Safety first is not only a goal - It is a promise !

Safety is the first focus area of sustainability.At LM, “Safety first” is a promise and an objective that we want to live up to at all times. A safe working environment is a prerequisite for running a financially sustainable and profitable business, and we can always strive to be even better in this area. The following stories highlight some of this year’s global safety achievements and an innovative safety solution implemented in Gaspe.

This year has been a land mark year for LM, in terms of safety achievements. For 2014, we set a target of 2.0 lost time accidents (LTAs) per 1 million work hours. Now with the year almost complete, we are well under that target, with 23 LTAs worldwide, and a rate of 2.0 LTAs per 1 million work hours — the lowest rate in LM’s history! We sat down with Nils Mogensen, Senior Manager of Global Safety Excellence, to discuss this year’s successes.

What contributed to this year’s safety improvements?

Changing our mindsets is the best way to improve safety at LM.I believe that the blue collars, who could possibly get hurt, know exactly how to take care of themselves. Instead, we need to focus on training management, supervisors, and team leaders to have a safety mindset; it’s critical that they think about safety before they push people.

In 2013,our “Safety Excellence” tour trained 158 managers all over the world, with a focus on attitudes and behavior, rather than specific rules. We also implemented a “Safety Dialogue” approach, where management and blue collars learn from each other by first discussing what the worker is doing in that moment, and then what he is doing about safety. This year, HSE expanded that training to all supervisors—almost 500 people—and next year we will develop hands-on training for the next level of supervisors and team leaders.

Why is safety central to sustainability?

At LM, we have a “safety first” mindset, because we need you to come to work tomorrow. And we need your expertise to come to work tomorrow. From a sustainable business perspective, it just makes sense to take care of the worker from the start, and let him or her come to work. This kind of safety mindset isn’t complicated — it’s common sense — which is why it is so effective.

When is something ‘safe enough’?

When people are in doubt about whether something is safe enough, I ask them, ‘Wouldyou want your daughter or son to perform this task?’If they think maybe they wouldn’t assign their daughter to do it, then they should not assign anybody else to do it either!Everyone is responsible for improving safety at LM. Take two minutes before you start doing anything, to think and talk about the tasks ahead, so you know the potential dangers and what needs to be accomplished.

update your LinkedIn profile !

Click on Profile on your LinkedIn site and you'll see a list of your experiences, schools, and contacts. Most people focus on developing these lists to make connections at places they've worked and where they have gone to school. LinkedIn, after all, is a great networking tool.
 

But before you get to this mass of information is the summary section on top. Most people don't bother to fill this out--and it may be the key to help you connect to more people than you thought possible. From my experience, the summary is where the beefy, real content begins--and the only place to really find out who the person really is. It acts like a movie trailer, getting people emotionally connected and excited for the coming attraction. It reinforces a person's personal brand.

 

Whether you are trying to connect to customers, suppliers, or even new employees, the summary can offer you a snapshot of who this person is and any specialities that may be beneficial to you. For example, you can look for soft skills, attitude and creativity that are important to you.  This works in your favor, too. It is an opportunity to tell your story. Here's how to make it work for you and what to look for in other summaries.

The Elevator Pitch 

Potential contacts are looking to see why you are different than all these other people on LinkedIn. Check out these lines from real summaries: "At the age of five, using only a cardboard box and a stack of paper, I established my very own paper plane crafting business" or "I'm a self-confessed word nerd with a love for high tech--and a perfect dose of OCD." Or "I'm in the business of moving mountains." It only takes two or three sentences to describe who you are.

Here are some questions to help you craft a LinkedIn summary that brings life to the professional you are--or want to be:

• What did you learn from your very first job?
  • What specific event/experience made you choose your field or profession?
  • What is the coolest thing you’ve learned so far in college or life?
  • Who inspires you and why? Bonus points if it’s not somebody famous.
  • What can people always count on you for?
  • Describe the best team you’ve ever been on (even scouts or sports) and how it affected you.

  Unique Specialties

  Instead of trying to cram all kinds of keywords into your summary, end your story. After those two or three sentences of the elevator pitch, add "specialties," with a list of relevant keywords for your areas of expertise. Is it software proficiency, industries worked, technical skills, applications used? This is your chance to add your industry buzzwords--words that may be picked up by algorithms scanning profiles.
  For example, in my line of work we know marketing communications is abbreviated as marcom. It is what I look for when I connect with people. Construction folks know LEED and health care pros know HIPAA. List all the words or terms for which you are skilled in order to round out your summary story. 
  Focusing on this summary box is sure to expand your network.

Konservativ hadegave til dem det har alt !

Jeg kan nok betegnes som en "frafaldende konservativ" - Men det er faktisk ikke det der fået mig til at skrive denne blog. Men at reklamerer med et medlemsskab af et politisk parti - Som julegave er nok det jeg vil kalde en klam og lumpen julegave. Og det uanset hvilket parti vi så snakker om.

