Stress may be shrinking your brain it turns out

Stress may be shrinking your brain it turns outStress may be shrinking your brain it turns outWell this is a bit stressful. A new study published in Neurology links cognitive decline and impaired memory later in life. Plus, stress may literally be shrinking the size of your brain. Permission to have a freak out now.The study looked at over 2,000 healthy, middle age people and found that those who had higher levels of the hormone cortisol (AKA the stress hormone) tended to perform worse on memory tests and had a smaller brain volume compared to those with normal levels of it. And the researchers tended to see this more with women.However, it should be noted that the authors of the study want to emphasize that stress does not cause brain damage.Right now all we can say is A is associated with B, we cant really say anything about causality, saysSudha Seshadri, a professor of neurology at the University of Texas Health Science Center at San Antonio and senior author on the study.The issu e is your brain is especially vulnerable as compared to other organs, says K eith Fargo, who directs scientific programs and outreach for the Alzheimers Association. The brain is a very hungry organ. It requires an outsized amount of nutrients and oxygen to keep it healthy and functioning properly. So, when the body needs those resources to deal with stress, theres less to go around to the brain.This is a little alarming but on the other hand you can have your shrunken head costume all ready for next Halloween.

45% of people would rather clean the toilet than figure out their benefits

45% of people would rather clean the toilet than figure out their benefits45% of people would rather clean the toilet than figure out their benefitsTired of TPS reports and pointless office busywork that goes on and on with seemingly no reward but a broken printer blinking the words PC load letter (what does that mean?) So are 80% of office workers, who say they need most of the work they do to be meaningful, according to a new survey.In the recent Quest for Meaningful Work survey, an online survey of 2,001 office workers conducted by cloud-computing company ServiceNow, it welches discovered that almost twice as many workers would ask their boss for more meaningful work (64%) than ask for a raise (34%).Nearly 60% of office workers wished that their work was more meaningful defined as work that feels like it contributes to a broader goal. Also, workers were so fed up with menial tasks which they estimated ate up 40% of their workweek that a large percentage would rather perform irr itating and frustrating everyday tasks instead45 percent would rather clean their bathroom than figure out HR benefits37 percent would rather be stuck in traffic than troubleshoot a broken printer by themselves36 percent would rather stand in line at the DMV than troubleshoot an IT issueMenial, boring work made office workers feel like they were wasting their time (47%), bored (47%), unmotivated (44%), and stressed (34%).More meaning, less moneyWorkers were willing to make changes and sacrifices to get more essential work. 52% would give up a $1,000 pay raise in bestellung to do more purposeful work.While people did not expect the menial nature of their work to change, 83% of workers said it was important that their employer had plans to give them an assist in doing menial work.Employees today want to know that they are realizing their full potential at work, and companies need employees to be their best. Creating digital workflows that make routine work easier, simpler and faster f rees up people to focus on the more challenging, essential and fulfilling aspects of their jobs, said Pat Wadors, Chief Talent Officer at ServiceNow, in a release.Employees engaged in meaningful work is another way of saying that a workplace has high employee engagement, a sign of health that promotes employee retention. An office full of employees feeling disconnected from their work due to its menial nature is not only bad for morale, its bad for employee engagement, a major issue of this brde year that will certainly continue into next.

