Using Nutrition to Fight Cancer Essays - Nutrition, Fatty Acids

Utilizing Nutrition to Fight Cancer The relationship among's sugar and malignant growth is very upsetting to be straightforward. Human utilization of sugar was around 11 lbs. a year in 1830 and rose to a stunning 150 lbs. a year before the finish of the twentieth century. This unavoidably affected the measure of malignant growth cases in the United States and around the globe. Nobel Prize victor, Otto Heinrich Warburg, a German researcher, found that the digestion of threatening tumors is reliant on glucose utilization. Sugar and flour have a high glycemic file. At the point when we eat these nourishments our blood levels of glucose rise quick. The body discharges insulin to permit the glucose to enter cells. The arrival of insulin advances the arrival of another atom called IGF (insulinlike development factor) which is utilized to advance cell development. Insulin and IGF consolidated can make a fatal mixed drink that advances aggravation and animates cell development. Thusly, this demonstrations like a manure to tumo rs. Nowadays you can't appear to discover a food mark without high fructose corn syrup on the fixing list. We as a general public have gotten one of the un-most beneficial on the planet. Our weight control plans comprise of a high sugar substance and we have gotten reliant on additives and inexpensive food, which likewise have high glucose content. On the off chance that we dont control our dietary patterns the disease plague could turn out to be more awful. This data has absolutely made me fully aware of the threats of eating an excessive amount of glucose. I grew up eating flour tortillas and drinking huge amounts of Kool-Aid as a child, so I figure I have a great deal of making up to do. Initially, ranchers utilized regular sources to take care of dairy animals and chickens. Be that as it may, the interest for milk, eggs, and meat spiked in the fifties. This made ranchers search for alternate routes in the creation of milk and eggs. Ranchers started to utilize corn, soy, and wheat as the primary eating regimen for bovines and chickens. These nourishments for all intents and purposes have no omega-3 unsaturated fats, which build up the sensory system, makes cell films increasingly adaptable, and decrease aggravation. This prompts a lopsidedness with omega-6 unsaturated fats. Both these unsaturated fats are significant in light of the fact that our bodies don't normally make them. We get these supplements legitimately from the food we eat. All together for our bodies to work the path there should, the parity of omega-3s and omega-6s should be near 1/1. On the off chance that the dairy animals and chickens eat corn and soy, this aftereffects of a lopsidedness of 1/15 to 1/40. The rising measure of omega-6s in our bodies stocks fats and advances inflexibility in cells, just as irritation when reacting to outside aggressors. The utilization of estradiol and zeranol, and as of late presented hormones like rBGH, are put away in greasy tissues and are discharged in milk. These hormones animate the development of greasy cells and speed the development of dangerous tumors. The most upsetting actuality of this is we may have killed the counter malignancy advantage of CLA (conjugated linoleic corrosive) which is found in cheddar. By not adhering to a grass-just eating regimen for dairy animals, this has predominantly evacuated this advantage by changing their eating regimen. Margarine is altogether more perilous than spread. Because of the way that margarine contains sunflower, soybean, and canola oil which contain much more omega-6s than omega 3s. Like expressed already, your body needs to keep up an equalization of the two to appropriately work and to decrease the danger of malignant growth. I normally cook with olive oil, so in that viewpoint I have it secured. To the extent margarine goes, I have utilized it for most of my life. I have attempted numerous options because of the low cholesterol, however never knew or considered the impacts of not adjusting the omega unsaturated fats. In the wake of perusing this I will direct more research to locate the most secure option in contrast to margarine. BIOL 2302 MTWR 12:00 PM-1:59PM Utilizing Nutrition to Fight Cancer

Blending and Sounding

Grapheme-phoneme requires a lot of sound emulating from the understudies, visual and material introduction, just as word usage. The instructor should initially comprehend that the letters in order is known to be units which have its own special sound. Therefore, the instructor ought to unmistakably set up that there are sure examples wherein sounds in a word comprise in excess of a solitary letter set. Likewise, understudies ought to obviously recognize that discourse is made out of an assortment of sounds.There are various territories that understudies need to completely practice to empower themselves to fathom the idea of graphemes-phonemes and improve their understanding aptitudes. These are (1) consciousness of the connection among sounds and words, (2) understanding the association of a letter to a sound, (3) using the connection among letters and phonemes to distinguish printed words at that point read and spell them, and (4) comprehend what is perused (Good III, Simmons and Sm ith, 1998).To do this, the educator should initially tell the understudies that they will examine another sound. The instructor should then show how the new stable is articulated. The articulation of the sound to be educated should then be emulated by the understudies to build up that the understudies become completely recognizable of the sound. This ought to be done over and over until all the