The West Bengal BJP will “wait and watch” till Saturday for permission from the State government for the party’s rath yatra campiagn, top party leaders said on Friday. A Division Bench of the Calcutta High Court had directed the State Chief Secretary, the Home Secretary and the Director General of Police to hold a meeting with three representatives of the BJP by December 12 and take a decision on the rally by December 14.Course of action “We had met the government officials yesterday. Now we will wait and watch till tomorrow as the State government officials have told us they will inform us on Saturday. Let’s see what happens, then we will decide our next course of action,” Bengal BJP president Dilip Ghosh said. “Our schedule is already in place and as soon as the government grants us permission, we will announce the new dates,” he said. The BJP on Thursday had said that it will stick to its rath yatra programme in West Bengal but will launch it only after hearing from the State government on the new dates. The party held a meeting with Chief Secretary Malay Dey, Home Secretary Atri Bhattacharya and State DGP Virendra during the day as directed by the Calcutta High Court. After the meeting at the Lalbazar police headquarters here, Mr. Ghosh had said: “We informed the State government that we want to organise our programme the way it was scheduled. Only the dates will be changed.”
Indo – Pak relationsDouble SpeakBenazir Bhutto is a hypocrite (“Can Indo-Pak Relations Be Reinvented?”, April 9). She now says that trade, not conflict, must be Pakistan’s top priority in the context of its relations with India. But when she was prime minister, conflict with India on the issue of Kashmir,Indo – Pak relationsDouble SpeakBenazir Bhutto is a hypocrite (“Can Indo-Pak Relations Be Reinvented?”, April 9). She now says that trade, not conflict, must be Pakistan’s top priority in the context of its relations with India. But when she was prime minister, conflict with India on the issue of Kashmir was her top priority. Hope she does not change her colours again if she becomes prime minister of Pakistan. R.J. KHURANA, on e-mailBhutto’s speech at the INDIA TODAY Conclave seems friendly, but when she was in power and had the opportunity to do something concrete in this direction, she proved to be no different from her predecessors. NUTAN THAKUR, LucknowShall the Twain Meet?Mohammad Khatami, former president of Iran, has spoken with empathy (“Can Civilisations Talk?”, April 9). His ideas on freedom and salvation and his emphasis on spirituality are similar to the Indian approach to life and should be understood by the western world, which is neglecting inner peace. VINITA SAHAI, on e-mailKhatami is right in saying that the East has wisdom, but this should not be interpreted to mean that the West lacks it. This is a mindset the East must get rid of. In fact, most of the progress that we see around us today is the result of the West’s endeavours in science, art, literature and economy. AMITABH THAKUR, LucknowPretensions of HarmonyManmohan Singh has spoken at length about India being a successful platform for the “confluence of civilisations” (“Can India Take the Lead?”, April 9). If it was really so, there wouldn’t have been riots in Gujarat, terrorist attacks on Mumbai, or demands for separate states. Is the Government’s policy on reservations really conducive to such a confluence of cultures, civilisations, religions and classes? M. SATYA SARVANI, HyderabadadvertisementExit WoundBy blaming Greg Chappell and Rahul Dravid, the media is missing the woods for the trees (“Now for the Hard Decisions,” April 9). The fault lies in the way the game is administered in the country. Administration is not about being the richest sporting Board in the world, but being an efficient and effective one. DR AMBUJ ROY, All India Institute of Medical Sciences, DelhiIf Indian cricket is down in the dumps today, it is the cumulative effect of years of political patronage, regional bias and gross commercialisation. We now miss our Pataudis, Wadekars and Gavaskars, for whom representing the country was the sole aim. We faced defeats in the past, but never felt as ashamed as we do today because our players would always give their best. JEEVAN BANDHU RATH, BhubaneswarThe media should stop lamenting the abysmal performance of our cricketers and devote more newsprint to deserving sportspersons like Viswanathan Anand. V.S. GANESHAN, BangaloreDespite not performing well for several years now, India is not willing to give up its so-called star players. If Brazil can drop its star football player Ronaldo, can’t India drop Dravid or Sachin Tendulkar? It is time for the old order to yield place to the new. J. JENA, on e-mailLet alone Indians, foreigners too had felt that India had a good team with an exciting crop of players, and yet we lost miserably. So what went wrong? Probably everything: the endless experimentation, the hype, the advertisements, and worst of all, the reluctance of some players to gracefully exit the game. H.R. BAPU SATYANARAYANA, MysoreThings might have been different had a full-time, professional management been in place instead of a part-time president in Sharad Pawar, who could not bring himself to say, the buck stops here. KESHAV AGARWAL, on e-mailThe discontent of the Indians should be within limits. Our players are being harassed and their houses guarded. Doctored photos are being circulated through e-mail, showing them taking up alternative professions-Ganguly as barber, Tendulkar as tea boy, Dravid as priest. People should realise that a team, however brilliant, can lose once in a while. RAJENDRA K. ANEJA, DubaiSunny SideSunil Gavaskar rightly contends that senior players like Matthew Hayden, Ricky Ponting and Brian Lara made their teams shine, but he defends the dismal performance of our seniors (“Time to Change Structure”, April 9). T.S. PATTABHI