You can tweet via anything you like that are listed on the directory. Posting and Updating new status using cool applications like iPhone, iPad, Android, Twitter, Google and more. You do not need to have the device or applications on your own, you just need to allow your Twitter to access and you will be ready to go. Just type any status you want to post via and press the Tweet button, and you see the tweet updated on Twitter time line.

Furthermore, you must look for fitness instructor courses that provide broad fitness training techniques and also anatomy theory when searching for fitness instructor courses. Comprehensive work out methods and also physiology theory will make you a proficient fitness instructor due to the reason that by having comprehensive work out methods as well as physiology theory, you will be able to assist your clients in attaining their specific fitness goals. In addition, you should also select well-established courses for fitness instructor to make easier for you to get a fitness trainer certification. This is due to the reason that well-established give you better chances in passing the certification exams.

Human Growth Hormone brings back well-being

Do you like life? Do you wake up in the sun rise with a delightful sensation of anticipation, curious what the daylight hours will bring? Do you have, sense of expanding horizons, a sense that you might do things you have at no time done before, start a new small business, alter careers, travel to several places around the earth, start an new business, go back to college for an innovative degree.  Do you perceive that you have the high energy, zeal, and fervor essential to live life to the highest? If your reply to these concern was not an outright sure, next think back to when you were a youngster or in your teens or a young adult. Didn’t you used to feel this way?

One of the things that take place with becoming old is that there is as slight diminishment in our thrill of life. We lose our ability to recover from, our capacity to bounce right back once something occurs the way that children do. We grow to be more wary, less ready to attempt something fresh whether it is a food or a individual or a prospective live. We perceive that it takes too much high energy, too much hard work. It is so much easier to remain at home at night, zone out in front of the Television consider about triming back on production or retiring altogether. Part of the motive for this feeling is a alteration in your hormone levels. You consider you are getting aged, therefore you are old.

Your anticipation, your mental attitude is I can not do that anymore. I can not be as fast, as smart, as profitable, This is named determining with a model of causing degeneration sickness and death, Picture this scenario: You rise out of bed one day with a ache in your knee and instead of neglecting it or working around it the way you did once you were youthful, you agonize about arthritis. You examine at yourself in the reflection, at your wrinkles, your older or thinning hair, and agonize that perhaps that pain will not go way, that it will be with you for the remainder of you natural life. It hurts as you train so you bring to a halt exercising and then you do not move as much.

You start sitting more, steadily decreasing your leisure interest. When you move around you do it gradually, meticulously, a a small amount of steps at a time. You start using a cane, after that a walker, to finish a wheelchair, you have an anticipation of becoming crippled with becoming old, and that  is exactly what occurs. Growth hormone not just regrows organs and brings back bodily function, it re invigorates the mind, inverting the attitudes, outlook, and anticipation associated with getting old.

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www.HireLyrics.org Use the Free Expandable Word form at the top of every page at http for submitting your American Family’s victimization proofs/claims to Roxanne Grinage by January 8, 2010. American Family CPS Victim submissions received by January 8, 2010 will be verified and included in Due Diligence Report/Catalog with active links on DVD jettisoned to President Obama asking he declare state of congressional act abuse emergency systematice abuse of 1983 Civil Rights Act by criminal judges and statement and city employees abused to side step criminal accountability for systematic civil rights and fraud crimes; and First Lady Michelle Obama asking she intervene for the sake of quality of life for children in these United States and USDOJ Attorney General ask for State of Emergency investigation of US District Court Clerks of Court Docket Manipulation which aids and abets cover up of the systematic child slaughter of the lower courts. It’s free to submit the form, you don’t have to pay Roxanne Grinage anything. Submission of HireLyrics form by January 8, 2010 constitutes your acknowledgement that your claims and verified evidence will by made public in Roxanne’s prototype demonstration of the US Citizens Controlled Docket Database. Roxanne Grinage is the Legal Administrative Assistant which documented the Work Ethic Synergy and Intent variables within Court Reform Corruption in Government Clean Up Initiative and developed certain administrative tools for slowing and <b>…</b>

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In an economic downturn, employers need to be even more careful with their hiring decisions.  And recent graduates from some of the best schools may not have the skills that matter most in the new global knowledge economy.   In researching my new book, The Global Achievement Gap: Why Even Our Best Schools Don’t Teach The New Survival Skills Our Children Need — and What We Can Do About It, I have come to understand that there are “7 Survival Skills” for the New World of Work, and that employers must look beyond applicants’ “pedigrees” to carefully assess whether they have the skills that matter most. 

