Workplace Friends Quotes

A woman always gives away the heart of her soul; to her husband and/or significant other, children, family, friends, and in the workplace. A woman goes through so much emotionally, physically, and mentally. However, most of the time it goes unnoticed.

I am a stickler for good manners, and I believe that treating other people well is a lost art. In the workplace, at the dinner table, and walking down the street--we are confronted with choices on how to treat people nearly every waking moment. Over time these choices define who we are and whether we have a lot of friends and allies or none.

Perfectionism never happens in a vacuum. It touches everyone around us. We pass it down to our children, we infect our workplace with impossible expectations, and it’s suffocating for our friends and families. Thankfully, compassion also spreads quickly. When we’re kind to ourselves, we create a reservoir of compassion that we can extend to others.

The code-of-ethics playlist: o Treat your colleagues, family, and friends with respect, dignity, fairness, and courtesy. o Pride yourself in the diversity of your experience and know that you have a lot to offer. o Commit to creating and supporting a world that is free of discrimination, harassment, and retaliation. o Have balance in your life and help others to do the same. o Invest in yourself, achieve ongoing enhancement of your skills, and continually upgrade your abilities. o Be approachable, listen carefully, and look people directly in the eyes when speaking. o Be involved, know what is expected from you, and let others know what is expected from them. o Recognize and acknowledge achievement. o Celebrate, relive, and communicate your successes on an ongoing basis.

Recognizing sexism is harder than it once was. Like the micro-aggressions that people of color endure daily—racism masked as subtle insults or dismissals—today’s sexism is insidious, casual, politically correct, even friendly. It

A woman lives under pressure on a daily basis. Nearly every day a woman is being criticized for the way she looks, thinks, acts, how she raises her children and her role in the workplace. She is criticized by other women, her husband and/or significant other, her children, family, and friends. Goodness gracious, when will a woman’s love ever be good enough? She's constantly beaten down by being told what she’s doing wrong, and barely hears what she has done right. Needless to say, she isn’t praised for her accomplishments; often, all she hears is criticism. I would love to see the detractors walk in her shoes for a while.

Does it occur to you that if he set his mind to it, Steve could be a truly excellent supervillain?” Clint said into the comm unit, not bothering with any sort of segue. He knew very well who it was. “We have a contingency plan in place for that,” Coulson said without missing a beat. In the background, Steve said, “Wait, what?” “Oh, c'mon.” Stark sounded seriously insulted. “If anyone here is going to go the black leather and weather control ray route, it's gonna be me, let's not even kid ourselves.” “Every active SHIELD employee has a wallet card instructing them what to do in the event you go supervillain, Stark. It's standard equipment.” A beat of silence. “What?” Tony asked. “I got one,” Bruce said. “Want to see it?” “If you show it to him, it'll defeat the purpose of having a plan,” Natasha said. “And I like this plan, it's a good plan, I do not want to go through them trying to come up with something else.” “Yes, I want to see it,” Tony said. “Thor, did you get a card?” “Verily. Their plan is most sound. I believe we will be able to subdue you with great swiftness, before you have much chance to hurt yourself or others. The damage to property will, of course, be massive, but such things are to be expected.” “What the hell? You will not be able to subdue me quickly. Screw you, I am wily and brilliant.” “I didn't get one,” Steve said, and there was a loud sound of no one being surprised. “It's not a good idea to warn the bait that-” Clint started...

Contrary to what many self-help books would have you believe, adding a great number of obscure words to your vocabulary will not help you advance in the world. You will not gain new friends through this kind of endeavor, nor will it help you in the workplace.

Clint stared down at him. He was wearing what appeared to be a massive, lopsided and jewel-encrusted crown, holding a scepter and surrounded by a floating mass of Roombas. “Welcome to the sovereign nation of Bartonia,” he said, with a straight face. “My subjects, the Roombas, the drones and one random mechanical bird thing that I found, and I welcome you, and ask you what the fuck you think you're doing here, you are seriously a fucking moron.” “I'm here,” Tony gritted out, “to rescue you, and what kind of fucking attitude is that?.” “A little short for a storm trooper, aren't you?” Clint said, arching an eyebrow. He offered Tony a hand. “Are you wearing a crown? Seriously? Where did you get a- Why are you wearing a crown?” Tony asked, taking it and allowing Clint to help lever him back to his feet. “Listen, dude, I have learned something about myself today. Mostly, I have learned that if I end up in some sort of alien rubbish dump surrounded by neurotic robots and without a clue as to if I'm ever going to make it home, if I find a crown, I'm putting that bad boy on. There should never be a time when you do not wear a crown. Find a crown, you wear it and declare sovereignty over the vast mechanical wastes.” Clint waved his scepter around a bit, making the Roombas dodge. “Thus, Bartonia.

Problem solving is an everyday occurrence in life.

For folks who have that casual-dude energy coursing through their bloodstream, that's great. But gays should not grow up alienated just for us to alienate each other. It's too predictable, like any other cycle of abuse. Plus, the conformist, competitive notion that by "toning down" we are "growing up" ultimately blunts the radical edge of what it is to be queer; it truncates our colorful journey of identity. Said another way, it's like living in West Hollywood and working a gay job by day and working it in the gay nightlife, wearing delicate shiny shirts picked from up the gay dry cleaners, yet coquettishly left unbuttoned to reveal the pec implants purchased from a gay surgeon and shown off by prancing around the gay-owned-and-operated theater hopped up on gay health clinic steroids and wheat grass purchased from the friendly gay boy who's new to the city, and impressed by the monstrous SUV purchased from a gay car dealership with its rainbow-striped bumper sticker that says "Celebrate Diversity." Then logging on to the local Gay.com listings and describing yourself as "straight-acting." Let me make myself clear. This is not a campaign for everyone to be like me. That'd be a total yawn. Instead, this narrative is about praise for the prancy boys. Granted, there's undecided gender-fucks, dagger dykes, faux-mos, po-mos, FTMs, fisting-top daddies, and lezzie looners who also need props for broadening the sexual spectrum, but they're telling their own stories. The Cliff's Notes of me and mine are this: the only moments I feel alive are when I'm just being myself - not some stiff-necked temp masquerading as normal in the workplace, not some insecure gay boy aspiring to be an overpumped circuit queen, not some comic book version of swank WeHo living. If that's considered a political act in the homogenized world of twenty-first century homosexuals, then so be it. — excerpt of "Praise For The Prancy Boys," by Clint Catalyst appears in first edition (ISBN # 1-932360-56-5)

Working outward in concentric circles from the single mother's situation, we can easily draw a picture of what a 'good' mother-son relationship needs in order to flourish. In its ideal form, mom would be experiencing physical, material, social, and emotional support from four interdependent sources: an intimate partner who is also attached to the child; a select group of close friends and family; a wider community that supports mom's values and goals; and a maternity-flexible workplace.

Workplaces like to celebrate holidays. Not only hospitals. Law firms, city government offices, banks. The opportunity to see your boss sing, to eat something, to pretend we’re all one big family. And if not, then at least friends. Acquaintances. It can’t be that we’re just a group of people closed up together between cement walls, under artificial lighting, from morning until night.

...politically charged punk that combined activism and art. Forged out of a meeting of friends who decided they wanted to start a “girl riot,” the women gave rise to bands like Bikini Kill and Sleater-Kinney, addressing rape and violence in their songs, publishing zines, popularizing “girl power"...

And all of the self-awareness in the world can quickly go to waste if you fail to keep learning about what the world needs from you and how you can best serve others.

I wonder: why is it noble to help men in the workplace, help orphans, help widows, help your pastor, help the neighbors, or help your parents, but degrading to help your husband—your groom, your lover, and your best friend?

There is a vast difference between being a Christian and being a disciple. The difference is commitment. Motivation and discipline will not ultimately occur through listening to sermons, sitting in a class, participating in a fellowship group, attending a study group in the workplace or being a member of a small group, but rather in the context of highly accountable, relationally transparent, truth-centered, small discipleship units. There are twin prerequisites for following Christ - cost and commitment, neither of which can occur in the anonymity of the masses. Disciples cannot be mass produced. We cannot drop people into a program and see disciples emerge at the end of the production line. It takes time to make disciples. It takes individual personal attention. Discipleship training is not about information transfer, from head to head, but imitation, life to life. You can ultimately learn and develop only by doing. The effectiveness of one's ministry is to be measured by how well it flourishes after one's departure. Discipling is an intentional relationship in which we walk alongside other disciples in order to encourage, equip, and challenge one another in love to grow toward maturity in Christ. This includes equipping the disciple to teach others as well. If there are no explicit, mutually agreed upon commitments, then the group leader is left without any basis to hold people accountable. Without a covenant, all leaders possess is their subjective understanding of what is entailed in the relationship. Every believer or inquirer must be given the opportunity to be invited into a relationship of intimate trust that provides the opportunity to explore and apply God's Word within a setting of relational motivation, and finally, make a sober commitment to a covenant of accountability. Reviewing the covenant is part of the initial invitation to the journey together. It is a sobering moment to examine whether one has the time, the energy and the commitment to do what is necessary to engage in a discipleship relationship. Invest in a relationship with two others for give or take a year. Then multiply. Each person invites two others for the next leg of the journey and does it all again. Same content, different relationships. The invitation to discipleship should be preceded by a period of prayerful discernment. It is vital to have a settled conviction that the Lord is drawing us to those to whom we are issuing this invitation. . If you are going to invest a year or more of your time with two others with the intent of multiplying, whom you invite is of paramount importance. You want to raise the question implicitly: Are you ready to consider serious change in any area of your life? From the outset you are raising the bar and calling a person to step up to it. Do not seek or allow an immediate response to the invitation to join a triad. You want the person to consider the time commitment in light of the larger configuration of life's responsibilities and to make the adjustments in schedule, if necessary, to make this relationship work. Intentionally growing people takes time. Do you want to measure your ministry by the number of sermons preached, worship services designed, homes visited, hospital calls made, counseling sessions held, or the number of self-initiating, reproducing, fully devoted followers of Jesus? When we get to the shore's edge and know that there is a boat there waiting to take us to the other side to be with Jesus, all that will truly matter is the names of family, friends and others who are self initiating, reproducing, fully devoted followers of Jesus because we made it the priority of our lives to walk with them toward maturity in Christ. There is no better eternal investment or legacy to leave behind.