RAMAN, CoimbatoreQuote MisquoteIn his review of my book (“Bogeyman in Saffron”, April 9), Chandan Mitra claims: ‘Sharma has to admit that Golwalkar believed “Hindu culture has no place for it (Fascism)”‘. The actual quote in the book is as follows: “He (Golwalkar) proceeds to analyse Fascism, but can barely conceal his enthusiasm for it. The basic idea behind Fascism is not so bad, because it is also an attempt at wealth creation and this happens through the primacy and power of society. But Hindu culture has no place for it. Nazism is also a form of socialism. All power and all means of wealth creation are centralised. We do not call it good or bad, concludes Golwalkar, because everything has its uses and can do good in its own place.” Is such deliberate mischief an afterthought, or a forethought? JYOTIRMAYA SHARMAadvertisementCorrection In the Impact Feature (“Assam on the Move”, April 9), we erroneously mentioned that the 2005-06 profit after tax for Oil India Ltd was Rs 16.90 crore instead of Rs 1,690 crore. The error is regretted.Brick Bats for BuddhaBuddhadeb BhattacharyaContrary to the virtue of ahimsa preached by Lord Gautama, whose name he has inherited, the Buddha of West Bengal has butchered his own people, which is unpardonable (“The Struggle of Buddha”, April 2). He should change his name immediately. FIONA WALTAIR, ChennaiSanjiv Goenka, vice-chairman, RPG Enterprises, has hailed Buddhadeb Bhattacharya as the architect of new Bengal. What great achievement has he seen during his tenure? Not a single big industry has come up here yet. Many industries have shut shop. How could Goenka ignore the contribution of Bidhan Roy, who radically changed the face of West Bengal by setting up scores of industries? Roy is the true architect of modern Bengal. ASOKE C. BANERJEE, Kolkata
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DA eyes importing ‘galunggong’ anew Don’t miss out on the latest news and information. San Miguel, though, will plunge back into action in ongoing import-laden Commissioner’s Cup starting June 5 against NorthPort.It gets busier from there for 6-foot-11 Fajardo with Gilas Pilipinas duties coming up as the country braces for the 2019 Fiba World Cup.Sports Related Videospowered by AdSparcRead Next Since winning the 2019 PBA Philippine Cup crown last May 15 in a conference where he also bagged the Best Player and Finals MVP awards, Fajardo has been spending his off days on the sea. Cayetano: Senate, Drilon to be blamed for SEA Games mess It is a well-deserved respite for Fajardo, whose Beermen had just survived a tough showdown against Magnolia Hotshots in the finals which went to seven grueling games. ‘Rebel attack’ no cause for concern-PNP, AFP Trending Articles PLAY LIST 00:50Trending Articles00:50Trending Articles01:42Despite decorated career, June Mar Fajardo is not yet done: ‘I don’t want to be stagnant’02:42PH underwater hockey team aims to make waves in SEA Games01:44Philippines marks anniversary of massacre with calls for justice01:19Fire erupts in Barangay Tatalon in Quezon City01:07Trump talks impeachment while meeting NCAA athletes02:49World-class track facilities installed at NCC for SEA Games02:11Trump awards medals to Jon Voight, Alison Krauss Catholic schools seek legislated pay hike, too After the Game 7 win, the Beermen star center immediately went home to his hometown Cebu, where he has been hanging out with his family doing all sorts of fun things while aboard a boat.“For the rich there is therapy pero for the rest of us there is fishing!” said Fajardo in one of his photos showing off his catch.“Not only do you have fun, you get free food too!” he added in Cebuano. MANILA, Philippines– June Mar Fajardo is making most of his hard-earned break. LATEST STORIES MOST READ Ethel Booba twits Mocha over 2 toilets in one cubicle at SEA Games venue ADVERTISEMENT View comments La Salle switches to half-court style under new coach Gian Nazario Two-day strike in Bicol fails to cripple transport Duterte wants probe of SEA Games mess Private companies step in to help SEA Games hosting
Get the best of News18 delivered to your inbox – subscribe to News18 Daybreak. Follow News18.com on Twitter, Instagram, Facebook, Telegram, TikTok and on YouTube, and stay in the know with what’s happening in the world around you – in real time. London: Jose Mourinho delivered Tottenham’s first away win in the Premier League since January in his first game in charge with a 3-2 win at West Ham to catapult Spurs up to sixth.Son Heung-min, Lucas Moura and Harry Kane got the goals as Mourinho made an instant impact after replacing the sacked Mauricio Pochettino on Wednesday. A much-needed three points will help to endear Mourinho to a skeptical Spurs support who were sad to see Pochettino’s five-and-a-half year spell in charge of the club end just six months after leading the club to a first ever Champions League final.There was no love lost between Mourinho’s Chelsea sides and Tottenham in the past, but his arrival had the desired impact for Spurs chairman Daniel Levy, even if a West Ham team devoid of confidence made for perfect opponents.Mourinho followed Pochettino’s example in leaving out Christan Eriksen with the Dane one of a number of Spurs players into the final months of his contract and showing no signs of agreeing a new deal.”We have to make the right decision for the club,” Mourinho said on Eriksen’s future before kick-off, but his decision to field a front four of Dele Alli with Son, Moura and Kane worked.Kane had smashed the ball past beleaguered West Ham goalkeeper Roberto after just three minutes from Alli’s pass but was denied by the offside flag.An injury to first-choice stopper Lukasz Fabianski has coincided with a run of eight games without a win for West Ham with a string of errors from Roberto spreading a lack of confidence throughout the team.The Spaniard could have done better when Tottenham did