Protect Yourself From Bullying in the Workplace

Protect Yourself From Bullying in the WorkplaceProtect Yourself From Bullying in the WorkplaceBullying can take many forms, but its generally considered to be any behavior that is unwelcome, offensive, unsolicited, or objectionable. It can be physical, psychological, or verbal. Although its commonly associated with the playground and sometimes with the Internet among older youths, it can happen in the workplace as well. It typically manifests in some specific ways, and there are steps you can take to protect yourself. Threats to Personal Standing Common forms of workplace bullying can take the form of personal attacks that seem to have little to do with your job or the workplace environment. It can involve spreadingrumors about someone, or hurtful gossip or innuendo about a coworker. It can include yelling, name-calling, mocking, insulting, or ridicule In face-to-face confrontations. The abuse can become physical when it involves unwanted contact or gestures intended to intimidat e or threaten an individual. It can also involve offensive photos or objects that might be placed on the victims desk, in his locker, or anywhere else where hes likely to come across it. What to Do? Start by Stand Your Ground First, know that the bully will most likely continue with her behavior as long as she knows she can do so without reprisal. It might be difficult, particularly if youre not the assertive type, but you have to draw a line in the sand. Let her know clearly that you dont appreciate what shes doing and youre not going to tolerate it. This might not stop her, but it could. Youre not easy prey anymore. Do it every time she approaches you in a negative manner. You might also throw in a threat of your own If she doesnt stop, youll report her behavior to your supervisor. Document the Behavior You dont want the situation to turn into a he-said-she-said scenario if you do report your bullys behavior, so take care to document his every action. What time did it occu r? When did it occur? Who was nearby and might have seen or heard the incident? Keep a journal or a log so you have documented proof. Take the Matter to Your Supervisor You can take the matter to your supervisor if youre being tormented by a co-worker, but this might make the situation worse if your supervisor reprimands or otherwise imposes some type of punishment against the instigator. Theres also the risk that the bully is just so valuable to the company that no one is going to take steps against him. Your supervisor might be his best friend off the job. But in either case, you should at least try. The situation probably wont be resolved without their cooperation if you cant make the bully back down on your own. If Your Supervisor Is the Problem Its also possible that your supervisor is the problem. Go over his head if possible. In this case, it can be particularly important to keep notes and documentation of the incidents, including the names of those who witnessed them . Those your supervisor reports to are probably not going to be happy to hear this information. They might want it to just go away so they dont have to deal with it...and youll make it easier for them to do that if you jump in with unsubstantiated allegations. They might also take an unfavorable view of you for causing problems- unless you can back up what youre telling them with that documentation and cooperative witnesses. If your supervisor is the owner of the company, or if you get no satisfaction when speaking to his supervisor, speak to a lawyer about possibly filing a complaint with the Equal Employment Opportunity Commission. You might have grounds to do this, but you must report the incidents before you file a lawsuit. You then have only six months to act after notifying your employer of the problem or asking your boss to stop his abusive behavior. Federal Law Theres no specific law against bullying in the workplace unless it occurs due to discriminatory factors, so its important that you know your rights. Many bullying behaviors mirror the definition of a hostile work environment or workplace discrimination. If theyre directed at you by a superior, this might be considered harassment and if your superiors actions are based on discriminatory factors, you might have grounds for legal action. Many areas have free local legal clinics for this type of problem. Spend some time with an attorney and explain whats been happening to you. Find out if the bullys behavior legally crosses a line and where you stand. Ask about other options you might have under the circumstances of your own unique situation. Bullying vs. aHostile Work Environment Title VII of the Civil Rights Act of 1964 makes it illegal for an employer,manager, or supervisor to take certain actions against employees based on their sex, religion, race, national origin, or color. An employer can be held responsible for the actions of management and supervisory staff. Harassment becomes illeg al when tolerating it becomes a condition of your employment- you either put up with it or youre out of a job. Bullying rises to the level of harassment when any reasonable employee would consider the behavior uncomfortable, offensive, or hostile. Some examples and warning signs of bullying crossing over the threshold into discrimination and a hostile work environmentinclude Denying an employee access to resources, assignments, projects, or opportunitiesLittle or no feedback on performanceWithholding information thats essential to performing your jobFailing to invite you or let you know about an essential meetingThreatening job lossExcessive monitoring or micro-managementAssigning tasks that cannot be completed by the deadline and setting unrealistic and impossible goalsInterference or sabotageTreating you differently than your peers and co-workers are treatedExcessive, impossible, conflicting work expectations or demands Inequitable and harsh treatmentInvalid or baseless criticism, faultfinding, and unwarranted blameAccusatory or threatening statementsHumiliation, public reprimands, or obscene language This type of behavior must be repetitive and pervasive to rise to the level of a hostile work environment. It cant be something that just happens now and again. Something that happens sporadically might just be bullying. But bullying by a co-worker can be considered as creating a hostile work environment if your employer or supervisor is aware of the situation and does nothing to stop it. Moving Forward Bullies dont usually just zoom in on one person so its likely that one or more of your coworkers might be experiencing ill-treatment as well. It can help you and them if you offer your assistance based on your own experiences, and particularly if you all band together to push back against the bully. Be a mentor. Consider getting involved to help protect others. And remember, workplaces will be workplaces. In most cases, you have a lot of different personalit ies thrown into one cauldron during working hours. Drama, power struggles, and office politics are often inevitable, at least to some extent. Try to keep yourself as far removed from all this as possible. Concentrate on your own work and excellence, and let people be people.