Neoliberal myth of the superhero businesswoman holds all back

Neoliberal myth of the superhero businesswoman holds all backNeoliberal myth of the superhero businesswoman holds all backWeve read the stories and seen the figures. We know that women are still underrepresented at the decision making table. We know women across professional fields get paid less than their male peers for doing the same job. We know about the MeToo movement. Yet, those who call for structural reforms are still often dismissed as whiners or unreasonably demanding.This could be partly due to the pervasiveness of neoliberalism and post-feminism.Traditionally understood as the political and economic school of thought that promotes privatisation, deregulation, and the withdrawal of state support, neoliberalism has extended its sway beyond socioeconomic policies. It increasingly leads us to see all human life in entrepreneurial terms. Individuals are assumed to be free from any external pressures or constraints. They are held personally accountable for their progress, regar dless of their circumstances.Post-feminism is a complex entanglement of feminist and anti-feminist ideas. It celebrates womens newfound power, advances and choices, while suggesting that women have already achieved gender equality and therefore no longer need feminism.The neoliberal and post-feminist ethos, which endows women with total agency and fetishises personal responsibility, potentially prevents us from recognising discrimination. Issues of inequality can end up being seen as a purely personal matter, the outcome of poor choices or a lack of initiative.How we talk about womenIn my recent linguistic research, I examined newspaper and magazine articles as well as radio shows to assess what messages they are sending out about women and work. Focusing on career advice and interviews with professional women, I found that the rhetoric of autonomy, choice and individualism was everywhere. Women are repeatedly told that they are architects of their own careers. While empowering on t he surface, such neoliberal and post-feminist notions require women to improve their situation without challenging the status quo.Gender bias is often implicitly or explicitly denied. As one former government minister tells her readers in a magazine interview Gender is not an issue. High-achieving professional women are frequently brought on to show how women have made progress in the professional domain. As a director of a consulting firm puts it in one magazine, If she can do it, so can I.The details of how unterstellung women actually achieved their success, meanwhile, are often glossed over. For example, how were they able to afford expensive quality childcare? What strategies did they use to avoid being dumped with the office housework. Ignoring the real issues gives the impression of empowerment without acknowledging that class privileges may have helped them to succeed or, equally, that they may have struggled against gendered barriers to get where they are.Paradoxically, wom en are also accused of not making enough effort to break their self-imposed barriers. According to one article, women arent confident. They can be quite the perfectionists. They have to learn to accept criticisms, portray a positive image and believe in themselves.These obstacles to economic success, we are told, should be overcome through ceaseless self-surveillance, self-discipline and self-transformation. Some call this the Lean In imperative, after the popular book on women at work by Facebooks chief operating officer Sheryl Sandberg.The intensity of the entrepreneurial self-work required of women is daunting. Some articles, for example, pressure women to upgrade their knowledge and skills during their maternity leave. Even when sex discrimination is acknowledged, its presented as an opportunity for growth. The recommended response to the gender pay gap is to work that runway as hard as the men. One CEO gave a simpler solution Ask and she shall receive After all, anything can be overcome with drive and a can-do attitude, right?Beyond the individualI disagree. Rather than demand women make personal compromises to succeed in the workplace or patronise them with workshops to improve their communication skills, we should require governments and companies to address and eliminate biases in the system.For example, my study shows clear evidence of the deeply entrenched cultural belief that childcare and household chores are womens work. In one interview, a general manager of a large company laments, while seemingly accepting, that she is the mother, maid and wife. In another, an entrepreneur suggests that women should work at a slower pace or on a part-time basis especially when the children are very young. The contribution of fathers is rarely mentioned. This can make it even harder for women to secure equal opportunities. Offering flexible work arrangements to both men and women and implementing mandatory paid paternity leave are important steps, but we all als o need to do mora to challenge the expectation that women are primarily responsible for family care.And the kind of businesses who offer in-work childcare are generally those who employ middle-class women. Governments need to provide more quality public childcare centres so that marginalised and unskilled women in lower income groups are not housebound and are able to pursue stable, full-time employment. Additionally, studies consistently show that women are not assessed in the same way as men in the workplace due to gender stereotypes. To ensure that gender stereotyping does not drive decision making, companies and institutions could, for example, name-blind CVs as part of their hiring process.The strides that women have made in the public sphere, while a cause for celebration, shouldnt be allowed to lull us into assuming that a world of professional opportunities is open for women. If we wish to build a more equitable future in which women have actual freedom to pursue real choice s and achieve their full potential, we need to rediscover a more political understanding of why they are lagging behind their male counterparts. We need to see that these are structural issues, rather than individual problems.Melissa Yoong, Assistant Professor of Sociolinguistics, University of NottinghamThis article is republished from The Conversation under a Creative Commons license. Read the original article.

