Computer Technician Resume Sample Writing Guide

Computer Technician Resume Sample Writing Guide Computer Technician Resume Sample Writing Guide Scroll down to see a pitchs You Will See and +20 Resume Objectives Examples s of Resume Action Words for Every Profession4Is Your Education Section Underperforming? It Might BeThe education section of a computer technician resume is simple. Just add your degree and school and move on, right?Not necessarily.Remember, youre being judged by everything on your resume. If you want the job, you need to carefully consider every word. The education section is no exception.If you are a recent graduate or current student writing a resume for an entrys5How to Put Skills on a Resume for a Computer TechnicianA computer technician job requires a unique set of technical skills. Employers want to know you have these. But those arent the only skills that belong on a computer technicians resume .Employers also want candidates with a variety of hard and soft skills.Hard skills are teachable and specific to an industry or job title. Examples for computer technician include software and hardware expertise, troubleshooting proficiency, and the ability to install and maintain network peripherals.Soft skills are interpersonal skills such as leadership and the ability to effectively communicate. These are helpful in just about every job and industry. Job postings often list the soft skills they are seeking.Pro Tip Dont limit your skills to just this section. Include skills keywords throughout your resume to get through Applicant Tracking Systems.Choose the skills that are fruchtwein relevant to the position. The job description is a great distribution policy to start, especially for the technical skills. Also check out the LinkedIn profiles of computer technicians who have worked for companies similar to the one youre applying to. This will give you a better idea of the skills these employers value most.But dont just list skills in a word or two. Add context, specifics and facts or figures to stand out.rightwrongProficient in Windows, Linux and Mac operating systemsOperating systems knowledgeTroubleshoot 95% of hardware/software issues within 30 minutesTroubleshootingAbility to communicate technical information in plain languageCommunication skillsComputer Technician SkillsHardware Proficiency (list specific platforms)Software Proficiency (list specific programs)TroubleshootingSystems AnalysisNetwork SecurityNetwork ArchitectureInstallation and ConfigurationServer MaintenanceCommunication SkillsCustomer SupportTime ManagementAnalytical SkillsSee this list of skills to put on a computer technician resume? Some work better on a computer hardware technician resume, others on computer network technician resumes. Youll know which to highlightespecially once you focus on the job description from the ad.Having trouble deciding which skills to list on your resume? Read our guide 30 Best Examples of What Skills to Put on a Resume (Proven Tips)6How to Add Other Sections for an Effective ResumeIf you followed the steps up to this point, you have a pretty compelling computer technician resume. But a cynical recruiter may totenstill have doubts. How can he be sure you are as proficient as you claim?Easy. Include a section that highlights your additional qualifications, such as certification or licenses. These add a level of proof and credibility.Be sure to prioritize these for each application. If you the company uses Cisco products, for example, your CCNP, CCNA or CCiE certification should be at or near the top of the list.Pro Tip Create a master list of relevant certifications, licenses and awards, Then choose the most relevant for each position each time you personalize your resume.But what if youre still working on certifications?If you are a current student or recent graduate, you can include a section for awards, honors or even relevant extracurricular activities.The important thing is to demonstrate traits that give employers confidence in your abili ty and your character.Did you know that you may also be able list hobbies and interests? Find out if you should and how +20 Best Examples of Hobbies Interests to Put on a Resume 5 Tips7Heres the Most Common Myth About Cover LettersIm sure youve heard this myth before. In fact, its so widespread that even major job sites get it wrong. And its killing job seekers chances of landing their dream job. It can do the same to yours.So what is it?That cover letters are optional.I get why people would believe it. A busy recruiter barely has time to get through the stack of resumes on her desk, let alone a cover letter.But thats exactly why they are so important. A recruiter has to pare down that stack before taking a closer look. And an easy way to do that is to eliminate any that dont include a cover letter. After all, if you skip this step, what steps will you skip on the job?Thats not just my theory. Statistics show up to 45% of recruiters will reject resumes without cover letters.You do, however, want to be concise. Focus on highlighting the most important traits that make you a great fit for the job and conclude by asking for a meeting to discuss things in mora detail.You also want to sound warm and personal. Nobody will be impressed by a generic form letter. If possible, use the name of the hiring manager or recruiter.And if you want to stand out, include a bit of information that shows youve done your homework. You can usually find something with a quick search of the website and news feeds.Plus, a great cover letter that matches your resume will give you an advantage over other candidates. You can write it in our cover letter builder here.Heres what it may look likeSee more cover letter templates and start writing.For a paragraphsKey TakeawayWant a computer technician resume that gets more jobs? Do thisPersonalize. Above all, employers are looking for a candidate who is a good fit for the company.Mirror the requirements and keywords they used in the job descrip tion and your resume and cover letter for that computer tech position will stand out. Its a little more work than just creating one resume and sending it out whenever you apply to something. But its worth the effort.Pack your resume full of action verbs and quantify whenever possible.

3 requirements for achieving huge goals according to psychology

3 requirements for achieving huge goals according to psychology3 requirements for achieving huge goals according to psychologyAccording to the Expectancy Theory of Motivation, three things must occur for a person to be deeply and fully motivated toward their goals.If you have these three things, youll be pulled toward something that truly excites you. Youll have the confidence of a plan that you can execute. Youll regularly create small wins that ripple into bigger wins.3 requirements to unstoppable motivationYou must believe the reward (the WHY) of a particular goal are important, meaningful, and compelling.You must believe that you know how (clear strategies/plans/people) to achieve your goal.You must believe that you can execute the plans, strategies, and pivoting involved in achieving the goal.1. The rewards for success are deeply meaningfulThe bigger the why the easier the how. - Jim RohnYour goal or desired outcome needs to be truly desirable. You need to really want it and hav e compelling reasons for wanting it.Jim Rohn once said, Reasons come first, answers come second. You need reasons for doing something. Those reasons are your WHY.The mora reasons you can give yourself for accomplishing something, the more motivated you will be. These reasons, when powerful, become NEEDS. For example, look at your life right now.How much money do you currently make?Most people look at their current income as a product of their situation or capability. In reality, your current income is based on how much you believe you need.If you needed more, youd make more. If you needed to make an extra $250,000 in the next 6 months because the situation or your dreams demanded it, youd be surprised what you could come up with.Your current level of income reflects the size of your reasons. Most people have this backward. They work so they can make money. When you have compelling reasons, you make money so you can do more work. The work is sweet because you have very specific and p owerful reasons for doing it.If you can make your reasons bigger, more exciting, and personally meaningful to you, then youll start to conceptualize clear goals.The bigger your reasons, the bigger your needs. If you have big goals, youll need more resources, a gruppe of people to help you, and probably lots more income.According to marketing legend, Jay Abraham, there is zero correlation between being good at something and making money. There are a lot of very talented people who dont have enough reasons to take their work and life to the next level.Although there is zero correlation between being good and making money, there is a direct correlation between marketing and making money. The more compelling your reasons become for achieving a particular goal, the more willing youll be to get the word out and to succeed.How big do you want to play?How deep are your reasons to achieve your vision?How compelling are the rewards?How willing are you to learn and become?You cannot be motivat ed without a clear vision and reasons for that vision. But clarifying that vision takes work and patience. It takes exploration and asking yourself some really hard questions.Getting clear on a vision that matters to you requires spending lots of time by yourself and disconnecting from all of the noise around you. A deeply compelling WHY has to be more than just maintaining prior success or beating other people.You need to have something that is intrinsic. You can increase the velocity and pace of your success through extrinsic motivators. But the driving force must be something that is very personal to you. Something that you feel is your mission and purpose in life. Once you can get there, and once you can see it, then it is your obligation to begin sprinting toward it.It truly doesnt matter how big it is. You need to get as many data-points as you can from people who have done something somewhat similar. If someone has done EXACTLY what you want to do, you should check yourself. Youre probably pursuing someone elses goal. But similarity with others is to be expected. And you can use them as data points to plot your own course.2. You have a specific, intelligent, and flexible game-planWhatever the mind can conceive and believe, it can achieve. - Napoleon HillWhen you can conceive a goal and you have deep reasons for achieving that goal, your next step is to believe in the vision.You cannot believe in your vision without a thoughtful and strategic plan. For example, if you have the goal of making $10 Million Dollars but have never made more than $50,000 per year, then it doesnt matter how compelling your reasons are, you probably wont believe you can.You may talk a really good talk. But deep down, youll either be lying to yourself or naive to the reality of your situation.Being naive isnt a bad thing. But in order to truly believe you can do something big, you need to get educated. You need context into what will really be required. And you need to start succ eeding even in small ways toward your goals.2-3 years is a really powerful span of time to make enormous progress toward a vision. In 23 years, you can become a millionaire. As Dean Graziosi once said, I got to 10 million by saying Yes, and I got to 100 million by saying, No. The more clear you become on your target, the better equipped youll become to find solutions. Having a WHY isnt enough. You need HOWs and WHOs to help you achieve that vision.If you dont have strategies and people and resources - or ways to get resources - then you wont be motivated and you wont achieve your goals.If you have something you really want to do, it is your responsibility to get the gameplan in place. Robin Sharma has said, The bigger the dream, the more important to the team.In the incredible book, Scale or Fail, Allison Maslan provides the following 5 Stage frameworkStage 1 - THE SEEKER You rule and run the domain. In fact, you are the domain. You create, sell, implement, do and are responsible for everything.Stage 2 - THE PIONEER You have one to a small handful of employees. You begin to delegate but are still approving everything that comes in and out of your company.Stage 3 - THE RINGLEADER It can feel like a circus at times You begin building small teams (e.g., admin, custom service, marketing). At this stage, you are really getting clear on your vision. You are leading team meetings and developing systems and processes. Youre spread way too thin. People are still not clear on what their roles are.Stage 4 - THE CO-CREATOR You begin to recruit or promote team leaders to co-create the solutions and brainstorm the new ideas and opportunities. Your people become just as committed as you to your vision and begin asking How can we delight our customers? How can we innovate? How can we increase revenue?Stage 5 - THE VISIONARY At this stage of the game, they dont need you. You have great people in place who are devoted and committed to the vision. You step back from meeti ngs and stop providing your two cents. You let go of the day-to-day and focus exclusively on the big picture.It doesnt matter if youre an entrepreneur or not. This 5-stage framework is very instructive.At each stage, you need a new gameplan. If you dont have the gameplan of going from Stage 1 to Stage 2, then you wont get there.Lots of people imagine themselves at Stage 5 when they dont even know how to get out of Stage 1 or 2.Whatever your goal is, you need to develop a plan. You need strategies to get from where you are to where you want to go. Once you ascend to a certain level, youll need to re-define the WHY - your reasons for what youre doing. They should get bigger and bigger along the way because if it continues to grow, it will involve increasing numbers of people. It will also impact increasing numbers of people through the work you do.Without plans and people, you cant be motivated. You cant achieve big goals. Having a WHY is not enough. You need HOWs and WHOs. Or as Dan Sullivan puts it, you need WHOs to take care of the HOWs.3. You know that you can execute the planAccording to psychologys Hope Theory, hope reflects your perceptions regarding your capacity toClearly conceptualize goalsDevelop the specific strategies to reach those goals (i.e., pathways thinking)Initiate and sustain the motivation for executing those strategiesThis theory is very similar to Expectancy Theory, which this entire article is based upon.The idea is simple, you need to have a clearly defined goal that is meaningful to you. You then need clear plans and strategies for reaching that goal. You need to truly believe the strategies (and people) will actually get the job done.Which brings us to this final point - you need to believe YOU can execute this.It doesnt matter if the WHY is powerful. It doesnt matter if you have all of the best strategies. If you dont believe you can execute, then you will self-sabotage.You need to believe you can execute the plans and strategies y ouve developed. You need to believe you can lead the mission - if leadership is required for what you seek to do.You need to be completely committed to becoming whatever it takes to achieve your dreams. If your dreams are big, you will be required to change. As Albert Einstein put it, The measure of intelligence is the ability to change.Youll need to expand and grow into your vision. And actually, thats one of the primary reasons to have a huge vision - to transform you into the type of person who can make it happen.Yes, you can expand and grow. You can develop capacities and skills. You can adapt to challenging circumstances and do stuff youve never done before.You can become comfortable in new and unknown territories.You can become a person of confidence and faith who is willing to put their stake in their ground.You get to this level of conviction by investing fulling into what you believe in. You need to get clear on what matters to you.You need to care enough about your dream s to grow beyond your petty fears and self-image. Youll need to get good at marketing and leadership. Youll need to care enough about your vision to learn what works and how to spread the katechese - rather than solely remaining a starving artist filled with good ideas about how other people are doing things wrong.You can do all of this.ConclusionWhatever the mind can conceive and believe, the mind can achieve. You can become more imaginative than children.You can develop incredibly creative and thoughtful and fun ideas and solutions and dreams. You can grow and expand into a legendary and beautiful person as you evolve through these dreams. As you painstakingly BECOME, learn, grow, lead, and share.Do you have these 3 things?A clear goal with compelling REASONSClear and specific plans you believe will lead to the completion of your goalThe belief that you can execute on those plansAt every stage of your growth, you will have to revisit these big 3. Youll need to continually hone an d improve them.As your WHY gets bigger, the HOW will get easier. It will get easier because increasingly, your vision will be pulling you forward. Youll be so committed and in flow that the HOW will begin taking care of itself.This is a beautiful way to live, and you can apply it to all levels of achievement.You gain confidence in yourself through action. You must take steps forward now. You must begin learning what you dont know and unlearning whats holding you back. You need to transform and become more than you currently are.Ready to upgrade?Ive created a cheat sheet for putting yourself into a PEAK-STATE, immediately. You follow this daily, your life will change quickly.Get the cheat sheet hereThisarticlefirst appeared on Medium.