 

Annoncen faldt jeg over i den lokale avis og det fik mig straks til at grine højt. Ved nærmere eftertanke blev det dog til den omtale klamme julegave ide. For hvem vil have påduttet en politisk holdning. Havde man en så brændende lyst til at være medlem af et parti, så havde man nok meldt sig ind for længe siden.

 

Man kunne også spekulerer over om gaven kunne byttes. Det ville da være noget af en bet, hvis en gavemodtager kom til den lokale konservative parti og bad om at få byttet gaven. Især hvis de ikke ville have pengene tilbage, men heller ville have et medlemskab af Venstre eller Dansk Folkeparti . ( Sådan bare for at følge trenden i vælgernes vandring )

Næsten standardiseret !

EU vil have standardladere til mobiler. Nyt EU-direktiv om fælles standard for opladere skal mindske mængderne af elektronikskrot. 

Indtil for få år siden var det et mareridt at oplade sin mobil. Hvis batteriet gik på hæld langt fra hjemmet, var chancen for at finde en passende lader minimal. Nokia havde to størrelser af deres runde DC-stik, Ericsson hade sin brede kontakt med to pigge, Motorola og Samsung havde også hver sine kontakter, som endda varierede fra model til model. Heldigvis er det blevet lettere siden, og man kommer nu rigtig langt med en micro-USB. Nu vil EU imidlertid skubbe udviklingen det sidste stykke af vejen gennem officiel standardisering.

Årsagen er, at kommissionen vil nogle af de uhyrlige mængder af elektronikskrot til livs ved at gøre det muligt at genbruge sine gamle ladere. Dette vil angiveligt kunne nedbringe mængden af elektronikskrot 51.000 ton hvert år.

I følge det nye lovforslag skal der findes en fælles standard for opladere til mobiler og andre småapparater (hvilke specificeres senere).

I praksis er det i dag kun Apple, som ikke allerede bruger micro-USB-stikket.

Design vs. usefull !



Design is usually always great - visible and look unique, but it is rare practical. Everything from designer coffee pots dripping - Designer Corkscrew who can not get stopper - And designer lamps which can not illuminate the area.

Unfortunately, many designer who do not take their users with the design stage - and therefore end their inventions to be an expensive option which just annoys the general users.

Just look at this smart bike obstacle. The function would be to slow down the cyclists and create a safer environment. - But because the equipment is too much design - actually creating it a dangerous environment

This week sign !

Are there realy people that use the toilet in that way

Bremen ved juletid !

Har været nogle dage i Bremen for at deltage i HSE Off shore konference. Vi boede på Best Western Zur Post. Et gammeldags udseende hotel, lige midt i byen. Men man blev snydt af hotellets ydre. Indvendig var det nænsomt modaniseret - Store værelser og et flot morgenmadsområde. Hotellet have et godt motionsrum ( Hvor jeg fik løbet en del km på løbebånd ) - Og et mindre indendørs swimming pool, som konen og jeg gik afprøvet en enkelt gang. Stedet kan helt sikker anbefales.

 

Vejret var ikke det bedste, men byen var fyldt med små tyske juleboder, og midt på byen centrale torv var der så meget jul at det tog to aftener at komme gennem hele menageriet.

Signs of a bad safety culture

The Warning Signs

You rely on your employer to keep you safe on the job, and they boast a top notch workplace with a strong commitment to safety. You generally follow the rules, wear the required PPE and take the necessary training. So why would an accident happen to you? Consider this: maybe everyone in your workplace doesn’t share the same enthusiasm for safety that you have. Can you do anything about it? Can your employer?

Employers bear a huge responsibility to protect their workers from injury. The regulations they must abide by are very demanding, to say the least. If you suspect a poor safety culture at your workplace may be developing, keep a keen eye out for these 7 behavioral warning signs.

These behaviors indicate warning signs that persons in your workplace may display when not taking responsibility for their own safety, and thus are the tell-tale signs of a deteriorating safety culture.

• Being too tired for the job;
• Consuming drugs or alcohol at work;
• Ignoring written safety procedures;
• Skipping safety meetings;
• Refusing to wear PPE;
• Operating equipment without training; or,
• Working too quickly.

If you see one or more of these behaviors in your organization on a regular basis from one or more of your coworkers, say something to your supervisor or manager. There’s one thing your employer can’t do – control your actions and your attitude or the actions and attitudes of your coworkers. If you’re caught in a workplace with a deteriorating safety culture, as an employee, you must also take charge of your own safety. Remember, you have the most to gain… and the most to lose.

Do you see these signs and more around your workplace? Check out “How To Improve Your Safety Culture” next month with our own Jason Heilpern and you’ll get great insight into how to get buy in from your employees and improve the safety culture in your organization.

Affald lugter af penge !

