WAYS TO SAVE MONEY ON FOOD STUFF.

Tough times are ahead for households under pressure from price hikes in electricity, fuel and food, but there are ways to nip your expenses in the bud. Guidelines to follow ; 1. Buy fruits and vegetables in season, when they are cheaper. Buy from the local greengrocer, farmers’ market, where you get much more for your money as you don’t have to pay for food washing, peeling or packaging. Look for specials. 2. Buy in bulk. For instance, buy half a lamb, divide it and share the cost, Buy boxes of fruits and vegetables and split them – and the cost – with family or friends. 3. Freeze your bulk purchases if you don’t share them. Grate that hunk of cheese and freeze in portions. The same goes for citrus fruits, which are in season now. Lemons and oranges can be squeezed into juices and frozen in portions in your ice-trays or in freezer bags. 4. Freeze food; don’t waste it. Cook fruit or vegetables that are just about to turn and freeze them. Frozen tomato pulp can be used later in sauces and stews; frozen fruit pulp can be used in desserts. You would be amazed at what can be frozen. 5. Cook more than you need , and freeze portions for later. It’s your own convenience food. Make large pots of pasta, stew and soup and freeze into several containers and only take out the amount you need. Angela Day says cooking in large quantities and freeze in small portions works out cheaper and is healthier than ready-made frozen meals. 6. Be frugal with leftovers. Instead of binning them, use as a base for another meal. Leftovers potatoes, for example, can be used to make hashbrown or omolletes. Even save meat , chicken and fish bones and put them in a plastic bag in the freezer and make a rich stock when you have enough. 7. When cooking dinner, cook enough for packed lunches for the family the next day. Taking a packed lunch to work or school can save hundreds of rands (money) a month. Alternatively, during breakfast, make sandwiches or snacks for the family. 8. Grow your own vegetables. Find a corner of the of the garden and plant a variety of salad leaves or tomatoes, which grow well. You can also sow herbs like mint, basil, rosemary and parsley in pots. Freeze excess herbs in ice-trays, as some stores are doing , and freeze any surplus vegetables after cooking them. Alternatively, use the surplus in preserves. 9. Make shopping list for the meals you have planned for the week and stick to it. That way you won’t be tempted to buy unnecessary items. Don’t buy groceries when you are hungry. Be conscious that the area around the tills is packed with items to tempt you to buy what you don’t need. If it’s possible, leave the kids at home so they can’t pester into unnecessary purchases. 10. Buy the supermarket’s in-house brand. They’re few rands cheaper and often there is no difference in quality. 11. Give up your daily caffeine fix from the coffee shops. Take your own in a flask to work, have instant coffee at the office or give up caffeine altogether. You can save up to R15 a day. Take care.

SUCCESS IS A SHORT HOP AWAY.

Use the frog principle; get those major tasks out of the way

first.



Imagine earning more money and garnering greater respect from your superior. Imagine getting things done faster and having more hours in a day to relax and do those things you never seem to fined time for.

By managing your time more effecdtively, you can increase your productivity dramatically- have all of the above , and mnore.

Sounds like is too good to be true? Well it isn't. Not if you follow the principle outlined by Brain Tracy in 'Eat that frog! Get more of the important things done - today!



FIRST THINGS FIRST.

The overriding of Tracy's book is simple;stop procastinating by tackling your most important tasks -the "Frog" - first thing in the morning.This will energise you to such and extent that you will find it easier to move rapidly and effectively through the rest of your work.

"There's an old saying that if the first thing you do in the morning is to eat a live frog, you will have satisfaction- of knowing that it's probably the worst thing you will do all day'.Tracy wrote.

He takes this saying further by comparing it to the task s you do during a day at the office. If you do the most challenging task - the one your are most likely to put off - first , it will have the greatest posative effect on your life, he said.

"Successful effective people are those who launch directory into their major tasks and then discipline themselves to work steadily and singflee-mindedly until those tasks are completed".



TOO MUCH TO DO, TOO LITTLE TIME,

The most important tasks are those that will have the greatest consequences- either positive or negative - on your life and work.Tracy made a point that most of us have too much on our plate and simply don't have time to do everything we suppose to do. For this reason, it is not only crucial to ensure that the most important things get done, but that we do them well by doping them first- when we still have the ewnergy.

"You can get control of your tasks and activities only to the degree that you stop doing somethings and start spending more time on the few activities that you can really make a difference in your life".he wrote.

According to Tracy, the "eat -that-frog" principle is something one gets better at, the more you practice and implementit in it your everyday life, through repetition and practice, to overcome procastination and get your most important tasks completed quickly, you will move yourself onto the fast track in your life and career."



A SET OF RULES.

To make it more practicalk, this principle is embbeded in a set of "rules"- things you need to do and skills you need to aquire to make the frog principle work for you.

One of the most important rules is to write your goals and objectives down before you begin. Tracy said,be clear in what you would like to achieve in short, medium and long term. Know your self and know exactly where you are heading. Begin with the end in your mind.

Another important rule, accordding to Tracy, is to plan ahead. Take a few minutes at the end of the day to plan your next work day.. Make a list of tasks that need to be done, and prioritise them. Then make sure that you start with your top priority when you get to work the next day.

It's also important to know where your talents lie. what your weakness are and at what time of the day you are likely to be most productive. Tasks should be handled accordingly.

IUf a task seems overwhelming, simply "cut it up" into smaller cuncks and take it one step at a atime . Begin with a smaller part of the task to kick off the project and take things from there.Before you know it , the task will be completed.

Tracy said, Make a decision to practice these principles until they become second nature to you. With these habiuts of personal management as a permanent part of your pesonality, your future will be unlimited".

Wild West History: Women in the Old West--Women's History Month

Wild West History: Women in the Old West--Women's History Month

GOOD STRESS, BAD STRESS.

Too little of it will leave you bored, too much can result in health and emotional problems Everyone needs a certain amount of stress to live well. It’s what gets you out of bed and gives you the vitality to do all sorts of things, such as sport and presentations. Stress becomes a problem when there’s too much or too little. Not enough means your body is under-stimulated, leaving you bored and isolated. To find stimulation, some people do things that are harmful to themselves (such as taking drugs) or society (committing crime). Too much stress, on the other hand , can result in headaches, stomach upsets, high blood pressure and even stroke or heart disease. It can also cause feelings of distrust, anger, anxiety and fear, which can destroy relationships. People often feel over-stressed because of some event or trigger. It doesn’t have to be negative (death of a loved one, redundancy or divorce); it can be positive (a new partner , new job or going on holiday). Such feelings can also be acute (death or loss of a job) or chronic (coping with long-term unemployment or a bad relationship). Stress-busters; To cope with stress, many people look to things that are not only ineffective, but also unhealthy. Negative stress-management technique include; • Drinking alcohol; • Denying the problem; • Taking drugs; • Over-eating; • Smoking; You are better off trying; A nap-30 to 40 minutes; A massage –at a professional massage therapist or ask a friend or partner; A hobby- divert your energies into something creative such as acting, playing an instrument, writing poetry or singing; Laughing- it will make you feel and look better; Be gentle to yourself- we talk to ourselves all the time, even though we’re not aware of it. Self talk determines our attitudes and self-image, so change both with positive chart. Time management; Ask any woman what makes her stressed and she’ll tell you it is not having enough hours in the day. We juggle choices, anxious to please family, workmates and friends. But what about your priorities? What goals do you want to achieve- and what’s most important to you? Try these tips; Set aside time to think and write about your life and goals . Writing a “mission statement” can help you work out what’s important to you; what you ‘d like to be and to accomplish. Understand where you spend your time – think about how to prioritise and itemize pressures. Categorise your life in neat important, quite important and unimportant boxes or would a more complex chart suit you; urgent and important, important, but not urgent, urgent, but not important and neither urgent nor important? Review roles- This will help create order and balance. Identify goals- work out a goal in each role for a week. They don’t have to be activities, but can be being more patient with your kids. Organise your week- use a week-at-glance diary or drawing up your own chart. If something prevents you from completing an activity, just fit it in elsewhere or make it the first thing you plan for next week. Evaluate your week- at the end of the first week, take a realistic look at how it went. Enjoy success- no schedule guarantees instant , but remember you’re in control.