Worth Its Salt

Worth Its Salt Worth Its Salt Worth Its Salt?When we think about creating products to produce drinking water in places that need it, we usually think about whether its safe. But we dontoften thinkabout the actual taste of what people in those places would be drinking. In fact, for a decent amount of the world, salt makes it hard to even swallow water. For a team at the Massachusetts Institute of Technology working on making it more palatable, Amos Winter, an assistant professor in the mechanical engineering department, serves as principal investigator, and Natasha Wright as lead researcher. The project started with looking at the water contamination issue in India and there were a few years spent doing it, Winter explains. A strong portion of India has the salty tasting issue, says Winter, which leaves many without the water they deserve. People are drinking surface water because of this and it has a much higher chance of being contaminated, he adds. Many people will be getting sick when they shouldnt be.PhD candidate Natasha Wright is working on solar-powered desalination systems. Image Tony Pulsone / MIT Removing the salt, a process known as desalination, has been possible for those on the grid. But thats not the case for those living off the grid. For smaller, more remotevillages, the cost just isnt viable. Thats where the MIT team is trying to step in. The technology that seemed the fruchtwein likely candidate was reverse osmosis but we found that electrodialysis was better, he says. Instead of mechanical pressure to deal with salt, it uses electrical means. It also doesnt require as much energy. Talking about an off-grid system, it cuts the capital costs of your power system significantly. It also recovers 95% of the water that comes into the system, he adds. The most important part of the invention is the electrodialysis stack, which contains a pump that moves water through the stack to prefiltration filters to remove large contaminated particles. The sys tem is run by solar power, which turned out to be a strong match. The target population meant you had to run technology off renewable energy and it turned out the areas with the most salty ground water were also areas with the highest sun exposure, he says. In addition, maintenance was much more manageable. Its only about every 10 years you have to replace the membranes in the electrodialysis stack, Winter explains. Winter says the off-the-grid system will eventually be housed in a concrete shed. Once they package it down, he says, it will be no more than approximately 10 feet in width. Its Winters hope that this can be a solution that affects health and the positivemindset of areas. These communities can be partly changed through improved drinking water, he says. We see the possibilities. Eric Butterman is an independent writer.Talking about an off grid system, it cuts the capital costs of your power system significantly.Amos Winter, assistant professor, MIT

Successful Resumes - real resumes that got people hired at top companies

Successful Resumes - real resumes that got people hired at top companiesSuccessful Resumes - real resumes that got people hired at top companiesResume templates are the stock photographs of job applications. They push you into a box which limits how you can show your unique strengths, achievements, and struggles. Theyre not awful, but they also arent likely to help you stand out and be remembered.Good news is, theres a better way.At , weve seen thousands of our users find success. Weve heard their stories, learned from their struggles, and discovered what really gets people the right job. Now, were sharing those stories with you. These are real resumes from real people who got hired at fantastic companies. Each one contains lessons in how to do things likeSwitch industries Change careers Get your first job Take the right next career step Stand out from the crowdFeel proud in your job searchWith over 500,000 resumes created with , we know that there are lessons that can change lives. Were here to do just that.You can find people such as Sam, who left investment banking to work in tech, Max, who went from founding a food stand to working at Amazon,Akshay, who got an internship at Tesla, Marcellus, who built a great career after retiring from the military, Sophie, who started her own company, Eden, who showcased his passion project, and many more.Each one has something to teach you about more than just making a great resume. These are stories about lives, careers, and finding fulfilment.So whether youre looking to try a new career, jump-start your job search, or just see what a 21st century resume should look like, try exploring Successful Resumes. Eric D. Halsey A writer with a passionate belief in the power of peer to peer learning and storytelling to change lives. Wants nothing more than to spend a day cooking, reading books, playing board games, and discussing history and politics with friends. Also always up for an adventureLeave a Reply Cancel replyYour em ail address will not be published. Required fields are marked *CommentName * Email * Website Subscribe now for moreSee more great content and inspiring examples of resumes done right each month. Subscribe Youre subscribed Latest posts See all posts by Eric D. Halsey The Resumes of Chernobyl by Eric D. Halsey 4 Ways Creativity Can Improve Your Resume by Katherine (Tori) LutzHow to Create a First Year Elementary School Teacher Resume

What Everyone Else Does When It Comes to How to Write a Simple Resume and What You Should Do Different

What Everyone Else Does When It Comes to How to Write a Simple Resume and What You Should Do Different The True Meaning of How to Write a Simple Resume The consequence of an effective resume can be observed in the event the employer makes the decision to contact you for an interview. In the majority of instances, an employer wont call you for an interview without seeing your resume first, which means you would like it to earn a big effects. Try to remember that recruiters may see the name of the file that you send them and also dont forget they get a great verstndigung im strafverfahren of resumes daily. The resume is the key document recruiters use to establish who should be reached for an interview. Resumes arent there as a sort of self expression, but instead to highlight your strengths, so be certain to be thorough yet concise. There are a great deal of transferable skills gained though leadership positions in clubsand you want to be certain to highlight them in anotlag eher section. Also, see that you dont look arrogant in highlighting your abilities and qualifications. The Appeal of How to Write a Simple Resume There are a few basic guidelines that may be followed to make certain that youre submitting the very best prepared resume you could possibly create all on your own. Utilizing a cell phone number guarantees that you can be reached in any way times wherever youre. To put it simply, utilizing a Basic Resume Writing Tips speeds up the practice of producing a winning resume and ensures it will stick out in the application procedure. In other words, utilizing a Basic Resume Writing speeds up the practice of producing a winning resume and ensures that it is going to stick out in the application approach. The How to Write a Simple Resume Trap Everything you might be easy. Write down everything you can consider regarding your previous work experience. Resume writing can be a small bit difficult, particularly in the event you havent had to find a job in quite a while. Observing the helpful strategies and guidelines mentioned here will certainly help you carve a resume thats professional looking in addition to distinctive. Whether youre preparing to begin your first resume, or youre going to make some edits to a current document, the subsequent 15 resume tips should provide you with the basic knowledge you must get moving Most resumes dont need to be longer than a page. A lot of people are even beginning to print their resumes landscape style on the webpage. Analyze job ads You will discover tons of helpful info on job ads. A good resume is a significant portion of any job seeking endeavor. Theres an excellent chance it wont include all the keywords set out in the work description. You are going to have far better likelihood of convincing an employer that youre a strong candidate if you create a personal connection with a hiring manager.Youll be offered an opportunity to attend a work interview. Just make certain you make a resume for yourself, so that if you finally found a work position that you would like, you will have the ability to submit your resume immediately. If youre planning to compose a resume as you want to know more about work, its important and necessary to know first what makes up a resume. If you truly want the job of your choice, you should compose a good resume. A basic resume schablone may be very good tool to use if you are in need of a basic resume and are just not where to begin. A basic resume template is the most fundamental version or variety of a resume template that may be utilised to create resumes for any work position. Since you may see, a basic resume template can supply you with innumerable benefits. Utilizing a resume template is getting an acceptable and smart practice for numerous factors. Writing a resume is part of business writing. Writing a successful resume depends upon several factors. The Basic Resume Writing Tips can likewise be structured in the way which best presents your abilities and experience. The Basic Resume Writing may also be structured in the way which best presents your abilities and experience. The Little-Known Secrets to How to Write a Simple Resume Than the final result will. A simple resume template is going to be your very best bet. A tip here is to at all times compose a resume that is tailored or customized to a specific job or skill collection. When you want help in crafting a resume that is sure to make it past the very first phase of the hiring process, employing a basic resume template may be a great idea. Most Noticeable How to Write a Simple Resume Its also important to think about the type of work you really are interested in being hired to do. A resume for each situation specific position. At any time you write down your strengths or superior qualities, youve got to back this up with work experienced or real life conditions. Nevertheless, theres not any reason to fret. The Essentials of How to Write a Simple Resume You Can Benefit From Starting Right Away Including professional goals can assist you by giving employers a notion of where youre going, and the way you need to arrive there. The success of a resume is dependent on how well its been written. There are dozens and dozens of possible skills to think about using. 1 advantage for employers to internet resumes is the considerable cost saving in contrast to traditional hiring methods.