Danske forbrændingsanlæg vil importere endnu mere affald fra udlandet til energi og gevinst for varmekunderne. Importeret affald fra udlandet luner op i danskernes stuer, deres pengepunge samt i statskassen. Vel at mærke når affaldet hældes i danske forbrændingsanlæg og bruges til fjernvarme. Ifølge en ny samfundsøkonomisk rapport kan øget import af affald give Danmark en samlet gevinst på 1,1 milliarder kroner, fordi de danske affaldsenergianlæg udnyttes mere. Samtidig er det langt bedre for klimaet end at smide affaldet på en losseplads, viser rapporten fra EA Energianalyse for Dansk Affaldsforening.

 

Det er helt fantastisk at vi er så dygtige til affaldshåndtelig at vi både kan hjælpe vores nabolande med deres affald og samtidig få varme i vores huse - - - Og tjene penge. Vi burde blive endnu bedre til at udnytte vores forspring på dette område. Ikke bare ved at bænde de andres affald af - Men ved at lave forretning i udlandet ved at lære de andre hvordan vi gør:

Slut med de små engangsposer !

Europa har erklæret krig mod bæreposer. Derfor har Danmark og resten af EU landene netop besluttet, at vi ikke skal bruge lige så mange plasticposer, som vi plejer, når vi køber ind. I Danmark bruger vi ikke så mange plasticposer, fordi de ikke længere er gratis, men koster to eller tre kroner. Hos kiosker og grønthandlere får man dog stadig sine indkøb overrakt i knitrende tynde, gratis engangsplasticposer af samme slags, som supermarkederne i Sydeuropa tilbyder uden at tage penge for det. Hver dansker bruger kun fire engangsposer om året. Derfor er det mest de andre lande, der skal gøre noget ved sagen.

( 4 engangsposer per dansker - Jeg husker ikke hvor mange vi bruger i vores husstand - Men det lyder rimeligt. Men............. Når jeg er i Asien, så vælter det med tynde, små engangsposer. Her er der næsten ingen ovegrænse. )

Time Management !

I don’t know anyone who doesn’t struggle with how to make the most of their time at work. How do you stay on top of an overflowing inbox? How do you get work done when your day is taken up by meetings? How can you get through a continually expanding to-do list? How do you even find time to make a list in the first place?  -  To make matters worse, there are lots of misconceptions about what time management really comes down to and how to achieve it. Let’s look at some of the most common suggestions and assess whether they’re actually true.

It’s about managing your time. False.

Time management is a misnomer, says Jordan Cohen, a productivity expert and author of “Make Time for the Work That Matters.” He says that it’s really about productivity: “We have to get away from labeling it ‘time management’. It’s not about time per se but about how productive you can be.” He likens it to the difference between dieting and being healthy. “You can diet all you want,” he says, “but you won’t necessarily be healthier.” In the same way, you can pay close attention to how you spend your time, manage your email, etc., but you won’t necessarily be more productive.
 

Teresa Amabile, the Edsel Bryant Ford Professor of Business Administration at Harvard Business School and coauthor of The Progress Principle, whose expertise in this area comes from reading thousands of work diaries of workers who documented their struggles to get work done, says it’s more about managing your overall workload. Many managers simply take on too much. “If you don’t keep an eye on the commitments you’ve made or are making, there is no time management technique that’s going to solve that,” she says. Sure, this might be an organization-level problem — many managers overload their team members ­— but she says that most professionals have more control over their workload than they might admit. “It is possible to say no. It is possible to negotiate,” she says. Cohen agrees: “While your schedule may not be yours per se, you can be judicious about what you go to and how you manage it.”
 

You just need to find the right system or approach. False.

“Having a system can be useful, but it takes more than that,” says Amabile. “And what works for each person, like spending an hour and a half on focused work at the beginning of the day, will not necessarily work for another person.” The key is to continually experiment with techniques. “Some things may or may not work in a particular context or situation,” says Cohen. Try lots of different approaches — really try them. Don’t change the way you check email for a week and declare it a failure. Set metrics for measuring success, give the approach time, and consider involving someone else — your boss or a coworker — to help you evaluate whether it really worked.
 

You need to devote time to change. Somewhat true.

One person I spoke to said her biggest challenge was finding time to put time management systems into place. She didn’t have the day or two she felt she needed to set aside. Amabile says this may not be necessary: “Small tweaks can make a big difference. The best approach is to start out with a few small things. Progress in this context might mean that you find yourself with some additional time each day when you can reflect and think. Even if it’s just an additional 20 or 30 minutes each day, that’s progress.” But it depends on how bad your situation is and how desperate you feel. Amabile mentioned one person who decided to use her vacation week for a major overhaul to achieve less stress. She looked at how she was using her time, her level of commitments, and experimented with a few techniques that people had suggested. “She felt things had gotten so out of control that she wanted to give herself this gift. But that was an extreme measure that was necessitated by the extreme situation,” says Amabile.
 

It’s up to you — and only you — to get it right. Somewhat true.

