Blog Archive

Health: The Truth About Vitamin D

Wouldn't it be great if one vitamin could build stronger bones and protect against diabetes, multiple sclerosis, cancer, heart disease, and depression? Or even help you lose weight? Researchers have high hopes for vitamin D -- which comes from our skin's reaction to sunlight, a few foods, and supplements. Learn the facts in the slides ahead … and see who's at risk for a "D" deficiency.


Vitamin D Boosts Bone Health
Vitamin D is critical for strong bones, from infancy into old age. It helps the body absorb calcium from food. In older adults, a daily dose of "D" and calcium helps to prevent fractures and brittle bones. Children need "D" to build strong bones and prevent rickets, a cause of bowed legs, knock knees, and weak bones. Adding the vitamin to milk in the 1930s helped to nearly eliminate the disorder. Shown here is the honeycombed structure inside a healthy bone.


Vitamin D  And Diabetes
Some studies have shown a link between a low vitamin D level and type 2 diabetes -- the more common version of this blood sugar disorder. So, can boosting your vitamin D levels help ward off the disease? There's not enough proof for doctors to recommend taking this supplement to prevent type 2 diabetes. Excess body fat may play a role in diabetes and low levels of vitamin D.


Vitamin D And Weight Loss
Studies have shown that people who are obese often have low blood levels of vitamin D. Body fat traps vitamin D, making it less available to the body. It's not clear whether obesity itself causes a low vitamin D level or if it's the other way around. But one small study of dieters suggests that adding vitamin D to a calorie-restricted diet may help overweight people with low vitamin D levels lose weight more easily.

Low D And Depression
Vitamin D plays a role in brain development and function. One promising study showed that large doses of vitamin D could lessen the symptoms of mild depression. But other studies show mixed results. The best bet is to talk with your doctor about whether vitamin D could ward off the symptoms of depression.

How Does Sun Give You  Vitamin D ?
When the sun shines on bare skin, your body makes its own vitamin D. This is the major source of vitamin D, but it's not enough for many people. Fair-skinned people might get enough in 5-10 minutes on a sunny day, a few times a week. But cloudy days, the low light of winter, and the use of sun block (important to avoid skin cancer) all interfere. Older people and those with darker skin tones don't make as much from sun exposure. Experts say it's better to rely on food and supplements.


Dining With Vitamin D
Many of the foods we eat have no naturally occurring vitamin D. Fish such as salmon, swordfish, or mackerel is one big exception -- and can provide a healthy amount of vitamin D in one serving. Other fatty fish such as tuna and sardines have some "D," but in much lower amounts. Small amounts are found in egg yolk, beef liver, and fortified foods like cereal and milk. Cheese and ice cream do not usually have added vitamin D.

Start Your Day With Vitamin D
Choose your breakfast foods wisely, and you can get a substantial amount of vitamin D. Most types of milk are fortified, including some soy milks. Orange juice, cereal, bread, and some yogurt brands also commonly have added vitamin D. Check the labels to see how much "D" you're getting.
Vitamin D Supplements
For people who want to take vitamin D in pill form, there are two kinds: D2 (ergocalciferol), which is the type found in food, and D3 (cholecalciferol), which is the type made from sunlight. They're produced differently, but both can raise vitamin D levels in your blood. Most multivitamins have 400 IU of vitamin D. Check with your health care provider for the best supplements for your needs.


