Compliance Important Quotes

We are most productive not when we seek to tightly control ourselves but when we seek to unleash ourselves. Productivity comes from engagement, not control and mere compliance. This is why operating in our strengths is so important.

Although most people believe they are ethical, few have actually written down their own code of ethics. Don’t rely solely on the mission statement or compliance manual supplied by your firm. Instead, identify three or four main principles that will guide your personal behavior over your professional career—and write them down. For each principle, think about why you believe it is important. Then think about a situation in which you would find it difficult to abide by that principle, and consider how you would address the challenge.

Subtly, in any organization, religious or otherwise, solidarity becomes ossification, the faith becomes orthodoxy, and compliance becomes more important than conversion of spirit. By the time of the Reformation, Christianity had gotten to the point where authority itself had become the problem. To

For instance, while writing this, I was summoned to attend jury duty. Throughout the jury selection process, coordinators and judges reminded us how important our presence was, and how deeply they and the State of Oregon appreciated our service. The Chief Justice of the Supreme Court of Oregon and several judges who may or may not have been actors thanked us via video. The big joke of it was that attending jury service is mandatory and my summons threatened me with the possibility of being held in contempt of court for non-compliance. That pretty much sums up how the state “appreciates” its citizens. “We

As leaders, if we ask teachers to use their own time to do anything, what we’re really telling them is: it’s not important. The focus on compliance and implementation of programs in much of today’s professional development does not inspire teachers to be creative, nor does it foster a culture of innovation. Instead, it forces inspired educators to color outside the lines, and even break the rules, to create relevant opportunities for their students. These outliers form pockets of innovation. Their results surprise us. Their students remember them as “great teachers,” not because of the test scores they received but because their lives were touched.

Most of us are still in some small way victims of the Industrial Revolution. Whether through our grandparents, our parents, or our own experience, we were raised to believe that our place in life required compliance and conformity rather than creativity and uniqueness. We have been raised in a world where information is deemed far more important than imagination. Adults replaced dreams with discipline when they were finally ready to grow up and be responsible for their lives. Whether this contrast was reinforced on an assembly line, in a cubicle, or in a classroom, the surest path to acceptance in society is accepting standardization. And we more than willingly, relinquish our uniqueness.

But it is the nature of narcissistic entitlement to see the situation from only one very subjective point of view that says “My feelings and needs are all that matter, and whatever I want, I should get.” Mutuality and reciprocity are entirely alien concepts, because others exist only to agree, obey, flatter, and comfort – in short, to anticipate and meet my every need. If you cannot make yourself useful in meeting my need, you are of no value and will most likely be treated accordingly, and if you defy my will, prepare to feel my wrath. Hell hath no fury like the Narcissist denied. Narcissists hold these unreasonable expectations of particularly favorable treatment and automatic compliance because they consider themselves uniquely special. In social situations, you will talk about them or what they are interested in because they are more important, more knowledgeable, or more captivating than anyone else. Any other subject is boring and won’t hold interest, and, in their eyes, they most certainly have a right to be entertained. In personal relationships, their sense of entitlement means that you must attend to their needs but they are under no obligation to listen to or understand you. If you insist that they do, you are “being difficult” or challenging their rights. How dare you put yourself before me? they seem to (or may actually) ask. And if they have real power over you, they feel entitled to use you as they see fit and you must not question their authority. Any failure to comply will be considered an attack on their superiority. Defiance of their will is a narcissistic injury that can trigger rage and self-righteous aggression. The conviction of entitlement is a holdover from the egocentric stage of early childhood, around the age of one to two, when children experience a natural sense of grandiosity that is an essential part of their development. This is a transitional phase, and soon it becomes necessary for them to integrate their feelings of self-importance and invincibility with an awareness of their real place in the overall scheme of things that includes a respect for others. In some cases, however, the bubble of specialness is never popped, and in others the rupture is too harsh or sudden, as when a parent or caretaker shames excessively or fails to offer soothing in the wake of a shaming experience. Whether overwhelmed with shame or artificially protected from it, children whose infantile fantasies are not gradually transformed into a more balanced view of themselves in relation to others never get over the belief that they are the center of the universe. Such children may become self-absorbed “Entitlement monsters,” socially inept and incapable of the small sacrifices of Self that allow for reciprocity in personal relationships. The undeflated child turns into an arrogant adult who expects others to serve as constant mirrors of his or her wonderfulness. In positions of power, they can be egotistical tyrants who will have their way without regard for anyone else. Like shame, the rage that follows frustrated entitlement is a primitive emotion that we first learn to manage with the help of attuned parents. The child’s normal narcissistic rages, which intensify during the power struggles of age eighteen to thirty months – those “terrible twos” – require “optimal frustration” that is neither overly humiliating nor threatening to the child’s emerging sense of Self. When children encounter instead a rageful, contemptuous or teasing parent during these moments of intense arousal, the image of the parent’s face is stored in the developing brain and called up at times of future stress to whip them into an aggressive frenzy. Furthermore, the failure of parental attunement during this crucial phase can interfere with the development of brain functions that inhibit aggressive behavior, leaving children with lifelong difficulties controlling aggressive impulses.