This may be partly true. “There is no one who’s responsible for how productive you are,” says Cohen. In that sense, this rests on your shoulders. He is clear: “You’re expected to be productive, so you better take this puppy on yourself.” But Cohen and Amabile both say you can’t do it alone. “If you’re in an organization where there are pressures for immediate responses or turnarounds on all requests or there is no room for any kind of slack, it’s very tough to do time management on your own,” says Amabile. She points to Leslie Perlow’s research about small tweaks you can make in any work environment. Still, it may be tough. “Organizations unknowingly put a lot of barriers in front of you to get your work done — unclear strategy and clumsy processes, to name just a few,” Cohen says.



 

If this sounds like your company, Amabile suggests you make attempts to change the culture. “I would urge people to push back in ways that they believe will be effective,” she says. Raise questions like, “How can we be more productive around here?” This can often be more effective than focusing on getting out of your own bind. “You have a responsibility to push back on the organization,” she says. Cohen also thinks it’s worth talking with senior management, because it’s often bigger than any single manager. “It requires a redesign of how work gets done, where decisions get made, how they get made. There’s only so much that a system can take,” he says.

For the lone professional, getting control over your workload and schedule is daunting. But knowing the difference between what people say will work and what actually does may be the first step in the right direction.

Be smart - ask the right questions !

While you certainly have questions you like to ask (like these three), and maybe you ask one question to identify a superstar... if you’re an experienced interviewer you may almost always feel it's a waste of time when you ask the candidate, "Do you have any questions for me?"

Why? The average candidate doesn't actually care about how you answer their questions; instead they try to make themselves look good by asking "smart" questions. To them, what they ask is a lot more important than how you answer - On the other hand, great candidates ask questions they actually want answered because they're actively evaluating you and your company… they're deciding whether they really want to work for you. Here are five questions great job candidates ask:

“What do you expect me to accomplish in the first 60 to 90 days?”

Great candidates want to hit the ground running. They don't want to spend weeks or months "getting to know the organization." They want to make a difference right away. Plus they want to know how they’ll be evaluated– so they definitely want to understand objectives and expectations.

“What are the common attributes of your top performers?”

Great candidates also want to be great long-term employees. Every organization is different, and so are the key qualities of top performers in those organizations.

Maybe your top performers work longer hours. Or maybe flexibility and creativity is more important than following rigid processes. Or maybe landing new customers in new markets is more important than building long-term customer relationships. Or maybe spending the same amount of time educating an entry-level customer is as important as helping an enthusiast who wants high-end solutions. Whatever the answer may be, great candidates want to know because 1) they want to know if they fit, and 2) if they do, they definitely want to be a top performer.

“What are the one things that really drive results for the company?”

Employees are investments, and every employee should generate a positive return on his or her salary. (Otherwise why are they on the payroll?) In every job some activities make a bigger difference than others. You want your HR staff to fill job openings... but what you really need is for HR to find the right candidates because that results in higher retention rates, lower training costs, and better overall productivity. You want your service techs to perform effective repairs... but what you really need is for those techs to identify ways to solve problems and provide further benefits -- in short, to generate additional sales. Great candidates want to know what truly makes a difference for your company... because they know helping the company succeed means they will also succeed, on multiple levels.

“What do employees do in their spare time?”

Happy employees 1) love the work they do and 2) genuinely like the people they work with. Granted this is a tough question to answer. Unless the company is really small, all any interviewer can do is speak in generalities. Even so, great candidates want to make sure they have a reasonable chance of fitting in with the culture -- because great job candidates almost always have options.

“How do you plan to deal with...?”

Every business faces a major challenge: technological changes, competitors entering the market, shifting economic trends... there's rarely a moat protecting a small business. So while a candidate may see your company as a stepping-stone, they still hope for growth and advancement... and if they do eventually leave, they want it to be on their terms and not because you were forced out of business. Say I'm interviewing for a position at your bike shop. Another shop is opening less than a mile away. How do you plan to deal with the new competitor? Or say you run a poultry farm. What will you do to deal with rising feed costs? - A great candidate doesn't just want to know what you think; they want to know what you plan to do -- and how they will fit into those plans.

PN Maskiner hjælpe dig med at snyde !

Jeg har fuld forståelse for hvordan vores momssystem virker. Og at selvstændige kan trække momsen fra, da moms jo er en afgift som skal betales af slutbrugeren af produktet.

 

DERFOR føler jeg virkelig at nogen snyder på vægtskålen, når de køber julegaver ( Legetøj ) uden moms til deres børn, som jo netop er slutbruger af produktet. Det burde ikke være tilladt. Skattevæsnet burde kigge dybt i disse selvstændiges regnskaber - Har man så flosset en moral at købe legetøj, så kunne man måske også købe andre ting som er på kanten.