Are You Vitamin D Deficient?
Problems converting vitamin D from food or sunshine can set you up for a deficiency. Factors that increase your risk include:
Age 50 or older
Dark skin
A northern home
Overweight, obese, gastric bypass surgery
Milk allergy or lactose intolerance
Liver or digestive diseases, such as Crohn's disease or celiac
Symptoms of "D" Deficiency
Most people with low blood levels of vitamin D don't notice any symptoms. A severe deficiency in adults can cause soft bones, called osteomalacia (shown here). The symptoms include bone pain and muscle weakness. In children, a severe deficiency can lead to rickets and symptoms of soft bones and skeletal problems. Rickets is rare in the United States
Testing Your Vitamin D Level
There's a simple blood test used to check your vitamin D level, called the 25-hydroxyvitamin D test. Current guidelines by the Institute of Medicine set a blood level of 20 nanograms per milliliter (ng/mL) as a goal for good bone health and overall health. However, some doctors say people should go higher, to about 30 ng/mL to get the full health benefits of vitamin D.
How Much Vitamin D Do You Need?
The recommended dietary allowance for vitamin D is 600 IU (international units) per day for adults up to age 70. People aged 71 and older should aim for 800 IU from their diet. Some researchers recommend much higher doses of vitamin D, but too much vitamin D can hurt you. Above 4,000 IU per day, the risk for harm rises, according to the Institute of Medicine.
Daily "D" for Breast-feeding Babies
Breast milk is best, but it doesn't have much vitamin D. Breastfed babies need 400 IU of vitamin D until they're weaned to fortified formula and can drink at least one liter (about 4 ¼ cups) every day. Starting at age 1, babies drinking fortified milk no longer need a vitamin D supplement. Be careful not to give too much vitamin D to babies. High doses can cause nausea, vomiting, loss of appetite, excessive thirst, muscle aches, or more serious symptoms.
Vitamin D for Older Children
Most children and adolescents don't get enough vitamin D from drinking milk. They should have a supplement with 400 IU to 600 IU. That amount is often included in chewable multivitamins. Children with some chronic diseases such as cystic fibrosis may be at increased risk for vitamin D deficiency. Talk to your child's doctor about the need for extra vitamin D.
How Much Is Too Much Vitamin D?
Some researchers suggest taking far more vitamin D than the 600 IU daily guideline for healthy adults. But too much be dangerous. Very high doses of vitamin D can raise your blood calcium level, causing damage to blood vessels, heart, and kidneys. The Institute of Medicine sets the upper tolerable limit at 4,000 IU of vitamin D per day. You can't get too much vitamin D from the sun. Your body simply stops making more. But sun exposure without sunscreen can raise your risk of skin cancer.
Drugs That Interact With  Vitamin D
Some drugs cause your body to absorb less vitamin D. These include laxatives, steroids, anti-seizure and anti-cholesterol medicines. If you take digoxin, a heart medicine, too much vitamin D can raise the level of calcium in your blood and lead to an abnormal heart rhythm. It's important to discuss your use of vitamin D supplements with your doctor or pharmacist.
Vitamin D and Colon Cancer
It's too soon to make a strong case for vitamin D as an overall cancer-fighter. But newer studies suggest that people with higher levels of vitamin D in their blood may have a lower risk for colon cancer.

Vitamin D and Other Cancers
Headlines tout vitamin D as a way to prevent breast and prostate cancer. But researchers don't yet have enough evidence to say that the benefits are real. And, vitamin D may boost the risk of pancreatic cancer. The VITAL Study -- a Harvard university study -- of vitamin D and omega-3 is following 20,000 volunteers to find answers. In the meantime, a healthy body weight, regular exercise, and the diet guidelines of the American Cancer Society may help prevent cancer.
Vitamin D and Heart Disease
Low levels of vitamin D have been linked to a greater risk of heart attack, stroke, and heart disease. Still, it's not clear whether boosting vitamin D will reduce heart risks and how much vitamin D is needed. Very high levels of vitamin D in the blood can actually harm blood vessels and the heart by increasing the amount of calcium in the bloodstream.
A Factor in Dementia?
Older people are more likely to have vitamin D levels that are too low. Researchers found that older people with vitamin D deficiency performed poorly on tests of memory, attention, and reasoning compared to people with enough vitamin D in their blood. Still, better studies are needed to learn if vitamin D supplements could prevent dementia or slow mental decline
source: unknwon

M Junaid Tahir

Read my Blog :


Blogger Twitter LinkedIn Digg Google Plus Blog RSS

Add Fitness to your Daily Routine.

By Jackie Fildon from Boulder, CO USA.

If you find you can't devote enough time to getting in shape as you would like, there are still plenty of ways you can keep your body active while going about your normal routine.

Try to use stairways instead of elevators whenever possible.

If you can walk there or take a bike, let your body burn energy instead of taking your car.

If you are driving, instead of wasting time looking for a good spot, park further away and walk a couple extra blocks.