understudies finish the sound articulation and pronunciation.After the sound has been copied and has gotten comfortable by the understudies, the instructor should then show a visual of the letters involving the sound. This would cause the understudies to recognize the sound as a grapheme-phoneme for this particular sound doesn't comprise of a solitary letters in order however a gathering of it. To completely cause the understudies to comprehend that there are more than one letter that comprises this specific sound, the instructor ought to have a portion of the understudies help with holding s eparate visuals to make the understudies mindful that the images are something beyond one.After building up to the understudies the data that there is something beyond one letter set that makes up the sound educated, the educator could additionally cause the understudies to comprehend on their own that the letters in order being introduced are independent by having them articulate the sound of each letter exclusively. In any case, the instructor ought to have the understudies realize that regardless of the individual sounds these different letters make; it despite everything makes another sound when consolidated. Since the understudies are acclimated with the letter creation of the sound, the instructor should then cause the understudies to comprehend that these sounds are utilized in words.To do this, the educator should utilize words that includes these grapheme-phonemes. He/she could use various materials that would enable the understudies to distinguish a word that contains this sound. Furthermore, eventually, the understudies should then get comfortable with the word, articulate it accurately, and comprehend the word totally. References Adams, M. J. (1990). Starting to peruse: Thinking and finding out about print. Cambridge, MA: MIT Press. Great III, R. H. Dynamic Indicators of Basic Early Literacy Skills (DIBELS) with CBM.Early Childhood Research Institute on Measuring Growth and Development. Eugene, OR. The National Strategies, Department for Children, Schools and Families (Producer) Phase 3: Teaching graphemeâ€phoneme correspondence and rehearsing oral mixing. Recovered from <http://nationalstrategies. gauges. dcsf. gov. uk/hub/85419> February 17, 2009. Wren, S. Phoneme Awareness. Creating Research-Based Resources for the Balanced Reading Teacher. Recovered from http://www. balancedreading. com/phonemeawareness. html February 17, 2008

Human Computer Interface Essay

As indicated by Nicky Danino(2001), Human Computer Interaction(HCI) is characterized as ‘the study, arranging, and plan of what happens when an individual and a PC work together’. HCI comprise of three sections that is the client, the PC and the collaboration required between the client and the PC. Hence I will assess the organization dependent on a few standards. From what have been seen in the Kannal Solutions , the work territory was seen as agreeable for the representatives to work. The seats give adequate padding. This empowers the representatives to work for extended periods of time without feeling spasms or torments on their bottoms. Other than that, it is seen that the seat has customizable statures. This empowers the representatives to change the stature of the seat as indicated by their solace. The back rest of the seat additionally offers sufficient help for the spine. This element of seat maintains a strategic distance from the representatives experiencing spinal pains or other lower back wounds. Then again, much consideration was additionally given to the screens. The screens that are utilized in this organization is situated so that the spectator sees the screen oppositely. When seeing the screen at this edge, the eyewitness will have the option to diminish the pressure applied on the neck muscles. Moreover, just fluid gem show (LCD) screens are utilized as a screen. This screen is without gleam since LCD doesn't rely upon checking electron shaft to perform. Gleaming of the screen can without much of a stretch reason cerebral pains to the workers which can seriously decrease the profitability of the organization. Besides , the LCD screen is manufactured to such an extent that it would not reflect light out, in this way delivering a less glare impact. These attributes defers the eyes from getting worn out. Aside from that, LCD has likewise been demonstrated to create lesser radiation. Hence, picking LCD screen as a screen was a decent advance taken by this organization to keep their workplace progressively agreeable. The distinction found based on what is watched is this organization doesn't furnish the workers with ergonomic consoles or mouse. This causes distress for the staffs working here particularly for extended periods of time working. Delayed utilization of non ergonomic console can be as awful as the laborer gets muscle strain or as more awful as the worker experiencing Carpal Tunnel Syndrome (CTS) or tendonitis. CTS is the aggravation of the nerve that associates the lower arm to the wrist while tendonitis is the irritation because of dreary movement on the ligament. The IT and media transmission industry goes through and put away a great deal of cash to work. In this manner like numerous different organizations , Kannal Solutions attempt to limit wastage to decrease cost. Other than to limit wastage, this organization likewise focuses on spare the earth. Hence, green registering, which is as characterized by Sarah Gingichashvili is ‘ the investigation and practice of effective and eco-accommodating figuring resources’. In this organization, printers and PCs utilized contains Energy Star image. Electrical machines and item that has Energy Star