Another study on smiles found that seeing a friend’s happy face has a greater impact on our moods then receiving a five-thousand-dollar raise. Did you know your smile is worth that much? After I read the results of that study I went around the church office smiling at the staff. “There’s your raise,” I said. “And there’s your raise, and there’s your raise.” Can you believe they told me they preferred cash? Even so, smilers are work-place winners.

Measuring the strength of a workplace can be simplified to twelve questions. These twelve questions don’t capture everything you may want to know about your workplace, but they do capture the most information and the most important information. They measure the core elements needed to attract, focus, and keep the most talented employees. Here they are: Do I know what is expected of me at work? Do I have the materials and equipment I need to do my work right? At work, do I have the opportunity to do what I do best every day? In the last seven days, have I received recognition or praise for doing good work? Does my supervisor, or someone at work, seem to care about me as a person? Is there someone at work who encourages my development? At work, do my opinions seem to count? Does the mission/purpose of my company make me feel my job is important? Are my co-workers committed to doing quality work? Do I have a best friend at work? In the last six months, has someone at work talked to me about my progress? This last year, have I had opportunities at work to learn and grow? These twelve questions are the simplest and most accurate way to measure the strength of a workplace.

We all have insecurities. They piggyback on the vulnerability inherent in our humanity. The question is whether or not our insecurities are substantial enough to hurt, limit, or even distract us from profound effectiveness or fulfillment of purpose. Are they cheating us of the powerful and abundant life Jesus flagrantly promised? Do they nip at our heels all the way from the driveway to the workplace? Scripture claims that believers in Christ are enormously gifted people. Are our insecurities snuffing the Spirit until our gifts, for all practical purposes, are largely unproductive or, at the very least, tentative?

That’s the fear of missing out (FOMO for short). It’s the anxiety we feel at the prospect of being unable to take advantage of opportunities. And it’s a common reason many of us say yes even when we realize saying no would be a better decision. For example, at the workplace, we take on new projects because we fear that declining them will impede the advancement of our careers. With our friends, we commit ourselves to activities because we’re afraid to miss out on rewarding experiences. Social media only reinforces this tendency. We’re constantly reading Facebook on our phones and tablets, watching others post about their experiences, and chiding ourselves for not having our own to post. We end up saying yes to things just so we don’t feel left out.

Next, figure out who your allies and advocates are on the job, those people you connect with, respect, and value. When things are out of order at work, it helps to at least have someone you can catch eyes with, someone who cares about you and can acknowledge the chaos, even if everyone else has adjusted to it. These people can also be a reality check for you because they know the others involved. Sometimes it is challenging to convey the dynamics to someone who has never been in that specific situation. If you have a friend or someone willing to advocate for you at your workplace, it can make a world of difference. That person can also give you helpful suggestions based on their observations and experiences in the same place. You can work together to stabilize, support, and invigorate each other.

the hidden benefits of the introverted temperament—for workplaces, personal relationships and society as a whole. Introverts may be able to fit all their friends in a phone booth, but those relationships tend to be deep and rewarding. Introverts are more cautious and deliberate than extroverts, but that means they tend to think things through more thoroughly, which means they can often make smarter decisions. Introverts are better at listening—which, after all, is easier to do if you’re not talking—and that in turn can make them better business leaders, especially if their employees feel empowered to act on their own initiative. And simply by virtue of their ability to sit still and focus, introverts find it easier to spend long periods in solitary work, which turns out to be the best way to come up with a fresh idea or master a skill.

I am not a buddy-buddy person at work. I feel the need to say this because I think that sometimes we give ourselves a pass at caring about our colleagues because we’re introverts, or we don’t want to make friends at work. You might think that I am the sort who loves to make lots of work friends, and therefore I don’t understand how this feels to you, but I assure you: I understand that you don’t feel like that human side is all that interesting in the workplace. Being an introvert is not an excuse for making no effort to treat people like real human beings, however. The bedrock of strong teams is human connection, which leads to trust. And trust, real trust, requires the ability and willingness to be vulnerable in front of each other. So, your manager will hopefully treat you like a human who has a life outside of work, and spend a few minutes talking about that life when you meet.

Qualities such as honesty, determination, and a cheerful acceptance of stress, which can all be identified through probing questionnaires and interviews, may be more important to the company in the long run than one's college grade-point average or years of "related experience." Every business is only as good as the people it brings into the organization. The corporate trainer should feel his job is the most important in the company, because it is. Exalt seniority-publicly, shamelessly, and with enough fanfare to raise goosebumps on the flesh of the most cynical spectator. And, after the ceremony, there should be some sort of permanent display so that employees passing by are continuously reminded of their own achievements and the achievements of others. The manager must freely share his expertise-not only about company procedures and products and services but also with regard to the supervisory skills he has worked so hard to acquire. If his attitude is, "Let them go out and get their own MBAs," the personnel under his authority will never have the full benefit of his experience. Without it, they will perform at a lower standard than is possible, jeopardizing the manager's own success. Should a CEO proclaim that there is no higher calling than being an employee of his organization? Perhaps not-for fear of being misunderstood-but it's certainly all right to think it. In fact, a CEO who does not feel this way should look for another company to manage-one that actually does contribute toward a better life for all. Every corporate leader should communicate to his workforce that its efforts are important and that employees should be very proud of what they do-for the company, for themselves, and, literally, for the world. If any employee is embarrassed to tell his friends what he does for a living, there has been a failure of leadership at his workplace. Loyalty is not demanded; it is created. Why can't a CEO put out his own suggested reading list to reinforce the corporate vision and core values? An attractive display at every employee lounge of books to be freely borrowed, or purchased, will generate interest and participation. Of course, the program has to be purely voluntary, but many employees will wish to be conversant with the material others are talking about. The books will be another point of contact between individuals, who might find themselves conversing on topics other than the weekend football games. By simply distributing the list and displaying the books prominently, the CEO will set into motion a chain of events that can greatly benefit the workplace. For a very cost-effective investment, management will have yet another way to strengthen the corporate message. The very existence of many companies hangs not on the decisions of their visionary CEOs and energetic managers but on the behavior of its receptionists, retail clerks, delivery drivers, and service personnel. The manager must put himself and his people through progressively challenging courage-building experiences. He must make these a mandatory group experience, and he must lead the way. People who have confronted the fear of public speaking, and have learned to master it, find that their new confidence manifests itself in every other facet of the professional and personal lives. Managers who hold weekly meetings in which everyone takes on progressively more difficult speaking or presentation assignments will see personalities revolutionized before their eyes. Command from a forward position, which means from the thick of it. No soldier will ever be inspired to advance into a hail of bullets by orders phoned in on the radio from the safety of a remote command post; he is inspired to follow the officer in front of him. It is much more effective to get your personnel to follow you than to push them forward from behind a desk. The more important the mission, the more important it is to be at the front.

OPTIONS FOR REDUCING While thrift stores such as Goodwill or the Salvation Army can be a convenient way to initially let go, many other outlets exist and are often more appropriate for usable items. Here are some examples: • Amazon.com • Antiques shops • Auction houses • Churches • Consignment shops (quality items) • Craigslist.org (large items, moving boxes, free items) • Crossroads Trading Co. (trendy clothes) • Diggerslist.com (home improvement) • Dress for Success (workplace attire) • Ebay.com (small items of value) • Flea markets • Food banks (food) • Freecycle.org (free items) • Friends • Garage and yard sales • Habitat for Humanity (building materials, furniture, and/or appliances) • Homeless and women’s shelters • Laundromats (magazines and laundry supplies) • Library (books, CDs and DVDs) • Local SPCA (towels and sheets) • Nurseries and preschools (blankets, toys) • Operation Christmas Child (new items in a shoe box) • Optometrists (eyeglasses) • Regifting • Rummage sales for a cause • Salvage yards (building materials) • Schools (art supplies, magazines, dishes to eliminate class party disposables) • Tool co-ops (tools) • Waiting rooms (magazines) • Your curb with a “Free” sign

Outlawing drugs in order to solve drug problems is much like outlawing sex in order to win the war against AIDS. We recognize that people will continue to have sex for nonreproductive reasons despite the laws and mores. Therefore, we try to make sexual practices as safe as possible in order to minimize the spread of the AIDS viruses. In a similar way, we continually try to make our drinking water, foods, and even our pharmaceutical medicines safer. The ubiquity of chemical intoxicants in our lives is undeniable evidence of the continuing universal need for safer medicines with such applications. While use may not always be for an approved medical purpose, or prudent, or even legal, it is fulfilling the relentless drive we all have to change the way we feel, to alter our behavior and consciousness, and, yes, to intoxicate ourselves. We must recognize that intoxicants are medicines, treatments for the human condition. Then we must make them as safe and risk free and as healthy as possible. Dream with me for a moment. What would be wrong if we had perfectly safe intoxicants? I mean drugs that delivered the same effects as our most popular ones but never caused dependency, disease, dysfunction, or death. Imagine an alcohol-type substance that never caused addiction, liver disease, hangovers, impaired driving, or workplace problems. Would you care to inhale a perfumed mist that is as enjoyable as marijuana or tobacco but as harmless as clean air? How would you like a pain-killer as effective as morphine but safer than aspirin, a mood enhancer that dissolves on your tongue and is more appealing than cocaine and less harmful than caffeine, a tranquilizer less addicting than Valium and more relaxing than a martini, or a safe sleeping pill that allows you to choose to dream or not? Perhaps you would like to munch on a user friendly hallucinogen that is as brief and benign as a good movie? This is not science fiction. As described in the following pages, there are such intoxicants available right now that are far safer than the ones we currently use. If smokers can switch from tobacco cigarettes to nicotine gum, why can’t crack users chew a cocaine gum that has already been tested on animals and found to be relatively safe? Even safer substances may be just around the corner. But we must begin by recognizing that there is a legitimate place in our society for intoxication. Then we must join together in building new, perfectly safe intoxicants for a world that will be ready to discard the old ones like the junk they really are. This book is your guide to that future. It is a field guide to that silent spring of intoxicants and all the animals and peoples who have sipped its waters. We can no more stop the flow than we can prevent ourselves from drinking. But, by cleaning up the waters we can leave the morass that has been the endless war on drugs and step onto the shores of a healthy tomorrow. Use this book to find the way.

