...* * Abs (all at once) Crunches 20 Scissor Kicks 20 Crunches 20 Russian Twists 20 Crunches 20 Jack Knives 15 Sunrise 30sec Crunches 20 Bicycles 20 Crunches 20 Jack Knives 15 Super Man 60sec Water Break 2-3min Mountain Climbers 20 Ball Sit-Ups 15 Side to sides 15 Oblique Static 45sec (each) Russian Twists 20 Side Plank Pull 20 each Butt Pull 25 each * Abs (all at once) Crunches 20 Scissor Kicks 20 Crunches 20 Russian Twists 20 Crunches 20 Jack Knives 15 Sunrise 30sec Crunches 20 Bicycles 20 Crunches 20 Jack Knives 15 Super Man 60sec Water Break 2-3min Mountain Climbers 20 Ball Sit-Ups 15 Side to sides 15 Oblique Static 45sec (each) Russian Twists 20 Side Plank Pull 20 each Butt Pull 25 each Arms Week 1 (Overall Mass Focus) Exercise | Sets | Reps | Seated Barbell Curl (on decline bench) | 4 | 8-12* | Straight-Bar Preacher Curl(standing) | 4 | 8-12 | Incline Dumbbell Curl | 3 | 10-15* | Hammer Curl | 3 | 10-15 | Week 2 (Long, Outer Head Focus) Exercise | Sets | Reps | Close-Grip Barbell Curl | 5 | 6-15* | Incline Cable Curl | 4 | 8-10 | Seated Alternating Dumbbell Curl | 4 | 12-15 | Reverse Curl | 4 | 10-15 | Week 3 (Short, Inner Head Focus) Exercise | Sets | Reps | Kneeling Incline Cable Curl | 5 | 15 | Standing One-Arm Dumbbell Preacher Curl | 4 | 12* | Wide-Grip Barbell...
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...Freda Pirkle Man 3240 Man 3240 Maria Lehoczky Case Study 1, Question 3 GE’s Work-Out What negative consequences do you think might result from this process? The acceleration process is newer and different from previously accepted and practiced change process. Choosing to do this route represents a decision to improve the company. The company adopted this Work-Out process nearly 20 years ago but is remaking it to engage and empower the workers and keep the company competitive in the future. This fast paced break from tradition may be the best investment GE has made since the Work-Out impetus was implemented, but as with any change, there are areas that can be resisted or even undermined by those involved. This negative resistance can come from any area from ground level to upper management. Will senior managers be able to accept and encourage the concept that all managers are going to be adept at the strategic planning that was previously entrusted only to their level? There are those managers that might find their higher order of needs according to Maslow’s Hierarchy of Needs threatened as described by Robbins and Judge. (page 73) These might also include the Two-Factor Theory. (page 74) Are the lower levels of management ready to accept this challenge? Goal-setting (page78) has to be explained along with feedback, commitment, and understanding of self-efficacy (page 81). If negative beliefs are common thoughts, these can turn into doom...
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...Professor Johnson ENG 100 10/26/11 Life’s Work Out Through the concept of vanity Mark Doty uses metaphors such as: salt- stain spot (1), weights lifted (9), the bench (4) and hoist nothing that need be lifted (5-6) to help convey the message of what kind of life do you live and what kind of impact you will leave behind. Why do you strive to become an object of desire? Why do you torment yourself for your own vanity? Why do you burden yourself with unnecessary tasks? Mark Doty uses something so ordinary, the gym, to capture the enigma of trying to live a unique life and leave behind a legacy while simultaneously wanting to be accepted or become part of a group. This salt-stain spot marks the place where men lay down their heads (1-3). Mentioned by Mark Doty is this salt-stain spot (1) which can be viewed negatively or positively. To begin with, this salt-stain is written in negative connotation with its intent being that we as human beings have been leaving behind a disarray for society, and generations to come, to clean up. Also, human beings have not been responsible with their lives and cause more harm than good. Another way to look at this stain is in way almost positive, for you can see the “salt-stain spot” (1) from the hard work and dedication from previous generations. The author might intend to portray it as desirable, for one to achieve. This stain seems elusive but desired by most; most want the stain but won’t work to achieve even a sweat. This stain is akin to...
