from the housekeeper to the executive, can spend up to $ 2000 – no permission needed – to fix anything a customer is having a problem with. Now, they are required to write a report spelling out what they did to fix the problem, but there are no recriminations about the fact that they spent the money.

What Are the Results? Ritz Carlton has better than a 95% return business rate from its customers – and that's with an average nightly room charge of $ 200 over. Turnover at RC is under 25% annually, in an industry with an average turnover of over 125% (with hourly wages about the same). Customer "Wow!" stories abound, and staff are proud to be a part of a company which has won multiple Malcolm Baldrige and other quality and performance awards.

Ritz Carlton Staff Stories

• A couple of businessmen were walking down a corridor on their way to the lobby of the hotel, and on their way passed a staff member mopping the floor. The staffer overheard one man telling his friend that he was not happy with his room because of an issue with the bathtub. The staff member introduced himself, apologized for the problem, moved the man to fancier room on the Concierge Floor, and then went on to have the bathtub problem fixed.
• A couple were staying at a Florida Ritz Carlton for their 15th wedding anniversary, and in the course of visiting the hotel gift shop were talking with one another about the occasion. The clerk overheard them, and looking their names up on the register, had a bottle of champagne and glasses delivered to their room immediately afterward, with the compliments of the hotel.

The hotel chain has pioneered a number of tactics based on employee suggestions that set it apart from even the best of their competitors.

Housekeeping staff, when prepping a room for a new visitor, set the radio for a specific station. If the station has been changed when they clean, the new setting is noted, and subsequent visits by that customer will find the radio preset to that station upon their arrival.

The hotel computer system also brings the customer's name and room number up to any of the support staff who handle phone calls (front desk, kitchen, etc.). Customers are then always addressed by their proper name on any calls they make within the hotel.

Can you apply any of these world class approaches to driving innovation in YOUR business? Of course you can! And what results will you see? You'll see increases in morale, great employee involvement, lower costs, and higher customer satisfaction. All of those will translate into more sales with higher end customers. Want to try it? Go ahead!

[ad_2]

Source by J Timothy Connor

[ad_1]

Sport is a powerful tool to improve the quality of life, provided it is done it right. Many people play sports, but incredibly, only a small part of them draw long-term benefits, while others capture just a few advantages, and some even worsen their quality of life due to a misinterpretation of sports. Sport practiced correctly can –

– Protect against diseases that kill most people.
– Let us live in a more dynamic and active way.
– Let us remain active longer, slowing the decline of physical performance dramatically, especially after 40 years.
– Improving our physical appearance.
Improve our strength of will.

To be safe and really enjoy sports, we conclude that sport should be practiced:

– With sufficient intensity and frequency;
– With sufficient caution to avoid accidents;
Keeping motivation high, in order to practice forever.

Now science has demonstrated unequivocally that below a certain intensity sport is not able to modify our bodies in order to protect ourselves against diseases and make us live better and longer. One of the first studies was conducted early last century at Harvard, in 17,000 students followed from 1916 to 1950. This study associated the lower cardiovascular risk for those who practiced sport at medium to high intensity for 6-8 hours a week, then about an hour a day.

Other recent studies, like this, confirm that only those who practice sports with an intensity get real benefits in terms of health. Many studies have shown that physical activity can reduce the mortality, with a continuous and gradual increases of calories consumed per week. Minimum calorie consumption to gain the same result is 500 kcal per week, and the maximum of 3100 kcal. Thus, an average calorie expenditure of 200-300 kcal per day (1400-2100 kcal per week) can reduce mortality by about 30%, ie to reduce the risk of death of 1 / 3. How can we now find out if we are practicing sports in the right way?

Proper fitness tests verify that you are engaging in sports with the right intensity. The minimum time to consume 200-300 kcal per day is equivalent to 3-5 hours (depending on type of sport) days of actual physical activity (excluding heating and cool-down) for a minimum frequency of 3 times.

[ad_2]

Source by Sean C

[ad_1]

Living a healthy lifestyle does not have to be hard. It just takes the motivation to change our bad habits into good, healthy ones. Below is a list of 10 healthy lifestyle tips to get you started. Once you start, you can come up with more healthy choices that work for you.

o The first thing is to eat a balanced diet. Eat more fruits and vegetables and get rid of the high sugar, processed foods. Along with eating better is getting the right nutrients in the system.
o So the second thing is to take vitamins and minerals to help your body work properly.
o The third tip is to quit all those nasty unhealthy habits. Smoking, drinking, drugs, chewing tobacco, whatever your vice may be quit now. You are in charge of your health and living a healthier lifestyle means getting rid of the things that may kill you.
o The fourth thing to do is exercise. Exercise makes you feel good and can motivate you to get other things done as well.
o Along with exercise, number five is making sure you see a doctor each year for an annual physical. This is more important in women, but men should be seeing a doctor every 2-3 years to make sure there are no big health concerns.
o The sixth is to surround yourself with a strong support network, or a group of people who will be there for you and participate in a healthy lifestyle as well.
o Your family and friends can help you with the seventh tip, have fun and enjoy life.
o Eighth tip is to create a good balance between work and play.
o The final two tips are to accept yourself for the unique individual you are and love what you do. If you can accept yourself, the good and the bad, it will show in all you do. Your job is something you will be doing for at least the next 20 years, so you should love it. If you do not keep looking until you find something you do love.

Start with those healthy lifestyle choices and see how you feel in the next few weeks. You should feel more energized, motivated, and positive.

[ad_2]

Source by Ursula GK