Turn your housework into a fitness challenge: Sweep and mop using as much energy as possible, exaggerating your arm movements. Fold your clothes and do a couple sets of squats at the same time. Whatever you're doing try and incorporate in some sort of routine that gets your muscles working and heart rate moving.

And if you absolutely can't miss your favorite show on TV, try doing some sit-ups and push-ups while you watch or during commercials.

M Junaid Tahir

Read my Blog :


Blogger Twitter LinkedIn Digg Google Plus Blog RSS

Technology: World’s First Smartphone With Built-in Radiation Detector

Softbank  has entered the smartphone market with the Pantone 5 107SH as its first offering. This smartphone boasts of a  bult-in Geiger counter. The radiation detector is user-friendly and can measure radiation levels under 20% accuracy. After the Fukushima disaster, concerns regarding radiation levels have always kept the people of Japan worried, and to assure them of under-control radiation levels, the Japanese company Softbank has conceived this smartphone. The features include an Android 4.0 OS, 3.7″ LCD screen, and a 4 megapixel camera.

Though the Pantone 5 is the first phone with a built-in radiation detector, it's not the first to come up with a mobile Geiger counter, as several enterprises released mobile radiation detectors soon after the Fukushima incident. But this phone's radiation detector is quite easy to use. Just by pressing a button below the screen, the user may get the radiation sensor on, which records the surroundings and gives the respective details. The phone is expected to release sometime around the end of July.