3 Times When You Must Confront Your Boss

3 Times When You Must Confront Your Boss3 Times When You Must Confront Your BossNo one likes to put themselves at risk of losing their job. Yet, there are times when you, the employee, must confront your boss. The trick is not coming off looking like a combative and insubordinate know-it-all.You also want to protect your relationships for your careers sake, too. We explain the times when confronting the boss is a must. We also explain some ways to handle it, wisely.1. When the boss is dangerously wrong and you know itIn todays business climate, the wrong social media post or actions of a boss can damage a companys reputation for years. This is a time when it is important to confront a boss. You are positive he/she is about to do something that will impact everyones job and the success of the company. For example, expressing an opinion towards a loyal customer in the community that is both public and discriminatory.How does someone know who is right or wrong?Easy. Try the followingGet the facts.Investigate both sides of the story before confronting the boss.Avoid being cocky or self-righteous.Ask yourself if your argument is emotional or logical. Logical arguments are tough to disagree with.It is ok to help your boss see another perspective, as long as you remain supportive and cooperative. Do not become argumentative. Say things like, Let me show you why I am thinking this way.Your argument has got to involve numbers and logic in bestellung to show the true damage that can be done by the boss actions.2. When your workload is too much tohandleNo one likes to feel like a quitter or whiner. However, if things get to be a little too much you have to keep your boss aware of your dilemma. After all, if you cannot achieve goals, the boss needs to know.To avoid sounding like someone just having a bad day, try key phrases to open up a dialogue with your boss like theseMy current workload is demanding so much attention, I may not be able to insert dilemmaWould you help m e prioritize my tasks?Above all, remind yourself you are not complaining. You are trying to achieve a form of balance that is better for the company.3. When your boss is dragging his/her feet and you need resourcesThe boss gave you a deadline, but then at some point stopped providing the resources required to achieve it. The boss believes in taking the initiative and out-of-the-box thinking, but deciding to try something new (or against company policy) will not make the boss happy. You need your boss on this one.The situation is delicate and you obviously do not want to sound like the boss of your boss. You do, after all, have to think about who is really in charge. Right? Try these statements to ease the tension when you are a step away from saying, Hey Boss A little help here, please?I realize you are busy. Do you have a moment to insert?Do you think I can complete the project by this date without insert?Confronting your boss is never an easy thing to do, especially if you know yo ur boss will not take it well. Trying the phrases and ideas mentioned above should assist you in reducing tension and protecting your relationship with your boss.