 

Endnu værre er det med de butikker som fisker i disse uetiske vande. ( Læs - PN Maskiner ) - Som sender brochure ud til alle husstand - Kamuflerer deres reklame med lidt professionel udstyr til landmænd - Men inde i bladet frejdig og underforstået slår på at man også kan "snyde" sig til billig legetøj til børnene.

 

De burde skamme sig - Altså PN Maskiner.  Alle os, der ikke har et CVR nummer, som giver adgang til de "Billige" varer i PN Maskiner kan så sidde og se hvordan denne symbiose af forgældede landmænd og griske forretningsfolk kan få noget af julen betalt af staten ( Læs: Alle os uden er CVR nummer )

 

Alt jeg også sætte spørgsmålstegn ved PN Maskiners egen klogskab udi reklamer er helt naturlig. At betale for en husstandsomdelt reklame til folk uden mulig for at købe til billig pris ( Psykologisk set vil ingen betale den højeste pris på en varer - Når den vises til en lavere pris i reklamen ) - Og samtidig skabe en forargelse over at nogen kan købe billigere end andre. Det er bestemt ikke smart.

 

Jeg har ikke tjekket prisen på deres "Snyd samfundet legetøj" i forhold til Bilka og Toy´s R us. Men jeg er overbevist om at disse kæder, som er specialister i legetøj, kan lave den samfundsmæssige rigtige / Etiske rigtige pris en del lavere end et firma der er specialist i udstyr til landbruget

This week sign !

When I go hunting i look forward

When I "P" I still look forward

Løn er lig med arbejde !

Vestre Landsret tog for nylig stilling til, hvor grænsen går for “begrænset brug” af internettet. Sagen drejede sig om en kvalitetsinstruktør, som havde benyttet internettet i to timer, blandt andet til privat brug. Det medførte en bortvisning. Men da arbejdspladsen ikke havde defineret konsekvenserne af en overtrædelse af virksomhedens internetpolitik, og da medarbejderen ikke tidligere havde modtaget påtale eller advarsler, og overskridelsen havde et begrænset omfang, mente Landsretten at bortvisningen var uberettiget og tilkendte derfor medarbejderen en erstatning på 117.399,96 kroner. Dommen viser, at det er vigtigt, at virksomhederne sikrer sig, at medarbejderne er klar over eventuelle sanktioner.

 

( Selvfølgelig skal der være interne regler,hvis man skal straffe folk for brug af internet.... MEN der må også være en etisk grænse. Hvad ville man selv finde sig i, hvis man skulle betale en høj løn til en person som så brugte tiden på private gøremål på nettet ? - Og hvad skal man finde sig i, som kollega i samme virksomhed - Hvor fælles indsats måske er det der gør at virksomheden fortsat består.

 

Desværre ser jeg ofte folk sidde og læse private mail - Læse internetaviser - Søge på biler eller andet som de gerne vil købe - Og jeg har endda set folk sidde og spille på nogle af de mange casino hjemmesider i arbejdstiden. Sådan opførsel kan godt pi... mig voldsom af. I en verden hvor rigtig mange har travlt og opgaverne ofte står i kø, er sådan en adfærd helt uacceptabel )

Stand by - Koster dig også penge

Elforbruget i de fleste danske hjem bliver brugt på underholdning i stuen og madlavning i køkkenet. Over en tredjedel af strømforbruget i en almindelig famlie går til underholdning som tv, computere og spillekonsoller. Godt en fjerdedel bruger vi i køkkenet på køleskab, fryser og på madlavningen, viser tal fra Energistyrelsens hjemmeside.

Herunder kan du finde nogle af de el-apparater i dit hjem, der sluger mest strøm. (Cirka årligt elforbrug i kWh)

• Tørretumbler. 1.200 omdrejninger. 421 kWh/år.
• Fjernsyn. 42 tommer LCD. 416 kWh/år.
• Opvaskemaskine. 55°C. 352 kWh/år.
• Fryseskab. 170 l. 288 kWh/år.
• Vaskemaskine. 236 kWh/år.
• Akvarium. 235 kWh/år.
• Køleskab m. box. 150 + 20 l. 226 kWh/år.
• Komfur. Keramiske plader inkl. standby. 223 kWh/år.
• Harddiskoptager. Op til 190 kWh/år.
• Tyverialarm. 174 kWh/år.
• Spillekonsol. Playstation. 141 kWh/år.
• Dvd-afspiller. Op til 110 kWh/år.
• Vækkeur. Clockradio. 87 kWh/år.
• Emhætte. 75 kWh/år.
• Musikanlæg. Op til 70 kWh/år.
• Elkedel. 44 kWh/år.

Til gengæld kan man glæde sig over, at det kun koster knap 10 kroner om året at lade sin smartphone op hver nat, og kun omkring 25 kroner at holde en iPad kørende. Det viser en amerikansk undersøgelse fra Opower.

Sidder lille Per for tæt på fjerneren !