image devours a lot lesser vitality contrasted with those that doesn't have it. This image guarantees that the PCs naturally changes to the ‘sleep’ mode at whatever point it is inactive. Changing to this mode decreases the vitality utilization of the PC. Other than that, the representatives additionally turns off their PCs at whatever point it isn't being used. In the event that on the off chance that they have to utilize it at stretches, they would in any event turn off the screen with the goal that power can be spared. Another motivation behind why LCD screen is utilized in this organization is likewise a result of the way that LCD screen devours lesser vitality than the Cathode Ray Tube (CRT) screen. Because of this explanation the CRT screen squander a ton of vitality for the most part because of the huge discharge of warmth vitality. In Kannal Solutions , the greater part of the PCs utilizes Intel E2140 Dual Core with a processor speed of 1. 6Ghz. These PCs gives a decent presentation which is required during the assortment of data from clients. The best part about this machine is that its capacity utilization is truly low and productive. It just expends 69 watts. Along these lines, in since a long time ago run Kannal Solutions can spare extraordinary arrangement of power while ensuring that their presentation isn't influenced. In spite of the fact that this organization pays an extraordinary job in keeping the workers sheltered and agreeable, it is found through perception that the consoles and mouse utilized isn't ergonomic. In longer run the staffs can confront nerve entanglements. In this way, it is suggested that the organization make a prompt move to change over all the mouse and consoles to an ergonomic one so the laborers here won't face any sort of issue which can cause to decrease of profitability to the organization. Aside from that, in spite of the fact that the seat has ergonomic element, for example, flexible tallness and appropriate back rest, it doesn't have a hand rest. So , at whatever point the staff feels tired they need to lay it on the table. It would be more secure and much agreeable as the hand rest guarantees that the worker’s hand would be corresponding to the floor and the elbow would be opposite to the arm. Along these lines, it is suggested that the seats here ought to be outfitted with a hand rest. Therefore, it is certain that this organization pays attention to HCI. In spite of the fact that there are a few disadvantages, it tends to be defeated by making appropriate strides, for example, proposed so as to keep the representatives adding to the improvement of this organization.

5 tips on how to keep employee turnover low

5 hints onâ how to keep worker turnover low One center part of effectively maintaining a business-paying little mind to its size or the business it’s working in-is keeping staff glad and spurred with the goal that they keep on performing at viable levels. It likewise assists with diminishing degrees of representative turnover-something that key, ground breaking supervisory crews ought to consistently consider.Why is worker turnover so urgent to oversee cautiously? Basic its latent capacity negative consequences for an association can be significant, and can affect each part of a company’s capacity to work efficiently.Entrepreneur distributed a shrewd article on the concealed expenses of representative turnoverâ in which Toronto-based HR advisor Tom Armor examined the shrouded ways turnover can financially affect an organization, including:The costâ ofâ the work that isn’t completing when a worker is missingCo-laborers not having the option to work to their maximum capacity in light of the fact that th ey’re getting a move on from missing employeesA loss of believability for the board when a workplace has gained notoriety for unreasonable turnover and representatives develop disheartened that they will flourish thereSo, it’s clear that worker turnover is a potential issue for any business and that its latent capacity impacts are wide and profound. All things considered, there are some vital advances that key administration, HR groups, and employing work force can require with an end goal to limit its commonness. Forbes as of late distributed an article that features a few key approaches to diminish representative turnover.Consider utilizing these 5 techniques in your company.hbspt.cta.load(2785852, '9e52c197-5b5b-45e6-af34-d56403f973c5', {});1. Recruit the privilege people.Keeping workers begins with employing the correct representatives. You likelyâ hire employeesâ who have solid aptitudes that coordinate your vacant position. However, how well do your workers fit in with your business’s culture?You must recruit representatives who are conduct and social fits for the activity. You can ask employeesâ behavioral meet questionsâ to discover how they respond in specific circumstances. Likewise, during interviews, make certain to show applicants around your business and inform them concerning your working environment culture. Up-and-comers will ideally wipe out themselves in the event that they don’t fit in.If representatives don’t fit in with your workplace, I ensure they won’t be cheerful. They won’t fit in, they won’t coexist with their collaborators and they’ll feel desolate. A remarkable applicant that doesn’t coordinate the practices and culture of your business won’t remain around long. They’ll take their abilities some place where they fit in.2. Offer serious compensation and benefits.People need to be repaid well. They have to cover standard costs like lodging, utili ties, and food-and a great many people need enough cash for additional items, as well. On the off chance