Posts Tagged ‘politics’

good for you sean penn

after some of the messages i read, if there is anyone out there that can do better than comment about Sean helping people of Haiti, then get off your butt and do it! No one put Harry Connick Jr. or Matthew McCounaughy down when they helped during Katrina.

Read more...

Republican Senator Tom Coburn stranded at the Capitol Building

http://www.foxnews.com/politics/2010/02/11/snowball-fight-hill-govt-shut/   This article is found in the politics section of foxnews dated today's date.    55.6 inches of snow has slammed Washington so far this season with more on the horizon.  The senator cleaned out his desk, read books, etc.   "The best thing is we're not passing any legislation, which ultimately will save the government a lot of money,.."   Now, you will have to go to the above link to see the beautiful picture of the snow covered Capitol Hill.  But what do you think about this current news event?  A senator being stranded at work?  An unusal amount of snow slamming the Hill and shutting down the entire city?  No legislation being passed???  outrageous!!  I tell you it is wrong!  They should go to work.  All they need are skis :smileyvery-happy:

Read more...

Obama at the Georgetown and Duke Basketball game

http://www.comcast.net/video/raw-video-obama-takes-in-basketball-game/1400339864    I thought it was kind of refreshing to see President Obama in a little different light and outside of the politics and in the sports arena for a little bit.  That was pretty cool.   IMO

Read more...

Republicans Are The Party Of "NO"

The President is invited to a Republican meeting, and rather than using the opportunity to listen and to learn and to mend fences, uses it to pontificate on his agenda and to chastize them for "practicing the politics of no".   http://www.comcast.net/articles/news-general/20100129/US.Obama.GOP/   Now one could question his unwillingness to apply the same standards to his own Party (voting in lockstep for every single piece of legislation over the past year), but at the end of the day, he is correct.  The Republicans are indeed, "practicing the politics of No".   No.....

Read more...

Would you take a high speed train over a plane?

http://www.chicagotribune.com/business/sns-ap-us-high-speed-rail-states,0,2784019.story Story is about Obama's proposal for high speed trains in this country.

Read more...

At The Moment I’m Not Sure….

Was the Court's decision about allowing business to buy political ads in the best interest of the election process or not?

Read more...

How managers can reduce gossip, politics, blame and moaning in their team

Copyright (c) 2009 Shona GarnerHow managers can reduce the gossip, politics, blaming and moaning in their team. Do you ever, even if your staff spent half the energy in the same discussion more productive, more focused and behavior that would get a damn sight better result? Do you think it is naive to imagine a team with these behaviors and attitudes do not exist? Do you know, team managers or organizations in which they seem to have a great working relationship, but add that for luck “- have just received” good people? “Want to know how to deal with this more efficient? One thing is certain: if you meet in your team, you will surely know how long, frustrating, and draining the energy of these behaviors and attitudes are, and probably realize they are eating it up productivity, performance and the overall result is shown. But when you’re short on time and do not know how to deal with the question, what are you doing? First, you must know, running one day the chance to team building, or to attend a course on communication is useful – but it is very unlikely to produce lasting change. In some cases, I have seen such a strategy must be a monumental work, very expensive flop. At a time when every penny counts, it might be wiser to take considered more effective and sustainable ways of addressing the root causes of poor group dynamics and under-performance? Secondly, you must stop thinking that a change in attitude and behavior is all your responsibility. We must take l ‘ initiative – which is safe. There is much truth in the adage, “you start. Start becoming really clear on attitudes and behaviors that you want in your team. Culture, in the simplest way, is really only for “how we do things here.” As a manager, how do you think things here? What kind of attitudes and behaviors that you want to promote and encourage, and you want to discourage? When asked, most managers I work with are very clear about what they want – or at least do not want! We often speak of having staff that have more than one “do” attitude, who are committed, trying to focus on solutions rather than problems that do not bother with the groan “or” scapegoat “round, and not play games of politics and gossip negative. The problem is that when they know what they want when it comes to how to achieve this goal, things get a little ‘foggy! As a coach, I know that achieving any goal is to provide a consistent and regular, you get closer to your ideal. Ad-hoc, simply does not cut it. Especially if the goal is very ambitious. And the burden of making all the changes, not just the responsibility of the operator is! The greatest success, executives suspended, waiting, and was able to encourage their staff to take responsibility and ownership for making “how we do things here” too good for everyone. E ‘as a sports coach – you can mentor, train and encourage others – but you can not do their push-ups for them! At one point, they must take possession. Exceptional leaders build cultures where the responsibility is the norm. So the team need effective ways to communicate clear messages about attitudes and behaviors that you expect from your team, but this must be supported by implementing strategies and tactics that make it easy for your people to participate, discuss and grow their people skills themselves. And these strategies and tactics needed to become a regular part of “the way you do things here.” 3 specific steps that will make a positive difference in the culture of your team: 1. Develop a simple and “safe” feedback mechanism that allows people to express their viewsIn my experience, people want to be heard more than we can necessarily expect to get what they want. Groan, back-biting and gossip grows when there is no other outlet to express their dissatisfaction or concern. The evaluation process easier and less threatening is obtained through a survey among staff. Now, there are surveys of staff, and there are surveys staff! In the same way that the feedback to 360 can do good or evil, the same goes for the investigation of staff. It should be simple, anonymous and give you the results in real time – not months later when everyone has forgotten everything. Above all, should serve as a basis for measuring where you are in terms of labor relations, and what might need tweaking, and so that everyone can see the results did not go into a black hole, but in fact are the basis for action to improve things. Even if employees are cynical at first, show them this is not a symbolic activity, but a sincere desire to improve the way things are for everyone. With the commitment and consistency of the message, we begin to perceive the real changes in attitudes and behavior, and the atmosphere will be much more open and optimistic. 2. Reviewing what works well and the team feels they can work better – and then set individual goals and team, this should not be expensive. In fact, it’s better when it’s fun, quick and strong, focused and objective. Thirty minutes in a group meeting, or 15 minutes in a room learning, regularly, creating a dynamic structure and a sense of direction you do. Once certain goals were set, in agreement the next time you see them – and then stick to it! 3. Re-evaluate and measure progress on basisBuild regular periodic review of your year. At least, you should repeat the staff survey twice a year. People should see this as an important part of culture, not a symbolic activity done to save face, but something that really offers a way to develop relationships and improve communication and people skills. And be sure to celebrate progress. You can not change a culture quite negative for the night – actually it is very unlikely! However, if teams are reported less back-biting, less conflict or tension, and people feel a climate more positive, you’re on the right track.

why are people keep posting Carrie Prejean questions in the politics section?

So I’ve just done the same thing lol. But I’m serious as a way to tell other posters that it is not a politician, nor has anything to do with the political process. ask questions in celebrity section. This section talks about politics (and apparently bashing Obama)

Amid slow global recovery, India to grow 7.5 percent in 2010 …

Washington, Jan 21 (IANS) India is expected to grow at 7.5 percent this year, up from 6 percent in 2008, even as the global economic recovery that is underway slows later this year as the impact of fiscal stimulus wanes, according to a ...

Read more...

'Decision to merge Air India and Indian Airlines taken in haste …

The Committee, headed by senior politician Sitaram Yechury, felt these inherent contradictions of human resources and aircraft type existing within National Aviation Company of India , the entity formed after the merger, have become a ...

Read more...