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...The making of an action hero body Personal trainer to the stars shares his 4-day split workout program by Michael Torchia Special to TODAYshow.com updated 6/21/2010 8:50:37 AM ET When I was hired to train an actor for an action film, the studio executives would express how important it was to transform their body so they looked like an action hero. That's why I made the decision to utilize the same method of dieting and training I used to win many of my champion body building competitions. Matt Damon and Kevin Spacey were extremely excited to work with me, which made my job a lot easier than it had been with some of my other celebrity clients. I have the actors do weight training in the morning and cardio at night. The purpose of separating the weight training and cardiovascular training for 6 to 9 hours is because weight training causes the body to secrete anabolic hormones (muscle building) and cardiovascular exercises cause the body to secrete catabolic hormones (fat burning). This way my client got the most effective results from their workouts and fast results. I always included stretching after weight training and cardio sessions to improve flexibility. WEIGHT TRAINING SESSION (* — increase weight each set) Monday – Abs/Biceps/Triceps Abdominal Crunches - 3x50 Hanging Leg Raises – 3x30 Hyper Extensions – 3x25 Seated Dumbbell Curls – 3x15/12/10 * Standing Barbell Curls – 3x15/12/10 * Standing Cable Curls – 3x15/12/10 * Tricep Cable Pushdowns – 3x15/12/10...
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...I think my group of Alya, Darian and Pattara worked pretty well together. We weren’t able to work outside of school or during lunch since we had different lunches, but the days we did practice (Every English class possible) I think we only advanced further and further. At first we were all pretty much just relaxing and reading over the lines. We continued to laugh and joke around with different ways of doing the scene, but we consistently got further and further. Pattara and Darian and I were all practically doing the same thing. Joking around with the scene, but still getting out work done so we don’t annoy Alya further than we usually do. Alya likely practiced more than the rest of us (due to her comfortability with acting) but Darian and Pattara also worked very hard....
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...Hello, good morning everybody, I am Jason, I am very glad to analysis the survival strategies at work for you. To explore how employees survive the alienating tendencies at work by developing various coping strategies. In the analysis that follows, we are seeking to access the domain of the informal activities in work that normally hidden from the gaze of the outsider. It is the domain where the subjective experiences of individuals are collectively constructed and reconstructed to create shared understandings and develop norms that guide and pattern behavior. Now the analysis begins with a discussion of the extent to which work produces conditions of alienation for employees. This is followed by an examination of the way that employees may counter alienating tendencies through various creative strategies. And there are five survival strategies are explored: making out, fiddling, joking, sabotaging and escaping. Alienation Let’s start with alienation—it is freely used in the media and arises in everybody conversation. Here we have restricted the discussion to outlining two different perspectives on alienation. The first views alienation as an objective state, and builds on concepts originally defined by Karl Marx, while the second introduces elements of subjectivity into the analysis of alienation, and terms from a study by Robert Blauner. Alienation as an objective state Marx argues that alienation is an intrinsic part of the capitalist labour process, and the...
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...RUNNING HEAD: Hotel Escargo Hotel Escargo AIU – MGT656 Abstract In this paper Hotel Escargo’s collected data is graphed and information for the work management and time study analysis is described. One area is area is focused on to create a fishbone diagram to capture the potential root causes. Hotel Escargo Hotel Escargo’s check-in process is expected to be completed in four minutes or less. The average check-in time for guest on July 31st was four minutes and 51 seconds, the minimum time the check-in process took was two minutes and 23 seconds and the maximum time was eight minutes 45 seconds. The issue that occurs during check-in is the average time for check-in is 51 seconds more than is to be expected and exceeds it by four minutes in some cases. Figure 1 will show the data in a table (Hotel, 2014). Work measurement is the application of time and motion study with activity sampling techniques that will determine the time a qualified worker can complete a specific job in a set level of performance. It’s used to determine the budget, planning for manpower, set the schedule, determine the cost, etc (Work, 2014). The work measures to do would be to find three of the least qualified guest service clerks to check-in ten people as efficiently as possible. Once the thirty people are checked-in, the average of their times should determine if there is a problem with the check-in times. A time study analysis looks at a specific job to find the most efficient method to do...
