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Story: The 18th Camel


There was a father who left seventeen camels as an asset for his three dependents. When the father passed away, his family opened up the Will.

 

The Will of the father stated that the eldest son should get 1/2 (half)

of the total number of camels while his daughter should be given 1/3rd (one-third) and his widow should be given 1/9th (one-ninth) of the total number of camels.

 

As it was not possible to divide seventeen into two or seventeen by

three or seventeen by nine, the three started to fight with each other.

So they decided to consult their village elder, a wise old man and close

family friend.

 

The wise man read the Will patiently. After giving due thought, the wise

brought one camel of his own and added the same to the seventeen

camels. That increased the total to eighteen camels.


Now, he started reading the deceased father's Will.

Half of 18 = 9, so he gave the eldest son 9 camels; 1/3rd of 18 = 6, so

he gave the daughter 6 camels; and 1/9th of 18 = 2, so he gave the

widowed mother 2 camels.


Now add this up: 9 plus 6 plus 2 is 17 and this leaves one camel, which

the wise man took back!


Moral: The attitude of negotiation and problem solving is to find the

18th camel i.e. the common ground.


Once a person is able to find this 18th camel, the issue is resolved.

At times it may be difficult to reach a solution, but the first step is

to believe that there is a solution.  If we think that there is no

solution, we won't be able to reach an amicable conclusion!

 

   

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Interview Questions You Should Never Answer

Most of the questions asked in an interview are off-limits. Being a candidate, it is not essential to get ready for the questions employers tend to ask you, but also to be prepared in order to shirk the questions that do not deserve an answer.

1. How old are you?
You're not required to justify any questions related to your age except than just determining that you are above 18 years. There's also no need to provide a photo ID during the interview session. In case, if this question is posed then you can simply state that you're afraid of identity theft and would not opt to hand over the concerned document until it's firmed that you will be joining the team or not.

2. What's your nationality?
Same goes with this particular question, you need not answer the questions posed over your nationality, citizenship status or as in for how long you have been residing in the US or any other country. Just illustrate that you're officially capable to work in the country.

3. Are you married? Do you have any children?
Interviewers have the authority to ask you whether you have made use of alternate name professionally or while your academics, but they are not authorized to ask you about your marital status, children or in case you decide to have a family in the foreseeable future. In such circumstances, readdress the question back to the interviewer.

4. Do you have any spiritual beliefs?
Questions related to religious ideas are beyond limits while an interview, getting your religious fundaments and what religious holidays you noticed. If the interviewer pose this question, then try to find out what they are alarmed with and then tackle those concerns.

5. How long would your commute be to this office?
The recruiter should not ask you questions about the residence you stay from the office , as in how far it is, he can try to find out whether you can start the work at a certain hour or displace from the position. If your planning to relocate due to the post, then straight-away mention the same in your professional summary on your resume as well as online profiles that you desire and able to transfer ASAP.

jobinterviewtipz


Story: The Empty Boat

A monk decides to meditate alone, away from his monastery.
He takes his boat out to the middle of the lake, moors it there, closes his eyes and begins his meditation. 
After a few hours of undisturbed silence, he suddenly feels the bump of another boat colliding with his own. 
 
With his eyes still closed, he senses his anger rising, and by the time he opens his eyes, 
he is ready to scream at the boatman who dared disturb his meditation. 
But when he opens his eyes, he sees it is an empty boat that had probably got untethered and floated to the middle of the lake. 
 
At that moment, the monk achieves self-realization, and understands that the anger is within him; 
it merely needs the bump of an external object to provoke it out of him.

From then on, whenever he came across someone who irritated him or provoked him to anger, he reminded himself :
''The other person is merely an empty boat. The anger is within me......"
 
In reality, we all have the anger within us, all the time,
All it needs is someone, like the empty boat, to provoke it.