 

»Intet tyder på, at man får dårligere øjne af at sidde tæt på skærmen,« siger professor i øjensygdomme på Københavns Universitet og Glostrup Hospital, Michael Larsen.

Når små børn foretrækker at sidde helt tæt ved tv’et, er det, fordi de gerne vil have hele synsfeltet udfyldt med det, der foregår på skærmen. Små børn kan ikke på samme måde som voksne abstrahere fra de ting, der sker rundt om tv’et, og de vil derfor gerne lukke alle forstyrrelser ude.  - »De vil gerne sidde inde i den verden, de ser i tv’et. Ligesom når vi voksne går i biografen. Der er heller ingen forstyrrende elementer, og så kan vi bedre koncentrere os om filmen,« siger Michael Larsen.

De ældres behov overføres til børnene

Når voksne har sagt til børn, at de får dårlige øjne af at sidde tæt på skærmen, er det en myte. Ifølge Michael Larsen er det ældre generationers overførsel af egne behov til de yngre. 

»Ældre mennesker bliver ofte langsynede og kan ikke se skarpt inden for omkring en meter, og de tror derfor, at det samme gælder børnene,« fortæller han.  - »På samme måde som når de ældre vil tænde læselys for børn. De tror, børnene har brug for det, fordi de selv har brug for det,« tilføjer han. Michael Larsen mener, det er forkert at blande synet ind i, hvad der er godt og skidt ved, at børn ser meget fjernsyn:  - »Det er rigtigt, at børn burde være mere aktive og være ude i stedet for at sidde stille foran fjernsynet, men den megen tv-kigning gør i hvert fald ingen forskel for synet.«

Epidemi af nærsynethed i Østen

Ifølge professoren tager synet heller ikke skade af, at man bruger computeren til at se film på. Ligesom det heller ikke gør nogen forskel, om man ser tv på et gammeldags fjernsyn eller en moderne fladskærm. - »Generelt kan man sige, at synet ikke tager skade af afslappende aktiviteter, som for eksempel at se tv. Men snakker vi om nærarbejde, hvor man koncentrerer sig om noget småt tæt på, kan det have en negativ effekt på synet,« siger Michael Larsen og fortæller, at der især i Østen, hvor skolebørnene læser meget mere end herhjemme, er en epidemi af nærsynethed.

Overvurdering skaber skader !

Hvert anden medlem i 27 repræsentativt udvalgte DGI-løbeklubber fra hele landet bliver skadet indenfor et år. Og 48 procent af dem, der melder sig ud af klubberne, gør det på grund af en skade. Det viser en rapport, som idrætsorganisationen DGI har fået udarbejde.

 

- Det er simpelthen ikke godt nok. Det er især slemt for begyndere, der oplever en hurtig fremgang, men de er ikke stærke nok til at træne så meget. Så ender de med mange smerter i hofterne, siger Tina Kryger Mondrup, udviklingskonsulent i løb i DGI, som organiserer 1,5 millioner sportsudøvere og motionister, heraf 51.500 løbere.

 

Idrættens Analyseinstitut har spurgt 1.700 nuværende og tidligere løbere fra DGI, om hvorvidt de indenfor det seneste år har været ude af stand til at løbe i over en uge på grund af en skade. Målet med undersøgelsen, der bliver offentligt 20. november, er finde ud af, hvordan løbeklubberne kan blive endnu bedre til at hjælpe nye løbere godt i gang med løb i en forening.

PFA Pension sundhedsforsikrer 190.000 danskere, og her træder man til med knæoperationer, fysioterapi og nye hofter, når motionisterne klager. Og Rasmus Ruby-Johansen, chef for Sundhed & Skade, er foruroliget over, hvor meget motion fylder.

 

- Vi har ikke en specifik registrering. Jeg havde selv håbet på omkring 10 procent. Men så spurgte jeg mine medarbejdere, der tager imod skadesanmeldelserne. De mener, 30-40 procent, er motionsskader. Det giver da stof til eftertanke. Vi må da sørge for, at folk træner på en forsvarlig måde, siger han til Politiken.

Rasmus Ruby-Johansen frygter, at en større del af danskerne er begyndt at træne til halve og hele maraton, selv om de er for gamle, skrøbelige til eller ikke i form.
 

Kæmpe kinesisk kunstværk !

Langs floden i Tianjin er der en lang promanade, som er rigtig flot at spaserer på. Stedet er fyldt med små figurer og kunstværker - Og man kan altid finde et eller andet at se på, når man følger flodens løb gennem byen.

 

 

 

 

 

 

 

 

 

 

En af de større - Og meget flotte kunstværker, er en ca. 30 meter lang udhugget kunstværk - Fyldt med masse små detaljer - Det er nærmest som om der er små historier i hver kavteratmeter.