one of the hottest topics today is ethics—ethics discussions, ethics curriculum, ethics training, codes of ethics. This book shows that while ethics is fundamentally important and necessary, it is absolutely insufficient. It shows that the so-called soft stuff is hard, measurable, and impacts everything else in relationships, organizations, markets, and societies. Financial success comes from success in the marketplace, and success in the marketplace comes from success in the workplace. The heart and soul of all of this is trust. This work goes far beyond not only my work, but also beyond anything I have read on the subject of trust. It goes beyond ethical behavior in leadership, beyond mere “compliance.” It goes deep into the real “intent” and agenda of a person’s heart, and then into the kind of “competence” that merits consistent public confidence.

We have already seen that when positive authority suggests a change in behavior, the recipient will accept it provided he is capable of doing so and provided it does not require drastic modification of belief or frustrate important needs. By carrying out the suggestion, one can simultaneously reduce dissonance and preserve intact one's relation to positive authority. But what can reasonably be expected when the suggestion to change is beyond the recipient's capability or frustrates his deep needs or predispositions? In such a situation, a conflict arises between his desire to comply with authority and the abilities or needs which make compliance impossible. One way to resolve such a conflict situation (or to reduce the dissonance) is to change one's conception of authority. If a suggestion emanating from positive authority is unacceptable, the conflict may be removed by becoming disaffected with the authority and transforming it either into a negative authority or into a nonexistent one. This is exactly what Leon and Joseph did.

I am reinforced in my belief that walking a continuous path and sticking with the white blazes is the best way for me to hike. My attitude about this is not rigidity for the sake of principle or unfeeling discipline done out of habitual compliance. More at issue is doing things in a way that enables me to sustain purpose and drive. I will do some things on this hike that will make purists cringe. But if I were to blue-blaze away a chunk of trail, or leave miles to be done “later,” then it would be tempting to pare away even more of the trail, eventually concluding that there is no purpose to it. Gumption is the most important thing for a thru-hiker to maintain. Compare rounds of golf, one played while keeping score and one in which you hit a mulligan every time you are unhappy with a shot. In the latter case, being on the golf course loses significance. Rounds that are memorable are the ones that you make count. In a broader context, all rounds of golf are of no consequence, whether score is kept or not. But you are the center of your own universe. You are free to create meaning for yourself.

Legitimate” faith must always rest on experience. There is, however, another kind of faith which rests exclusively on the authority of tradition. This kind of faith could also be called “legitimate,” since the power of tradition embodies an experience whose importance for the continuity of culture is beyond question. But with this kind of faith there is always the danger of mere habit supervening—it may so easily degenerate into spiritual inertia and a thoughtless compliance which, if persisted in, threatens stagnation and cultural regression. This mechanical dependence goes hand in hand with a psychic regression to infantilism. The traditional contents gradually lose their real meaning and are only believed in as formalities, without this belief having any influence on the conduct of life. There is no longer a living power behind it. The much-vaunted “child-likeness” of faith only makes sense when the feeling behind the experience is still alive. If it gets lost, faith is only another word for habitual, infantile dependence, which takes the place of, and actually prevents, the struggle for deeper understanding. This seems to be the position we have reached today.

