Improving Workplace Productivity With Physical Fitness

Coffee and energy drinks may help get the brain cells firing, but they're mostly a quick, temporary fix. Staying mentally sharp in the work-place is an ongoing challenge for many who reach for these artificial stimulants; however, employees can gain greater clarity by engaging body and mind. Implementing a regular physical fitness routine -- even for as little as 15 minutes each day -- can create a synergistic payoff for the fuzzy-brained worker.

Body-Mind Connection
Whether you're a long-distance trekker who regularly experiences runner's high or someone whose elevated mental outlook comes from boogying to the radio, you're following the same path toward greater productivity in the workplace. Job output reflects variables that, when out of balance, get in the way of giving your all. Myriad studies have illustrated the clear connection between exercise and better mood, a more tolerant attitude and higher collaborative tendencies, all of which play an integral role in your personal productivity.

Timing Is Everything
Reducing stress and improving productivity are as easy as stepping out of the office for an early afternoon bike ride or spending 30 minutes of your lunch hour limbering and toning in yoga class. Using noontime to engage in physical activity is not just a pleasurable experience but also one that handsomely rewards you. Forbes notes how midday exercise is especially invigorating when thought processes slip into low gear; breaking up the workday with a simple yet steady exercise program spikes energy and productivity throughout the afternoon.

Strength in Numbers
The idea of low to moderate exercise during the workday may really appeal to you, but lack of motivation might threaten to zap your enthusiasm. Since some of your co-workers likely feel the same way, the solution is to gather a group with similar objectives and unapologetically use one another for inspiration. Peer pressure alone, according to the Brookings Institution, is enough to drive you toward your goals.

Physiology Behind Productivity
Brain boost occurs at a cellular level where mitochondria -- known as the "power plant" component -- create the energy chemical called ATP. Mitochondria reproduce when you exercise, which in turn generates additional ATP, a domino effect that not only enables you to physically maintain your workout routine but also heightens mental capacity and productivity.

Originally written for and published by Demand Media
Photo credit: David Woolley/Digital Vision/Getty Images

Jobs Where You Can Take Your Dog to Work

The dogs-at-work movement began in earnest with the first Take Your Dog to Work Day in 1999 and has gained considerable momentum with companies steadily jumping on the bandwagon. Studies have played a helpful role in this transition by showing how workplace canines give a positive boost to morale, teamwork and productivity.

How It All Began
Pet Sitters International, the largest association for in-home pet care providers, started the ball rolling by designating one day a year as workplace dog-friendly to spotlight the homeless pet population and encourage more adoptions. Three hundred businesses participated in that 1999 event, serving as a springboard for thousands more to follow suit, many even to the point of implementing policy that makes everyday dog friendly.

High-Profile Companies
Such corporate giants as Google, Amazon, Ben & Jerry's and Clif Bar actually encourage employees to bring their canine kids into the office; they even tout their dog-friendly policies as perks for attracting new talent. Not only do these employers recognize staff performance benefits of having dogs in the workplace, but workers also get more exercise by having to take their canine companions on potty breaks.

Assistance Dogs
Service dogs -- who are the eyes, ears and mobility of people with special needs -- are permitted in the workplace under the federal Americans with Disabilities Act (ADA) even when the company doesn't have a dog-friendly policy. The single most determining factor is whether the canine's presence constitutes a reasonable accommodation for the employee, such as a blind worker who needs her guide dog to maneuver in and around the workplace.

Bring Your Boss Onboard
Large or small, your workplace can be an inviting, dog-friendly environment as long as everyone follows a few ground rules. While many people are enthusiastic dog lovers, others may not share that affinity and instead consider their presence an annoyance or even be fearful of them; a staff survey will find out who's allergic or afraid. All dogs should be well-behaved and friendly when in the company of others, both human and canine; baby gates are great for keeping them contained yet still allowing them to interact with passers-by.

Originally written for and published by Demand Media
Photo credit: Jupiterimages/Comstock/Getty Images

The Importance of Workplace Hierarchy

The need for organiza-tion, unity and consis-tency is paramount to any business or industry to stave off chaos; when a chain of command is not maintained within the structural unit of authority, stability is challenged as subordinates assume decision-making roles. While the idiom "too many cooks spoil the broth" speaks to the need for defined roles and responsibilities along the entire chain, there is still room for a more collaborative approach beyond the rigidity of traditional hierarchy.

Empowerment
Traditional management and leadership practices have evolved considerably to incorporate a more collaborative dynamic that not only favors hierarchical strength but also bolsters workforce productivity. The chain of command doesn't have to be rigid to be successful; a strong and empowering hierarchy positively pushes the comfort zone by keeping the labor pool learning, inspired, and communicating.