that you don’t pay your representatives well, they’ll discover a business that will.When deciding remuneration for your workers, it’s great to do statistical surveying on compensation. Discover what your rivals pay their representatives. Research aâ competitive compensation rangeâ based on comparable employments in your neighborhood. For instance, on the off chance that you need to recruit an IT authority in San Francisco, you ought to consider what different organizations in San Francisco pay their IT specialists.And you can’t just give representatives checks and be finished. Representatives need great advantages, as well. You should offer serious advantages that your workers need. Learn aboutâ common representative advantages. At that point, discover what benefits contenders and different organizations in your general vicinity offer.3. Give acclai m openly and often.Your workers need support and acknowledgment. At the point when they accomplish something right, show your appreciation. At the point when they finish a huge, troublesome extend or present a venture before the cutoff time, praise them. Give them that you see their hard work.Of course, don’t feel like you need to give representatives acclaim for all that they do. You don’t need to applaud workers for little, ordinary assignments. Be that as it may, when representatives really accomplish something worth congrats, give it.The objective here is to make an empowering, positive workplace. At the point when representatives feel regarded, recognized, wanted, and propelled, they are bound to remain. The best part is that this technique to diminish worker turnover is free. You simply need to utilize your words.4. Guide workers down a profession way at your company.If representatives stay deteriorate in one occupation for a really long time, they may look for a nother activity where they can progress. Most representatives need to expand their abilities and information and climb the vocation stepping stool. Indicating workers an anticipated vocation way provides them a feeling of guidance and purpose.You should spread out a perfect arrangement for your representatives. Where would they be able to go from their present position? Perhaps it’s an upward or sidelong move. Or on the other hand, perhaps your workers can procure greater obligation in their present position. Whatever it is, let your representatives know how they can advance.After you’ve set up an arrangement with them, you can assist workers with progressing along their vocation way. Give them training quarterly by prescribing approaches to progress. You can likewise offer representatives preparing openings. Give them a lot of opportunities to learn new aptitudes and set up them as a regular occurrence in their current job.5. Don’t avoid flexibility.If itâ€⠄¢s conceivable, allowâ flexible work routines that let representatives change their work time and area. That way, representatives can make a work-life balance for themselves. Your laborers can seek after things past work, go to arrangements, and deal with their families-all while completing their work on time.Flexible work routines probably won't be feasible for all organizations; your representatives may should be at your business at explicit occasions. In any case, there still may be ways you can offer adaptability, for example, the choice of telecommuting one day a week or altering a beginning time for the day.There you have it-if you’re keen on limiting the impacts of worker turnover in your association, exploit the tips recorded here to help keep your business working viably.

My Opinion of the 2012 Presidential Race essays

My Opinion of the 2012 Presidential Race papers Barack Obamas approach position with Iran is about the atomic program and maintaining a strategic distance from military clash. Barack Obamas sentiment about the atomic program in Iran is that it is a risk to our national security, yet in addition our partner, Israels, national security. Obamas arrangement is to ensure Iran has no atomic abilities. He does this by actualizing intense monetary approvals. A few instances of approvals that Obama has executed are: 1) He ensures they can't send out oil to the United States. 2) He controls transporting paths. 3) He is confining the progression of cash into the nation. By executing these devastating approvals, the objective of the Obamas organization is to get Iran to surrender its atomic program. The work on setting up devastating assents is troublesome and with regards to fixing sanctions, Obama states he has placed in the hardest endorses ever. Obama needs to guarantee that Iran doesn't attempt to get atomic weapon materials. He has said that his red line is when Iran begins constructing a bomb. As it were, if Iran begins fabricating a bomb, he will make military move; this is critical. A red line is the limit. On the off chance that Iran crosses the red line, war will break out. The main thing that may forestall a showdown is a true exertion at conciliatory dealings. The biggest decision that Obama and Romney contrast in is their attitude toward strategy. Obama didn't spend too much on enough political capital into strategy. Romney, may not go more towards arrangements, be that as it may, on the off chance that he goes towards the way of exchanges it won't be until some other time in November 2013, while Obama will have the option to in the second week in November in the event that he is to get reappointed President of the United States. Glove Romney concurs with Obama with fixing devastating authorizations, however feels that Obama isn't settling things sufficiently quick and his work power isn't sufficient. Glove Romney says he would h... <!