You will also be tempted to try to hold onto a sense of presence, to make a steady state of it. It will not work. If you are lucky, you’ll just miss the moment and be frustrated. If you are successful in holding on, things will be much worse. At some point you will discover that what you are holding is not real; it is something you yourself have contrived. You will also discover that you have been suppressing and deceiving yourself in order to keep it. . . . In trying to maintain a state, we are naturally expressing our deep desire for wakeful presence in love. But it is a wrong way of expressing it. This way becomes willful so quickly and insidiously that we lose touch with our relationship with grace . . . And grace, thank God, is not dependent upon our state of mind. Some traditions would disagree with my advice. Much of the spirituality of the early Christian desert, for example, advised using all one’s mental strength to hold onto remembrance of Christ. Some Hindu and Buddhist disciplines encourage a similar forcefulness. Such effortful concentration may have a place in monastic settings and can be helpful as a temporary mental stretch before yielding into simple presence. But I do not recommend it as a steady diet for people who live in the world of families, homes, and workplaces. I have tried it myself, and it only created great trouble for me. I became depressed and irritable inside and absolutely obnoxious around friends and family. . . . I suggest you become familiar with the feeling you have inside when you make a resolution or strive to cling to something . . . Get to know the feeling well, so that whenever you feel it you can stop what you’re doing, take a breath, relax, yield a little, and let your real self turn to the real God. . . Seek to encourage yourself instead of manipulating yourself. Cultivate your receptivity to the little interior glances instead of grasping for them. Live, love, and yearn with unbearable passion, but don’t try to make it happen and don’t try to hold on when it does happen.

It wasn't only my friends who suffered from female rivalry. I remember when I was just sixteen years old, during spring vacation, being whisked off to an early lunch by my best friend's brother, only to discover, to my astonishment and hurt, that she was expecting some college boys to drop by and didn't want me there to compete with her. When I started college at Sarah Lawrence, I soon noticed that while some of my classmates were indeed true friends, others seemed to resent that I had a boyfriend. It didn't help that Sarah Lawrence, a former girls' school, included very few straight men among its student body--an early lesson in how competing for items in short supply often brings out the worst in women. In graduate school, the stakes got higher, and the competition got stiffer, a trend that continued when I went on to vie for a limited number of academic jobs. I always had friends and colleagues with whom I could have trusted my life--but I also found women who seemed to view not only me but all other female academics as their rivals. This sense of rivalry became more painful when I divorced my first husband. Many of my friends I depended on for comfort and support suddenly began to view me as a threat. Some took me out to lunch to get the dirt, then dropped me soon after. I think they found it disturbing that I left my unhappy marriage while they were still committed to theirs. For other women, the threat seemed more immediate--twice I was told in no uncertain terms that I had better stay away from someone's husband, despite my protests that I would no more go after a friend's husband than I would stay friends with a woman who went after mine. Thankfully, I also had some true friends who remained loyal and supportive during one of the most difficult times of my life. To this day I trust them implicitly, with the kind of faith you reserve for people who have proved themselves under fire. But I've also never forgotten the shock and disappointment of discovering how quickly those other friendships turned to rivalries.

Earth (481-640) People with this personality type are likely to become successful leaders. You tend to be more disciplined and careful at planning tasks. Loyalty and trust are important equations in your relationships hence they prove to be your strength in hard times. You respect others and keep people united which makes people flourish under your leadership. Earth signs are efficient decision makers hence always remain firm on the step they took. Fire: (400-300) Fire people are smart enthusiastic and energetic to be around. You are very competitive and curious, and more often very passionate about your goals and desires. Trusting people with a job or any important personal task is hard hence making emotional connections are difficult for you. making friends or getting a lover, your life is full of drama and there’s always a lot happening around you. You are intelligent and always find new ways to do things Water (160-320) Water people are kind and empathetic but sensitive. And you sometimes tend to become people pleasers. being quite impulsive and always in a hurry, you make decisions haphazardly. Water people are shy and introverted while partying around with friends on a weekend would be the last thing you want to do. You dread small talk and expressing yourself to a group of people is quite a demanding job. People feel relaxed in your presence you bring out the best in them. Decision-making can be demanding and you are sometimes regretful of overthinking and hence not capable of finding a firm decision. Air: (0-160) You have quite an entrancing personality. People are naturally drawn towards you and find your company comforting and friendly. Air signs are naturally smart and quite efficient in their workplace. While using your challenges and opportunities wisely you are likely to have great careers. you are good at advising your colleagues. But being bound in a relationship sometimes doesn’t seem to help you, rather you respect open free yet intimate emotional connections. Air people who are artistic and creative always look at things from a unique lens. So now you know your element.

Oil “Soviet Russia cannot survive without Baku’s oil,” told comrade Vladimir Lenin. One of the plans was to drain the Caspian Sea: “Is it possible? Can you drain the Caspian Sea?” said the powerful Stalin. It was more an order than a question.” (- Angelika Regossi, “Russian Colonial Food”. Chapter: Azerbaijan - Oil Country). Mafia “With his wife Victoria, they reigned here for nineteen years. This period Georgians called ironically the Victorian Era, and his wife got the name Queen Victoria. Victoria created the system when all was for sale: state documents ten times the price; 5,000 roubles to enter the Communist party; 50,000 for the judge job, … “ (- Angelika Regossi, “Russian Colonial Food”. Chapter: Gruzia - Where Soviet Mafia Was Born). Smoking “Smoking breaks in the USSR were long and often—and became an official excuse not to work, causing huge damage to the already failing state economy. But on the other hand, with zero unemployment and prison terms, if you are not on a payroll, the state could not provide enough work for everybody. People had to show up every day in the workplace. Boredom from nothing-to-do turned into massive laziness and Soviet workers spent long hours in the smoke rooms. For some, it was a place to relax, for others, to provoke a frank conversation—because … Well, let’s talk about it later.” (- Angelika Regossi, “Russian Colonial Food”. Chapter: Litva - Friends and Rebels). God “The bus was driving slowly, just forty km an hour on the slippery winter road. Outside was a spectacular view of the Caucasus mountains. Here and there appeared churches: nearby and far away, but always on the top of the hill: “Closer to God, as high as possible,” crossed His mind. The bus stopped with a creaking sound, and He slowly got off: “For me, Khor Virap Monastery will be the resting place: from the Soviet life … from the communist lies … I shall spend here the rest of my life. And from here … I shall go to eternity …” these were His last thoughts before He entered the monastery gate. He was dead tired from all that happened, walking uphill closer to God.” (- Angelika Regossi, “Russian Colonial Food”. Chapter: Armenia - Road in the First Christian State).

It's possible to see how much the brand culture rubs off on even the most sceptical employee. Joanne Ciulla sums up the dangers of these management practices: 'First, scientific management sought to capture the body, then human relations sought to capture the heart, now consultants want tap into the soul... what they offer is therapy and spirituality lite... [which] makes you feel good, but does not address problems of power, conflict and autonomy.'¹0 The greatest success of the employer brand' concept has been to mask the declining power of workers, for whom pay inequality has increased, job security evaporated and pensions are increasingly precarious. Yet employees, seduced by a culture of approachable, friendly managers, told me they didn't need a union - they could always go and talk to their boss. At the same time, workers are encouraged to channel more of their lives through work - not just their time and energy during working hours, but their social life and their volunteering and fundraising. Work is taking on the roles once played by other institutions in our lives, and the potential for abuse is clear. A company designs ever more exacting performance targets, with the tantalising carrot of accolades and pay increases to manipulate ever more feverish commitment. The core workforce finds itself hooked into a self-reinforcing cycle of emotional dependency: the increasing demands of their jobs deprive them of the possibility of developing the relationships and interests which would enable them to break their dependency. The greater the dependency, the greater the fear of going cold turkey - through losing the job or even changing the lifestyle. 'Of all the institutions in society, why let one of the more precarious ones supply our social, spiritual and psychological needs? It doesn't make sense to put such a large portion of our lives into the unsteady hands of employers,' concludes Ciulla. Life is work, work is life for the willing slaves who hand over such large chunks of themselves to their employer in return for the paycheque. The price is heavy in the loss of privacy, the loss of autonomy over the innermost workings of one's emotions, and the compromising of authenticity. The logical conclusion, unless challenged, is capitalism at its most inhuman - the commodification of human beings.