Via Wired

16 habits of highly creative people

If they work for them, they can work for you too!
"There is no use trying," said Alice. "One can't believe impossible things." "I daresay you haven't had much practice," said the Queen. "When I was your age, I always did it for half an hour a day. Why, sometimes I've believed as many as six impossible things before breakfast." - Lewis Carroll
Many people believe that creativity is inborn and only a chosen few are creative. While it is true that creativity is inborn, it is not true that only a chosen few are creative.
Everyone is born creative. In the process of growing up, educating yourself and adapting yourself to your environment, you slowly add blocks to your creativity and forget that you had it in the first place.
The difference between a creative person and a person who is not so creative is not in the creativity that they were born with but in the creativity that they have lost.
How can you enhance your creative ability? One possible way is to observe the habits of creative people, identify the ones that you feel will work for you and then make a plan to cultivate them.
Here are 16 habits of creative people. If you cultivate some of them, you will feel an increase in your level of creativity. In the process, you will also feel tickled by life!
1. Creative people are full of curiosity.
Creative people are wonderstruck. They are tickled by the newness of every moment. They have lots of questions. They keep asking what, why, when, where and how.
A questioning mind is an open mind. It is not a knowing mind. Only an open mind can be creative. A knowing mind can never be creative.
A questioning stance sensitizes the mind in a very special way and it is able to sense what would have been missed otherwise.
2. Creative people are problem-friendly.
When there is a problem, some people can be seen wringing up their hands. Their first reaction is to look for someone to blame. Being faced with a problem becomes a problem. Such people can be called problem-averse.
Creative people, on the other hand, are problem-friendly. They just roll up their sleeves when faced with a problem. They see problems as opportunities to improve the quality of life. Being faced with a problem is never a problem.
You get dirty and take a bath every day. You get tired and relax every day. Similarly, you have problems that need to be solved every day. Life is a fascinating rhythm of problems and solutions.
To be problem-averse is to be life-averse. To be problem-friendly is to be life-friendly. Problems come into your life to convey some message. If you run away from them, you miss the message.
3. Creative people value their ideas.
Creative people realize the value of an idea. They do not take any chance with something so important. They carry a small notepad to note down ideas whenever they occur. (I usually type it in my mobile/laptop whichever available.)
Many times, just because they have a notepad and are looking for ideas to jot down, they can spot ideas which they would have otherwise missed.
4. Creative people embrace challenges.
Creative people thrive on challenges. They have a gleam in their eyes as soon as they sniff one. Challenges bring the best out of them – reason enough to welcome them.
5. Creative people are full of enthusiasm.
Creative people are enthusiastic about their goals. This enthusiasm works as fuel for their journey, propelling them to their goals.
6. Creative people are persistent.
Creative people know it well that people may initially respond to their new ideas like the immune system responds to a virus. They'll try to reject the idea in a number of ways.
Creative people are not surprised or frustrated because of this. Nor do they take it personally. They understand it takes time for a new idea to be accepted. In fact, the more creative the idea, the longer it takes for it to be appreciated.
7. Creative people are perennially dissatisfied.
Creative people are acutely aware of their dissatisfactions and unfulfilled desires. However, this awareness does not frustrate them. As a matter of fact, they use this awareness as a stimulus to realize their dreams.
8. Creative people are optimists.
Creative people generally have a deeply held belief that most, if not all, problems can be solved. No challenge is too big to be overcome.
This doesn't mean they are always happy and never depressed. They do have their bad moments but they don't generally get stumped by a challenge.
9. Creative people make positive Judgment.
A new idea is delicate. It can be killed by a sneer or a yawn. It can be stabbed to death by a quip and worried to death by a right man's brow – a businessman Charles Brower
The ability to hold off on judging or critiquing an idea is important in the process of creativity. Often great ideas start as crazy ones - if critique is applied too early the idea will be killed and never developed into something useful and useable.
This doesn't mean there is no room for critique or judgment in the creative process but there is a time and place for it and creative people recognize that.
10. Creative people go for the big kill.
Creative people realize that the first idea is just the starting point. It is in the process of fleshing it out that some magical cross-connections happen and the original 'normal' idea turns into a killer idea.
11. Creative people are prepared to stick it out.
Creative people who actually see their ideas come to fruition have the ability to stick with their ideas and see them through - even when the going gets tough. This is what sets them apart from others. Stick-ability is the key.
12. Creative people do not fall in love with an idea.
Creative people recognize how dangerous it is to fall in love with an idea. Falling in love with an idea means stopping more ideas from coming to their mind. They love the process of coming up with ideas, not necessarily the idea.
13. Creative people recognize the environment in which they are most creative.
Creative people do most of their thinking in an environment which is most conducive to their creativity. If they are unable to influence their physical environment, they recreate their 'favourite' creative environment in their minds.
14. Creative people are good at reframing any situation.
Reframes are a different way of looking at things. Being able to reframe experiences and situations is a very powerful skill.
Reframing allows you to look at a situation from a different angle. It is like another camera angle in a football match. And a different view has the power to change your entire perception of the situation.
Reframing can breathe new life into dead situations. It can motivate demoralized teams. It helps you to spot opportunities that you would have otherwise missed.
15. Creative people are friends with the unexpected.
Creative people have the knack of expecting the unexpected and finding connections between unrelated things. It is this special quality of mind that evokes serendipitous events in their lives.
Having honed the art of making happy discoveries, they are able to evoke serendipity more often than others.
16. Creative people are not afraid of failures.
Creative people realize that the energy that creates great ideas also creates errors. They know that failure is not really the opposite of success.
In fact, both failure and success are on the same side of the spectrum because both are the result of an attempt made. Creative people look at failure as a stopover on way to success, just a step away from it.

Shalu Wasu is a Singapore based trainer and consultant. Among other things, he conducts open programs on Creativity and Innovation and Blogging for Business at NUS extension. Visit to find out more about the programs and the next available dates.

Tom Talks to Marry - The way to Speak

Likewise, if a man does not understand how a woman is different, he can make things worse when he is trying to help. Men need to remember that women talk about problems to get close and not necessarily to get solutions.


So many times a woman just wants to share her feelings about her day, and her husband, thinking he is helping, interrupts her by offering a steady flow of solutions to her problems. He has no idea why she isn't pleased.



For example, Mary comes home from an exhausting day. She wants and needs to share her feelings about the day.


She says, "There is so much to do; I don't have any time for myself."


Tom says, "You should quit that job. You don't have to work so hard. Find something you like to do."


Mary says, "But I like my job. They just expect me to change everything at a moment's notice."


Tom says, "Don't listen to them. just do what you can do."


Mary says, "I am! I can't believe I completely forgot to call my aunt today."


Tom says, "Don't worry about it, she'll understand."