Checks and Balances
The system of checks and balances perpetuated by a well-functioning workplace hierarchy helps to eliminate problems that otherwise might develop when individuals address situations meant for management. For example, a subordinate who makes a decision without first consulting his superior may create a negative outcome if he doesn't have all the pertinent information to make that call.

Ineffective Hierarchy
A company's health index starts at the helm and works downward to include what many organizations consider the inconsequential bottom workforce layer. As such, it's difficult for employees to respect corporate hierarchy when those in charge fail to recognize and acknowledge weak links in the upper echelon. Management is not exempt from accountability any more than those lower on the command chain; leaders who rely on subordinates to absorb the consequences of their ill-advised decisions threaten the relationship between organizational culture and its human capital.

Learning from Real Life
Popular culture has been instrumental in demonstrating the importance of workplace hierarchy, with the reality show Undercover Boss being one of the most enlightening examples. A common denominator among the show's featured CEOs and company presidents is how nary a single one is in touch with his or her organization's daily operations. Time and again these commanders discover sizable weak links throughout the company chain that necessitate immediate damage control mode.

Originally written for and published by Demand Media
Photo credit: Jupiterimages/Polka Dot/Getty Images

Moral Issues About Dating Coworkers

Interpersonal relationships play a critical role in daily workplace operation; without the ability to create rapport, employees may not establish strong communication. Given how much time people spend in the workplace, it's easy to understand the lure of dating coworkers; when those working relationships cross over into office romances, however, the moral component of such intimate interaction comes into play.

Policy
The desire to curb romances with a no-dating policy has increased with the growing awareness of sexual harassment in the workplace. This heightened awareness aside, companies are not jumping on the no-dating bandwagon as much as it might seem; just 12 percent of survey respondents in 2003 implemented such a policy, according to the American Management Association (AMA), with the majority specifically prohibiting morally questionable boss/employee fraternizing. Even with such a rule in place, there may be little legal power to enforce it if the state considers it privacy infringement. To sidestep this possibility, employers can impose an ethics code that more solidly supports the company's stance.

Hostile Work Environment
The ethical components of an office affair can impact other employees if it's known that one or both workers are cheating on their spouses with another staff member. The workplace can also turn hostile once the affair is over and the one-time lovers are not emotionally capable of working in the same space. Moreover, the burden of liability may fall upon the employer if one of the romantic pair files a harassment complaint that's not immediately addressed and rectified.

Turning a Blind Eye
While employers may not be happy with knowing their subordinates are fraternizing, they may respect the couple's privacy as long as the relationship does not detrimentally impact either employee's job performance. Should such concerns as favoritism from one toward the other, arguing in the office or decline in productivity arise, the boss has reason to step in.

Legal Aspects
What employees do on their own time is beyond the scope of workplace policy; however, once the relationship spills over into office space, the amorous coworkers cross a line that takes them into more legally stringent territory. For example, if they exchange personal and/or intimate messages while using a department computer on company time, the employer is within rights to take action as long as an electronic messaging policy is in place.

Originally written for and published by Demand Media
Photo credit: Brand X Pictures/Brand X Pictures/Getty Images

Modern Theories on Workplace Ethics

To live within a given society is to conform to the ethical components dictated by its governing culture. This same philosophy applies to the organizational environment, whereby workplace ethics is an ever-evolving entity that can be evaluated from a number of theoretical dichotomies.

Norms
Cultural values dictate workplace ethics and encourage staff to behave in certain ways. Adhering to these corporate social norms provides a structured path for people to follow; without this man-made construct, companies would have greater difficulty maintaining a socially and psychologically healthy environment. Breaking social norms, such as eating another employee's refrigerated food or undermining a fellow staffer's performance, indicates overstepping very specific guidelines that mandate certain behavioral expectations within that particular workplace.

Utilitarianism
In its raw form, utilitarianism might seem to uphold everyone's best interest, but in reality it benefits a greater number of workers while compelling the rest to adapt to majority rule. Since it is highly unlikely to appease everyone in any given workplace, the utility theory serves to satisfy needs of the many over the few, and may even be construed as a form of Darwin's survival of the fittest.

Deontology
The intrinsic value of good will — behavior that is not dependent upon an outcome to justify its occurrence — is the basis of deontological theory. This Kantian perspective applies to workplace ethics by highlighting man's need to reap a perceived value for doing what's considered a social and moral obligation. For example, an employee helps a coworker reach an important deadline without expecting recognition for his efforts.

Egoism
In stark contrast to deontology, egoism gives people permission to consider only what benefits their personal needs. This theory can create a hotbed of contempt in the workplace due to its lack of social responsibility — being aware of the impact your actions have upon the workplace as a whole. Ethical egoists believe that no reasoning can overrule what is otherwise the moral and righteous actions all human beings are expected to uphold.

