To Make Me Work, Ive Got To Make We Work

by

Jay M Wang

Lets face it. You know theres something more you can contribute than feel isolated in your 9-to-5. You also know you have a unique ability or developing abilities that nobody else has, and can share that with the rest of the world. So why lay those talents and skills dormant to what the world THINKS you ought to be?

What the world NEEDS of you is your ability to work with others and to share with them your individual talents to support your as well as the worlds dreams. Let me clarify that Im not talking about delusions of grandeur or wishful thinking. Watch a beginning episode of American Idol and that should give you a clue of who hallucinates for stardom versus those who are star-material. And what separates the star from the dreamer is the person who realizes what it truly is, that person has of him/herself to offer to the world. And more than likely a team of people had to believe and support that star in the first place. If the bigger market is always in a state of basic supply and demand then consider what this smaller person and his total interaction with world had to offer.

Born in 1940 in Bangladesh he spent his childhood years in a village called Bathua and was raised Muslim. A few years later, he moved with his family to the city of Chittagong for his father to run a jewelry business. He was always the studious type but also interested in activities and travel that would complement his studies, such as being involved in the Boy Scouts and the World Scouts Jamboree. During his teen and adolescent years, not only did he travel through Europe and Asia by road to experience cultural activities, but also as thespian means to enhance his drama acting performances.

From 1957 to 1961 he completed his B.A. and M.A. to join the ranks of the Bureau of Economics. Starting off as a research assistant, he was later appointed as a lecturer in economics at a college in Chittagong, the same city where he had spent much of his youth. He was soon offered a Fulbright Scholarship to study in the United States and obtained his Ph.D. from Vanderbilt University in the United States in 1969 and became an assistant professor in economics at Middle Tennessee States University in 1972.

However in 1976, his research and visits to some of the poorest nearby villages began to channel into a vision that he saw the world desperately needed. He realized that very small loans could make a huge impact to a poor person. Yet traditional banks would not make small-sized, or micro-loans, even at equitable interest rates to the poor since they were considered repayment risks.

Drawing from leadership inspiration from Dr. Khan, a rural development expert, and from what he saw could help both traditional banks as well as the poor, this man by the name of Muhammad Yunus finally succeeded in securing these micro-loans from a government bank to lend to a part of the countrys poor in December 1976. Other banks provided loans to the government bank to help fund the loaned business projects and was later renamed Grameen Bank, which stands for of village. To ensure the repayment of these loans, the Grameen Bank uses support or solidarity groups to apply together for loans and to use individual members as co-guarantors of repayment. Not only would individual members be held accountable for fiscal repayment, but they would also support each others efforts towards their ventured advancements.

To date the Grameen Bank has issued more than $6 billion to over 7 million borrowers and offers loans to various types of public as well as private projects. The Grameen model has inspired very similar efforts throughout developing nations including industrialized nations such as the United States. Finally in 2006 Dr. Muhammad Yunus was awarded the Nobel Peace Prize along with the Grameen Bank.

This is a joint award that not only the individual Dr. Yunus deserved but also to the team that shared in that vision. Build your team. Build your dream.

Want to know how to make a full-time income on the Internet?

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for more details. Author Jay Wang has been working from home as a musician and a Coastal Vacations member. He can be contacted via his own

Coastal Vacations

website and can be reached at 877-478-4431.

Article Source:

To Make Me Work, Ive Got To Make We Work}

Submitted by: Jennifer Mears

There is an old saying in business, Tell me how you will measure me and I ll tell you how I will behave .

This underlines the importance of feedback in the day-to-day operations of business.

Feedback can be used to course-correct employees who perhaps can be working more productively

and in tune with the management s goals.

Feedback can also be used to encourage employees to keep up the good work.

Understanding how to give good feedback is important because:

? It stops small issues become large, disruptive ones

? It helps build trust in working relationships

? It promotes professional and personal growth

? It acknowledges individual and team achievements

? It resolves any misunderstandings

Being able to give effective feedback improves employee productivity, morale and makes the workplace

more enjoyable and rewarding.

How to Give Good Feedback

1. Feedback should be helpful and supportive

Always try to ensure that the person is expecting some feedback and is ready for it. It s worth asking

them for their assessment of a situation before providing your feedback. Feedback should always be

helpful and supportive, and not just used as a way to chastise employees.

2. Be Specific and Sincere

It s important that feedback remain objective at all times. Keep to the actual behavior you observed

and not personality traits. You re much too chatty! could be better expressed as I observed you

were away from your desk for long periods and I am worried about your productivity . Avoid vague

statements and inferences.

3. Be Sincere

Use I statements I saw I heard..I felt . Describe how the behaviour affects you and use sincerity

to get your message across. Don t give out praise if you feel it really wasn t deserved.

4. Provide Balance

Always try to give out a balance of positive feedback and feedback for improvement. It s always bette

to end with a positive comment and to encourage a response to the feedback. Remember, it s much

easier to de-motivate someone than motivate them.

5. Ensure Timely Feedback

Feedback loses its effectiveness and negative if it is delivered too long after the situation under review.

Don t hold-back feedback of any kind and try to give it as close to the event as you can.

Providing Positive Feedback

Positive feedback is used for when somebody did something well. A very simple method exists for giving

positive feedback:

? Describe what the person actually did or said

? Describe why this action was effective

Ensure the What and Why method uses the points covered above. An example could be:

I am very happy with your improvement report and summary. It was clear, concise and has raised a

number of points I will be acting on. Well done.

Providing Feedback for Improvement

Similar to positive feedback a good approach for feedback for improvement (remember not negative

feedback !) is:

? Describe what the person actually did or said

? Show them a more effective approach

? Explain why that would have been bette

An example; I feel your comments about the improvement report came across as sarcastic and were

too general to be helpful. If you keep your reports objective and express your concerns clearly and

concisely we could really use your input .

Following some of the above tips will help you build up your team leadership skills and improve your supervisory managementtechniques as well as motivate and direct your staff.

About the Author: Jennifer Mears is a freelance author who writes about various computers and business training topics, To know more about Jennifer’s Training ideas please visit.

progressivetraining.ie

Source:

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