A LITTLE BIT before Adeline made her unforgivable mistake, a billionaire named Sheryl Sandberg wrote a book called Lean In: Women, Work, and the Will to Lead. Sheryl Sandberg didn’t have much eumelanin in the basale stratum of her epidermis. In her book, Sheryl Sandberg proposed that women who weren’t billionaires could stop being treated like crap by men in the workplace if only they smiled more and worked harder and acted more like the men who treated them like crap. Billionaires were always giving advice to people who weren’t billionaires about how to become billionaires. It was almost always intolerable bullshit. SANDBERG BECAME A BILLIONAIRE by working for a company named Facebook. Facebook made its money through an Internet web and mobile platform which advertised cellphones, feminine hygiene products and breakfast cereals. This web and mobile platform was also a place where hundreds of millions of people offered up too much information about their personal lives. Facebook was invented by Mark Zuckerberg, who didn’t have much eumelanin in the basale stratum of his epidermis. What is your gender? asked Facebook. What is your relationship status? asked Facebook. What is your current city? asked Facebook. What is your name? asked Facebook. What are your favorite movies? asked Facebook. What is your favorite music? asked Facebook. What are your favorite books? asked Facebook. ADELINE’S FRIEND, the writer J. Karacehennem, whose last name was Turkish for Black Hell, had read an essay called “Generation Why?” by Zadie Smith, a British writer with a lot of eumelanin in the basale stratum of her epidermis. Zadie Smith’s essay pointed out that the questions Facebook asked of its users appeared to have been written by a 12-year-old. But these questions weren’t written by a 12-year-old. They were written by Mark Zuckerberg. Mark Zuckerberg was a billionaire. Mark Zuckerberg was such a billionaire that he was the boss of other billionaires. He was Sheryl Sandberg’s boss. J. Karacehennem thought that he knew something about Facebook that Zadie Smith, in her decency, hadn’t imagined. “The thing is,” said J. Karacehennem, whose last name was Turkish for Black Hell, “that we’ve spent like, what, two or three hundred years wrestling with existentialism, which really is just a way of asking, Why are we on this planet? Why are people here? Why do we lead our pointless lives? All the best philosophical and novelistic minds have tried to answer these questions and all the best philosophical and novelistic minds have failed to produce a working answer. Facebook is amazing because finally we understand why we have hometowns and why we get into relationships and why we eat our stupid dinners and why we have names and why we own idiotic cars and why we try to impress our friends. Why are we here, why do we do all of these things? At last we can offer a solution. We are on Earth to make Mark Zuckerberg and Sheryl Sandberg richer. There is an actual, measurable point to our striving. I guess what I’m saying, really, is that there’s always hope.

No child can avoid emotional pain while growing up, and likewise emotional toxicity seems to be a normal by-product of organizational life—people are fired, unfair policies come from headquarters, frustrated employees turn in anger on others. The causes are legion: abusive bosses or unpleasant coworkers, frustrating procedures, chaotic change. Reactions range from anguish and rage, to lost confidence or hopelessness. Perhaps luckily, we do not have to depend only on the boss. Colleagues, a work team, friends at work, and even the organization itself can create the sense of having a secure base. Everyone in a given workplace contributes to the emotional stew, the sum total of the moods that emerge as they interact through the workday. No matter what our designated role may be, how we do our work, interact, and make each other feel adds to the overall emotional tone. Whether it’s a supervisor or fellow worker who we can turn to when upset, their mere existence has a tonic benefit. For many working people, coworkers become something like a “family,” a group in which members feel a strong emotional attachment for one another. This makes them especially loyal to each other as a team. The stronger the emotional bonds among workers, the more motivated, productive, and satisfied with their work they are. Our sense of engagement and satisfaction at work results in large part from the hundreds and hundreds of daily interactions we have while there, whether with a supervisor, colleagues, or customers. The accumulation and frequency of positive versus negative moments largely determines our satisfaction and ability to perform; small exchanges—a compliment on work well done, a word of support after a setback—add up to how we feel on the job.28

Of course I’m not supposed to admit that there is triannual torrential sobbing in my office, because it’s bad for the feminist cause. It makes it harder for women to be taken seriously in the workplace. It makes it harder for other working moms to justify their choice. But I have friends who stay home with their kids and they also have a triannual sob, so I think we should call it even. I think we should be kind to one another about it. I think we should agree to blame the children.

All women bring with them to work their affinity for relationships. Females tend to see the workplace as a network of connections where friendships are established as people cooperate to produce work.

Remember: (1) you are there to work and produce, not to find your best friend or to endear yourself to the whole workplace; and (2) the 360-degree Jesus didn’t share too much personal information and rarely answered a question directly.

You can’t separate how you approach life as a family and how your child will approach life as a thinker and learner. Your home is your child’s first workplace, first studio, first school — and your family members are your child’s first friends, first coworkers, first audience, first collaborators. You are his first mentor, and his siblings are his first teammates. You can’t separate learning from living. If your daily habits and routines don’t support your learning goals, you need to get them back into alignment. You want to build a family culture that celebrates and supports meaningful work. This is much more than saying the right thing — this is creating a lifestyle, a set of articulated beliefs, and a daily routine that encourage and sustain the life you want for your family. Building a family culture means being purposeful with your choices. What you say you value pales in importance next to the way you live from day to day, the choices you make, big and small.

made a discovery: Measuring the strength of a workplace can be simplified to twelve questions. These twelve questions don’t capture everything you may want to know about your workplace, but they do capture the most information and the most important information. They measure the core elements needed to attract, focus, and keep the most talented employees. Here they are: 1. Do I know what is expected of me at work? 2. Do I have the materials and equipment I need to do my work right? 3. At work, do I have the opportunity to do what I do best every day? 4. In the last seven days, have I received recognition or praise for doing good work? 5. Does my supervisor, or someone at work, seem to care about me as a person? 6. Is there someone at work who encourages my development? 7. At work, do my opinions seem to count? 8. Does the mission/purpose of my company make me feel my job is important? 9. Are my co-workers committed to doing quality work? 10. Do I have a best friend at work? 11. In the last six months, has someone at work talked to me about my progress? 12. This last year, have I had opportunities at work to learn and grow?

FOREST organized campaigns to defend smoking, particularly in the workplace, and to challenge the scientific evidence that secondhand smoke was dangerous. They launched an attack on the London Science Museum for an exhibit on passive smoking that they labeled “junk science,” and issued a “Good Smoker’s Airline Guide” steering readers to smoke-friendly airlines and encouraging them to boycott British Airways for its smoking ban.

and FriendsThis is because unlike most high schools, colleges, or workplaces, the internet is filled with millions

A friend’s 14-year-old niece was asked by her teacher what she wanted to be when she finished school. The teacher asked her to think hard about it and then get back to him with an answer. She didn’t know what to say to her teacher. A friend, on hearing the girl’s predicament, said: ‘Tell your teacher that, perhaps, the thing you want to be when you leave school hasn’t been invented yet.

Perfectionism never happens in a vacuum. It touches everyone around us. We pass it down to our children, we infect our workplace with impossible expectations, and it’s suffocating for our friends and families. Thankfully, compassion also spreads quickly. When we’re kind to ourselves, we create a reservoir of compassion that we can extend to others. Our children learn how to be self-compassionate by watching us, and the people around us feel free to be authentic and connected.

To bring light and hope, you and I must show up for life in our homes, in our neighborhoods, in our workplaces, and in our schools not as “missionaries” and self-proclaimed blessings but as imperfect parents, genuine friends, competent professionals, and messy people. We must show up as safe havens, not as mini saviors. We must bravely show up in our everyday lives to do our best with what we have, listening carefully, serving sensibly, and loving fully as active participants in the story of who God is and what God does.

Think of the workplace as a kind of theater in which you are always wearing a mask. (Reserve your most interesting and colorful thoughts for your friends, and for those whom you can trust outside work.)

years, and our friendship went well beyond us being workplace acquaintances. Judging by the look on his face now, I knew I was in for a conversation that had nothing to do with work. Jagger made himself comfortable in the chair opposite of where I was seated and asked, “So, are you ever going to share?” “Share what?” I retorted, knowing precisely what he was referring to. Jagger had been walking out of Harper Security Ops with me the day Sawyer showed up. I hadn’t ever shared the full story with him—or anyone else, for that matter—about what happened between us. Quite frankly, I wasn’t quite sure what I would have said. Telling someone that a girl I’d crushed on had left town without telling me seemed silly. “You know exactly what I’m talking about,” Jagger replied. “Who was the girl in the parking lot the other day?” “Her name is Sawyer,” I answered. “And is there a reason that both you and Sawyer seemed unable to tear your eyes away from one another?” he pressed. I recalled that moment in the parking lot. The instant my eyes were on her, I couldn’t look away. That might have been because I was terrified I was making her up in my head and that she’d disappear if I even blinked. “The last time we saw each other was twelve years ago,” I shared, hoping that would answer all his questions. His lips twitched before he declared, “So, she’s the girl.” “What girl?” “Don’t play that game with me, Jesse,” he ordered. “She’s the girl that’s had you all twisted up inside for years.” There was no use in denying it, so I nodded. The truth was, there was so much I’d found attractive about Sawyer. It wasn’t just that she was pretty and had an unbelievable body. I loved her courage. I liked the fact that she was willing to give just about anything a try. She didn’t live her life in fear, and she was the kind of girl who went after what she wanted. There was so much determination in her personality, and for me, a girl like Sawyer was a girl that I wanted to be around. And I had believed she had a level of attraction to me as well. I could see it sometimes when she looked at me, and I felt it in every word she wrote in her letters to me while I was a recruit. The words in those letters were some of the best memories I had of her. I hadn’t expected she would write as much as she did, considering we were only friends, and I remembered how good it felt to know that she cared enough to do it. Unfortunately, I didn’t get the chance to turn it into something more, and she was gone before I could make it happen. That was why Jagger knew I’d been twisted up inside for years about a girl, even if he didn’t know it had been her.