How to Push Your Team to Take Risks and ExperimentÂ

How  to  Push Your Team  to  Take Risks  and  Experiment   Most managers, entrepreneurs and business leaders know the importance of having curious and experimental employees who have no problem with taking risks and taking initiative to come up with innovative solutions to problems.This is particularly evident when you look at the  hiring process.Hiring managers try as much as possible to hire candidates whose  resumes  demonstrate  creativity, experimentation and a knack for risk taking.Having such employees can be the difference between success and failure in the world of business.Ironically, after going to such great lengths to hire employees who have a knack for experimentation and risk taking,  many managers then go ahead and stifle these employees’ ability to experiment and take risks.They do this by micromanaging the employees, asking them to follow safe, predictable processes, not giving them responsibility, and blowing off their top when these employees fail at something.If you want to get the most out of your employees and have a constant supply of new, fresh ideas and opportunities, you need to create a  company  culture  that encourages employees to be innovative and to take risks.Below are some reasons why this is good for your company. Improved Ability  to  Solve ProblemsMany companies often encourage their employees to follow tried and tested processes that are sure to work every time.While this works, it is inevitable that at some point, your business will come across new problems and challenges that your employees have never seen before.Your  tried and tested processes will not work in such a situation.In such situations, solutions can only be found through trial and error.If your employees are used to playing it safe, you can bet that they will be stuck when this happens.Employees who are used to experimentation, on the other hand, will find it easier solving such problems because they are used to trying out new, unconventional things and processes.Improved Employee Engagement  and  SatisfactionAcco rding to a  recent survey by The Conference Board, only 51% of employees are satisfied with their job. This means that almost half of employees feel somewhat unfulfilled in their jobs.When you consider  how expensive it is to replace employees, it is clear that managers and business leaders should be doing more to help their employees become more engaged at work.Fortunately, you can improve employee engagement and job satisfaction and decrease  employee churn  by encouraging experimentation amongst your employees.By encouraging  employees to take risks, try new ideas and work their own ways, you make them feel like they are people who actually matter rather than non-autonomous subjects who only follow orders.Increased ProfitabilityThink about most of the biggest companies in the world.I’m talking about companies like Apple, Google, Amazon, Facebook, and so on. How many of these companies got where they are by following a well beaten path?  None of them.These companies became the b iggest in the world because they are staffed by employees who are free and willing to try new, untested things.More importantly, the leaders of these companies actively encouraged their employees to take risks and experiment.Each of the above companies has  programs that encourage employees to come up with new ideas.For instance, Google has a division known as  Google X, which encourages employees to come up with their craziest ideas for products (known as moonshots) and try to build them.Amazon, on the other hand, has a virtual idea box where employees can submit their ideas.Amazon’s highly successful Prime program is a direct result of the idea box.These two are great examples of how these companies encourage a culture of experimentation and risk taking and turn it into profits.These are just some of the reasons why you should push your team to take risks and experiment.The question is, how exactly do you do that?  Below are some tips on how to  achieve  that.ENCOURAGE EMPLOYEES TO THINK OUTSIDE THE BOXThis may sound cliché, but  the first step to having a team that experiments and takes risks is to encourage them to think outside of the box and challenge the status quo.When faced with a problem, the typical thing to do is to pick the first answer that pops up. In many cases, the first answer is not always the best.To encouraging your team to think outside the box, you need to make them understand that there are always multiple answers to any problem and train them how to find these multiple answers.If there is a problem, ask you team to come up with 10 different ways of looking at or defining the problem.Ask them to then come up with ten different solutions based on the ten different approaches.If you have a project, ask them to think of different ways of doing the project. If they come to you with a suggestion, ask them for several more suggestions.Doing  this  trains your team to constantly explore many different options and ideas before settling on th e best one.MODEL RISK-TAKING BEHAVIOROne of greatest mistake I have seen managers and other business leaders make is to try to encourage risk taking behavior when they are not risk takers themselves.It does not matter how much you encourage risk taking and how supportive of failure you are; if you are not a risk taker yourself, your staff are unlikely to take any risks.People learn best by example, so you need to start exhibiting the same behavior you are promoting. Take a lot of risks and be transparent about them to your team.Tell them when you take risks and explain why you are taking the risk and the steps you are taking to minimize the possibility  of failure.If you fail, instead of keeping it to yourself, share what you have learnt from the failure.By showing them your approach to risk  taking, you are offering them a great  opportunity to develop their ability to take risks.A good example of a company that does this is NBC Universal. Senior leaders at the company are taken th rough a six-month DRIVE program at the company’s Talent Lab, where they are challenged to rethink the company’s business model.They are also taken to an incubation