Originally written for and published by Demand Media
Photo credit: Jupiterimages/liquidlibrary/Getty Images

The Best Jobs for Your Personality

Many people tend to enjoy their jobs much more and achieve greater productivity when their personalities are matched to the tasks. In fact, career suitability and interest tests are based on the idea that certain individual characteristics are more likely to bring about greater success and job satisfaction. Heading down a particular career path based on prominent personality traits is an approach that can demystify the whole "What do I want to be when I grow up?" quandary.

Learn About Yourself
Finding the right vocational fit begins with identifying who you are by assessing factors such as interests, talents, hobbies, achievements and desired lifestyle. Pinpointing these traits can be somewhat challenging to achieve, given how people are not always aware of all their unique personality facets. Enlisting the input of friends, family and even school counselors can be one strategy for learning about and recognizing your personality characteristics.

Gauging Your Forte
Whether you're extroverted and spontaneous, or calm and calculated, any number of vocations can complement your abilities. Finding your forte comes from pairing personality traits with career paths that highlight those characteristics. The Myers-Briggs Type Indicator, long considered the gold standard of personality assessments, not only provides a finely-tuned psychological insight, but it also identifies the most relevant career options that can steer you toward a satisfying livelihood.

Career Compatibility
Dr. John Holland's career-choice theory is based on the idea that six different personality types gravitate toward different work environments: realistic, investigative, artistic, social, enterprising and conventional. People rarely fall into just one work-related personality type, and are often drawn to and suitable for a combination of categories. Consider your options in more than just one area to find your niche.

Holland's Hexagon
Holland's Hexagon, a model that outlines relationships between personalities and work environments, shows conventional personalities are orderly, systematic and like set plans, making them suited for occupations like bank teller, bookkeeper or court clerk. The dynamic, ambitious, "take charge" enterprising personality is well-suited for positions such as bank president, lawyer or customs inspector. Having a social personality lends itself to the nurturing, helpful and principled approaches seen in nursing, social work, teaching, counseling and physical therapy. Artistic dispositions thrive in independent and expressive environments where they are free to create in such careers as dancing, designing, writing, comedy or composing. The rigorous and intellectual nature of investigative personalities works best in such careers as lawyer, architect, veterinarian or chemist. Practicality and mechanical abilities represent the realistic personality, which include law enforcement, firefighters, pilots and carpenters.

Originally written for and published by Demand Media
Photo credit: Jupiterimages/Polka Dot/Getty Images

Proper Dress for a Bartender Interview

The job interview process, which can be tricky to maneuver under the best of circum-stances, begins the moment you walk through the door. Because tending bar is often considered a casual position, applicants can make the mistake of wearing attire that's too informal or too extravagant. Dress the part by choosing appropriate clothes that make the right impression, and you'll set the tone for a more successful interview.

Follow the Example
Establishments make it pretty simple to dress appropriately for a bartender interview. On a day other than when you're scheduled to meet the hiring manager, visit as a patron and learn from what you see. If employees wear a uniform, simulate it as best as you can with similar colors and styles. Establishments that let their bartenders choose their own attire based upon general guidelines (such as T-shirts and jeans or shorts and tank tops) are too casual to copy for the interview but do give you a bit more leeway to assemble an appropriate look. Smart casual is a good guideline to use, similar to an outfit you'd wear to dine with a colleague or in-laws.

Women
Black pants are a standard in the bar industry, so you won't go wrong with this choice. However, choose a style that's more form-fitting with a proper hem and remember to press them. Avoid low-riders; they cross the line between casual and unsuitable. Interject a bit of your personality by choosing a top color other than white; not only will you make more of an impression than other applicants who stay with the standard, but you'll also demonstrate a certain flair that employers value in this particular position. Be sure to choose a full-length blouse that does not show your midriff or cleavage; aim for subtlety over seduction. Flat, black, closed-toed shoes finish the look.

Men
Black pressed pants work as well for the guys as they do for the gals, but men should stick with more muted shirt colors like white, gray, blue or subtle pinstripes. Refrain from choosing a collar that's either too wide or too skinny and be sure the shirt is not so loose-fitting that it hangs over your belt when tucked. A tie is optional if the establishment's dress code is unknown but should be worn if it is part of the existing uniform. Choose flat, black, unadorned shoes to complete the look.

Accessories and Details
Inappropriate attire can throw the interview before the first question is ever asked, so it's important to pay attention to the details. First and foremost, always cover tattoos and remove piercings other than subtle earrings. Women's jewelry should be subdued and sparse, such as a simple necklace and short-hanging earrings. Health hazards are many behind the bar, and employers may consider hanging bangles an accident waiting to happen. Proper grooming is a critical component for making a good physical impression, so be sure your fingernails are manicured or just trimmed and clean. Men's hair, both facial and on the head, should be short and neat, while women's hair is best in an up style or down but not hanging in the face. Use a very light hand when applying perfume or after shave.

