Monthly Archives: November 2011

Felicita’, sviluppo personale, benessere

자기 계발 프로그램 AmAre : 세상 모든 것의 은혜를 위한 즐거운 삶 누리기

자기 계발 프로그램 AmAre : 세상 모든 것의 은혜를 위한 즐거운 삶 누리기. 2012년, 더 행복해지는 법.

안녕하세요! 저는 프랭크라고 합니다. 한국분들과 행복과 건강한 삶에 대한 제 생각과 영감을 나누고 싶어 이메일을 보냅니다.

이탈리아어로 AmAre의 의미는 “사랑하는 것”이고, 행복한 삶의 조건의 머리글자이기도 합니다.

Personal development, Spiritual development: Beyond self-help books

Science and Nonduality (SAND) Europe will be hosted in 2012 in Holland, on May 31st-June 3rd. It will take place at the Zonheuvel Conference Centre (http://www.hotelzonheuvel.eu/en).

Early bird registration will open December 5th. For more information, please visit: http://www.scienceandnonduality.com/

Beyond positive psychology?: Toward a contextual view of psychological processes and well-being. By McNulty, James K.; Fincham, Frank D. on American Psychologist, Jul 25, 2011.

The field of positive psychology rests on the assumption that certain psychological traits and processes are inherently beneficial for well-being. We review evidence that challenges this assumption. First, we review data from 4 independent longitudinal studies of marriage revealing that 4 ostensibly positive processes—forgiveness, optimistic expectations, positive thoughts, and kindness—can either benefit or harm well-being depending on the context in which they operate. Although all 4 processes predicted better relationship well-being among spouses in healthy marriages, they predicted worse relationship well-being in more troubled marriages. Then, we review evidence from other research that reveals that whether ostensibly positive psychological traits and processes benefit or harm well-being depends on the context of various noninterpersonal domains as well. Finally, we conclude by arguing that any movement to promote well-being may be most successful to the extent that it (a) examines the conditions under which the same traits and processes may promote versus threaten well-being, (b) examines both healthy and unhealthy people, (c) examines well-being over substantial periods of time, and (d) avoids labeling psychological traits and processes as positive or negative.

Full paper on: http://psycnet.apa.org/psycinfo/2011-15476-001/

The Enemy of Engagement, by Mark Royal and Tom Agnew, is a new book on employee engagement. It says that being receptive to the needs of workers is critical during tough economic times, partly to ensure productive employees don’t fly the coop. “There is no question that over the last couple of years the notion of ‘we need to do more with less’ has become so prevalent,” said Tom Agnew, co-author of “The Enemy of Engagement.”

“‘We’re downsizing, we’re cutting costs, we’re cutting expenditures … and I can’t, as a manager, focus on my people because I’m so focused on making sure that I spend less money and we get the stuff done with the same amount of people.'” Agnew said that approach is “unfortunate” and the “wrong thought process” for a couple of reasons.

“From an employee perspective, when they hear ‘we have to do more with less’ — what does that mean?” he said. “‘You want me to work harder, you want me to work longer, and in all likelihood, you’re going to give me less resources to do it — and you’re not going to pay me any more.'”

Co-author Mark Royal said there needs to be a shift in the conversation around “doing more with less,” moving from being solely centred around employee motivation to how organizations as a whole can better adapt and enable their workers.

“Especially amid the downturn, we’ve culled so heavily on that employee motivation to help us fill in gaps and deliver more,” said Royal.

“I think if organizations are looking to sustain work and truly get more with less for the long-term, they need to think more about how employees are being asked to work … and are organizations doing all they can to remove barriers and provide employees what they need to deliver?”

A recent survey by global professional services company Towers Watson revealed that Canadians cite excessive workloads, lack of work-life balance, unclear or conflicting job expectations and inadequate staffing as the top sources of workplace stress.

Agnew and Royal are leaders in the employee research division at Hay Group, a global management consultant firm. They have been keynote speakers during the Canadian Management Centre’s eight-city National Thought Leader Series, which concluded Tuesday in Halifax.

In their book, the authors outline strategies for managers to help combat frustration which they describe as the “silent killer” in the workplace. Interwoven throughout “The Enemy of Engagement” is a case study of a fictional company designed to illustrate the impact of worker frustration and ways to address the issue.

“I think the frustration factors tend to come back to not how much people want to get things done but how able they are,” said Royal.

“Fundamentally, it’s about people who are engaged and motivated but feeling some tension because their desire to deliver isn’t matched by their ability to deliver based on the roles in work environments that they’re working in.”

The authors write that most organizations arepoorly positioned to recognize and respond to the concerns of frustrated workers because they aren’t asking them, can’t hear them or don’t want to know.

Among their suggestions, Agnew and Royal recommend performance management, in which managers specify clearly what employees need to accomplish, set standards and provide feedback on an ongoing basis.

“It’s not just about setting goals for employees and coming back a year from now and having a performance review and finding out how well you did your job,” said Agnew. “It’s about things like clarifying must-win battles.

“‘Have I helped you prioritize all the different goals that you have so that you know where to focus your energy first and foremost that will better help you accomplish your job and the organization be more successful?'”

Agnew said while the performance management process is uncomfortable for both employees and managers, investing more time in an ongoing dialogue can help lessen awkwardness.