hub in Silicon Valley and further trained on how to come up with new, unconventional strategies and mindsets.The reason behind all this is that NBC Universal understands that when senior leaders embrace experimentation and lead by example,  the behavior will trickle down to lower levels of the company.NORMALIZE FAILUREThe biggest challenge when it comes to taking risks is the fear of failure.When you are trying something new and untested, there is always the possibility of failure.That is what makes it a risk. If you  were sure  you are going to succeed, it would not really be a risk.The problem is that people who are afraid of failing will avoid experimentation and risk taking as much as they can and instead opt for tried and tested methods that are sure to work every single time.If you want your team to embrace expe rimentation and risk taking, you need to show them that failing is normal when attempting something new.Think about the most successful companies and individuals in the world. All of them experienced failure at some point before finding success.The launch of Google Glass was a huge failure for Google.  In 1980, Apple’s launch of the Apple III resulted in 100% failure and almost destroyed the company. Every unit that was sold had to be recalled.Steve Jobs himself, one of the biggest innovators to date, experienced great failure when  he was expelled from Apple, the company he started in his parents’ garage.Michael Jordan, the greatest basketball of all time, said that in the course of his career, he missed over 9000 shots and missed the game winning shot 26 times.All these examples show that failing is part of the journey to success.  Regardless of how much you plan, things seldom go according as expected once the plan is in action.So, how do you normalize failure within your org anization or team?  One way of doing this is to promote a concept known as failing forward fast.If your team members find themselves in a position where they need to take a risk, they should not let their fear of failure stop them from pressing forward.Instead, after taking all the necessary factors into consideration, they should pick the best possible option and take the plunge. If things work out as expected, well and good.If they don’t go as expected, don’t go hard on the team. Instead, encourage them  to  pick themselves up  and forge ahead.This shows your team that what matters is moving ahead rather than avoiding failure.Another way of normalizing failure is to flip your company’s language from ‘avoiding failure’ to ‘celebrating success.’When your team members fail, instead of focusing on the failure and what it has cost you, focus instead on what the team can learn from the failure.Instead of punishing your staff for failing, ask them to explain what went right and wrong, what they would do better if they had to do it again, and what they have learnt from the entire experience.Doing this not only shows that failure is normal, is also helps your entire team to learn and become better at taking risks.Proctor Gamble and Tata are great examples of companies that do this well. Proctor Gamble has an annual Heroic Failure award where the team or individuals whose failure led to the greatest learning for the company are awarded.Tata, on the other hand, has an annual  Dare  To  Try  award which honors managers who took the most novel and daring risk.American conglomerate 3M also provides another example of how to normalize failure.The company has a tradition where stories of the company’s famous failures that were later turned into successes are passed on to new employees. A good example is the infamous  story behind the post-it note.Spencer Silver, an engineer at the company, was trying to come up with an adhesive for use in plane manufacturi ng. Unfortunately, the glue he came up with was too weak, and it was classified as a failure.However, a colleague who was constantly losing bookmarks for his hymn  book thought Spencer’s glue was a great solution for him, and that is how the post-it note came to be.The simple product that started as a failure would go on to become one of the company’s bestselling products.RESIST THE URGE TO SAY NOVery often, employees come up with new, innovative ideas that could potentially change their organizations, but they opt  to keep the ideas to themselves because they feel the ideas will be rejected by the management.According to a  survey by Leadership IQ, only 24% of employees feel that their leaders encourage suggestions and ideas for improvement from employees.This means there is a large portion of the workforce that opts to keep their ideas to themselves because they feel they will be ignored.Of course, this stifles the spirit of risk taking and experimentation.To avoid this, busin ess leaders should encourage their teams to share their ideas and try as much as they can to resist the urge to reject employees’ ideas.If possible, come up with policies or initiatives that discourage managers from rejecting employee ideas. Amazon offers a  great  example of how to do this.If an employee at Amazon presents a great idea to his or her manager, the manager is expected to accept the idea by default.In case  the manager decides to reject the idea, he or she has to write  a two page thesis to explain why they rejected the idea.With this policy, Amazon makes it hard for managers to reject employees’ ideas, which results in more ideas being tested and implemented.HIGHLIGHT AND CELEBRATE SUCCESSESAnother great way of encouraging employees to take risks and experiment is to  recognize and highlight any team members who achieve success after taking huge risks.Doing this provides employees with an incentive for taking risks and also makes them feel fulfilled when they see the company recognizing their efforts.Of course, for this to work, you should simultaneously avoid coming down hard on employees who fail. In the course of taking risks, it is inevitable that some will experience failure, and reprimanding them will only prevent them from trying.One of the most common ways of celebrating such successes is to give bonuses and other forms of financial reward.If you don’t have the budget for that, you can still celebrate your