New Skills
Here are the Seven Survival Skills, as described by some of the people whom I interviewed:

Critical Thinking and Problem Solving

“The idea that a company’s senior leaders have all the answers and can solve problems by themselves has gone completely by the wayside . . . The person who’s close to the work has to have strong analytic skills.  You have to be rigorous: test your assumptions, don’t take things at face value, don’t go in with preconceived ideas that you’re trying to prove.”
–Ellen Kumata, consultant to Fortune 200 companies

Collaboration Across Networks and Leading by Influence

“The biggest problem we have in the company as a whole is finding people capable of exerting leadership across the board . . . Our mantra is that you lead by influence, rather than authority.”
–Mark Chandler, Senior Vice President and General Counsel at Cisco

Agility and Adaptability

“I’ve been here four years, and we’ve done fundamental reorganization every year because of changes in the business . . . I can guarantee the job I hire someone to do will change or may not exist in the future, so this is why adaptability and learning skills are more important than technical skills.”
–Clay Parker, President of Chemical Management Division of BOC Edwards

Initiative and Entrepreneurship

“For our production and crafts staff, the hourly workers, we need self-directed people . . . who can find creative solutions to some very tough, challenging problems.”
–Mark Maddox, Human Resources Manager at Unilever Foods North America 

Effective Oral and Written Communication

“The biggest skill people are missing is the ability to communicate: both written and oral presentations.  It’s a huge problem for us.”
–Annmarie Neal, Vice President for Talent Management at Cisco Systems

Accessing and Analyzing Information

“There is so much information available that it is almost too much, and if people aren’t prepared to process the information effectively, it almost freezes them in their steps.”
–Mike Summers, Vice President for Global Talent Management at Dell

Curiosity and Imagination

“Our old idea is that work is defined by employers and that employees have to do whatever the employer wants . . . but actually, you would like him to come up with an interpretation that you like — he’s adding something personal — a creative element.”
–Michael Jung, Senior Consultant at McKinsey and Company

Looking Beyond the Degree

The conventional thinking of many who make hiring decisions is that graduates from “name-brand” colleges are likely to be more intelligent and better prepared than students who have gone to second or third tier schools.  But, in reality, what the degree may mean is that these students are better at taking tests and figuring out what the professor wants — skills that won’t get them very far in the workplace today.  A senior associate from a major consulting firm told me that recent hires from Ivy League business schools were constantly asking what the right answer was — in order words, how to get an “A” for the job they were doing — and were not always very adept at asking the right questions, which was the single most important skill senior executives whom I interviewed identified.
So what does this mean for the interview process?

First, listen carefully for the kinds of questions the applicant asks.  Are they probing?  Insightful?  Do they suggest that the applicant has really prepared for the interview by trying to understand your business?  Do you feel as though you or your company are being interviewed?  If so, that’s a very good sign. 

How a perspective employee asks these questions matters, as well.  Does he or she listen carefully and engage you in discussions?  Is the potential new hire both interested and interesting?  In addition to the ability to ask good questions, senior execs told me that the ability to “look someone in the eye and engage in a thoughtful discussion” is an essential competency for working with colleagues and understanding customers’ needs.

Finally, perhaps the most important question you might ask is, “what do you want to learn or how do you want to grow in this job?”  This question is essential for two reasons: First, the quality of the answer will tell you how reflective this individual is — and how intentional he or she may about his or her own development.  More than any specific skill, individuals must want to learn, grow, and improve continuously to be successful in today’s workplace. 

Motivating the Millennials

The second reason why this question is important goes to the heart of the problem of how to motivate new hires to do their best.  In asking the question, “how do you want to grow,” you are signaling to a prospective employee that you and your company are committed to developing the talents of your workers.  Many employers worry that this generation lacks a work ethic.  But in my research, I have discovered that this generation is not unmotivated but rather differently motivated to learn and to work.  Above all else, they want opportunities to be challenged and to make a difference.

Describing the different work ethic of this generation, Ellen Kumata, who is managing partner at Cambria Associates and consults to senior executives at Fortune 200 companies, told me, “They don’t see coming into a company as being a career experience.  They don’t want to climb the corporate ladder and make more money and please the boss.  And so you can’t manage them the same way — you can’t just put them into a cubicle and expect them to perform.”  Tracy Mitrano, who manages the Office of Information Technologies at Cornell University, agreed: “You have to make the work more interesting and allow them to work in different ways.  They are prepared to work just as much and just as hard — but not at a desk 8 hours a day.” 

