This Monday in Kuwait, we concluded the sixth meeting of the Counter ISIL Finance Group (CIFG). The CIFG, which the United States co-chairs with Italy and Saudi Arabia, was established in January 2015 as one of the five working groups within the Global Coalition to Counter ISIL, a broad international group formed to degrade and ultimately defeat ISIL. The CIFG is a critical forum in which members seek to understand ISIL’s financial and economic activities and to develop and coordinate countermeasures internationally. At yesterday’s event, we were honored to welcome delegations from over 35 countries—including officials from central banks, finance ministries, financial intelligence units, and foreign ministries—and four multilateral organizations. The meeting provided an opportunity for Coalition members to update one another on progress disrupting ISIL’s sources of revenues and its access to the international financial system, and the discussions sharpened our understanding of ISIL’s financial infrastructure. Detailed briefings were provided on Coalition efforts to target ISIL’s oil industry, as well as the international community’s understanding of ISIL’s financial relationships with its affiliate groups abroad. The meeting also served as a venue to share best practices and lessons learned for regulating exchange houses and money transfer companies, significant channels through which ISIL can move funds. Finally, CIFG members sought to anticipate the possible future trajectory of ISIL’s finances as Coalition military efforts force ISIL out of territory, shrinking its access to resources and populations to extort. This meeting follows our last plenary meeting in Rome in April of this year, where the CIFG’s four outcome-oriented project groups met to tackle a wide-range of issues related to counter-ISIL finance including ISIL’s cross-border illicit financial flows, oil and gas exploitation, financial connections with affiliates, and the looting and sale of antiquities. The CIFG also met in February 2016 in a historic joint meeting with the Financial Action Task Force (FATF) to develop a greater understanding within the international community of how ISIL raises and moves funds and examine measures that can be taken against it. The work we do in the CIFG is essential. The CIFG has made important contributions in constraining ISIL’s finances in the nearly two years that have passed since its establishment. We will continue our work to deprive ISIL of revenue and to make the international financial system a hostile environment for ISIL. Daniel L. Glaser is the Assistant Secretary for Terrorist Financing at the U.S. Department of the Treasury.
By Gabriela Burlacu, Human Capital Management Researcher, SAP Organizations all over the world are increasingly facing a need to adapt, adjust, and proactively aim toward having more diverse, inclusive workforces. This pressure is coming from external sources, with service-oriented companies serving increasingly diverse customer bases. It is also coming from internal [...]
Let's take a look at a few utilities ??? XEL, CMS, SCG, IDA ??? that are scheduled to report quarterly numbers on Oct 27.
"He's overweight. If he doesn't care about himself, he doesn't care about his work." "She doesn't sound like she is from around here, how will she fit in?" "He's leaving early to pick up his kid again? He's not as committed to his career as I am." "I can't believe she isn't on Twitter. How can she keep up with our technology at the office if she can't even keep up with something every kid knows how to do?" Hopefully, we never hear these things but, chances are someone may be thinking them. Nagging, judgmental voices, every day people judge and devalue their office colleagues, whether we say it out loud or simply think it. But why do we think such things about our colleagues? Psychologist Joseph LeDoux notes that we make daily evaluations about others' appropriate or inappropriate characteristics based on physical, emotional or background attributes. It's not that we mean to be mean. Yet, we make assumptions about people, and those assumptions are not always appropriate. It is more than words and judgmental statements about others. Our devaluation of others extends to our emotional reactions to and behavioral treatment of them as well, and that includes stereotyping, dislike, exclusion or discriminatory treatment and can make the targeted person feel persecuted, ashamed, angry and despondent. Does this sound like a person who is going to produce great work? Numerous studies have shown that devaluation can lead to turnover intentions, job dissatisfaction, poor performance appraisals; negative advancement opportunities, emotional conflict, social isolation, feelings of disrespect, and low self-esteem. We live and work in a time that supposedly values diversity and inclusion. However, there is ample evidence that workers often feel excluded and devalued by others and that leads to many negative outcomes. If Only You Were More... We most commonly judge others based on physical attributes. We not only perceive attractive and unattractive coworkers differently, or those of a different race or gender, we act on those perceptions in ways that are hurtful to people personally and professionally. Social psychologists and management academics have conducted research that show physical characteristics such as race gender age, physical unattractiveness, disability, chronic illness, speech impediments and weight cause devaluation in the workplace. Julie Chen, co-host of The Talk, revealed that she underwent eyelid surgery early in her career after she was told that she would never sit on the anchor desk because she looked too Chinese. Chen's