“The more you talk about performance and what you can do to help employees get to their goals and how they’re doing in accomplishing their goals, the easier those conversations are because there (are fewer) surprises and less of the gaps to talk about expectations to actual performance.”

Royal said frustrations that are affecting motivated employees may not be highly visible to managers, and creating a space to address them upfront will help the situation.

Agnew said this can be accomplished through one-on-one meetings or in a larger group setting. But there should also be an anonymous, confidential way to share concerns for those not comfortable with doing so publicly.

The authors also advised giving workers authority and decision-making ability for their jobs, allowing them to have input about how their work is structured and encouraging them to come up with new and better ways of doing things.

And managers shouldn’t just be considering workers already within the organization but looking to those they hope to one day welcome — and retain.

Businesses want to recruit and attract star job candidates, and will face obstacles if working conditions don’t allow employees to function effectively, Royal noted.

“If I’m a high-performing, high-potential employee and I’m not able to be all I can be in an organization, I’m really losing out personally as well as the organization losing out on my skills.”

Source: http://www.winnipegfreepress.com

“No relief in sight for stressed employees as office complaints rise” reports the TORSTAR NEWS SERVICE.

Workload complaints have reached staggering proportions among Canadian employees: nearly nine in 10 employers — 89 per cent — reported heavy workload as a complaint among staff, results of a Towers Watson study show. A similar study by the same professional-services firm two years ago found 64 per cent of employers reported excessive-workload complaints among staff, a difference of 25 percentage points.

“Most organizations report that employee stress is a major and growing business issue,” the latest results also show, comparing results to surveys done every two years for the past 16 years on the health and productivity practices of Canadian and U.S. companies.

In the United States, workload concerns rose a less dramatically but were higher than in Canada in the first place, said Keri Alletson, a researcher on the Towers Watson study. The U.S. figure rose to 87 per cent from 78 per cent.

Among U.S. employees, fears of losing a job also ranked high as a stressor. Among respondents, 56 per cent of U.S. employers reported such fears among their staff, compared with 36 per cent in Canada, she said. As firms look to combat stress, disability and absenteeism, some are considering pay bonuses to workers who engage in fitness and other health-management programs, the survey found.

Mental-health issues ranked as the No. 1 cause of both short-term and long-term disabilities in Canada, the survey showed. “That certainly ties in with what we have seen,” said Aimee Israel, chief executive of the Toronto-based workplace consulting company LifeSpeak. “We work with companies across Canada that have access to our online library and mental-health videos are among the most in demand,” she said.

The survey was completed by 335 human resources and health benefit managers at Canadian and U.S. companies with 1,000 or more employees. The responders represent 7.8-million workers in all major industry sectors, the Towers Watson researchers said.

Auspicious Days For The Month Of December 2011

3rd December
Mahananda Navami
Day of Mother Divine
Mahananda – happiness, bliss
and fulfillment.

Removal of resistances and troubles for happiness and health in life and promotion of positive support
To promote overall progress
Promoting good fortune
For promoting peace of mind
To increase chances for getting a good spouse

6th December
Mokshada Ekadashi
Day of Vishnu
Moksha – final liberation

To promote spiritual progress
For gaining knowledge

7th December
Pradosh
Day of Shiva
Shiva – spiritual
and material progress
Gaining increased support of Nature
Removal of resistances and troubles for happiness and health in life and promotion of positive support

10th December 2011
Dattatreya Jayanti
Day of Dattatreya
Dattatreya – representing the total value of Natural Law

To promote spiritual progress
To promote fullness of life
To promote fulfillment of desires
To increase wealth
To increase chances for getting a good spouse
For promoting peace of mind
For gaining knowledge
To promote inner and outer fulfillment

14th December
Sankashti Haran Shri Ganesh Chaturthi
Day of Ganesh
Ganesh – remover of great problems

To promote freedom from obstacles
To promote removal of big problems
To promote removal of psychological fear
For gaining knowledge
To increase harmony in married life
Promoting good fortune
To increase wealth

21st December
Saphala Ekadashi
Day of Vishnu
Helping to be successful in the fulfilment of one’s desires

To promote fulfillment of desires
To promote spiritual progress
To promote removal of big problems
To promote inner and outer fulfilment
Support in court case
To increase harmony in married life
Promoting good fortune; elimination of obstacles and promotion of supportive influence on the basis of the horoscope

22nd December
Pradosh
Day of Shiva
Shiva – spiritual
and material progress

Removal of resistances and troubles for happiness and health in life and promotion of positive support
23rd December
Monthly Shivaratri
Day of Shiva
Shiva – promoting progress of life

To promote overall progress
Removal of resistances and troubles for happiness and health in life and promotion of positive support

28th December
Vinayaka Shri
Ganesh Chaturthi
Day of Ganesh
Ganesh – removing obstacles

To promote freedom from obstacles
To promote removal of big problems
To promote removal of psychological fear
For gaining knowledge
To increase harmony in married life
Promoting good fortune in life
To increase wealth

Galvanic skin response (GSR), also known as skin conductance, electrodermal response (EDR), psychogalvanic reflex (PGR), skin conductance response, skin conductance level (SCL) measures the electrical conductance of the skin, which varies with its moisture level. Skin conductance is used as an indication of psychological or physiological arousal, because the sweat glands are controlled by the sympathetic nervous system.

Galvanic Skin Response (G.S.R.) Testing Video

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