Ten Common Spelling Mistakes That Could Hurt Your Career

Ten Common Spelling Mistakes That Could Hurt Your Career Ten Common Spelling Mistakes That Could Hurt Your Career By making common spelling errors in your everyday writing, you may be inadvertently leaving employers and co-workers with a negative perception about your intelligence, your attention to detail, or your ability to do the job.However, a quick review of some common spelling errors can go far in redeeming youThere/Their/TheyreThe misuse of these three ja genaus is one of the most common mistakes in the English language. The stimmt there describes a place or an idea. The word their means theres possession or ownership of something. The contraction theyre is just a combination of the words, they are.Example If theyre planning on driving through the storm in their familienkutsche tonight, it might be a good idea to set the extra windshield wiper fluid over there in the back seat.Lose/LooseLose is the opposite of win, so sports teams may occasionally lose a game. The word loos e is used, for example, when a person drops a significant amount of weight and their pants seem larger than normal.A good tip to use for remembering the difference Adding an additional o makes the word physically bigger much like the pants that become physically bigger during weight loss.DefinitelyFor some reason, many people want to add the letter a to this word. Remember this phrase to stay on track There is definitely no a in definitelyEffect/AffectIn most cases, the word effect is used as a noun, which is a person, place, or thing. Affect is a verb, which is an action word. If you are unsure on which way to spell this word, simply replace it with another verb to see if the sentence still makes sense, if it does, the word affect should be used.A Lot/AlotMany people make the mistake of combining two separate words, a and lot, into one word, alot. Keep in mind that there is always a lot of space between an a and its lot.Whos/WhoseWhos is simply an abbreviation for who is. The word whose is defined as a possessive adjective, meaning it is used to establish ownership.Example Whose telephone are we going to use for the conference call?Weather /WhetherWeather includes all things related to the outdoor elements like the sun, rain, and snow. The word whether is a conjunction, and its used to combine one or more alternatives.Example Whether or not something is completed will determine the outcome of all of our projects.WeirdAs confusing as it may be, the age-old phrase, I-before-E, except after C does not apply with this word. Weird, right?Quite/QuietQuiet describes when little noise or activity is occurring. Quite, on the other hand, is an adverb that describes something thats of a measurable extent.Example The break room in back is quiet, but I also noticed it is quite clean today.MisspellTheres likely no other word that is more embarrassing to get caught misspelling than the actual word, misspell.The good news about learning these rules is that once you understa nd them, its likely that it will become second nature to use them correctly. However, as the old saying goes, If you dont use your skills, you lose your skills.Or is it loose your skills?