Checklist Clean Up Your Web Trail

Checklist Clean Up Your Web TrailChecklist Clean Up Your Web TrailHow to find where your personal information is located ansprechbar.The World Wide Web was created back in 1989. Since that time, it has amassed billions of pages of information from millions of Web sites - many of which probably mention your name, your business and your associations.Whether youre an avid user of social networks or an online novice, chances are good that information about you occupies some corner of the Web. It is standard practice for recruiters and employers to use that Web trail to build a history and profile of potential candidates. Whether youre just beginning your job search or youre many months in, its smart branding to ensure your online presence tells your story as you would wish it told.Lindsay Olson is a partner and recruiter at Paradigm Staffing as well as an expert on using the Web to market yourself and hunt for a job. With her help, Ladders built a printable worksheet in Portable Documen t Format (PDF) to help you examine your online profile systematically and make sure it is spotless before it is seen by recruiters and potential employers.

Find Out Who is Discussing Things to Put on Resume and Why You Need to Be Worried

Find Out Who is Discussing Things to Put on Resume and Why You Need to Be Worried Make certain that your resume contains everything the employer has to be convinced that youre a fantastic match for the position. Even if one isnt required, its generally a great idea to send a brief cover letter together with your resume. Its possible for you to set your contact details in the footer of your resume, but should you do, you must make certain theyre also in the major body of the document. A complete resume includes these sections. Things to Put on Resume You will find a wide selection of resume vorlages on the web or in your pc program. In the event the template isnt inside the correct format alfruchtwein every value of using it. The templates are intended to be a guide to begin, but it must be expanded on to make it your own. Creating impressive maintains using resume design templates is quite a simple and beneficial process which allows you to compose a remarkable resume in an unbelievably limited moment. New Step by Step Roadmap for Things to Put on Resume Your manager resume clearly needs to concentrate on your precise experience and should not be exceedingly generic. If you previously live close to the businesss office, great Low-level jobs Even if you believe that a few of your previous jobs are trivial, 1 expert says they may still help you receive work. If youre asking for an entry-level job in a financial institution, you will have to show that you really, really want it. A persons skill set is comprised of an assortment of personal skills that theyve acquired through education and employment. There are a few professions like finance or healthcare where specific certifications or degrees are necessary to getting the job. Your focus should be on what it is possible to supply to the employer. If you wish to showcase your organization skills, obtaining a tightly structured resume certainly helps. The Number One Question You Must Ask for T hings to Put on Resume You are going to want to tailor your resume to the work description. Possessing the proper important words in your CV will produce a huge difference. Plenty of details Dont worry that you will overwhelm the individual reading your resume with an excessive amount of detail. More information on keywords and phrases are available below. The Bad Secret of Things to Put on Resume Learning how to do a resume when do not have any work experience is far easier if its possible to demonstrate some seasonal or short-term work experience. The more youre able to create interest all around your work experience, the better. Now you need to know how to compose a resume with no experience thats compelling and distinctive, ideal for a high school resume or a beginners resume for teens. Taking the opportunity to work on your resume is critical. Be aware that there might be circumstances when including some of these information proves that youre a very good fit for th e job. List the duties you performed that are definitely the most significant to the form of work youre in search of. You may find below a list of the greatest skills you may put on your resume based on the kind of job which you are applying for. If youre interested in submitting an application for a particular job, review the post carefully and observe the list of skill requirements. What Needs to be Done About Things to Put on Resume If youre searching for a position doing graphic design, photography is an excellent skill to get. If youre not sure youve got the experience to meet the requirements for your fantasy gig, dont manufacture itgo style for tactics to receive it. Capturing a persons attention and making an excellent first impression in only six seconds is no simple feat. Thus it is vital for any candidate gearing up for his dream job to experience a number of content that are already offered. Its also wise to tailor your resume to demonstrate the way your work expe rience specifically meets the requirements of the job which youre applying for. In case you have any part-time work, that will go a ways towards a terrific experience section. There are two methods to use your resume. There are a couple of diverse things it is possible to include, and a couple of formatting tricks, which will help you present yourself in the very best light possible. You might have fixed your LinkedIn profile to get ready for your upcoming job, and thats fantastic. Now youre networking and building contacts in the business Usually its sufficient to include a couple of testimonials in your resume. The info above should explain to you how sample manager resumes are best structured, to find an bewerberinterview and find that job.