open the scoring nine minutes before half-time when another through ball from Alli found Son, whose shot had too much power for the hapless ‘keeper.However, Roberto was blameless for Spurs’ second seven minutes later when a lovely flick from Alli sent Son racing down the left and his inch-perfect cross was met by Moura at the back post.The same two players should have combined for the visitors’ third just two minutes into the second half when Son sent Moura clean through on goal, but the Brazilian dragged his shot wide to the despair of Mourinho, who sank to his knees on the touchline.Tottenham’s celebrations were only put on hold for another two minutes as Serge Aurier’s cross picked out Kane to head home and become the third highest goalscorer in Spurs’ history with 175.The England captain was furious at himself for not adding another on the hour mark as he dallied with just Roberto to beat and was dispossessed by a last-ditch challenge from Issa Diop.Michail Antonio pulled a goal back for the hosts 17 minutes from time, but by the time Angelo Ogbonna scored West Ham’s second six minutes into stoppage time it was too little, too late.West Ham manager Manuel Pellegrini now waits to see if he faces a similar fate to Pochettino.The Hammers were expected to challenge for European qualification in the Chilean’s second season but instead are 16th and in danger of falling even closer towards the relegation zone by the end of the weekend. harry kaneJoe MourinholondonLondon derby First Published: November 23, 2019, 8:24 PM IST
Asking for a promotion is one of the best things you can do for your career.As the summer months begin to heat up, this is a great time to accomplish some of your career goals. Research shows June is one of the best months to land a promotion, so now is the time to start planning your next move.If you’re looking to set yourself up for success in the upcoming month, here are some tips to landing a promotion in the next 30 days:1. Believe in yourself.When working toward a promotion, you can’t rely on others to recognize your awesomeness. Promotions take a lot of motivation and cannot be easily achieved unless you believe you have something to offer.To land a promotion, forgo any negative thoughts you have about the opportunity. Although you may think it’s a long shot or one of your coworkers may beat you to the punch, don’t let these negative thoughts bring you down. If you believe you’re qualified for the promotion, go after it. Don’t let anyone else keep you from success.2. Aim to stand out from the rest.Although you can’t rely on your boss to recognize your success, you can still stand out from the rest of your coworkers. Remember, actions speak louder than words, so be sure to bring your accomplishments to your boss’s attention.To be a stand-out employee, always be on task, complete assignments on time, demonstrate leadership, and be a team player. You don’t have to overcompensate to be an all-star employee; just do your job well and show your boss that you truly love what you do.3. Share your work with movers and shakers of your company.While your boss is ultimately the person you determines your promotion, it’s also a good idea to get on the radar of the movers and shakers of your company. These employees are either key players in management or some of the best employees in your organization.Movers and shakers are important to reach out to because they’re the first to take note of your work ethic and accomplishments. By having a few of these employees on your side, you’re likely to have several strong references who can vouch for your performance when you ask for a promotion.4. Prepare yourself for the promotion.Once you’ve decided you’re ready to ask for a promotion, gather your materials and get organized. First, decide what position you want and how it aligns with your long-term goals with the company. This will make a stronger request for the promotion.After you’ve figured out what position you want, gather your credentials and create a portfolio of your accomplishments. When you ask for the promotion, you’ll be expected to show examples to illustrate why you’re qualified for the position. Find strong examples such as a project you led, to show your boss during your meeting.5. Be timely with your request.Although there is no “perfect” time to ask for a promotion, timing is still everything. The last thing you should do is ask for a promotion when your boss is obviously overwhelmed with a number of projects or is leaving for vacation. If you want your boss to listen to your request, then you’ll need to be considerate of his or her schedule.When it’s time to ask for your promotion, there are a few things to keep in mind. Avoid asking your boss for a promotion on the spot. Instead, ask your boss to schedule a meeting to discuss your performance. You should also avoid asking for a promotion when your boss is about to leave for lunch or head home for the day. This will prevent you from catching your boss off guard and conflicting with their commitments.6. Be persistent.Employees often give up too quickly when asking for a promotion. If your boss is too busy this week to meet, follow up with him or her in a few days to schedule another meeting.Even after you ask your boss for the promotion, don’t forget to follow up. If you wait for the boss to make a decision on their terms, they’ll eventually think you gave up on the promotion. As an employee, take action to make opportunities happen for yourself. If you keep waiting for your boss to get back with you, the opportunity may pass you by.When asking for a promotion, remember the worst thing your employer could say is “no.” If you happen to get passed up for an opportunity you deserve, continue to be persistent and find new ways to lead yourself to your desired position.Have you landed a promotion in 30 days or less? What advice helped you secure the position?