Past President Played Role in Key Environmental Study

Past President Played Role in Key Environmental Study Past President Played Role in Key Environmental Study Past President Played Role in Key Environmental StudyIn the 1970s, as mora and more municipal waste combustion plants came online in the U.S. and Europe, environmental scientists on both continents began looking at the production of airborne dioxin from the facilities and the potential threat to human health. The dioxin, these scientists concluded, are released from the flues of the waste combustors when waste products made of polyvinyl chloride plastic, or PVC, is incinerated.At the time, Charles O. Velzy was president of anenvironmental engineeringconsulting firm providing technical services to one of the businesses most impacted by the spate of dioxin reports solid waste processing. He was also serving in the leadership of the Societys Solid Waste Processing Division and Research Committee on Industrial and Municipal Waste.Velzy is one of several former ASME president s who gave an oral history to the ASME History and Heritage Committee.View a video clip from ASMEs Oral History with Charles O. VelzyThe dioxin issue first became of concern to ASME at the 1980 Biannual Conference of the division, recalled Velzy, who nine years later was elected the 108th president of the Society. Many members in the division believed the issue warranted in-depth technical discussion. Charles O. Velzy, ASME Past PresidentWhile operators of the facilities were aware of the presence of dioxin emissions during combustion, many were not convinced that increases in the volume of PVC in the waste stream necessarily produced increases in emissions of the toxin.People in the industry were, of course, extremely concerned, as the initial reports lacked a research foundation and supporting technical data to carry out a comprehensive analysis and assessment, said Velzy.Velzy in 1980 chaired an ad hoc committee under the auspices of the Research Committee on Indus trial and Municipal Waste, which was tasked to provide the scope and framework for a comprehensive, science-based study into the dioxin issue. Subsequently, the consulting firm Arthur D. Little was contracted to do a survey designed to gauge the level of knowledge in the engineering community regarding dioxin, resulting in a report titled State of the Art of Dioxin from Combustion Sources.The ASME Research Committee on Industrial and Municipal Waste believed that the Society could provide a service by bringing together all pertinent information scientists understood about dioxin what it is, how it forms, how it is destroyed, said Velzy. This foundational basis would then enable the scientific community to arrive at critical decisions, including how to control the dioxin emissions.In 1995, ASME publishedThe Relationship Between Chlorine in Waste Streams and Dioxin Emissions From Waste Combustor Stacks, an exhaustive technical evaluation compiling more than 1,900 tests of dioxin emis sions from 169 waste-to-energy plants, cement kilns, biomass combustors, and medical waste incinerators from diverse locations around the world.In carrying out the tests, engineers fed chlorine in the waste stream, and then measured the combustion emissions to determine a possible causative link between the chlorine content and the formation of dioxin in the flue gases. Eighty percent of the facilities in the study showed no statistically significant relationship between chlorine input and dioxin the authors stated The hypothesis that fuel chlorine content and combustor flue gas dioxin emissions are related was not confirmed by the data analyzed in this study.While the study was issued five years after Velzys term as ASME president, the engineer from Illinois played a major role in laying the foundation for key studies, beginning in 1980 and continuing to his ASME presidency in 1989-1990. Velzy, in the oral history, looked back on a research endeavor that was time-consuming, challen ging and, at the same time, very exciting.It also provided lessons. The public does not understand the critical role of sound scientific and engineering analysis to assess oftentimes misconceived notions of environmental damage brought by certain technology, said Velzy. The dioxin project demonstrated that there is a correct approach to dealing with environmental issues, one that is based on sound engineering.Read more about Past President Played Role in Key Environmental Study The copyright of this program is owned by ASME.

Classified Information About Differences Between a Cv and a Resume Only the Pros Know Exist