What Does Yoga Teacher Resume Mean?

What Does Yoga Teacher Resume Mean? Whatever They Told You About Yoga Teacher Resume Is Dead Wrong...And Heres Why You may also search by means of this topic for a range of sample nurse resumes. Begin with thisyoga resume sample for a guideline then dont hesitate to modify it to your liking. Templates can be especially useful when one wants to concentrate on content and bypass any possible troublesome fassonatting issues. In that case, list it underneath your primary education in the exact saatkorn format. There are several to select from, in the nation and out, but the important thing is finding a school thats Yoga Alliance-accredited. Here are a couple of yoga interview suggestions to guarantee youre prepared. For a yoga teacher, the very first job is a fantastic way to set up a personal style and relationships with students. When you are searching for jobs as a yoga instructor, its important to get good organizational abilities, tenacity and the motivation to be succes sful. The Benefits of Yoga Teacher Resume You cant if theyre searching for a person to add to their present teaching staff, or if a favorite teacher is leaving for maternity leave, and they need a person to fill in. As a teacher, you are able to also incorporate some general details that you know more about the school or university. Dont be concerned if youve never been any type of teacher whatsoever. The teacher resumes are straightforward and simple to comprehend. Besides this, you must decide and understand the form of teaching position youre applying for. Within this section, you can incorporate any volunteer work that you do inside your community. For instance, you can begin holding free classes at a neighborhood community center. You are handling academic institutions and many administrators are extremely keen in regards to hiring teachers. Or, maybe youd love to concentrate your audition on backbends. Get on every neighborhood studio substitute list you are able to. Keep in mind, you might not be hired at the very first studio you audition for. Each studio differs. Yes, there are various things you yet to learn but the best method to learn is to get out there They take up space, can be difficult to print, and at times offer an unprofessional feel. Yoga is therapeutic and a good way for folks to begin a wholesome way of life. Many enthusiasts feel that just taking up yoga is sufficient to teach others, but in reality, you truly do need those qualifications. Yoga Teacher Resume - Is it a Scam? In a globalized world, its inevitable that schools accept an increasing number of students coming from several nations and cultural backgrounds. Graduating from a teacher training is an excellent accomplishment. Find teachers that are leaders in the area and see what workshops and trainings they supply. Educators, like teachers, must be suitably equipped with the right formal wisdom and classroom administration. The Basics of Yoga Teacher R esume This shows youre in a position to adapt to working in many scenarios with lots of distinct people. Ask a few friends, and figure out if this is an accurate portrayal. However, theres a great deal of tools angeschlossen that are able to produce the job just a little bit simpler. Referral method You might also submit your resumes by your family members or friends working in the exact company you want to work in. The Fight Against Yoga Teacher Resume Name and contact details You are going to have to set your name and contact details at the very top section of your resume. Quite simply, limit your resume to a single page only. 1 page goes quite a ways. Just be certain to verify if the particular social networking pages accept online applications and to look at its validity to prevent breach of information. Its a remarkable means to receive your foot in the door at your fantasy studio. Wearing your favourite yoga clothes can help you really feel like yourself and will provide you that extra boost of confidence There are always newcomers to the practice who want assistance and guidance if they are supposed to boost their yoga technique. Instead, try out a tasteful photo or an easy shot of you in asana. These are all fresher resume examples youll be able to use for other forms of applications too, which makes these kinds of formats flexible. To assist you more in managing formal resume, weve got formal resume formats and templates for you. To obtain more info what youll have to be a yoga teacher in your town, speak to your regional financial development center or community center for more details. Include your contact info, a quick bio, your education, and any appropriate experience. Its your flugschein to enter the proper career path. Plan the correct sequence Just as you do for each one of the classes. This will allow it to be simpler to remember. If so, be prepared to commit to a normal class, on a normal basis. Facts, Fiction and Y oga Teacher Resume The recruiters must be in a position to find you may teach a class effectively. Resumes are important for the principal intention of being in a position to supply your work experience, skills, and other valuable info to be eligible for a particular job position. They are always used for applicants who want to apply for specific jobs in a company where resumes are the key item they would need.

3 Tips for Retaining Generation X Talent - Spark Hire

3 Tips for Retaining in richtungeration X Talent - Spark HireThe work buzz these days has been surrounding the millennials who are currently coming on board to companies and taking over the workplace, now at about 70 million strong. On the other end of the age spectrum is the Baby Boomer generation of workers, who account for another 70 million people, and who view their job and the job market very differently than their younger counterparts. But somewhere in between these two large and influential groups of workers are those born between 1965 1978, Generation X, only 46 million in number, but with their own goals, motivations, and priorities. As the demographics in the workplace change, the employees in the Generation X group of workers will become invaluable to companies. Here are a few suggestions for retaining these valuable employees and the talent they offer.Create a work culture of professional mobility It seems that if Generation X workers dont feel they are valued or being offered sufficient room to grow professionally, they wont hesitate to leave their job. This could be a contributing factor to the fact that generation X actually represents the largest group of entrepreneurs in history. Research shows that Gen X workers respond to mobility and development more than a higher salary. They like to know that they are learning and developing new skills so that they are competent in many capacities. Employers that recognize this can take advantage of their employees eagerness by offering programs to help them develop professionally and offering them new positions within the company that move them sideways as well as upwards.Offer ways to maintain the work-life balance For Gen Xers, life became work and vice versa. Barbara Jaworski of Kaa-Boom.com suggests that companies respond to this Gen X culture by giving certain allowances in the workplace to accommodate their lives. For example, offer flex-time that allows an employee to take time off to volunteer. Allow employees to work from home where, because of their connection to technology and social media, they can virtually be in the office and be just as productive.Recognize their self-sufficiency and utilize it Growing up in an era where 50% of kids lived in a single-parent home meant most were latch-key kids, making them independent, self-sufficient individuals. Gen Xers feel less company loyalty and are more concerned about their own upward movement. If they want to move on to another opportunity, they will. Harness their tendency to be autonomous and self-reliant by offering projects they can tackle on their own and dont micromanage. Offer them something brand new that requires innovative thinking and could have huge payoffs for the company. Put their name all over it when its accomplished.Over the next few years, as Baby Boomers retire and move out of the workplace, Gen Xers will become vital to a companys success. While they only amount for about half as many employees as the B aby Boomers, they are well-equipped for work and ready to work for those who respond well to their skills, future aspirations, and goals of work and life balance.Do you take any special care to retain Generation X talent or at least recognize what motivates them compared to other generational workers? Sound off in the comments belowIMAGE Courtesy of Flickr by Thomas Leth-Olsen