career was important to her, so she made the decision to change her looks. Her career took off, but she confessed, "I wondered, did I give in?" Unattractiveness often plays a role in the devaluation of others. A study published in Human Performance showed that unattractive people are more likely to be bullied at work. Researchers Timothy Judge and Brent Scott found that physical attractiveness plays at least as big a role in how a person is treated at work as personality. Even if an unattractive person is gregarious and open to new ideas, he or she is likely to be the subject of rude, uncivil and even cruel treatment by coworkers. While most research has focused on the devaluation of individuals with easily identifiable physical characteristics, devaluation can be associated with any form of individual difference or diversity. Non-visible attributes also provoke devaluation in the workplace, too, including religion, education, sexual orientation, mental illness, substance abuse, long periods of unemployment, values and beliefs, and political affiliation. The less likely the characteristic is to be noticed, the less likely the person is to be devalued. No wonder people often hide such attributes to avoid discrimination or other negative responses. A Muslim female may not wear a hijab. A manager with diabetes may hide her daily insulin injections from her employees. A gay coworker might not display photos of his partner on his desk. Tim Cook, CEO of Apple, while never denying he was gay, just recently felt comfortable publicly coming out. Cook hopes his announcement will help reduce discrimination against gays. Sometimes, the workplace itself can foster devaluation, such as diminishing workers who seek flexible work arrangements. It may be an acceptable practice, even a popular and lauded one, yet employees who take advantage of flex time often feel penalized, such as being overlooked for promotions or not invited to important meetings. And it isn't confined to child-bearing women and parents, but also includes grown children caring for elderly parents, or employees requiring regular medical or dental attention over a long period of time. Which means it affects a large percentage of the workplace. Just look at articles such as The Stigma of a BlackBerry User, which highlights the "mockery and derision" aimed at people who use a BlackBerry in an era of iPhones and Androids. Let's Just Stop This, Shall We: Simple Steps We Can Take Right Now. We have the power to prevent or end devaluation in ourselves and others. There are several common forces at play when we judge others and there are steps we can take daily to mitigate them. 1. Establish clear expectations of sensitivity and tolerance. Not only can we recognize the voices in our heads and thus work to deactivate those voices, we can act to prevent people from being devalued by developing practices that promote acceptance of differences in others and showing strong disapproval when others are devalued. Strong leaders set clear expectations for themselves and others to foster a culture of sensitivity and tolerance and one that minimizes devaluation. Promoting a culture that maintains professionalism, respect and high levels of emotional intelligence at all times can help employees work together without the negative effects of devaluation. 2. Raise awareness to your biases. We've long known that similarity makes people like and identify with each other. So, it is important to be aware of our bias or unconscious mindset against people who are different from us or who have a characteristic with which we don't overtly identify. As an example, the U.S. Equal Employment Opportunity commission found unconscious biases and perceptions about African Americans still play a significant role in employment decisions in the federal sector. Professor Judge notes: "If we recognize our biases and are more open and honest about their pervasiveness, we'll be in much better shape to combat the influence." When you hear that voice in your head judging others, notice it. Be aware of what you are thinking. Most people don't even realize they are thinking negatively about someone, which means they can't act to combat any resulting actions. 3. Look for the positive. Research on the neuroscience of happiness indicates that we more often think negative thoughts than positive ones. While your mind might jump to the negative about someone, you can redirect your thoughts in a more positive direction. It can be as easy as looking for something nice to say, and saying it. And, of course, heed common advice: If you can't find something nice to say, don't say anything at all. 4. Try to minimize stereotyping. We all use stereotypes to pigeonhole or typecast people, which forms a basis for our judgements, our words and subsequent behaviors. No one wants to be stereotyped. Stereotypes create negativity and block possibilities. So the next time you think about saying something funny about a blonde coworker, or a "stuffy" man in a suit, or an aging Baby Boomer, stop and recognize stereotypes and work to avoid it. Approach the person as just another person, someone whose interests may match your own, or who may need your advice, or who might turn out to be an interesting colleague or friend. Research suggestions that through practice, we can weaken our own mental links to negative stereotypes. Start today. The next time you begin to judge someone, ask what author Steve Maraboli asks: "How would your life be different if...you stopped making negative judgmental assumptions about people you encounter? Let today be the day. Look for the good in everyone you meet and respect their journey." -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.
