Forgive

Here is a nice excerpt from article that I read about Forgiveness

The reasons why I forgive:
I forgive because I am committed to living and loving with an open and healed heart.
I forgive because no one is perfect. In our humanness, we all have been hurt, and we have all hurt others.
I forgive because it empowers me to live in the present moment. I cannot change the past or the people who have imposed their pain on me. However, I can simply choose to let it go.
I forgive because I want to live in peace and love instead of conflict and blame. I accept that every experience, challenge and relationship is here to teach me a lesson about life and love.
I forgive because I trust in the power of love and its ability to heal and transform.
I forgive because it offers me with the peace of mind and personal freedom I deserve.
I forgive because I realize I am the only one responsible for my happiness.
I forgive as an act of self-love and respect.
I forgive because in spiritual truth, there are no unforgivable actions.

probably if everyone of us start following these lines .. then there would be absolute peace

true or false?

Ten things Employees Want from an Effective Manager

This article was forwarded by my Senior VP. Definitely a good read for all those budding leaders


Ten Things Employees Want from An Effective Manager
By James A. BakerChairmanBaker CommunicationsNovember 2008

As strange as it sounds, I find that too many managers concentrate first on "managing up," that is, on doing the things to keep their boss happy. Unfortunately, that doesn’t leave much time giving the kind of support and attention to their team members. Great managers always start by taking care of the people who look to them for direction and coaching, because that is where true success comes from.
Here are 10 things your team needs from you:

1) They want to know what you expect. If they don’t know, they will either guess, or decide not to act until they know. Neither of these is a choice you want them to make. Lay out your expectations, both individually and for the whole team.

2) They want you to be reasonable. Your workers want you to set reasonable performance targets, and give them the resources they need to hit those targets.

3) They want to know how they’re doing. Give your workers frequent feedback on their performance and how it compares to your expectations and those of the company.

4) They want to know how to improve. Your feedback should help your team meet the expectations that you set. Remember that offering regular, minor course corrections are almost always better and more effective than fewer, bigger, less frequent corrections.

5) Workers want you to treat them fairly and consistently. Behavior and performance should have consequences. The two should match up. Good behavior and performance should generate positive consequences. Poor behavior or performance should generate negative consequences.

6) They want work that is interesting. For some people, the challenge of doing excellent work is enough. For others, the nature of their job is interesting and challenging in and of itself. However, for most employees, you have to keep things interesting by helping people grow and develop, and by setting up competitions and comparisons that will motivate them to constantly excel.

7) They want work that is meaningful. Take advantage of every opportunity to express appreciation to the people who work for you and emphasize to them how their work helps the team succeed. Also, explain clearly and often how the work of the team helps the company succeed.

8) They want to work in a safe and congenial place. Part of your job as a manager is to protect your employees. Workers want – and have a right – to be physically safe. They also have a right to be free from harassment or unreasonable demands or punishments.

9) They want you to deal with bad attitudes and anything that contributes to a negative working atmosphere. You’re the boss, so it’s your responsibility to identify and deal with malcontents and malingerers. Give them the opportunity to mend their ways. If they don’t, get rid of them.

10) They want as much control as possible over their work life. Give people as much freedom as possible to make the decisions about how, when, and where they’ll work. Employees who feel their opinions are appreciated, and who are given the opportunity to choose how their workload is distributed, are better motivated, more productive and more satisfied.

Most of these items are easy to implement. There’s nothing on the list that requires massive effort or significant budget expenditure.

Most supervisors will do some of these things easily and naturally. The trick is to do them all, day after day, with unremitting diligence. Then you get a cumulative effect. Taken together, these simple acts can transform your team into a group with high morale and excellent productivity. This is good for you, too, and in the end, it will boost the company’s bottom line, which is good for everybody.