successful risk takers through other pocket friendly forms of validation, such as giving awards the Tata way or simply commending the employee’s efforts in the presence of the entire company.Westin hotels and Haier are perfect examples of companies that have mastered the art of celebrating employee successes.Every quarter, Westin hotels identify the top five innovators and send them on exotic holidays with all expenses paid.By doing this every quarter, they encourage employees to come up with great ideas all year round.Chinese consumer electronics and home appliances company Haier, on the other hand, gives innovative employees the ultimate recognition by naming products after the employee that came up with the idea for the product.Who wouldn’t want a product that’s going to sell worldwide named after them?GIVE EMPLOYEES CREATIVE TIMEThe most successful companies know that for employees to experiment and come up with new ideas, they need the time to actually do that.If an employee is constantly engaged in their day to day work every single minute, they have no time for experimenting with new ideas.To avoid this, some of the top companies create time for employees to work on something that is not related to what they do on a daily basis.For instance, Facebook holds regular  hackathons  where engineers get to work on new projects that are not part of their day jobs. Many of  Facebook’s features were birthed in these  hackathons.Google also has an initiative where employees are allowed to spend 20% of t heir time working on side projects that are not related to what they are employed to do.This is how products like Gmail and Google Glass were born.3M also has a similar policy where employees are given 15% of their time at work experimenting with projects unrelated to their day work.I know your company is  not Google, and allowing employees to spend 20% of their paid time (one full work day per week) experimenting and working on side products might be too much of a stretch.However, you can still give employees some little time (such as Friday afternoons) to doodle, experiment and come up with ideas that might help the company.Of course, any ideas they come up with should be given a chance if they have some potential.START SMALLWhile cultivating a culture of risk taking and experimentation within your team has several benefits for your organization, risks and experiments can sometimes lead to disastrous results that might even threaten the wellbeing of the entire company.To avoid thi s, you should encourage your employees to start taking risks and experimenting with small projects and processes that do not have a very huge impact on the entire organization.As they experience successes with these smaller projects, you can then allow them to experiment with even larger projects and processes.This not only prevents any disastrous results, it also makes employees comfortable with taking risks. Taking small risks and succeeding gives them the confidence to take even bigger, well calculated risks.A good example of a company that does this is Japanese automaker Toyota, which introduces employees to risk taking and experimentation by asking them to make small changes and tweaks to make processes a little bit more efficient.In order for this to work well, you need to publicly define areas where risks are encouraged and where they are not.Define a ‘safe zone’ of projects and processes where employees can take risks, and make it clear where they should not attempt taki ng a risk or experimenting without first consulting a superior.DON’T USE EXPERIMENTS TO CREATE BEST PRACTICESWhen most organizations run experiments, the results and insights from the experiment are usually used to come up with best practices.Initially, this might seem like a great idea. It’s not! Best practices are essentially tried and tested methods that have been proven to work.By creating best practices, you are encouraging your team members to follow the safe and predictable route instead of taking risks and experimenting.In addition, best practices are static. They are optimized for what worked yesterday, last month or last year, even when it might not be the best suited for achieving success today.To avoid remaining static and discouraging your team members from taking risks, you should avoid using the results of experiments to come up with best practices.Instead, you should encourage your team members to use insights from past experiments to come up with more exciting e xperiments.This keeps the spirit of experimentation and risk taking alive and often results in new ideas and innovative solutions that you would not have stumbled upon by following best practices.MAKE EMPLOYEES RESPONSIBLE FOR THEIR OWN EXPERIMENTSVery often, when an employee comes up with an experiment that has some potential, they are commended for the idea, and then the idea is passed on to another team for testing and implementation.This separation between the originator of the idea and the person who tests the idea has two problems.First, since they do not  get to see the results of their idea first hand, which limits their ability to fine tune their ideas.Second, it can also discourage employees from sharing their ideas. Imagine coming up with an idea for a cool product, only for you to go back to your desk while another team builds and takes credit for your idea.To avoid this, you should make everyone responsible for their experiments. If someone comes up with an idea, give t hem the resources and support they need to test and implement the idea. If the idea fails, they will have learnt important lessons that will help them come up with better ideas next time.If it works, they will feel a sense of accomplishment and it will encourage them, as well as other employees, to take more risks next time.WRAPPING UPA culture of experimentation and risk taking is great for any organization. It keeps fresh ideas and opportunities flowing through the organization, helping the organization to optimize operations and maintain their competitive edge.With the tips shared above,  you will be able to effectively push your team to take risks and create a culture where experimentation is the norm rather than the exception.