Originally written for and published by Demand Media

Identifying a Micromanager

The way a boss manages his staff can make the difference between empowered, motivated employees and demoralized, intimidated workers.

Good Manager
Effective bosses lead with a firm but empowering hand. They give employees the necessary project details, then leave them to their own abilities with minimal supervision. At the same time, good managers are easily accessible for consultation and suggestions when staffers request it.

Micromanager
Micromanagers have difficultly delegating even the smallest projects without constantly having to oversee progress. This can result in frustrated employees who lack confidence in their abilities. Micromanagers often ignore the big picture to focus upon little or insignificant details. They may rescind an assigned project after finding one mistake, and require every aspect of the decision-making process be run past them first.

Effects On Productivity
While being detail-oriented and hands-on are two important characteristics of a good boss, these traits can quickly become detrimental to productivity when taken to an extreme. For example, supervisors who assign projects to highly competent employees and then hover over them every step of the way create unnecessary tension, stymie employee morale and interfere with project outcome.

Working With A Micromanager
When circumstances prevent you from escaping the clutches of a micromanager, "Forbes" offers suggestions for mitigating the negative impact. Identify trigger situations that cause the behavior and anticipate what's needed to lessen the controlling response. Empathize with a boss who may also be under the thumb of a micromanager. Be the ever-present and reliable role model, and encourage change by unceremoniously demonstrating how well an empowering approach works. In some cases, bosses don't realize they are micromanaging productivity into the ground, so a gentle, nonconfrontational chat may be all that's needed to move things in the right direction.

Originally written for and published by Demand Media

Bartender Qualifications

Bartending is often looked upon as fun and glamorous, but it's a job that -- like most others -- requires specific qualifications to be considered for hire. While being legally old enough to serve alcohol and having knowledge of basic bar terminology are at the top of the list, there are other legal, personal and industry aspects that equate to a fully qualified job seeker.

The Basics
Bartenders are a constant work-in-progress as patrons' palates change with new drinking trends. Maintaining a strong grasp of bar basics, such as terminology, standard recipes and garnishes, provides a solid springboard from which to apply for a job making drinks. Likewise, each establishment likely has its own selection of signature cocktails that management prefers you to suggestively sell. No matter your level of experience, always stay adaptable to the ever-changing nature of the business.

Guest Awareness
There is a high level of legal and ethical responsibility when it comes to how intoxicated bar guests become. Bartenders can be held legally accountable when theirs is the last establishment a patron visits before causing an accident due to having an illegal blood-alcohol level. Recognizing the signs -- such as dilated pupils, slurred speech and staggered gait -- is the first line of defense for knowing when to stop serving an individual.

Personality
When all other qualifications are equal, your personality can be the deciding factor over other applicants. Bartending is a socially interactive job where you're always on stage; embodying a fun, outgoing and confident demeanor, coupled with a friendly and welcoming smile, can set you far apart from those who only have the mechanical skills.

Physical Requirements
Watch a busy bartender, and you'll notice his is anything but a low-key job. Long periods on your feet, quick drink-making ability and multitasking with several customers at once are just a few of the physical demands associated with this fast-paced profession. Add to that the option of serving food at the bar, which many establishments do to increase their bottom line, and you'll also be making trips back and forth to the kitchen.

Originally written for and published by Demand Media

Show Your Employer You Can Be a Supervisor

While some people are content to remain in their positions without aspirations of moving up the corporate ladder, others use their cur-rent job as a springboard to the next level. Getting there, however, takes considerable effort on the employee's part to demonstrate how and why he's a better candidate for promotion than anyone else in the office. This quest for advancement means stepping out of your comfort zone and embracing the tenets of change.

~ Let your boss know you want to advance in the company and have him evaluate your performance. Ask for an honest assessment of your performance and find out which additional skill sets you need in order to move up. You should also ask about the company's goals and strategic initiatives so you'll know the best way to align your performance with future corporate aspirations.

~ Take on more responsibility beyond the scope of your current job. Volunteer to help colleagues with their projects, and step up to accept some of the tasks no one else wants to handle. Show initiative and the desire to learn by grabbing tasks before they're designated to you.

~ Become a sponge for knowledge. Develop relationships with and ask questions of different colleagues and department heads. This will demonstrate your desire to learn about the entire operation and provide valuable insight into the company as a whole. In addition, stay abreast of industry news and changes.

~ Learn your boss's routine, his primary goals and what makes him tick. The best way to do this is observe him in action, ask questions from time to time when he's not too busy, and pick the brain of colleagues who work directly with him. Cultivate his trust by following through on all workplace commitments. Be consistent, dependable and ambitious.

Originally written for and published by Demand Media

Careers Without a College Degree

While a college degree has historically been the bridge to professional success, there are industries where basic training and hands-on experience are just as valuable as -- and sometimes more than -- higher education.