How to Avoid Hiring a Toxic Employee

feb16-03-594835421
Nothing is more costly to an organization's culture than a toxic employee. Research shows that rudeness is like the common cold — it's contagious, spreads quickly, and anyone can be a carrier.
Dylan Minor, a visiting assistant professor at Harvard Business School, and Michael Housman, chief analytics officer at Cornerstone OnDemand, studied just how costly toxic employees are using a large dataset of nearly 60,000 workers across 11 firms in various industries, including communications, consumer services, financial services, health care, insurance, and retail.
How does hiring a toxic employee compare to hiring a superstar? Minor and Housman found that one toxic employee wipes out the gains for more than two superstars. In fact, a superstar, defined as the top 1% of workers in terms of productivity, adds about $5,000 per year to the company's profit, while a toxic worker costs about $12,000 per year. The real difference could even be greater if you factor in other potential costs, such as the spread of the toxicity, litigation fees, lower employee morale, and upset customers.

    

I've shown something similar in my research on civility at work: rude workers have a stronger effect on the organization than civil workers. That's why it's especially important to weed out toxic people before they join your organization. Here's how:

Interview for civility

Throughout the interview process, be on the lookout for signs of civility. Asking the candidate how she managed a particular situation in the past provides more valuable insight than hypothetical questions such as "How would you handle…" or "What would you do if…" Request examples of how their past behavior matches the values you're looking for (which you also need to make explicit during the interview). Don't just accept the first answer — ask for 2–3 examples.
It's best to use structured interviewing, where you ask each candidate applying for the job the same questions in the same order. Research shows that these interviews are more predictive of candidate performance, even for jobs that are unstructured.
Consider using these interview questions:
  • What would your former employer say about you — positive and negative?
  • What would your former subordinates say about you — positive and negative?
  • What about yourself would you like to improve most? How about a second thing? A third?
  • Tell me about a time when you've had to deal with stress or conflict at work. What did you do?
  • What are some signals that you're under too much stress?
  • When have you failed? Describe the circumstances and how you dealt with and learned from the experience.
  • What are some examples of your ability to manage and supervise others? When have you done this well?
  • What kind of people do you find it most difficult to work with? Tell me about a time when you've found it difficult to work with someone. How did you handle it?
Also, observe these behaviors:
  • Did the candidate arrive promptly for the interview?
  • Does the candidate speak negatively of former employers or others?
  • Does the candidate take responsibility for behaviors, results, and outcomes, or do they blame others?
Follow up with every employee who encounters the candidate, not just those on her interview schedule. How did she treat your parking lot attendant? Your receptionist? Your administrative assistant? Is the candidate kind, gracious, and respectful? Or rude and condescending? Many HR professionals have told me that some of the best feedback they receive is from the person who drove the candidate from the airport or the receptionist who greeted the candidate at the front desk.

Get your team involved

Have your team go out to lunch or dinner with the candidate or take her out to a ball game. You want to give the candidate a first-hand opportunity to observe your team's and organization's values. Doing so will help her consider whether she's willing to sign up to live those values. If she isn't, you can both save yourself a world of time, frustration, and heartache — not to mention your organization's money.

