Socialising with colleagues not a taboo

Socialising with colleagues not a taboo - SANDHYA.U

DO YOU hate socialising with your colleagues? How friendly can one be with their colleagues? Answers to these questions are not definitive in nature and the overall response of the individuals is divided for many believe that propriety demands that one's interaction with one's colleagues should be confined to the premises of workplace alone. It's high time to bid farewell to such archaic notions and start hanging out with your office buddies.
Some of the reasons given for not socialising with their colleagues are lack of time and energy after a hard day's work at office; too many responsibilities and external tasks that need to be handled by them that leave no place for socialising.
Middle-aged executives view socialising with colleagues as an opportunity to increase their networking. While socialising one tends to meet more people and those contacts might come handy in future.
Do not go running after your boss alone and don't confine yourself to your department alone, try mingling with everybody present there. Socialising with your colleagues and employees will make it easier for you to work with them. It will give you an opportunity to know them as individuals rather than as mere fellow employees. This will strengthen your relationship with them adding a new perspective to your knowledge about them.
Maintain etiquette and let those unofficial gatherings be a pleasant experience.
Get going now.

Four Guides to Unite Mind, Body, and Soul

Four Guides to Unite Mind, Body, and Soul
- Adapted from Psychonavigation, by John Perkins

If you want to psychonavigate and desire to have control over the process, you must have a positive attitude about yourself, and about life in general. There is no way around this requirement. For success to be achieved, positive ideas and actions must predominate in the long run, and here are four helpful rules or guides to remember:

• No matter what your situation, several times each day stop and think about the good aspects--the enjoyable and self-expanding ones--of what you are doing
• We all visualize frequently. Visualization, unlike daydreaming, is active. it can be controlled, and when it is, the process is highly creative. Visualization is a key to psycho navigation. Try to incorporate smell, taste, sound, and touch into your visualizations
• Attune yourself to nature, and understand what nature demonstrates so clearly--there is no such thing as failure. Nature reaffirms the positive aspects of life. It is the basis for everything.
• You have the ability to act and take control. As long as you realize this, how can you be anything but positive? The idea that we are all created equal under God has been around for a long time.

At birth, we were granted free will. We have the power to change ourselves, our ideas, and our perceptions. No matter what happens, we can act.

Styles of effective leadership for different situations

Three kinds of situation help to identify different styles of leadership appropriate for each situation. Each is given a descriptive title relating to the behaviour required from those being led.

• Command and compliance, for ex: a car breaks down and a technician uses expert knowledge to repair the fault or tells the driver how to carry out the repair
• Involvement and commitment, for ex: a young adult wants to use the car; this requires commitment to learning how to drive properly and understanding how to find the way to and from selected destinations
• Participation in problem definition and problem solving, for ex:the car is in good repair and the driver is competent and knows how to read a map but there can still be problems caused by severe traffic congestion. The car mechanic, the driving instructor and map reading skills do not solve the problem.

The style of leadership in each of these situations is different. In the first pair of situations a directive style can work well. In the second pair of situations the 'leader' needs to gain some commitment and contribution from the person with the problem. In the third pair of situations the 'leader' needs to involve the people with the problem in the diagnosis as well as the solution. Today's complex world reveals an increasing number of situations like the third case. Participative leadership gains respect and is increasingly in demand. These leaders align the contribution of those being led and stand the best chance of achieving effective results

Cheerfulness as a contractual obligation

THIS `CANCER' is worse than practically anything else you may encounter in the workplace. It spreads like an epidemic and is even more daunting than the latest 'bird flu' or `chikungunya' disease doing the rounds. The incidence saps energy, dampens confidence, busts morale and cripples performance. In fact, HR and organisational experts contend that this is one of the top reasons why companies lose valuable employees.