Mary says, "Do you know what she is going through? She needs me."


Tom says, "You worry too much, that's why you're so unhappy."


Mary angrily says, "I am not always unhappy. Can't you just listen to me?"


Tom says, "I am listening."


Mary says, "Why do I even bother?"


After this conversation, Mary was more frustrated than when she arrived home seeking intimacy and companionship. Tom was also frustrated and had no idea what went wrong. He wanted to help, but his problem solving tactics didn't work.


Without knowing about life on Venus, Tom didn't understand how important it was just to listen without offering solutions. His solutions only made things worse. You see, Venusians never offer solutions when someone is talking. A way of honoring another Venusian is to listen patiently with empathy, seeking truly to understand the other's feelings.


Tom had no idea that just listening with empathy to Mary express her feelings would bring her tremendous relief and fulfillment. When Tom heard about the Venusians and how much they needed to talk, he gradually learned how to listen.




When Mary now comes home tired and exhausted their conversations are quite different. They sound like this:


Mary says, "There is so much to do. I have no time for me."


Tom takes a deep breath, relaxes on the exhale, and says, "Humph, sounds like you had a hard day."


Mary says, "They expect me to change everything at a moment's notice. I don't know what to do."


Tom pauses and then says, " "Hmmm."


Mary says, "I even forgot to call my aunt."


Tom says with a slightly wrinkled brow, "Oh, no."


Mary says, "She needs me so much right now. I feel so bad."


Tom says, "You are such a loving person. Come here, let me give you a hug."


Tom gives Mary a hug and she relaxes in his arms with a big sigh of relief. She then says, "I love talking with you. You make me really happy. Thanks for listening. I feel much better."


Not only Mary but also Tom felt better. He was amazed at how much happier his wife was when he finally learned to listen. With this new awareness of their differences, Tom learned the wisdom of listening without offering solutions while Mary learned the wisdom of letting go and accepting without offering unsolicited advice or criticism.

M Junaid Tahir

Read my Blog :


Blogger Twitter LinkedIn Digg Google Plus Blog RSS

9 Ways to Make Top Performers Effective Managers

by Derek Finkelman and Jonathan Corke

It's a common scenario: A managerial position becomes available and is filled by a top performer with minimal or no previous management experience. Yet it makes sense. Shouldn't a top performer be able to easily make the transition to manager? Shouldn't that person be able to guide others to his or her same level of productivity? The answer is a 100 percent, absolute maybe.
While top performers likely have solid domain skills, coupled with a strong motivation to succeed, there's a good chance they have not been afforded sufficient opportunity to develop effective management techniques. For some, these skills can be learned on the job. For others, the consequences of a poor managerial fit can be significant in terms of lost productivity and morale for the new manager and his or her direct reports.
Therefore, prior to promoting a top performer with minimal or no managerial experience, assess the candidate's strengths and forward-looking potential in nine core areas of effective management.
This analysis can ensure consistently smooth management transitions and keep a company operating at peak performance as it identifies whether a top performer is ready to lead now, is better-suited for some limited managerial experiences and additional training, or perhaps has a skill set and disposition that will only thrive in an individual contributor role. Consider: Can the new manager execute these nine core skills?

1. Move from tactical to strategic.
Is the employee ready to let go of his or her day-to-day responsibilities and play a more conceptual or strategic role? Some managers believe they need to understand every last detail of what their employees are working on.
Commonly referred to as "micro-managing," this type of behavior can make otherwise content employees burn out and leave a company. For a top performer who excels at the tactical level, managing others to achieve the same level of success may not seem as fulfilling.
Is the employee prepared for this potential shock? Many top performers are capable of the transition from tactical to strategic thinking, provided they have access to the right resources, such as a mentor or applicable management training courses.

2. Defend the team.
Is the employee ready to defend his or her new direct reports and support them in public? Is the employee ready to be a leader? Leaders absorb rather than deflect criticism. Leaders push praise downward to their employees and proactively look for ways to portray their direct reports in a positive light.
In short, leaders have a deep understanding of the phrase, "praise in public, condemn in private." Lots of top performers have healthy, competitive egos. Don't assume that deflecting praise and supporting direct reports is a natural instinct for new managers.