COMMON SENSE AT INTERVIEW ROOM

When we refer to something as being "common sense," we usually mean that it is something we think everyone should know. Often, though, it turns out that what may seem like common sense to one person isn't always so to someone else. For example: Veterinarians spend their days around animals, so they might consider it common knowledge that cats sleep about 18 hours per day; hence the reason your vet seems so amused when you bring Muffin in for a checkup, concerned about her inability to stay awake. Similarly, because human-resources professionals constantly screen and interview candidates, what may seem like a common-sense interview tip to them might not have crossed a job seeker's mind. Following are "common-sense" interview tips straight from the experts' mouths. 1. Be presentable Wear a suit that fits, and don't cut corners when it comes to ironing or dry-cleaning, says Monique Honaman, CEO of leadership development company ISHR Group. "I knew one guy who was in such a rush the day of his interview that he only ironed the front of his shirt. Later, during the course of his interview day, it was hot and he was encouraged to remove his jacket and get more comfortable and it was clear that he had cut corners and only ironed the front! He was very embarrassed," Honaman says. Also, while you should always wear deodorant, try to avoid perfumes and colognes. You never know who will be allergic or just downright averse to your scent. "A hiring manager once told me a story of how he didn't select an incredibly well-qualified candidate for a role because she wore the same perfume as his ex-wife," says Danielle Beauparlant Moser, a career coach with Blended Learning Team. "He said she walked in the room and his only thought was how to get her out of his office as quickly as possible." 2. Don't be too early While you should always arrive at your interview a few minutes early, try not get there more than 15 minutes before your scheduled interview time, advises Ben Yeargin, a manager at Spherion Staffing. "[Arriving early] will lead to anxiety on the candidate's part because they have to sit and wait for an extended period of time, and it will lead to frustration on the hiring manager's part because they will feel rushed with the project that they are trying to accomplish prior to the interview," he says. If you find yourself getting to the building earlier than you thought, wait in your car or take a walk around the block until it's closer to your interview time. 3. Know whom you're meeting with "Know the name of the interviewer so that you can ask for that person at the receptionist's desk," advises Cheryl Palmer, president of Call to Career, an executive coaching firm. "It's embarrassing when the receptionist asks, 'Who are you here to see?' and you can't remember. Have this information either in your head or write yourself a note that you refer to prior to arriving in the waiting area," Palmer says. 4. Remember: You are being interviewed as soon as you walk in the door "Most people would never think of the receptionist as being an interviewer, but it's true," Palmer says. "It's fairly common that the receptionist will report back to the hiring manager how candidates behaved in the waiting area. Don't be remembered as the one who ate all the candy out of the candy dish or spoke disrespectfully to the receptionist." 5. Make proper eye contact "One of the most obvious mistakes interviewees make is with eye contact, and it costs a lot of people a lot of jobs," says Barry Maher, who owns a California-based career coaching firm. "Eye contact is simple," he says. "Any given eye contact should last about five seconds at a time. And if there's one interviewer, make eye contact with him or her about 40 to 60 percent of the time. More than 60 percent is intimidating. Less than 40 percent comes off as shifty and perhaps insincere, even dishonest." 6. Eat before the interview, not during it Duh? Not according to Yeargin, who has experienced interview-snacking firsthand. "I was in an interview, no more than 10 minutes into it, and I got called out for two minutes to answer a question," he says. "When I returned, the applicant was eating some sort of granola or other snack bar. Needless to say that individual did not get a job with my company." No matter what the candy bar ads have to say, your hunger can wait. 7. Make sure that what you do eat beforehand does not involve onion or garlic You want to be remembered for your professionalism and outstanding skills, not for what you ate for lunch. Advises Palmer, "Don't eat anything that has a strong odor before the interview." 8. Don't look at your watch Block at least two hours of time for the interview, says Cindy Loftus, co-owner of Loftus O'Meara Staffing. Loftus also advises keeping your schedule relatively clear on the day of the interview, to avoid feeling the need to rush. "Don't create distractions to your interview," she says. 9. Tell the interviewer you are interested Don't forget to tell the recruiter you want the job. "If you truly feel the position is a fit, let them know and tell them you would like to get to the next round of interviews, and be prepared to tell them why," Loftus says. 10. Get business cards from your interviewers -- and use them "Ask for the business cards of all of the interviewers that you have met and make sure you take a second or two to read their card," Loftus says. This will not only be helpful in remembering each person you met with, but will make it easier to send proper thank-you notes and follow up e-mails, which should always be done within 24 hours of leaving the interview.

HOW TO PASS EXAMS – THE SECRETS OF SUCCESSFUL REVISION.

If you’re about to start revising for examinations, you’ll want to remember everything you need to get top marks. Here’s what to do ;

- Obtain the course syllabus from your tutor, and study it. Fact; the majority of students sitting for examinations never read whole syllabus. Results; they cannot revise properly. Tip; internal examinations set and marked by the technikon , universities or colleges do not have formal syllabus. Wise; use topic and sub-topic headings from lectures notes and handouts to build up the full picture.

- Take a sheet of paper for each subject and list the principal topics and sub-topics in columns down the page. Next; use your own symbol system to indicate the amount of ‘interest’ ‘knowledge /understanding’ ‘ease / difficulty of learning’ and ‘importance’ of each. Example; ‘iii’ very interested, ‘ii’ quite interested, ‘I’ not interested.

- Establish your priorities. Beginning; topics with positive symbols for both ‘interest’ and ‘knowledge/understanding’ are a good starting point, as learning these will be the easiest; thus boosting your confidence. Have a trial period of one week to make sure your schedule feels right for you. Then; mix in more topics with negative symbols as your confidence grows. Important; vary subjects and topics to keep your interest going – it’s your enthusiasm that will carry you through.

- Spot the likely examination questions. Internal; pay attention to topics that have been emphasized by the tutor and set during the course. External; in many papers , a core of topics will appear with some variation from year to year. Typical; one topic will be included three or four times in a five-year period.

- Tackle various questions on the same topic- you’ll improve your flexibility and readiness. How; list past exams questions, grouping them by type and emphasis. Add ; any related question raised during the course; plus others you can think of. Tip; check to see which questions occur most frequently on past papers. Try to identify that ‘banker’ question.

- Streamline your course notes. Original; class and book notes, handouts, assignments essays. Cut; to ‘key word revision cards’- brief outline notes written onto postcards. Aim; to use the minimum numbers of words necessary to highlight the key points of a subject. And; ‘spider diagrams’- a visually creative way of remembering important points. How; draw a circle (the spider’s body) in the middle of a page with the topic name written inside it. Add lines (the spider’s legs) highlighting one key points per line. Useful; these can be reproduced quickly at the start of an examination.

- Set clear and specific revision targets and timescale. Bad; ‘I must do it.’ Good; ‘I must do it by the last day of this month.’ Revise tasks that are sufficiently demanding. Verify your success in learning a topic by testing yourself. Example; write an essay under examination conditions- then mark it. Useful; many examinations boards sell past papers and marking schemes. Generate a feeling of accomplishment after learning a topic. It raises your interest and enthusiasm. Personal example; record your revision tasks in pencil on a large sheet of white card and rub them out as and when completed.