 

 

 

 

 

Stedet er også fyldt med kinesere, der sidder og fisker i floden ( Hvilket faktisk siger noget om, hvor rent vandet er, da de faktisk fanger noget ) - Men fiskeren ser slet ikke ud til at se de mange kunstværker. Eller også er de bare blevet blinde over for det de ser hver dag.

Kalenderlys !

så starter jule måneden - Julen er godt nok startet for flere uger siden i butikkerne og andre offentlige steder. Men den rigtige start for os, er når vi får tændt kalenderlyset. Den tradition er ligesom start skuddet til de næste 24 dage - Inden det hele går op i en højere enhed - Juleaften !

 

Nu må jeg nok indrømme at kalenderlyset er både hyggelig og en smule stressende. Dels bliver man mindet om tidens gang hver morgen - Dels skal man hele tiden holde øje med om det brænder for langt ned ( Eller som det oftest sker - Vi er bagud ) - Og så er der altid den bagved lurende skræk, at man har glemt at slukke lyset inden man tog på arbejde.

 

Nå.... Vi er kommet gennem december hvert år, så det gør vi nu nok også igen. Om det så bliver med et lys der kun er brændt til 19........ Eller om vi blev færdig med lyset allerede den 21 - Det må dagene vise.

This weeks sign !

An unnecessary sign - This is instinct !

Kom bare igang !

Uopfordrede ansøgninger er en alternativ - men effektiv - måde at komme videre på, hvis man er blevet ramt af arbejdsløshed. En ny undersøgelse, lavet af Konsulenthuset Ballisager, viser nemlig, at tre ud af fire virksomheder har prøvet at ansætte en person, der sendte en uopfordret ansøgning. "Med en uopfordret ansøgning undgår man konkurrence, og så kan man som ansøger i større grad selv være med til at sætte dagsordenen, end når der er lavet en annoncering," siger Morten Ballisager, der er rekrutteringsekspert og direktør i Ballisager. Han bakkes op af Peter Bang Fausting Bauer, der er headhunter og partner i virksomheden Humantrust: "Du har mange flere muligheder for at gøre dig selv interessant for virksomhederne ved at være aktiv og opsøgende," siger han.

( Jeg kan kun beskæftige deres udsagn - Jeg lægge selv meget mærke til opfordrede ansøgninger - Og ved at folk i mit netværk gør det samme. Det kan godt være jeg ikke lige står og skal bruge en kandidat, men så har jeg ofte hørt noget i netværket og kan enten opfordre personen til at gå derhen. Eller jeg sender personens ansøgning videre i mit netværk. - Det kan måske en dag være en slags hjælp til selvhjælp. Hvem ved om man en dag står og skal igang med uopfordret ansøgninger )

Jul og skraldespanden er ikke gode venner !

Hjælp! Skraldeposen er ved at revne, og skraldemændene kommer først om en uge. Du kan selvfølgelig stille et par gode juleøl til skraldemændene sammen med alt dit overskydende skrald og håbe, at skraldemændene tager det hele med, men hvorfor ikke spare på skraldet i stedet, så skraldespanden er stor nok. Her får du 10 tip, der sparer på pladsen i skraldespanden.

Gem gavepapiret til næste jul

Pak gaverne forsigtigt ud, så papiret kommer af i et helt stykke. Glat folderne ud, mens papiret ligger på et bord, læg det evt. dobbelt og vikl det rundt om et paprør fra en køkkenrulle. Gavebånd kan genbruges, hvis det også vikles rundt om et paprør. Næste år sparer du penge på gavepapir.

Gem dit julepynt til næste år

Måske har du allerede rigeligt, måske kan du eller andre i familien folde et par hjerter af det gavepapir, der ikke var helt nok til en af næste års gaver.

Spis risengrød lillejuleaften

Du skal måske have risalamande dagen efter, så kog risengrøden, tag en portion fra til at lave risalamande af og spis resten af risengrøden med smør, kanel, sukker og en god juleøl eller et glas saft til.

Køb ikke for meget guf

Julemiddagen mætter godt. Sørg for, at der for eksempel er ca. tre småkager til hver, 4 stykker konfekt og 4 stykker lakridskonfekt, en håndfuld nødder og et par æbler eller klementiner til hver. Køb ikke mere ind, end I realistisk har lyst til at fortære juleaften.

Overdriv ikke julemiddagen

Der er ingen grund til at have en halv flæskesteg og 20 brunede kartofler tilovers. Regn med, at hver kan spise 500-700 gram mad. Har du alligevel lidt and eller flæskesteg tilovers, så gem det til familiens julefrokost dagen efter.

Ved julens traditionelle kolde bord: Sæt retterne ind i hold og sørg for at pakke det, der bæres ud, væk med det samme, så det kan holde sig. Sæt kun det på bordet, som bliver spist. Hvis maden skal kunne gemmes, må den højst være fremme på bordet i to timer.