According to Bartholomew, an important goal of St. Louis zoning was to prevent movement into 'finer residential districts . . . by colored people.' He noted that without a previous zoning law, such neighborhoods have become run-down, 'where values have depreciated, homes are either vacant or occupied by color people.' The survey Bartholomew supervised before drafting the zoning ordinance listed the race of each building's occupants. Bartholomew attempted to estimate where African Americans might encroach so the commission could respond with restrictions to control their spread. The St. Louis zoning ordinance was eventually adopted in 1919, two years after the Supreme Court's Buchanan ruling banned racial assignments; with no reference to race, the ordinance pretended to be in compliance. Guided by Bartholomew's survey, it designated land for future industrial development if it was in or adjacent to neighborhoods with substantial African American populations. Once such rules were in force, plan commission meetings were consumed with requests for variances. Race was frequently a factor. For example, on meeting in 1919 debated a proposal to reclassify a single-family property from first-residential to commercial because the area to the south had been 'invaded by negroes.' Bartholomew persuaded the commission members to deny the variance because, he said, keeping the first-residential designation would preserve homes in the area as unaffordable to African Americans and thus stop the encroachment. On other occasions, the commission changed an area's zoning from residential to industrial if African American families had begun to move into it. In 1927, violating its normal policy, the commission authorized a park and playground in an industrial, not residential, area in hopes that this would draw African American families to seek housing nearby. Similar decision making continued through the middle of the twentieth century. In a 1942 meeting, commissioners explained they were zoning an area in a commercial strip as multifamily because it could then 'develop into a favorable dwelling district for Colored people. In 1948, commissioners explained they were designating a U-shaped industrial zone to create a buffer between African Americans inside the U and whites outside. In addition to promoting segregation, zoning decisions contributed to degrading St. Louis's African American neighborhoods into slums. Not only were these neighborhoods zoned to permit industry, even polluting industry, but the plan commission permitted taverns, liquor stores, nightclubs, and houses of prostitution to open in African American neighborhoods but prohibited these as zoning violations in neighborhoods where whites lived. Residences in single-family districts could not legally be subdivided, but those in industrial districts could be, and with African Americans restricted from all but a few neighborhoods, rooming houses sprang up to accommodate the overcrowded population. Later in the twentieth century, when the Federal Housing Administration (FHA) developed the insure amortized mortgage as a way to promote homeownership nationwide, these zoning practices rendered African Americans ineligible for such mortgages because banks and the FHA considered the existence of nearby rooming houses, commercial development, or industry to create risk to the property value of single-family areas. Without such mortgages, the effective cost of African American housing was greater than that of similar housing in white neighborhoods, leaving owners with fewer resources for upkeep. African American homes were then more likely to deteriorate, reinforcing their neighborhoods' slum conditions.

In looking for a vocabulary for this quest for authenticity, I found psychoanalysts more helpful than lawyers. The object-relations theorist D. W. Winnicott makes a distinction between a True Self and a False Self that usefully tracks the distinction between the uncovered and covered selves. The True Self is the self that gives an individual the feeling of being real, which is “more than existing; it is finding a way to exist as oneself, and to relate to objects as oneself, and to have a self into which to retreat for relaxation.” The True Self is associated with human spontaneity and authenticity: “Only the True Self can be creative and only the True Self can feel real.” The False Self, in contrast, gives an individual a sense of being unreal, a sense of futility. It mediates the relationship between the True Self and the world. What I love about Winnicott is that he does not demonize the False Self. To the contrary, Winnicott believes the False Self protects the True Self: “The False Self has one positive and very important function: to hide the True Self, which it does by compliance with environmental demands.” Like a king castling behind a rook in chess, the more valuable but less powerful piece retreats behind the less valuable but more powerful one. Because the relationship between the True Self and the False Self is symbiotic, Winnicott believes both selves will exist even in the healthy individual. Nonetheless, Winnicott defines health according to the degree of ascendancy the True Self gains over the False one. At the negative extreme, the False Self completely obscures the True Self, perhaps even from the individual herself. In a less extreme case, the False Self permits the True Self “a secret life.” The individual approaches health only when the False Self has “as its main concern a search for conditions which will make it possible for the True Self to come into its own.” Finally, in the healthy individual, the False Self is reduced to a “polite and mannered social attitude,” a tool available to the fully realized True Self.