Andrew Bruck was finishing a law degree at Stanford when I interviewed him last year.  “We want to feel ownership.  We have a craving for an opportunity to do something really important,” he told me.  “People in my generation have been in a constant state of training.  Now they’re excited to go do something.  The more responsibility you give people, the better they produce . . . There are more and more recent law school grads who are willing to take a lower salary in return for an opportunity for more meaningful work.”

Ben McNeely, a journalist, described to me the difference between his former employer and his current one.  “At the paper where I worked previously, the publisher would kill stories if they portrayed an advertiser in a negative light.  At the paper where I work now, I have an opportunity to contribute something in a growing community.  I was brought in to cover the new bio-tech research campus under construction nearby, where the Canon towel factory used to be, and to cover health care issues, as well.  I have support from the editor and publisher who both have strong journalistic ethics.  I like it that the editor pushes Windham, who us to dig deeper.”

Carie Windham, who graduated from college in 2005, told me about the best boss she’s ever had.  “He asked me where I want to be in 10 years.  He talked to me about creating the experience I want to have.  He understood I wouldn’t be there forever . . . Mentoring is a huge motivational tool, someone showing an interest in you and giving you feedback.  We want to feel we have a creative, individual role — that we’re not just working on an assembly line.  We want to feel like we have ownership of an idea.” 

Hiring the right talent, then, is only part of the problem employers face today.  Equally important is how businesses create challenges and learning opportunities that motivate the Millennials to do their best.  Google, which had more than one million applications for 5,000 jobs in 2006, is the number one pick of a place to work for many of the Millennials.  Listening to twenty-two year old Matt Kulick talk about his work, one begins to understand how profoundly many companies will have to change in order to attract and retain the best talent: ”First, they (Google) share ideals that I believe in — open source software.  And their products are solving important problems for people — doing good in the world.  I believe in what they’re doing — these values are very important to me.  I wanted to help out, to make a contribution.  The second reason I came to Google is because they give me the resources I need to accomplish major things that will really make a difference in world.  The third reason is the responsibility they give you from the day you start.  It is a winning combination.  It makes me happy to go to work every day.”

©2008 Tony Wagner

Author Bio
Tony Wagner is co-director of the Change Leadership Group at the Harvard Graduate School of Education.  His most recent book is The Global Achievement Gap: Why Even Our Best Schools Don’t Teach the New Survival Skills — And What We Can Do About It (Basic Books, 2008).

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A short introduction and student testimonials for Law Postgraduate courses from the Faculty of Arts and Human Sciences at London South Bank University

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Tony Wagner can be reached through his website: www.schoolchange.org

HOW TO CHOOSE YOUR CAREER ?

BY PROF. M.S.RAO, ACADEMIC GUIDE, ICFAI UNIVERSITY, INDIA

After completion of the tenth standard, the students in India are confronted with what kind of stream they should opt for in 10 plus 2 (Intermediate). Is it commerce, science, arts or computers etc.? At the age of approx. 15 years itself students start thinking, which stream to follow? At this stage, they may not be able to decide and hence they leave their career choice to their parents to decide. The parents look at the pulse of the market and the present potential and trend in the job scenario and they advise their children to opt for a particular stream. This is the way career choice is made indirectly in the initial stage in India. Is it justified to thrust upon their children? If not, then what should be done?

It is necessary to look at the aptitude, attitude, abilities and awareness of the child and then proper choice should be made. The parents should study the progress report and find out the areas where the child is weak and strong. After weighing thoroughly his past and present performance then the choice should be offered and the child should be counseled accordingly. If this happens then the child takes interest automatically and without any external initiative from parents he will study and pass the examinations.

CHOOSING THE RIGHT CAREER:

Usually the students go for conventional careers where the risk is minimal and nominal. The conventional careers means not swimming against the current but rather sailing with stream and trend. For instance, there is an excellent trend towards engineering, medicine and management profession these days. It is mostly because of availability of plenty of jobs. Both the students and parents want to play safe by opting for hot cake section. Where as in the unconventional careers the risk is higher and prospects are not clear like fashion designing and entertainment industries. These are the roads less traveled and there will be high risk and high returns. One has to swim against the current. According to American author, Dale Carnegie there are six types of fears human beings face such as fear of criticism, fear of old age, fear of poverty, fear of ill health, fear of death and fear of failure. It is basically the ‘fear of failure’, which is the root cause for not opting for unconventional careers.