TAKE METICULOUS CARE WHEN DEALING WITH POOR PERFORMANCE

How does an employer deal with poor performance on an employee?

The first step is to hold a meeting or counseling session (an informal affair) with the employee. You explain where the employee is falling short and what standard is not being met, and discuss the matter fully to see if the reason for the poor performance can be established.

You may uncover a domestic crisis, such as a pending divorce, or a work-related problem, such as a colleague victimizing the employee. The most important is to establish the cause – if you don’t know the cause, you cannot treat the problem. The problem will not go away unless you treat the cause.
Try to find mutual acceptable way of dealing with it – training may be required or you may have to refer the employee to good divorce lawyer.

All proceedings must be recorded in details. These records will be required if you eventually have to be dismiss the employee and the matter is taken up with the Commission for Conciliation., Mediation and Arbitration (CCMA).
You will have to prove that correct and fair procedures were followed, and you need written records to do this. Remember that in a case of unfair dismissals, the employee only has to prove that a dismissal took place. The employer must prove the fairness of the dismissal.

At the end of counseling session, the employee must be warned of the consequences of failure to improve where such warning is appropriate. Bear in mind that the aim of the counseling session is not to punish employees, but to assist them to recognize and overcome the problem.
There is no rule of thumb regarding how many counseling session are required before dismissal, or how many much assistance or training must be given before dismissal, or demotion to a lower position. This will depend on how many factors such as length of service and extend of employee’s willingness to co-operate.

In the counseling session, you must be specific. It is not acceptable to state that the employee is “not making the grade” or “is not doing the job properly”. The specific problem area must be defined and discussed in details. Be specific about what improvement is needed, what standard are required, in what area and by when.

The counseling process is termed” evaluation, instruction, training or guidance”. If the matter comes to dismissal, then the Code of Good Practice; Dismissal must be applied, as well as your own procedures, if any.
You are obliged to consider whether the employee did in fact fail to meet a performance standard, if he or she could reasonably be expected to have been aware of the required standard and whether fair opportunity was given to the employee to meet the required standard. Most importantly , you must assess whether dismissal is an appropriate (and perhaps the only available) sanction under the circumstances of the case.

Generally speaking, you should spend as much time as is reasonably expected all reasonable opportunity to rectify the matter.
Obviously, if the poor performance is causing major operational problems, you will have to inform the employee that he has only limited amount of time to rectify the matter before further action been taken against him / her..

LESSON FROM THE EAGLES

The eagle is an aerodynamic marvel, a perfect flying machine,
Which can soar higher than practically any bird alive. Airline
Pilots have intercepted raptors at over 25 000 feet – five miles
Above the surface of the earth; Sometimes they fly so high that
Ice forms on their wings. An eagle can dive at speed s of up to
200 kilometers per hours and strike its quarry mid-air, then roll onto its back and
Catch the prey before it touches the ground. An exceptionally
graceful flier, the Golden Eagle hunts with its remarkable vision
five times stronger than a human’s –to locate snakes and mice .

No other bird understands the air currents better than the eagle.
In the mornings, it waits instinctively until the sun has warmed
The earth. As the eagle mounts the wind , it is in control, but the
Thermal provides the power, the lift to enable it to soar higher,in
Effortless flight.

Rything that has ever been achieved started first as an unseen spark
Some one,s creative imagination. Use your imagination to think like
A winner.
When the day ends and all other birds are tired from their constant
Efforts to stay aloft, the eagle glides in for a perfect landing. The
Thermals that bore it so high now return it gently back to earth.

Open your wings: It’s soaring time

It is time to get the big picture of life. We must learn to look
Beyond the horizon. You must believe – and see it in your
Mind- that you can soar. People who learn to use their
imagination flexibly see creatively. You have a rich source of
Ideas and mental pictures that can be developed.
The human brain has two distinct parts. The left is concerned
Mainly with logic and speech- it thinks. The right side is related
To intuition and creativity it knows. It is visual in orientation
And is the side of the brain that we tend to neglect.
Visualization is a powerful tool. Everything that has ever
Been achieved started first as an unseen spark in some-
One ‘s creative imagination. Use your imagination to think
Like a winner.
GUIDELINES FOR SUCCESS

• Seek, see and seize opportunities.
Great chances and challenges don’t always come gift-wrapped.

• Channel your passion into your profession or career.

• Persist and persevere- overnight success is a myth.

• Be inquisitive. Read widely outside of your field.
Ask questions and turn things inside out.

• Be optimistic. Things aren’t always as hard to accomplish
As you expect.

• Learn to get along with people; make them like you.
Respect their opinions and ideas.

• Learn to exhibit more patience than any other person
You know.

• Learn to think problems through.

Don’t give up. If you don’t get the answer
Today, go back to it tomorrow. Discipline
Your mind to the thought that anything given
To you to decide, pre-supposes your ability to
Solve it. Sufficient thought will bring one the
Proper solution in due time.

• Learn to put yourself in the other person’s place/shoes.
There are two sides to every dispute and yours is
Not necessarily the right one. Keep an open mind.

• Life is a challenge- meet it. Life is a duty-perform
It. Life is a gift accept it.

WORK YOUR WAY AROUND (OFFICE) POLITICS

The key is not to ignore it but to be aware of it – and the office troublemakers.

How do you navigate office politics without becoming an outsider?

To put it quite simply; “Nobody exists in an atmosphere where everybody agree.” This according to Professor Allan Cohen, author of Influence Without Power.

The fact of the matter is that if you work in an office with more than three co-workers, chances are that you’ve had a brush with office politics. According to the career guidance company, Professor Resume, office politics are inevitable because people will “attempt to use power to gain favour and influence with management and superiors”.

The trouble is that the disagreements and dissent that come from workplace politics can affect the whole company and decrease productivity and morale.
It is dangerous to completely ignore office politics because there might come a day when you are the victim of an unfair promotion or undermining rumour. The key, therefore, is actually not to ignore it but to be aware of it - and troublemakers – without distancing yourself and become the office outsider.

Handling gossips
Granted, this is easier said than done, especially if you are newly appointed and have yet to make friends.
It is often the case that because the gossip is always looking for an audience, they are also the first to extend the hand of friendship.

The trouble is that gossip have a away of poisoning working relations between co-workers. And even if you are only seen listening to the gossip-monger, , your silence might be construed as approval.
Instead, the key is to make it clear that you are not interested in discussing your colleagues, their performance or personal lives.

If your co-worker starts to discuss any of these topics or complain about a superior, ask them if they have taken the matter up with person involved and inform them that you have no wish to talk about this colleague behind his or her back.

Beware of cliques
Employees gravitate towards colleagues who share their interests and , most importantly their opinions.
Be wary of being pulled into a cliques – before you know it, you might be part of group gossips, malcontents or troublemakers.
Instead, treat everyone you meet with respect and try to align yourself with the moderate groups.

Remain neutral
If a workplace disagreement or argument develops and you are in some way involved, do your best to gather both sides of the story and not to make premature judgments.

Set boundaries
Keep your personal life that – personal. As harsh as this may seem, confiding in colleagues (unless they are close and trusted friends) about your personal problems may come back to haunt you as the information may be used against you.

Keep communication honest
If you have a problem with a co-worker, discuss it with them as soon as possible.
Treat everyone you encounter with the same degree of respect no matter what their reputation in the workplace might be. Remember that many can be as wrong as one , so do not ostracize a certain co-worker just because many of your colleagues do.
No matter what a person may or may not have done, everybody deserves to be treated with respect.

Focus on the job at hand
Safeguard your reputation by striving for excellence in your work. It is also true that your colleagues will mind less the fact that you are not that interested in office politics if they see that you are intent on shouldering your weight.