Classified Information About Differences Between a Cv and a Resume Only the Pros Know Exist In Europe the term CV has become the most common, but the true format fluctuates based on the work type youre applying for. So make sure your resume is tailored made in accordance to the requirement of the position. Maintain a check on the format that you select too. With all these formats used in different job proposal and in the many organizations, it gets really hard to differentiate between different formats. The Resume is really the most frequent document type. CVs should not be specific to every position that youre applying for. You might want to translate your CV. A CV is an extremely descriptive document about the subjects career and it might run for over a few pages. Curriculum vitae have become the most popular document required by applicants in the work application. A suitable CV format is perfect for the post youre applying for. Regardless of whether you take advantage of a CV or resume, you have to thoroughly edit your document. It is most important if writing a resume, but additionally, it applies to CVs. Whats Truly Going on with Differences Between a Cv and a Resume At length, it ought not be identified as a similarity since it ought to go without saying. While filling in the facts of your resume, you must keep omitting the older information to help keep the focus on the present ones. You should also create a list of the explanations for why you applied. The primary reason why resumes arent long documents is because they arent intended for the reader to dwell on them for lengthy periods of time. There are a few ways to gather your CV, and youre able to have a look at our Resource Library on 12Twenty for templates and mora details. Although it isnt uncommon for resumes to have references included, its more common for CVs to come with an extra page of reference details. Whether youre building a CV or a resume, you have to make sure t hat youre focused and acute in elaborating your abilities and qualifications. The absolute most important objective of a resume is to allow the candidate stick out from the competition. All the essential information regarding your career needs to be included here. Quantify your accomplishments wherever you may. A common CV for someone in the early phases of their graduate school career might be 2-3 pages, but for a seasoned researcher, it might be 10 or more pages. If youre a recent graduate with minimal or no expert history, you would begin with your education and list any relevant internships or apprenticeships. For instance, in CV, if youre asking for work in education, you might want to place your teaching experience in addition to the CV. In a CV, for instance, if youre asking for work in education, you may want to tischset your teaching experience at the summit of your CV. Whispered Differences Between a Cv and a Resume Secrets A CV, however, will stay more or less th e exact same for each application because it has all your potentially relevant details. A CV is significantly more than a career biography. A CV wont contain an objective and wont have a narrative profile. A CV should demonstrate a chronological order of the entire career of the individual. Its easy to understand if its necessary to submit a resume or a CV. A CV is normally written when youve got to describe your entire life. A CV isnt a resume, and a resume isnt a CV. The CV is a more sophisticated summary of your educational, professional, and individual accomplishments. The rest of The items are based on the demands of the jobs youre interested in and your unique strengths. The differences arent always apparent. They can be tricky to understand, after all, they share a lot of similarities at their core. So, here are four important differences that you ought to understand before you even consider touching copy-paste. What You Dont Know About Differences Between a Cv a nd a Resume Many work in the public service or academia will take a comprehensive CV to be submitted as a member of a work application. Most resumes are one page and supply a short, compelling breakdown of why your experience is perfect for the job. CVs are typically one or two pages long and tailored to the particular job that youre applying for, ensuring your experience and skills matches the requirements set out in the work description. In summary, individuals are expected to submit either a CV or resume when applying for work. CVs are frequently used to apply for jobs outside the United States of america. Outside the United States, they are much more common. In the example of job applications in the usa always send a resume except every time a CV is explicitly requested. In the uk and Europe, the CV is a more prevalent format. In Europe most recruiters would rather have a short CV that isnt difficult to scan and suited for the work type. Resumes are employed in the usa , Australia and Canada.

3 Ways Human Resources Can Contribute to the Bottom Line - Spark Hire

3 Ways Human Resources Can Contribute to the Bottom Line - Spark HireIn every company, there are 2 departments ausverkauf and marketing, and all the rest. The marketing department drives units and revenues. The other departments are to run as efficiently as possible. Their primary goal is to save money, and every dollar saved is used to allow sales and marketing to advertise and sell more units. The only department elendlage asked to come up with creative ideas to save money is human resources.Those days are over. All departments are being asked to contribute to the bottom line. In the past, the mere mention of such a thing to human resources was thought to be taboo. How can you decrease what you spend on recruiting? How can you eliminate background checks? How can you more effectively change the timing or availability of new hires?You cant. But there are 3 things you can look into that may impact your bottom line.Provide training only where neededIf you hire an experienced candidate , do you have to train them on everything? You should have the candidate complete an assessment, and train them only where there is a deficiency. By doing this the delta between hire date and productive day will shrink. The faster you get them generating sales the more incremental sales you make. This is a win-win.Hire for later not nowThis will be the most difficult to execute but will definitely be the most beneficial if you can. On the surface it looks like over hiring, but its much more than that. Over hiring is hiring the person with the most skills whether those skills align to your needs or not. When hiring for later, you are consciously hiring a person who has skills you need now and later. So, for example, you are looking to hire someone for door to door sales now but know you will be hiring for retail sales later then your hiring team will be on the lookout for someone proficient at both. By doing this, you are effectively building your own bench.There are some disadvantag es to doing this. You may have to pay your new hires more than you normally pay them. Also, your long term plans may change, and with it change your employee profile. But the old adage says better to have it and not need it than need it and now have it.Poach from winnersIts not enough to poach people with experience. If not careful, you may poach someone who is a bad long term fit for your team. Your best bet is to poach someone who works for a successful company. It may sound like a no-brainer but typically hiring teams look for experience not the company that they came from. A winner with a bag full of ideas that are proven to be successful may be a shot in the arm for your company.The right moves by your H/R team may be the engine that drives your companys revenue, cash flow, and stock value.About the AuthorStephen Thomas is an Executive with 27 years of experience. He currently has over 1,000 employees, and has conducted hundreds of interviews for candidates at all levels of an organization. Thomas currently writes articles on careers for the Chicago Examiner. Thomas writes out of his passion and desire to help leaders tap into their visionary talents and make good companies great.Image Santiagp Cornejo/BigStock.com