Hospitality
Many a teenager begins his career path at a fast-food outlet or local restaurant, actively participating in back-of-the-house operations -- dishwasher and food preparation -- or front-house customer service. This seemingly inconsequential experience can open many doors for future advancement throughout a worldwide industry that includes working as a Four Star hotel manager, restaurant owner or concierge.

Detectives and Criminal Investigators
If you have a keen eye for detail and a flair for sleuthing, the lack of a college degree won't stand in your way of a career in criminal law enforcement. Prerequisites for detectives and criminal investigators are more mental and physical than scholastic, calling for rigorous qualifications of sound mind and body. The most common path is entering the force as a police officer after successful completion of the academy program and then moving up the ranks with increased experience.

Real Estate Agent
Helping people buy and sell property can be a very rewarding and lucrative career choice. Indeed, there are few things as intimate as the place you call home, which brings a sense of personal satisfaction when clients are gratified. While real estate agents don't need a degree, they do need to be licensed and stay up-to-date on changing requirements, laws and forms through continuing education.

Computer Technology
The future is strong for those who immerse themselves in technology. With many elementary and secondary schools incorporating computer education in their curricula, young people have opportunities to develop skills that set them on the path toward a solid career without having a degree. Successful computer programmers, for example, are often self-taught. Courses in continuing education do offer advanced certification to further knowledge but in most cases, all you need is raw talent, experience and competence to land a position.


Originally written for and published by Demand Media

How Workplace Temperature Impacts Productivity

If you've ever had an ongoing thermostat battle with a colleague or been forced to outfit yourself depending upon the boss's fluctuating comfort zone, then you've experienced the frustrations associated with workplace temperature issues. However, this constant climate conflict becomes more than a pesky annoyance when it impacts overall productivity.

Hot Versus Cold
When the brain is preoccupied with monitoring body temperature, it's easy to see why workplace productivity can suffer. The optimal temperature range for the greatest output at work is between 69.8 degrees and 71.6 degrees Fahrenheit, according to a 2006 study by the Helsinki University of Technology. A 2004 Cornell University study found workers who struggle to stay warm make more mistakes, which in turn can lead to a 10 percent spike in hourly labor costs. A 9-degree boost in office temperature -- from 68 degrees to 77 degrees Fahrenheit -- significantly improved worker performance. Typing mistakes decreased 44 percent, while overall keying output yielded a 150 percent increase. In contrast, an overly heated workplace can leave employees fatigued, irritable and struggling to concentrate.

Penny Wise, Dollar Foolish
It's important to keep heating and air conditioning costs within a specific range to meet operational budgets, but sometimes the meager savings made in one area can be exponentially lost in another, more important area. Bosses who control the thermostat by keeping it low in winter and high in summer can ultimately cost themselves more in reduced staff productivity. According to a 2009 CareerBuilder study, one-third of more than 4,000 workers surveyed cited temperature as a primary workplace issue.

Gender Fluctuation
The battle of the sexes often takes place near the workplace thermostat, a dispute that's physiological rather than sociological. Due to their greater muscle mass, men usually get hot more quickly than women. At the same time, women have a greater number of constricted vessels that keep blood near the skin's surface. This is partly due to the female body's biological tendency to pool blood around the core organs, which draws it away from the extremities and leaves women with the constant need to warm up their cold hands and feet.

OSHA Recommendations
There are no specific OSHA guidelines or regulations that pertain to a work environment's climate. However, the agency does address the subject in its technical handbook by suggesting temperatures stay within the range of 68 to 76 degrees Fahrenheit, and that humidity not dip below 20 percent or rise above 60 percent.

Originally written for and published by Demand Media

Job Interview Etiquette

Before you even say a word, prospective employers are sizing you up and making mental notes about your suitability for their business. While standing apart from the crowd of applicants can be a good thing in many ways, interviews are an aspect of the job-seeking process where you want to demonstrate unparalleled professional etiquette.


Be Timely
Applicants who are punctual (or no more than 10 minutes early) and appropriately dressed for the position are already ahead of the game. Running in late and spending the first few critical moments explaining why you couldn't arrive on time may significantly lessen your chance to make a good first impression. Plan your route the day before, and include some extra time for factors such as potential traffic snares, parking and reaching the office floor.

Keep It Professional
A number of nonverbal cues throughout an interview can sabotage even the most qualified applicant. Greeting the interviewer with a smile, firm handshake and eye contact shows your unspoken communication skills. Physical poise can demonstrate a polished, confident air, so be mindful of your body language. In addition to sitting and standing up straight, keep your arms and legs uncrossed so you don't appear uncomfortable or guarded; women should cross their ankles, while men align feet and knees with their shoulders. Remember to completely turn off your cell phone rather than leave it on vibrate, which can often still be heard. And deposit your gum before entering the interview.