On the other hand , try to be a team player. Don’t act superior to your co-workers.
Be open for new ideas and be ready to bring your part and share the credit with the people you work with . Few actions invites as much back-bitting and hostility as the employee who ruthlessly climbs his ambitious way to the top ignoring the co-workers who work by his or her side.

How to bounce back from an embarrassing work blunder

Have you ever called a colleague by the wrong name, tripped in the hallway or spilled coffee on your suit?

You can take solace in the fact that you're not alone.

We asked more than 1,300 senior managers to describe their most embarrassing moments on the job. Survey responses ran the gamut from funny faux pas to mortifying mishaps.

For example:



"I conducted a training session with my zipper down."

"While interviewing a job candidate, I fell asleep."

"I said something inappropriate about my boss and found out he was standing right behind me."

"I answered the phone using the wrong company name."

"I sent an offer letter to the wrong candidate."

"I called my boss 'my love' by complete accident."



As the anecdotes above prove, nobody is immune to the occasional office gaffe. The key is to understand how to rebound from blunders with poise and professionalism.

Here are some tips:

Stay calm, cool and collected

It's easy to become frazzled after realizing you've made a mistake. Instead of allowing your mind to run wild with worst-case, "what if" scenarios, take a moment to collect yourself. When your nerves are rattled, the first response that pops into your head may not be the most effective or appropriate. So, take a few deep breaths, maintain your composure and carefully think through your next step.

Face the music

Own up to your "oops" moments. For instance, let's say you're listening to some colleagues gripe about Jen from marketing, who unexpectedly walks by at the very second you weigh in with a critical comment of your own.

While you might be tempted to run from the building or hide in the bathroom until the workday ends, it's better to face the music and make amends. Pretending it didn't happen or avoiding the offended individual only amps up the awkwardness. You're eventually going to have to deal with the hurt feelings you've caused; it's smarter to do so sooner than later.

Say 'I'm sorry' with sincerity

The greatest form of damage control is an authentic apology. Taking responsibility and showing remorse and concern for those you've inconvenienced or insulted diffuses tension.

On the other hand, you'll dig yourself in deeper by making excuses, becoming defensive or playing the blame game. The same goes for feigning regret. When people are upset, they want to know you understand the seriousness of the slip-up and will take steps to ensure it won't happen again. Half-heartedly saying, "I'm sorry, but it's really not that big of a deal" or accusing the person of being oversensitive is guaranteed to generate additional ill will.

Use humor to your advantage

Many cringe-worthy goofs affect just one person: you. If you spill iced tea all over yourself during a meeting or send a silly but harmless e-mail to the wrong co-worker, have a sense of humor about the situation. Letting them know the joke is on you shows you don't take yourself too seriously.

In addition, being able to chuckle at yourself puts others at ease and gives them permission to enjoy an innocent laugh. Lightheartedness and a little vulnerability will make you more approachable to those you work with, too.

Move on

As author and philosopher Henry David Thoreau advised: "One cannot too soon forget his errors and misdemeanors; for to dwell upon them is to add to the offense." The point is that brooding over a misstep and over-apologizing doesn't help you or anyone else. In fact, letting yourself get distracted by something you can't change actually increases the chances you'll make another error.

Learn from your mistakes, rectify them to the best of your ability and then let them go. In most cases, the faster you regain your focus and get back on track, the less memorable the incident will be.

Most employees are not very loyal

Most employees are not very loyal!!!

Managers don't understand employee loyalty, or lack thereof.

If you've seen the recent reports that more employees are quitting their jobs as the economy improves, then hearing thatemployee loyalty nationwide is at a three-year low should be about as shocking as hearing that Charlie Sheen is getting a reality TV show.

I mean, we all saw this coming, right? (Well, maybe not all of us. See below.)

Recently, insurance and financial services firm MetLife released a new study indicating that not only is employee loyalty at its lowest point since 2008, but that some employers evidently aren't aware of this fact. According to the study, 47 percent of employees report feeling a very strong loyalty to their employers, while 51 percent of employers said they thought employees were very loyal.

You can read the details of the study here, but below are some of the larger implications that you as an employer need to consider:

Certain benefits matter more than you think: While employers are generally correct in thinking that salaries and wages are the biggest drivers of employee loyalty, many underestimate the role that retirement benefits and nonmedical benefits (such as disability and life insurance) play in employee satisfaction.

Benefits are only as good as how well you communicate them: Maybe it's not the lack of benefits that irks employees, but the lack of awareness. Another finding was that 55 percent of employees believe the communication they receive from their employers regarding benefits is unclear or too infrequent. If you're doing a poor job of communicating your employee benefits and how employees can take advantage of them, you might as well not offer them at all.

"Effective communications can make the difference between benefits that are understood and valued, and benefits that are overlooked and underutilized. Communicating effectively is related to improved benefits satisfaction, job satisfaction and loyalty," said MetLife's vice president of U.S. business, Dr. Ronald S. Leopold, in the press release.

It's time to get over your fear of social media: The survey shows that 70 percent of employers are leaning against the use of social media, but know this: There's a growing desire among Gen Y and Gen X employees to acquire benefits information through social networking sites, and a similar number want to get them through mobile devices, too.

Of course, none of this is to imply that your employees are dissatisfied or are among the 74 percent of workers who already have one foot out the door, but how do you know unless you ask?

If you take nothing else from this survey, let it serve as a reminder that you and your employees might not be on the same page in terms of what they want and what you're giving them. So take the hint and start checking in with your employees again -- conduct surveys, solicit feedback, ask for suggestions – and then actually use the information.

If you don't start meeting your employees halfway, it's only a matter of time before they find an employer who does.

For further reading on employee retention during times of economic uncertainty, check out Amy Chulik's recent post on the subject, Employee Morale is Not a Trend -- So Don't Treat It Like One.

IS YOUR BOSS TOO BOSSY???

One of the perks of being the boss is that what you say goes. You get to decide what happens and when it happens. If you're the big boss, you also get an assistant who books your flight, orders your lunch and coordinates your schedule. In other words, you're important.
With this authority comes unpleasant responsibility. Giving those orders can be fun, but they can also cause friction in the workplace. Having to fire someone or deny them a promotion is an unpleasant experience that no one enjoys. But what happens when bosses abuse their authority? Yes, employees are supposed to support their bosses, but they're not supposed to be servants.
We decided to find out when a boss has crossed the line from being in charge to being unreasonable. The answers we received varied from person to person, suggesting that there is no single definition for being too authoritative. Not all workers agree on the same signs of an overly commanding boss, but they know it when they see it.
Here are some opinions on how to identify a boss that's too bossy:
"A good boss delegates the result, not the process. This empowers the employee to figure out how to create a solution or solve the problem on their own. The result is better quality and an employee who can apply their new knowledge to future challenges.
An example: The boss tells the janitor that it is his responsibility to empty the trash on Tuesdays and Thursdays. If the trash is full on Wednesday, the janitor will not empty it. However, if the boss tells the janitor that it's his responsibility to keep the trash bins empty, the janitor will empty the trash bins any time they are full any day of the week. Which is a better result?" -- Orna W. Drawas, author of "Perform Like a Rock Star and Still Have Time for Lunch"
"As long as the boss's behavior makes sense to his reports, he's not too bossy. It is indeed his job to be in charge and at times demanding. With emphasis on 'at times.' It is also his job to make sure that his team understands why he had to display a certain behavior in a certain situation. So as long as the boss keeps listening and watching out for feedback of his team members to maintain a mutual understanding, he's a good boss.
Bosses flip out sometimes. Bosses have to make fast decisions sometimes. However, they should also take the time afterwards to explain, teach and, if necessary, apologize. They need to be aware if their behavior makes sense to their people and if not, either adjust their behavior or explain it, to bring back the balance. If the workers feel like their boss is overreaching his authority, it means a necessary conversation hasn't taken place and it probably also means that the boss is not flexible and stuck in only one -- authoritarian-- management style." - Anja Schuetz, people management coach for Yellow Umbrella
"The difference between an assertive boss and one that's deemed too bossy is that the assertive boss understands that those he's assertively directing need and want it to perform better, while the bossy boss doesn't care. To effectively manage people, bosses must figure out how each of their employees needs their management direction packaged in order to get each to perform at their best. Less successful (and often despised) bosses take the position that 'this is who I am; deal with it.'" -- Sean O'Neil, CEO of One to One Leadership
"I think a boss becomes too bossy when he or she limits the free expression of ideas of other organizational leaders. Fact: People are hired because they bring skills, ideas, and unique perspectives to the table. If a boss is overriding the sharing of those unique talents, you don't have a team, you have a king or queen and serfs. If a team or an organization is to make well thought out, well rounded decisions, it takes the input of everyone involved and a bossy boss can thwart that effort." -- Daniel Crosby, Crosby Performance Consulting
"Demanding bosses are not necessarily bad for us. They set high standards, they force us to stretch ourselves and to prove that we have the capacity to perform above and beyond our own expectations, and we achieve a real sense of accomplishment in knowing that we've been successful. The experience turns negative when it's one-sided: our bosses don't acknowledge our hard work, only see the flaws and not the overall positive contribution, take credit for our work, or don't know how to establish a balance -- knowing when to step back so the pressure is not unrelenting. That translates into managing employees with enough rope to let them succeed but not enough to trip up." -- Roy Cohen, author of "The Wall Street Professional's Survival Guide"