Salary isn’t everything, and that’s particularly true when evaluating a job offer. Of course everyone wants to earn a good paycheck, but if that’s the only thing you focus on, you may not make that high salary for too long. After all, money isn’t going to guarantee you will love your job or you will move up the corporate ladder, potentially leaving you demoralized and looking for a new job six months later.“When you look at an offer salary is one component,” says John Sweeney, executive vice president at Fidelity Investments. “There are other intangibles that often come with it.”According to a new survey of millennial workers, Fidelity found many millennials would take a $7,600 salary cut for a better quality of life. Meanwhile six in ten millennial respondents said improved quality of life is more important than financial benefits. What’s more, only 39 percent of all survey respondents negotiated or attempted to negotiate their job offer.Weigh the daily grind more than the salaryWhen it comes to evaluating a job offer, the first thing candidates need to do is consider the daily tasks they will be in charge or, the culture of the company and the employees they will be working with. Often you spend more time at work than you do at home, so who you work with is going to matter a lot.Your career trajectory within the organization should also be a huge consideration ahead of how much you will get paid. The last thing you want to do is take a job where you hate your coworkers, don’t mesh with the company culture or have no room to advance your career. “You have to think to yourself if money wasn’t an object would I want to do this,” says John Fleischauer, global talent acquisition manager at Halogen Software. “Paychecks, perks and benefits are great but you really need to ask what is in it for me. What do I have to give you to make it a successful relationship?” According to Fleischauer, job seekers have to look at it less as just a job or paycheck and more about a career. That means choosing a job that you feel passionate about whether it’s the subject matter of the job, the environment or vision of the company. Doing that, says Fleischauer, will result in a happier, more productive you instead of just focusing in the salary.But it doesn’t end there. He says it’s equally important to understand how you’re performance is managed and how much focus is placed on your growth and development. “Leading organizations have made performance management and employee development an ongoing process that’s part of their unique business rhythm,” says Fleischauer. “Candidates should ask about how performance is managed so they can fully understand what type of structure is in place to guide their personal and professional growth.”Evaluate the total package not just compensation In a perfect world our job choices would be driven purely on our passions but in the real world a paycheck, health insurance and a way to save for retirement rank high along with job satisfaction. But in order to evaluate the offer you have to look at the total compensation not only the salary. After all the salary may be lower than what you had hoped but there could be a bonus down the line, great healthcare, dental and vision and a 401k with a company match, all of which increases the value of your offer. You also have to make sure the job will help you reach your long term goals, which can be more valuable than a hefty salary right out of the gate. Let’s say you earned a degree in accounting and are facing two job offers. One is $10,000 more but you will be working in area of accounting where there is little room for growth. The other job may be less but if it can propel your career in the future. The latter offer is going to be worth more than that extra $10,000. “You want to work for the company that helps the rest of your career,” says Tony Lee, vice president of editorial at The Society for Human Resource Management (SHRM). “If the job works you’ll get the money.”Knowing where to negotiate is the key to successAt the end of the day any job offer is going to be a negotiation. But understanding where there’s room to negotiate and where there isn’t can go a long way in making sure both sides are happy. Take the 401k for example. According to Fidelity’s Sweeney, it’s going to be hard to get the company to overhaul their 401 (K) because you don’t like the investment options but that same company may have more flexibility when it comes to other perks like flextime, bonuses, extra vacation days and training to name a few. “Those intangibles are things managers often have some flexibility with so it should be part of the negotiations,” says Sweeney.
So you’re negotiating your salary and benefits package, and you’re told you’ll be covered through the company health insurance plan. Awesome, right? Don’t celebrate too fast – read the fine print and ask the right questions so you know that you aren’t getting yourself (or your family) into and health insurance surprises. Don’t be shy about asking HR the most important questions about what the health insurance they’re offering means, and which plan is right for you. Here are some of the most important questions to consider:Is the plan you’re offering an HMO or PPO?And by the way, what do HMO and PPO refer to anyways? In short, Health Maintenance Organizations (HMOs) give you access to certain doctors and hospitals within its network. A network is made up of providers that have agreed to lower their rates for plan members and also meet quality standards. On the other hand, PPOs offer a wider network of providers and more coverage, but often come with a higher price tag. It depends on your specific situation to understand which option is right for you – just make sure you know what you’re getting into when you decide.Does the plan cover special procedures and pre-existing conditions?If you have a condition that you know you’ll need medical help for, or anyone in your family who will be covered under the plan for that matter, it’s important to understand how much coverage the plan is going to offer you. Ask plenty of questions in this vein about what’s covered, and what’s limited.Is there a monthly premium? What about deductibles?If there is a monthly premium, and if so, is it being deducted from the paycheck, or do you have to provide it in a different fashion? Is there a deductible, and if so, what things does it include, and to what level? These are really the essential questions when you are trying to find out what the health insurance policy is going to mean for your budget – especially if you foresee frequently paying a deductible for, say, prescription drugs.Avoid a High-Stress Job By Asking These 3 Interview QuestionsWhat is the waiting period before the plan kicks in?There can sometimes be a period of time you’re left without health insurance before the company brings you onto their plan. You can cover yourself by using a COBRA, which is a short-term health insurance policy. Talk to your employer about whether they have resources available in order to get you onto a COBRA.What is the geographical coverage network like?Does the plan apply only in the state you live in? Can you rely on it internationally? It’s important to find out what type of coverage you’ll get in different states. And remember that the network corresponds to the plan you have – not necessarily the umbrella company your insurance is coming from.Is my current doctor covered under this plan?If it’s important to you to keep seeing the doctor, remember to ask whether your doctor is covered over the new health plan. If they’re not sure, some insurers publish directories, but you can also find out through your doctor’s office or hospital.If I’m not married, will the plan still cover my partner?If the plan doesn’t have domestic coverage, you’ll need to talk to your partner about health insurance options for the two of you. This point is particularly pertinent for same-sex partners, who can still run into discriminatory policies on domestic coverage.Do you have a summary of health insurance plans you’re offering?Things can get especially confusing when your employer is offering multiple insurance plans. Unless you have one or two well-defined criteria that you can easily compare the plans on, you might want to make comparisons based on a summary, instead of delving into the fine print. Employers often have at least some sort of summary of the health insurance they provide, so see if HR can rustle one up for you.Still have questions? Go to the experts for answers. Healthcare.gov offers a handy Q&A section to answer all of your questions about healthcare coverage. No matter what changes come in the future with the new presidential administration, you’ll be ready and informed by checking this site.How to Negotiate Your Salary at Your First Job Also on Glassdoor: The Best Cities for Jobs in 2018 Impressive Skills to Include on Your Resume 7 Companies With Incredible New Offices