Delegation—the assigning of things (work or a task) to individuals. Jethro told Moses to delegate the lesser tasks so he could focus on the major issues of leading the nation of Israel to the promised land. Delegation involves three important elements: Clearly assigning the responsibility the individual is entrusted with. Granting the necessary authority and ability to accomplish the task assigned. Holding the person accountable for the completion of the assigned task. Delegation is not giving an unpleasant task to someone, nor is it getting rid of work to make your workday less than responsible. It is, however: Sharing the work with individuals who have the capability so that you may concentrate on more challenging or more difficult assignments. Providing a format whereby individuals can mature and learn through on-the-job work. Encouraging others to become part of the organization by participative task accomplishment. Allowing individuals to exercise their special gifts and abilities. An important element of the organizational structure of the church is the granting of authority to accomplish the task. Authority is the right to invoke compliance by subordinates on the basis of the formal position in the organizational structure and upon the controls the formal organization has placed on that position. Authority is linked to the position, not the person. Authority is derived in various ways: Position Reputation Experience Expertise Authority and responsibility are directly linked. When you give someone responsibility for a task, then the individual should be given the ability to see to it that the task is accomplished. Responsibility and accountability are also directly linked. If the individual is given the responsibility for a task as well the authority/ability to see to its accomplishment, then it is the manager or administrator’s responsibility to hold the individual accountable to complete the task in the manner assigned and planned. Elements of describing the use of organizational authority include: The use of an organizational chart that establishes the chain of command. The use of functional authority, assigning to individuals in other elements of the organization the authority to administer and control elements of the organization outside their own. Defining span of control, defining within the task assignment specifically what elements of the organization the individual has authority over.

1 = Very important. Do this at once. 2 = Worth doing but takes more time. Start planning it. 3 = Yes and no. Depends on how it’s done. 4 = Not very important. May even be a waste of effort. 5 = No! Don’t do this. Fill in those numbers before you read further, and take your time. This is not a simple situation, and solving it is a complicated undertaking. Possible Actions to Take ____ Explain the changes again in a carefully written memo. ____ Figure out exactly how individuals’ behavior and attitudes will have to change to make teams work. ____ Analyze who stands to lose something under the new system. ____ Redo the compensation system to reward compliance with the changes. ____ “Sell” the problem that is the reason for the change. ____ Bring in a motivational speaker to give employees a powerful talk about teamwork. ____ Design temporary systems to contain the confusion during the cutover from the old way to the new. ____ Use the interim between the old system and the new to improve the way in which services are delivered by the unit—and, where appropriate, create new services. ____ Change the spatial arrangements so that the cubicles are separated only by glass or low partitions. ____ Put team members in contact with disgruntled clients, either by phone or in person. Let them see the problem firsthand. ____ Appoint a “change manager” to be responsible for seeing that the changes go smoothly. ____ Give everyone a badge with a new “teamwork” logo on it. ____ Break the change into smaller stages. Combine the firsts and seconds, then add the thirds later. Change the managers into coordinators last. ____ Talk to individuals. Ask what kinds of problems they have with “teaming.” ____ Change the spatial arrangements from individual cubicles to group spaces. ____ Pull the best people in the unit together as a model team to show everyone else how to do it. ____ Give everyone a training seminar on how to work as a team. ____ Reorganize the general manager’s staff as a team and reconceive the GM’s job as that of a coordinator. ____ Send team representatives to visit other organizations where service teams operate successfully. ____ Turn the whole thing over to the individual contributors as a group and ask them to come up with a plan to change over to teams. ____ Scrap the plan and find one that is less disruptive. If that one doesn’t work, try another. Even if it takes a dozen plans, don’t give up. ____ Tell them to stop dragging their feet or they’ll face disciplinary action. ____ Give bonuses to the first team to process 100 client calls in the new way. ____ Give everyone a copy of the new organization chart. ____ Start holding regular team meetings. ____ Change the annual individual targets to team targets, and adjust bonuses to reward team performance. ____ Talk about transition and what it does to people. Give coordinators a seminar on how to manage people in transition. There are no correct answers in this list, but over time I’ve

