JOLLY ROGER

wesoły roman

Czy ktoś widział Gondka albo wie co się z nim stało? Czy zaginął, czy rekiny go pożarły żywcem? Bo na forum wieść już o nim zaginęła!

Bunia

gdzieś chyba pojechał w świąteczny czas. Wraca po świętach, mam nadzieję że pełen werwy do gry i sportowej złości...hehe...ona nawet jeszcze nie wie, że stał sie członkiem zorganizowanej, morskiej grupy przestępczej...

Bunia

dzwonił, żyje, ale pije...ważne że ma parcie na kopanie! yo!

wesoły roman

Wróci? Kiedyś?
Smile

Baconsson

" Na boisku to zupełnie inny człowiek ... " Very Happy

No w końcu wypadałoby sie zgrać całą bandą naszą !!

Cisnąć go tam coby się zaokrętował w końcu na forumie !!

Bunia

wraca we wtorek wieczorem, na ewentualny sparing z Jah'em w środe lub w czwartek się melduje, a na niedzielny z Generali na 100% - tak seplenił...

Gondziorek

oj no teraz będę się szybko opowiadał co i jak:
- pojechałem do Austrii na tydzień odpoczywać itp Wink

- a że spotkałem kuzyna (tj. telefonicznie się umówilismy no bo tam nie za mało ludzi jednak) który mieszka i pracuje we Wiedniu postanowiłem go przywiezc do Krakowa na bibke no ale potem go odwiesc musiałem do domu
-no ale jestem Smile

Acha i sołtys niesepleniłem tylko moja mowa się zepsowała no prawda miałem problemy z nawigacją ale juz ok ! Jestem na okręcie i jest super - się juz boje gdzekolwiek wyjeżdżać bo takich zmian tom się nie spodziewał - acha tak jak juz pisałem gdzie indziej na sparing czwartek jak i niedziela jestem gotowy !!!

Mir

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wesoły roman

Bunia nie chwaliłeś sie, że za polityke sie bierzesz. A rzynajmniej swoim ziomom z teamu nie pisnąłeś ani słówkiem. Nie powiem robisz reklame. A ja sie domagalem tylko malutkiej zmianki w SMSie aty tu od razu z partią wyskakujesz Very Happy

Mir

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Baconsson

spoznilem sie bo link juz nie dziala Mad

wesoły roman

Działa nawet teraz...

Baconsson

u mnie wyskakuje po nacisniecu play ze "this video is no longer avaliable " ... wiec dupa :/

fqfpsfpsn · Gość

3. Keep emotions in check
No matter how stressed you may feel, acting on it by lashing out at an employee is a lose-lose-lose situation. You lose the respect of the employee and will most likely make them angry and possibly embarrased. You damage your relationship with anyone who was within ear shot of your tirade. Employees will start tip-toeing around you and potentially put blame on others to avoid your rath. You lose personally by increasing adverse physiological responses (increased heart rate, elevated blood pressure,abercrombie france, etc.) in your body. When you are angry,air jordan, frustrated, or disappointed with a situation or an employee do not act immediately on the emotions. Take pause. Breath. Use Covey's model and ask yourself, "what is the end result I want to acheive by addressing this with the employee?" Usually the answer is not "to yell at them and show them how upset I am". Use this pause as an opportunity to formulate your thoughts and to be constructive and supportive in how you address the situation. It can be energizing for someone to realize that their boss care enough about them to not get angry but rather help them understand how to fix the situation and not make the same mistake twice.
Coach Effect is a coaching, consulting and development firm focused on engaging employees through leadership and organizational effectiveness. For more information, please contact us.
Author's Bio:&nbsp,louboutin;
1. Embrace change
Change is happening. It will continue to happen. It can be exhilarating and exciting or it can be tedious and frustrating. It is your choice. You can choose to fight it, not understand it, or disagree with it and you can expect your team to do the same. Instead,michael kors outlet, become an ambassador of change. Think of the old adage, "if you can't beat them, join them". Fighting change helps no one. If you do not understand the changes going on around you make it your responsibility to bring clarity to you and the team. Come with a sense of curiousity, learn about it, don't pass judgment, and help your employees learn along with you. Exhibit a willingness to understand and embrace it.
If employees in your organization seem a little demotivated lately it is no wonder. Between budget cuts, salary cuts, and hiring freezes employees everywhere are feeling pressured to "work miracles". In addition, if they are still employed it is most likely that someone close to them is not so lucky. Employees are feeling pressure from all around them, not just from work. Managers have an opportunity to motivate and energize their employees.
2,louboutin. Listen fully
Even the seemingly most insignificant of conversations can support your effort to motivate and energize. Do not take "hallway conversations" lightly. Give your employees your complete attention. This includes resisting the temptation to interrupt, turning away to check an email, or answering your phone while they are talking. Show the employee that you have listened fully by reflecting on what you have heard by putting it into meaningful context, asking questions to not create assumptions, and paraphrase back what you think you have heard.
Here are seven simple ideas that can be put into practice immediately. Keep in mind that there is one key overriding assumption. Your employees are a direct reflection of you. How you "show up" at work: your actions, attitude, and behavior will directly impact the motivation and energy of your team. When the team is exhibiting signs of being stressed out, rushed, anxious, down, angry, or confused they are only reflecting what they see in you and other managers in the organization. Motivating and energizing your employees means you need to be motivated and energized.
5. Show appreciation
Acknowledge when you appreciate the work someone has done. Appreciation is not synonomous with monetary reward. A simple thank you or recognition at a team meeting can go a long way. If you are like many managers out there who have a difficult time sincerely expressing gratitude for someone in public, challenge yourself to do it anyway. Your employees will notice and be grateful for the effort you are making. Appreciation can also be shown through learning (sending someone to a conference or workshop), spotlighting (letting them present at a senior meeting), or trusting (giving greater lead over a project).
6,air jordan pas cher. Prioritize rigorously
Everything cannot be a burning issue. Some cultures unknowingly recognize and reward people who work in a constant state of stress and at a frantic pace. Is it really a badge of honor to always be swamped and putting out fires? It leads to burn out and lowers morale. Get yourself and your employees out of the mindset that everything is a burning issue. Be rigorous about setting realistic deadlines. If something really is important be clear about reprioritizing everything else on the employee's plate so they can focus on the task at hand. Communicate fully why a project or task is given a high level of urgency. Employees will get energized and motivated when they see that you are prioritizing with passion and being realistic in your demands. It shows that you care about them, their health,hollister, their creativity,abercrombie, and their quality. All things that will be less compromised with diligent prioritization.
By Jennifer Mounce
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7. Solve problems together
Being the manager does not imply that you must single-handedly solve all the problems. Matter-of-fact it can be demotivating to employees to have to "buy into" your plan,cheap oakley sunglasses. Energize your team by having them help with initial planning. Get their input on a situation or project. Including employees in the problem-solving process creates confidence and motivates the team. Create opportunities for input before narrowing down solutions. Separate ideas from the person proposing it. This is not about personalities. You will kill creativity and future input if you poke fun at ideas. Respect all sincere ideas offered.
4. Put the bully at bay
This takes "keep emotions in check" one big step farther. Be a boss who gets things done by leading not beating. A research study conducted by Zogby International in 2007 found that 37% of workers have been bullied at some point and most bullies are bosses (72%). In 2003 the Workplace Bullying Institute did a study that identified the top 25 tactics used by bullies. Here are the top ten of those twenty-five: 1) falsely accused someone of "errors" not actually made, 2) stared, glared, was nonverbally intimidating and was clearly showing hostility,mulberry, 3) discounted the person's thoughts or feelings ("oh, that's silly") in meetings, 4) used the "silent treatment" to "ice out" & separate from others, 5) exhibited presumably uncontrollable mood swings in front of the group (think idea #3), 6) made up own rules on the fly that even she/he did not follow,louboutin pas cher, 7) disregarded satisfactory or exemplary quality of completed work despite evidence, Cool