We’re going to let you in on a little secret — companies are working very, very hard to keep employees happy. That’s right. In addition to recruiting top talent, HR and even the CEO are meeting and brainstorming and strategizing on ways to keep you employed at the company. After all, they’ve invested a lot in you and you’re pretty awesome. And they’d hate for you to leave.Plus, filling positions in a candidate-driven market is more expensive and takes longer for companies. According to research, it takes an average of 52 days to fill an open position, up from 48 days in 2011, and U.S. companies spend $4,000 on average to fill an open position. Therefore, you’re a hot commodity and keeping you engaged is a a top priority.Here are 6 major ways that companies are working to retain you and prevent you from quitting.Motivation & Recognition“We have appreciation recognition programs that thank our people for their hard work and their extra effort that they put in. Working at the Cheesecake Factory is not the easiest job. We are the busiest restaurant concepts around. You have to want to work hard here but we also want to make sure they know how appreciated they are so we go above and beyond in our appreciation or recognition programs.” —Dina Barnasse, CHRO of The Cheesecake Factory“We want our leaders to find ways of motivating and inspiring their teams, reduce the noise in their work and help remove blockers. If you are a manager or leading at any level at SpaceX, we stress that your team is not there to serve you. You are there to serve your team and help them do the best possible job for the company. This applies to me most of all. Leaders are also expected to work harder than those who report to them and always make sure that their needs are taken care of before yours, thus leading by example.” —Elon Musk, CEO of Spacex & TeslaClorox CEO Benno Dorer is #1 on Glassdoor’s Highest Rated CEOs for 2017Seeking Critical Feedback“One of the HR programs that we have is something called Insights, where we give every employee a personality test and it explains what type of energy they lead with. Are they analytical? Are they happy-go-lucky? Are they incredibly competitive? Etc. The reason that we do that is we encourage everybody, especially managers, to change their communication style to adapt to how the person they’re communicating with wants to be communicated [with]… I look for people who are humble enough that they can change their communication style to adapt to whom they are communicating with.” —Spencer Rascoff, CEO of Zillow Group“We measure the staff’s engagement and we help to identify the areas where we’re weak or where we need to do better. Those are some of the things that I couldn’t do without HR . . .[HR] is always looking for how to do more for the staff, how to thank them and what we can do as executives to make The Cheesecake Factory even better.” —David Overton, CEO of The Cheesecake FactoryConnecting 1-on-1“Everyone at our company knows I have an open door policy and that my approach is firm but fair. People know where they stand with me – there are no surprises. I think that helps foster trust with my team.” —Pam Nicholson, CEO of Enterprise Holdings“Yesterday I was in Las Vegas speaking to about 500 of our store directors, specialists, and district managers sharing with them where we’re going, what I’m excited about, what my Top 10 favorite products are. It’s one of my favorites because I walk through the audience, talk about product and sort of have my own Oprah moment where I’m throwing out product to them. Then I spent the next few hours just walking the halls, taking selfies with them. I’m talking to them. I’m getting feedback. I think they respond to that sort of authentic leadership of I do care. I do want to listen. I do want to hear from them. I take action when they tell me something is not right. There is an opportunity or they share an idea. I truly appreciate the conversations and I think that comes across in an authentic way.” –Calvin McDonald, CEO of Sephora20 Companies With Rockstar CEOS Hiring NowCelebrating Diverse Employees“We share stories of the extraordinary people we have here and their actions that we hope will instill pride for other people. I know externally people may or may not be aware of the impact that this restaurant and the people on our restaurant can have on people every single day. It’s more that we can make sure that our staff knows about what they did to make a difference for our guests or for one another. Then of course that adds real meaning to their work and to the pride that we all feel. We have something that we call wow story for example where it’s just like what it says they wowed us with what they did and those we share at big meetings. We can’t find enough reasons to celebrate and have fun and make sure that we use every opportunity we can to build camaraderie and to build teamwork.” —Dina Barnasse, CHRO of The Cheesecake Factory“Bloomberg likes to hire people who are smart, hard-working and collaborative — and who have an interesting background. We like those who have faced adversity, but persevered anyway.” —Ken Cooper, Global Head of Human Resources, Bloomberg LP“One of the most rewarding moments for me was when, nearly a year ago, we announced Deloitte’s Paid Family Leave Program, which allows our employees up to 16 weeks of fully paid family leave to support a range of life events impacting them and their families. We had been studying family leave over the course of last year, and we wanted it to focus on the life cycle of our people, from the moment they join our organization to the day they retire. So, I said we need to have something that is more inclusive than just parental leave. We did analysis after analysis and came up with this inclusive model—a program for women and men for taking care of family members. It’s really about how we come together as a Deloitte family to support each other through both the good and hard times.” —Cathy Engelbert, CEO of DeloitteEncouraging Ownership“We’re a meritocracy – we give leadership opportunities to employees whose measured performance reveals both ability and talent. We use that approach to create a fundamentally consistent culture across our nearly 10,000 locations around the world. No matter where in the world our employees work, they all know and embrace the fact that performance garners results.” —Pam Nicholson, CEO of Enterprise Holdings“Bloomberg is a place where there are no titles and no offices, and everyone has the same sized desk. We’ve invested a lot in our offices to make them empowering spaces in which our employees can enjoy coming to work. Of course, we need some structure, but our workplace is open so ideas can flow freely. Mike [Bloomberg] has also shaped our culture into one that values innovation. We operate in an ever-changing market, so we must constantly grow and evolve to stay ahead. And to do so, we all work very hard.” —Ken Cooper, Global Head of Human Resources, Bloomberg LP8 Highest Rated Women CEOs in 2017“I try to make sure that everyone that comes to work here has what they need to complete their job successfully every day. We have 16,000 employees and they all come to work believing that they run Memorial Sloan Kettering Cancer Center. Every