SURVIVING PROGRESS:SHORT HISTORY OF PROGRESS

                                

         

           

Based on author Ronald Wright's book A Short History of Progress, Directors Mathieu Roy and Harold Crooks.

We tend to think of progress as an entirely desirable state of affairs when in reality it has just as much potential to lead to our extinction as it is does to utopia. That's the central idea explored in the documentary film "Surviving Progress".

 Intend of this documentary is by illuminating how ideology, psychology and finance interact with ecology 'Surviving progress' is intended to be highly engaging and instructive mean of understanding.    

 The result of that word might have left with you a sense of what Surviving Progress feels like.The documentary's underlining idea is that humanity's progress – ever expanding, conquering, multiplying, monetizing.According to the movie head talking the word surviving progress is the progress trap.

Progress traps are defined as the condition societies experience when, in pursuing progress through ingenuity, they inadvertently introduce problems they do not have the resources or political will to solve, for fear of short-term losses in status, stability or quality of life. This prevents further progress and sometimes leads to collapse.
Traps exits in our global societies.According to the movie trap is indeed lurking our structure of our economy.A progress trap is the condition human societies experience when pursuing progress through human ingenuity.Has defined by wall street economist Michael Hudson progress has meant you will never get back what we take from you.The doomed tone in that statement is mirrored by the tone of the movie, by watching the movie you will get the feeling of  that the trap are everywhere unless and until  global societies makes some major changes such as  forgive enormous debts, learn to live within it's mean and make a efforts to preserve our planet resources.

The movie also talk about the debt..The poor countries own such huge debts that even if they pay all their yearly earnings to their creditors, they only cover the interest.For paying the huge amount they have sell their assets like minerals,coals,oils,woods etc.The trap, in this economic case, is in the form of credit many people try to escape from it but they can't.according to the movie, a trap is indeed lurking in the structure of our economy.But the trap is not fix in the idea that free markets are necessarily bad, the trap is fix in the big banks, which have rigged the world so that some poor countries are shackled to poverty.

The movie also talks about science and technology...lots of progress has been done by science as well as by technology.This surviving progress movie challenge our mind to change our view toward humanity and what it will take us and our planet to survive.

Surviving progress is a beautiful movie which has beautiful images and ideas..which we can opt for changing our views towards humanity.I enjoyed this movie a lot.Surviving progress avoid this particular traps and leaves you with the weight of its ideas, ones that are enormously heavy, but never the less the central idea of this movie is humanity's history.

HOME: AN ENCOURAGING DOCUMENTARY

                                               

                                              

             Home is a 2009 documentary directed by Yaan Arthus Bertrand.The documentary shows the diversity of life on earth and how humanity is threatening the ecological balance of our planet.Through this incredible documentary we can discover a brand new way of seeing our planet earth.

             This documentation is intended to spur you to sustainable behavior and also tell some sorts of ideas how to protect your planet or else how to converse your planet earth.The reason behind this documentary is to converse your planet because it is only 'home' we have so we have to take of it. the documentary shows how the planet earth is slowly damaging by modern humanity. It includes nature, agriculture, crises, destruction, modern technology, disruption, degradation of the environment.This documentary give some hope by showing alternative of each and crises and the right path of finding solution.

               The documentary shows future crises if we don't take care of the planet.Through awesome images and beautiful narration this will bring you to question your way of life and also to take some initiative to protect our planet..it is an inspirational documentary towards the much needed to change by yourself.

Everyone has to make aware of the changes that the world is undergoing and each and everyone should take the responsibility of changing it.It tell that how the planet has change from past over the decades and how he people use to survive from las 6000 million year ago when there was no such types of  technology.HOME is stunningly shot and illuminates the madness of an unsustainable consumer driven culture hell bent on destroying their environment  for "profits", and ultimately  endangered survival. HOME is beautiful and tragic.