Julefrokosten behøver ikke at have omfang som en julebuffet på en restaurant. To slags gode sild, en fiskeret, en lun ret som medister med grønlangkål, måske en god julerullepølse, leverpostej, flæskesteg fra dagen før og et par sprødsalater, for eksempel af rødkål med bær eller grønkål med æbler og to, tre slags oste. Til kaffen kan du servere resterne af guf fra dagen før.

Giv gæsterne mad med hjem, så det, du ikke kan spise selv, ikke kommer til at fylde i skraldespanden.

Spar på plastfolie eller aluminiumsfolie, når du pakker maden sammen. Brug dine små skåle med underkopper som låg og læg flade ting mellem to tallerkener.

Pak skraldeposen som en kuffert

Tænk på, hvor omhyggeligt du pakker kuffert, når du skal få plads i din skraldespand.  Læg plastikbakker, der har indeholdt kød eller klementiner, i bunden af posen, og fyld dem op med køkkenaffald, Tryk alle kartoner flade, fyld alle hulrum i skraldespanden ud, læg æbleskrog ud til fuglene og kaffegrums ud til regnormene.

Micromanagement !

Who is a micromanager?

A micromanager is a supervisor or a boss who assigns tasks and evaluates every stage of the process with the view to criticize or suggest their own approach to how the work is to be done. Instead of assigning tasks and offering general guidance to employees, they do the exact opposite. The typical micromanager uses their time directing employees rather than empowering them. They are fixated with process rather than results. They are role models and not goal models. They want to know every minute detail by “breathing fire” regularly down your neck. They want to know the quantum of the assigned task you’ve worked on, the process you used and when you would complete the task. They want you to work in front of their desks with the pretense of supervising your work. They demoralize you, give destructive criticisms and kill initiatives of employees who want to take up new challenging roles.
 

“The only right way, is their way.”

The right proposal writing style, is their style. The right report writing template, is the one they use. Every other template is questionable or wrong. This type of working culture snaps life out of the employee, reduces commitment and annihilate initiative. The victimized employees become withdrawn and passive contributors within teams. They hold back wonderful ideas because of fear of rebuttal of those ideas. They do not challenge any flawed ideas of micromanagers rather they only concur and execute every “command’ to the letter. This negative behavior creates distrust, fear and backwardness in a company’s ability to reach its goals.

• How they operate in Companies

This counter-productive working culture of these workplace bullies not only robs the company of valuable human capital but also leads to stagnation of growth, make companies less competitive and eventually collapse companies. Their attitudes toward assistants sever the company’s future and prevent it from grooming new deserving talents to be promoted to higher positions. High staff attrition and resignation becomes the order of the day because there is so much emphasis on degrees or universities attended, and not enough on the content or approach of leadership. Poor performance of assistants is an indication of the malfunctioning leadership and management style of bosses. The departmental outlook reflects the true picture of the flawed working strategy or directionless management style of leaders in that department. Leaders set the tone of an organization. The outer environment is a replica of the inner environment of those who establish the rules of engagement for the company. So the next time you want to blame the team members, examine the leadership you tasked to oversee the team’s performance. Therefore leadership is the cause, all other things are effects.

• How they kill talents in companies

Micromanagers either want to share in or usurp credit for tasks performed by their assistants or junior colleagues. They tweak the project or revise the proposal and call it their own. They're always delegating work and do not execute any work to the end. When they initiate projects, they don’t finish. When others finish assigned tasks, micromanagers are quick to criticize the finished work. They do not inspire confidence and they always think highly of themselves and belittle others.

People don’t leave bad companies. They leave bad managers. They don’t always leave dysfunctional company structures and unfavourably working conditions.They usually leave disorganized managers and confused leadership. Regardless of a company’s excellent value proposition, great service or unique products, the company gradually fades out and collapse when people are not made the centre of its activities. It might not happen in a day or two, but slowly and discreetly the company’s breath ceases. Micromanagers gradually drive away unique talents and hardworking employees by misleading business owners to feel that assistants and other junior employees are cultural misfits or are overwhelmed by their tasks at the workplace.

Some of these managers become insecure or feel threatened by a new emerging talent. They either frustrate, discourage or highlight weaknesses of the new talent to the director or the business owner in a subtle manner.

• How to work effectively with micromanagers

To survive working with a micromanager, be focused, think holistically, act collaboratively and execute diligently. Develop a tough skin and know that you can be asked to work on the same task over and over again. Learn to ignore the bad boss and be ready to accept their flaws. Build resilience and tolerance by showing that you are willing to revise the work to meet your bosses’ expectations anytime. Some actually enjoy the fact that you are stressed or overwhelmed over tasks assigned to you. Dance to their tune by asking for advice and feedback on approaches and processes to be used for all tasks. Employees who are being micromanaged should ask for “their right way” at every stage to avoid dissipating time, resources and energy on tasks that could be done in a relatively short period of time.

Micromanager indicator: If you have a boss who is exhibiting about 60% to 80% of these traits, he or she is likely to be a micromanager.