3. Build trusting relationships.
Can the employee develop a strong, trusting relationship that engenders compassion and prudent responses to change? As a cautionary tale, "Jerry" really enjoyed working for a manager until the reasons behind some recent absences came into question.
Jerry's son was in and out of the hospital, and thus, he needed to unexpectedly miss some work during a two-week period. Rather than show compassion and understanding, Jerry's manager accused him of interviewing. The manager's paranoia quickly became a self-fulfilling prophecy, as Jerry decided it wasn't worth working for someone who so quickly questioned his integrity. Jerry's example illustrates the risk associated with promoting a top performer before understanding his or her ability to trust and respect others.

4. Delegate.
Does the employee know how to assign work and shepherd that work through to completion? Consider the following scenario:
Manager: "[Employee], I need you to do X. I need this done because of Y. I'd really like to have this work completed by Z. Do you have any questions? Was this clear?"
Employee: "Got it."
Manager: "Great. Please let me know if you need any additional help."
This seems simple. Employees like to understand what work is expected of them, why the work is important, and when the work should be completed. Once the assignment is given, managers can use a variety of actions to stay on top of progress, including daily check-ins, one-on-one meetings and regular staff meetings. This example is deceptively easy; yet, in the frantic pace of business, this type of clear, concise, two-way communication often is lost.

5. Teach and mentor.
In the event that assignments require additional help or instruction, does the top performer embrace the idea of teaching and mentoring? Does he or she have the patience to answer employees' questions respectfully, in detail, more than once? Managers who return employee questions with an impatient or arrogant tone will eventually find they have fewer questions to answer, as employees will be more reluctant to expose their weaknesses or challenge ideas.
Managers who answer employee questions in an unassuming, non-condescending manner will be able to foster and sustain open communication channels that are vital for employee development and team productivity.

6. Admit mistakes.
Does the employee know how to apologize or acknowledge a mistake? For example, a new manager arrogantly corrects an employee in a cross-functional meeting and subsequently learns the employee's assertion was accurate. Does the manager have the self-awareness and willingness to admit the mistake not only to the employee but also to the other meeting participants? This is necessary to help restore cross-functional trust in the employee who the manager publicly and erroneously contradicted. These corrective steps will be appreciated by most employees. On the other hand, if the manager doesn't take these steps, he or she will quickly lose the team's respect.

7. Leverage others' strengths.
Is the employee threatened by colleagues who have greater subject matter expertise? For a newly promoted manager, there is an increased likelihood that certain employees will know more about a specific domain. For example, a new vice president of brand marketing may be asked to manage the product marketing group, as well. Is this vice president willing to roll up his or her sleeves and learn about that group on a tactical level?
Rather than hide from knowledge they don't have, the best managers ask the right questions to understand their employees' day-to-day responsibilities. By doing so, effective managers can engage subject matter experts to provide a well-articulated recommendation and then implement, adjust or reject that proposal based upon their sense of how it fits into the broader company strategy.

8. Manage each employee.
Can the new manager alter his or her managerial approach by direct report? Does the prospective manager have a one-size-fits-all management style, or does he or she recognize that individuals may need to be managed differently? Employees with young children are likely to request time to attend school events or unexpectedly miss work due to a child's illness.
Younger, single employees may be hungry to prove themselves by offering to own too much work. Can the potential manager recognize the employees' motivational differences and alter his or her managerial style accordingly? The best managers hold everyone on the team accountable for expected behaviors and results, while also understanding and capitalizing on the individual motivations of each team member.

9. Take time to manage.
Has the company given the new manager the time needed to actually manage? If a top performer has moved from individual contributor to managing a group of five or seven people, for example, there is undoubtedly a need to scale back on tactical, role-based activities to find the pulse of his or her new team.
A managerial role requires building a rapport, delegating responsibilities and architecting a team's broader long-term strategy. When promoted, many top performers will initially carve out more work time per day to ambitiously try to handle their legacy tasks and their newly acquired role. This early push is not sustainable. The new manager, and the company, will need to understand and be receptive to the fact that his or her individual responsibilities should now account for no more than 50 percent of work time, and likely much less.
Each of these nine components of effective management requires organization commitment and an adjustment period in order to achieve a smooth transition, best fit and continued productivity for new managers and their employees. However, there often is more accountability for the organization regarding this ninth and final point.
Are top performers expected to manage effectively and maintain their previous workloads? Or are they given the time they need to manage their new direct reports? Providing employees with a manager's title without supplying enough time for them to actually manage is a fruitless exercise.