Ask their references about civility

Understanding how the candidate behaved in the past will help you assess whether they'll be civil when they come work for you. Ask their references for specific behavioral examples of the candidates' characteristics. Ask questions that get at the heart of civility: "What's it like working with him?" or "What could he improve on?"
Share the company's core values with the reference and ask them to give examples of the candidate demonstrating those values. Did the candidate's behavior ever reflect negatively on the organization?
You might also ask:
  • How did subordinates feel about working for him?
  • How emotionally intelligent does she seem? Is she able to read people and adjust accordingly?
  • Is he comfortable in various situations and working with different types of people?
  • How well does she seem to collaborate? Is she a team player?
  • How did he react to authority?
  • Would you rehire the person?
A call, not a letter, is more likely to reveal any specific behavioral problems. Seasoned recruiters report that the most useful data they get from references comes from follow-up questions, and mainly from the reference's tone, demeanor, and pace — not necessarily their words. Listen very closely and follow up on hints of trouble.
Don't just stick to the reference list — talk to your own network as well. U.S. Deputy Secretary of Labor Chris Lui explained to me that any time he's looking to hire someone, he simply picks up the phone and calls people that should know the candidate. Chris said it never fails. He gets great information on almost all candidates from his trusted network.
It's worth talking to a candidate's colleagues from lower levels to make sure the person isn't the type to "kiss up, kick down." Also, check references with other people to whom the candidate has been accountable outside of work, such as boards, community organizations, professors or coaches, boards, and community organizations.
A hospital I worked with avoided a near miss when hiring a new radiologist. It offered the job to "Dirk," a talented M.D. with many solid recommendations. Dirk aced the interviews, but an assistant in the department had a hunch that something was off. She traced Dirk's job history by calling up her contacts in the field and learned that Dirk had left many badly treated subordinates in his wake. She reported her findings to the department head. The offer had already gone out, but the department head nixed the offer by warning Dirk that if he accepted, the hospital would let him go immediately, which could raise a red flag for potential future employers.
Contrast this story with one from another hospital, where the chief administrator told me how one highly talented but uncivil doctor cost his hospital millions. Had the hiring committee done its homework, they would've learned about the offensive doctor's history of problems, including formal complaints filed against him at his previous hospital. Instead, the newly hired M.D. incited dissatisfaction among nurses and technicians that eventually led to a lawsuit, taking a financial and emotional toll on the hospital.

Check your own civility

It's hard to expect someone to be civil if you're not modeling the same behavior. No matter what the job is or how good or bad the candidate may seem to you, treat them respectfully. At Google, internal research shows that candidates regularly mention their interactions with interviewers in feedback to the firm — and that it's more important than the type of work, the benefits, or their interactions with recruiters when evaluating the overall hiring experience. Coach anyone who interviews candidates to be civil.
Skill and talent can't make up for the costly impact that toxic employees have on your organization; it's better to catch that behavior before the person joins your team. Do your homework. Rely on structured, behavioral interviews. Conduct thorough reference checks. Investigate hunches thoroughly. And put your best foot forward. After all, it pays to be civil.

Christine Porath is an associate professor at Georgetown University's McDonough School of Business.
Source: hbr.org

Story: The Missing Goat

It all started one lazy Sunday afternoon in a small town near Toronto in Canada.
Two school-going friends had a crazy idea.
 
They rounded up three goats from the neighborhood and painted the number 1, 2 and 4 on their sides.
 
That night they let the goats loose inside their school building.
The next morning, when the authorities entered the school, they could smell something was wrong.
 
They soon saw goat droppings on the stairs and near the entrance and realized that some goats had entered the building.
 
A search was immediately launched and very soon, the three goats were found.
But the authorities were worried, where was goat No. 3?
They spent the rest of the day looking for goat No.3.
Gradually there was panic and frustration.
 
The school declared classes off for the students for the rest of the day.
The teachers, helpers, guards, canteen staffs, boys were all busy looking for the goat No. 3, which, of course, was never found.
Simply because it did not exist.
 
Those among us who inspite of having a good life are always feeling a "lack of fulfilment" are actually looking for the elusive, missing, non-existent goat No.3.
Whatever the area of complaint or search or dissatisfaction may be - relationship, job-satisfaction, materialistic achievement......
 
An absence of something is always larger than  the presence of many other things.
Stop worrying about goat No.3 and have worry-free days.....

Some Interesting Facts for Your Benefit

HEALTH: How to Keep Your Bones Strong



The base on which our whole body is built is the skeleton. It gives us our stability, our ability to move and function. Our bones are also a factory for manufacturing red and white blood cells. It's extremely important to keep bones strong and healthy, especially in more advanced ages, when calcium seems to drain away.
 
skeleton
 
 
A little about bone depletion:
Bone depletion, or osteoporosis, is a disease that occurs as a result of dwindling bone mass and a decrease in the levels of calcium. Throughout our whole life, our bones are in a continuous process of construction and deconstruction. However, at a young age, there is more construction than destruction.
 
Things even out as we grow older. In our fourth decade, destruction finally overtakes construction. As a result, our bone density drops and our bones become more prone to fractures. When this process happens in an extreme way, it is known as bone depletion. It's important to note that losing calcium also makes the bones more sensitive, even if it happens slowly. At an older age, when our balance is not what it used to be, the danger only gets worse. 
 