SWOT ANALYSIS:

SWOT is the acronym for Strengths, Weaknesses, Opportunities and Threats. It is a powerful tool regularly used by corporate to find out the implications and effects of strategic decision making. And whenever the companies are going for mergers and acquisitions or take overs, then also it is conducted and evaluated by an independent body headed by a person who is known as corporate planner or a strategist. The same tool can be applied vis-a-vis career decision. What are the strengths and weaknesses of taking up a particular career? Whether the student possesses the personal qualities and competencies. If not possessed and the students wants to pursue, he can overcome the weakness by thorough practice and training. Any skill or competency can be acquired if there is will power to attain the same. The cherished career must have wider opportunities so as to minimize and eliminate the risks. The probable threats involved both from internal and external angles should be examined thoroughly. The internal threats arise out of the individual incompetence while the external threats arise which are beyond the reach and control of the individual. One should be able to anticipate and discount internal threats and, overall, one should be wary of threats related to the career.

FALL OUT DUE TO WRONG MOVE:

What happens if an individual makes a wrong move and opts for a wrong career? He will never enjoy his work and he will be in a continuous hell. He will have everything but no mental peace and develop stress levels. In some cases people fail in their careers and they keep doubting their confidence levels. Self-esteem decreases. At the work place they will be subjected to ridicule, laughter, insult and humiliation.

CAREER STRATEGY:

At the age of 15 years the student is not able to decide any specific stream of his choice. Therefore, there should be no stream specialization or deviation just after 10th class itself. Rather it should be postponed to after 10 plus 2 (Intermediate) level. By the age of 17 the students will be mature enough to select the stream of their choice which could be free from family or teacher or parental influence. One can give out his best when one enjoys what he is doing.

Presently people opt for medical and engineering after 10 plus 2(Intermediate) and the career options are limited, as these two are considered professional. If computer or commerce is also made like professional qualification by application of computer or management related subjects respectively, the students will take more interest in those areas also and they can be easily absorbed into jobs. By converting non professional qualifications as professional and the base for professional courses get widened.

ROLE OF CAREER CONSULTANTS:

When the students are caught between the devil and deep sea they can approach the career coach. Now a day there is professionalism around everywhere. Taking the help of career consultants will be of great use. Usually it is the parents who provide the career support. If not, then the teacher should provide such support. When students approach the career counselors, they view it from career perspective and can provide right tools and techniques towards right career decision.

CONCLUSION:

Students should know that jobs don’t grow on trees and there is right seed for the right career. Choose a career that is a sure shot passport to your success. In few cases, it is observed that students scale the ladder of success and realize at the end that the ladder is on the wrong side of the wall. The onus lies with parents and teachers to see that the ladder is placed on the right wall. When one gets a job of his choice and spouse of his choice he is said to be the luckiest. Set your priorities rightly based on the life the way you want according to your tastes and temperaments such as your job satisfaction, work life balance, monetary aspects etc., Rank all your priorities in the scale of 1 to 5 from three dimensions, such as personal level, social level and professional level. And choose the career after weighing all the pros and cons. Once the right career decision is made work hard to achieve your goals for ensuring all round peace, progress and prosperity.

T H E E N D

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OHRC.on.ca Students invovled in development of Human Rights 101 eLearning explain how the new learning website works at the launch the website in the council Chamber Boardroom AA160 at the university of Toronto-Scarborough on June 8, 2010 For immediate release Sunday, June 6, 2010 Human Rights 101 eLearning GOES LIVE on June 8, 2010! Toronto – The Ontario Human Rights Commission is launching Human Rights 101, the first in a series of eLearning modules on human rights. Developed with assistance from the New Media Studies Program at the University of Toronto Scarborough and input from community stakeholders, Human Rights 101 users will be able to learn about human rights information from anywhere they have internet access. Created to be accessible to a wide range of users, students, office or factory workers, employers or those new to Canada will be able to get information on human rights history, principles, legislation and policies at the click of a button any time of the day. “In today’s new world of technology, using a computer for communication and education has become part of our daily lives”, says Barbara Hall, Chief Commissioner of the Ontario Human Rights Commission. “I’m very excited to introduce this tool to help people across Ontario learn about human rights and how to take those written rights and make them lived rights.” The eLearning module provides background to modern human rights, the Ontario Human Rights Code, Ontario’s human rights system and the Ontario <b>…</b>

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(The author, Prof. M.S.Rao, is working as an Academic Guide in ICFAI University, India. He takes ‘Guest Lectures’ upon request. He talks over radio and is a professional writer and trainer in soft skills, personality development, and motivation and equity investments. Number of articles has been published in various global websites, magazines and journals. He can be reached at email: profmsr7@yahoo.com).

H.No: 6-18-188, New NGO’s Colony, Nizamabad-503002, INDIA Cell: +91-9949710632