The Case for Careful Selection
There are potential consequences of not incorporating these nine dimensions into the managerial selection process. Ineffective managers can alienate other departments, or worse, their employees, which can lead to significantly reduced group productivity and increased attrition. As merit budgets tighten and companies try to do more with less, the cascading effects of a toxic manager pose an even greater threat to organizational success.
Top-performing individuals don't necessarily become top-performing managers. To succeed, new managers require time, training and guidance. Management consultants may never reach full agreement on the components of effective management, but these nine core skills comprise a practical evaluation of a top performer's readiness to manage and a company's readiness to prepare employees for this next step.

Study: Happiness Comes From Respect, Not Money

A recent U.C. Berkeley study suggests that admiration from peers drives MBAs more than fat salaries
Apparently there's a reason why so many Silicon Valley start-up millionaires (and billionaires) continue to wear the same tattered jeans and flip flops they've always worn: It's not the money that makes them happy; it's the respect their hard work garners.
At least, that's one conclusion you might draw from a recent study conducted by Berkeley's Haas School of Business. The study found that individuals rarely equate socioeconomic status with their subjective well-being (SWB). More than money, the study says, it's the "the respect and admiration one has in face-to-face groups (e.g., among friends or coworkers" that has a stronger effect on one's happiness.
The study was based on a survey Berkeley professor Cameron Anderson conducted with Haas School MBA students nine months after graduation. Cameron and his colleagues asked the MBAs questions about their overall happiness at work and found the responses didn't correlate with the money they were making, but with the esteem in which their peers held them.
"Occupying a higher position in the local ladder thus created a sense of influence and control over one's social environment, as well as a sense of belonging and acceptance," Anderson wrote in the study.
A TechCrunch article echoed the study's findings, arguing that the correllation between peer-respect and happiness is especially true for entrepreneurs in the tech industry. The article cites Facebook founder Mark Zuckerberg as an example. Zuckerberg's earliest employees remember that he still slept on a bed on the floor even after his company passed a $1 billion valuation, preferring to work long hours and garner work-ethic adoration. Material wealth didn't matter as much to Zuckerberg as the quality and output of what he was creating with the Facebook team, wrote Facebook's first product manager Ezra Callahan on Quora.
The Berkeley study might also give some insight into why so many Silicon Valley start-up types don't stay in salaried positions very long before they're off to work on another start-up. Facebook CTO Bret Taylor, to name a recent example, plans to leave the company this summer to become an entrepreneur again. But there are scores of other examples of former employees from Google, eBay, PayPal, Twitter, etc., who traded well-paid jobs to work on their own companies.
"The joy that comes with an influx of money wanes quickly as people become accustomed to how wealth shapes their daily lives," concludes the study. A good reputation--and not a big salary--may be where the real happiness link lies for entrepreneurs

M Junaid Tahir

Read my Blog :


Blogger Twitter LinkedIn Digg Google Plus Blog RSS

New Range Rover is World’s First Lightweight Aluminum SUV

London, England – Reported by Elite Traveler, the private jet lifestyle magazine

Yesterday, Land Rover unveiled the all-new Range Rover. This Range Rover, unveiled at the Royal Ballet School at an exclusive launch event, is the world's first SUV with a lightweight all-aluminum body structure.

The lightest SUV in its class, the new Range Rover is an indication of Jaguar Land Rover's intentions to strive towards efficiency and sustainability in carbon-conscious world. Further details of a Hybrid version will also be released.

The new model features a lightweight all-aluminum body structure resulting in a 420kg (20%) weight saving over outgoing models and delivering improved fuel economy and CO2 emissions.
The aluminum body structure is the result of Jaguar Land Rover's research and development into high-tech aluminum manufacturing technology.