Laboratory experiments have shown that parents who believe their child’s abilities are fixed engage with their child in unconstructive, performance-oriented ways. We show that children of parents with such “fixed mindsets” have lower reading skills, even after controlling for the child’s previous abilities and the parents’ socioeconomic status. In a...
From mafia to hookers to brawls with the Gaddafis, the club has seen it all1. Tanks drive by the club Night Flight opened on Moscow's main drag, Tverskaya Street, in 1991 when the USSR was living out its final months. "There was absolutely nothing in our country, in Moscow in particular," remembers Yury Giverts, one of the club's founders. Two Swedish partners brought all the club’s furnishings from Sweden. "And this was not only furniture, but also the wallpaper, the ashtrays, toothpicks, screws and screwdrivers," says Giverts. Until the middle of 1990s, when there was a shortage of food in Russia, everyday a truck with produce would arrive from Sweden. All the equipment was brought to the club on Aug. 15, 1991 and on the 19th the putsch began – the State Committee on the State of Emergency tried to remove President Mikhail Gorbachev from power. Tanks drove past the windows of the future club on Tverskaya. The coup attempt failed and on Oct. 25 Russia's first nightclub opened its doors to the public. 2. Vodka for kroner and yen In the 1990s Night Flight was primarily oriented towards foreigners – most Russians, except the nouveau riche, had no time for night clubs. The club was the first establishment in Russia where all the staff spoke English. Best of Moscow nightlife: Top 8 clubs and bars to visit right now Back then the ruble was not convertible and for food and drink foreigners would pay in international currencies, any currencies. "In the morning we'd see that the receipts had been issued in everything from Swedish kroner to Japanese yen," says Giverts. Now everyone pays with rubles but there are still many foreign guests – about 65 percent of the club's clientele. 3. Martini with tomato juice as a masterpiece of mixology The Russians who in the 1990s could afford Night Flight were not the most sophisticated club-goers and the shortage of produce inspired the staff's imagination. Inexperienced guests would believe a barman if he told them that a martini with tomato juice is the ideal cocktail and the latest mixology craze. Nevertheless, Night Flight was teeming with excitement. "For every slow dance, future oligarchs would throw 100-dollar bills to the girls behind the tables, people on the streets were genuinely amazed and happy to see foreigners and Stockholm, in comparison to giant Moscow, seemed like an alley," says the club's general manager Swede Mats Jansson, who in the 90s was in charge of security, in an interview with the Afisha magazine in 2014. 4. Fights and a car in the door Night Flight club / Source: Press Photo Jansson remembers that time as being fun but dangerous. Night Flight was the first club in Russia to introduce a system of rigid face control and far from everyone was pleased with this. The club did not admit "bros" (Russian Mafiosi) in jogging suits and golden chains, only people in suits. Once, a guest whom the face-control bouncer did not allow to enter got so angry that he drove his car right into the club's front door. Another time, Jansson remembers, a fight broke out in the entrance. Two of Muammar Gaddafi's son's bodyguards had a row while the Libyan leader was inside the club. But the conflict, as always, was soon settled. 