               “We are living in exceptional times. Scientists tell us that we have 10 years to change the way we live, avert the depletion of natural resources and the catastrophic evolution of the Earth's climate. The stakes are high for us and our children. Everyone should take part in the effort, and HOME has been conceived to take a message of mobilization out to every human being. For this purpose, HOME needs to be free… HOME has been made for you: share it! And act for the planet.” Yaan Arthus-Bertrand beautifully captures the impact of mankind's consumption, destruction, mutilation and submission of the Earth to meet our insatiable appetite

 

Iceland presents Mother Nature in all her glory and fury. Man ignores her at his peril. She dominates the ever shifting landscape with her dormant lava fields, active volcanoes, jittery geology, geothermal power, Northern Lights, the eternal sunshine of summer and the permanent blackness of winter. You can't escape her embrace and the Icelanders have given up trying. They have learned to live alongside her.The power of Mother Nature is a central message of The Human Race and perhaps it is one that we would do well to master.Let us come together to protect our "Planet Earth."

                Last but not the least great documentary...A sad yet beautiful journey through amazing and diverse scenery.

BALANCING YOUR PROFESSIONAL AND PERSONAL LIFE

As if the demands of a business were not enough, we have other priorities!

Many of us are professionals, parents, philanthropists, care for parents or pets, and even try to have personal lives. For us as well as our clients, time is the ultimate luxury.

Time for our priorities of life depends on the return on investment in the business (of our time and money), which depends on the value we provide to our clients and the rewards we deserve to earn from them. Presumably, those rewards earn some time for us, too.

Time is similar to money in how we use it: We spend time; we save time; we invest time. We spend time to be productive. We save time when we perform tasks in less time or with less effort than previously. We invest time when we take time now to save time later.

Just like any investment, time can be planned. Time management strategies are often associated with achieving goals. These goals are recorded and may be broken down into a project, an action plan, or a simple task list. For individual tasks or for goals, an importance rating may be established, deadlines may be set, and priorities assigned. This process results in a plan with a task list or a schedule or calendar of activities.

Designers may schedule daily, weekly, monthly or other planning periods, usually fixed, but sometimes variable. Different planning periods may be associated with different scope of planning or review.

The objective is "productive use of time." The pay-off for each person on the team can easily be defined in terms of less overtime, less stress, more creativity and better quality of life! The plan starts with a schedule to use time more productively.

Delegation is a valuable investment of our time. When we delegate, we teach someone to perform tasks we usually perform. While the training process takes time now, the investment pays off later since we free our time to perform higher-payoff activities. The goal is to look for ways a person can save and invest time.

A technique that has been used in business management for a long time is the categorization of many tasks into priority groups. These groups are often marked A, B, and C. Activities are ranked upon these general criteria:

A – Tasks that are perceived as being urgent and important.
B – Tasks that are important but not urgent.
C – Tasks that are neither urgent nor important.

Each group is then rank-ordered in priority. To remain flexible, a task system must allow adaptation, in the form of rescheduling in the face of unexpected problems or opportunities. It’s all about respecting time, but not the tyranny of the "to-do" list.

Time is a limited resource that must be parsed out to accomplish a number of different activities. Some ways to conserve time include the following:
Assign priorities and adhere to them
Reduce interruptions from staff
Meet regularly to align current reality with goals and expectations
Empower staff / Delegate
Communicate often and fully
Manage open projects

source:- www.asid.org/

QUALITIES + CHARACTERISTIC = GOOD MANAGER

QUALITIES AND CHARACTERISTIC OF A GOOD MANAGER

Personal Characteristics:-

• Self-Motivation: An effective manager cant motivate others if he or she cant self-motivate. Self-motivation, the ability to get yourself going, and take charge of whats next for you, is a vital personal characteristic for a manager. You have to keep yourself going — and motivate those who work with you.

• Integrity: People trust a good manager because they know he or she has personal integrity. Workers need to know that you will fight for them, do what you say, and follow the rules.