The new Range Rover model will be sold in over 170 markets worldwide and pricing will be announced

Smart car alerts you of low battery, notifies dealer and more ...

Imagine your car calling to inform that you have not switched off the light inside your vehicle.
That's exactly what BMW's ConnectedDrive promises.
It not only informs you that your car battery is being drained out, but the new upgraded feature will also automatically notify the local BMW dealer of the battery's condition for it to be checked at the next service.
The Automatic Teleservice Call feature also ensured that the service centre makes a booking for the required technical maintenance service.
BMW claims to be the first company to have offered in-dash navigation back in 1994.
The ConnectedDrive facility that was introduced recently has been updating cool new features to put tech-savvy drivers at ease.
Existing systems such as Assist, that's part of the Connected Drive can now call the cops and the ambulance service in case of an accident in which the airbags are deployed.
The online feature allows passengers to receive news/RSS feeds and weather forecasts while on the move, as well as read and reply to e-mails.
What's more, a new android app My BMW Remote, available on the Google Play store as part of the Android Market allows functions such as locking or unlocking the car doors remotely, adjusting the climate control, auxiliary ventilation and heating settings.
But that does not mean you can leave your children or pets inside the car while you shop.
A similar app has been available to iPhone users since 2010

Story: Considering full perspective of things

A sage was living in the forest. One day, he visited the nearby human habitation to know about the condition of the people living there. The presence of the sage made everybody happy. Giving due respect, they escorted him to the temple located in the heart of the habitation.
The financial condition of the people was not good due to a reduction in production. The sage realized that everyone was broken in their hearts. The sage took his seat on the small stage in the courtyard of the temple. People were desirous of listening something from him. The sage took out a piece of milky white paper from his bag. There was a small black dot at the centre of the paper. The stage held the piece of paper high so that everyone could have a good look at it. All of them who were present there looked at it anxiously.
The sage asked, "What are you all seeing?"
A young man answered promptly, "Sir, it is only a black dot!" The sage pointed his finger towards another person and asked, "And what are you seeing?" The middle aged man gave the same answer. Asking an aged man, the sage got the same answer.
Thereafter, the sage said, "That means, you all are not able to see anything other than the black dot." All present there answered in loudly, "Yes." Hearing this, the sage said, "You all are not able to see the paper in my hand. But, the small dot on that paper is able to attract the attention of all of you." There was a murmur created in the crowd, "Oh yes, it really is so!"
The sage smiled and said, "You all missed to see the paper though it was before your eyes. Life is also like that. Ignoring many big things around us, we concentrate on small things like the black dot. If we mind small and insignificant things always, will our life not get restricted? Free your mind. The solutions to all your problems are lying hidden inside you. You will get everything you desire if you only meditate and think."
M Junaid Tahir

Read my Blog :


Blogger Twitter LinkedIn Digg Google Plus Blog RSS

Home remedies for gums

If you are suffering from painful, swollen, red, bleeding gums, then try out some of these simple home remedies to get instant relief.

  1. Prepare a saline solution by mixing salt in a glass of lukewarm water. Rinse your mouth with this solution in the morning and evening.
  2. Flossing after every meal also helps.
  3. Use a soft brush; and brush after every meal.
  4. Take vitamin C supplements or consume citrus fruits. Deficiency of vitamin C can cause bleeding gums.
  5. Use mouthwash containing sage oil, peppermint oil, menthol or chamomile. Muslims to avoid mouthwash containing alcoholic components. Read ingredients before you buy. Rub some clove oil on your gums.
  6. Consume food items containing low saturated fats.
  7. Avoid sugar, fruit juices, white flour and soft drinks.
  8. Rub a solution of baking soda and water on your gums and then brush your teeth. Baking soda neutralizes the activity of bacteria in your mouth.
  9. You can also use aloe on your teeth and gums. It has excellent healing properties.
  10. Gargle 3% solution of hydrogen peroxide with water for three times a week.
  11. Take extra dose of calcium either as supplements or naturally as food.
  12. Add a drop of Tea Tree Oil to your toothpaste to prevent gum disease.
  13. Smoking and alcoholism can also cause gingivitis