day they can go home knowing that they delivered on the promise that they started the day with — to help patients and their families, to engage in bringing a new therapy…. to teach interns and residents and nursing students what it is to care optimally for cancer patients. What is really great is the ownership that everyone has for the individual part of our mission that they oversee. My job is to help solve the problems when people don’t have what they need to provide optimal care. It’s really making sure that we distribute the resources so that everybody can do [optimally] at their job.” —Dr. Craig Thompson, President/CEO of Memorial Sloan Kettering“Culture is incredibly important to us — I believe it’s our most valuable asset. When most people describe company culture, they tend to focus on a company’s perks, such as free food, or their performance, such as revenue growth or stock prices allocation. I prefer to focus on how decisions get made as the best exemplification of a company’s culture. Decisions at Zillow Group are decentralized, meritocratic, census-oriented and data-driven. We have a shared mission that is well understood by our employees, and we have core values that people abide by. And as long as their behavior is driving toward that mission and consistent with our core values, they feel empowered to make decisions with minimal executive oversight. It’s a pretty decentralized decision-making culture by design.” —Spencer Rascoff, CEO of Zillow GroupRallying Around a Common Mission“We obviously all have roles and defined roles in the hotel and in the corporate environment. [If] people wake up every day thinking, “I’m just coming in to do that role” as opposed to “I’m part of this bigger purpose,” I just don’t think they end up as motivated and as inspired which means that they’re not serving our customers as well. They’re not ultimately allowing us to create the kind of opportunities that we otherwise could create.” —Christopher Nassetta, CEO of Hilton Worldwide Holdings, Inc.“We have to have an expertise [in] research and we have to understand 16,000 people come work here to fulfill [our mission], and it has to have the organizational abilities to support all the structures of a large company. We’ve got to have HR. We have got to have retirement benefits. We have got to understand that people come to work. They will work very hard on our mission, but ultimately they hope to earn a salary and to get personal satisfaction in a way that they can be proud of what they have done and still put a roof over their family’s heads and be able to put food on the table.” —Dr. Craig Thompson, President/CEO of Memorial Sloan Kettering
23 hours ago 23h 23 hours ago 23h 4.2★ 23 hours ago 23h SOFTWARE ENGINEERING MANAGER MICROSOFT CORP Redmond, WA 4.2★ 23 hours ago 23h Data & Applied Scientist MICROSOFT CORP Redmond, WA New Microsoft Jobs For You 4.2★ 4.2★ View More Jobs Program Manager MICROSOFT CORP Redmond, WA 23 hours ago 23h 23 hours ago 23h Software Engineer 2 MICROSOFT CORP Redmond, WA 23 hours ago 23h Program Manager 2 MICROSOFT CORP Redmond, WA 4.2★ Account Manager MICROSOFT CORP Redmond, WA Over the last few hundred years, the world has seen an evolution in the number of hours we work. During the 1870s, it was common for people to work 70 hours a week. In the 1940s, that average dropped to 40 hours. Since then, there hasn’t been much change, yet people around the world continue to suffer from overworking and burnout. One area of the world where this is becoming a major problem in is Japan. Japan is known for its long working hours and lack of work-life balance, so much so that some young Japanese workers have literally worked themselves to death. As a project to address these kinds of systemic issues and encourage better work-life balance, Microsoft set out to see what would happen if they reduced the workweek of their Japan office from five days to four. As part of the Microsoft “Worklife Choice” philosophy, their management strategy aims to create “an environment where each employee can choose a diverse and flexible way of working according to the circumstances of their work and life.”What Microsoft DidMicrosoft closed its office every Friday from August 2nd-August 30th and during this time, employees took a special paid leave.In order to support the shift, minimize time waste, and increase productivity during times of collaboration, Microsoft created a new reform around how meetings would operate within the company. The standard time for meeting duration was cut from 60 minutes to 30 minutes, with a meeting participant cap of five people. If more attendants needed to be present, rules were set around who would be allowed to speak during the meeting. They encouraged remote communications whenever possible, rather than face to face in-person meetings. To be truly efficient, employees were told that whenever possible to use Microsoft Teams and utilize instant messages to communicate and collaborate, rather than creating a trail of emails and meetings. Hot Companies Hiring Data ScientistsImpact vs. ResultsCompared to KPIs from 2018, the results showed that people’s productivity improved by 39.9%. Beyond employee productivity, the company showed positive results around sustainability, including a reduction of 58.7% in paper printing, and 23.1% in electricity consumption. This project was part of their “Work-Life Choice Challenge 2019” and showed that it is possible to reimagine the way we think about work and productivity. Future iterations won’t have a special paid leave, however, employees will be encouraged to rest, work in shorter times, and enjoy the challenge of change. Employee Response & ReactionThe implications of this study can be seen positively for Japanese work culture, as a 2017 survey indicates that workers are putting in over 80 hours a week a month, with some of that time unpaid! This Microsoft experiment is evidence in favor of the value that balance can have on mental health, happiness, and overall productivity. From an employer perspective, it can be seen as a win, as happier employees are less at risk for burnout, take less sick days, and are less likely to seek employment elsewhere. Additionally, this study shows that creating a shorter workweek can help you save money on office overhead as well as reduce time-wasting practices. This kind of push towards work-like balance is not something that all tech giants are embracing. Jack Ma of Alibaba, for example, still advocates for the 12-hour workday, 6 day work week. 10 Myths About Work-Life BalanceOther 4-Day Workweek ExperimentsWhen a similar trial was done in New Zealand with the company Perpetual Guardian, the results showed a 24% improvement in work-life balance, which resulted in a more energized employee. While their actual performance didn’t change, employees were more creative, had better attendance, and didn’t rush to leave work at the end of the day. Since then, it has adopted the 4 day work week permanently. Similar studies were found in Sweden when a 30-hour workweek for employees of a nursing home was mandated as part of an experiment. To learn more about the research, you can visit the 4 Day Week site! 23 hours ago 23h 4.2★ 4.2★ 4.2★ Program Manager 2 (Program Manager) MICROSOFT CORP Redmond, WA Senior Software Engineer MICROSOFT CORP Redmond, WA 23 hours ago 23h Software Engineer MICROSOFT CORP Redmond, WA 4.2★ 4.2★ Cloud Solution Architect MICROSOFT CORP Redmond, WA 23 hours ago 23h
Chelsea have joined Manchester United in tabling a contract offer to Real Madrid midfielder James Rodriguez.Diario Madrista says three concrete offers have been made for the playmaker.It is said that Manchester United, Chelsea and Paris Saint-Germain have all made “serious” proposals to sign Rodriguez.The former Monaco man reportedly prefers a move to Old Trafford with a verbal agreement already in place.Agent Jorge Mendes will help him force through a move and Real president Florentino Perez respects the player’s decision to move on.But he will only offload the player, who has been valued at around £70 million, for the right price.