Categories of Passive Employees How Passive Are They Really - Spark Hire

Categories of Passive Employees How Passive Are They Really - Spark HireAs previously discussed on this blog, a passive employee is one that, while not currently seeking new employment, is open to a new opportunity. This pool of passive employees is considered to be large, with almost 80% of todays working professionals falling under the broad term of passive job seekers. For recruiters, passive employees are both a great candidate pool and a difficult resource to tap.This infographic found on LinkedIn(full size below) breaks down the pool of employees considered to be passive. Turns out, passive employees are not quite as passive as one might think. The infographic simultaneously categorizes passive candidates and shows what opportunities could be available to recruiters.Based on definitions from research by Lou Adler, founder and CEO of The Adler Group, the infographic breaks passive candidates down into tiptoers, explorers, and super passive categories. The data here reveals that the majority of those currently employed, about 44%, fall under the explorers category, or are people who are willing to be approached about a new job though they are not actively seeking one. To a lesser extent there are employed individuals considering a career change and only reaching out to those close to them with the idea. These tiptoers however, about 15% of those studied, are equally approachable if a recruiter or hiring manager welches seeking a new pool of candidates.These numbers should be encouraging to recruiters, because it means that the majority of employed individuals are willing to listen to a new opportunity. Even those who have been on the job for less than a year show overwhelmingly that they would be willing to have a discussion with a recruiter (47%). However, while these individuals are probably interested in listening, theyll most likely need a highly convincing argument to persuade them to move from their current company to your own. A passive candidate has more room to be selective when considering a new offer.LinkedIn suggests in the infographic some advice that is reiterated by many. Foremost, it is imperative to know what a passive candidate is looking for when asking them to leave the comfort of their current job. For many recruiters, the key to this is to listen well and then show them an offer that would fulfill their wishes. And if a candidate turns you down on the first try, it behooves recruiters to stay in touch. This could be through periodic emails or phone calls, via any number of social media sites, or through any other avenue that keeps you on their radar.How would you differentiate between super passive, explorer, or tiptoers? What has proved successful when trying to recruit them? Let us know in the comments below

5 Ways to Avoid the Post-Holiday Productivity Hangover

5 Ways to Avoid the Post-Holiday Productivity Hangover 5 Ways to Avoid the Post-Holiday Productivity Hangover Holidays are a time for family, fun, and celebration but the hangover that comes afterward can cause distractions at work, to the point that 62 percent of companies have reporteddips in workplace productivityduring the holiday season. Some employees even admit to shopping online during work hours in search of gifts and post-holiday deals.While were midway through January, many employees are still having a hard time readjusting to the daily grind. Employers need to strike a balance between flexibility and productivity after the holiday season while keeping morale high.Here are five ways companies can help employees mora effectively plan and manage their time to overcome the post-holiday productivity hangover1. Anticipate DowntimeYour employees will inevitably be taking time off or returning from long vacations. Try to anticipate when youll be short-staffed and how to best a ccommodate this. Collect historical attendance and performance data to pinpoint when during the year your company has traditionally seen productivity downswings and higher numbers of employees on leave. Use this data to create a plan of attack, like staggering vacation days or hiring temporary help.2. Offer IncentivesA substantial incentive might be just the thing your team needs toget back on track.Create opportunities for employees to reap the benefits of their hard work, whetherthats abonus, some extra PTO days for exemplary performance, a friendly sales competition, or something similar.3. Set a Year-End GoalBy the end of 2018, what do you want to accomplish for your business? This needs to be achievable, something every employee can contribute to, and something that can be easily tracked for progress. You can increase employee engagement by empoweringworkers with the knowledge of how they personally contribute to company goals, thus keeping productivity high.4. Be FlexibleConsi der flexible work arrangements work-from-home days, flexible schedules to meet employees in the middle. Odds are employees are trying to juggle family obligations and vacation plans in addition to their usual workloads. Allowing some flexibility can do a lot to reduce stress and keep everyone on track. Even something as small as allowing someone to come in early and leave early can seriously boostcompany morale.5. LeanInto ItIf employees are going to slack off a little anyway, why not put it to good use? Taking the office out to lunch or setting aside some time to acknowledge peoples accomplishments can help keep morale high. No one likes a Scrooge, so bring some cheer into the office. It can even as simple as setting fun personal goals for the New Year, and not just business goals.Raj Narayanaswamy is CEO of Replicon.