Motivation is the by-product of desire. Desire and motivation can’t be separated. They are always at the same level. True motivation can’t be cranked up any higher than the level of desire. To best understand how desire increases, and motivation along with it, you must learn more about the three levels of motivation. Level Three: Commitment Level Two: Goal Identification Level One: Compliance The lowest level (Level One) is compliance, which is essentially doing something because you were told to do it. There isn’t much motivation or personal desire involved. Character is not built at the compliance level. The next higher level (Level Two) is identification with the goal. Identification gives the individual a feeling of investment in the goal and produces increased desire and motivation. The highest level of motivation (Level Three) is commitment. There is no greater motivation than when someone feels the goal is truly their own. “Because I said so” is all the management ability needed to get somebody to Level One. Simply order the person around as if they can’t think or reason for themselves and have no special ability or investment in getting the job done other than to avoid being fired. To help people reach Level Two, you must clearly and simply communicate the benefits of achieving the goal. Include them in why the job needs to be done and how it’s in their best interest for all to do it well. When there is something to gain, people invest more. Many a company turnaround has started at this level. To reach Level Three, a person needs to understand why they’re uniquely suited for the task. Show that person how his or her strengths (not yours) can be used to help achieve their part of the goal. Not only will they feel that there’s a personal benefit for a job well done, but more important, they’ll bring a part of themselves to the job. Nobody in your organization will be able to sustain a level of motivation higher than you have as the leader. If a person rises above the leader’s level of motivation, they have to leave you and go somewhere else. Therefore, it behooves you to internalize the goals of your organization and build everyone else up to your level of commitment. I’ve heard it described as “organizing energies around a goal.” What a responsibility! What a challenge! What a growth opportunity!

That’s why it is so important to be alert to a sense of undue liking for a compliance practitioner. The recognition of that feeling can serve as our reminder to separate the dealer from the merits of the deal and to make our decision based on considerations related only to the latter.

The rule of Brady v. Maryland requiring the government to disclose evidence favorable to the defense, is probably the single most important underpinning of Due Process for a criminal defendant it is often observed only in the breach. While prosecutors routinely recite their full knowledge of and compliance with their Brady obligations, in truth they often scoff

Uber’s compliance division was marginal. Compliance is one of the most important safeguards a company can have, as it ensures a company acts within the law.

Spiders are by no means the only creatures that need to fear the parasitic wasps’ coercive tactics. And drugs are not the wasps’ only weapons for gaining the compliance of their victims. Ampulex compressa, better known as the jewel wasp because of its iridescent blue-green sheen, performs neurosurgery to achieve its aims. Its quarry is the annoyingly familiar American cockroach (Periplaneta americana). Not to be confused with the comparatively diminutive German roach common up north, this species prefers warmer climes and can grow as big as a mouse. Though dwarfed in stature by its prey, a female jewel wasp that has caught the scent of an American roach will aggressively pursue and attack it—even if that means following the fleeing insect into a house. The roach puts up a mighty struggle, flailing its legs and tucking in its head to fend off the attack, but usually to no avail. With lightning speed, the wasp stings the roach’s midsection, injecting an agent that will temporarily paralyze it so that the behemoth will stay still for the delicate procedure to follow. Like an evil doctor wielding a syringe, she again inserts her stinger, this time into the roach’s brain, and gingerly moves it around for half a minute or so until she finds exactly the right spot, whereupon she injects a venom. Shortly thereafter, the paralytic agent delivered by the first sting wears off. In spite of having full use of its limbs and the same ability to sense its surroundings as any normal roach, it’s strangely submissive. The venom, according to Frederic Libersat, a neuroethologist at Ben-Gurion University in Israel, has turned the roach into a “zombie” that will henceforth take its orders from the wasp and willingly tolerate her abuse. Indeed, the roach doesn’t protest in the least when she twists off part of one of its antennae with her powerful mandible and proceeds to suck the liquid oozing from it like soda from a straw. The wasp then does the same thing to its other antenna and, assured that the roach will go nowhere, leaves it alone for about twenty minutes as she searches for a burrow where she’ll lay an egg to be nourished by the roach. Meanwhile, her brainwashed slave busies itself grooming—picking fungal spores, tiny worms, and other parasites off itself—providing a sterile surface for the wasp to glue its egg. When the wasp returns, she seizes the roach by the stump of one of its antennae and “walks it like a dog on a leash to her burrow,” said Libersat. Thanks to its cooperation, she doesn’t have to waste energy dragging the massive roach. Equally important, he said, she doesn’t “need to paralyze all the respiratory system, so the thing will stay alive and fresh. Her larvae need to feed five or six days on this fresh meat, which you don’t want to rot.” The

Traders today complain of living in fear that chats from a bygone era will be dredged up and used against them. They paint a picture of a world where communications are monitored, compliance officers roam the trading floors and it's hard to make an honest living. Banks have finally got the picture, they claim. Market manipulation on the scale we've seen over the past few years is no longer possible. Time will tell (p. 174).