Investment Management Overview

Investment Management OverviewInvestment Management OverviewIntroductionDo you enjoy following the financial markets, whether reading the Financial Times, watching Bloomberg or checking stock prices on the internet? Do you want to earn good money? If so, you may find a career in investment management appealing. Investment management, also known as asset management, is pretty much what it sounds like a client gives money to an asset manager, who then invests it to meet the clients objectives. In other words, investment management seeks to grow capital and generate income for individuals and institutional investors alike. The potential clients of an asset manager can vary widely. While theres no black-and-white distinction between where retail and institutional clients invest, asset managers who manage retail feststellungs, for example, typically manage money for retail clients, while asset managers at investment banks often invest money for institutional investors like companies or m unicipalities (often for pools of money like pension funds). Asset managers can also work for hedge funds, which combine outside capital with capital contributed by the partners of the fund, and invest the money using complex and sometimes risky techniques, with the goal of receiving extraordinary gains. Asset managers buy their stocks, bonds, and other financial products from salespeople at investment banks, who are on what is called the sell-side. (Asset managers are on the buy-side.) Because they make commissions on every trade they facilitate, salespeople provide information (research, ideas) to asset managers, in an effort to get the asset managers to trade through them. (This is why some salespeople often used to shower asset managers with perks like sports tickets and expensive dinners at fancy restaurants, a practice that has diminished hugely in recent years.) Investment management basically boils down to this researching and analyzing potential investments and deciding wh ere exactly to allocate funds. ansicht days, many investment banks are looking to grow their investment management businesses. Why? Because investment management is largely protected against the volatility of the market. Asset managers charge clients a fee cousined on the amount of money they are given, so they are guaranteed to make money as long as they attract investment. (Asset managers are generally paid a percentage of the entire amount they handle, whether they make or lose money for the client.) This guide will serve as an insiders guide for careers in the industry. It will provide you with the knowledge to appropriately target your career search and a framework to handle the most challenging interviews. It will also break down the many different career positions that are available to both undergraduate and graduate students.cHistoryThe beginnings of a separate industry The process of managing money has been around for some 200 years. At its outset, investment management wa s relationship-based. Assignments to manage assets grew out of relationships that banks and insurance companies already had with institutions primarily companies or municipal organisations with employee pension funds that had funds to invest. These asset managers were chosen in an unstructured way, with assignments growing out of pre-existing relationships rather than through a formal request for proposal and bidding process. The actual practice of investment management was also unstructured. Asset managers might simply pick 50 stocks they thought were good investments as there was nowhere near as much analysis on managing risk or organising a fund around a specific category or style. Historically, managed assets were primarily pension funds. Traditional and alternative asset classes such as retail funds, hedge funds and private equity had yet to mature. The rise of the retail fund Historians cite the closed-end investment companies launched in the Netherlands by King William I d uring 1822 as the first retail funds, while others point to a Dutch merchant named Adriaan van Ketwich whose investment trust created in 1774 may have inspired the idea. The Boston Personal Property Trust, formed in 1893, was the first closed-end fund in the U.S. The first modern retail fund was created in 1924, when three Boston securities executives pooled their money for investment, retail funds were normally used by financially sophisticated investors who paid a lot of attention to their investments. They really came to prominence in the early-to-mid 1980s when retail fund investment hit new highs and investors reaped impressive returns. During this time investor sophistication increased with the advent of modern portfolio theory and investment management firms began heavily absatzwirtschaft retail funds as a safe and smart investment tool, pitching to individual investors the virtues of diversification and other benefits of investing in retail funds. Traditional versus alterna tive asset managers By the early 1970s, the investment management industry had begun to mature as retail funds and other asset classes gained prominence. The dominant theme over the past decade has been the proliferation of alternative asset managers. It is necessary to make the distinction between traditional asset managers and alternative asset managers. Traditional asset managers, such as retail funds, are highly regulated entities that are governed by strict laws and regulations. The Financial Services Authority (FSA) is the principal governing body, and its rules are designed to protect investors and limit unnecessary risk-taking. Traditional asset managers have defined investment mandates that determine what types of securities and strategies they can pursue in a given portfolio. These strategies are discussed in detail in further chapters. Alternative asset managers include assets classes such as hedge funds, private equity, venture capital and property. They are lightly regu lated investment vehicles that do not always have defined investment strategies or risk tolerances. These asset classes are designed to be uncorrelated with the broad stock and bond markets and seek to provide alpha returns in a variety of economic situations. Hedge funds, for example, have evolved into high-risk money managers that borrow money to invest in a multitude of stocks, bonds and derivatives. They use a large equity base to borrow mora capital and therefore multiply returns through leveraging. Since alternative investments can be very risky, as well as lucrative, investors need to be deemed accredited which is determined by net worth in order to invest. Six figures is a minimum bank balance for any prospective investor. The Industry TodayWhats really going on The industry controls around $64 trillion multinationally (having grown by roughly 10 per cent annually over the past decade) and charges clients 1.5 per cent to 2 per cent for the privilege. Hedge funds charge 2 per cent management fees and typically 20 per cent performance fees. No surprise then that operating margins in the investment management industry are more than 40 per cent, according to the Boston Consulting Group. The beauty of the industry, for its incumbents, is that as markets tend to rise over the long run their fees increase even though the cost of managing money doesnt. Overtime, according to some estimates, fund managers raise their fees by double digits, up to around 15 percent a year. The investment management industry is one of the few that broadly impact households all over the world, particularly now. As the population gets older in the core European Union countries, the old-age dependency rate is set to rise from 21 percent now to 50 percent in 2050 and pension deficits have increased, more people than ever are planning for their future financial needs. As a result, the industry is increasingly visible. Investment management has become an increasingly important p art of the financial services industry in Europe. London, for example, is now one of the leading international centres for investment management. Still growing In Europe assets under management grew by almost 400 1000 milliarden in 2007 the UK alone now accounts for around 7 percent of in aller welt assets under management, the third biggest home for managed assets behind the US and Japan. Retail fund demand has continued to increase nearly 50 1000000 households had $24 trillion invested in retail funds as of June 2007, up from $1 trillion in 1990. Despite the credit crunch investment in alternative asset classes has also shot up. A survey by HedgeFund Intelligence said global hedge fund assets under management reached $2.65 trillion at the beginning of 2008, a massive increase of 27 percent from the same period in 2007. But the credit crunch will bite However, the adverse economic conditions of recent times have caused problems for the industry. The credit crunch will lower returns in the short-term because there will be less leverage available to fund managers, not to mention the effect of the crunch on global stock markets. Many big investment banks, such as Citigroup and Merrill Lynch, were already selling off their wealth management departments before the economic downturn. As the credit crunch continues to bite and push returns lower, more big players could downsize their investment management offerings. The crunch may also bring about regulatory changes. In the US, for example, the Federal Reserve bailed out Bear Stearns because, if it failed, its entangled assets would have also brought down the edifice of modern finance. As a result harsher regulatory regimes will be introduced to ensure fund managers cannot topple a financial system that it has taken centuries to create. The heat has also been turned up on fund managers who are making exorbitant sums amid a seriously tightening economy. While more people than ever are using food stamps in the US som e asset managers, particularly hedge fund owners, are making massive profits. Even multi-multi millionaires such as Bill Gates and John McCain have criticised the super-rich for cashing in on other peoples hard-times. John Paulson, a hedge fund manager, made $3.7 billion in 2007 primarily through shorting the risky CDOs that have brought misery to so many. Paulson beat the best-known fund manager, George Soros, into second place with an annual income of $2.9 billion. In the UK alternative assets managers, particularly short-selling hedge funds, have been seriously admonished by the FSA for spreading liquidity scare-stories about UK banks.Pension reform and emergence of property Throughout Western Europe, pension reform has become a politically explosive topic - and one being watched closely by the biggest banks in London, Frankfurt and across the Atlantic on Wall Street. Several European Union countries are facing pension crises, mainly due to an ageing population. Europes state p ension schemes are based on a pay-as-you-go premise, which means that money paid into the retirement plan by todays workers are passed through immediately to todays retirees. That means much more responsibility is placed on the current crop of workers to pay for a disproportionate amount of pensioners Older workers (aged 55 to 64) in the European Union are set to increase by 24 million between 2005 and 2030. And heres how investment managers might benefit in the years to come the governments plan is to strike a new model that shifts more responsibility to workers and away from state-run pension plans. Nations like France, Germany and Italy are trying to increase the retirement age as a way to encourage workers to look after their own pensions through defined contributions. Meanwhile, requirements for defined benefit contributions are being increased. As pension reforms are passed throughout Europe, those that enter the investment management industry will benefit. It is one of the r easons why investment managers, from Deutsche Bank in Germany to UBS in Switzerland, are touting a variety of investment tailored to younger investors. The show will go on Investors will always desire yields, whether from short-term risky ventures or more secure longer-term investments. As a result, the industry can survive anything. After all, assets are always there to be managed. However, the next couple of years will be a tougher time for the industry as the risks surrounding financial markets and global economic growth remain on the downside. As a result investors, alongside other consumers, are tightening their belts to offset a drastically slowing global economy and a reduction in cheap credit while this continues investors appetite for equity exposure and interest rate risk is likely to remain subdued. This will impact liquidity, meaning managers will have less cash in their funds than they have been used to over the last few years. Consolidating There have already been we ll over 150 mergers in the investment management industry in the last 20 years. Recent consolidation activity includes the merger of BlackRock and Merrill Lynch Investment Management, buyouts of Jupiter from Commerzbank and of Gartmore from Nationwide Mutual. A further spate of consolidation is in the offing amid tough economic conditions. Experts believe institutions with low price-to-earnings ratios, or struggling with poor asset quality, will sell-off their investment management businesses to find more capital. The credit market turmoil has already sidelined some private equity deals and could lead to fire sales of distressed assets. Indeed, M&A activity within the investment management industry was at an all time high from January to March 2008 in terms of deal volume. In the first quarter of 2008 53 deals were announced at a cost of around $9.6 billion. The acquired assets under management totalled over $704 billion. By contrast in the same period of 2007 45 deals were announ ced representing $544.9 billion in acquired assets under management. Convergence The European investment management sector is currently experiencing massive convergence between traditional and alternative investment styles. Hedge funds, private equity funds and traditional asset managers are competing increasingly closely as the lines between the asset classes become blurred. Investors increasingly understand how to invest and which investments could generate higher returns in a regulated environment. Regulators have realised this and are now offering traditional asset managers new flexibility as long as investors remain protected. The search for the alpha has aided the process. Traditional asset managers have been buying hedge fund boutiques for some time. But now the difference between these businesses and their core investment strategies are disappearing. Long-only managers are also using regulatory devices such as UCITS III to offer hedge fund products for retail investors and other products to widen the choice for their institutional investors. Meanwhile, alternative asset managers are reaching a wider audience among investors through regulated fund vehicles and eschewing offshore domiciles of the Caribbean and the British Isles for EU member states such as Luxembourg. The Alternative Investment Management Association (AIMA), the international hedge fund industry body, recently suggested Hedge funds are now considered part of the mainstream of the investment management industry. There is even convergence among alternative assets. Private equity houses and hedge funds are frequently adopting similar investment strategies. Cheap credit, low volatility and rising equity markets encouraged hedge funds to enter the private equity market until the middle of last year. More strategically, hedge funds are increasingly ring-fencing capital for illiquid investments, similar to those made by private equity. Recently they have deployed these investments up and dow n the capital structure, including second lien and mezzanine debt products. Private equity houses have acquired undervalued assets and businesses through public market deals. Many experts suggest this could lead to further growth in hybrid alternative investment firms. We will expand upon this in more detail in Chapter 2. The shift from equities to bonds to equities After the dotcom bubble burst at the turn of the millennium, equity markets became erratic as stocks were challenged by a mixture of corporate scandals and weak economic growth. As a result funds moved from equities to bonds. According to some estimates, pension funds moved 40 billion from equities to bonds in 2004. However, strong economic growth and weakening bond yields since then has instigated a shift back to equities. But, experts suggest, investors in stocks lulled by periods of low volatility can be hit hard. As the recent economic crisis has shown, things can change quickly and even the strongest of stocks can plummet. In the UK during the 1970s the last time stagflation hit and editor of The Sun Larry Lamb immortalised 1979 as the Winter of Discontent equities on the whole performed very poorly. Then, as now, investors flocked to more secure bond funds, primarily investing in government debt as opposed to risky junk bonds. Still, bonds arent always a safe-haven in times of strife. The trick for investors, says one fund manager, is to Keep a diversified portfolio comprised of stocks and bonds. Even 100 percent safe products arent always safe, as most managers will tell you. The trick is to spread the risk. The challenge of exchange traded funds Described as the Wal-mart of the business, exchange traded funds (ETF) are increasingly undermining the traditional business model of investment management funds. According to Morgan Stanley, ETFs had $74 billion in assets under management in 2000, but by 2007 this was up to $700 billion. The growth will not stop there, with Morgan Stanley estima ting that $2 trillion will be invested in ETFs by 2011. And it is no surprise. Nearly anything investors believe will perform well in the future can be bought in the form of an ETF, which is a portfolio that can be bought on the stock exchange and costs much less than a traditional investment management firm. The more investors pay in charges, the less money they are likely to make according to experts. As a result, ETFs will remain extremely attractive to investors. More than just investment More than ever investment management companies are focusing on more than just investing. Business decisions such as marketing and distribution, global growth, and technology integration are becoming increasingly important factors in the success of investment management firms. While this Guide will focus mainly on developing a career on the investment side of the investment management industry, we will also spend some time discussing the growing alternative career opportunities relating to the se non-investment business issues.