Why we need more inefficiency

Why we need mora inefficiencyWhy we need more inefficiencyA few months ago, I attended an unusual conference.As an academic, Im used to conferences with the usual formula one panel after abedrngnisher where three speakers each have 20 minutes to showcase their latest publication while the audience members twiddle their thumbs and await their turn to offer opinions disguised as questions during the QA period.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreBut at this conference, there were no panels. No speakers. No QA periods. The conference consisted entirely of small breakout sessions where attendees were asked jarring questions like Whats the one thing you believe that other people think is weird?I do a lot of weird things, but when I got this question during the conference, one jumped to mind I still get Netflix DVDs in the mail.Yes, you read that correctly. The Varol household is the only one I know in streaming-obsessed America where DVDs still arrive in little red envelopes.Im a productivity nut, and I realize ur Netflix DVD subscription is spectacularly inefficient. From the moment I add a movie to our queue, it takes 2-3 days for it to arrive in the mail. If I wanted, I could rent the same movie on iTunes or Amazon in 2-3 minutes.But finding the movie on iTunes removes one crucial part of the movie rental process The anticipation.I love everything that precedes the arrival of a Netflix DVD in the mail The process of finding it online, adding it to my DVD queue, and eagerly waiting for its arrival. Spotting a red envelope in our mailbox brings an inexplicable smile to my face. I open the envelope like a new gift, pop the DVD into my DVD player (yes, I still have one of those), and enjoy the show.Heres the thing The more instantaneous the gratification, the less we value it.Anyone whos planned a vacation knows The anticipation can be more pleasurable than the exper ience. You get more joy out of daydreaming about the possibility of uninterrupted beach time, with your toes in the sand, the latest Dan Brown novel in your hand, and a frosty cocktail with an umbrella next to you- as opposed to experiencing the actuality of delayed flights, crushed expectations, and bouts of food poisoning. Pleasure disappoints, as Sren Kierkegaard said, but possibility never.This is partially why vinyl is making a comeback. Yes, you can simply say Alexa, play I Cant Get No Satisfaction by the Rolling Stones. Or you can walk over to your shelf, select the limited-edition vinyl, carefully remove it from its case, place it on your turntable, lower the tonearm just so, and let the player start spinning out its own crackly version of one of the best rock songs of all time.Dont get me wrong Efficiency has brought tremendous value to our lives. Im not about to give up Spotify, Amazon Prime, Lyft, or numerous other modern services that make my life easier.But when we take our obsession with productivity too far, the activities we enjoy lose their meaning. We end up optimizing and automating away the joyful and pleasurable moments of our lives.Its no wonder that we cant get no satisfaction.There are numerous people- most notably, Elon Musk- whore preaching the dangers of artificial intelligence. Their fears may be well-founded, but we forget the other side of the coin The danger of computers becoming like humans is not as great as the danger of humans becoming like computers, asKonrad Zuse, who built the worlds first programmable computer, purportedly said. The world may be driven by efficient microchips, but we dont have to behave like one.The remedy doesnt have to be dramatic. Dosomethings the slower, inefficient way. Get your DVDs in the mail (or better yet, go in person to a video store, if one still exists around you). Send a postcard instead of an email. Skip the Postmates order and go to a farmers market to pick the ingredients for your dinne r. Buy a book at a bookstore instead of downloading it on your Kindle. Take the longer path home the next time you walk your dog.In a world obsessed with moving faster and faster, inefficiency might be the most subversive- and fun- thing you could do.This article first appeared on OzanVarol.com.Ozan Varol is a rocket scientist turned law professor and bestselling author.Click hereto download a free copy of his e-book, The Contrarian Handbook 8 Principles for Innovating Your Thinking. Along with your free e-book, youll get the Weekly Contrarian - a newsletter that challenges conventional wisdom and changes the way we look at the world (plus access to exclusive content for subscribers only).