TACKLING JOB OFFER DILEMMAS

You've been on several job interviews, but the phone's been silent. Suddenly, the employer at the top of your list calls and offers you a position. The only problem is the pay isn't nearly what you expected.
In a situation like this, where a decision isn't clear-cut, you need to think critically before accepting or rejecting an employment offer. Following are examples of some tough job offer dilemmas and suggestions for determining the best course of action:
You're offered a dream job ... but the pay is low
What if you are offered a job you've always wanted, only to find out that accepting the position means a pay cut?
This can be an especially difficult choice in an uncertain economy, depending on how much your salary will drop. Because future salary levels are often based on past compensation, a drop in pay can have long-term consequences. Of course, a smaller paycheck shouldn't automatically dissuade you from taking a job you really want. You may even be able to offset the effect by negotiating a sooner-than-usual salary review or more benefits such as additional vacation time. Other factors, including workplace culture and advancement opportunities, can also make a lower-paying job more rewarding.
You're offered a dream job ... but there's a lengthy commute
You're up for a transfer to a position in another office that interests you. The only problem is it would require you to commute an hour-and-a-half each way.
In this scenario, your first concern might be the cost of commuting, especially given the current record-high price of gasoline. Your employer may be able to help in this regard, however. According to a recent Robert Half survey, 17 percent of companies offer ridesharing or vanpooling and 11 percent provide telecommuting options to offset the rising cost of commuting.
In addition, don't forget to evaluate the time you'll be sacrificing. If you are a new parent, for instance, you likely won't want to spend three hours a day in the car.
You're offered a dream job ... but it's halfway across the country
You're on the job hunt and have been offered a dream position on the other side of the country. Do you stay or do you go?
You'll need to consider the change in cost-of-living and how much it will affect your quality of life. Would you be happy in the new location? Visiting ahead of time can help you get a feel for the community and decide if you'll enjoy it. Also ask the firm about steps it plans to take to help you acclimate to the area, such as providing assistance with your house hunt.
Another factor to consider is what you would do if you move to another city or state and the position doesn't work out. Will you be able to find another job? It helps to research the local economy, especially as it relates to your particular industry, to determine the likelihood of locating a similar position should you need to look for work.
You're offered a dream job ... but it's with a struggling startup
You've been with a large, established company for a few years, but you've been offered an exciting position with a new company that is just starting to get off the ground. Do you leave the security of your current job for the excitement of the unknown?
Your personality becomes an important factor in this decision. Do you see yourself as a risk taker, or are you more comfortable with stability? If you've been with your company for a while, you've probably become accustomed to a particular workplace culture and a new environment could be jarring. Also, consider the possibility that a less-established firm could struggle in an uncertain economy. Find out more about the new organization and its future prospects by conducting some Internet research and speaking with people in your professional network. At the same time, don't overlook the reasons a smaller company might appeal to you, such as offering you more responsibility and greater autonomy, as well as the potential for quick advancement.
You're offered a dream job ... then another
You're on the job hunt and your qualifications have drawn interest from several employers. In fact, on the same day, two firms extend an employment offer.
While flattering, receiving multiple offers can make for a difficult decision. Ask the companies for some time to consider your next move. Also let each hiring manager know you are evaluating an offer from another employer; this could be a good negotiation tactic. If you are having a hard time choosing, put together a list of pros and cons. One factor you don't want to overlook is workplace culture. While this element may be hard to quantify, it's an important consideration, and your definition of a good work environment should match what a prospective employer offers. In addition, don't hesitate to contact the hiring managers with questions. How each person responds to your concerns could tell you a lot about the organizations.
In most cases, determining whether to accept or decline a job offer is fairly straightforward. But when the decision is so difficult you feel as if you're taking the SAT, the key is to collect as much information as you can. By asking yourself and the employer the right questions, as well as conducting additional research, you can be confident in the choice you make.

THE PAYMENT OF BONUSES

We receive a large number of inquiries on our e-mail facility regarding the payment of bonuses.
Generally, the most common questions are "what does the law say about bonuses?" and "can we hold back the payment of bonuses until February?" and "can we pay off bonus in December and half in January?" and so on.

Firstly, at the outset, it must be understood that Labour Law is silent on the question of bonuses.
This means that the payment or non-payment of bonuses is a matter entirely for the employer to decide, and to negotiate with employees. If an employer who presently does not pay bonuses of any sort wishes to continue on that route he can do so, without fear of being accused of unfair labour practice.

We will deal with the three common types of bonus, namely the Christmas bonus or 13th cheque as it is known, the performance bonus and the production bonus.

The 13th Cheque Or Christmas Bonus
This bonus is normally classed as a gratuity - in other words, a payment of gratitude by the employer to the employee in recognition of a job well done, or if you like, going the extra mile.
However, over the years most employees have come to expect the payment of the 13th Cheque as a right or entitlement, or as a condition of employment. This is evidenced by the fact that at job application interviews most applicants will ask "do you pay a 13th Cheque?"

In other words, they expect to be paid a 13th cheque irrespective of whether the job is well done or irrespective of whether they travel the extra mile. They want the payment of a 13th cheque to be incorporated as a condition of employment.

It is therefore up to the employer to get things back onto a proper footing. Many employers these days have done away with the payment of a 13th cheque and have incorporated the amount into the employees basic salary. There may come a time, when after a bad trading year, an employer is unable to pay a 13th cheque despite having paid consistently for the last ten years.

It is highly necessary that the employees be informed at least six months in advance that the 13th cheque will not be paid this year. Some employers may argue that they don't know six months in advance that they will be unable to pay the bonus, but surely by midyear they must have some idea of what the profits will be like at the end of the year.


To suddenly advise employees as late as November or early December that no bonuses will be paid this year could land you up at the CCMA on a charge of unfair labour practice with respect to the provision of benefits.The employer must bear in mind that many employees count the amount of the bonus into their normal household budget during the holiday season, and they depend on the bonus to pay for the annual holiday, Christmas presents and so on. To suddenly inform them at the last minute that there will be no bonus this year is indeed unfair, and should be avoided.
Employers must examine their policy regarding the payment of the 13th cheque and should revise this so that this type of bonus is paid only to those employees who genuinely do the job well and go the extra mile.