Limit the Chat
The open-ended nature of many interview questions, which allows you to offer more than a simple yes or no answer, is your opportunity to engage in brief, targeted conversation. While this approach encourages a greater free flow of thoughts and opinions, it can also lead to being overly chatty. Take a deep breath before answering the question to help calm nerves and keep your response on task.

Show Appreciation
Thanking the interviewer for his time is an after-the-fact gesture that brings the whole process full circle. Sending a thank-you note not only demonstrates a professional courtesy that's appropriate at any job level, but it also gives you the opportunity to include another attribute or detail that was not discussed in the interview. This simple step may not seem to hold much sway when it comes to landing the job, but acting on this final measure can distinguish you from other applicants by reinforcing a positive impression. Whether it's best to send a thank-you by postal mail or email is debated by etiquette specialists.

Originally written for and published by Demand Media

The Benefits of Teenage Jobs

Parenting, much like an artist's blank canvas, is the opportunity to create something spectacular from scratch. Nurturing a child's development entails myriad facets that work together to form a well-rounded individual. Teens who are ready to step outside the family circle and get a job continue learning responsibility and gain independence as they take their first few steps out into the real world.


Fiscal Management
Teens are often eager to get their first job because they'll earn considerably more money than they get from a standard allowance. Many will also begin to appreciate the value of saving over spending when they've had to work for the money. When handed to them without having earned it other than mowing the grass or taking out the garbage, they may not associate much worth until they've invested a lot of time and effort to acquire it.

Punctuality
Showing up late is not an option in the workplace, so teens quickly learn the relationship between being punctual and receiving a paycheck. This also drives home the potential for losing a job when their time cards are consistently stamped late.

Wean Off Parental Support
Shifting away from mom and dad's wallet can be a painful transition. For example, parents who give their adolescents a car before they have a job may foot the monthly payment, insurance and gas bills with the understanding that once gainfully employed, the teen takes over these financial responsibilities. He will likely experience sticker shock when the fiscal burden shifts and every paycheck must be carefully budgeted to meet these new monthly responsibilities before allowing any personal spending.

Test the Waters
Teens are often pressed to decide on a career path without benefit of industry familiarity. One particular advantage of taking a job or two while still in high school is getting a hands-on feel for that business and its operational format, determining if it's interesting and challenging enough to be a future fit. Teens who click with a certain industry can then work toward upward mobility within the company.

Originally written for and published by Demand Media.

Disadvantages of Professionalism

It may be hard to imagine how professional-ism is a disadvantage in any capacity, but there are times when adhering to such high standards can work against an intended objective. While the tenets of professionalism -- which include behavior, integrity and accountability -- remain intact, the stringency associated with such a demanding combination may need some adjustment in order to realize a more positive outcome. The key is to remember that professionalism does not always equate to quality standards.


The Price of Professionalism
Maintaining professional standards is a costly venture when, for example, companies are compelled to provide their workers with continuing education to maintain the desired level of professionalism. Moreover, recruiting new talent may cost the company more in its ongoing quest to uphold such a strict standard; hiring an established professional can be a smarter financial decision than molding a newcomer.

Undue Tension
Leniency allows for certain situations to be addressed more suitably for the circumstances; adhering to a strict professional policy for the sake of compliance can create tension where it doesn't have to exist. Whether mandated to follow rigid dress codes, interpersonal relations or decorum, employees may feel so constrained by such stringency that the work environment becomes staid and dispiriting.

Tempered Talent
The steadfast attributes typically associated with professionalism can restrict environments that have a more creative atmosphere. The greater ingenuity and inspiration required in the workplace, the less need for unnatural restrictions in order to cultivate creativity. Advertising companies, for example, do well to employ a more casual, free-flowing approach to their professional standards, one that still emphasizes appropriate business behavior, integrity and accountability but with more flexibility.

Subjectivity
The notion of professionalism means different things to different people, which may lead one department's policy to significantly deviate from another. This lack of consistency can create an undercurrent of confusion and mixed signals when employees within the same company are not outfitted with a corresponding standard. Moreover, efforts to maintain a specific level of professionalism via micromanaging can stymie employee ingenuity and overall productivity.

Originally written for and published by Demand Media.

Consequences of Work & Life Imbalance

Sustaining balance is an essential component of a harmonious existence; if you're too heavily weighted by work responsibility, both your personal and professional lives stand to suffer the consequences. Overcompensating in either direction creates internal struggle to appease the demands that work and life impose, leaving you distressed and without the fortitude to effectively sustain either one.


Symptoms
The throes of work/life disproportion manifest themselves in a number of recognizable ways: tardiness, excessive absenteeism and disability claims are but a few indicators that point toward imbalance. Other signs not always recognized as fallout from this disparity, according to the American Psychological Association, include headaches, lack of concentration and irritability. The University of Warwick says Americans are especially plagued by work and life imbalance, a reality that often segues into stress and safety issues.