Because women start with a bone density that is already about 30% less than men's, and because they produce less estrogen as they grow older, they must face a bigger risk when it comes to bone depletion.
 
What is the recommended calcium amount?
The process of bone depletion in the body is a natural one and cannot be prevented. But it can be minimized in volume and influence by maintaining our bones and building bone mass through correct nutrition.  
 
The daily calcium amount recommended for the general population is 1000 mg a day. For adults it is 1,200-1,500 mg a day. Vitamin D is also important, as it helps the calcium absorb in the body. So if you want to keep your bones strong, you should also consume vitamin D rich foods. You can get it from the sun or from certain food items.

10 Tips to Keep Our Bones Strong
 
1. Consume milk products - Every child knows that milk is rich in calcium and is essential for strengthening bones. This goes for all milk products, including cheese and yogurt. If you don't like cow's milk, try soy milk enriched with calcium.
 
 
2. Add nuts to your diet - Although milk has the highest ratio of calcium to volume, it is not the only source. Some nuts and seeds have handsome amounts of calcium. A 30-gram course of almonds contains 75mg of calcium, 30 grams of sesame seeds contains 37mg of calcium and sunflower seeds have 33mg of calcium.
 
3. Eat dark green vegetables - Broccoli, Chinese cabbage, arugula, parsley, lettuce and others are excellent sources of calcium, and contain many additional health advantages. This will help you to diversify your sources of calcium, which is important to maintain your health.
 
brocolli
 
4. Take the right Vitamin A - Vitamin A appears in two forms. The first is retinol, which appears in animal products, such as the liver. The second is beta carotene and it is the way the vitamin comes from plants, especially orange vegetables like carrot, squash or sweet potato. Studies have found that consuming too much of retinol vitamin A raises the risk of bone fraction, while vitamin A in its plant form, Beta Carotene, does not damage the bones.
 
5. Strengthen your bones with Vitamin K - This vitamin helps activate 3 essential proteins that are crucial for bone health. As in the case of calcium that comes from green vegetables, vitamin K also comes from the same sources. Two daily helpings of green vegetables a day give the body as much as it needs.
 
6. Physical activity strengthens the bones - This might sound like no big news, but when we carry out a physical activity, we create pressure on our skeleton. While it is bad to overdo it, a moderate pressure is actually very health, as it sends the body signals to create more bone cells, increase the density and make it stronger. Operate the body with moderation, and don't go too far with it.
 
7. Eat fish - 100 grams of sardines contain an amazing amount of over 400 mg of calcium! It's recommended to consume the fresh fish, of course, and not the canned variety. The little bones are also edible and contain a lot of calcium. Sardines, like the salmon, are also a great source of vitamin D.
 
fish
 
8. Reduce your consumption of carbonated drinks and treats - The acid that exists in some of the popular carbonated drinks  raises the amount of acid in the blood. To compensate, the body uses the body's minerals, including calcium. If the calcium is not readily available in the blood, the body will take it from the bones and this will harden the density and strength of the bone. There is no problem drinking them once in a while, but if they are a daily habit, you could be doing a lot of damage to your bones over time.
 
9. Avoidance measures - Like a lot of other health problems, we return to smoking. Studies have shown that smoking harms bone density, and so does  alcohol and caffeine.
 
10. Resource allocation - We must carry out our calcium consumption in a smart way. Our body absorbs calcium best when it takes no more than 500 mg at a time. So, if you are planning on consuming a large amount of calcium-rich foods or drinks, try to divide the meal or eat again later, to make sure the body is able to absorb all you are giving it.

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10 Most Desired Attributes of Successful Leadership :



As Napoleon Bonaparte once said, "A leader is a dealer in hope". A true leader is one who weaves dreams or envision goals that others are unable to fathom, he plays on the front to achieve goals and lead by example.
Leadership effectiveness is determined by the followers' perception of the leader and their willingness to allow the leader to influence them. Therefore, a leader can also be defined by the attributes that his or her followers admire. While there are various types of leadership styles, following are the some of the most desired attributes of successful leadership.