The Performance Bonus
A performance bonus is normally paid for good performance, and should be based as a percentage of the employees salary or wages. A performance bonus can also be paid as a lump sum to a department, and split up in equal amounts to each employee in that department.

This would apply in the situation where all employees in a particular department are collectively responsible for above-average performance. The performance would be measured against laid down company standards, but the bonus would not be paid only for the occasional work done which exceeds company standards, but for consistent work exceeding company standards.This means that line management and the shop foremen and even supervisors have to become much more closely involved with the monitoring of performance on the shop floor and careful records must be kept.

In a situation where the results achieved by a department depend entirely on the collective effort of all employees in the department, the amount of the bonus could be calculated on the basis of a percentage of profits achieved over and above what was budgeted for, or as a percentage of the total profits generated by the department and so on.
Whatever the case, the method of calculation must be fair and equitable.

The Production Bonus.
The production bonus is based, not on performance measured against company standards, but rather on production measured against targets. Measurement is also based on quality of production.

In other words if the company has set a target for one particular employee or, for that matter, for a particular department to produce 100 widgets per hour, and the employee or department consistently produce 130 widgets per hour, then a production bonus would be justified.
Similarly, if the company rule is that a rejection rate of 5 percent is acceptable, but the department consistently achieves a rejection rate of only 1%, then a production bonus would be in order.
It must be admitted that the additional production and the reduced rejection rate can only mean good management within the department, and it can only mean a genuine interest in the job by the employees, thus generating additional profits for the shareholders.

The Payment Of Bonuses
In the case of the employer who presently does not pay bonuses of any sort, it is entirely up to the employer to decide whether he wishes to pay bonuses or not.
However in the case of the employer who presently pays bonuses the situation is slightly different because those employees have now come to expect the payment of the bonus as a right or entitlement.
Therefore, those employers who now wish to change the status quo regarding payment of bonuses, either by paying less, or by paying at the different time of the year than what has been the case in the past, or by splitting what was an annual bonus into two separate payments, will have to consult with the employees, explain the problems, and try to get them to accept the new system. Employers must remember that such changes do constitute a change to the employees terms and conditions of employment, and this cannot be done unilaterally - it must be negotiated with the employees.

The bottom line is that should the employees refuse to accept the change, but the employer has good, sound and reasonable commercial rationale for making the change, then he can go ahead and implement it after negotiations, even if all employees do not agree to it.

This is not to say that a few disgruntled employees will not proceed with a claim of unfair labour practice, but that is a problem that will not prove to be insurmountable.
In summary, be fair, be equitable and advise your employees in good time if there is to be a problem with the payment of bonuses or if there is to be a departure from the established payment procedures.

GRATITUDE IS A GIFT, SO GIVE IT

Firstly, let me get this off my chest. Thank you, thank you, and finally thank you! Thank you to everyone who made the 2010 world cup a success for South Africa.

Thank you to the guys who collected our recycling this morning, and thank you to all the people who write to me and say "thank you."

The reason I'm starting off in this happy tone is simply because I'm reminding myself that wherever I look I can find something to appreciate. No matter what my day turns out like, I know there are things and people I can be grateful for, and I don't ever want to overlook that.

I look at gratitude like a gift. We can choose to give it, and sometimes we receive it. You don't have to wait for a special occasion for this gift. It's something you can dish out whenever you want.

So why is it I wonder that some people always appear to be ungrateful, unappreciative and blatantly selfish?

The answer I think lies between fear and an overinflated ego. The fear part is simply that people are scared of losing things all the time.

You can be scared of losing your job, your home, your partner. It all seems so normal but in truth, we were not born to be scared and in fear of losing out. We were born to be happy.

At the risk of quoting a Chinese philosopher who you think I might have just made up to sound clever, let me share a quick line that I use often to remind myself that being comfortable with your life is not dependent on having the biggest bank balance.

Cheng Yen apparently said, "Happiness does not come from having much, but from being attached to little."

You see, attachment is about fear and ego. If you start out thinking you will only be okay if you have the best of everything, you're already on the wrong path.

If you also believe that not being okay is when you lose things, it's kind of the same problem.

In truth, joy and happiness comes from realising your full potential. It is not something you buy or get. So whether you have it all or not, you can still be okay.

So what has this really got to do with appreciation, gratitude and importantly your career? Everything really.

You're only going to be at your best when you realise that you are not defined by things. You define yourself through your thoughts, beliefs and actions.

You should be grateful firstly that you have potential. Secondly you must learn to appreciate opportunities that you get to shine. The world cup final was a great example of this.

Only one team got to lift the trophy, but in truth both teams on the field were great. The players on the losing team don't suddenly become useless because they didn't win.

And despite the fact that they will experience momentary sadness, they will remain great players because of their potential. The less they attach themselves to the trophy the more they can stay happy within themselves.

Now please don't get me wrong here. I am not saying you must not strive for things. You should always aim for your best. And if that means getting your hands on the first prize, fantastic!

But that's when you should be grateful. Show appreciation for your talent. Let that be the thing that you celebrate. And when you see others giving of their best, be appreciative too.

Give them the gift of gratitude. That's actually our natural state. Rather be happy, appreciative and giving.

Rumi the Persian poet wrote:

You were born with potential.

You were born with goodness and trust.

You were born with ideals and dreams.

You were born with greatness.

You were born with wings.

You are not meant for crawling, so don’t.

You have wings.

Learn to use them and fly.

The problem is that when you think you have to hold onto everything in case you lose out, you can get stuck.

Being worried about losing can hold you back from reaching your potential. But when you are grateful for your own ability and talent, you are more likely to want to give more of that.

And that's where it can benefit your career. So instead of building your entire career path on material gain, start with finding ways to reach your full potential.

The prizes will come. The bank balance will take care of itself when you are at your best. And most importantly you will understand what it means to be grateful for the chance to shine.

One of the greatest gifts is giving of your best. Gratitude is also a gift.

WHEN OLDER WORKERS HAVE YOUNGER BOSSES

For the first time in history, there are four different generations working side-by-side on the job. Each one has its own attitudes, perceptions and values, which can make it challenging for people from different generations to co-exist in the workplace.
When you're the youngest worker on the team, for example, older workers might not take you seriously. You could be viewed as a child who doesn't know as much, and who doesn't have enough experience or business acumen to succeed. If you're the oldest worker on the team, however, people might view you as old-fashioned and not "up with times," or they might take your input as you trying to push ideas on them.
"It's hard on the ego for baby boomers to have a younger boss," says Christine Hassler, a life coach, professional speaker and author. "Their parents taught them that seniority comes with age ... having to answer to a younger boss goes against the model they subscribed to. Not only are boomers often embarrassed and angry that they are answering to someone their child's age, they do not know how to relate to or connect with their boss and/or co-workers, which only makes them feel more separate."
Here, several workers of all ages, experiences and points of view filled in the blank on what happens when your boss is younger than you:
If you're a baby boomer working in a young environment, here are tips that will help you work effectively with a younger boss:
1. Understand the other person's point of view
If your boss is from another generation, you may have differing opinions on many things, says Barbara Safani, owner of Career Solvers, a career management firm. Observe his behavior to better understand what influences his management style and how you can complement it.
2. Keep an open mind
Don't assume that because they are younger, they don't know what they are doing. We all have different skill sets. No one is good at everything, says Sandi Grimm, marketing director for YouthFriends, a nonprofit organization.
3. Learn new things and take a different perspective
You'll want to do some hanging out with the kids to enjoy what they enjoy. Otherwise, they'll just see you as a fuddy-duddy and you'll be irritated by the boss and his newfangled ideas, says Stephanie Elsy, an accountant for Pop Labs, a digital media agency.
4. Listen!
Call it the hubris of youth or just the natural outcome of the self-esteem curriculum, but younger workers are deeply committed to collaboration and want to be included on decisions and strategies, says Rolfe Carawan, founder and CEO of Carawan Global Communications and Consulting. If you want to bridge the gaps, show them you're willing to invest, improve and understand.
5. Be the employee your boss does not have to manage
Bosses spend a lot of time managing younger employees who are just beginning to learn prioritization and time management, Be the employee whom your boss does not have to manage, by taking initiative. If you are an employee whom your boss does not have to think about, he will begin to notice and appreciate your experience and wisdom.
In South Africa, there are older generations from the apartheid “era” and they are currently mixing with the pre-1976 fighters. What will be expected out of this scenario???
Let’s engage this topic with positive minds!!!