An Introduction to Military Justice and Its History

An Introduction to Military Justice and Its HistoryAn Introduction to Military Justice and Its HistoryWhen one joins the United States Military, one becomes subject to a completely new justice system. While the primary purpose of the United States justice system is to dispense justice, that is not the primary reason for the creation of a separate justice system for Americas Armed Forces. The primary purpose of the Militarys system is to provide the military commander with the necessary tools to enforce good buchung and discipline. Thats why, for example, its not considered a crime to be late for work at your civilian job, but it is a crime to be late for work in the Military (violation of Article 86 of the Uniform Code of Military Justice, or UCMJ). The military commander has several methods available to enforce good bestellung and discipline within the unit, ranging from mild administrative measures such as formal or informal counseling to full-blown General Court Martials, in which a person can be sentenced to hard labor, or even executed. Part I of this article gives a general background of the United States Military Justice System. Other related topicsinclude Counseling, Reprimands, and Extra TrainingA counseling can be formal or informal. It can also be verbal, or it can be in writing. It can be positive (pat on the back) or it can be corrective. A reprimand or an admonition is a chewing out. They can be verbal, or they can be written. Written reprimands and admonitions can provide a track record, which could later be used to justify punishment under Article 15, or administrative demotions discharges. Extra Training is not the same as extra duties imposed under Article 15. Extra duties are punishment, extra training is not. To be legal, extra training must logically relate to the deficiency to be corrected. Administrative DischargesAdministrative discharges are authorized for a variety of reasons. The characterization for an administrative discharge can b e Honorable, General (Under Honorable Conditions), and Other Than Honorable.Article 15Also known as nonjudicial punishment, or Mast (In the Navy/Coast Guard, and Marines). It is sort of a mini-court martial with the commander acting as judge and jury. Its used for relatively minor (misdemeanor) crimes under the UCMJ. The punishment authorized is limited by the rank of the commander and the rank of the accused. In most cases, a person can refuse Article 15 punishment, and demand a trial by court-martial instead. Self-IncriminationCivilians are protected from involuntary self-incrimination by the 5th amendment. Military personnel is also protected, via Article 31 of the UCMJ.Pretrial Confinement and Pretrial InvestigationsThe military has no bail system. But, there are special rules which must be followed if a military member is confined prior to court-martial. Article 32 Pretrial Investigations are the militarys version of Grand Jury hearings.Court MartialsThese are the biggies. Ther e are three types of court martials Summary, Special, and General. A conviction by a Special or General Court may be a felony conviction. Court Martials can award fines, reductions, punitive discharges, and prison time (at hard labor). General Court Martials can even impose the death sentence for certain offenses. Article 138 ComplaintsThe UCMJ provides a method for military members to file a complaint if they are wronged by their commanding officer. This is one of the most powerful, yet under-used tools in the military justice system, for members to assert their rights. Military Law Background Military law (military justice) is the branch of the law that regulates a governments military establishment. It is entirely penal or disciplinary in nature and, in the United States, includes and is analogous to civilian criminal law. Its sources are many and varied, some considerably antedating the United States and its Constitution. However, since it is through the Constitution that ou r Public Law began to exist, the Constitution can properly be considered the primary source of the law governing our military establishments. Along with the Constitution, there are other sources, both written and unwritten, that govern the military as wellInternational law contributed the law of war and numerous treaties affecting the military establishment Congress contributed theUniform Code of Military Justice(UCMJ) and other statutes Executive orders, including theManual for Courts-Martial(MCM),service regulations usages and customs of the Armed Forces and of war and, finally, the court system has contributed its day-to-day decisions to clarify the gray areas. All of these make up our military law. The US ConstitutionThe constitutional source of military law stems from two provisions those vesting certainpowers in the legislative branchand those granting certain authority to theexecutive branch. Also, the fifth amendment recognizes that offenses in the Armed Forces will be dea lt with in accordance with military law. Powers Granted to CongressUnderSection 8 of ArticleI,US Constitution, Congress is empowered to define and punish offenses against the law of nationsdeclare war, grant letters of marque and reprisal, and make rules concerning captures on land and waterraise and hilfestellung armiesprovide and maintain a navymake rules for the government and regulation of theland and naval forcesprovide for calling forth the militiaprovide for organizing, arming, and disciplining the militia and for governing such part of them as may be employed in the service of the United States andin general, make all laws which shall be necessary and proper for carrying into execution the foregoing powers and all other powers vested by the Constitution in the government of the United States or any department or officer thereof. Authority Vested in the PresidentUnder the Constitution, the President serves as Commander in Chief of the Armed Forces of the United States, and, when called to Federal service, the President also serves as Commander in Chief of various state militias. TheConstitution alsoempowers the President, with the concurrence of the Senate, to appoint the officers of the services. The President commissions all officers and has the duty to see that the laws of this country are faithfully served. The Fifth AmendmentIn the fifth amendment, the framers of the Constitution recognized that cases arisingin the military serviceswould be handled differently from cases arising in civilian life. Thefifth amendmentprovides, in part, that no person shall be held to answer for a capital, or otherwise infamous crime, unless on a presentment or indictment of aGrand Jury, except in cases arising in the land or naval forces, or in the Militia, when in actual service in time of War or public danger. International LawThelaw of armed conflictis the branch of international law that prescribes the rights and obligations of combatants, noncombatants, belliger ents, and prisoners. It consists of those principles and usages that, in time of war, define the status and relations not only with enemiesbut also of persons subject to military control. Acts of CongressThe UCMJ is contained in Chapter 47,Title 10, United States Code, Sections 801 through 940. Although the authority to make rules and regulations for the Armed Forces is in the Constitution, military law is centuries old. The articles of the UCMJ define the offenses that violate the military lawin the Armed Forces of the United States and expose a military member to punishment if found guilty by a proper tribunal. They also set forth the broad procedural requirements implemented by the Presidents Executive order (the Manual for Courts-Martial MCM). For the member, this code is as much a law of the land as a state, or Federal criminal code is for a civilian. Executive Orders and Service RegulationsBy virtue of his powers as Commander in Chief, the President has the power to promulgat eExecutive ordersandservice regulationsto govern the Armed Forces as long as they do not conflict with any basic constitutional or statutory provisions.Article 36, UCMJ, specifically authorizes the President to prescribe the procedures (including rules of evidence) to be followed before the various military tribunals. Pursuant to theseexecutive powers, the President has established the MCM to implement the UCMJ. The President and Congress have authorized the Service secretaries and military commanders to implement various provisions of the UCMJ and the MCM and to promulgate orders and regulations. Our courts have consistently held that military regulations have the force and effect of the law if they are consistent with the Constitution or statutes. Regulations and orders issued at lower levels of command are enforceable byArticle 92, UCMJ, which prescribes violations of general orders and regulations, andArticles 90, and91, UCMJ, which prohibit disobedience of the commands of supe riors. The Evolution of Military Justice Military justiceis as old as the earliest organized forces. An adequate and fair system of military justice has always been essential to the maintenance of discipline and morale in any military command. Thus, the evolution of military justice has necessarily involved the balancing of two basic interests warfighting and the desire for an efficient, but fair, system for maintaining good order and discipline. Uniform Code of Military Justice (UCMJ) (1951)The desire for uniformity amongst the services resulted in the enactment of the UCMJ, effective 31 May 1951. It welches implemented by the Manual for Courts-Martial, 1951. The UCMJ established service courts of military review, composed of appellate military judges, who were, and are, the first level of appeal in the military justice system. The UCMJ also established the US Court of Military Appeals (now known as the US Court of Appeals for the Armed Forces (CAAF), originally composed of thr ee civilian judges, which is the highest level of appellate review within the military system. (The Court added two more civilian judges on 1 December 1991.) The creation of this appellate court structure was perhaps the most revolutionary change in military justice in our countrys history. In this structure providing for appeal and review of courts-martial convictions, the checks and balances of civilian control of the Armed Forces were carried over into the military justice system itself. 1969 Manual for Courts-Martial (MCM)After several years of preparation, a new MCM became effective on 1 January 1969. The primary purpose of the revision was to incorporate changes made necessary by the decisions of the US Court of Military Appeals. Less than a month after the President signed the Executive order promulgating the new 1969 MCM Congress passed the Military Justice Act of 1968, the major portion of which became effective 1 August 1969. The Military Justice Act of 1968Among the subs tantive changes made by the Military Justice Act of 1968 was the establishment of a trial judiciary, which consists of circuit-riding judges in each service. The act also allowed an accused the option of being tried by a military judge alone (no court members) if the member so requested in writing and if the military judge approved the request. The Military Justice Act of 1983Effective 1 August 1984, the Military Justice Act of 1983 made several procedural changes, including provisions for government appeals of some rulings by military judges. The government may not, however, appeal findings of not guilty. The act also provides for both defense and government appeals to theUS Supreme Courtfrom the US Court of Appeals for the Armed Forces. TrendsThe UCMJ today reflects centuries of experience in criminal law and military justice. The military justice system has evolved from one that permitted commanders to impose and carry outthe death penaltyto a system of justice that guarantees se rvice members rights and privileges similar to and in some cases greater than, those enjoyed by their civilian counterparts. Jurisdiction of Military CourtsWhether a civilian court has jurisdiction to decide a particular case depends upon several factors, including the status of the parties (age,legal residence, etc.), the type of legal issue involved (criminal or civil, contract dispute, tax delinquency, marital dispute, etc.), and geographical factors (crime committed in New York, contract dispute regarding Florida real estate, etc.). Courts-martial jurisdiction is concerned primarily with the following two questions Personal jurisdiction that is, is the accused a person subject to the UCMJ?Subject-matter jurisdiction that is, is the conduct prescribed by the UCMJ? If the answers are yes in both instances, then, and only then, does a courts-martial panel have jurisdiction to decide the case. Personal JurisdictionCourts-martial jurisdiction does not exist over a person unless he or she is subject to the UCMJ, as defined by Article 2, UCMJ. Article 2 states the following persons are among those subject to the UCMJ Members of a regular component of the Armed Forces, including those awaiting discharge after expiration of their terms of enlistment volunteers from the time of their muster or acceptance into the Armed Forces inductees from the time of their actual induction into the Armed Forces and other persons lawfully called or ordered into, or to duty in or for training in, theArmed Forces, from the dates when they are required by the terms of the call or order to obey it.Cadets, aviation cadets, and midshipmen. Members of a Reserve component while on inactive-duty training but, in the case of members of theUS Army National GuardandUS Air National Guard, only when in Federal service.Retired members of a Regular component of the Armed Forces entitled to pay. Since the enactment of the UCMJ, theSupreme Courthas held that the military cannot constitutionally exer cise jurisdiction over civilian dependents of members of the Armed Forces. Additionally, the US Court of Appeals for the Armed Forces has held that the military lacked jurisdiction over civilian employees of the Armed Forces during the Vietnam Conflict, even though the alleged crimes were committed within the combat zone. The court held that the phrase in time of war contained in Article 2(10), UCMJ, means a war formally declared by Congress. Subject-Matter JurisdictionGenerally, courts-martial have the power to try any offense under the code except when prohibited from so doing by the Constitution. Jurisdiction of courts-martial depends solely on the accuseds status as a person subject to the UCMJ, and not on the service-connection of the offense charged. For example, a person subject to the UCMJ is caught shoplifting from a local merchant. The member could be tried by courts-martial, even though the offense itself is not service-connected in a traditional sense.?