Fundamental Roles of Air Force Cyber Surety Personnel

Fundamental Roles of Air Force Cyber Surety PersonnelFundamental Roles of Air Force Cyber Surety PersonnelCyber Surety personnel are the IT specialists of the Air Force. They do all the things a civilian IT specialist does monitor, evaluate, and maintain systems, policy, and procedures to protect clients, networks, data/voice systems, and databases from unauthorized activity. It includes identifying potential cybersecurity threats and managing security violations. There are specific protocols these airmen are responsible for they manage the overall Information Assurance (IA) program to include communications security (COMSEC), emissions security (EMSEC), and computer security (COMPUSEC) programs. The Air Force categorizes this job as Air Force Specialty Code (AFSC)3D0X3, Duties of Air Force Cyber Surety Specialists This job has a long list of highly technical duties. These specialists conduct IA risk and vulnerability assessments, ensure enterprise IA policies fully support all l egal and regulatory requirements, and ensure IA policies are applied in new and existing IT. A crucial part of this job involves identifying IA weaknesses and making tweaks and recommendations for improvements. This means monitoring policy and compliance and recommending IT security controls. Cyber surety specialists also audit and enforce compliance initiatives, and look into security incidents, conducting IT forensic investigations. And they keep up to date on the latest cybersecurity best practices. Training for AFSC3D0X3 After basic training and Airmens Week, airmen in this job spend 50 days in technical school at Keesler Air Force kusine in Mississippi.After tech school, these airmen report to their permanent duty assignment, where they are entered into 5-level (technician) upgrade training. Once theyve achieved the rank of staff sergeant, airmen in this job are entered into 7-level, or craftsman training. It will include supervisory duties, including shift leader. When pro motedto the rank of senior master sergeant, airmen in this role convert to the Cyber Operations Superintendent and oversee airmen in lower ranks. Air Force personnel in this job can expect to be assigned to an Air Force Base. Qualifying as an Air Force Surety Specialist To be eligible for this job, you need a composite score of 64 in the general Air Force Aptitude Qualification Area of the Armed Services Vocational Aptitude Battery (ASVAB) tests. Since Air Force surety specialists handle a wide variety of sensitive data and information, applicants must obtain top-secret security clearance from the Department of Defense. It involves a background check of your finances and character. A history of drug or alcohol abuse may disqualify you from this job. You also must be a U.S. citizen for this job and have either a high school diploma or its equivalent. High school coursework in advanced math and computer science are not required but are beneficial for this job. If you have experien ce in systems administration, software development, or quality assurance roles, youll be well-prepared for this Air Force role. Testing andquality assuranceis desired. Average Promotion Times for AFSC3D0X3 Airman (E-2) 6 monthsAirman First Class (E-3) 16 monthsSenior Airman (E-4) 3 yearsStaff Sergeant (E-5) 5 yearsTechnical Sergeant (E-6) 10.8 yearsMaster Sergeant (E-7) 16.1 yearsSenior Master Sergeant (E-8) 19.7 yearsChief Master Sergeant (E-9) 22.3 years

Customize this Outstanding High School Teacher Resume Sample

Customize this Outstanding High School Teacher Resume SampleCustomize this Outstanding High School Teacher Resume SampleCreate Resume Professional Goal Look for new challenges in the practice of physics and related bersicht at high school education level.Educational BackgroundFree State University, Boston acquired Masters Degree in secondary education in the year of 1990, physics as the major subject.New York State University, New York acquired Bachelor Degree in Physical Mathematics in the year of 1987.Successful candidate of the Certificate Course of Secondary Education, Boston.Professional Background 1998 to present date Free State Educational Chairman, Physics Department In this place my responsibilities were such as followsWith the due responsibilities as physics instructor, provided the necessary direction to the Physics Evaluation Commission for taking the affiliation by the National Association of Schools and Colleges.Researched and presented the evaluate reports to affiliat ion board. The reports include the details of present and future goals and program with thorough professional development measures.Member of the selection committee for selecting and approving all departmental texts with extended course metaphors as well as revaluating the stuffs. 1994 to 1998 Senior physics secondary teacher of Washington Public Secondary School.Teach the nine to twelve levels in vectors, light and electronics and practical physics.Worked as a member of the syllabus development committee and did lesson plans with thorough text selection.Basketball coach and athletic trainer for sports team comprising with football, baseball and athletics.Customize Resume