CORRUPTION IN THE WORKPLACE

The whistleblower's guide

You've witnessed corruption at work and you're unsure of what to do about it. Here's what to do and how.

What is corruption?
The first thing you need to find out is if what you're dealing with is a case of corruption. Many people are afraid to speak up for fear of wrongly accusing someone and souring their professional relationship and many are convinced by the perpetrators that their dealings are legitimate. Here's how to differentiate between the two.

According to www.dictionary.com corruption can be defined as the use of a position of trust or power for dishonest gain.

According to section 34 of the Prevention and Combating of Corrupt Activities Act (2003), the following are examples of corruption:
Theft – Stealing or removing the property of another without their permission.
Extortion – Abusing your authority in order to obtain money.
Fraud – Deceiving or tricking another individual for personal gain.
Forgery – Writing or altering someone's signature or name.
Bribery – Taking or giving someone something in return for something else.

Why people don't report corruption
Although all workers are obliged to expose corruption very few do. Many people are afraid of losing their jobs, being victimised or being labelled as an accessory to the crime. Very few are aware of the laws that prevent this from happening.

The laws involved
There are many laws aimed at the protection of whistleblowers. Many of them state very similar points, but it's best to read through all of them before planning a course of action.

The Protected Disclosures Act (2000)
The PDA, which was introduced in February 2001, protects all whistleblowers in both the private and public sector from victimisation. This Act protects you from being fired, demoted or discriminated against after reporting corruption if you have disclosed information in a lawful manner. Thoroughly read through this document before disclosing any information to anyone.

Prevention and Combating of Corrupt Activities Act (2003)
According to Section 34 of this Act, it is the duty of anyone who is aware of or suspects corruption to report it to either a police official or a person of authority. Failing to do so is a criminal offence. This act also states that accepting bribes or any other form of reward from the perpetrator is a criminal offence and that remaining silent about what you have witnessed makes you an accomplice.

The Labour Relations Act (1995)
Section 189 states that no employee may be fired if an employer cannot prove that his reason for doing so was fair. Exposing corruption is not in breach of any contract and it is not a fair reason to be dismissed. If your employer does violate any of these laws, you should approach the Labour Court within 30 days.

The Employment Equity Act (1998)
This Act states that no employee may be discriminated against or victimised for any reason, which includes acting as a whistleblower.

The Code of Conduct for the Public Service
According to this code, all employees are obliged to expose corruption. Failing to do so is regarded as an offence.

How to expose corruption

Who should you report corruption to?
According to the Prevention and Combating of Corrupt Activities Act (2004), people in positions of authority in the public and private sectors should report corruption to the police.

The Public Service Code of Conduct states that all employees of the public service should report corruption to an appropriate authority. If they fail to do so, they will be charged as an accomplice and can be fined or imprisoned for up to 10 years.

AMUSING EXCUSES FOR BEING LATE TO WORK

There is no worse feeling than waking up in the morning, rested from good night's sleep, and glancing at the clock, only to do a double-take: You're late!
For most people, knowing they're running late for work strikes the fear of God within them and as a result, they move like there's a fire under their feet to get ready. They hustle, scramble, frantically throw things into a bag and are out the door to ensure a timely -- though unkempt and graceless -- arrival at the office.
But for a smaller group of people, knowing they are running late for work does absolutely nothing except stimulate their creative juices in order to make up the latest excuse as to why they are late for work -- again.
Twenty percent of workers said they arrive late to work at least once a week, according to a February 2009 CareerBuilder.com survey of more than 8,000 workers. Twelve percent said they are late at least twice a week.
One-third (33 percent) of workers blamed traffic for their tardiness, while 24 percent said lack of sleep was the culprit. Ten percent of workers said getting their kids ready for school or day care was the main reason they ran late in the morning. Other common reasons included public transportation, wardrobe issues or dealing with pets.
"While some employers tend to be more lenient with worker punctuality, 30 percent say they have terminated an employee for being late," said Rosemary Haefner, vice president of human resources for CareerBuilder.com. "Workers need to understand their company's policies on tardiness and if they are late, make sure they openly communicate with their managers. Employers have heard every excuse in the book, so honesty is the best policy."
Using your imagination
If you've decided honesty is not the best policy for you, don't try using any of the following excuses as the reason why you're late -- they've been heard before.
Here are 12 of the most outrageous excuses employees have heard for being late to work:
1. My heat was shut off so I had to stay home to keep my snake warm.
2. My husband thinks it's funny to hide my car keys before he goes to work.
3. I walked into a spider web on the way out the door and couldn't find the spider, so I had to go inside and shower again.
4. I got locked in my trunk by my son.
5. My left turn signal was out so I had to make all right turns to get to work.
6. A gurney fell out of an ambulance and delayed traffic.
7. I was attacked by a raccoon and had to stop by the hospital to make sure it wasn't rabid.
8. I feel like I'm in everyone's way if I show up on time.
9. My father didn't wake me up.
10. A groundhog bit my bike tire and made it flat.
11. My driveway washed away in the rain last night.
12. I had to go to bingo.
Follow the culture
The general rule is that you should be at your desk, working by your designated starting time. Technically, even if you're at your desk "on time" but you're still booting up your computer, saying your hellos and making a cup of coffee -- you're late.
Though you should always try your best to be punctual every morning, sometimes it's safe to observe the company culture. If you arrive to work every morning to find all of your colleagues diligently working as you're shuffling in, your tardiness will probably stand out. On the other hand, if most people filter in at their own paces -- within reason -- an occasional late arrival will probably go unnoticed.
To be on the safe side, try your best to be on time for work every day. Your boss, co-workers and reputation will thank you for it.