The pros and cons of employees making a salary-transparent database

The pros and cons of employees making a salary-transparent database The pros and cons of employees making a salary-transparent database How much is everyone around you getting paid? This is a question many of us at work privately wonder, and now, a group of TV professionals actually get to find out.On Tuesday, an anonymous Google spreadsheet was being shared widely for entertainment employees, such as writers, assistants, script coordinators, and producers, to share their actual salaries and pilot quotes. The form lets employees see how much their peers could be earning by their gender, race, years of experience, title, and employer, among other factors. The unnamed author of the document called the initiative a “good faith project” that would helpful for employees to “cross check” information they may already have.The pay-transparency initiative follows a report of huge gender pay gaps between actors. According to the Hollywood Reporter, actress Michelle Williams made nearly ten times less than her costar Mark Wahlberg for the movie “All the Money in the World” - $625,000 for her work to   Wahlberg’s $5 million. Pay-transparency databases aim to stop these gaps by letting more people know what’s a typical standard of pay.Some states, including New York and California, have made their own regulations to address the gender pay gap by making it illegal for a company to prevent its employees from discussing their pay.  For employees lacking legal safeguards, however, making an online database is one method to discreetly gather information about your salary, so that you can make better informed decisions about your career.Before you decide to make your own pay-transparency database about your workplace, there are pros and cons you should consider:Pro: shared online documents reach more peopleThe medium that hosts the information informs the message. By sharing pay information through collaborative online documents, employees can keep their identities private while spreading the knowledge publicly and quickly.Reporting on why political activists choose Google spreadsheets to share i nformation over other technologies like blogs, journalist Ann Friedman noted a Google Document’s 100-person edit limit, which caps how many people can share information: “a Google Doc can be technically public while functionally quite private, allowing members of a like-minded community to reach beyond their immediate friends and collaborators while avoiding the abuse and trolling that comes with publishing on other platforms. This makes shared documents an appealing way to pass along information you want to be more open about but don’t necessarily want to blast across the internet.”Whatever collaboration tool you use, the most important benefit to sharing a spreadsheet online is that it allows people outside of the people you may know to benefit. Whisper networks are known to exclude vulnerable, emerging professionals who lack strong networks informing them what’s a good salary. Public pay databases change that.Pro: research-backed improvement in employee work ethicEconom ic research is also on the side of making employee’s pay public. One study found that knowing your coworker’s salary drove workers to be more productive. In the study of 2,000 workers, economics professor Emiliano Huet-Vaughn found that when people were given information about how much their colleagues earned, they worked harder to complete tasks.The finding backs up a separate study that found pay secrecy was linked to a decline in employee performance and a company’s retention rate of high performers.Con: publicly doing this can be costly to your careerBeing publicly tied to a pay-transparency database can backfire, however. Erica Joy Baker, a former Google employee who now works at Patreon, conducted a salary transparency experiment in 2015 to spread information about pay gaps at Google. Creating an internal spreadsheet, Baker said she got 5% of the company’s employees to participate, and it led to people getting raises.But even though her actions were not illegal, Baker said she faced pushback from higher-ups in the company, citing meetings with her manager and superiors who were “pissed” and refused to interact with her.Google, which is currently being investigated for its pay practices by the Labor Department, did not comment specifically on Baker, but noted the company regularly ran  â€œanalysis of compensation, promotion, and performance to ensure that they are equitable with no pay gap.”Many people can be the beneficiaries of a pay-transparency database, but Baker’s story shows us that if you’re the public creator of one, you’ll be exposed to blowback and may need to be prepared to face harm to your reputation.

3 misconceptions that halt our careers

3 misconceptions that halt our careers 3 misconceptions that halt our careers This was me â€" utterly exhausted as a homeless welfare single mom of four children under seven-years-old, putting on that everything was ok. I felt judged, tired, and inadequate at almost everything. I was edgy, unhappy and anxious that I wasn’t doing enough or being good enough.Did I make time to take care of myself or remind myself that I am awesome as is with all my imperfections? No way. No time. I just kept surviving and wearing myself down while pretending I was superwoman.  I wore busyness like a badge of honor.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!As I look back now I see that this treadmill to nowhere left me not only stuck but exhausted. I already had everything I needed to go from food stamps to where I am today â€" CEO of a $24 million organization, a mom, employee, friend, leader and wife. I just needed to slow down enough to be gentle with myself. I needed to rel ease my need to be perfect which had become a shield for shame. I began to accept that I deserved all that is good and quit expecting myself and others to be flawless. I stopped talking and began to listen. I became curious instead of judgmental because as I had judged others I had judged myself far worse.  I acquired peace.After having been an executive coach for more than a decade I find that my story mirrors the misconceptions my clients share.I Just Have to Work HarderWhen things aren’t going well achievers get stressed and think that if they just try harder things will get better. After all, that strategy helped them get to where they are. So, they buckle down in one size-fits-all strategies such as â€" work late, apply for more positions, network more, get another degree, put in for another promotion, change for the sake of change, read more self-help or business books, attend more professional development seminars. They think things will improve because of their dedication when in fact doing more of the same just brings more disappointment, let down from unmet expectations, more stress, less confidence and makes them not only ineffective but drained. They hold out for the perfect job, opportunity or waiting for their own perfection instead of taking risks that build self-assurance. Don’t get stuck by just working harder.I Need All the Right StuffAll the education, good grades, good schools, awards, experience, letters of reference, and measurable accomplishments in the world won’t matter if people don’t like, respect and want to connect with you because you’ve got something they either a) want more of, or b) want to put to work for them â€" your unique value and likeability. Getting another degree or certification is great if you have the time and money to do so, and it is required for the industry you seek. Don’t confuse these credentials as a substitute for heightening your “It-Factor.” Done is better than perfect.  Well EnoughWe are s o close to our own habits and familiar with our own perspectives that we can’t see what is obvious to others â€" we don’t know what we don’t know. We get stereotyped without even realizing it. “She’s not executive material.” “He’s too emotional.” “He can’t take us to the next level.” We don’t understand why we aren’t progressing because we don’t have the self-awareness to see around our blind spot. Then we lose confidence, become stressed and play it safe which makes the situation worse. It becomes virtually impossible to undo these stereotypes without a third party unbiased guide. Get a professional unbiased perspective on your performance and your mindset. Build your self-awareness.My leadership, relationships and happiness changed when I stopped being a victim, owned my part in being stuck and chose to have mindful curiosity about myself and everything around me. This is power. I adopted mindful daily practices that keep me grounded in the moment so that doubt, judgment and cynicism have no place to root. Living in the moment allows for space between stimulus and response. Between thought and reaction. Between the trigger that trips the fear or frustration button and the deep breath that allows limiting thoughts to pass.Mindful daily routines are a world class workout for the mind. They teach you to stay in the moment and not fast forward to negative assumptions. They instill confidence and executive presence for high performance and better connection with the people who matter. A great night’s sleep is a bonus.Here is a link to the FREE Flow-on-the-Go Guide I give to my executive coaching clients to develop and sustain this evolution of awareness. Success is freedom. Not more hours.Mary Lee Gannon, ACC, CAE  is an executive coach and corporate CEO who helps busy leaders get off the treadmill to nowhere to be more effective, earn more, be  more calm and enjoy  connected relationships with the people who matter while it still matters.  Watch her FREE Master Class training on Three Things to Transform Your Life and Career Right Now at  www.MaryLeeGannon.com.