As their personal connections to a geographical community shrink, so people look to work to compensate; volunteer schemes organised through the workplace and corporate social responsibility programmes become a substitute. Putnam quotes one commentator's conclusion: 'As more Americans spend more of their time "at work", work gradually becomes less of a one-dimensional activity and assumes more of the concerns and activities of both private (family) and public (social and political) life. It is the corporation which hands out advice on toddler pottytraining and childcare, offers parenthood classes and sets up a reading support programme in a local school - all of which exist in British corporations – rather than the social networks of family, friends and neighbours. This amounts to a form of corporate neopaternalism which binds the employee ever tighter into a suffocating embrace, underpinning the kind of invasive management techniques described in Chapter 4.

Ten Rules for the Novelist: 1. The reader is a friend, not an adversary, not a spectator.   2. Fiction that isn’t an author’s personal adventure into the frightening or the unknown isn’t worth writing for anything but money.   3. Never use the word then as a conjunction—we have and for this purpose. Substituting then is the lazy or tone-deaf writer’s non-solution to the problem of too many ands on the page.   4. Write in third person unless a really distinctive first-person voice offers itself irresistibly.   5. When information becomes free and universally accessible, voluminous research for a novel is devalued along with it.   6. The most purely autobiographical fiction requires pure invention. Nobody ever wrote a more autobiographical story than The Metamorphosis.   7. You see more sitting still than chasing after.   8. It’s doubtful that anyone with an Internet connection at his workplace is writing good fiction.   9. Interesting verbs are seldom very interesting. 10. You have to love before you can be relentless.

Most of what Jesus said and did took place in a secular workplace in a farmer’s field, in a fishing boat, at a wedding feast, in a cemetery, at a public well asking a woman he didn’t know for a drink of water, on a country hillside that he turned into a huge picnic, in a court room, having supper in homes with acquaintances or friends. In our Gospels, Jesus occasionally shows up in synagogue or temple, but for the most part he spends his time in the workplace. Twenty-seven times in John’s Gospel Jesus is identified as a worker: “My Father is still working, and I also am working” (Jn. 5:17). Work doesn’t take us away from God; it continues the work of God. God comes into view on the first page of our scriptures as a worker. Once we identify God in his workplace working, it isn’t long before we find ourselves in our workplaces working in the name of God.

No state in America has taken more aggressive action to reduce the public’s exposure to chemicals, and to secondhand smoke, than California. California banned the sale of flavored tobacco, because it appeals to children, and the use of smokeless tobacco in the state’s five professional baseball stadiums. It prohibited the use of e-cigarettes in government and private workplaces, restaurants, bars, and casinos. San Francisco in late 2020 banned cigarette smoking in apartments.8 In the fall of 2020, California outlawed companies from using in cosmetics, shampoos, and other personal care products twenty-four chemicals it had deemed dangerous.9 And yet breathing secondhand smoke and being exposed to trace chemicals in your shampoo are hardly sufficient to kill. By contrast, hard drug use is both a necessary and sufficient cause to kill, as the 93,000 overdose and drug poisoning deaths of 2020 show. And yet, where the governments of San Francisco, California, and other progressive cities and states stress the remote dangers of cosmetics, pesticides, and secondhand smoke, they downplay the immediate dangers of hard drugs including fentanyl. In 2020, San Francisco even paid for two billboards promoting the safe use of heroin and fentanyl, which had been created by the Harm Reduction Coalition. The first had a picture of an older African American man smiling. The headline read, “Change it up. Injecting drugs has the highest risk of overdose, so consider snorting or smoking instead.” The second billboard’s photograph was of a racially diverse group of people at a party smiling and laughing. The headline read, “Try not to use alone. Do it with friends. Use with people and take turns.”10 When I asked Kristen Marshall of the Harm Reduction Coalition, which oversees San Francisco’s overdose prevention strategy, about the threat posed by fentanyl, she said, “People use it safely all the time. This narrative that gets it labeled as an insane poison where you touch it and die—that’s not how drugs work. It’s not cyanide. It’s not uranium. It’s just a synthetic opioid, but one that’s on an unregulated market.

My favorite of {Netflix's] descriptors is "chosen family." A big part of the evergreen appeal of big hits like The Office, Parks and Recreation, New Girl, 30 Rock, etc., is the way in which a bunch of ragtag misfits commit to being not just "workplace proximity associates" or roommates or friends of friends, but people who are inextricably, irremovably interwoven into one another's lives on a daily basis... For me, that's family crystallized.

The national team players were in camp in Orlando, Florida, preparing for a pair of friendlies against Colombia when Rich Nichols and Jeffrey Kessler scheduled a conference call with the players on the team’s CBA committee. It was then that Hope Solo, Carli Lloyd, Alex Morgan, Becky Sauerbrunn, and Megan Rapinoe were presented with the idea of filing a wage-discrimination complaint with the Equal Employment Opportunity Commission, or EEOC, against U.S. Soccer. If the players agreed to sign on, they would be asking a government agency to investigate whether U.S. Soccer was violating U.S. laws against workplace discrimination. In other words, the players were going to publicly accuse U.S. Soccer of discriminating against the women’s national team. It was a move guaranteed to ratchet up the tension between the national team and the federation. “I was nervous about that call the entire week because, in essence, what we were asking these great players to do was to sue their current employer for wage discrimination,” Nichols says. “That takes huge courage from anybody.

Topics & Questions for Discussion In Chapter One, “Cyrus Jones and the Magic Funeral,” Asha describes Cyrus as “mostly human, a little bit cartoon, a tiny bit ghost.” Having read the book, what do you think of Cyrus as a character? Have you met anyone like him in real life? Think back to your high school crush(es). Do you recall that first feeling of attraction? How would you react if you happened upon that person now? What does Asha’s relationship with her older sister Mira bring to story? How does she add to your understanding of Asha as a person? Jules is a source of support, emotional and financial, for Cyrus and Asha. What other roles does he play in the novel? Recall the manifesto Cyrus writes in Chapter Three: “We don’t try to convince people to buy things We don’t spy on anyone We don’t sell our souls (we don’t sell anything) and We are equal partners and make all decisions together.” Did you predict any of these points might falter? Were you correct? Consider what kind of workplace Utopia is. Would you like to work there? What elements would you like to see in your current work situation? At the end of Chapter Five, Asha thinks about the cultural differences between her and Cyrus, contemplating his “whiteness.” To what extent do you think their differences affect their understanding of each other? Have you had to think about cultural differences in a similar way? Besides WAI, several other app ideas are mentioned in the novel: Consentify, LoneStar, Buttery, Flitter, and so on. Discuss your favorite, or if you have any other start up ideas. Asha, Cyrus, and Jules must delve into all the logistical aspects of starting and growing a business, from assembling the right team to sourcing funding. What seem to be the biggest challenges to starting a business? The novel deals with themes of gender dynamics and white male privilege throughout. At what points can you see these dynamics at play, and how do the characters respond? If you were Asha’s friend, or family member, how would you react to her relationship with Cyrus? Would you have warned her or supported her? What does or doesn’t seem to work about their marriage?

In 2019 the Department of Justice arrested the head of its New York office on a charge of conspiracy to commit visa fraud.82 The indictment gave an invaluable insight into CAIEP’s recruitment of scientists, engineers, IT specialists and others to return to China with their workplaces’ intellectual property. Building on united front work, the CAIEP works with ethnic Chinese professional associations, ‘friends’ in US universities, and Confucius Institutes, all in close collaboration with Chinese consulates.

It’s not just workplace collaboration tools that have higher conversion rates, it’s also networked products like marketplaces and app stores—though for different reasons. When more sellers are part of a marketplace, there’s more selection, availability, and comprehensive reviews/ratings—meaning people are more likely to find what they want, and each session is more likely to convert into a purchase. Social platforms often monetize users by providing social status, but status has value when there’s more people in a network. For example, on Tinder, users can send a “Super Like,” which lets a potential match know that you really like them. A feature like this is most useful once there’s a rich network of potential suitors and matches, giving users more of a reason to try to stand out. Same with virtual goods in multiplayer games like Fortnite, which has generated hundreds of millions in revenue on “emotes”—the virtual dances that differentiate a player. This only holds value if many of your friends play and appreciate the premium emotes you’ve purchased. As a result, a more developed network creates an incentive for people to invest in their standing within the game—this is the Economic Effect at work.

[Women] tend to see the workplace as a network of connections where friendships are established as people cooperate to produce work. Nothing is wrong with that viewpoint until you realize that, by and large, the work world was created by men—males who tend to see the workplace as a field for competition

If you are thinking, My co-workers and I don’t compete, we are one big happy family, brace yourself for a cold splash of reality. You can establish friendships in the workplace, but work at times will be a game with winners and losers. If you don’t realize that, you are being naïve, and you are going to get hurt and taken advantage of.

They become so obsessed with their supply that they ignore their friends, their jobs, the needs of their children, and their own health. Addicts are blind to everything but their own needs.

The day he is found out, O’Brien is herded by a dumbfounded crowd to the Shinto torii gate that marks the entrance to our campus. Avery is in tears, something none of us could have imagined. Before passing through the torii, O’Brien stops and addresses all of us: “Hey, I’m sorry for fucking you over. You’re my friends and my family because I don’t have any other friends or family. If you consider what I’ve gained by enabling so many proxies to function undetected, and thereby so many eluders to successfully elude—that is, nothing—versus what I’ve lost—everything—you’ll understand that only one thing could justify that appalling cost-benefit analysis. That thing is belief. I believe in what the eluders are doing, I believe in their right to do it, and the force of my belief more than compensates for the fact that acting on it will cost me everyone and everything I love. I have no regrets, even now,” O’Brien concludes, “much as I will miss you.” And then he walks out through the torii gate. The chaos that follows this revelation takes many forms and strains. An inquiry begins into whether the man who made that speech was really O’Brien, or whether the real O’Brien was kidnapped by eluders and animated holographically beside the torii gate using gray grabs from the collective to capture his workplace tones and gestures and speech. Another hypothesis has it that the eluders somehow breached O’Brien’s skull with a weevil—a burrowing electronic device that can interfere with thought—and were controlling his behavior and speech from afar. It is difficult to disprove either of these theses, and I owe it to trusted typicals who persuade me of their unlikelihood on two bases: 1) Such actions would entail the use of the very invasive technologies the eluders abhor and are trying to elude. 2) Interventions like these are beyond the eluders’ technological range; they simply could not pull them off.