5. Rock star? Gotta pay anyway! The club's severe guards did not make exceptions for anyone. Admission into the club had (and has) a fee and once even rock star Bryan Adams was forced to pay. That day he and his band had been expected as the club's VIP guests. The other musicians came early but Adams was late. The musicians were allowed in for free and without waiting in line, but when the Canadian rocker, who was no longer expected, finally arrived, he was forced to pay. The club manager was shocked but the security director said that Adams "could afford it." 6. A tsardom of prostitutes "In the beginning of the 1990s meeting a foreigner was like winning the lottery," says Mats Jansson, adding that they attracted not only ordinary girls but also prostitutes. Judging by the reviews on the TripAdvisor site, even though the 1990s are long past, girls of easy virtue still frequent the club. "Everything is good but I won't let my husband go here alone," writes one visitor. Jansson admits that 99 percent of the girls who come to Night Flight "are professionals." But the club itself, in his words, is completely legal. The prostitutes do not work there; they just come like the other guests, they pay to enter and for the drinks. What they do outside the club does not concern the management.
The Chemours Company (CC) is an impressive stock as it has a strong Value Score, favorable Zacks Rank and is also seeing positive estimate revisions.
LegacyTexas Financial Group (LTXB) is looking especially impressive right now and might be a great candidate for momentum-oriented investors in the near term
Jabil Circuit Inc. (JBL) is looking especially impressive right now for value-oriented investors
Norbord is an impressive stock as it has a strong Momentum Score, favorable Zacks Rank and is also seeing positive estimate revisions.
Tile Shop Holdings is an impressive stock as it has a strong Momentum Score, favorable Zacks Rank and is also seeing positive estimate revisions.
Amazon, Boston Beer, Ross Stores and Lam Research highlighted as Zacks Bull and Bear of the Day
Let us focus on the utilities scheduled to release Q3 earnings on Oct 26.
Rise in revenue was largely responsible for earnings beat at KeyCorp (KEY).
It is not a new problem. Death from overwork has been publicly discussed for decades in Japan. Yet the recent suicide of a woman in Tokyo to escape the ravages of overwork at Dentsu has come to represent how endemic the issue has become for many who seek a better life in Japan. Matsuri Takahashi was so desperate and felt so trapped, she jumped off the roof of her dormitory late last year.(1) The division where she was employed had gone from fourteen employees to six although the workload had not diminished. As the months went by, she felt exasperated and trapped that the only way out for her was to kill herself. What is it that creates a work culture where employees are meant to feel fortunate to have a position in such a prestigious firm and where management feels entitled enough to take disregard one's dignity and self-worth and abuse a person to death? It is a complicated web of cultural and historical norms. Japan has historically been a producer oriented society where consumers take the back seat. This manifests itself in the workplace where workers are often required to do what they are told with workloads added at will. This is one reason why job descriptions are intentionally kept vague in Japan. Add to the mix the power of group pressure to conform by not making waves and add a little "look the other way" mentality when abuse occurs and you have a dangerous cocktail. How does one change such traditions and cultural norms? Bullying has been a deep rooted part of Japanese culture for many centuries. So has maintaining harmony and avoiding conflict inside a group. While core to Japan's nature, it is clear some historically ignored social deficiencies need to change. But will they? I have previously written about the power of "Gaman" and "Sho ga nai" (grin and bear it + it can't be helped) in Japan.(2) And I have noted the challenges associated with revising some Japanese cultural norms in order for Japan to successfully adapt to a multi-cultural society where there are many ways to get things done. It is long past time for Japanese to stand up and make this happen. Yet knowing Japan as I do, this will not happen without sufficient monetary pain and public shame. We are nowhere near that level of pain. (1) http://www.japantimes.co.jp/community/2016/10/23/issues/time-consign-death-overwork-japans-history/ (2) https://www.linkedin.com/pulse/japans-grin-bear-culture-cant-last-forever-david-wagner?trk=mp-author-card -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.