Accountability With Friends   In many areas of life there's a battle between doing the thing that will work very effectively to solve a specific problem in the short term versus doing that which will take longer to become effective but will solve many problems in the long term. For example, building up willpower is extremely slow, but once you have a high capacity for it, you can do a lot of difficult things outside your routine. If you have low or normal willpower, you will rely exclusively on habits to get a lot done.   Similarly, it's a good practice to build up the ability to be accountable entirely to yourself, but if you're unable to do that, or for habits that are very long term or very difficult, you can ask a friend to help you be accountable.   A good friend of mine, Leo Babauta, who is a master of habits and is excellent at being accountable to himself, asked me to help him stay accountable for his diet because he was trying to eat a perfect diet for a full six months. That's a very difficult challenge, but having someone to stay accountable to makes it slightly easier.   Earlier this year I wanted to completely eliminate all non-work web browsing for three months, so I asked a friend to hold me accountable. It worked, and I'm not sure I would have been able to do it without him.   When asking a friend to hold you accountable, make it concrete and easy for him. It must be concrete, because you don't want to impose on him to constantly evaluate your progress. Either Leo ate sugar or he didn't. Either I visited a web site or I didn't. You must also report your progress at regular intervals. Leo created a shared spreadsheet where I could see whether he ate properly each day.   Last, there must be consequences for failure. The primary purpose of having consequences is that they make the agreement official and definite. People remember bets, but forget offhand claims. My friend bet me $50 I couldn't stay off the web sites for three months. Without the bet, I doubt he would have kept track of it if he had just said, “I don't think you can do it”. Since your friend is doing you a favor, be willing to make a one-sided bet where he has no downside.   Reserve accountability for only the most difficult and important of your habits. It increases compliance, but at the cost of coordinating (albeit minimally) with someone else. It's also a missed opportunity to build the habit of self-reliance, so use it only when there's serious concern that you may not stick with the habit without it.   Habitualizing

While a fair split of the pie is important, reforming business can’t just be about redistributing the pie, because doing so reduces profits. This leads to two problems. First, if reform makes their company less profitable, many CEOs won’t pursue it voluntarily – they might sign statements, but not put them into practice. Pie-splitting then has to be forced on businesses through regulation, but regulation only leads to compliance, not commitment.

I think anyone who Is In the army, police force, security, home affairs or any public sector . Should not only be trained on how to do their job, but also should be taught Accountability, responsibility, loyalty, honesty, teamwork, Integrity , compliance, ethics ,morals and most importantly patriotism to avoid corruption .

In general, then, your best strategy when in need of emergency help is to reduce the uncertainties of those around you concerning your condition and their responsibilities. Be as precise as possible about your need for aid. Do not allow bystanders to come to their own conclusions because the principle of social proof and the consequent pluralistic-ignorance effect might well cause them to view your situation as a nonemergency. Of all the techniques in this book designed to produce compliance with a request, this one is the most important to remember. After all, the failure of your request for emergency aid could mean the loss of your life. Besides

This book, also known as the Bible of Psychiatry, explains that to be diagnosed with Narcissistic Personality Disorder (NPD) a person has to meet at least five of the following criteria: •​Has a grandiose sense of self-importance; for example, exaggerates achievements and talents, expects to be recognized as superior. •​Has fantasies of unlimited success, power, brilliance, beauty, or idyllic love. •​Believes that they are “special” and should only associate with other “special” or high-status people or institutions. •​Requires excessive admiration. •​Has a sense of entitlement, that is, an unreasonable expectation of favorable treatment, or automatic compliance with their wishes. •​Takes advantage of others to achieve their ends. •​Lacks empathy and is unwilling or unable to recognize other people’s feelings or needs. •​Is often envious of others and believes that others are envious in return. •​Shows arrogant, haughty behaviors or attitudes.

Workplace compliance in Georgia: what you need to know about i9 If you’re an employer in Georgia, then you already know that compliance with the law is extremely important. In fact, the U.S. Citizenship and Immigration Services (USCIS) requires that any non-citizen applying for employment authorization prove they have completed Form i9 and workplace compliance within three business days of being hired including any employee working on an H-1B visa or visa extension application, regardless of their country of origin or date of hire.