Army MOS 68D Operating Room Specialist

Army MOS 68D Operating Room SpecialistArmy MOS 68D Operating Room SpecialistIn the Army, an operating room specialist helps nursing staff prepare patients and the operating room for surgery. They also assist medical staffduring surgical procedures. These soldiers arent required to have medical school or nursing school training before applying to this job, but should be able to handle all aspects of working in a surgical environment. Its not for the faint of heart, but can be a rewarding job, where youre involved in life-and-death situations. The Army categorizes this job as military occupational specialty (MOS) 68D. Duties of Army Operating Room Specialists These soldiers are responsible for preparing and maintaining sterile medical supplies and special equipment for Army medical treatment facilities. In addition to prepping patients and operating rooms, which includes keeping equipment sterile and storing medical supplies, operating room specialists perform operating room scrubs , position specialized equipment and supervise subordinate personnel. Training for MOS 68D Like their fellow soldiers, Army operating room specialists spend 10 weeks in basic combat training (otherwise known as boot camp) and 19 weeks in Advanced Individual Training (AIT) at a major military hospital for residency training, which includes on-the-job instruction. Youll learn the basics of emergency medical treatment, basic nursing care and receive in-depth training of menschenwrdig anatomy and physiology. Soldiers in this job also learn the basics of minor surgical procedures, proper clinical laboratory procedures and methods for diagnosing diseases. Possible AIT locations include Fort Sam Houston, TXFort Gordon, GAMAMC, Tacoma, WATAMC, Honolulu, HIWRAMC, Washington, DCFort Bliss, TXFort Hood, TXFort Belvoir, VAFort Jackson, SCFort Leavenworth, KSFort Bragg, NCFort Campbell, KYFort Carson, COFort Stewart, GA Qualifying for MOS 68D If youre interested in this Army job, youll n eed a score of 91 or higher on the skilled technical (ST) area of the Armed Services Vocational Aptitude Battery (ASVAB) tests. There is no Department of Defense security clearance required for this role. However, normal color vision (meaning no colorblindness) is a requirement. Prior medical training or certification is not required for soldiers seeking this job, but any such experience likely would be helpful. The most important traits for Army operating room specialists are the ability to remain calm under extreme pressure, and the ability to work in a fast-paced, high-pressure environment. For obvious reasons, you must be able to tolerate the sight of blood (and other bodily fluids) if you want this job, and you should be free from chronic or recurrent skin infections or allergies, especially when handing antiseptics, disinfectants or other cleaning agents. Similar Civilian Occupations to MOS 68D The skills youll learn in this job will serve you well in the civilian workplac e. Youll be qualified to work as a surgical technologist in a healthcare center or hospital operating room. Be sure youre up to speed on any local or state licensing required for a surgical tech job where you live. Surgical technologists are some of the highest-paid medical personnel without medical school degrees.