Guangzhou Evergrande midfielder Paulinho says he won’t jump into any move to Barcelona.The Brazil international confirmed last week he had fielded an approach from Barca, though yesterday insisted he would have to consider several factors before returning to Europe.The former Tottenham star admitted: “I think, first of all, for the moment I live, the life that my wife and I are leading is in China. We love this place too much, and the people.”The moment I live in the club, with conquests, confidence, fighting for the Chinese title, the Asian Champions League and the China Cup, I really do not know.”But I am very happy to discuss things with a superb club like Barcelona, I think this is priceless.”
Roma midfielder Leandro Paredes has completed his move to Zenit St Petersburg.Paredes admits Roberto Mancini “was very important for my choice” to leave Roma for Zenit.”First of all thank you. The Coach was very important for my choice to come here,” Paredes told Zenit’s website.“After speaking with Mancini, that really pushed me towards this decision and helped convince me the most.“My family is always important for me and the choices I make, so I had to talk to them about it too.”Luciano Spalletti was his Coach at Roma and a former Zenit tactician, so did Paredes seek advice before this move?“I looked up Zenit on the Internet, but didn’t have a chance to talk to Spalletti about the club, as he’d already left.“I want to say hello to the fans and promise I’ll do everything I can to give a contribution and help this team to win.”
Questionnaire Section4: Pregnancy & Postnatal Care. part1Questionnaire Section4: Pregnancy & Postnatal Care.part2Interviewer Manual: Pregnancy and Postnatal CareInterviewer Manual: CalendarQuestionnaire: CalendarTabulation Plan for Reproductive Health More to come! Stay tuned…Share this: Meanwhile, check out these excellent background documents that our colleagues from The Futures Institute (who will be moderating the eforum) have put together. Note that these documents are from the last round of the DHS and are provided for background purposes. The newly revised questionnaires were posted on 6/2/2009. Posted on May 8, 2009November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The DHS eforum will launch any day now! If you haven’t already done so, register here so that you will be able to participate in this important online discussion that will provide input to the DHS program on the maternal health content of the revised DHS questionnaire. ShareEmailPrint To learn more, read: Please spread the word about our online discussion. We hope to engage and involve a broad array of experts around the world, especially those working in developing countries, who use DHS data for maternal health research and programming.
Posted on July 16, 2012August 15, 2016Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)On Friday, the Guardian reported that Turkey recently became first country to make elective cesarean sections punishable by law. While Turkey has one of the world’s highest cesarean section rates, members of the medical community in Turkey are concerned that this new law is not an appropriate solution to the problem.From the story:Turkey has one of the world’s highest caesarean rates, with the procedure accounting for about 48% of births. According to the health ministry, up to 70% of all births in some private hospitals involve caesareans. The ministry accuses doctors of pushing women towards the operations out of greed – they cost 1,000 lira more than natural births in some private hospitals.However, the medical community is concerned that the law does not get to the core of the problem. Ismail Mete Itil, president of the Turkish Gynaecologist and Obstetrics Association, said: “Two years ago, our association presented a comprehensive programme, aimed at the improvement [of obstetrics] to the health ministry. But nothing has been done to put our suggestions into practice.”The report recommended an increase in births supported by midwives, educational campaigns in the media, the increased availability of pain relief and legal efforts to reduce doctors’ fear of malpractice cases in order to lower the caesarean rate to 35% by 2013. Itil added: “How can the government pass a law before even trying to implement any of these suggestions?”Read the full story here.Learn about the MHTF’s work to better understand under and over-use of cesarean sections here. Share this: ShareEmailPrint To learn more, read:
Down in the dumps after six straight losses, Royal Challengers Bangalore spinner Yuzvendra Chahal on Friday admitted that his side failed to click as a unit this season so far but said staying focused and hoping to win the the remaining games was the only option before the team now.”We have to forget about the games we lost because we cannot change the results. We have to put losses behind and focus on eight matches coming up,” Chahal said at the pre-match press conference ahead of their crucial game against Kings XI Punjab here on Saturday.Virat Kohli-led RCB have lost six matches on the trot and are placed at the bottom of the points table.Chahal, the side’s leading wicket taker, believes that all is not over yet.”We are six down, but we still have an outright chance to qualify for the playoffs. If you can remember in 2016, when we played in final, we were in the same kind of situation. We needed to win six out of seven games. We need to back our skills,” he said.On where things went wrong for RCB this season, Chahal said, “I am not going to blame batting or bowling. I think as a team we have not clicked, we are not playing as a team. Sometimes our batting is not working and sometimes bowling. We need to understand that it is not an individual game, you can’t depend upon couple of players. All the eleven players need to step up.”advertisementHe also said that RCB will need to do better in the death bowling.”We need to improve in our death bowling as well. It is a big issue for us. We are bowling well till the 16th over. We need to finish well,” the wrist-spinner said.The frequent chopping and changing in the top order had also affected the team balance of RCB and Chahal, when asked to comment on this, said, “We are a settled squad. There is no question about it. We want