• Dependability/Reliability: As a person, you should be dependable and reliable. Your superiors, as well as your subordinates, need to know that you can be counted on. Others in the organization should be able to rely on you.

• Optimism: Do you look to the future with hope? An optimistic attitude can help build morale in your employees. Your positive attitude can inspire others, and help them feel good about getting things done.

• Confidence: Do you have confidence in yourself. You need to be able to make decisions in confidence, and show others that you are capable of making good decisions. Your confidence will rub off on others, and can be of benefit.

• Calmness: As the manager, you cant afford to break down when the pressure is on. The ability to remain calm and do what needs to be done is essential in a good manager.

• Flexibility: A certain amount of flexibility is needed by a manager, since he or she may need to adapt to changing situations.

Business Characteristics:-

• Industry Knowledge: What do you know about the industry you are in? It helps understand your industry so that you can answer questions and perform your work more effectively. Workers may not need industry knowledge, but a manager should have some.

• Know When to Delegate: An effective manager knows that some tasks need to be delegated. You should be able to identify workers who will do well, and give them tasks they can succeed at — while helping the project.

• Organization: You need to be organized in order to be a good manager. Keep track of projects, employees and assignments so that you are on top of what needs to happen in the business.

• Basic Money Management: Understand basic financial concepts so that you understand how to manage money as part of a project you have been given.

• Business Hierarchy: You should know how the hierarchy works at your business, and follow the chain of command. Make sure that you understand your duties, and to whom you report. You should also know how the organization affects your subordinates.

• Legal Implications: While you don’t need to be a law expert, you should have a grasp of the legal implications of sexual harassment, proper hiring and firing practices, confidentiality, and more.

Communication Qualities:-

• Written Communication: Learn how to communicate effectively in writing. A good manager should be able to write professionally and with correct grammar, expressing him or herself in email, memos, and thank you notes.

• Public Speaking: As a good manager, you should know how to speak publicly, annunciating your words, and concisely communicating your ideas, whether in an interview, or addressing workers.

• Constructive Feedback: Learn how to provide feedback in a way that is helpful to workers and others.

• Active Listening: One of the most important communication skills is listening. Make sure you are listening to your workers, superiors and customers, and that you acknowledge them.

• Specific: When giving instructions, be specific in what you want, and in expected outcomes. Make sure your employees understand what should happen.

• Organize Your Presentations: Organize and practice your presentations before giving them so that you are clear and concise, and so that your presentation flows well.

Relationship Qualities:-

• Customer Service: You might be surprised to discover the customer service is a relationship quality. However, it is. You need to be able to build good relationships with customers if you want to be a good manager. Learn how to relate to customers, and see things from their perspective.

• Mediator: Do you know how to make peace? Often, a good manager needs to be able to act as a mediator between workers, between a worker and a client, or between a superior and a worker. Brush up on your mediation qualities, and learn conflict resolution techniques to be a good manager.

• Team Player: Are you part of a team? You need to be able to function as part of a team if you want to succeed as an effective manager. Make sure that you are willing to work with others, and that you will hold up your end.

• Respect: You need to be respectful of your workers if you are to have respect as a manager in return. Its up to you to set the example and build relationships of respect.

• Collaboration: You'll need to set up collaborations with others, and with your team. You should also be able to work well with others, and understand how to integrate ideas and personalities.

• Value Others: A good manager helps employees feel valued. Surveys show that employees want recognition from their superiors, and you need to make sure to recognize contributions from your workers.

source:- www.phdinmanagement.org/

10 REQUIREMENTS OF THE PERFECT MANAGER

1: Be a "people person"

Norxodd is people and we are looking for managers who like people. You should be comfortable with conflict resolution. You should know how people work and know how to motivate your team. If you are better with computers than people and understand Klingon better than English, you are not a good fit for our managerial team. We may, however, have an opening in our Communications Services Center and suggest you send us your resume/CV via email with the words "CSC MAIL ROOM" in the subject line. A good sense of humor is also a must-have attribute.