Loss of Personal Time
Research proves that people consistently work more and recreate less: Time spent in the office has increased 15 percent over the past 20 years as leisure has declined 33 percent, according to the Productivity Institute.

Angst and Burnout
Sometimes staff is cut to little more than a skeleton crew while workloads remain heavy, creating stress, anxiety and pressure for those expected to carry the burden. Job satisfaction becomes a considerable issue as the remaining workers fall further and further behind in their ability to foster work-life balance. The University of Warwick notes a 40-year downward trend of job dissatisfaction in American workers, a reality that continues to compromise efforts toward achieving work and life harmony.

Absenteeism
The ebb and flow of prioritizing work tasks with familial responsibilities can become overwhelming when one or the other consistently demands greater preference; juggling these obligations requires sacrifice and compromise. Employees who fall into the absenteeism trap as a way to find balance are, according to the Work Life Balance Centre and Coventry University, experiencing weakening organizational commitment by skipping work. Respondents of the 2008-2009 Worklife Balance Survey reported being absent an average of 9 days during that period, five days more than just the previous year.

Originally written for and published by Demand Media.

The Best Career Options After 55

Careers, like relationships, can play out for a number of reasons, and often when we least expect it. This reality can be particularly challenging for people 55 years and older who have known only one, maybe two occupations throughout their entire lives. When starting over in the same field is not an option, the focus then turns to applying your transferable skills to other careers that can be financially secure and emotionally satisfying.

Entrepreneurial
If you've had a life-long dream to open a flower shop, operate a doggy day care, or sell fish tacos from a sandy beach shack, this may be just the right opportunity to realize that desire. According to the Missouri-based entrepreneurship institute Kauffman Foundation, you'll be in excellent company by committing to your passion, because those between the ages of 55 and 64 have held the top spot for entrepreneurial activity since 1996.

Get Paid to Drive
Unlike many industries where youthfulness is a company's unspoken desire, the trucking business opens its arms to the mature population, and even encourages the career to be a family affair. Earn your commercial driver's license within just a few months, and set out on the road, either local or long distance, driving solo, with your pet, or teamed with your spouse. This career choice, a key component in national commerce, is backed by a solid foundation of 3 million people who, according to AARP, make trucking one of the largest occupations.

Degree-Free Careers
Those who graduated from the school of hard knocks are often overlooked for jobs that require a degree. While the lack of higher education in no way means you're an unqualified applicant, it does mean you'll do best to set your sights on industries that look more for life experience or trade school, and even offer on-the-job training. Retail sales manager, tutor, administrative generalist, customer service representative, real estate agent, security officer, and forest fire fighter are just a handful of potential opportunities where previous experience can be viewed as transferable skill.

Feed Your Soul
If finances are solid and you seek more socially valuable career options, volunteering may be the perfect countermeasure. A joint survey by the MetLife Foundation and Civic Ventures found that approximately 31 million people between 44 and 70 want to make a career change into something that benefits the greater good. From walking dogs or brushing cats at the local humane society to tutoring at-risk kids and from serving meals at the community soup kitchen to building low-income housing, the opportunities to engage in more meaningful work are plentiful.

Originally written for and published by Demand Media.

Laws & Employment Ads

Employers might have a certain idea of the person best suited for a given position, but listing these specific character-istics in an employment advertisement -- beyond the scope of a job's general description -- can land the company in legal hot water. Discrimination of any sort, either real or perceived, is at the forefront of staff recruitment to such an extent that employers must be keenly aware of how to lawfully word a job ad.


Legislative Mandate
Even with the prevalence of anti-discrimination employment laws, some employers still don't know that job advertisements fall into this legal category. According to the U.S. Equal Employment Opportunity Commission, the classifications protected from biased want ads include race, religion, national origin, color, sex, age, genetic information or disability. Pregnant women, who cannot be singled out or treated differently in the workplace, are listed as a subgroup of the gender category.


Sidestepping the Unemployed
Some employers place a time limit on how long applicants can be out of work in a given industry before they're considered unemployable; the longer a person is gone from the job market, the more likely he is to be out of touch with industry evolution. Employment attorney Ann Kieran says New Jersey's 2001 statute N.J.S.A. 34:8B-1 was one of the nation's first prohibiting companies from stating in any way, either online or in print, that those currently unemployed will not be considered. A dozen more states considered the same legal mandate in early 2012 and in February, the Oregon Legislature voted in favor of levying employers with a $1,000 fine for publishing such discriminatory job ads.