Interview with a Passionate D.O. to be, Melina McSwiggen

This interview is the latest in an Accepted blog series featuring  interviews with medical school applicants and students, offering readers a behind-the-scenes look at  top medical schools and the med school application process. And now, introducing Melina McSwiggen†¦ Accepted:  Wed like to get to know you! Where are you from? Where and what did you study as an undergrad? Melina:  I am a Southern transplant! I was born in Michigan, but I have lived in Georgia for most of my life. For my undergraduate degree, I attended Mercer University in Macon, GA (Go Bears!) and studied Biology. Accepted:  Can you share 3 fun facts about yourself? Melina:  Fun facts about yours truly: 1. Becoming a doctor wasn’t always my dream career path. Up until high school, I wanted to be an actress and an author. I’d still like the author part to come to fruition some day ;). 2. During undergrad, I was a summer intern at a non-profit clinic in my hometown. That experience helped me become confident in my decision to pursue a medical degree. I even got to volunteer there this summer as a medical student, and I plan on returning one day as a practicing physician. 3. A recent hobby I’ve acquired is practicing yoga. It is challenging, renewing, and a great way to center oneself in the midst of a chaotic life. Accepted:   Where are you currently attending med school? What year are you? Melina:  I am a second year osteopathic medical student attending school in the Southeast. Accepted:  Why did you choose that program? How did you know you were a good fit? Melina:  I chose my program because of its relative proximity to my hometown, its new facilities, and great osteopathic medical program. I knew I would be a good fit after I read their mission statement. Not only were they looking for students from my region, but their values and ideas about learning and practicing medicine were in line with my own. I felt even better about this fit after interview day. Accepted:  You have a blog called Living Raediantly. What made you create your blog? What can med students find on your blog? Melina:  Yes! I began my blog this summer after completing my first year of medical school. I learned so much, yet I still have so much more to learn about medicine and life. I love to write, and I love sharing myself and my experiences with other people. I created my blog as a way to seek balance in my life, to reflect on my past and present experiences in medical school, and to have a space to express my outside interests. On my blog, you can find posts about osteopathic medicine, study tips, reflections on medical school, and posts about my outside interests such as reading and health/fitness. Accepted:  How have you been able to manage life outside of med school with your demanding schedule? Melina:  I’m going to be honest: it is very hard to find a balance between medical school and life outside of school. Ultimately, it’s about prioritizing and deciding what is most important to you. Many times, especially the week before an exam, I can only fit in the self-care basics, such as exercise, meals, and sleep. Other times, especially right after an exam or during a slow week, I do something fun with my friends. We’ll go to the movies, go on a hike, have a wine night, or take a day trip somewhere. As far as making time for the things I personally enjoy during the week, I try to take advantage of little moments throughout my day. I’ll read for 10-15 minutes before bed, or do a devotional in the morning while I have coffee. I also schedule at least one good yoga session as one of my exercise sessions during the week. The two things that have helped me the most on my quest to find balance are my handy-dandy planner and an excellent support system a mong my family and friends! Accepted:  Do you have any ideas on what youd like to specialize in for residency? Melina:  I am passionate about working with children and their parents, so my heart is currently set on pediatric medicine. However, I also have a few other specialty interests that I am excited to explore during third and fourth year. Accepted:  Any last words of wisdom for applicants or med students? Melina:  My final words of wisdom: Be resilient in all that you do. You may be discouraged after you fail or if something doesn’t go your way, but keep going and keep trying no matter how long it takes. You can follow Melinas experience by checking out her blog at  livingraediantly.com  or following her on Twitter  and  Instagram. Thank you Melina for sharing your story with us we wish you continued success! For one-on-one guidance on your med school applications, check out  our catalog of med school admissions services. Do you want to be featured in Accepted’s blog? If you want to share your med school journey with the world (or at least with our readers), email us at  bloggers@accepted.com. hbspt.cta.load(58291, 'f983525f-d810-452f-a0d3-c41270570189', {}); Related Resources: †¢Ã‚  Medical School Selectivity Index †¢Ã‚  Medical School Application Strategy: MD vs. DO Programs †¢Ã‚  4 Must-Haves in Residency Personal Statements