That said, it’s important to remember that accidents happen, especially when children are too young to understand the consequences of their actions. While it may seem extreme at first, we recommend that parents, caregivers, and teachers of Hollow children always keep some form of compliance weapon on hand. Visit our website for exclusive deals on child-safe tasers, pepper spray, and stun batons—the humane way to wrangle your hungry little one. —Excerpt from Your Hollow Child and You: A Guide to Strange Appetites

choice increases the likelihood of compliance. It’s not the choice itself that’s important, it’s the feeling that the person has a choice that makes a difference in behavior.

In many two-parent families, one parent is primarily disposed toward imposition of adult will (convinced that more authority would get things squared away), and the other is primarily disposed toward just letting things go (having become convinced that more authority is only making things worse and that family peace is more important than compliance).

To illustrate the important differences between rules and principles, how do you react to the following statement? Thou shall not kill. If you are like most people, your mind is probably thinking of a number of exceptions: What about in the time of war, or in self-defense? What if, on the other hand, I said, Love one another. Now where does your mind go? You’re caught, aren’t you? There is no exception to be found. Thou shall not kill is a rule; Love one another is a principle. A rule merely requires compliance, whereas a principle requires discernment, the ability to judge wisely and objectively. If you want to define a higher standard of care based on trust, you must do so with principles, not rules.

The turn of phrase has not only proven to increase how much bus fare people give, but has also been effective in boosting charitable donations and participation in voluntary surveys. In fact, a recent meta-analysis of forty-two studies involving over twenty-two thousand participants concluded that these few words, placed at the end of a request, are a highly effective way to gain compliance, doubling the likelihood of people saying yes.24 The magic words the researchers discovered? The phrase “But you are free to accept or refuse.” The “but you are free” technique demonstrates how we are more likely to be persuaded to give when our ability to choose is reaffirmed. Not only was the effect observed during face-to-face interactions, but also over e-mail. Although the research did not directly look at how products and services might use the technique, the study provides an important insight into how companies maintain or lose the user’s attention. Why does reminding people of their freedom to choose, as demonstrated in the French bus fare study, prove so effective? The researchers believe the phrase “But you are free” disarms our instinctive rejection of being told what to do. If you have ever grumbled at your mother when she tells you to put on a coat or felt your blood pressure rise when your boss micromanages you, you have experienced what psychologists term reactance, the hair-trigger response to threats to your autonomy. However, when a request is coupled with an affirmation of the right to choose, reactance is kept at bay.

most often I am running away from my comfort in fear of being complicit / if I stay still / I am surrendering to the fate of every woman before me / if I run / I will lose sight of what's important to me.

According to the Diagnostic and Statistical Manual of Mental Disorders, in order for a clinician to make an official diagnosis of NPD, a patient must present five or more of the following personality traits: He has a grandiose sense of self-importance (exaggerates accomplishments and demands to be considered superior without real evidence of achievement). He lives in a dream world of exceptional success, power, beauty, genius, or “perfect” love. He thinks of himself as “special,” or privileged, and that he can only be understood by other special or high-status people. He demands excessive amounts of praise or admiration from others. He feels entitled to automatic deference, compliance, or favorable treatment from others. He is exploitative toward others and takes advantage of them. He lacks empathy and does not recognize or identify with others’ feelings. He is frequently envious of others or thinks that they are envious of him. He has an attitude or frequently acts in haughty or arrogant ways.

International regimes perform the valuable functions of reducing the costs of legitimate transactions, while increasing the costs of illegitimate ones, and of reducing uncertainty. International regimes by no means substitute for bargaining; on the contrary, they authorize certain types of bargaining for certain purposes. Their most important function is to facilitate negotiations leading to mutually beneficial agreements among governments. Regimes also affect incentives for compliance by linking issues together and by being linked together themselves. Behavior on one set of questions necessarily affects others’ actions with regard to other matters.