Every apartment block and workplace had informers who would run to the NKVD at the slightest provocation. They might be jealous because you had a better apartment or a more pleasant job than them; perhaps they thought you had not been effusive enough when greeting them in the street. Maria did her best to be friendly with everyone, as had always been her way, but you never knew who were your true friends and who were secret enemies. As the Komsomol meetings proved, one could turn into the other in the blink of an eye.

She went through the interview process three times, and each time she came out on top. 'They kept testing you because they didn't want to give the position to a woman,' a friend in human resources confided to her. Eventually, however, the center was obligated to hire Gloria, the best candidate for the job, the first woman in the position.

Avoidance of toxic people in the workplace is always a good strategy.

My main resistance has always been dealing with hostile, biassed and negative stakeholders. I have heard my inner voice and the real-life voices of many of my clients: "Why do I have to spend time with them? They are biassed. They are always against me. They openly say I am too junior, young, different, vocal, emotional, etc. Why do I have to 'make friends' with them to get my point of view accepted? This is not kindergarten." Trust me. I know how it feels. You have been raised on the principle that facts and results count. Those feelings and relationships have no place in the workplace, and they are there to deliver the work and not make friends. I believed this too.

You cannot fight fire with fire. But you can fight fire with ice. Undoubtedly, it is easier said than done. But if you can swallow your anger, you will be able to enjoy a pleasing relationship. People who are able to control their anger, have much better relationships at home, at workplace and with friends.

Work hard, my friend, so you could afford some dignity! Work hard, not to be rich, but to be self-sufficient, so that you could refuse a well-paid job on moral grounds.

I read a joke somewhere about how Bollywood movies exaggerating about people getting heart attacks as a result of being humiliated was nonsense, because if that were the case, then everyone working in toxic jobs would get one every week. Reading that “joke” actually made me pretty sad about the kind of lives many are being forced to lead. Obviously, people will say they have no choice. Because they need to put food on the table. This is a valid reason. But it’s not just food but also expensive clothes, gadgets, jewelery and accessories. And they need expensive furniture in an expensive house. And then they need an expensive car outside, or maybe two. The more the better The best part, they buy almost all of that using bank loans. Congratulations, now you are a slave till every single one of your debts is paid off, which is probably the next 30 years. Now you just need to choose whom you prefer to make your life hell - Your toxic workplace or the "friendly" people from the collection agency when you default on the loan? What a beautiful life indeed!

The greatest fear of the American male is that he will be homosexual. Beginning with the stern warnings he recieves as a young boy about overly friendly men in public parks, through the adolescent shaming prompted by the slightest hint of effeminacy, to the suspicion provoked by an interest in artistic pursuits, he is conditioned to believe that homosexuality is incompatible with manhood. From his family to his friends, in his church and at his workplace, from the realm of the everyday experience to the popular culture surrounding him, the message is unambigious that there is absolutely nothing worse in the world than to be a sissy, a faggot, a queer.

intercultural dating improved performance on standard creativity measures, including coming up with multiple possible solutions and bringing together different ideas to arrive at a single solution. The longer the duration of past intercultural romantic relationships, the higher the ability of current employees to generate creative names for marketing products. The higher the frequency of contact with foreign friends, the higher the performance on creative outcomes like entrepreneurship and workplace innovation. Even the creativity of the fashion lines at major fashion houses is related to the amount of time fashion designers spend immersed in a different culture.

Be civil to all, sociable to many, familiar with few, friend to one, enemy to none. —Benjamin Franklin

The guile, the emotion, the intellect, the ability he had to keep people, everyone, at bay who would try and stop him. As a nation our laws require that employers provide a safe workplace for their employees. As a people we depend on employers to look out for their employees. Just as Scott was a beloved son, a brother, a nephew, a cousin, and a fiancé, every worker is someone’s relative and friend. Every single one of them deserves to go to work knowing that they will return safely to their families when their work is done. But Allan did not believe that. To him the workers were an expendable commodity, just like the flue dust.” He pointed out the obvious, that Elias had never shown any remorse and instead called his employees lazy and stupid. He said that in the year

Tripp manipulated Monica, but Monica herself had manipulated her way to the president as much as the president schemed to ensnare her. I’d seen it all—or at least enough. But Monica was a pretty, spoiled girl; the president wasn’t. He knew damn well what he was doing to her emotionally and physically and to her reputation. He couldn’t have cared less. People like Monica and the entire Clinton Machine should never have had access to classified national security–related intelligence or enjoyed leadership positions. Their irresponsibility had consequences. Good men died from it—both in Mogadishu and Benghazi. We had friends die from exhaustion or from falling asleep at the wheel while ensuring the Secret Service mission of protecting the president. To die for a man of character—I can live with that. Scott Giambattista got shot to protect the president. Everyone watched the Clinton scandal shit show play out in Congress, in the media, and in the Oval Office, and every night in America’s living rooms. All the Clintons’ successes can be credited to men and women of character like Leon Panetta, Nancy Hernreich, and Betty Currie. The Clintons’ failures all point to themselves. The president and Mrs. Clinton were purely business partners. I believe from their movements and interactions that Mrs. Clinton knew of the affairs. But I do believe she was surprised by her partner’s stooping to romancing someone the age of their daughter and was furious that he besmirched the brand. Politically it was unthinkable. How could anyone excuse his womanizing and workplace conduct?

Socially. There’s no doubt that relationships at work—be they with managers, colleagues, employees, or clients—are essential to success. Positive emotions strengthen existing relationships. For example, shared laughter—the expression of positive emotion—makes people more open and willing to cooperate.10 A number of studies show that happy employees make for a more congenial workplace. In particular, happy, friendly, and supportive co-workers tend to         •  build higher-quality relationships with others at work11         •  boost co-workers’ productivity levels12         •  increase co-workers’ feeling of social connection13         •  improve commitment to the workplace14         •  increase levels of engagement with their job15         •  provide superior customer service even if they don’t stand to benefit16

Benefits of Going Green The benefits of going green are sometimes not similar to obvious right away. For some people, because of this that going green can be so difficult. They have to see immediate or near immediate results of their green efforts. Unfortunately, some benefits take a while and dedication. Now and dedication can be a good thing about going green in itself. When we become more commited to an environmentally friendly lifestyle we study that lifestyle, the aspects of the life-style that is effective on our behalf and then we study new tips that make the lifestyle much better to create. Other merits of going green can be found especially zones of green lifestyles. Benefits of Going Green at Home Going green at your home is among the few places that green lifestyle benefits are shown quickly or in the next short space of time. The first home benefit that many individuals who go green see, is a drop in utility bills and spending. As people commence to make subtle and full blown changes in the volume of energy they use and the manner they make use of it, the utility bills will drop. This benefit shows itself within the first three billing cycles no matter the effective changes. Spending also reduces. The spending pattern of green lifestyles shows a spending reduction because of switching from disposable items to reusable items, pricey chemical items for DIY natural options and swapping out appliances for higher energy levels effiencent models. Simply not only are the advantages observed in healthier lifestyle options, but on top of that they are seen in healthier financial options. Benefits to Going Green at Work Going green at work is problematic to implement and hard to see immediate results from. However, the avantages of going green in the workplace might be incredibly financially beneficial regarding the business. A clear benefit for businesses going green that is the alleviates clutter and increased organization. By utilizing green techniques in your business such as cloud storage, going paperless and energy usage techniques a business will save many dollars each month. This is a clear benefit, but the additional advantage is increased business. Consumers, businesses and sales professionals love aligning themselves with green businesses. It shows an ecological awareness and connection and it has verified that the green business cares about the approach to life of their total clients. The green business logo and concept means the advantage of a higher customer base and increased sales. Advantages and benefits of Going Green within the Community Community advantages and benefits of going green are the explanation as to why many individuals begin contribution in the green movement. Community efforts do take time and effort to develop. Recycling centers, landscaping endeavors and urban gardening projects take community efforts and dedication. These projects can build wonderful benefits regarding the community. Initially the advantages will show in areas similar to a decrease in waste, increased organic gardening options and recycling endeavors to diminish waste in landfills. Eventually the avantages of going green locally can present a residential district bonding, closer knit communities and environmental benefits which will reach to reduced air pollution. There can also be an increase in local food production and local companies booming which helps the regional economy. There are numerous other benefits of going green. These benefits might be comprehensive and might change the thought of how communities, states and personal lifestyles are changed.

Lion Daily Schedule 5:30 a.m.: Wake up, no snooze. 5:45 a.m.: Breakfast: high-protein, low-carb. 6:15 a.m. to 7:00 a.m.: Big-picture conceptualizing and organizing. Morning meditation. 7:00 a.m. to 7:30 a.m.: Sex. If you have kids who need help getting ready for school, make it a quickie. 7:30 a.m. to 9:00 a.m.: Cool shower, get dressed, interact with friends or family before heading to work. 9:00 a.m.: Small snack: 250 calories, 25 percent protein, 75 percent carbs. Ideally, have it at a breakfast meeting. 10:00 a.m. to 12:00 p.m.: Personal interactions, morning meetings, phone calls, emails, strategic problem solving. 12:00 p.m. to 1:00 p.m.: Balanced lunch. Go outside for sunlight exposure, if possible. 1:00 p.m. to 5:00 p.m.: Creative thinking time. Listen to music, catch up on reading and journaling. In a workplace setting, lead or attend brainstorming meetings. 5:00 to 6:00 p.m.: Exercise, preferably outdoors, followed by a cool shower. 6:00 p.m. to 7:00 p.m.: Dinner. Keep it balanced—equal parts protein, carbs, and healthy fats. A carb-heavy meal like pasta might make you crash. 7:30 p.m.: Last call for alcohol. A drink after this hour will knock you out. 7:00 p.m. to 10:00 p.m.: Socialize on the town, or connect with loved ones online while relaxing at home. You bought yourself an extra hour, so make the most of it! 10:00 p.m.: Be in your home environment by now. Turn off all screens to begin the downshift before bed. 10:30 p.m.: Go to sleep.