Virat and AB de Villiers to play as much as possible. We change the top order according to the situation of the game.”Chahal admitted that RCB fielding has not been up to the mark and said dropping 12-13 catches was simply unacceptable.On the week-long break which the side had, Chahal said, “The break was good for us. We discussed where we are committing mistakes. Tomorrow is an important match. If we can win this, we can get back the momentum.”Addressing a separate press conference, KXIP head coach Mike Hesson said that he was hopeful his in-form batting order will be back in full strength, including Chris Gayle.He said both Gayle and Mayank Agarwal have recovered and are highly likely to feature in the playing XI on Saturday.KXIP have won four out of seven games they played so far.”Gayle has made some good recovery, it’s just back spasms, not anything major. He got a whack on his foot but that seems to have settled down as well. He is highly likely to play on Saturday,” Hesson said.”Mayank has made some good recovery, obviously he had some damage to his finger but I am hopeful that he will be playing.”Also Read | Yuzvendra Chahal is no robot, he is a champion bowler: Muttiah MuralitharanAlso Read | You are my batting inspiration, Smriti Mandhana jokes with Yuzvendra Chahal
SIOUX CITY FIRE RESCUE RESPONDED TO A HOUSE FIRE FOR THE THIRD CONSECUTIVE DAY THIS MORNING ( MONDAY).SMOKE WAS COMING FROM THE HOME LOCATED IN THE 1600 BLOCK OF WEST 14TH AROUND 8:15A.M. WHEN FIREFIGHTERS ARRIVED.TWO PEOPLE INSIDE THE HOME GOT OUT SAFELY.NO INJURIES WERE REPORTED.THE FIRE APPARENTLY STARTED IN THE ATTIC BUT THE EXACT CAUSE REMAINS UNDER INVESTIGATION.THE HOUSE WAS RED TAGGED BECAUSE OF THE AMOUNT OF DAMAGE.Photo courtesy KMEG
Motor sport Share on Twitter Share on WhatsApp Germany Reuse this content Topics Formula One Support The Guardian Share on Messenger The dramatic life and times of the Formula One racing champion Michael Schumacher are to be released as a feature-length film documentary described as a personal tribute to him by his family and friends.Schumacher will tell the story of the star, from his boyhood days as a hobby go-karter in Kerpen near Cologne, to his legendary victories on the race track where he secured seven Formula One titles. It will also document the near-fatal skiing accident five years ago that left him with devastating head injuries from which he is still recovering.The film is due for release in German and Swiss cinemas on 5 December, while the foreign licence rights – including streaming service access – will be up for grabs at the upcoming Cannes film festival, when the film’s trailer will be shown publicly for the first time. It is likely to compete for attention alongside Maradona, a documentary portrait of the legendary Argentinian footballer Diego Maradona, the screening of which he will attend.Unlike previous film portraits of Schumacher, the making of the film by the Hamburg production house BI 14 Film has received the full backing of his family, including his wife of 24 years, Corinna, and the couple’s two children, Gina, 22, and Mick, 20, both of whom have won sporting accolades, for western horse riding and Formula 2 racing respectively.They are reported by the German media to have worked closely alongside the award-winning film makers Michael Wech and Hanns-Bruno Kammertöns and are all interviewed in the film, as is Schumacher’s 73-year-old father, Rolf. Footage from the family archives that has never been seen publicly before, including scenes of Schumacher at home with the family, will also be included.Scenes from Schumacher’s 50th birthday celebrations in January are expected to be included in the film, which will also celebrate the 25th anniversary of his first World Championship success, when he raced to victory over his main rival Damon Hill in Adelaide, Australia, after the two crashed spectacularly.But the documentary is believed not to reveal the true state of Schumacher’s health and neither is it believed he will speak on camera. His skiing accident in the French resort of Meribel on 29 December 2013, a little over a year after his retirement from motor racing, almost cost him his life and left him in a coma after he crashed into a rock and suffered a traumatic brain injury, despite wearing a helmet. He spent six months being treated in hospital in Grenoble before being allowed home to start an extensive rehabilitation process.He is said to remain dependent on a team of doctors and carers at his home in Gland, Switzerland, but the family has never made any comment on the state of his health.Schumacher is reported to receive regular visitors and is believed to have been flown by helicopter accompanied by his carers to the Spanish island of Mallorca, where the family owns a villa, to spend his 50th birthday. Switzerland news Share on Facebook Since you’re here… Cannes film festival Share on Pinterest Share on LinkedIn Michael Schumacher Share via Email … we have a small favour to ask. More people are reading and supporting The Guardian’s independent, investigative journalism than ever before. And unlike many new organisations, we have chosen an approach that allows us to keep our journalism accessible to all, regardless of where they live or what they can afford. But we need your ongoing support to keep working as we do.The Guardian will engage with the most critical issues of our time – from the escalating climate catastrophe to widespread inequality to the influence of big tech on our lives. At a time when factual information is a necessity, we believe that each of us, around the world, deserves access to accurate reporting with integrity at its heart.Our editorial independence means we set our own agenda and voice our own opinions. Guardian journalism is free from commercial and political bias and not influenced by billionaire owners or shareholders. This means we can give a voice to those less heard, explore where others turn away, and rigorously challenge those in power.We need your support to keep delivering quality journalism, to maintain our openness and to protect our precious independence. Every reader contribution, big or small, is so valuable. Support The Guardian from as little as $1 – and it only takes a minute. Thank you. Festivals