You will now be instructed how to build plans which will be practical, viz:— (a)   Ally yourself with a group of as many people as you may need for the creation and carrying out of your plan or plans for the accumulation of money—making use of the “Master Mind” principle described in a later chapter. (Compliance with this instruction is absolutely essential. Do not neglect it). (b)   Before forming your “Master Mind” alliance, decide what advantages and benefits you may offer the individual members of your group, in return for their cooperation. No one will work indefinitely without some form of compensation. No intelligent person will either request or expect another to work without adequate compensation, although this may not always be in the form of money. (c)   Arrange to meet with the members of your “Master Mind” group at least twice a week, and more often if possible, until you have jointly perfected the necessary plan or plans for the accumulation of money. (d)   Maintain perfect harmony between yourself and every member of your “Master Mind” group. If you fail to carry out this instruction to the letter, you may expect to meet with failure. The “Master Mind” principle cannot obtain where perfect harmony does not prevail. Keep in mind these facts:— First: you are engaged in an undertaking of major importance to you. To be sure of success, you must have plans which are faultless. Second: you must have the advantage of the experience, education, native ability and imagination of other minds. This is in harmony with the methods followed by every person who has accumulated a great fortune. No individual has sufficient experience, education, native ability, and knowledge to insure the accumulation of a great fortune, without the cooperation of other people. Every plan you adopt, in your endeavor to accumulate wealth, should be the joint creation of yourself and every other member of your “Master Mind” group. You may originate your own plans, either in whole or in part, but see that those plans are checked, and approved by the members of your “Master Mind” alliance.

The four factors reinforced the bureaucratic impulses of Western societies. Instinctively defensive, operating under a compliance mentality supported by their financiers and government regulations, companies lost the entrepreneurial appetite for transforming markets with big innovation. As the managerialist disposition for predictability and preservation seized the corporate world, capitalism lost its orientation. It wrecked its compass for economic dynamism and competition that contests markets. Now capitalism is challenged, not from outside competition, but by the four horsemen of capitalist decline. The existential challenge of capitalism in the twenty-first century is a growing inability to foster contestable innovation and entrepreneurial competition. The importance can hardly be exaggerated: reversing capitalism’s decline is pivotal to stopping the growing populist unrest in the West. Capitalism is no longer what most people think it is.

From: Jonathan Rosenberg Date: Thu, Aug 5, 2010 at 2:59 PM Subject: Amidst boundless opportunities, 13 PMs whiff on OKRs (names included) Product Gang, As most of you know, I strongly believe that having a good set of quarterly OKRs is an important part of being successful at Google. That’s why I regularly send you notes reminding you to get them done on time, and why I ask managers to review them to make sure all of our OKRs are good. I’ve tried notes that are nice and notes that are mean. Personal favorites include threatening you with Jonathan’s Pit of Despair in October 07 and celebrating near perfection in July 08. Over time I iterated this carrot/stick approach until we reached near 100% compliance. Yay! So then I stopped sending notes, and look what happened: this quarter, SEVERAL of you didn’t get your OKRs done on time, and several others didn’t grade your Q2 OKRs. It turns out it’s not the type of note I send that matters, but the fact that I send anything at all! Names of the fallen are duly noted below (with a pass given to several AdMob employees who are new to the ways of Google, and to many of you who missed the deadline but still got them done in July). We have so many great opportunities before us (search, ads, display, YouTube, Android, enterprise, local, commerce, Chrome, TV, mobile, social . . .) that if you can’t come up with OKRs that get you excited about coming to work every day, then something must be wrong. In fact, if that’s really the case, come see me. In the meantime, please do your OKRs on time, grade your previous quarter’s OKRs, do a good job at it, and post them so that the OKR link from your moma [intranet] page works. This is not administrative busywork, it’s an important way to set your priorities for the quarter and ensure that we’re all working together. Jonathan

Being able to take needless work out of the system is more important than being able to put more work into the system. To do that, you need to know what matters to the achievement of the business objectives, whether it’s projects, operations, strategy, compliance with laws and regulations, security, or whatever.

Part of their approach involved making structure change to group competitive work more tightly together and separate it from noncompetitive work. The mind-set required by the two workforces is different—one to strive toward differentiation and excellence, one to aim for extraordinary efficiency. Non-competitive work is not necessarily less important—many non-strategic tasks, such as payroll, sales administration, and network operations, are absolutely crucial for running the business. But non-competitive work tends to be more transactional in nature. It often feels more urgent as well. And herein lies the problem. If the same product expert who answers demanding administrative questions and labors to fill out complicated compliance paperwork is also responsible for helping to craft unique, integrated solutions for clients, the whole client experience—the competitive work—could easily fall apart. Prying apart these two different types of activities so different teams can perform them ensures that vital competitive work is not engulfed by less competitive tasks.