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...“WORK-LIFE BALANCE: DILEMMA OF MODERN SOCIETY” A SPECIAL REFERENCE TO WOMEN BUS CONDUCTOR IN MAHARASHTRA STATE ROAD TRANSPORT Prof. Bansi Santu Kadam Email-kadam.bansi@gmail.com Anantrao Thopte college and Research Centre, Bhor, Pune Pin-412 206, Maharshtra State. EXECUTIVE SUMMARY:- Work-Life Balance is increasing interest in academic literature, legislation and public sector. WLB is a meaningful daily achievement and enjoyment in life. It increases the productivity of organization. Majority employers support the WLB concept. Women have prepared themselves for career. MSRTC started appointment of women bus conductor. Women have performs their duties as bus conductor and domestic work. 89 percent women bus conductors’ spouses are employed. 57 percent of respondent accept that, they are able to balance personal and work life. 86 percent of them possess children. 53 percent out of them accept that, their parents are taking care of children. 57 percent of the respondents worry often about work when they are not at work. 30 percent respondents feel very unhappy either unhappy when they are...
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...so. Welch responded by employing a strong strategy supplemented by the necessary structural changes. Welch followed the strategy of “as a unique, high spirited, entrepreneurial enterprise…… the most profitable, highly diversified company on earth with world quality leadership in every one of its product lines.” Clearly, Welch wanted the GE to be entrepreneurial, most profitable, diversified and quality leader this was the driving force behind the initiatives. Welch took the following initiatives, their effectives is tested below: a) Sell of Close – To be most profitable, GE needed to be in the business in which they had leadership and earning profits. And to come out of the businesses which were not profitable. Welch clearly articulated this by guiding to be either #1 of #2 in business of get out of it. As a result, GE sold more than 200 businesses. This initiatives was in perfect line with the strategy. Only by remaining #1 or #2, GE could remain most profitable. b) Diversification – GE made over 370 acquisitions, clearly moving on its strategy of diversification. Acquisitions made were in diversified fields. c) Lean and Agile – Profitability also arise from the internal efficiency. An envisioned in the strategy, to be quality leader of world, GE needed to have a lean and agile workforce. Value addition test brought to the individual level by making each individual to thick how did he add value. Major lay offs were made....
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...requires high levels of programming skill as well as the ability to understand the law. New laws and interpretations of existing laws have to be integrated quickly and flawlessly into the existing regulations and analysis tools. The creation of these programs is carried out in a virtual environment by four programmers in the Greater Mumbai area. The four work at home and are connected to each other and to the company bye-mail, telephone, and conference software. Formal, on-site meetings among all of the programmers take place only a few times a year, although the workers sometimes meet informally outside of these scheduled occasions. Here's some background on the four: Ravi Tendulkar is a tax lawyer, a graduate of the UQiversity of Mumbai and a former hockey player there. At 35, Ravi has worked on the programs for six years and is the longest-standing member of the team. Along with his design responsibilities, Ravi is the primary liaison with Nanawati Associates. He is. also responsible for training new team members. Single, Ravi works out of his farm in Lonawala. Aditya, a tax accountant and computer science graduate of the University of Pune, is 32 years old, married, with two children ages 4 and 6. His wife works full time...
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...Balance Between Work and Life “Balance is beautiful.” - Miyoko Ohno, Japanese bridge designer Article by Leo Babauta I have a close friend named Norm who is a great photographer and a great person in general … recently he was telling me that all he does is work. That might sound familiar to some of you — I’ve certainly been there at different points in my life, although these days I have to say that I’ve found a pretty good balance between all the important things in my life, including work, family, and other things I’m interested in. Norm asked me to write a post about work-life balance, because although I think Norm is pretty happy with his life, he’s interested in expanding his life beyond work. I think it’s an interesting question that most of us have to address at some point or other. Work *Is* Life, To Some Extent The first thing to point out is that work isn’t separate from life — it’s a part of it. For some people, it’s not a fun part of life, but for others, it’s a passion. Either way, it’s a part of our lives, good or bad. Of course, when people talk about a work-life balance, they mean that we should find a balance between work and our personal lives, which is definitely true. But it’s important to realize that if work is really something you love, you don’t need to cut it short in order to spend more time at home in front of the television. So the key is to remember that what we’re looking for is a balance between the things we love — not just work and the rest...