Game Theory Helps Robot Design

Game Theory Helps Robot Design Game Theory Helps Robot Design Game Theory Helps Robot Design An unsupervised robot must have two fundamental skills to work closely and safely with a human on a complex task in real time. It must be able to recognize human behaviors and respond to them automatically and appropriately. Now researchers at the Imperial College in London, University of Sussex, and Nanyang Technological University in Singapore are the first to exploit game theory in designing a physically interactive robot that adapts to changing human behavior. Register today for ASMEs Offshore Wind Summit A human subject is adopting different roles during arm reaching movements while interacting with the robotic interface. Image: Courtesy of researchers We have developed an algorithm based on game theory that enables a robot to identify the humans behaviors and then automatically adjust its own behavior to complete a task, said lead author Yanan Li from the University of Sussex, who conducted the work while at the Imperial Colleges Department of Bioengineering. The European Commission has funded their research. This game-theory framework could be used someday for robotics in sports training, injury rehabilitation, or assisted driving. Editors Choice: Air Taxi Aces Test Flight Existent robots can provide rehabilitation assistance by making a task easier for people to complete. But when robots only provide assistance, some patients start to slack off, letting robots do all the work, so their rehabilitation doesnt progress. Robots are also used to make a rehabilitation task more difficult by providing a challenge. But if the task is too hard, patients may not be able to perform the task and also dont improve. A single robot can be programmed to provide either assistance or a challenge, but one has not been capable of transitioning smoothly between assisting and challenging without reprogramming. Big Webinar: How to Design a Wind Turbine in 25 Minutes Lis paper, recently published in Nature Machine Intelligence, shows how a robot controller can transition between rehabilitation tasks by exploiting game theory to identify a humans strategy. In game theory, multiple players compete or collaborate to complete a task. Each player tries to optimize their performance, while assuming their opponents will also play optimally. Listen to the Latest Episode of ASME TechCast to Find Out How a High School Senior Helped a Wounded Marine First, the robot controller is programmed to perform a reaching task with a handle. The robots motor predicts its reaching motionhow far the handle will movebecause it knows how much input to the motor will create that motion, Li said. Next, the robot controller is programmed to track how much force a human applies on the handle to move it. The robot recognizes that the motion of the handle, when the human is trying to move it, is different from what the robot does alone, Li said. Based on this difference, the robot will know how much of the input is from the human. The robot uses the difference between its own motion and the actual motion during the human-robot interaction to estimate the humans strategy. Researchers tested the robot controller in physical-rehabilitation simulations and in experiments with human-robot interactions. In simulations, the robot could adapt when a humans capability changed slowly or when the human made erratic progress. In human experiments, the robot aided healthy individuals by increasing assistance when the user was not strong enough to complete the task. The robot could also automatically switch from an assistance to a challenge strategy as the humans strength improved. More on Helpful Robots: Robots to the Rescue The game-theory-based system allows the robot to assess where a humans needs are along the spectrum from assistance to resistance and automatically tunes the controller. The controller gains data about how effectively the human-robot interaction is achieving its goals. As the robot determines the appropriate level of the two strategies of assistance and resistance, it can update the patients progress and estimate how much to increase the two. This is an important paper, said Lena H. Ting who specializes in the neural control and biomechanics of human movement at the Georgia Institute of Technologys Institute for Robotics and Intelligent Machines. She and Luke Drnach, a graduate student at Georgia Tech, published a companion explanatory article about Lis study in the same issue of Nature Machine Intelligence. They did not participate in the Li teams work. Top Story: Solving World Hunger with 3D-Printed Food The game-theory framework yields theoretical insights that could help the field of physical human-robotic interactions move forward. In our research, we are studying the principles of how humans move and interact physically with each other in order to understand how assistive robot should best interact with people, Ting said. We want to understand conscious and unconscious physical cues that occur between people, so that robots can also have this natural, intuitive physical interaction with people. We want robots to get accurate information from people that allow them to modify their own behaviors. Future studies, noted Ting and Drnachs article, could extend this game-theory framework to include teams of robots helping humans with dangerous or difficult tasks, or robots that interact with multiple joints of a human, such as robotic gait trainers and exoskeletons. Next, Lis team will apply the interactive control behavior to robot-assisted neurorehabilitation and to driving in semi-autonomous vehicles. John Tibbetts is a freelance writer based in Charleston, S.C. Read More Exclusive Stories from ASME.org: Six Project Management Tips Every Engineer Needs Innovations in Biomaterials Create New Roles for Engineers The Engineering Behind Brain Research We want to understand conscious and unconscious physical cues that occur between people, so that robots can also have this natural, intuitive physical interaction with people. Lena H. Ting, Georgia Institute of Technology

7 Things Job Seekers Do That Seem Weird to Employers

7 Things Job Seekers Do That Seem Weird to Employers 7 Things Job Seekers Do That Seem Weird to Employers While it’s certain that every job seeker has his own unique job search style, there are some things you should never, ever do when you’re on the hunt for a new gig. In fact, doing some things that might seem perfectly normal to you just might prevent you from landing a job, much less an interview. Here are seven things job seekers do that seem weird to employers: 1. You show up unannounced. You found a job listing that you know in your heart of hearts was made just for you. This was confirmed during the job interview in which you knew for sure that this job was  yours. Thing is, after your job interview, the  employer didn’t respond. So you take it upon yourself to show up at the company’s headquarters anyway to land an impromptu second job interview. After all, don’t prospective bosses like people who show tenacity and a passion for the position? Um, no. If you decide to forge ahead and go to the company’s offices, not only is it unlikely that the hiring manager will be free at that moment to meet with you, but it will look like you don’t know proper protocol, which is to wait until you’re sent a request for another interview. Plus, you might scare off the hiring manager (hello, restraining order!). 2. You set your terms and conditions too soon. Sure, every job seeker wants to know how much a position pays before going through the lengthy process of interviewing, just to find out that the salary is subpar. That’s why some job seekers might include a line or two in their cover letter that states something like: “I am not interested in a position that pays under X amount of money or doesn’t offer a full range of benefits, including flexible work.” While it’s good to know what you want (and be vocal about it), there’s a time and a place to negotiate salary, benefits, and perks, which is typically after you’ve been offered a job. Stating your terms before a hiring manager has even interviewed you can come across as rude and arrogant, and definitely won’t be looked upon favorably. 3. You send gifts. Let’s face it: you’re tired of job searching. So when you finally land an interview for a job you really want, you figure you can sweeten the deal- and expedite the interviewing process- by sending in a small token of your esteem to your potential employer. You figure it will show how much you want the position and thank him for his time, too. But sending in gifts can look like you’re kissing up to your boss-to-be, which is never a good thing. In lieu of flowers, candy, or a swanky cigar, a  simple thank-you email  post-interview will suffice. 4. You’re willing to work for free. Of all the oops that you can commit during your  job search, this one might be the most innocent- and most common. After all, many potential employers will often give qualified candidates a test or some type of work to perform to gauge how good of a worker they might be and how they manage deadlines (and if it is a work-from-home position, how they self-manage). So offering to work for free so a potential employer can see the caliber of your work and that you truly want the position seems to make sense. But taking a test given to you by a hiring manager and flat-out offering to work for free are two different things entirely. It’s actually illegal for people who are not employees of an organization to do free work, so your employer can’t even accept your offer even if he wants to. Save your excellent work ethic for when you are in the middle of a job interview and are asked to perform a work-related task instead. 5. You send in a picture of yourself. While it might be the Age of the Selfie, sending in a snapshot of yourself to accompany your resume is never a good idea. Although it is common for employers outside of the U.S. to require a picture with a job application, it’s frowned upon stateside. Why? Well, for starters, what you look like has no bearing on how well you can perform the duties of the position. And on top of that, it opens up a can of worms (and potential lawsuits) for employers if a job candidate sends in their application with a picture and then claim that they weren’t hired due to discrimination based on how they look. Let your resume and cover letter speak for you and your potential as an employee, and leave your looks out of it. 6. You get too personal. Even if you hit it off with your interviewer, and you feel a casual, friendly vibe between the two of you, keep it professional. Your interviewer might ask about what you do for fun, but dont take it too far. For example, showing photos of kids, pet, or partner can come off wrong. Mentioning your political opinions or even your feelings about a local establishment should be avoided. These things are too personal and unrelated to your job interview. 7. You display inappropriate or out-of-place behavior. Putting your feet up. Eating. Hugging the interviewer. Checking or answering your phone. Dont do these things. Even if they make  you feel more comfortable, your interviewer is sure to be unimpressed. These sorts of behavior are out of place in an interview environment. Keep your wits about you, and dont let an effort to seem relaxed make you seem unsuited for the job. In an effort to land a job, some job seekers might goof and make some of these mistakes. But if you follow the protocols as dictated by the job description (and common sense!), you’ll land a job that’s right for you. Know someone looking for a job? Refer a friend to with this link- you’ll get a month free service and they’ll get 30% off! Rachel Jay contributed to this post.  