2: Be visionary

Can you see the future? We need managers who can identify the next product or service that will be in demand and bring it to life. You should be goal oriented and effectively use your resources to "create the unusual." If your definition of "visionary" is the ability to see out a large picture window in a corner office, you would be wise to envision your career with another company.

3: Be a good communicator

You should be able to communicate effectively using all methods, including visual presentations, public speaking, email, teleconferencing, and face-to-face. Good communication is a two-way street. You will be required to routinely update your employees on their and the team's performance. You will communicate any feedback from upper management and customers and provide status information when asked. Employees will provide feedback via a process called "Rate your boss," which will enable managers to improve their performance.

All information at Norxodd is shared equally among all employees. Except for private personnel information, we have no secrets between loyal Norxodd team members. Good communication does not include shouting, cursing, throwing a fit, threatening, or any other form of physical or verbal abuse. In answer to recent questions received at our Communications Services Center, we do not use Pneumatic Tube Transport for internal communication.

4: Be technically proficient

The products we create at Norxodd are technically complicated. You don't' need to be able to code in C#, but you should be able to give technical guidance and decide the best strategies and methods for success. And no, having watched Happy Feet or the March of the Penguins does not qualify you as technically proficient in Linux.

5: Put your employees' needs first

We need managers with a selfless attitude who are willing to fall on their sword (figuratively not literally) to meet the needs of their staff. Climbing the corporate ladder should come second to the needs of those working in the weeds. Our philosophy here at Norxodd is that our managers succeed best by satisfying the needs of their team. For example, you will be required to provide the tools your team needs. Each quarter, you will be given a bonus to distribute as you wish. "Selflessness" means giving those funds to your top performers and not using them for a round of golf with the secretary.

6: Encourage teamwork

Teamwork is important at Norxodd. Not only are you required to encourage the best practices for building teamwork, you are considered a part of the team. We have no doors at Norxodd for you to hide behind. In fact, we have no traditional office space for managers -- you are required to sit and work with your staff. You will be assisted by a secretary who will provide secretarial services to all team members, not just to you. Just for the record, we do have doors on all conference rooms and bathrooms, but using either as a permanent office is considered "unacceptable behavior."

7: Lead by example

The best managers lead by example at Norxodd. All managers are required to dress and act professionally at all times and to be available to give guidance and help when needed. Leading by example means working late and on weekends with your employees, parking with your employees, and using the same washroom as your employees. It's all about doing instead of pontificating -- and doing the right thing. We consider leading your team off a cliff the wrong thing -- misguided lemmings need not apply.

8: Treat your staff like professionals

You should have the confidence in your team's proficiency to decide most issues by themselves with only your guidance, as required. We treat every employee as a professional who doesn't need immediate supervision. You will be looking over your workload and not over your employees' shoulders. And isn't that a comforting thought.

9: Encourage professional growth

All managers are expected to grow their skills and those of their team members. One of our mottos here at Norxodd is "Be more than you are." No, that motto is not displayed outside the company cafeteria. Another of our mottos that encourages professional growth is "Keep moving forward" -- and it is proudly displayed in the cafeteria and on the dashboard of all company vehicles.

10: Do something special

Satisfying all the above criteria is not enough. You are also required to do something special for your employees that:

• Will be remembered fondly decades from now.

• Can be shared by the entire group.

• Won't break the budget.

At Norxodd, we believe that life is too short not to have a little bit of fun along the way. Most of our lives are spent sleeping, followed next by time spent working. We therefore require our managers to create an atmosphere of fun (in the workplace that is, not in bed). A good manager is also in the memory creation business. In the big scheme of things, a manager who doesn't create happy memories is a failure in the game of life.

The bottom line

Looking for the perfect boss can be fun. Of course, I expect you to "ad" to the fun by including your job requirements.