harshly and constantly criticized having a different 'standard' for the Target, 9) started, or failed to stop,abercormbie, destructive rumors or gossip about the person, 10) encouraged people to turn against the person being tormented. To motivate and energize your team avoid these ten tactics like the plague!
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an hour to like someone

sleeping

Corporate downsizing persists More and more companies are outsourcing, Ignoring long term tasks is the cause of long term demise because competitors who do pay now to fly later, The world’s largest industrial corporation was officially one hundred years old in 2008.

vxcvbzthn · Gość

Copyright 2006 Sharon Teitelbaum. All rights reserved,[link widoczny dla zalogowanych].
With so many resources available that encourage us to find our passion and our bliss in the work we do, I think sometimes people's expectations can get out of hand. I'm the last one to say, "tough it out" if you're doing work that's really a bad fit for you. But expecting that doing the "right" work will be a constant diet of joy and fulfillment is setting yourself up for disappointment. I think that even in the best of circumstances, there is a natural ebb and flow of highs and lows in one's work that's just the nature of the beast.
And if you're consistently not happy enough in the work you're doing,[link widoczny dla zalogowanych], then by all means get yourself some career help and make a course correction. You always,[link widoczny dla zalogowanych], always, always have choices.
It's also possible that you're in the midst of a life challenge that just doesn't leave a lot of room for passion in your work. You're recovering from a deep loss, you're dealing with illness in yourself or a family member,[link widoczny dla zalogowanych], you're working through a life transition of one sort or another. As you move through this challenge, you will once again have the bandwidth to feel connected to your work in a central way,[link widoczny dla zalogowanych], and have the possibility of passion.
As a work-life and career coach,[link widoczny dla zalogowanych], I certainly believe that having passion for your work is a good thing. But I don't believe we should expect to feel passionate about our work all the time. Even if you are doing work that is a perfect match for you,[link widoczny dla zalogowanych], it is unlikely that you'll feel passionate about it on a daily basis. Most people experience a satisfaction ebb and flow in what they do,[link widoczny dla zalogowanych], and I think we all have days or hours when it's all we can do to slog through: left,[link widoczny dla zalogowanych], right, left,[link widoczny dla zalogowanych], right,[link widoczny dla zalogowanych], left, right.
It's also possible that at this moment in your life, your passion is elsewhere -- it's not in your paid work. If you're raising a family, maybe you're passionate about your children, and your job is just your job. Maybe you're passionate about your garden,[link widoczny dla zalogowanych], or your dearly loved spouse, or your music, or the conservation work you do in your town. Maybe you're passionate about election reform or moderating CO2 emissions or getting surplus food to hungry people in the world.
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One day, I think it was a Tuesday, I was cornered by the big boss who commented that when my emails ended with a spiffy one-liner or a sarcastic blurb, the team went forth and accomplished whatever task we were knee deep in.