sick days

sick days Survey 10% say they slept with a boss for more vacation/sick days More men than women seem open to a sexual relationship with their work superiors, and that may be because it sometimes pays off: Men are more likely than women to receive a promotion after sleeping with the boss, according to a recent survey.Conducted by career site Zety, the survey dives into the rationales behind a tryst with management, as well as possible pros and cons. Results found that most  people have not slept with their bosses; 40% of more than 1,000 employees who were surveyed admitted to having been attracted to their workplace superiors, though they did not turn their desires into actions.That’s not to say that no one’s getting busy with their boss: A sizable 27.2% of women and 28.1% of men have actually gone through with the deed, and of those, almost 40% did so more than once.Among the most common motives for sexual relations with a boss were physical attraction and a desire for a good time. But smaller percentages had more deviant reasons for getting steamy on a desk or in an office closet (or on an apartment bed, I guess) with their superior. And while most workers said they would do nothing if they found out another employee was sleeping with the boss, some people jumped at the opportunity to blackmail their manager or colleague.Here are some of the bizarre findings from the study - try not to cringe.Sleeping with the boss for … more vacation days?Some people crave power, and 21.8% of respondents who slept with their boss said they did so for the simple reason that they found power attractive. But power also means managers and other superiors can bestow or take away privileges. When some employees decided to become sexually involved with their bosses, their motives were pretty selfish:   12.1% wanted a pay raise, 11.2% a promotion, another 11.2% a larger bonus and 9.7% additional vacation or sick days. Some people were more altruistic: 8.3% did it to help a colleague get a pay raise, and 7.3% were trying to get a friend hired. Then, th ere were the truly dark souls: 8.7% said they went through with it for the explicit reason of blackmailing their boss, which is truly next level.A fun factoid: The survey found that men were twice as likely as women to sleep with their superiors in hopes of a promotion.Ahoy Facebook58% of employees said at some point in their career they knew of a colleague who had slept with their boss, and a majority (64.5%) said they were inclined to do nothing if they learned of such an affair. But there’s always someone looking to stir up trouble, and a whopping 16% said they would share the news with a colleague, while 4.2% and 3.2% said they would use the information to blackmail their boss and the involved co-worker respectively.Another surprising phenomenon: After colleagues heard of a sexual relationship between an employee and their boss, 6.6% said they would attempt to sleep with the employee and 5% said the same of the boss. To these individuals, one sexual relationship appears to ind icate that the parties involved are open for business?But perhaps the most eye-catching survey result is that 3.3% of people said they would post on social media after hearing about the relationship.Crawl out through the falloutFor most people who chose to have sex with their bosses, it seems nothing dire happened. Around a quarter of them actually ended up in an intimate relationship with their superior, almost 15% got a pay raise and 13% were promoted.But not everyone got out sans scars. 10.6% said colleagues started rumors about them, almost 8% said HR got involved, almost 14% found a new job and 3.4% were demoted.So what’s the takeaway? Well, not everyone’s sleeping with their boss with good intentions, and some colleagues may be willing to stab their coworkers in the back for blackmail or a good story. But at least most people won’t live-tweet your office drama, and that’s something.

The remarkable truth about trust

The remarkable truth about trust The remarkable truth about trust “Often expectation fails.” William ShakespeareTrust is the intersection of hope and fear we want the best but think the worst can happen.What comes first, to trust or to be trusted?Most of us are uncertain about who to trust. It’s not always clear when trust is appropriate. Or how much risk we should take. But, mistrust is harmful we cannot enjoy life if we are suspicious.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!  Trust is the glue that holds people together from chance encounters, work relationships, friendships or intimate ones. It’s the foundation of human connections. Trust gives us permission to act freely.As Abraham Lincoln said, “You can fool some of the people all of the time, and all of the people some of the time, but you can not fool all of the people all of the time.”Trust is a risky game. But, approaching it with a transactional mentality won’t increase yo ur odds. Focus on building relationships rather than on what others give you. You can’t expect others to be trustworthy if you don’t trust them first.Trusting people is the most logical thing to do.The price of empathyTrust facilitates our emotional connection with people it makes feel we  are in sync.Oxytocin turns mothers  into moms. It strengthens mothers’ reactions to infant faces and gestures. Mutual trust within happy couples is reinforced by the presence of the same hormone. Loving, affectionate, and sexual exchanges between partners also release oxytocin.Our body is designed to trust others. However, our experiences seed mistrust. Parents’ failure to deliver on their promises create insecurity in their children. Relationship infidelity can relive childhood experiences they make the aftermath even more painful.Sometimes mistrust can play a dominant role in our life. Past disappointment, lies or betrayal can cause this issue. Distrust is a valid response, but it should n’t drive our relationships. A total lack of mistrust could cause anxiety, fear, and low self-esteem by trying to protect ourselves, we create more harm.Why is it so difficult to overcome trust issues?We are biased. Our past experiences tint our perception we pre-judge people. As Joshua Coleman writes,  surviving betrayal  makes us hypervigilant. While this reaction is evolutionarily intended to prevent to suffer again, it has a downside too. Hypervigilance can keep us isolated from others.Trust is the glue that holds relationships together, yet we are afraid to trust people.The remedy for this paradox is empathy to trust others we must see their vulnerability first.Understanding others doesn’t mean condoning what they did to you. Forgiveness doesn’t mean forgetting. It’s not justifying or overlooking an event. It’s choosing to let go of resentment you eliminate the suffering, not the wrongdoing.Forgiving is hard, but not forgiving hurts more, as  I wrote here. The person who hurt you might not deserve your pardon, but you deserve to be at peace.The pain that someone caused you is real and valid. Legitimate mistrust is a natural self-protective mechanism. It helps you avoid being hurt again. But, constant trust issues fear, doubt, and suspicion can quickly turn into self-sabotaging.Empathy is not as hard or costly as most people think.  A study  revealed that we don’t want to make the mental effort to connect with others. By trying to protect ourselves from potential harm, we stay away from people.In the experiment, participants reviewed images from two sets of cards. For one deck, they had to describe the physical characteristics of the person. For the other, participants had to feel empathy for the person in the photo and also to guess their feelingsParticipants were told to choose freely between decks. Almost everyone picked the decks that didn’t require feeling empathy, even for the photos of happy people. They consistently avoided connecting emotionally with strangers.However, after people were told they were good at feeling empathy, their ability  to see others  dramatically increased. They started selecting more cards from the empathy deck. And they also reported that empathy required less mental effort than those who were told they weren’t empathetic.Mistrust builds transactional relationshipsWithout trust, there’s no collaboration. As a  change consultant, I spend a lot of time helping teams build or recover trust. The biggest challenge is that no one wants to give the initial step they expect others to show their trust first.Trust is personal. But, collective trust requires everyone to contribute to building  psychological safety. People must adopt a positive and generous mindset, rather than a transactional one.There are three types of relationships according to Aristotle two of them are shallow.The first one is functional. People are in it for mutual benefit. It’s a zero-sum game relationship both parties want to balance their gains and losses. The second kind of relationship is driven by pleasure. It’s built on the foundation of how others make us feel.Think of a work relationship, for example. You may enjoy the time you spend together or benefit from that interaction. But, if something changes, you easily move on.Those two types of relationship are transactional. The moment the other part stops giving us what we want, we feel betrayed. Or, if we think we are putting more into it than the other side, we feel disappointed.The third type of relationship cannot exist without trust. It is based on a mutual appreciation of the virtues each person brings to the table. It’s the people and their qualities what defines this kind of relationship not the functional benefits.As H. L Menken said, “It is mutual trust, even more than mutual interest that holds human associations together.”Without empathy, it’s hard to build deep relationships. We must see and accept others for who they a re. Their uniqueness makes our life more enjoyable. Relationships of virtue take more time to build than functional ones. They depend on developing mutual trust.When you respect and accept a person for who they are, you are willing to take risks. Rather than worry about being hurt, you are free to enjoy spending time with them. Trust is a two-way street. What you bring to a relationship is  what you get.Trust requires time and purpose. Life is not a smooth journey. The ones you love will hurt you and you’ll hurt them too. When we accept our own betrayals and mistakes, we are more willing to forgive others’. It’s the price to pay for the good moments that bring magic to our lives.A mutual trust relationship succeeds by integrating both negative and positive experiences we adopt a “yes, and” approach.Trust is a virtueTrusting strangers can be the rational thing to do, according to Paul Faulkner co-editor of the book  The Philosophy of Trust.We act on the basis of trust. It†™s central to our social lives. Trust drives cooperation by exercising both explicit promises and implicit commitments. We must continually cooperate with people we don’t knowâ€"life is not a war of all against all.Similarly to Aristotle, Faulkner explores the difference between seeing trust as transactional or as a virtue.The philosopher illustrates the trust problem with the trust game. In this experiment, there are two parties: a trusting party or ‘investor’ and a trusted party or ‘trustee.’ The investor must trust that the trustee will return a part of the gains. If he does shares, both parties win.So, what prevents the trustee from keeping all the money?On the functional side, if the game repeats, the trustee will lose by keeping the money the investor won’t give him more in the subsequent rounds. Acknowledging long-term benefits and risks builds mutual trust.However, there’s a more remarkable truth about the nature of trust.When we don’t know someone, reliance becomes more problematic. First, there’s a chance they could betray us. Second, it might be a one-off interaction, so the long-term benefits don’t matter. Third, we don’t know the other person’s motivation.These three conditions can make cooperation seem unreasonable.Surprisingly, the data shows a different picture: people by and large trust one another when playing the trust game.The problem of trust  arises when we see it only as a  means to an end. When we think that trusting someone depends on the other person if they are trusting or trustworthy. Or when we see trust as something transactional we value the good things that might come from trusting someone.However, trust is a virtue it’s about  who we are, not about others.Think of generosity as a proxy. Being generous is giving something without expecting anything in return. Generous people are optimistic. They don’t play a zero-sum game doing good makes them feel happy.“The best way to find out if you can trust so mebody is to trust them.” ? Ernest HemingwayValuing trust itself requires an optimistic attitude of goodwill, as Faulkner explains. Trust is a virtue that starts within ourselves. Being suspicious makes others doubt us. When we take the  first step, we can make our trust contagious.In having an attitude of trust, we think well of others. Our presumption of optimism encourages the other to act well too.Value trust in its own right.Have faith in peopleTrust is not an assessment of people but a virtue that expresses how we approach relationships. Having faith in people gives us a reason to rely on the people we trust to do the right thing.Trust is an attitude it inspires others to trust us too.I usually trust and trusted people. Did people betray me, lie to me or disappoint me? Sure. But, in many other cases, they didn’t. If I hadn’t trust people, I wouldn’t have achieved half of what I did. I wouldn’t have built any deep relationship either.One of the hardest things in life is realizing we cannot contro l others. People are autonomous just like you. That realization frees us from disappointment we stop expecting and start accepting.In the end scene of  Manhattan, Isaac Davis (Woody Allen) can’t accept that Tracy is leaving. She is about to catch a plane to Europe. Though Isaac always encouraged her to explore the world, now he is hesitant about Tracy having  that  experience.Isaac worries that, in six months, she will be a completely different person. That means that she will want to be with someone else, not him.Tracy, the wise 18-year old played by Mariel Hemingway gives everyone not just Isaac a remarkable lesson in trust:“Not everybody gets corrupted. You have to have a little faith in  people.”Trust is not easy, but it’s worth the risk.This article originally appeared on Medium.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people