A word of caution: At one company, my team and I had the privilege of interviewing the applicants who wanted to be our next supervisor. I emphasized that I expected our supervisor to be available to help in any way he or she could to meet our team's objectives. Somehow, that requirement was lost after the hire. I attribute this to the swelling of the head and the pressure on the prefrontal cortex that often results from landing a managerial position. I've solved that problem. In the land of Norxodd, my team and I have the power to fire.

source:- www.techrepublic.com

EMOTIONAL QUOTIENT V/S INTELLIGENCE QUOTIENT

Meaning

Emotional Quotient (EQ) is a way to measure how a person recognizes emotions in himself or herself and others, and manages these emotional states to work better as a group or team. Intelligence Quotient (IQ) is a value that indicates a person's ability to learn, understand, and apply information and skills in a meaningful way. The major difference between EQ and IQ is what part of a person's mental abilities they measure: understanding emotion or understanding information.

Understanding Emotional and Intelligence Quotient

According to some theories of brain function, a high EQ means someone is self-confident, self-aware, and able to handle difficult emotional experiences. It is often tied directly to the degree of success a person may have in the workplace and in personal relationships. People with high EQ can often better recognize and control their own emotions, and recognize emotional states in others to adjust their behavior accordingly.

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A person's IQ, on the other hand, measures concepts like logical reasoning, word comprehension, and math skills rather than creative potential or emotional abilities. People with a high IQ may be able to learn certain subjects very quickly and make connections between ideas that others miss. They often have great academic success, although they may struggle to find classes that challenge them. The ability to acquire knowledge does not necessarily mean people can recognize and manage their own emotional states, however.

Correlations Between EQ and IQ

There is a great deal of disagreement about any potential link between these two quotients; it is not clear if one indicates or has an impact on the other. Emotional intelligence is often more difficult to measure than IQ, and the methods used are fairly different, so it's not easy to compare them on equal terms. There are also many individuals with very high IQs who seem to be limited in terms of social skills and emotional recognition. Such examples suggest that they are different aspects of the human mind and should be considered separately.

Measuring EQ and IQ

People have been measuring IQ for much longer than EQ. The first modern IQ test was developed in the early 20th century; although some aspects of emotional intelligence have been considered since that time, EQ tests really were not developed until the 1990s. Many modifications on these tests have been made since then, and there are competing models for how to most accurately measure these quotients.

An IQ test usually involves a set of standardized questions for which the test taker receives a score. This score is compared against the average scores of others within the same age range to determine a person's intellectual potential. These types of tests may have a cultural or language bias, however, and they do not indicate everything about a person's mind and functionality. For example, IQ measurements on most children with autism are typically very high, yet these children can have difficulties communicating with others.

An EQ exam is often more difficult to design and administer because it deals with information that is difficult to present as a numerical value. While an IQ exam may have one definitive answer for each question, EQ tests are usually more subjective and require a great deal of work to score properly. Short EQ tests can also be problematic as people may realize they are being tested on their emotional capabilities and adjust their answers accordingly. People might not answer questions truthfully, so results may become skewed by what the test taker believe the test giver wants to hear, rather than giving true responses to questions.

Using Emotional and Intelligence Quotient

Once a person's EQ and IQ are determined, they can be used by employers and educators in a variety of ways. Many companies use EQ testing to gauge how well applicants will work with others on a team and their ability to deal with stress and emotional extremes. Teachers and counselors at schools can administer IQ tests to see if students are having difficulties in class due to being too advanced or behind when compared to their peers. EQ tests are often used in education to help identify those students who may need special assistance in learning to manage their emotions or to better communicate with others.
Other Systems for Measuring Intelligence

Some educators and psychologists feel that neither EQ nor IQ testing present the full picture of a human being, and that there are other types of intelligence that may be just as important. One of the most popular alternatives to strictly EQ/IQ systems is the idea of multiple intelligences. This theory states that skills such as language, spatial relations, and body awareness all require different types of intelligence, which should be measured and considered individually.

source:-www.wisegeek.org/