Gender-Referent Language
Advertising for a waitress rather than a food server sends a clear message the employer wants to hire a woman, which is a form of gender-referent language. A male job seeker who might otherwise apply for that job is immediately discouraged from doing so, yet cannot be legally turned away if he does. While there are limited circumstances whereby gender is a bona fide occupational qualification, such as in a prison or gender-specific health facility, the majority of employers are strongly advised to use gender-neutral job titles and descriptions in their advertisements.


Ageism
Discouraging the over-40 job seeker from applying for a non-age specific position is another form of employment discrimination. For example, the employer who advertises "recent college graduates" for a sales job that any seasoned professional twice that age can handle violates the Age Discrimination in Employment Act. Companies that use these trigger words, which also include citing specific age ranges, tread on thin ice where their liability is concerned if the position does not actually require that particular qualification.


Originally written for and published by Demand Media

Breaking Up the Workday

Engaging in any activity without a break, whether enjoyable or laborious, makes it difficult for the mind and body to relax and regain balance. This is particularly true in the workplace, where stress can be constant and relief options minimal. Establishing a dedicated area where employees enjoy some downtime during the workday is a strategic move that can reap many positive benefits for the company and workers alike.


Increased Productivity
The basic principle of a staff breakroom -- which is "often the most undervalued, underappreciated room in the workplace" -- is for employees to temporarily disengage from the steady stream of daily tasks. It only takes a brief respite in this work-free zone for people to relax and recharge, a combination that brings with it a greater level of productivity, job satisfaction and general health.


Socializing
The chance to step away from work-related issues lends itself to a more social atmosphere. People who gather in the office breakroom have an opportunity to catch up on coworkers' family news or shoot the breeze about current events. Talking shop is also an option that can be a challenge to avoid, yet its presence still adds to the relationship-building aspect of workplace cohesion.


Important Qualities
The office water cooler has long been a focal point when people needed a quick break, yet its typical placement in the middle of the office didn't allow for any downtime away from all the activity. The metamorphosis into a separate room calls for several key components beyond a simple sofa for designing a comfortable and inspiring space. A break room should have kitchen-type appliances, including a refrigerator, coffee maker and microwave; food and drink, such as coffee, tea and healthy snacks; paper products, including disposable cups, plates, eating utensils, as well as shelves for reusable mugs and dishes; entertainment -- a television and reading material, such as local newspaper, trade and general magazines; and some cleaning supplies, including dish soap, sponges and paper towels.


Utopia
Some companies have elevated the concept of workplace break rooms to such a level that employees almost feel as though they've been treated to a spa day during their lunch hour. From mood lighting to nature sounds, plants to distilled drinking water, and cushioned floor pads to massage recliners, a growing trend is to create an oasis where people can refresh with meditation, short naps or light exercise. Another way to unwind and de-stress is to play games. A 2001 article in "USA Today" pointed out how pool tables, air hockey, darts and other interactive games can add a greater physical element to sideline stress and help employees regain focus.


Photo credit: Ryan McVay/Digital Vision/Getty Images
Article originally written for and published by Demand Media

1950s Marketing and the Shifting Gender Landscape

The post-World War II business approach capitalized on family-related market changes. This era modified ideas of who brought home the paycheck, how the children were raised and the evolving notion of stay-at-home mothers. The 1950s advertising industry recognized women as having considerably more decision-making status and used the "cult of domesticity" to market this trend.

1950s Feminization
Postwar years created a tremendous consumption of mass-produced housewares. Consumer designs changed drastically to appeal to this feminine shift, while manufacturers heavily promoted their wares directly to women. Pre-1950 advertisers were not adept at strategic psychological manipulation. However, according to Lapham's Harper's Magazine article, that soon changed as marketing campaigns began to reflect gender-based sales tactics.

Entering the Male Domain
This marketing shift necessitated a greater female presence in the professional sphere to teach housewives how to become informed consumers. Women were quickly learning marketable skills as home economics and consumer science drew them out of the home and into commerce. This push to professionalize consumer culture not only spawned criticism against stereotypical female roles, it also helped women obtain the know-how to enter a male-dominated workforce and establish a new feminist consumer market.

Adjusting Perspectives
The postwar era encouraged advertisers to heed the lessons of a radically shifting consumer landscape by accommodating a much broader female audience. According to Penny Sparke, author of As Long As It's Pink, specific target marketing became a critical component in the 1950s. This helped establish a secure consumer base, which soon became a much greater challenge when defining a feminized postwar society. The upshot was women developed the confidence to make purchasing decisions without their husbands' input.

Shaping the Future
Given how 1950s women were quickly moving away from the conventional social mold, advertisers were compelled to identify with them as unique individuals rather than extensions of their husbands. Men had long been the central point of virtually all advertising campaigns until this significant shift in consumer focus occurred. For women who were bursting at the seams with newly recognized value, the area of social equality was ripe for change.

Originally written for and published on eHow