5 WAYS TO STAY MOTIVATED WHEN THE PERKS DISAPPEAR

2009 has given employers and employees a run for their money -- literally. Budgets have been cut, layoffs made and furloughs instituted, and benefits and perks have evaporated.
At the beginning of the year, 38 percent of employers said the economy would force them to make administrative cuts sometime during 2009, according to a survey by CareerBuilder.com. Sixty-five percent of those employers indicated that they would cut back company social events, 61 percent anticipated curtailing business travel, 25 percent expected to scale back on health-care benefits and 11 percent planned to reduce wellness benefits. Other areas where companies planned to cut spending included special office perks, such as coffee, ice machines or discounted vending (34 percent), incentive trips (28 percent) and philanthropic activities (21 percent).
Such perks and benefits being taken away make for a tough situation for employees. Not only are they working harder to keep their jobs, but workers have to do more for less. While some argue that it's hard to keep employees motivated in this situation, others say that they shouldn't focus on incentives, but rather think about the bigger picture.
"When perks and benefits are taken away, management often does this to allocate resources where they're needed, elsewhere. The money being saved by not buying bagels every Friday or purchasing Christmas gifts for employees may be going towards your salary," says Tom Gimbel, founder and CEO of LaSalle Network, a staffing and recruiting firm. "If you had to choose between taking a salary cut and not having free coffee versus being let go, most employees would likely take the former."
Urmil "Tracy" Marshall, coordinator for the Office of Diversity and International Affairs at Fort Valley State University in Fort Valley, Ga., agrees that it's important not to focus on what is being taken away. She says that due to budgetary constraints, furloughs were implemented at the school; but rather than get discouraged, she focused on the positive.
"I reminded myself how blessed I was to even have a job," Marshall says. "We need to remind ourselves of our priorities in life, placing a greater emphasis on what we have -- not what we don't."
Communication is key
Although it's understandable for employees to be upset, frustrated and discouraged when benefits or perks are taken away, Kevin Sheridan, founder and CEO of HR Solutions, which specializes in helping organizations to keep employees engaged, says that employees are less likely to be upset if management communicates with employees.
In fact, 82 percent of employees surveyed in HR Solutions' International Normative Database say that it's important that their organization allow them to choose from a variety of benefits to meet their individual needs. The survey consisted of more than 3.3 million responses from 2,400 organizations.
"If an organization's leadership team simply decided amongst themselves which benefits would be best to cut, employees will commonly become upset and their engagement will be negatively affected," Sheridan says. "Open communication is a key driver of engagement, and employees will immediately recognize the fact that they had no voice in the situation. If leadership had simply asked employees which benefits were important to them, this situation may be avoided."
Attitude is everything
Despite having to deal temporarily with a few displaced benefits or perks, there are benefits to sticking around with your employer until those things are reinstated.
"It's a good time to remember that the perks were never the reason that you liked the job. No one gets up in the morning saying, 'I'm really excited to go to the office because there's free coffee,'" says Paul Glen, author and management columnist. "If people feel that the [cuts] are being made in a good-faith effort to save jobs, they will be even more loyal than before, since they believe that the company is working on their behalf -- not just for executives."
Additionally, according to the HR Solutions survey, 37 percent of employees have thought of resigning in the last six months. Twenty-three percent said they thought about leaving because of pay; 18 percent because of a supervisor or manager; 15 percent because of career advancement; and 5 percent because of benefits. Thirty-nine percent considered it for other reasons.
"This statistic is especially important because many organizations have cut benefits over the last six months, and it illustrates that the majority of employees have not thought of resigning as a result of adjusted benefits," Sheridan says. "These employees recognize the advantages of sticking around with a company, benefits or not, for advantages such as career development and compensation. Also, as soon as the economy picks up, many benefits programs will be re-evaluated; employees sticking around with these organizations will not remain without benefits forever."
Workers should also remember that there could be consequences to abandoning a job just because you lost free coffee or a transportation reimbursement. If you're thinking about leaving your job for such reasons, make sure that your missing perks outweigh any possible career advancement or opportunities you would receive if you stayed.
"In this economy, it may be very hard to find another job, and there's no guarantee that one will have free coffee, either," Glen says. "Also, at the new job, even if it is good, the employee will have less tenure and is more likely to be cut in future layoffs."
If you've had benefits or perks taken away in recent months and need help staying motivated, remember these five tips from our experts:
1. Get over it
"The longer you talk about it to fellow employees, the longer you will have bad feelings, cause others to have bad feelings and be less productive yourself, which is not what will help the company be able to restore what has been taken away," says Aubrey Daniels, author of "Oops! 13 Management Practices That Waste Time and Money (and What to Do Instead)."
2. Find motivation
Sheridan encourages employees to find motivation through career planning with supervisors, interacting with co-workers or being proud of where they work. For example, an employee could volunteer to act as a sounding board for job candidates considering employment at the organization.
3. Create your own perks
Nancy Irwin, a motivational speaker and author, says employees can take turns bringing in coffee, bagels or potluck lunches to help fill the void of things that have been cut.
4. Understand what's still offered and take advantage
Darcy Eikenberg, president and chief creative officer of Coach Darcy LLC, recalls a client who didn't sign up for a course because she thought training costs had been eliminated. She realized that a co-worker was taking the course and getting it paid for from tuition reimbursement, an area that hadn't been cut. "Do a deep dive into your company's programs, policies and even discounts because there's probably something you can use now," she says.
5. Focus on the solution, not the problem
Concentrate on actions today that will affect your organization's success and growth tomorrow, says Jonathan Berger, director of human resources at Direct Agents, an interactive advertising company. "Take this time as an opportunity to offer new ideas to your managers and take an active and entrepreneurial role in helping your company overcome straining times. If you do a good job, you may be rewarded for your efforts when things improve," he says. "In addition, by taking on new challenges and opportunities, you can further develop your skills and make yourself a more valuable asset to any organization."

WHY DO YOU WORK?

You get up at six every morning, rush to work, where you spend the sunniest nine hours of the day. This is the routine for millions of people. Any of you stopped to ponder spending those nine hours differently?

Why do we work?

There are various reasons why people work, and why they do the particular work they do. Some people stick to what they're good at, avoiding challenges. Some have been doing the same job for years and can't get out of the comfort zone. And some simply enjoy what they do. But the deciding factor is usually the security bought about by a sizeable income.
The majority of the world's employed population work for money, not love. Ideally, we'd all fall into the minority. But this would only happen if love could feed the family, cover the bond on your house and materialise into petrol. However, there is a way to do what you want, despite your circumstances or experience. Here's how…

Five steps to job satisfaction

1.Take time out
You need to think about what it is you really want. As graduates, we know exactly what we want from life, what we want to be and accomplish. But five years into the job we got straight out of varsity, when work life is devoid of challenges, it's difficult to remember exactly what those goals were. Your idea of a dream job may have changed along with your priorities, so it is important to get a clear idea of what kind of work will enrich your life now. Make a list of all your personal and professional goals. Then ask yourself whether your current job will help you accomplish them. If not, you need to reconsider finding another job.

2. Take the practical route
The most practical way to figure out what will make you happy is to take a career assessment or aptitude test. These assessments take your strengths, weaknesses and goals into account and will give you an accurate indication of the direction you need to go into. Another practical route is to undergo career counselling.

3. Make plans
Once you've figured out what your career goals are, you need to set plans in action. If you plan to leave the company, you need to re-work your CV and start looking for a new job.

4. Take action
According to About.com, there are 10 top reasons to quit your job. These are:


1. You are heading for a burnout, due to work stress.
2. Your relationship with your manager has become unbearable.
3. Your relationship with your colleagues has deteriorated to the point where you can no longer work together as a team.
4. You have ruined your good reputation through behaving inappropriately in the workplace. You may as well quit before you get fired.
5. Your ethics are out of sync with the company. Even though you're not involved with the malpractice, you feel guilty just for coming to work.
6. Your company is heading for bankruptcy.
7. Your priorities have changed. If you have started a family since joining the company and your new needs are not being met, you may want to find a job that can provide you with what you require to support your family.
8. Your values and beliefs differ with the company's corporate culture.
9. You are in perfect health and yet you struggle to get out of bed in the morning. This is a sign that you no longer enjoy your work, and therefore don't look forward to doing it.
10. Work is no longer challenging and there's no chance of a promotion in the next three years.

This is when you know that it's time to go. If things at the office are not this bad, you may want to stick around and make the best of it.

5. Love the one you're with
So, you'll never be the next president. But you can make the best of the job you have. If your work's not challenging enough, spend your free time doing what you love. If you don't earn enough, turn your hobby into an entrepreneurship in you down-time. You spend 40 hours at work every week. Work shouldn't take up your whole life. It represents only a portion of what you do and who you are. Ensure that you spend the rest of the week doing the things you love to ensure you lead a fulfilling life.