Imagine what you can give in these areas of the Twelve Areas of Balance: 9.​YOUR CAREER. What are your visions for your career? What level of competence do you want to achieve and why? How would you like to improve your workplace or company? What contribution to your field would you like to make? If your career does not currently seem to contribute anything meaningful to the world, take a closer look—is that because the work is truly meaningless or does it just not have meaning to you? What career would you like to get into? 10.​YOUR CREATIVE LIFE. What creative activities do you love to do or what would you like to learn? It could be anything from cooking to singing to photography (my own passion) to painting to writing poetry to developing software. What are some ways you can share your creative self with the world? 11.​YOUR FAMILY LIFE. Picture yourself being with your family not as you think you “should” be but in ways that fill you with happiness. What are you doing and saying? What wonderful experiences are you having together? What values do you want to embody and pass along? What can you contribute to your family that is unique to you? Keep in mind that your family doesn’t have to be a traditional family—ideas along those lines are often Brules. “Family” may be cohabiting partners, a same-sex partner, a marriage where you decided not to have children, or a single life where you consider a few close friends as family. Don’t fall into society’s definition of family. Instead, create a new model of reality and think of family as those whom you truly love and want to spend time with. 12.​YOUR COMMUNITY LIFE. This could be your friends, your neighborhood, your city, state, nation, religious community, or the world community. How would you like to contribute to your community? Looking at all of your abilities, all of your ideas, all of the unique experiences you’ve had that make you the person you are, what is the mark you want to leave on the world that excites and deeply satisfies you? For me, it’s reforming global education for our children. What is it for you? This brings us to Law 8. Law 8: Create a vision for your future. Extraordinary minds create a vision for their future that is decidedly their own and free from expectations of the culturescape. Their vision is focused on end goals that strike a direct chord with their happiness.

Even after most cultures established monetary economies, day-to-day transactions within close-knit social groups, from families to tribes, was still mostly without price. The currencies of generosity, trust, goodwill, reputation, and equitable exchange still dominate the goods and services of the family, the neighborhood, and even within the workplace. In general, no cash is required among friends.

Work Takes On New Meaning In addition, according to Hunnicutt, during the last half century we’ve begun to lose the fabric of family, culture, and community that give meaning to life outside the workplace. The traditional rituals, the socializing, and the simple pleasure of one another’s company all provided structure for nonwork time, affording people a sense of purpose and belonging. Without this experience of being part of a people and a place, leisure leads more often to loneliness and boredom. Because life outside the workplace has lost vitality and meaning, work has ceased being a means to an end and become an end in itself. Hunnicutt notes: Meaning, justification, purpose, and even salvation were now sought in work, without a necessary reference to any traditional philosophic or theological structure. Men and women were answering the old religious questions in new ways, and the answers were more and more in terms of work, career, occupation, and professions.8 Arlie Hochschild, in her 2001 book, The Time Bind, says that families now have three jobs—work, home, and repair of relationships damaged by ever more time at the office. Even corporations with “family-friendly” policies subtly reward people who spend more time at work (whether they are more productive or not). Some offices are even getting more comfortable, while homes are more hectic, inducing a guilty desire to spend more time working because it’s more restful!9 The final piece of the puzzle snaps into place when we look at the shift in the religious attitude toward work that came with the rise of the Protestant ethic. Before that time, work was profane and religion was sacred. Afterward, work was seen as the arena where you worked out your salvation—and the evidence of a successful religious life was a successful financial life. So here we are in the twenty-first century. Our paid employment has taken on myriad roles. Our jobs now serve the function that traditionally belonged to religion: They are the place where we seek answers to the perennial questions “Who am I?” and “Why am I here?” and “What’s it all for?” They also serve the function of families, giving answers to the questions “Who are my people?” and “Where do I belong?

When Heenehan Telecom Company took over Principal Processing Company, it fired all the staff except Jim Dennis and Beth Madison. They were tax accountants like fish out of water in the new company. The environment was hostile, the bosses were unbearable, and the cliques hated their guts. However, trouble started when a colleague, Amber Wolfe, started acting suspiciously and sabotaging their work. Jim and Beth found out the airhead exterior was only a facade, and Amber had dangerous ties to notorious cyber-terrorists. They were sitting ducks. Jim and Beth collaborate with external friends to save the company, their lives, and their careers. Would they succeed with the odds stacked against them, from bosses to colleagues? The Telecom Takeover by Beverly Winter tells the complete story. The Telecom Takeover by Beverly Winter is an intriguing novel that focuses on the corporate world. This story was riveting, from the office shenanigans to unfavorable policies to workplace bureaucracy to insensitive and selfish bosses. Winter also exposed the employee dynamics, power play, and scheming happening in the corporate world. This book has a solid plot, and the character development was beautiful. The story was also thought-provoking as I asked myself how much a person could take before throwing in the towel. At what point does perseverance become hopelessness? I could never work in such a dysfunctional environment and under such conditions. The overworked minions got the least pay while the bosses, who knew nothing, cornered fat bonuses. I loved how the tables turned on Judy. It was the best part of the novel. Keep writing beautiful stories, Beverly Winter." Jennifer Ibiam for Readers’ Favorite, ★★★★★

This is something that separates close friends from mentors or workplace confidantes. It wasn't Ann viewed Aminatou as a guru who knew everything about the art of professional negotiation. What was important to Ann was Aminatou's presence with her in the confusion.

My parents did their best to feed their children’s bodies, minds, and hearts, every day, whether they felt like it or not. Now that I have had children, I am in awe of how consistently they did this at such a young age, without complaint. They made a commitment to each other and to my brother and myself, and they kept it. I do not know what this cost them. I may never know. But having had children of my own, I know how hard it is some days to do what has to be done. Many of my parents’ generation were raised with a belief that was both curse and blessing: commitments were to be fulfilled, duties carried out. There was no choice. When we are convinced there is no choice, we waste less energy on wondering what to do and railing against that which needs to be done. This is the blessing we have when the rules are clear, the duties delineated. But there is another side to the ease we feel when our duty is laid out for us. If the strict parameters of what is expected do not fit us, we must shape ourselves to meet them, regardless of the costs. My mother, if she did not by nature fit the role of full-time homemaker, successfully managed the Herculean task of bending to meet it, without losing her enthusiasm for life, her ability to experience joy. Other women and their children were not so fortunate. Behind closed doors, within spotless rooms, many of my friends mothers drowned the pain of not living who they were with alcohol and prescription drugs, and they sometimes descended into illness and suicide. Many of the women of my generation are torn apart daily by the choices available to us, choices I am nevertheless grateful to have. When I went to work, I felt worried and guilty about leaving my children at daycare. When I stayed home I thought I would go out of my mind with the mental boredom, the struggle to live without enough money, and the worry that I would never be able to go back into the workplace and make a living. I had inherited my parents’ values in a world with so many more choices and demands, plus my own expectations that I could, and should, develop my own interests and talents. So, I tried to do it all - to keep a house and care for my children according to the standards required of a full-time homemaker, to attend classes to develop my skills, and to work to provide money and financial security. And I got sick – very, very sick. One of the gifts of lying on the floor too ill to get up with two young children to look after is the ease and clarity with which you know what really does have to be done. No, when I work with men and women who are worn out with too much work and worry, you tell me all the things they have to do, I tell them, “You know, very little actually has to be done.” I found out when I was ill that cookies do not have to be baked, floors do not have to be spotless, PTA meetings do not have to be attended, the dish drainer does not have to be emptied, meals do not have to be exotic and innovative. Too ill to do anything that did not have to be done, I did the impossible: I lowered my standards.

As they see their friends having babies, these young women also worry about how to balance work and family. “The idea of being able to ‘have it all’ is still prevalent,” said Sarah Ball, who left Newsweek in the fall of 2010 to work for Vanityfair.com. “It’s become easier because you can work remotely, but it still eats at your core. It’s what a lot of my friends talk about.” Free

You’ve begun to master several techniques for controlling your anxiety. You’re learning the finer points of interaction and studying ways to apply your interactive skills. The next step is to add community resources—relevant agencies, groups, and organizations—to your self-help program. As you consider your particular needs, look to your own community for ways to enhance your social system: Parks and recreation departments, churches and synagogues, singles groups, self-help groups, clubs, volunteer organizations, business associations—there is an infinite array of resources to choose from. Contact your local chamber of commerce, consult newspapers for upcoming activities, and even inquire at area shops about any clubs or groups that share an interest (for example, ask at a garden center about a garden club, at a bookstore about a book club, and so on). Working through the exercises in this book is merely one component of a total self-help program. To progress from background knowledge to practical application, you must venture beyond your home and workplace (and beyond the confines of a therapist’s office, if you are in counseling). For people with social anxiety an outside system of resources is the best place to work on interactive difficulties. Here are three excellent reasons to use community resources: 1. To facilitate self-help. Conquering social anxiety necessitates interaction and involvement within the community, which is your laboratory. Using community resources creates a practical means of refining your skills and so moving forward on your individual map for change. 2. To diminish loneliness. Becoming part of the community provides the opportunity to develop personal and professional contacts that can enhance your life in many ways. 3. To network. Community involvement will not only give you the chance to improve your interactive skills, but will allow you to promote your academic or work life as well as your social life. Building connections on different levels can be the key. Any setting can provide a good opportunity for networking. In fact, I met the writer who helped me with this book in a fairly unlikely place—on the basketball court! A mutual friend introduced us, and when the subject of our professional interests came up, we saw the opportunity to work together on this project. You never know!