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...Imagine being employed by a company that lets you work whenever you want. You can work a one-hour week or a 50-hour week. You can take a 10-minute lunch or a 10-hour lunch. You can turn up at 7am or you can rock up at 3pm. You can work whatever hours you like … and still get paid a full-time wage. Sounds too good to be true, right? Well, it actually exists. It was a trend that was started in 2004 by Best Buy, a retail chain in the US. The organisation introduced a system in their head office of 3000 workers called ROWE – Results Only Work Environment. In essence, it meant one thing: employees were judged on their performance, not their presence. The result was a 35 per cent increase in productivity as employees started working at more convenient times and during periods when they were more energetic. Since then, ROWE – or variations of it – has been rolled out in just a few companies. It is an innovation so radical, for now at least, that the vast majority of businesses prefer to stick with what they know, the nine-to-five grind. Only the brave attempt it, and one of those that's taken the plunge in Australia has been BigCommerce, a fast-growing SME of 65 employees, specialising in online stores. Advertisement: Story continues below BigCommerce’s co-founder and co-CEO is Eddie Machaalani. I asked him why he put such an extreme version of flexibility in place. “From day one we set about creating a supreme company culture in order to attract the best talent and keep our people...
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...Problem: The morale of the staff as gone down so it is starting to show in the work that the staff does. They have a lot of employees that are wasting company time throughout the day. It is starting to be apparent with the work that they are doing they are getting complaints from the hospital administration about how poor the work is has been increased. Purpose: The purpose of the survey is trying to figure out what is triggering the poor work among the workers, Ballard Integrated Managed Services Inc. and help fix the issue at hand trying to understand what needs to be fixed with the employees. So that BIMS can put out a better service to their clients. Research Questions: 1. How well do you enjoy working for BIMS? 2. You enjoy your assigned shift. 3. Your request for your desired shift was fulfilled. 4. How many times have you called in sick in the last month? 5. You are well trained for your work. 6. You are paid fairly for the work you do. 7. Your supervisor treats you fairly. 8. Your supervisor’s boss treats your division fairly. 9. The company is good at communicating. 10. You do not fear that you will lose your job. Hypotheses: It is hard to make a hypotheses when only 17% of the workers that were given the survey took the survey the other percent did not even care to turn in the survey. So to better make a hypotheses BIMS needs more of a participation from the other employees to finish the survey...
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...Sender? Myself 2. Who was the receiver? co worker 3. What was the message? Work load was increasing 4. What channel was used to send the message? Face to face 5. What was the misunderstanding that occurred? I was running team A and he was running team B. We had a meeting about getting more work to do. My boss hired 3 more people for now. He put me in charge of who was getting the workers and giving out the work load. This is what I said I will take one new hire , you take can take two. Then we will split the work load. My co worker said no that’s not fair. Then ran to the boss telling him I was putting the entire work load on him. I was not clear to him about what I was saying. I was not giving him more work; the work load was going to be 50 to 50, with or without the extra help. 6. How could this misunderstanding have been avoided? Should have said this is the work load, we are getting new workers I will take one and you will have two, and we will still have the same work load. 1. Who was the Sender? Hotel guest 2. Who was the receiver? Myself 3. What was the message? No one cleaned there room today. 4. What channel was used to send the message? Face to face 5. What was the misunderstanding that occurred? The guest did not understand way there room was not cleaned up. The rule is if you put the keep it green tag on your bed we just take out the trash and put in new towels. The keep it green saves energy plus cost. You keep...
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...Case Application Imagine what life would be like if your product were never finished, if your work were never done, if your market shifted 30 times a day. The computer-virus hunters at Symantec Corp. don’t have to imagine. “That’s the reality of their daily work life. At the company’s response lab in Santa Monica, California, described as the “dirtiest of all our networks at Symantec. “ Software analysts collect viruses and other suspicious cod and try to figure out how they work so the company can provide security updates to its customers. There’s even a hazardous materials box by the door to the lab, marked DANGER, where they put all the discs, tapes, and hard drives with the nasty viruses that need to be completely disposed of. Symantec’s situations may seem unique, but the company, which makes content and network security software for both consumers and businesses, reflects the realities facing many organizations today: quickly shifting customer expectations and continuously emerging global competitors that have drastically shortened product life cycles. Managing talented people in such an environment can be quite challenging as well. Vincent Weafer, a native of Ireland, has been the leader of Symantec’s virus hunting team since 1999. Back then, he said “there were less than two dozen people, and . . . nothing really happened. We’d see may be five new viruses a day, and they would spread in a matter of months, not minutes. “Now, Symantec’s virus hunter around the words...
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