Character

This is the unique and most important element of successful leadership. The character of leaders is primarily defined by how they deal with the challenges and hurdles that meet them on their way towards achieving goals. Every time a leader chooses to have more self-control, depict honesty and offer cooperation, it adds up to their character. A leader's character can never be separated from his or her actions. Actions and intentions of successful leadership should be in tandem with higher moral values. The following are some of the facts about a leader's character.
  • Character of true leadership always involves other people.
  • Responsible leaders are reliable, it is an attribute that a successful leader always demonstrates.

Communication

Successful leadership is defined by excellent communication skills. Prosperous leaders are the ones who communicate knowledge and ideas to transmit a sense of urgency and enthusiasm to others. Regardless of the complexity of the situation, these leaders display an uncommon ability to connect and communicate with people. Whether a leader is speaking to a group of people, looking into a camera or connecting to a follower one-on-one; a successful leader will always be able to communicate with maximum effectiveness.

Adaptability and Flexibility

Productive leadership entails the willingness to assess results, admit mistakes and flexibility of mind. This means that successful leaders are flexible in the realization of their goals and objectives. Without adaptability and flexibility, strength of will can become dangerous. A constructive leadership is defined by a leader who accepts his or her mistakes and agrees to change leadership decisions or adapt to changed circumstances.

Competence

Being adequately or well qualified physically and intellectually always leads to successful leadership. Therefore, competence is more than just words. It is primarily the leader's aptitude to say it, plant it as well as do it in a way that followers will appreciate. One does not need to be an extremely knowledgeable or rich person to exhibit competence in leadership. Competent leaders normally do the following:
  • They show up when they are expected to and do more than what is expected of them.
  • Continually search for ways to keep learning, growing and improving in what they do.

Delegation and Trust

A successful leader is one who takes a practical approach to problems and is concerned primarily with the success or failure of his or her actions. According to Forbes, a constructive leader is a good organizer and he or she knows how to delegate.  He or she authorizes subordinates to make certain decisions. The basis of delegation is trust in his or her followers. As a leader, it is a sign of strength to trust your followers. A leader must trust if he or she wants to be trusted by the followers.

Understanding & Openness

The basis for all successful leaderships includes understanding and openness – the ability to place oneself in the position of others. Constructive leaders possess the sensitivity to show empathy and they are always open to persuasion. A leader who demonstrates these attributes knows his or her followers, their motives, weaknesses, strengths, aspirations and ambitions.

Charisma

Among the various attributes that define a successful leadership, charisma is one of the most important one. A charismatic leader is more concerned about making other people feel virtuous about their own situations; therefore, charisma is the ability of a leader to draw people in his or her direction. According to Harvard Business Review, charismatic leaders have confidence, personality and style. Charismatic leaders do the following:
  • Share themselves and their life journeys.
  • Enjoy life and give people hope.

Strength of Will and Purposefulness

A constructive leadership is based on strength of will and purposefulness. A successful leader has the strength of mind to follow the path through the accomplishment of his or her tasks, and always acts purposefully. This is the kind of a leader, who under any circumstances has the strength of mind and persistence in carrying on with the process of accomplishing his or her tasks. Basically, leaders who possess willpower and purposefulness are always ready to pay the price of being at the top, including: loneliness, sleepless nights, and long working hours.

Courage

Courage to change things is a nonnegotiable quality of successful leadership. A successful leader initiates change and understands that introducing change would require a lot of things that may prove to be costly and time consuming. Therefore, the difference between a successful and unsuccessful leader is that a successful leader is a person who is courageous enough to say things in public that were only whispered by others. It is the leader's courage to act on what he or she sees and the courage to speak when everybody else is silent.

Visionary Initiative

Visionary leaders inspire others to have enough imaginative power and successfully identify tendencies and anticipate problems. These leaders have the spirit of creativity that helps them face problems and they have enough initiative to solve problems. Therefore, the real test for successful leadership is the ability to make the right changes at the right moment.​

Some Quotes for Mental Toughness

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