How to negotiate through your next performance review

How to negotiate through your next performance reviewHow to negotiate through your next performance reviewWith performance reviews around the corner, I wanted to write a how-to post on negotiating. If you think about it, were negotiating on the job all the time. Whether were asking for the big promotion, the funding to attend a training or conference, or to take a vacation during busy season, were in more bargaining situations than we realize at work. Women, in particular, need as many negotiation tools as possible, given that were still paid less than men for equal work, and dont have a critical mass. Therefore, equal decision-making authority, at the top of companies.Consider the following strategies the next time you enter a negotiation at work. And remember, real-life practice is the very best preparation for negotiatingFollow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreDo your homeworkBefore a negotiation, take the time to organize yourself from an informational standpoint. Write out why you are negotiating for whatever it is, and the reasons for it. Then begin to assemble any supporting research. The more relevant research you have, the better you will feel about your argument and the more compelling your case will be. So if you were going to ask for an assistant, for example, you might do research within your company to landsee what the standard criteria are for hiring an assistant. How many people does an assistant typically support? How senior does one have to be to have an assistant? What kind of revenue does a department have to produce in order to justify having an assistant?You can also do benchmarking outside of your company. Investigate how your competitors configure their work units and the employment of assistants. Outside of supporting research, you could think about how an assistant could help your team add or create new value for your organization. Many e mployers think of value in terms of numbers. So, is there a way for you to quantify the value and contributions of what you are negotiating for? Get familiar and well acquainted with this research, as mastering your data will help you be more creative and improvisational on the spot.Keep your coolIt is worth notlageing that walking into a negotiation without having done preparation or review of the issue at hand can be disastrous, as can spontaneous or emotion-driven negotiations. The better prepared you are in terms of the facts and your demeanor, the more successful you are likely to be. One strategy for keeping your emotions in check is to be prepared, perhaps even over-prepared, for a negotiation from an informational standpoint.I recommend striving for a composed balance between energized and relaxed. Negotiations can feel confrontational to many women. Filling yourself with positive, empowering messages in advance of the negotiation can do you a major service. Above all else, decide that you have a place at the negotiation table and a right to ask for what you want. If you become fearful, remind yourself of what prompted you to ask for the negotiation in the first place. Separate for yourself the person you will be speaking with and the problem you are trying to solve they are not the same. You can boost yourself up emotionally by dwelling on your strengths and abilities. Concentrate on several of your past successes to increase your confidence and optimism. I also encourage you to invite a trusted friend, partner, classmate, mentor, or colleague to role-play the negotiation with you in advance.Use strategic questioningWhile you are negotiating, use the technique of asking questions, preferably open-ended questions, which can be very powerful. These questions open up dialogue and can even buy you more time if you need to gather your thoughts. These questions, some examples of which are shown below, help guide and move the conversation along. Can you expl ain how you arrived at that solution? How are decisions like these determined? Are you willing to negotiate that point? What is keeping us from coming to an agreement? How could I help you feel more comfortable with this request? What is most important to you? Can you explain why? How can we move forward? How can we best . . . ? How can we make this work for both of us? Is that the best you can do? What is the cost of us not coming to an agreement?Remember that silence is your friendSilence, though not something we are well accustomed to in American culture, can be one of the greatest negotiation strategies at your disposal. When we are silent, we are not over-promising or under-selling in ways we will later regret, instead we are giving ourselves the precious gift of time and space. Silence affords us the luxury to contemplate our next move during a tricky or emotionally draining negotiation. While it can be tempting to fill in gaps in conversation, it is important to find ways to practice and get comfortable using silence.Silence can have an effect on others as well for one, it tends to make people uncomfortable. It can make your counterpart share information, restate their position, or try to guess what your position is. Each of these attempts to break the silence put you in a more favorable position. The strategy of silence is especially important for women to use since they may be tempted to accommodate their counterpart, fill a conversation void, or not want to seem difficult or withholding. The next time you are in a negotiation situation, experiment with being quiet rather than speaking up right away or thanking your counterpart. Silence can give you power, as well as valuable time to process the bargaining conversation. Using silence can feel awkward at first, so I urge you to practice this technique before a negotiationTake a win-win approachOutside of asking powerful questions and using silence well, I recommend that you look for a way for both part ies to win. One of the women executives I interviewed on this subject, Roxanne Spillett, President and Chief Executive Officer of Boys and Girls Clubs of America, advised, Look for a win-win in relationships and negotiations. Every time you think theres a win-loss situation, look for ways to make it mutually beneficial. It is always better to leave something on the table in a negotiation than to walk away with everything. This is a pretty important practice as a leader. Coming up with creative solutions and concessions can certainly show your willingness to get to common ground in a negotiation.Use questions to understand your counterparts needs. Reiterate those needs and look for a way they can be met, preferably without your conceding something. If you must concede something, negotiate to get something else back. Since women are adept at reading body language and nonverbal communication, I recommend leveraging that skill to interpret cues such as discomfort or concern.This article originally appeared on Be Leaderly.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people