HOW TO CLOSE THE CONVERSATION Timing is crucial in closing a conversation. If you let your anxiety dictate your actions, you may end it too soon and lose out on the opportunity to move from the first conversational level to the second. If a conversation goes on too long, with one or the other doing all the talking, both you and your partner may feel drained or bored. Closing the conversation is similar to changing the subject. You can use the same techniques to offer the other person a chance to agree to conclude (a trip to the buffet table or bar, the need to “get back to work,” a chance to speak to the host or guest of honor). Follow with a comment such as “I’ve really enjoyed talking with you,” perhaps adding, “I hope we can talk again soon.” If the person responds favorably, it is okay to follow up with a suggested plan for a future meeting; if the interaction is a social one, ask for the person’s phone number, or offer yours (“Are you in the book? I’d like to call you sometime,” or “My number’s in the book. Give me a call if you’d like to get together”). In workplace situations, you might say, “I could use some feedback on my next project. Could we arrange a time that I could run it by you?” If the response is very favorable, you might even suggest a specific time and date to get together. As you conclude, say the person’s name again (if he or she is a new acquaintance), and reiterate with body language and with words that you have enjoyed talking with him or her. Smile and maintain eye contact. Then, give a warm handshake or nod, if it is appropriate, and be on your way. Don’t draw the ending out—a protracted closing to a conversation can be counterproductive. Unlike the beginning of the conversation—where almost anything can serve as an opener—the ending does make a lasting impression, so be sure to end in a friendly, confident, and upbeat manner. One more thing: Many people find they are intrigued by a person whom they feel they didn’t get to talk to long enough. It’s much better to leave before you’ve said everything you could possibly think of to say. That way, there will be more to talk about next time!

Who are these hordes of fat people chasing you around, insisting that eating pot pies all day is awesome and good for your health? Because, um, I don't believe you. That sounds like a strawman. And I know some of your best friends are fat or whatever, but you sound like a bigot. Also, your super fucking obvious and regressive point has been made. Everyone in the world already thinks fat people are lazy and gross[...] We get it! You are not breaking any new ground here! Being fat is its own punishment. I don't give a shit if you think I lie on the couch all day under the Dorito funnel. I'd just rather not be abused on the internet from inside my own workplace.

Perfectionism never happens in a vacuum. It touches everyone around us. We pass it down to our children, we infect our workplace with impossible expectations, and it’s suffocating for our friends and families.

A friend of mine is a senior manager at Google overseeing a team of Millennials. Often when she gives constructive feedback to her young employees she hears, “What? It can’t be me. I’ve never gotten feedback like that before. It must be you or Google that’s the problem.” Don’t let your kid’s first performance evaluation in the workplace be the first time they receive constructive feedback.

Dealing with toxic people is an art that can be learnt. Whether it is in a family, among friends or at the workplace, exercise a choice to establish and maintain clear contours of your relationship with such people. Define very clearly in your mind what about this person irks you. And draw the line there. The point is not whether others can get along with such people, the point is that you cannot suffer them. So, when others ask you to be “adjusting”, you must tell them why you can’t do this – that it affects your inner peace. Once you define and draw the boundaries clearly, barring the initial settling in issues, pretty soon, everyone will see value in your approach. Clearly, there’s no point sacrificing your Happiness for another’s behavior or your reluctance to call them out!

Miss Manners keeps urging people (to no avail whatsoever) not to make personal celebrations into office parties. These are not people who were drawn together voluntarily by mutual affection, but co-workers who are there to make their living. True, many of them may become friends and share one another's joys and sorrows, but others may find that a cordial working relationship is all they want or can manage to summon to conceal their distaste. It can become too much to expect these people to fake warmth, which is a good reason for not setting up office events that require this.

In today’s workplace, OKRs and compensation can still be friends. They’ll never totally lose touch. But they no longer live together, and it’s healthier that way.

Miss Manners' distaste is for pseudo-social life at the office, because it is occasioned by proximity rather than affection. She believes we should all just work through, go home earlier, and give showers for our own friends.

In the ensuing rush of adventure, there is little leisure for the reader to reflect upon how teen Snape would have felt glimpsing a werewolf at the end of a narrow tunnel, set up by his enemies. From the time Sirius and Lupin both headed back to his adult workplace, Snape has been battling memories of that episode. As far as Snape knows, the boy who once tried to get him killed and saw nothing wrong with turning his own werewolf friend into a killer could easily have become a mass murderer.

We don’t grow and mature in our Christian life by sitting in a classroom and library, listening to lectures and reading books, or going to church and singing hymns and listening to sermons. We do it by taking the stuff of our ordinary lives, our parents and children, our spouses and friends, our workplaces and fellow workers, our dreams and fantasies, our attachments, our easily accessible gratifications, our depersonalizing of intimate relations, our commodification of living truths into idolatries, taking all this and placing it on the altar of refining fire—our God is a consuming fire—and finding it all stuff redeemed for a life of holiness. A life that is not reserved for nuns and monks but accessible to every Dick and Jane in every ordinary congregation.

Of course I’m not supposed to admit that there is triannual torrential sobbing in my office, because it’s bad for the feminist cause. It makes it harder for women to be taken seriously in the workplace. It makes it harder for other working moms to justify their choice. But I have friends who stay home with their kids and they also have a triannual sob, so I think we should call it even. I think we should be kind to one another about it. I think we should agree to blame the children. Also, my crying three times a year doesn’t distract me from my job any more than my male coworkers get distracted watching March Madness or shooting one another with Nerf guns, or (to stop generalizing) spending twenty minutes on the phone booking a doggy hotel for their pit bull before a trip to Italy with their same-sex partners.

People who have been abused in the workplace have usually suffered multiple losses. They may have lost their confidence, well being or sense of safety. Concretely, they may have lost their livelihood, savings, home, career, friends, or health. And their process of recovery resembles grief. To lose a job is difficult; to lose it after fighting a mob is worse, leaving a gaping hole in your life. Your friends at work may have turned on you. You may have left clients, patients, or students without saying goodbye. You probably loved your job, and the people there. You hoped that your departure might be for a better job or retirement, involving hugs and warm goodbyes.

Did I develop my own set of random assumptions by utilizing the very little information available to me? For example, Leo Vodnik had held a magazine titled Construction Engineering Australia. Men are ten times more likely than women to die at work. Is that all it took for me to predict a “workplace accident” as his cause of death? Ethan Chang had his arm in a cast. Was it his injury that made me choose “assault,” together with the fact that injury and violence is a leading cause of death for young adult men? I know I watched Kayla Halfpenny at the airport and saw her knock over her drink and then her phone. Was it my observation of the sweet girl’s clumsiness together with the fact that road traffic injuries are one of the leading causes of death among young adults that led me to say “car accident”? Did I simply make random choices? Is that what led me to pancreatic cancer, the most feared cancer, for the vibrant woman who reminded me of my friend Jill, and breast cancer for the pregnant woman? Did I temporarily believe I was Madame Mae? I must have been thinking of my mother, because I kept saying “fate won’t be fought.” Had I somehow become a strange alchemy of the two of us? Both of us, after all, specialized in predictions.

Did I develop my own set of random assumptions by utilizing the very little information available to me? For example, Leo Vodnik had held a magazine titled Construction Engineering Australia. Men are ten times more likely than women to die at work. Is that all it took for me to predict a “workplace accident” as his cause of death? Ethan Chang had his arm in a cast. Was it his injury that made me choose “assault,” together with the fact that injury and violence is a leading cause of death for young adult men? I know I watched Kayla Halfpenny at the airport and saw her knock over her drink and then her phone. Was it my observation of the sweet girl’s clumsiness together with the fact that road traffic injuries are one of the leading causes of death among young adults that led me to say “car accident”? Did I simply make random choices? Is that what led me to pancreatic cancer, the most feared cancer, for the vibrant woman who reminded me of my friend Jill, and breast cancer for the pregnant woman? Did I temporarily believe I was Madame Mae? I must have been thinking of my mother, because I kept saying “fate won’t be fought.” Had I somehow become a strange alchemy of the two of us? Both of us, after all, specialized in predictions. There are certain events in my life that I believe may have had a profound effect on me. For example: the little boy who drowned at the blowhole when I was a child. I have never forgotten the sound of his mother screaming. That boy had brown eyes and dark hair. When I saw that dear little brown-eyed, dark-haired baby, did I think of that poor boy and therefore predict the baby would drown at the same age? Did I look at the young bride, Eve, and remember the charming woman who came to my mother for readings, who was so excited about her forthcoming wedding, the first wedding I ever attended? Did I think of the time I saw her at the shops, her inner light snuffed out, and remember how she died in a fire believed to have been lit by her husband? Why did I choose self-harm for Allegra, the beautiful flight attendant? Was it simply that I saw repressed pain in her eyes from the back injury I now know she suffered on that flight? Was it because I knew the rate of suicide in young females has been steadily increasing over recent years? Was I thinking of death as I boarded the plane and contemplating the fact that everyone on that plane would one day die, and wondering what their causes of death would ultimately be? Well. That’s the only one of my questions I can answer with certainty. Of course I was thinking of death. I had my husband’s ashes in my carry-on bag. I was missing my two best friends. I was thinking of every person I had ever lost throughout my life.