It's 2016, right? We know enough about discrimination and harassment that this "myth" of workplace bullying needs to be debunked, right? WRONG! I'm writing this from a perspective that has been tainted by an actual workplace situation being faced by one of my daughters today. But, I am writing also to prepare you, the small business owner, to face some of these realities and become proactive in stopping such behavior before it becomes rooted in your culture. When we think of "bullying" we generally picture high school locker rooms or playgrounds where emotionally or physically immature kids are taken advantage of by bigger, more aggressive students. Who doesn't want to help those victims? But, the workplace bully is different from that schoolyard kid. In fact, according to HRMorning.com, there are at least eight workplace bully personality types. And the behaviors exhibited by those bullies take on many forms - from exclusion from workplace or after-hours activities, rude or excessive and unwarranted criticism, belittling of co-workers, attempts at sabotage of work or relationships, swearing and raised voices. Some Statistics to Ponder According to a 2014 study conducted by the Workplace Bullying Institute (WBI), 65 million workers have been affected by workplace bullying. Nearly 30% of workers had experienced some type of bullying on the job. 69% of bullies are male, females comprise the other 31%. Females bullied other women in 68% of the cases. 72% of those surveyed felt their workplace rationalized or encouraged a culture of bullying or denied it existed at all. Bosses or supervisors are the majority of bullies. 61% of the targets interviewed lost their jobs as the only way of stopping the bullying and the perpetrators lost their jobs only 15% of the time. 93% of the participants supported the Healthy Workplace Bill - a grassroots effort to apply pressure upon state legislatures and the federal government to enact legislation to stop workplace bullying. Additional statistics in a flyer you can download. High Cost of Bullying If there is no law against bullying today and very few laws requiring training for supervisors (except for Utah, Tennessee and California), what impact does bullying have on your workplace? Is it worth your time and expense to provide training to prevent this kind of behavior? When you consider some of those stats noted earlier (65 million employees impacted), what about loss of productivity and turnover to avoid a bully? This kind of turnover is costly to your bottom line. Steps You Can Take to Minimize Your Liability This is a lot of information to digest and you are probably asking, "What can I do about this in my workplace?" Initially, get educated. Learn the signs of bullying, because while there is no law on the books today against bullying, there are other laws that might apply: Hostile work environment Discrimination against protected categories (race, sexual orientation, disability). In a future article, I will go into more depth on each of these steps, but for now, just be aware of ways to minimize your exposure: Promote a positive culture in your workplace. Investigate any complaints of bullying seriously and promptly. Train your supervisors on how to identify bullying and how to address the situation properly. Bullying in the workplace is a serious issue with real costs. If you have not given this situation any honest consideration, now is the time before turnover, absenteeism or "stress" workers compensation claims become all too common. HR Solutions may be right at your fingertips. To learn more about how you can protect your business, give us a call or drop us a line. This article is acknowledging "Freedom from Workplace Bullies" week October 16 to 22, 2016. For more information, click here. Margaret Jacoby, SPHR, is the founder and president of MJ Management Solutions, a human resources consulting firm that provides small businesses with a wide range of virtual and onsite HR solutions to meet their immediate and long-term needs. From ensuring legal compliance to writing customized employee handbooks to conducting sexual harassment training, businesses depend on our expertise and cost-effective human resources services to help them thrive. This article first appeared on the MJ Management Solutions blog. Let's connect: LinkedIn | Twitter | Facebook | Google+ -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.
The worst scares are the ones you least expect. These are the most horrifying TV shows that weren't intended to be horror.